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/)
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