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University of Newcastle CPSU Branch
CPSU Members Focus Groups Bulletin
CPSU Members Focus Groups Bulletin
May 22, 2009
Pay and Superannuation
Report from focus groups held week ending Friday 22 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 have been very popular, and the discussion is proving that CPSU members are enthusiastic about having a forum for member driven bargaining. This process will ensure the your negotiators know exactly what UoN General Staff want from this round of bargaining.
Issues discussed under the theme ‘Pay and Superannuation’ included:
- What is a fair and competitive per annum pay increase for General Staff?
- Do you rely on your superannuation for a comfortable retirement?
- Are you concerned about inflation or the rising cost of living?
- Are you entitled to any allowances, and do they properly recognise your duty or skill?
General issues/ideas raised included:
- The sector claim of 27% over 3 years established by the CPSU national delegates conference is supported as a starting point for negotiation = 9% per annum
- A one-off $1500 to $2000 “sign-on” payment for each staff member at commencement of the agreement
- Bonuses to all staff (not just managers) if things are going well
- Improve/expand the salary sacrifice options
- Need to check parity between University rates and Industry Awards, especially in technical jobs.
- Review of technical work and gradings to be completed – timeframe required.
- Claim increase in annual leave loading to 25% or 30%
- Claim increase in annual leave entitlement to 5 weeks to reflect the Xmas shutdown
- Employer superannuation contribution to be increased by at least 3% taking the current employer contributions of 17% to 20%, and 9% to 12%
- Genuine choice of super fund instead of new staff being pointed exclusively at Unisuper – this may not be the best or preferred option for the worker
- Reinforce entitlements to paid overtime and time off in lieu at penalty rates
- Higher Duties allowances should include super contributions, and HDA should not be used to avoid appropriate substantive grading/reclassification
- “Evacuation Warden” allowance similar to First Aid Allowance – this would attract staff to take on these responsibilities
- Scholarship scheme for children of General Staff employees with 5 years(+) service, for study at UoN
- Introduce a “Welly” scheme (converse of “Sickie”) – staff with high accrual can take a “Welly”
- Long-serving staff to be paid out for a percentage of their unused sick leave
- Workgroups to create a “sick leave bank” – workers agree to donate unused sick leave to a bank for use by any group member who has serious ongoing illness, instead of being forced to LWOP
- Free membership of gym, etc
- Guaranteed access for staff to University Health Service and University Counselling Service – same footing as students
- Career Break leave
Further Focus Groups on themes contained in the CPSU EB Members Discussion Paper will be held in May:
| Friday 29 | Callaghan ICT 3.27 and CE19 |
ENSURING WE ARE TREATED WITH RESPECT and BALANCING WORK AND LIFE |
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
CPSU MEMBERS’ EB FOCUS GROUPS 22 May 2009
Pay and Superannuation
Report from focus groups held week ending Friday 22 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 have been very popular, and the discussion is proving that CPSU
members are enthusiastic about having a forum for member driven bargaining. This process will ensure the your
negotiators know exactly what UoN General Staff want from this round of bargaining.
Issues discussed under the theme ‘Pay and Superannuation’ included:
o What is a fair and competitive per annum pay increase for General Staff?
o Do you rely on your superannuation for a comfortable retirement?
o Are you concerned about inflation or the rising cost of living?
o Are you entitled to any allowances, and do they properly recognise your duty or skill?
General issues/ideas raised included:
o The sector claim of 27% over 3 years established by the CPSU national delegates conference is
supported as a starting point for negotiation = 9% per annum
o A one-off $1500 to $2000 “sign-on” payment for each staff member at commencement of the agreement
o Bonuses to all staff (not just managers) if things are going well
o Improve/expand the salary sacrifice options
o Need to check parity between University rates and Industry Awards, especially in technical jobs.
o Review of technical work and gradings to be completed – timeframe required.
