CPSU Members Focus Groups Bulletin

CPSU Members Focus Groups Bulletin

Making Sure We Will Be Listened To

Report from focus groups held week ending Friday 15 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 negotiators know exactly what UoN General Staff want from this round of bargaining.

Issues discussed under the theme ‘Making Sure We Will Be Listened To’ included:

• How confident do staff feel about lodging a dispute with the University should they fail to apply a right or entitlement under the Agreement?

• Should members have the right to be represented and supported by the CPSU without limitations?

• How can the voice of General Staff best be heard in the University?

• Do current University Governance processes take account of general staff views?

• Should General Staff have a transparent and fair disciplinary and termination process?

General issues raised included:

• The Fair Work Act commencing 1 July will strengthen our ability to have disputes heard by an external body Fair Work Australia (replacing the AIRC)

• Union members / staff need clear information about dispute processes, e.g. a flowchart showing particularly that a dispute goes to HR, not to the team leader, etc.

• Remove ambiguity from EB clauses, using clear language to reflect spirit and intent. Processes should be fair, logical, transparent, and timely.

• At the moment the University appoints Enquiry Officers – should be agreed by the Unions and University Management and selected from an agreed pool. The enquiry process should be recorded.

• The DVC’s decision should not be held to be incontestably final but should be open to appeal.

• General Staff should be guaranteed right of representation at 1 to 1 meetings with management, especially in discussions affecting job redesign and change in the workplace.

• Change proposals should be communicated by all-staff email – all staff should have an ability to submit comment, not just the “stakeholders” in the unit under review.

• All change proposals should be received and debated by University Council, and require Council endorsement before implementation.

• University Council, and the staff generally, should receive the minutes of the Consultative Committees set up to monitor the implementation of the Agreement.

• General Staff membership of University Committees should be compulsory.

• CPSU needs to be seen as a strong member of the University community, the CAMPUS BACKBONE.

• CPSU needs to regain:

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

The input from the Focus Groups will be collated and will form the basis of the Log of Claims. When ready this will be circulated to members for further discussion at a Log of Claims General Meeting (or Meetings) in late June, so that our finalised Claim for this round of bargaining can be formally served on the University when the current agreement expires.

This process ensures that the claim actually reflects the needs and wishes of the General Staff, not some list of ideological objectives constructed elsewhere by Union administrators. You should ensure that your voice is heard by taking part in the discussions occurring now.

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

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