1. Aims of Heads of Agreement
This Heads of Agreement is designed to resolve the key claims and issues raised by the Community and Public Sector Union (CPSU) with the University of New England in the current round of Enterprise Bargaining. The intention is to outline the major agreed issues to be incorporated in a Section 170LJ Agreement to be presented to staff, and certified in the Australian Industrial Relations Commission (AIRC). A number of matters require further drafting for the preparation of the final Agreement and this Heads of Agreement will assist the University and Union bargaining teams.
This Heads of Agreement will cease to have any effect on the certification of the University of New England General Staff Enterprise Agreement 2000.
2. Salary Increases
(a) Salary increases will be paid as follows:
- a guaranteed salary increase of 1% from the first pay day in May 2000;
- a guaranteed salary increase of 2% from the first pay day in July 2001;
- a guaranteed salary increase of 2% from the first pay day in July 2002;
- a guaranteed salary increase of 2% and 3% contingent salary increase - both from December 2002.
(b) All existing General Staff classified as HEO1 who have been at the top of the range for one (1) year or more at the time of the signing of agreement will become HEO 2 Step 1.
3. Employment Security Clause
In accordance with the University's Strategic Plan 1997 - 2002, the University is committed to developing and retaining high quality staff. To this end, the University agreed to no forced retrenchments for general staff, up to and including HEO level 10, Step 1 during the life of this agreement.
The University reserves the right to transfer any existing general staff member to any reasonable position within the University that is commensurate with employee's skills, competence and training at their current salary and classification level. Transfer may involve the staff members being located in more than one position as required by the University.
From the date of this agreement, where a position or the duties of a position are determined by the University to be no longer required, and the incumbent has not already been transferred to another position, the incumbent may:
(a) elect to be redeployed to another position within the University which is no more than two (2) levels below their present one, if the present level is not available. Such redeployed employee shall retain their salary for all purposes (eg. Superannuation) on a personal basis until the salary of the lower level position reaches that level; or
(b) elect to accept an offer from the University of a redundancy package.
In accepting redeployment, an employee agrees to be retrained as required by the University.
The duties of the position to be undertaken by the employee will, if necessary, be classified by the Classifications Committee prior to redeployment.
4. Addition Annual Leave
The Enterprise agreement will provide for General Staff to receive an additional fifth week of Annual Leave.
This additional leave:
(a) will not attract Annual Leave Loading;
(b) must be taken by the employee in the year after the service year that it has been accrued in;
(c) The CPSU will acknowledge that the University continues to have the right to direct staff to take accrued leave at a time convenient to the University;
(d) It is the University's intention to work towards a cap on accrued leave of five (5) weeks.
5. The parties to this Heads of Agreement acknowledge that there remain other additional issues that need to be resolved before an Enterprise Agreement can be certified.