o Claim increase in annual leave loading to 25% or 30%
o Claim increase in annual leave entitlement to 5 weeks to reflect the Xmas shutdown
o Employer superannuation contribution to be increased by at least 3% taking the current employer
contributions of 17% to 20%, and 9% to 12%
o Genuine choice of super fund instead of new staff being pointed exclusively at Unisuper – this may not be
the best or preferred option for the worker
o Reinforce entitlements to paid overtime and time off in lieu at penalty rates
o Higher Duties allowances should include super contributions, and HDA should not be used to avoid
appropriate substantive grading/reclassification
o “Evacuation Warden” allowance similar to First Aid Allowance – this would attract staff to take on these
responsibilities
o Scholarship scheme for children of General Staff employees with 5years (+) service, for study at UoN
o Introduce a “Welly” scheme (converse of “Sickie”) – staff with high accrual can take a “Welly”
o Long-serving staff to be paid out for a percentage of their unused sick leave
o Workgroups to create a “sick leave bank” – workers agree to donate unused sick leave to a bank for use
by any group member who has serious ongoing illness, instead of being forced to LWOP
o Free membership of gym, etc
o Guaranteed access for staff to University Health Service and University Counselling Service – same
footing as students
o Career Break leave
Further Focus Groups on themes contained in the CPSU EB Members Discussion Paper
will be held throughout May:
Friday 29 Callaghan - ICT 3.27 and CE19 –
ENSURING WE ARE TREATED WITH RESPECT
and BALANCING WORK AND LIFE
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
Richard.Dear@newcastle.edu.au
Branch Executive
President
Trevor White
Ph: 492 15662
Secretary
John Foster
Ph: 492 16169
Vice President
Sue Freeman
Ph: 0419 142 095
Contact
Industrial Staff
Organiser
Ron Hunter
Ph. 0419 980 503
rhunter@psa.asn.au
Industrial Officer
Dorothy Molyneux
Ph. (02) 9290 1555
C
Assistant Secretary
Andrew Evans
Ph. 498 54514
Women’s Officer
Nerida Ferguson
Ph: 492 15320
Membership
Registrar
John Foster
Ph: 492 16169
CPSU - University of
Newcastle Branch
Floor 2 Devonshire House
406 King Street
Newcastle West NSW 2302
Phone: 49275455 / 49294788
Email: rhunter@psa.asn.au
Fax: 49275477
Membership application form: http://www.thegeneralstaffunion.org.au
Pay and Superannuation
Report from focus groups held week ending Friday 22 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 have been very popular, and the discussion is proving that CPSU
members are enthusiastic about having a forum for member driven bargaining. This process will ensure the your
negotiators know exactly what UoN General Staff want from this round of bargaining.
Issues discussed under the theme ‘Pay and Superannuation’ included:
o What is a fair and competitive per annum pay increase for General Staff?
o Do you rely on your superannuation for a comfortable retirement?
o Are you concerned about inflation or the rising cost of living?
o Are you entitled to any allowances, and do they properly recognise your duty or skill?
General issues/ideas raised included:
o The sector claim of 27% over 3 years established by the CPSU national delegates conference is
supported as a starting point for negotiation = 9% per annum
o A one-off $1500 to $2000 “sign-on” payment for each staff member at commencement of the agreement
o Bonuses to all staff (not just managers) if things are going well
o Improve/expand the salary sacrifice options
o Need to check parity between University rates and Industry Awards, especially in technical jobs.
o Review of technical work and gradings to be completed – timeframe required.
o Claim increase in annual leave loading to 25% or 30%
o Claim increase in annual leave entitlement to 5 weeks to reflect the Xmas shutdown
o Employer superannuation contribution to be increased by at least 3% taking the current employer
contributions of 17% to 20%, and 9% to 12%
o Genuine choice of super fund instead of new staff being pointed exclusively at Unisuper – this may not be
the best or preferred option for the worker
o Reinforce entitlements to paid overtime and time off in lieu at penalty rates
o Higher Duties allowances should include super contributions, and HDA should not be used to avoid
appropriate substantive grading/reclassification
o “Evacuation Warden” allowance similar to First Aid Allowance – this would attract staff to take on these
responsibilities
o Scholarship scheme for children of General Staff employees with 5years (+) service, for study at UoN
o Introduce a “Welly” scheme (converse of “Sickie”) – staff with high accrual can take a “Welly”
o Long-serving staff to be paid out for a percentage of their unused sick leave
o Workgroups to create a “sick leave bank” – workers agree to donate unused sick leave to a bank for use
by any group member who has serious ongoing illness, instead of being forced to LWOP
o Free membership of gym, etc
o Guaranteed access for staff to University Health Service and University Counselling Service – same
footing as students
o Career Break leave
Further Focus Groups on themes contained in the CPSU EB Members Discussion Paper
will be held throughout May:
Friday 29 Callaghan - ICT 3.27 and CE19 –
ENSURING WE ARE TREATED WITH RESPECT
and BALANCING WORK AND LIFE
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
Richard.Dear@newcastle.edu.au
Branch Executive
President
Trevor White
Ph: 492 15662
Secretary
John Foster
Ph: 492 16169
Vice President
Sue Freeman
Ph: 0419 142 095
Contact
Industrial Staff
Organiser
Ron Hunter
Ph. 0419 980 503
rhunter@psa.asn.au
Industrial Officer
Dorothy Molyneux
Ph. (02) 9290 1555
C
Assistant Secretary
Andrew Evans
Ph. 498 54514
Women’s Officer
Nerida Ferguson
Ph: 492 15320
Membership
Registrar
John Foster
Ph: 492 16169
CPSU - University of
Newcastle Branch
Floor 2 Devonshire House
406 King Street
Newcastle West NSW 2302
Phone: 49275455 / 49294788
Email: rhunter@psa.asn.au
Fax: 49275477
Membership application form: http://www.thegeneralstaffunion.org.au