CPSU Southern Cross University Branch
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CPSU Bargaining Report NEGOTIATIONS ENTER FINAL STRETCH After a rejuvenating break from negotiations the CPSU EB team took its position at the bargaining table for the first time this year on Wednesday February 10th. With relatively few (though important) outstanding issues on the table, the parties agreed to intensify negotiations in an effort to reach agreement. From now on we’ll be meeting with the University on a weekly, rather than fortnightly basis. Toni Ledgerwood, CPSU Branch President, commented that she expected the meetings to be shorter and more intense “as most issues have already been agreed in principle” and hoped the increased frequency would “force us to get into the nitty-gritty, the hard stuff, and deliver a better outcome sooner.” “We’re at the pointy end now, we’re keen to close this deal, and we want to talk money”, Ms Ledgerwood added. OUTSTANDING ISSUES Indigenous Employment – the joint union clause on Indigenous Employment remains stalled by the University’s reluctance to commit to the creation of a position of Indigenous Employment Manager. We’re hoping that the release of the University’s long-running indigenous employment strategy, due this month, will provide a way forward. Contract of Employment – we have tabled a clause which would allow certain categories of fixed term employees to automatically convert to continuing (permanent) employment. We are waiting for a response from the University. Pay – the big one! It was agreed at the start of the process that we wouldn’t talk money until everything else was settled. University management have stuck by this principle at the bargaining table, though it didn’t stop them emailing a proposed pay deal to all staff at the beginning of October. The CPSU held a joint campus members meeting and unequivocally rejected the SCU pay offer. When we do get to talk about money we will be able to use the feedback we received at this meeting to argue for a decent pay-rise and reject any link to university performance targets. Superannuation – so far the University hasn’t budged from the status quo on superannuation. Your CPSU EB team has sought full superannuation contribution rates for fixed-term contract staff who have been with the University for more than one year. There remain some outstanding academic issues, including Casual Academics and Academic Availability. The University has made a proposal to settle some of the more complex issues relating to casual academics in a working party set up after the Enterprise Agreement is signed.
BIG PAY RISE IN NEW UWS GENERAL STAFF AGREEMENT General Staff members at the University of Western Sydney have voted overwhelmingly to accept a new enterprise agreement that includes a wide range of strong new measures and improvements to existing conditions. In a resounding endorsement of the proposed agreement 89% of the more than 1000 staff members who took part in the ballot in December 2009, voted yes. The agreement - which is a separate instrument specifically for General Staff - provides for an 18% (compounding to 19.23%) pay rise over three years to 31 December 2012. That is: * 4% administrative increase already paid, effective first pay period after 1 April 2009 This is in addition to a sign-on bonus of $1,000 paid in the first pay period after the acceptance date of the proposed agreement to ongoing and fixed term staff. Opportunities for career development have been maintained and an environmental sustainability clause – a measure that the PSA/CPSU have been pioneering in university agreements in this round of bargaining – have been included in the new agreement. "This successful negotiation demonstrates the value of a strong union and delegate structure along with the merits of strategic planning," Senior Industrial Officer Andrew Holland said. "The benefit of the involvement and ownership of members in the bargaining process from day one cannot be overstated," Andrew said. "The upshot is that working together we have been able to deliver real benefits for general staff by general staff.” The General Staff Bargaining Team:
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CPSU SCU BARGAINING Q&A SESSION
Got questions about bargaining? Keen to know what the University’s offering? Got an opinion?
The CPSU’s negotiating team warmly invites all general staff to an EB Q&A session:
1:00pm Wednesday, 24 February 2010
R1.06 R Block Lismore Campus – if anyone is unable to attend but would like to
teleconference in please contact your CPSU EB team before Wednesday 24th.
NEGOTIATIONS ENTER FINAL STRETCH
After a rejuvenating break from negotiations the CPSU EB team took its position at the bargaining
table for the first time this year on Wednesday February 10th. With relatively few (though
important) outstanding issues on the table, the parties agreed to intensify negotiations in an effort
to reach agreement.
