EB Academic Staff EB Minutes

MINUTES OF THE MEETING OF THE ACADEMIC ENTERPRISE BARGAINING GROUP 8:00AM - 10:00AM, WEDNESDAY 5 APRIL 2000 CONFERENCE ROOM, TC LAMBLE BUILDING Present: Graeme Dennehy, Executive Director, Business &Administration Mary Notestine, NTEU Representative Brian Stoddart, PVC (Research & External) Alison Sheridan, NTEU Representative Sue Johnston, Director, TLC Jenny McParlane, NTEU Representative Chris Serow, Manager, IR & WC Steven Thiele, NTEU Representative Chris Burrell, IR Officer and Academic EB Secretary Meeting opened at 8:03 am Brian Stoddart took the role of chair Item 1: Apologies Rod Gerber, Dean FEHPS Adrian Ryan, NTEU State Secretary Item 2: Minutes of the Previous Meeting (29 March 2000) Minutes of the last meeting were held over until the next meeting. Item 3: Business Arising from the Minutes of 29 March 2000 3.1 Flexible Teaching Year The NTEU advised they were not adverse to discussion on flexible teaching year and that the NTEU were prepared to look at it in the context of planning and workload. The NTEU questioned when the workload models would be ready. G Dennehy advised that John Kleeman has struck a few problems and that it was not quite as easy because of variation between awards. G Dennehy advised the University was looking at full fees and charges, and trying to estimate cost of critical activities, costs of overheads, etc. B Stoddart commented that the University was happy to look at the overall principles and to talk about the flexible teaching year as a part of workload. B Stoddart suggested that a principle whereby an academic staff member was required to teach, for example, two out of three trimesters, with the third available as "down time" for undertaking research, community service, consultancy, etc. The NTEU advised that such a proposal was not out of the questions so long as the University could assure a block of time for such other activities. S Johnston commented the need to have summer schools included as a part of workload, and not a separate matter. Such a move would provide greater flexibility for the University. NTEU commented that if the clause were changed to read "developed and implemented by the parties within six" the clause would be acceptable. This amendment was acceptable to the University. 3.2 Workloads Continuing on from the discussion in flexible teaching year, the parties discussed the need for raw data, as going into minute detail can cause everyone problems. It was agreed that using a range or average could also prove to be problematic. The parties agreed that the NTEU would discuss and put forward a modified proposal of the teaching guidelines for the next academic EB meeting. 3.3 Leave Provisions of UNE Academic Award The parties worked through the leave provisions contained within the draft UNE Academic Award. The following provisions were agreed on the basis of the following amendments: (note: numbers in this part correspond to those numbers contained in the draft award) Based on draft UNE Award Part 6 - Leave and other matters (Clause numbers in BOLD are numbers in revised working draft of EB agreement) Clause 20 (30) Public Holidays - accepted as is BUT note that in last dot point under 30.1, the clause referred to should be 30.4 (NOT 20.4) Clause 21 (31). Annual Leave - rewording of Clause 31.2.3 is as agreed. Clause 22. (32) Long Service Leave - rewording is as agreed (for Dean/Head of Cost Centre) Clause 23 (33) -- SICK LEAVE What has happened to the 'overview' statement agreed to in the AEBIC? 33.3 - "authorised supervisor" should be replaced with Head of School/administrative unit or authorised nominee 33.4 - last line should read 'health certificates' rather than 'medical certificates' 33.5.1(b) - wording is bad: "due to illness which are spurious" - and I thought you were to rewrite this. 33.5.1(c ) - change wording to "Allow the University to maintain a sufficient record of sick leave if medical RETIREMENT NEEDS TO BE CONSIDERED." Clause 24 (34) Maternity leave -- rewording is as agreed Clause 25 (35) Paternity leave-you've replaced 'reconcile' with 'undertake' in clause 25.2 (35.2) but have not replaced the eligibility clause for Paternity leave with that based on the maternity leave clause. Clause 26 (36) - agreed with no changes Clause 27 (37) - rewording is as agreed, with inclusion of bereavement leave Clause 28 (38) - agreed with no changes The parties agreed to the provisions being included into the academic enterprise agreement. 3.4 Teaching Assistants The parties discussed the principles behind the use of teaching assistants. The NTEU commented that they were not adverse to the idea, however the NTEU did have concern on a number of points. The NTEU questioned the proposed length of the contract (5 years) and wished for the term to be shorted. The University agreed to modify the sentence to provide that contracts would normally be for a period of 3 years, but could be as long as 5 years. The parties discussed that those appointed to teaching positions, may not necessarily have o be studying in that field, however, they must have the necessary theoretical and practical knowledge and experience to teach in the area. This view was agreed between the parties. The NTEU questioned the impact that the HECE Award would have on this clause. Chris Serow advised that this provision would override the HECE Award. The parties also discussed and agreed that when determining the level of fractional appointment to be undertaken, the Head of School must give due consideration to the projected research completion time according to the individual circumstances if the teaching assistant is also a postgraduate student. With amendments, the clause on "teaching assistants" was agreed. Item 4: Salary Packaging Guidelines Brian Lancaster (Director, HR Services) tabled and spoke to a consultation draft document on the issue of salary packaging. B Lancaster outlined the range of options, which would be available to staff to salary package and the benefits some packaging may have on individuals pay. It was agreed that the NTEU would take away and look at the document and come back with any questions at a later meeting. Item 5: Other Business 5.1 Serious Misconduct. The NTEU questioned when the University would have finished the flow diagram for the Serious Misconduct procedures. The University advised that a flow diagram relating to serious misconduct would be presented at the next academic EB meeting. 5.2 NTEU Financial Response The NTEU advised that due to work commitments, Ian Eddie has been unable to complete the financial analysis, however, the NTEU would provide the analysis as soon as possible. The NTEU also advised that at a meeting of members the University's revised salary offer was rejected and "not acceptable", and as such, the NTEU would be undertaking industrial action during the residential school period, with a possible three day strike in early May. The University questioned how the NTEU could pursue industrial action on the matter of salaries when they have not genuinely discussed the matter with the University. B Stoddart commented that it looked as if the NTEU were not interested in trying to find a solution on salaries with the University, but instead use "pressure cooking" tactics to try and force the University into a salary position. G Dennehy commented that any further increase than that offered by the University would cut into the fabric of the University and would mean job losses. The NTEU commented that the members are aware of the possible cuts in pursing their claims and that it will mean redundancies, The NTEU commented that staff are willing to risk this yet their members do not believe that it will itself cut into the fabric of the University. The University raised deep concern that the NTEU would undertake industrial action before genuinely trying to find a solution or discuss salaries. Item 6: Summary of Meeting 1. Agreement was reached on the implementation of a flexible teaching year. It was also agreed that such a system would be implemented in the context of workload. 2. The parties discussed and agreed on the establishment of a "Teaching Assistant" position which would enable the University to appoint appropriately trained and qualified people into teaching assistant positions on a 3 - 5 year contract basis to provide assistance in areas such as, conduct tutorials and demonstrations, mark essays and assignments, conduct field trips and be available for student consultation as required. 3. Agreement was reached on the following leave clauses: Annual Leave Long Service Leave Sick Leave Maternity Leave Paternity Leave Adoption Leave Family and Community Leave Jury Leave 4. The University tabled a consultation draft document on the issue of salary packaging. The parties agreed to discuss this matter further at a later meeting. Meeting closed at 10:25am

Maintained by Industrial Relations & Workplace Change. © 1999 University of New England, Armidale, NSW 2351. Last revised: 12 April 2000 Email:rwood@metz.une.edu.au