University of Newcastle Focus Groups Bulletin

University of Newcastle Focus Groups Bulletin

Protecting Our Terms and Conditions

Report from focus groups held Friday 8 May 2009, Callaghan Campus

In the lead up to enterprise bargaining the CPSU, The General Staff Union, is running members focus groups to develop our log of claims. Focus groups are being well attended, discussion has been vigorous, and they are proving an excellent forum for member driven bargaining. This process will ensure the CPSU knows exactly what UON General Staff want from this round of bargaining.

Issues discussed under the theme ‘Protecting Our Terms and Conditions’ included:

• the restoration of rights and entitlements lost under WorkChoices and HEWRRS;

• the restoration of limits on use of Fixed Term and Casual employment and the reintroduction of conversion processes to Ongoing employment;

• the introduction of limits on outsourcing; and

• the ability of the Union to represent its members effectively through an on-campus presence.

Members requested specific information on:

• HECE Award provisions in the Modernised Award for General Staff, to operate from January 2010. Implications for bargaining, and compliance requirements?

• The new Fair Work Act. Implications for bargaining?

• What conditions were “Lost to Policy” under WorkChoices and HEWRRs?

General issues raised included:

• Restoration of CPSU Branch office and facilities on campus

• Time release for President and accredited delegates to undertake essential union business in work time

• CPSU involvement in staff inductions, University to provide CPSU information to new starters

• Restoration of paid Union Training Leave to accredited delegates and members

• Restoration of CPSU ability to represent a member, without requiring a formal invitation to do so

• Time allowed for formal CPSU meetings in University time, especially for EB

• Limits on outsourcing, requiring justification, and consultation with staff on alternatives – outlaw outsourcing “by stealth”

• Fixed term contracts that are rolled over should become real ongoing jobs – some people have been on fixed term contracts for years, and still have no job security

• Redundancy severance calculation should be uncapped for years of service

• Backfill provisions to be strengthened for all leave types

• No forced taking of LSL, especially in context of Xmas shutdown

• M4P – focus needed on Training and Development rather than “performance”

• Main items of importance in Agreement (as seen by the members attending) (not in order of priority)

Further Focus Groups on themes contained in the CPSU EB Members Discussion Paper will be held throughout May:

Please contact your CPSU Bargaining Coordinator
Richard Dear
if you wish to attend any of these sessions
or if you require another copy of the
CPSU EB DISCUSSION PAPER

Download PDF Version

back...