EB Academic Staff EB Minutes

MINUTES OF THE MEETING OF THE ACADEMIC ENTERPRISE BARGAINING GROUP 1:00PM - 3:30PM, WEDNESDAY 30 AUGUST 2000 RM 127, FEHPS Present: Graeme Dennehy (Executive Director) Mary Notestine, NTEU Representative Alan Cumming, PVC (Academic) Rhonda Forrest, NTEU Representative Chris Serow, Manager, IR & WC Jenny McParlane, NTEU Representative Rod Gerber, Dean, FEHPS Tim Battin, NTEU Representative Sue Johnston (Director TLC) Rebecca Wood as Academic EB Secretary Meeting opened at 1:10 pm Jenny McParlane took the role of chair ITEM 1: APOLOGIES Chris Burrell, Industrial Officer Adrian Ryan (NTEU State Secretary) ITEM 2: MINUTES OF THE PREVIOUS MEETING (9 AUGUST 2000) The location of the meeting should have read Eustace Simpson Room - Booloominbah. Tim Batten was Present at the meeting. Item 3.3 Should have read - The NTEU advised that they were not in a position to respond. Item 5, third paragraph should have read - The University agreed to develop a comparison document for the meeting scheduled for 10 August. Item 5; last paragraph should read - The University advised that many of the Management Team would be unable to attend Thursday's meeting because of the profiles meeting with DETYA, Item 7.1 Should read - The NTEU request a response from the University for further Resourcing of the NTEU Bargaining Team. Item 7.2 Should read - The NTEU provided initial verbal responses to the papers tabled by the University on the DETYA Guidelines and the Efficiencies and Financial Benefits Paper. With the above corrections, the minutes were passed as a true and accurate record of the meeting. ITEM 3: BUSINESS ARISING FROM THE MINUTES OF 9 AUGUST 2000 3.1 Resourcing of the NTEU EB Team The NTEU requested a response from UNE concerning resourcing for the NTEU EB Team and were advised that funding is no longer available. ITEM 4: TAKING STOCK AND FINANCIAL MATTERS The UNE Management Team advised that there had been some informal discussions on what is actually blocking the negotiations and then advised the NTEU on ideas they thought might be able to advance the bargaining process. UNE confirmed that the current 12% salary offer is on the basis that if the University is confident that the final agreement will comply with the DETYA Workplace reform Guidelines, the previous 9% unconditional component would become 11% unconditional and that the remaining 1% would be conditional/contingent on achieving the specified organisational targets. It was also confirmed that the added benefit of the proposed roll-up of annual leave loading was in addition to these salary increases. The UNE Management Team asked the NTEU if there is room to talk about this offer and maybe come back with some modelling. The NTEU advised that this position is very close to what they are wanting and agreed that there is room for negotiations and timing for phasing in salary increases. The UNE Management Team asked the NTEU if they accept UNE's financial position and the NTEU replied that they agree to disagree. ITEM 5: UNE REVISED LOG OF CLAIMS OF 9 AUGUST 2000 - NTEU RESPONSE The NTEU advised that they have discussed forming "working parties"to focus on some clauses & report back to the EB Group and are happy to do so once a position on each of the major outstanding clauses has been reached. Clause 5 - Relationship with other Awards and Agreemnts: The UNE Management Team confirmed that the University is aiming for a "closed and comprehensive" Agreement and that this was in line with the DETYA Workforce Reform Guidelines criteria. The NTEU advised that all award provisions would need to be addressed within the Agreement. (Chris Serow and Adrian Ryan to go through this process together) Clause 7 - Commitments: 7.3: The parties agreed to review this clause after other clauses have been finalised within the Agreement. Clause 8 - Managing Organisational Change: 8.1.3 & 8.1.4: The NTEU advised that they may want to change wording after the Managing Change clause is complete 8.1.5: Replace with NTEU wording - The Union agrees to negotiate in these matters as part of its responsibility to secure the best possible outcomes for its members. 8.2.1: To now read - The parties agree that where the carrying out of the University's responsibilities and obligations would cause changes, the steps outlined in clause 8.3 will be implemented when one or more of the following circumstances prevail: 8.2.1a: Replace with - A targeted reduction in the academic workforce within a cost centre which raises collective concern within the centre. 