University of Technology Sydney Enterprise Bargaining

Member’s update: Meeting number 4.

The CPSU met again with UTS HR Management and the NTEU on 4 July for the 4th Enterprise Agreement negotiation.

The CPSU presented and spoke to “General Conditions” section in our Log of Claims, numbers 21 through to 31. The NTEU presented draft clauses for:

1. Fixed Term Employment – the CPSU’s position is to improve the process of converting fixed term and casual professional staff to continuing employment status. We say that if the position or role continues after 12 months it is a continuing position and conversion to permanent continuing employment should take place (as long as the applicant is merit selected). Not after 3 years, which is in the present Agreement and which the NTEU have not documented for change. They did agree with CPSU proposal of 12 months (then conversion), when discussions took place during bargaining.

2. Managing Change clause – the CPSU is still insisting that if we had a Joint Consultative Committee, it would benefit all unions and bosses, as there would be a forum to discuss all workplace changes and restructures within the University. The NTEU has also proposed the benefits of having a JCC clause in the EBA, by presenting a clause for this purpose.

3. Disciplinary clauses – the CPSU has asked for the inclusion of the definition of “misconduct” and “serious misconduct”. We will revise Clause 54 to 56, which is Part F – Discipline, in the UTS Professional Staff Agreement during our next CPSU pre-bargaining team meeting. Both unions will look at wording in this section of the EBA.

The CPSU presented a new Clause (26) for Health and Safety Representatives in the workplace, democratically elected by their workgroup. We say that HSR’s should have an Allowance, under Schedule 4 in the EBA comparative to the First Aid Allowance, adjusted annually, in line with the First Aid Allowance.

The CPSU can also provide training for HSR’s.

UTS management will be bringing the manager of Work Health and Safety to the next negotiations meeting to respond to the CPSU’s HSR clause.

The next meeting with UTS will be held on the 25 July 2017. It will be EBA Negotiation meeting number 5.

• 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
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University of Technology Enterprise Bargaining Members Update

The CPSU negotiating team met with HR management and the NTEU on 20 June, 2017 for negotiation meeting number three.

Management presented two items for change: Sick Leave and Fixed Term Appointments and Conversion.

Management said that managers/supervisors are having trouble with the wording and understanding clause 9 of the EBA regarding fixed term conversion and severance pay and have simplified it. As entitlements remain unchanged, no one challenged the editing.

The university wants to make changes to sick leave. They want: “for the fourth and subsequent sick leave absences in the year”, employees provide a Medical Certificate for every day absent on every occasion. We oppose this.

Both Unions want a Joint Consultative Committee. All NSW Universities, State Owned Corporations and the Public Service of NSW already have JCCs, as a forum for consultation. UTS do not want one. They argued they already consult, but both unions argued it is haphazard at best and needs to be formalised into a JCC.

Further in the CPSU claims are:

·         Additional days for Domestic Violence Leave, bringing it up to 20 days.

·         Specific guidelines for Working from Home.

·         Adding an Allowance for Health and Safety Representatives in the workplace.

·         Clarifying “flexible work place”, which should be accessible to all employees.

·         Backfill positions when staff are absent for more than five working days.

·         Cab charge for employees working past 8pm.

·         There is a need of guidelines for broad banding.

The CPSU will finish discussion on our Log of Claims in the next meeting, scheduled for July 4, 2017.  

• 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/)