CPSU Bargaining team standing
firm despite attacks
- With the recent events at
the University we now run the risk of being denied the right to be
represented at bargaining and other industrial matters without fear of
retribution.
- Management have shown a
recent enthusiasm to use the investigation process of:
EB 6 clause
54 DISCIPLINARY ACTION FOR MISCONDUCT
Application
54.1 The procedures outlined in this
Clause apply to all staff (other than casual staff) employed by
the University.
Definition
54.2 ‘Misconduct’ means:
(a) serious misbehaviour of a kind
which constitutes a serious impediment to the
carrying out of a staff member’s duties or to a staff member’s colleagues carrying out
their duties; or
(b) conviction by a Court of competent
jurisdiction of an offence of a kind that may be
reasonably regarded as constituting a
serious impediment to the discharge by the
staff member of his or her functions or
duties, or to the staff member’s colleagues
carrying out their functions or duties;
and/or
(c) serious dereliction of duties.
Support Staff Agreement 2010 48
54.3 ‘Disciplinary action’ means any
action by the University to discipline a staff member for
misconduct and may include one or more
of the following:
(a) formal censure
(b) formal counselling
(c) demotion by one or more
classification levels or increments
(d) withholding of an increment
(e) suspension with pay
(f) termination of employment.
- One Professional Staff member was marched off the premises on Tuesday by representatives of UTS Management, HRU and UTS Security before being able to discuss unknown accusations in a meeting with UTS Management and a union representative.
- The University is persisting in wasting
valuable resources on minor and unfounded claims which are easily
unsubstantiated while putting staff under undue stress.
·
Now more than ever it is vital for UTS Professional staff to join together to stand up for your rights, if you are not already a
member join today (https://membership.psa.asn.au/join/)
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