UNE Members' Bargaining Report 8
UNE Members' Bargaining Report 8
SAVE OUR SICK LEAVEDid you know that the University wants to place a cap on our sick leave? Did you know the uncapped sick leave was part of a package of better conditions negotiated a few years ago in lieu of a greater pay increase? The university wants to cap sick leave because they believe there are a “small number of staff who are taking undue advantage of these conditions” and that managers were finding this difficult to manage. This is no reason to get rid of a best practice sick leave clause. Did you know a university report on sick leave recommended, “more effective management practices must be put into place to more effectively manage those incidents of sick leave that could possibly be an abuse of the system.” The report DID NOT recommend cutting OUR sick leave entitlement. Of course, the CPSU does not support anyone abusing the sick leave provisions. Therefore, your bargaining team has offered to cooperate in developing more effective management practices to managing sick leave. We believe that uncapped sick leave is an important condition for staff for job security, particularly with an ageing staff profile and in the context of the current financial climate. The CPSU absolutely opposes any attack on our sick leave entitlement…and so should you. |
What’s next? meeting on April 6 & 7 • Have you signed the petition in support of general staff independence? • Help us SAVE OUR SICK LEAVE by contacting one of YOUR General Staff Union reps: Marney Tilley Kylie Day Jen Mitchell Campaign Team |
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Do you want to help us SAVE OUR SICK LEAVE?Contact Kylie Day to find our more. Join the CPSU. Talk to a friend about the threat to their sick leave and ask them to join the CPSU. |
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What have we achieved so far?
| What has been agreed? | Does it meet our claim? | What hasn't been agreed? | Outstanding issue(s) | |
| Commitments |  |
Overtime | T.O.I.L. | |
| Incremental Progression | |
Workloads | Part of package with overtime and annual leave | |
| OH&S | |
Annual leave | Part of package with overtime and annual leave | |
| Accident make up pay | |
Family and Community leave | UNE to respond to CPSU claim | |
| Public Holidays | |
Classification | Parties very close to agreement | |
| Christmas break | |
Unsatisfactory performace | UNE to explain why it wants to cut back processes & protections | |
| University shutdown | |
Workplace Change | Significant difference. UNE to respond to CPSU clause | |
| Documentation | |
Parental leave | Parties close to agreement | |
| Rosters | |
Long Service leave | UNE to consider CPSU claim | |
| Meal & Tea breaks | |
Sick leave | CPSU rejects UNE claim to remove uncapped leave | |
| Termination of employment | |
Performance management | UNE to provide response to CPSU claim for reimbursement of course fees | |
| Resignation | |
Indigenous employment | Parties to meet separately | |
| Jury & Witness Leave | |
Probation | UNE to reconsider position that existing employees must serve another probation period if they are employed in a new job | |
| Ten hour breaks | |
Abandonment or employment | What process should UNE go through to contact an employee not at work? |
To SAVE OUR SICK LEAVE
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Join the specialist general staff union that is completely dedicated to the best interests of general staff |
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Join the largest union in Australia representing general staff. |
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Join the union with a truly local and democratic voice that fights hard for you to achieve and maintain a fair and safe workplace, better pay and improved rights at work. |