8.2.1c: Should now read - changes which may have a sustained negative impact of academic staff workload are to occur; 8.3.1b Should now read - Employees will co-operate with and will provide information as may be required to the Dean/Head of Cost Centre in order to facilitate completion of the particular workplace change process expeditiously. 8.3.1l Flow Diagram is to be included of the Workplace Change process. Clause 9 - Administration of Employment Conditions 9.1 NTEU to return with a revised proposal for the wording of this clause (Mary Notestine). Clause 11 - Workplace reviews Should now read - Should the University identify the need for organisational change as a result of a workplace review, the managing organisational change clause of this agreement will take effect. Clause 12 - Academic Workload(Guidelines) The Principles and Criteria were agreed, however Jenny McParlane and Rod Gerber to work through the clause with regard to considering facilitation of guidelines. Clause 14 - Workforce Planning Agreed. Clause 15 - Flexible Teaching Year The examples in clause 15.2 require further discussion. Clause 16 - Teaching Assistant Positions Chris Serow to discuss with Adrian Ryan. The following is a list of clauses to be discussed at the next meeting. Clause 20 - Salaries and Contingent Increases Clause 24 - Salary Points within a Classification Clause 27 - Categories of Employment Clause 28 - Goal Setting and Performance Review Clause 29 - Probation Clause 30 - Promotion Clause 37 - Long Service Leave Clause 38.7 - Sick Leave (Workers Compenation) Clause 44 - Transfers Clause 45 - Resignation Clause 46 - Termination of Employment Clause 47 - Absence from Employment Clause 48 - Retrenchment Clause 50 - Recovery of Debts Clause 52 - Performance Recognition and Feedback Clause 53.2.5 - Procedures to Improve Unsatisfactory Performance (Definition of Unsatisfactory Performance) Clause 54.2.6 - Misconduct and Serious Misconduct Procedures (definition of misconduct) Clause 54.2.7 - Misconduct and Serious Misconduct Procedures (definition of serious misconduct) Clause 55 - Procedures for settling grievances Clause 56 - Industrial Dispute settling procedures Clause 58 - application of workplace relations act 1996 Other items raised by NTEU to be discussed include: · Moral & Intellectual Property Rights and Academic Freedom and, · Voluntary retirement. ITEM 7: PROTOCOLS & OPEN COMMUNICATION The parties agreed not to have open meetings at the present time. The NTEU advised that the announcement by the VC concerning the 2% interim payment should have gone through the EB team as it forms part of the final quantum. The UNE Management Team advised that although the 2% would form part of the final quantum, the 2% salary increase effective from September was by administrative action and was not for negotiation. ITEM 8: OTHER BUSINESS There was no other business Next meeting to be Wednesday 6th September 1:30-5:00pm in the Eustace Simpson Room - Booloominbah ITEM 9: SUMMARY OF MEETING 1. The NTEU requested a response from UNE concerning resourcing for the NTEU EB Team and were advised that funding is no longer available. 2. UNE confirmed that the current 12% salary offer is on the basis that if the University is confident that the final agreement will comply with the DETYA Workplace reform Guidelines, the previous 9% unconditional component would become 11% unconditional and that the remaining 1% would be conditional/contingent on achieving the specified organisational targets. It was also confirmed that the added benefit of the proposed roll-up of annual leave loading was in addition to these salary increases. 3. The parties agreed to work together to try to achieve an agreement that would attract the DETYA 2% salary supplementation to the University. 4. The UNE management and the NTEU bargaining teams worked through the UNE Agreement proposal tabled on 9 August to identify clauses that had major problems. The negotiating teams commenced negotiations regarding identified clauses and came to an agreement on several clauses as well as confirming process for resolving some of the other clauses. The next meeting will continue to work through remaining clauses. 5. The next meeting will be held from 1:30pm to 5:00pm on Wednesday 6 September. Meeting closed at 3:35 pm

Maintained by Industrial Relations & Workplace Change. © 1999 University of New England, Armidale, NSW 2351. Last revised: 9 October 2000 Email:rwood@metz.une.edu.au