Enterprise Bargaining Bulletin UQ Branch
Respect. Recognition. Reward. Bulletin No. 16
17 October 2013
REMEMBER: BALLOT CLOSING See below
More of Nothing: UQ Continues to Stonewall We met again with management yesterday morning (16 October), our 21st negotiating meeting, taking us to more than 50 hours of bargaining since 8 November last year. At the end of another frustrating meeting we pointed out to management that despite bargaining for almost a year there were no significant improvements in the terms and conditions of staff to show for it. They did not dispute this. We have asked that the next meeting be a genuine attempt to resolve key outstanding claims from both sides. Discussion Details In response to our claims around improved access to leave and better backfilling arrangements to replace staff on leave so they aren’t swamped when they get back, management today proposed a system of leave plans. Staff would book the following year’s leave at the end of each year, and would require the approval of their supervisor to vary it. This is virtually the opposite of what we requested – more autonomy for staff to be able to access their leave at times that suit them. We have pointed out to management that they are proposing a system that will place great imposts on all staff to fix a “leave liability issue” (we are yet to see figures), that affects a limited number of staff and could be better redressed by managers better applying existing provisions. Management have rejected our initiatives to bring down leave liabilities, such as access long service leave entitlements after 7 years. Management have agreed to include reference in the policy to the ability of staff to apply for special leave to deal with the consequences of Domestic Violence, but are refusing to put anything in the Enterprise Agreement. We are considering this. Management again rejected our proposal that all positions at HEW2-HEW5 be advertised internally only in the first instance. Although they currently have this system in place for ALL positions in light of the Faculty Review, and the fact that their policy states that HEW2-HEW5 positions are not required to be advertised externally in the first instance, they do not agree to it. They do not want it in the Enterprise Agreement. On the employment of Aboriginal and Torres Strait Islander Peoples, management came back with what they argued was an improved clause. Feedback subsequent to our meeting this morning suggests that our Indigenous members may not see it as such. Instead of a binding target set at a modest 1% of staff, management came back with an aspirational target of 1% over the next 3 years as a stepping stone to their longer-term aspirational target of 2.6%. NTEU UQ Branch Enterprise Bargaining Bulletin No. 15
17 October 2013
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On parental leave they have agreed to extend part of the parental leave payment (12 weeks) to the primary caregiver where they are not the birth mother and not a UQ employee, but only if academic staff agree to give up their 35 days per annum non-accruing sick leave. We were actually seeking to extend this non-accruing leave to professional and TESOL staff. Management also rejected again our reasonable claim for tighter restrictions around Academic Workloads, particularly with respect to teaching and teachingrelated duties. Their view is that the new Workload Tool will provide rigorous data that will allow for the proper distribution of workloads. No agreement here. Management have agreed to consider some minor strengthening of the Position Classification Clause, but have rejected the proposed mechanism for sorting out disputed classification results. We are considering this. Management wish to propose a separate schedule for casual employees who undertake Computer Assisted Telephone Interviews for the Institute of Social Science Research. This would reduce the pay rates of new staff (current staff would continue to receive the higher rate) in an attempt to keep the Institute viable while retaining the service “in-house�. The clear alternative is that they will outsource the work, so we have agreed to consider a schedule. Consultation with members in the area is ongoing. Margaret, Dave, Liz, Andrew and Michael You UQ NTEU Bargaining Team
Protected Action Ballot Closing
Vote for ACTION! Vote YES! In the Union, democracy rules; the current ballot will determine our collective approach to improving pay and conditions of employment in this round of bargaining. Your view is important. Ballot papers must be received by the AEC before 10 am on Monday, 21 October for your vote to count. Avoid delays in the post! Send your ballot paper in TODAY! Any queries or doubts? Ring the Branch Office on 3365 2538 or email lhurse@nteu.org.au
NTEU UQ Branch Enterprise Bargaining Bulletin No. 15
17 October 2013
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Our Log of Claims View the NTEU’s Log of Claims as served on the University. http://www.nteu.org.au/library/view/id/3131
Bargaining contacts UQ Bargaining Team: Andrew Bonnell (a.bonnell@uq.edu.au) Dave Callaghan (dave.callaghan@uq.edu.au) Michael McNally (mmcnally@nteu.org.au) Liz Ridley (e.ridley@uq.edu.au) Branch Organiser: Lachlan Hurse (lhurse@nteu.org.au) Authorised by Andrew Bonnell, President, NTEU UQ Branch
NTEU UQ Branch Enterprise Bargaining Bulletin No. 15
17 October 2013
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