University of New England Branch NTEU
Log of Claims
The NTEU demands the following improvements in pay and conditions from
the University of New England.
1. Salary
- That the salary rates for all NTEU members employed by the university be increased by a
7% per annum on the date of expiry of the current certified agreement, a further 6% twelve
months from the date of expiry of the current certified agreement and a further 6% twenty
four months from the date of expiry of the current certified agreement.
- That all staff be covered by this agreement and receive the same salary increases.
- That the academic casual rate descriptors from the salaries award be incorporated in the
agreement in express terms.
- That Level 1 of the current HEO salary scale be abolished.
2. Expiry Date
That the enterprise agreement expire no later than 1 March 2002.
3. Awards
That all award provisions having application at this university as they
existed on 29 June 1998 be incorporated into this agreement subject to the items 4(a) (i),
4(b) (i) and 4(c) below.
4. Employment
a) Mode of Employment
That the Higher Education Contract of Employment Award 1998 (the HECE Award), be
incorporated.
That the university agree to convert all current fixed term employees to continuing
employment where their current mode of employment would be excluded as fixed term
employment under the provision of the HECE Award.
That in relation to casual staff the loading be increased to 30% and that there be a
minimum payment of 3 hours work on any day the casual staff member is employed, provided
that any existing minimum call out provisions in excess of 3 hours will be retained.
Further that a loading be agreed to apply to fixed term contract staff.
b) Managing Change, Redeployment, Redundancy and Severance
- That the university guarantee that there will be no job losses during the life of this
agreement.
- That existing provisions regulating managing change be improved, ensuring that there is
a right to consultation and negotiation before decisions are reached and after
implementation.
- That existing provisions regulating redeployment, redundancy and severance be improved.
- That a central structural adjustment fund be established to mitigate the need for
redundancies and/ or to provide payment for redundancies.
- That the use of flexible delivery modes be subject to the agreement of the NTEU and that
where introduced, staff will receive adequate and appropriate training.
- That there will be no further contracting out, classification or proposals, which
adversely affect EEO, groups, without approval of the NTEU.
c) Disciplinary Provisions
That disciplinary provisions be improved by empowering review committees to
determine matters of fact, evaluate allegations pertaining to conduct and performance and
decide upon whether a penalty, and if necessary which penalty, is appropriate.
d) Induction and Career Development
That improved induction and career development procedures be introduced.
e) Probation
That probation periods for all positions be reduced and that criteria for probation
reviews be improved.
5. Workloads
That the Agreement include provisions for the regulations of workloads.
a. That in relation to general staff workloads:
- No staff member be required to extend the span of ordinary hours and TOIL be paid out if
it is not able to be taken within six months; and
- A NTEU/ management committee be established to review staffing levels and duties where
workload are increased; and
- There be no increase in workload as a result of any organisational change; and
- That the working week for all classifications of general staff shall be 35 hours; and
- That an agreed broadbanding policy be included in this Agreement.
b. That in relation to academic staff workloads:
- No academic staff member be required to teach more than 24 weeks in any 12 month period;
and
- No academic staff member be required to teach on weekends or public holidays without
agreement with the NTEU; and
- The university agree to a cap on academic class contact and teaching hours across the
university that takes into account research student supervision, administration, class
size and EFTSU load, course and subject development, staff development and professional
requirements, needs of new teaching staff and any other factor contributing to the
workload of an academic at this university, and allowing for a spread of workload broadly
consistent with an average 36 hour week of teaching, research, and professional ,
university and community service.
c. In relation to all staff workloads:
- The dispute resolution procedures be extended to deal with disputes over workload,
including establishment of Boards of Review
- Any change to or extension of the teaching year and academic calendar including
extension or further introduction of a three semester year be subject to the agreement
- Appropriate allowances in workload be made for staff required to work in locations other
than their primary worksite.
6. Superannuation
That the Agreement ensures that:
- The university pay a minimum 17% employer superannuation contribution for all current
full – time and fractional time employees who, as at the date of this agreement, are
members of SSAU and TESS.
- The university pay a minimum 17% employer contribution for all new full – time and
fractional employees who would have been eligible for membership of SSAU and TESS had they
been employed by the university as at the date of this agreement.
- The university pay a minimum of 17% employer contribution for all current and new fixed
– term staff who are not otherwise eligible pursuant to (a) and (b) above.
