University of Wollongong Bargaining Report
March 17, 2010
Bargaining around half-way done.
Your CPSU Bargaining Team met with the University on Wednesday 17th March 2010.
The CPSU and the University were meant to discuss Employment Matters, including Job Security, Casual & Fixed Term Conversion, Casual Loadings and related topics. These matters have been delayed until the next EB meeting and discussions were had around clauses still outstanding from earlier meetings.
Dispute Resolution
The University is still seeking advice & considering appropriate wording for this clause. The CPSU and the University are in agreement on the principles & procedures of the Dispute Resolution clause but as always, the detail is yet to be examined.
We want this clause to include:
✓
|
A staged process internal to the University in an attempt to resolve disputes locally; followed by
|
✓
|
A staged process in Fair Work Australia which will include conciliation/mediation; followed by, if necessary
|
✓
|
A form of Arbitration where FWA can make binding decisions. |
Probation
The University has agreed with the CPSU claim to waive any probation period for fixed term staff (for second and subsequent contracts) and for staff applying for positions at the same classification. The CPSU is still seeking alternative strategies for improved job security for staff who successfully apply for promotional positions.
Accelerated Progression
This will now form part of the Enterprise Agreement. General Staff and supervisors can refer to this provision for high performing staff.
Promotion and Reclassification
The CPSU is seeking to ensure all principles of Reclassification are protected by being contained in the Enterprise Agreement. The University is considering our claim and will respond in future bargaining meetings.
|
What’s Next?
The CPSU will be
discussing at
the next
Bargaining Session,
week of 12th April
➢
|
Types of
Employment |
➢
|
Union Rights |
| ➢ |
Reclassification |
| ➢ |
Dispute Resolution |
All members are
encouraged to
provide
feedback &
comments on
the progress of
negotiations.
This informs
your Bargaining
Team on how
we’re going & to
make sure we
are doing what
members want.
|
| |
UOW General Staff Bargaining Progress
| What has been agreed? |
Does it
meet our
claim? |
|
What is being
discussed? |
Update |
| PART ONE |
|
|
|
| Title & Arrangement |
✓ |
Disputes Resolution Procedure |
UOW to respond with new wording to CPSU draft |
| Operation of the Agreement (3 years) |
✓ |
Staff Consultation and Representation |
Union Rights Clause to be re-tabled |
| Removal of AWAs |
✓ |
Staff Consultative Committee |
Mostly Agreed – on hold until later |
| Anti Discrimination and Grievances |
✓ |
|
|
| PART TWO |
|
|
|
| Salary Structure |
✓ |
Salary Increase |
To be discussed last |
| Classification Criteria |
✓ |
Incremental Progression |
Accelerated Progression wording to be drafted by CPSU |
| Annual Leave Loading |
✓ |
Promotion and Reclassification |
CPSU to submit detailed list of claims to include |
| Payment of Salaries |
✓ |
Superannuation |
Not Yet Discussed |
| Salary Packaging (placement of clause in EA may change) |
✓ |
|
|
The CPSU Bargaining Team negotiates with the University of Wollongong, based on the feedback we got from CPSU members in our Focus Groups & the resulting Log of Claims endorsed by members.
Both sides negotiating make agreements on each clause on an “In Principle” and “Without Prejudice” basis. The “In Principle” Agreements made by your CPSU Bargaining Team are subject to your approval. The University representatives make “In Principle” Agreements, subject to approval by the Vice Chancellor.
Please review our progress and provide feedback & comments to your local delegate. We will be holding CPSU Member Meetings as negotiations progress to update Members and ask for support, comments, discussion and feedback. These provide us with the tools we need to make sure CPSU Members achieve the best outcome possible for General Staff.
CPSU - THE GENERAL STAFF UNION
STRONGER TOGETHER |
Download PDF Version
|
Bargaining around half-way done.
Your CPSU Bargaining Team met with the University on Wednesday 17th March 2010.
The CPSU and the University were meant to discuss Employment Matters, including Job Security, Casual & Fixed Term Conversion, Casual Loadings and related topics. These matters have been delayed until the next EB meeting and discussions were had around clauses still outstanding from earlier meetings.
Dispute Resolution
The University is still seeking advice & considering appropriate wording for this clause. The CPSU and the University are in agreement on the principles & procedures of the Dispute Resolution clause but as always, the detail is yet to be examined.
We want this clause to include:
|
A staged process internal to the University in an attempt to resolve disputes locally; followed by
|
|
A staged process in Fair Work Australia which will include conciliation/mediation; followed by, if necessary
|
|
A form of Arbitration where FWA can make binding decisions. |
Probation
The University has agreed with the CPSU claim to waive any probation period for fixed term staff (for second and subsequent contracts) and for staff applying for positions at the same classification. The CPSU is still seeking alternative strategies for improved job security for staff who successfully apply for promotional positions.
Accelerated Progression
This will now form part of the Enterprise Agreement. General Staff and supervisors can refer to this provision for high performing staff.
Promotion and Reclassification
The CPSU is seeking to ensure all principles of Reclassification are protected by being contained in the Enterprise Agreement. The University is considering our claim and will respond in future bargaining meetings.
|
What’s Next?
The CPSU will be
discussing at the next
Bargaining Session,
week of 12th April
|
Types of
Employment |
|
Union Rights |
|
Reclassification |
| |
Dispute Resolution |
All members are
encouraged to
provide
feedback &
comments on
the progress of
negotiations.
This informs
your Bargaining
Team on how
we’re going & to
make sure we
are doing what
members want.
|
| |
UOW General Staff Bargaining Progress
| What has been agreed? |
Does it
meet our
claim? |
|
What is being
discussed? |
Update |
| PART ONE |
|
|
|
| Title & Arrangement |
✓ |
Disputes Resolution Procedure |
UOW to respond with new wording to CPSU draft |
| Operation of the Agreement (3 years) |
✓ |
Staff Consultation and Representation |
Union Rights Clause to be re-tabled |
| Removal of AWAs |
✓ |
Staff Consultative Committee |
Mostly Agreed – on hold until later |
| Anti Discrimination and Grievances |
✓ |
|
|
| PART TWO |
|
|
|
| Salary Structure |
✓ |
Salary Increase |
To be discussed last |
| Classification Criteria |
✓ |
Incremental Progression |
Accelerated Progression wording to be drafted by CPSU |
| Annual Leave Loading |
✓ |
Promotion and Reclassification |
CPSU to submit detailed list of claims to include |
| Payment of Salaries |
✓ |
Superannuation |
Not Yet Discussed |
| Salary Packaging (placement of clause in EA may change) |
✓ |
|
|
The CPSU Bargaining Team negotiates with the University of Wollongong, based on the feedback we got from CPSU members in our Focus Groups & the resulting Log of Claims endorsed by members.
Both sides negotiating make agreements on each clause on an “In Principle” and “Without Prejudice” basis. The “In Principle” Agreements made by your CPSU Bargaining Team are subject to your approval. The University representatives make “In Principle” Agreements, subject to approval by the Vice Chancellor.
Please review our progress and provide feedback & comments to your local delegate. We will be holding CPSU Member Meetings as negotiations progress to update Members and ask for support, comments, discussion and feedback. These provide us with the tools we need to make sure CPSU Members achieve the best outcome possible for General Staff.
CPSU - THE GENERAL STAFF UNION
STRONGER TOGETHER |
Download PDF Version
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