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Your bargaining team has met the University twice this year: 23 February and 9 March.
The parties reviewed the status of bargaining by going through the clauses that have been tabled and discussed; assessing the clauses that still require discussion and negotiation. Please see our comprehensive table below.
Dispute resolution was discussed in detail on Tuesday. The key principles we are pursuing in dispute resolution are:
1.
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The capacity to settle any dispute arising about the Agreement and the National Employment Standards;
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2.
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The ability for the CPSU to lodge a dispute on behalf of members under the agreement;
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3.
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The ability for Fair Work to arbitrate a dispute;
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4.
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That parties will implement any decision of FWA;
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5.
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The right to appeal against a decision.
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The main points that are still not agreed to are:
- Whether the clause has a provision relating to either party “exacerbating the dispute”, and
- If and how the CPSU can lodge a dispute in our own right
The CPSU has agreed to craft words for the clause that we hope will address the University concern regarding how the union is authorised by members to lodge a dispute.
At the next Bargaining Meeting on 23 March, the Managing Change clause will be discussed again. Your Bargaining Team are negotiating hard to ensure that the change management clause entrenches the key principles endorsed in the CPSU log of claims. They are:
Comprehensive arrangements to guarantee meaningful consultation with staff and the CPSU over change management.
An Agreement that ensures where a staff member is redeployed into a suitable alternative position the University will provide relevant training.
What else is your CPSU Bargaining Team doing?
We are also working hard to ensure you get the best leave clauses. We tabled a comprehensive leave section in December last year. There is still some way to go but the University has already shown a willingness to agree to some of the CPSU proposals including the introduction of paid grandparents’ leave. If we achieve this it will mean that the UNSW will be the first employer in the country to provide for paid grandparent leave.
Industrial action protocols
The unions have discussed an industrial action protocol developed by the CPSU. The aim of the protocol is to ensure that members of a union engaged in legitimate industrial action will respect the right of members of other unions not taking industrial action AND that members of a union not participating in industrial action will respect the right of other unionists to engage in legitimate industrial action.
For a further update on bargaining and what industrial action means for YOU we have called a special Meeting for Tuesday 16th March, at 1-2 p.m. In CLB2. Come along and find out more, or express your own view on bargaining progress.
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WHAT’S NEXT?
1. Members’ meeting
Tuesday 16 March
1-2 pm in CLB2.
2. Members’ AGM
7 April 2010 - stay
tuned for the details
3. Next EB meetings
23 March
6 April
20 April
4 May
WE WANT
YOUR FEEDBACK
Your continued
support is important
to ensure YOU GET
THE VERY BEST
Agreement possible.
Contact
Adrianne Harris
9385 3426
OR
Deborah Encel
9385 3576
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