SSAF Report Q4 2021 by ECU Student Guild

FEES ALLOCATION DEED REPORT Quarter 4 2021 This report is submitted in accordance with Guild reporting obligations.

CONTENTS PRESIDENT REPORT ................................................................................................................................................ 4 OPERATIONS MANAGER REPORT ........................................................................................................................... 4 ACTIVITY REPORTS .................................................................................................................................................. 7 Activity (No KPI’s Specified) ............................................................................................................................... 7 providing food or drink to students on a campus of the higher education provider [Statute 29(4)(1)9A)] ....... 7 Activity – KPI 1 ................................................................................................................................................. 11 Supporting a sporting or other recreational activity by students [Statute 29(4)(1)(b)] ................................... 11 Activity – KPI 2 ................................................................................................................................................. 17 Supporting the administration of a club, most of whose members are students [Statute 29(4)(1)9c)] .......... 17 Activity - KPI 3 .................................................................................................................................................. 19 Promoting the health or welfare of students [Statute 29(4)(1)(f)]................................................................... 19 Activity – KPI 4 ................................................................................................................................................. 24 Helping students with their financial affairs [Statute 29(4)(1)(i)]..................................................................... 24 Activity – KPI 5 ................................................................................................................................................. 26 Providing libraries and reading rooms (other than those provided for academic purposes) [Statute 29(4)(1)(l)] ......................................................................................................................................................... 26 Activity – (No KPI Specified) ............................................................................................................................ 29 Supporting an artistic activity by students [Statute 29(4)(1)(m)] ..................................................................... 29 Activity – KPI 6 ................................................................................................................................................. 30 Supporting the production and dissemination of students of media whose content is provided by students [Statute 29(4)(1)(n)].......................................................................................................................................... 30 Activity – KPI 7 ................................................................................................................................................. 31 Helping students develop skills for study by means other than undertaking course of study in which they are enrolled [Statute 29(4)(1)(o)] ........................................................................................................................... 31 Activity – KPI 8 ................................................................................................................................................. 32 Advising on matters arising under the higher education providers rules (however described) ...................... 32 [Statute 29(4)(1)(P)].......................................................................................................................................... 32 Advocating student’s interests in matters arising under the higher education provider’s rules (however described) [Statute 29(4)(1)(q)] ....................................................................................................................... 32 Activity – KPI 9 ................................................................................................................................................. 34 Giving students information to help them in their orientation [Statute 29(4)(1)(r)] ...................................... 34 Activity – (No KPI Specified) ........................................................................................................................... 35 Helping meet the specific needs of overseas students relating to their welfare, accomodation and employment [Statute 29(4)(1)(S)] .................................................................................................................... 35 Activity – KPI 10 ............................................................................................................................................... 37

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Administration .................................................................................................................................................. 37 Activity – KPI 11 ............................................................................................................................................... 40 Planning, reporting and handover .................................................................................................................... 40 QUARTERLY FINANCIAL REPORT ........................................................................................................................... 41 GUILD CONTACT INFORMATION .......................................................................................................................... 42

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PRESIDENT REPORT The Guild had busy Quarter 4. The senate that had been elected by student body for 2021 continues with their best effort to manage their departments. The first few months of 2022 were purely focused on sustaining the usual business of the Guild. Our 2022 senate was actively engaged in all boards and committees to advocate for students as best as possible as the term began. Early start of the year we identified gaps in our departmental policies and procedures. We identified those gaps and worked on them to align with our strategic plan. In 2020 and 2021 students were faced with many challenges locally, nationally and globally. We fought hard to ensure that students were supported and advocated for at every turn. As an organisation dedicated to providing vibrant campus culture, the Guild organised 160 events last year. 40 events were organised by clubs and 120 organised by Senators with the help of staff members. Therefore, I am immensely proud to see the hard work and dedication shown by ECU Guild senators and staff. They have tirelessly worked every day from home or office testing new methods of delivering events, connecting with student on campus and off campus and most important doing what we do best- supporting students and making sure they enjoy their journey through the University. Our on campus activities resumed in 2022, we organised Guild fair across three campuses to start our semester then organised some big events unfortunately they got delayed due to Covid restrictions. We supported our departments to engage more with clubs this year. We had some very active club who were keen to organise events in Quarter 4. Our department officers provided support to them as well. The ECU Guild is committed to developing on campus culture through becoming more accountable for sports. In order to accomplish this, the Guild has spent considerable time in 2021 launching our new Sports brand “ECU EMU”. We on boarded all ECU Sports team as affiliated clubs and provided them additional support and funding. We affiliated 20 sports club in 2021 with the aim to increase them in 2022, the Guild allocated $64,000 to affiliated sports club and we also managed to get $50,000 grant from ECU for our EMUs brand. Unfortunately all of our sports team were not able to travel interstate due to COVID-19 loon. The ECU Guild in partnership with ECU Sports organised Western series where all our sports club participated. The aim behind new branding for sports club is that the Guild can help develop ECU into a leading university for Sports all while bettering on campus culture. We have continued to provide advocacy for our ECU Students. Our GSA’s and Senators helped students with their Academic issues and attending appeals with them. The ECU Student Guild has worked hard to provide support and assistance to students and we’ll continue to do so. We are confident that, the Guild will continue to build a positive relationship with University and continue more to the vibrant campus culture