- The university pay to all casual employees, as a minimum, a Superannuation Guarantee
Charge employer contribution level.
The provision of any legislation requiring a choice of superannuation funds has no
application at the university.
7. Forms of Leave
- That the relevant industry standard or where that is not available, the relevant test
case standard for annual leave, long service leave, maternity leave, paternity leave,
family leave, sick leave, carer’s leave, trade union leave, cultural leave, study
leave, special leave and relocation leave be included in the agreement provided that where
existing practice, policy or procedure is consistent with or more beneficial than the
relevant industry or test case standard, the existing practice, policy or procedure be
codified and incorporated into this agreement.
- That all staff be entitled to take their annual leave in unbroken periods.
- That existing practice, policy or procedures dealing with special studies leave be
codified and incorporated.
8. Gender Issues
a. That the agreement ensure that the gender inequalities in the
existing general staff structure are rectified by the agreement to incorporate and
implement the outcomes of the general staff award classification restructure application.
b. That the agreement include family – friendly provisions, to
apply to both heterosexual and same sex relationships, such as:
- A statement of commitment to providing a family – friendly workplace;
- Job share arrangements;
- Access to fractional employment;
- Addressing the specific needs of nursing mothers;
- Funding and support for the provision of care for dependants during all required working
hours whether at work or travelling (day care and after hours care);
- Commitment to the ILO Convention 156;
- Provisions regarding women returning from career breaks (recognition of previous
service, extension of any performance review, breaks to be considered in the workload
allocation and any assessment).
c. That the university maintain and make available relevant pay equity data in a form
which enable cross university comparison.
d. That the university agree to include the following anti – discrimination
clause:
‘In accordance with relevant anti – discrimination legislation, the
university will not discriminate on the basis of race, colour , sex, sexual preference,
age, physical or mental disability, marital status, family responsibilities, pregnancy,
religion, political opinion, trade union membership and activity, national extraction or
social origin and will work to help prevent and eliminate any such discrimination.
Nothing in this clause shall derogate from the right an employee or the university to
pursue a matter of discrimination in any state or Federal jurisdiction, including by
application to the Human Rights and Equal opportunity Commission.’
9. Research Funding
That the university agrees to establish a structural adjustment fund or
funds to fund any salary related shortfall created by a lower assumed salary rate in
NH&MRC, ARC and other research grants. Research grant applicants and holders must not
be required to fund any increases in salary and related costs from the existing grant.
10. Indigenous Employment
That indigenous employment be developed and expanded through increased
allocation of funds particularly by programs initiated by DETYA funding. Where employees
are required to use indigenous languages in the course of their employment an allowance
will be paid depending on the skill level required.
11. Moral, Intellectual Property Rights and Intellectual Freedom
That the agreement recognise and protect the moral and intellectual
property rights of all staff and their right to exercise intellectual freedom.
12. Ballot Process
That the university agree, as a threshold issue, not to conduct any
ballot processes for an enterprise agreement negotiated between the university and the
NTEU until such time as the agreement has been approved under the rules of the NTEU and
signed by the General Secretary.
13. Voluntary Retirement
That the university will establish agreed conditions for the use of any
incentive schemes to encourage staff to take retirement. Such conditions must be
equitable, financially responsible and have no impact on staff workloads.
14. Union Rights
That right of entry, payroll deductions of membership fees, provision
for time release for authorised union delegates and provision of office space for the NTEU
Branch be included in the Agreement.
15. Encouragement of Union Membership
That the university in co – operation with the Union will encourage
new employees to join the Union and current members to continue their participation.
16. Grievance Procedure
That procedures for the expeditious and effective resolution of
workplace grievances be included in the Agreement.
17. Dispute Resolution
That procedures for the resolution of industrial disputes between the
parties be included in the Agreement and that these procedures give the Australian
Industrial Relations Commissions the authority to resolve disputes by conciliation and/ or
arbitration.
18. Reclassification
That reclassification procedures be included in this Agreement.
19. Recruitment, Selection, Promotions and Appeal Procedures
i) That existing recruitment, selection, promotions and appeals
procedures be included in this Agreement; and
ii) That existing appeals procedures be extended to temporary general staff with at
least 12 months service.
20. Other Matters
The NTEU reserves the right to raise other matters during the course of
negotiations.
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