From now on we’ll be meeting with the University on a weekly, rather than fortnightly basis.
Toni Ledgerwood, CPSU Branch President, commented that she expected the meetings to be shorter and more
intense “as most issues have already been agreed in principle” and hoped the increased frequency would “force us
to get into the nitty-gritty, the hard stuff, and deliver a better outcome sooner.”
“We’re at the pointy end now, we’re keen to close this deal, and we want to talk money”, Ms Ledgerwood added.
OUTSTANDING ISSUES
Indigenous Employment – the joint union clause on Indigenous Employment remains stalled by the University’s
reluctance to commit to the creation of a position of Indigenous Employment Manager. We’re hoping that the
release of the University’s long-running indigenous employment strategy, due this month, will provide a way
forward.
Contract of Employment – we have tabled a clause which would allow certain categories of fixed term
employees to automatically convert to continuing (permanent) employment. We are waiting for a response from
the University.
Pay – the big one! It was agreed at the start of the process that we wouldn’t talk money until everything else was
settled. University management have stuck by this principle at the bargaining table, though it didn’t stop them
emailing a proposed pay deal to all staff at the beginning of October. The CPSU held a joint campus
members meeting and unequivocally rejected the SCU pay offer. When we do get to talk about money
we will be able to use the feedback we received at this meeting to argue for a decent pay-rise and reject any link
to university performance targets.
CPSU Bargaining Report 17 February 2010
Not yet a member? Join the CPSU today
www.thegeneralstaffunion.org.au
Outstanding Issues cont.
Superannuation – so far the University hasn’t budged from the status quo on superannuation. Your CPSU EB
team has sought full superannuation contribution rates for fixed-term contract staff who have been with the
University for more than one year.
There remain some outstanding academic issues, including Casual Academics and Academic Availability. The
University has made a proposal to settle some of the more complex issues relating to casual academics in a
working party set up after the Enterprise Agreement is signed.
What has not been agreed? Current progress
Superannuation Negotiations continue
Indigenous Employment Negotiations continue – Mgt to respond
Salaries Still to be negotiated
Contract of Employment Unions to respond
AROUND THE GROUNDS
BIG PAY RISE IN NEW UWS GENERAL STAFF AGREEMENT
General Staff members at the University of Western Sydney have voted overwhelmingly to accept
a new enterprise agreement that includes a wide range of strong new measures and improvements
to existing conditions.
In a resounding endorsement of the proposed agreement 89% of the more than 1000 staff members who took
part in the ballot in December 2009, voted yes.
The agreement - which is a separate instrument specifically for General Staff - provides for an 18%
(compounding to 19.23%) pay rise over three years to 31 December 2012.
That is:
* 4% administrative increase already paid, effective first pay period after 1 April 2009
* 5% increase after 1 May 2010
* 4% increase after 1 May 2011
* 5% increase after 1 May 2012.
This is in addition to a sign-on bonus of $1,000 paid in the first pay period after the acceptance date of the
proposed agreement to ongoing and fixed term staff.
Opportunities for career development have been maintained and an environmental sustainability clause – a
measure that the PSA/CPSU have been pioneering in university agreements in this round of bargaining – have
been included in the new agreement.
"This successful negotiation demonstrates the value of a strong union and delegate structure along with the merits
of strategic planning," Senior Industrial Officer Andrew Holland said. "The benefit of the involvement and
ownership of members in the bargaining process from day one cannot be overstated," Andrew said.
"The upshot is that working together we have been able to deliver real benefits for general staff by general staff.”
The General Staff Bargaining Team:
Lead Negotiator Bargaining Communications Bargaining Coordinator CPSU Industrial Officer
Toni Ledgerwood 6620 3883 Peter Corr 6626 9352 Marnya Flanagan 6626 9406 Thane Pearce 02 9220 0944
toni.ledgerwood@scu.edu.au peter.corr@scu.edu.au marnya.flanagan@scu.edu.au tpearce@psa.asn.au