Members' Bargaining Report 6 August 2009
Members' Bargaining Report 6 August 2009
Your bargaining team met with the University on Thursday 6 August 2009.
Redundancy
An in principle agreement was reached on the Redundancy Clause for the next Enterprise Agreement, with the following significant improvements:
| 1. | Staff that elect redeployment to lower level positions will now commence from the top increment of the lower level on expiry of the salary maintenance period; |
| 2. | A mutually agreed trial placement for up to 6 months for redeployed staff to test new positions; |
| 3. | Priority access to career development options for staff facing redundancy; |
| 4. | Access to job placement services; and |
| 5. | A clear statement for redundancy to be used as a last resort. |
Casual General Staff
Your CPSU Bargaining Team negotiated with management an increase to the casual loading rate from 23% to 25%.
Still Being Negotiated
Agreement is close to being finalised on First Aid Allowance, with management bringing proposed wording back to the next meeting. The CPSU tabled clauses on Overtime, Hours of Work and Dispute Settlement with management to respond to these clauses.
What’s Next?
The next EB meeting is scheduled for Thursday 20/8/09. The CPSU has committed to draft clauses on Probation, Performance Management, Unsatisfactory Performance and Misconduct. Management advised that they will be tabling response clauses on Intellectual Freedom and Parental Leave. Please see table below for a complete summary on the current progress with bargaining.
If you have any questions please feel free to contact a delegate from your Bargaining Team to have a chat about how enterprise bargaining is going for general staff.
| What has been agreed? | Meet our claim? | What hasn’t been agreed? | Outstanding issue(s) | |
| 4 weeks notice to terminate |  |
Parental Leave | Management to respond to CPSU clause | |
| Long Service Leave | |
Workloads | CPSU to draft revised clause | |
| Joint Consultative Forum | |
Indigenous Employment | Unions to respond to management clause | |
| 4 weeks notice of non-renewal of fixed term contract | |
First Aid Allowance | Close to agreement | |
| Facilitation of Change and Labour Flexibility | |
Personal Leave | Unions to respond to management clause | |
| Variable hours | |
Relationships to Awards and Policies | Close to agreement | |
| Sick leave | |
Disputes | Management to respond | |
| Travel | |
Intellectual Freedom | Management to respond | |
| Annual Leave | |
Superannuation | Still to be negotiated | |
| Community Service Leave | |
Performance Management & Review |
Still to be negotiated | |
| Salary Packaging | |
Misconduct | Still to be negotiated | |
| Fixed Term Employment (between CPSU and SCU) | |
Probation | Still to be negotiated | |
| Classification (between CPSU and SCU) | |
Incremental Progression | Still to be negotiated | |
| General Staff Career Development | |
Occupational Health and Safety | Still to be negotiated | |
| Family/Carers Leave | |
Unsatisfactory Performance |
Still to be negotiated | |
| Environmental Sustainability | |
Abandonment of Employment | Still to be negotiated | |
| Redundancy (between CPSU and SCU) |
|
Salaries | Still to be negotiated | |
| Casual General Staff (between CPSU and SCU) |
|
Hours of Work | Close to agreement |
|
| Overtime |
Management to respond |
|||
| Union Rights |
Management to respond to CPSU clause |
In Union,
| Your General Staff Bargaining Team |
|
Lead Negotiator |
Bargaining Communications |
Bargaining Coordinator |
CPSU Industrial Officer |
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