UTS Members Bargaining Report 13

We are close to a NEW and IMPROVED AGREEMENT FOR SUPPORT STAFF

Your CPSU Bargaining Team met with the University on Thursday 24 June 2010. This was the first meeting since 14 April 2010 and the first meeting since the University tabled a draft consolidated agreement with the union on 27 May 2010.

Your Bargaining Team provided a written response to the UTS draft agreement on 11 June 2010. Our response identified the outstanding issues that need to be resolved before in principle agreement could be reached.

These issues are union representation, salary, position classification and evaluation, broad banding, travel allowances and reimbursement, annual leave, parental leave, flexible hours options, categories of appointment, performance review and career development and workload.

The University addressed our concerns about parental leave and broad banding at the meeting. However, as we ran out of time, they will address our other issues in writing by 2 July 2010.

A significant issue for the bargaining team, and members, is the salary offer. There has been no change in their offer. That would mean a pay increase of 4% a year or 14% between May 2010 and May 2013.

Our next EB6 meeting is scheduled for Monday 12th July 2010.

Have your say about the pay offer

Members are reminded to fill in the survey that we are currently running to get your feedback about this pay offer.

If you haven’t already done so please go to the link below to fill in a survey regarding this offer. It should only take a few minutes and will provide us with valuable information about how to move forward.

CPSU UTS PAY SURVEY

The next CPSU members’ meeting

Members are also advised there will be a CPSU Members’ meeting for either Thursday 15 or 22 July 2010 from 1:00 pm – 2:00 pm. Details are to be confirmed. This meeting is being organised to inform the membership on the latest information re EB6 Bargaining for Support Staff @ UTS.

What have members endorsed?		What has been agreed to in principle?		What is not agreed?	Outstanding issues
Increments		Objectives		Salary increases	CPSU seeks more than 4% a year. We are currently surveying all UTS members on this.
Flexible Salary Packaging		AWAs		Classification	CPSU seeks a commitment that all staff will be provided with the reason why their position is not regraded and allow them to challenge this.
Public Holidays		Sick leave		Flexible Hours Options	CPSU seeks a better process of consultation.
Christmas / New Year Leave		Community Leave		Categories of Employment	CPSU seeks a process for the conversion of certain fixed term positions.
Leave Without Pay		Shiftwork		Performance Review & Career Development	Wording around broad banding.
Ordinary Hours of Work		Modes of employment		Workloads	CPSU seeks recognition that excessive workloads are an OH&S issue and that concerns can be raised through the performance review process.
Absence From Duty		Conversion of Casual Staff		Union Rights	CPSU seeks clearer commitment to providing delegates with time release to undertake this role.
Overtime		Probation		Travel Allowances And Reimbursement	CPSU wants the right for a staff member required to travel for eight hours or more to work offshore to have 24 consecutive hours off duty prior to travel and upon return.
Payment on Public Holidays		Long service leave		Annual Leave	One outstanding issue regarding when a staff member that is directed to take annual leave will take the leave.
On-Call		Reviewers and Investigators
Equity		Policies, procedures & guidelines
Intellectual Freedom		Length
Provision of Personal Information		Disputes
Unsatisfactory Performance		Annualisation of salary
Misconduct		Personal leave
Medical Retirement		Managing Change
Termination		Contract of Employment
Classification Descriptors		Indigenous Employment
		Definitions
		Broadbanding
		Allowances
		Parental Leave

The choice is clear ☑

If you are not already a member of the CPSU there has never been a better time to join.