THE COMMUNITY AND PUBLIC SECTOR UNION 3 April, 2000   Mr Chris Serow Manager Industrial Relations and Workplace Change The University of New England ARMIDALE NSW 2351 Dear Mr Serow I refer to your letter of 20 March, 2000 detailing the University's response to the CPSU's Log of Claims for the current round of Enterprise Bargaining. To further progress the Bargaining process, below is some comment on the University's response. The Union is of course willing to discuss this further with you. 1. Salaries The Union is pleased to receive your advice that the quantum and dates for salary instalments have bee improved, although the offer is still below the average outcome for other Universities in New South Wales and Australia. - "Sign-on" bonus: The Union notes the University's response. As the inclusion of this provision is based on equity considerations (previously detailed to the University), the Union is willing to modify its claim so that the $1,000 payment is only applicable to full-time employees. Accordingly, Part-time employees would be paid the bonus on a pro-rata basis e.g. an employee working 24 hours per week would receive a payment of $685.70. To further assist negotiations in this matter the Union seeks your advice on the number of General Staff employed on a full-time, part-time and casual basis (including classification levels for each category of employment). - Institution-specific Award The Union notes your comments on the above Award. The Union believes that it is both necessary and appropriate that any Enterprise Agreement clearly provide that nay leave (or condition) not included be referred to in the EBA so that employees have a comprehensive knowledge of their entitlements. - Five Weeks Annual Leave. I note your comments, but believe that further discussions may lead to a resolution of this claim. - UNE General/Staff employment policies I note the University's view as to how you wish to proceed with this matter. One difficulty has been raised by members in relation to this is if this University unilaterally reduced or abolished an entitlement contained in a UNE employment policy during the life of the EBA. - HECE provisions. The Union notes your comments. Protection Against Exploitation The Union notes your comments and information and agrees that further discussion is needed on this matter. Conditions of Employment 1. Hours of Work Whilst the Union would be interested to hear the University's views on this matter, we do not believe there is a need to alter existing arrangements (except perhaps "purchased leave"). In particular, this Union would oppose any reduction in penalties or overtime rates. 2. Flexitime The Union will supply further information when the University details its concerns on this subject. 3. Career Development and Training The University's comments are noted. I enclose an extract from the University of Sydney GSEBA Clause 20 Career Development Leave (marked *O that the Union believes would be appropriate for this subject. 4 & 5. Allowances, Reimbursements and Registrations/Allowances The CPSU will supply further detail to the University on these claims. 6. On-call The Union is willing to have further discussions on this matter. 7. Classification Promotion Matters Agree in principle. Further discussions are needed on these subjects. 8. Study Leave The University's comments are noted. 9. Maternity Leave The CPSU seeks further detail on UNE's position on this subject. 10. Quality Service Recognition The CPSU will supply a detailed clause to UNE on this matter. 11. Family and Noted. 12. Part-time/Casualty/Probationary Employees Agree. 13. Workplace Change, Redeployment, Redundancy and Severance The CPSU notes your views and agrees that further discussion is required. It is noted that UNE's comments do not include the draft no retrenchments clause recently tabled by UNE at EB negotiations. This issue remains a key one in an EBA between the CPSU and UNE. 14. Australian Workplace Agreements The CPSU has already conveyed its views in relation to AWA's to the University. 15. University Governance There appears to be some confusion by the University on this claim. To clarify, the CPSU seeks the University's continuing support for a doubling of General Staff representation on University Council. While we appreciate that such a change is not within the power of the University, support for an approach (and if necessary successive approaches) to the State Governments in support of such a change is sought. The General Staff Communications Group (GSCG) is not seen by this Union as part of University Governance nor as a party to the EBA negotiations. As you will recall, the GSCG was established solely to improve the flow of information to General Staff. (See GSCG terms of reference). This alone is the appropriate role of the GSCG. The University's: 1) support for an approach to the State Government (see above) is sought, and 2) confirmation of the role of the GSCG (see above) is sought by the CPSU. 16. Rights of Union Member/Unions Not acceptable to the CPSU 17. Discipline and Appeals See previous comments on General Staff employment policies. 18. Mechanisms See previous comments on General Staff Employment policies. 19. OH&S Matters Noted. 20. High (sic) Duties Noted. But further discussion needed. 21. Superannuation Noted. 22. Ballot Process Rejected 23. Grievance Procedures Some further clarification is required. 24. Dispute Settlement procedures See comment in 23 above. 25. Indigenous Employment Your comments are noted. However the CPSU seeks further discussion of this item. 26. Child Care Noted. 27. Equity Issues The CPSU will table detailed proposals in relation to this item. 28. Other Claims Noted. The CPSU hopes that this letter will assist the University in furthering the process of finalising an EBA for General Staff. Yours faithfully IAN GALLAWAY for JANET GOOD STATE BRANCH SECRETARY