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OPERATIONS MANAGER REPORT The Guild has had a busy and successful quarter. We have undertaken a number of events and activities over the quarter including a number of training and development events to increase the skills amongst our members for employability and future career advancement. In Quarter 4 we undertook a review of the services we provide to our members and the existing Guild structure. The review identified a number of key areas for development, in particular the support we are providing to nonSSAF paying cohorts. The Guild is committed to supporting all of our members and we aim to develop appropriate funding streams for these students so that we can enhance the services we are able to offer across the whole of our member base. This report was shared with the Senior Deputy Vice Chancellor and we look forward to exploring opportunities for expansion of Guild funding in 2022. This report is included in the appendices. The Guild also undertook a review of our Senate structure across Q3 and Q4 in order to identify areas for development for our continued future growth. As a result of the review the Guild has developed an appropriate structure that will support the development of our services in the future. In 2022 we will move to present these changes to our members with a view to their implementation at the 2022 Guild elections. The Guild has also established that the existing Guild space on the Joondalup campus are not sufficient for us to service our student members. Over the past 2 years as the Guild has grown both operationally and in terms of our Senate, we have expanded our working area into the student common room area. We recognise that as a student service this is not appropriate and have made efforts to liaise with the University to explore other more appropriate areas for the Guild to ensure that we are able to offer our members more suitable spaces to eat, meet and study. Our Club Administrative funding overspent in 2021 as we prioritise club events and activities towards the end of the year. Whilst a number of clubs had underspent their allocated funds for the year, we had a number of clubs that were keen to develop and run activities for their members in quarter 4. These clubs had exhausted existing allocations, however, as we are keen to support those clubs that are active in our community, additional spending on key activities were authorised, leading to an overspend in this area. We continue to see a reduction in the use of the Guild bookshop which once again has resulted in an underspend. Students are increasingly choosing electronic formats of textbooks resulting in a reduction in the number of texts available for resale. The Guild will review the provision of the bookshop in 2022 and consider a restructure of this services to better support our members. We were unable to expend all of our funds in 2021 for Health and Wellbeing support of students, this is due to a number of factors including cancellation of events and activities in the south west due to a lack of attendees, a reduction in the honorarium expended due to absence of the VP Equity due to practicum placements and subsequent resignation of the holder of that role. We also underspent in supporting students with their financial affairs. The Guild anticipated an increase in the need for financial support at the beginning of 2021 as students continued to be impacted by Covid and a lower number of employment opportunities, however, in Western Australia the impacts were negligible and there were sufficient jobs, particularly across the hospitality and retail sectors, typically the go to for casual employment for University students. As a result we did not see the levels of need we forecast and funds provisioned for this KPI were not required. The Guild also underspent in budget focussed on assisting students in the development of skills for study. We experienced a significant decrease in the number of students undertaking these courses and as a result across the year there were a number of cancellations. Q4 saw an increase, somewhat in students enrolling and undertaking courses which we hope will continue through 2022. We also saw a decrease in the allocated wages to advocacy and support for students, resulting in an underspend.

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We move cautiously into 2022, aware that the reopening of international borders is likely to have an impact on Covid in Western Australia, however, we have a number of key focus areas for growth in 2022 that will see the Guild positioned to provide increased support and services across our members.

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ACTIVITY REPORTS KEY:

RED:

Requires Attention

ACTIVITY (NO KPI’S SPECIFIED)

YELLOW:

Being Monitored

GREEN:

On Track

PROVIDING FOOD OR DRINK TO STUDENTS ON A CAMPUS OF THE HIGHE R EDUCATION PROVIDER [STATUTE 29(4) (1)9A)]

Annual Budget

$80,955

Spend to Date

$60,143

Budget Remaining

$20,812 25.71%

Budget

Comments

No KPI’s specified for this category in 2021 Fees Allocation deed

The Guild has continued to provide kitchen supplies at each campus, with quite low levels of student patronage, compared to pre-Covid levels.

In Joondalup and Mount Lawley an exam welfare pack was provided to students as a collaborative project between Academic and Equity departments, to support students during the exam period. The packs contained some stationary items and small food items such as fresh fruit, lollypops, tea, biscuits, mints etc. to support and encourage self care.

Across the South West Campus, free coffee and resources for Exam week were provided to students outside the main exam locations. The Kitchen supplies were restocked weekly and we continued to provide the Wednesday hump day noodle day event.

Use of the Guild kitchen, particularly in Joondalup has reduced significantly both as a result of Covid-19 and in particular as a result of the expansion of staffing and Senate in the Guild where workspace has encroached significantly on student spaces, significantly reducing the space available to students to sit and enjoy lunch, coffee or use the area as a general study space.

Student Kitchen Provisions

Campus Joondalup Mount Lawley South West Joondalup Mount Lawley South West Joondalup Mount Lawley South West Joondalup Mount Lawley South West

$ $ $ $ $ $ $ $ $ $ $ $

Value of Food/Drink Supplied 750.01 308.02 264.16 851.04 485.66 97.32 945.18 589.99 215.14 475.09 407.08 88.90

Free Food and Drink Events & Activities

Event/Activity Get Set Sessions Guild Fair Guild Fair Cheese & Wine South west Guild Fair Mental Health Day Mental Health Day Mental Health Day Academic Integrity Ramadan Dinner IDAHOBIT

Food/Drink Supplied BBQ & Drinks BBQ & Drinks BBQ & Drinks Ice, Cheese BBQ & Drinks BBQ & Soft Drinks BBQ & Soft Drinks Banana's Coffee & Donuts Hallal Meal + Soft Drinks BBQ & Soft Drinks

Campus JO JO ML BU BU JO ML JO JO JO JO

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National Volunteer Week National Volunteer Week Guild Soup Days Undergraduate Forum Malaysia & Ethnocultural Eid Dinner Postgraduate Wine & Cheese Chill Out Session Easter Egg Hunt JO SW Easter Event Escape Room Pizza Night Wine and Beer tour Week 1 warm welcome Humpday hangouts Wear it purple day Clubs Carnival Education Careers Fair Get Set Sessions Get Set Sessions Get Set Sessions International Sessions Guild Activation Days Fundraiser University Sports STAR's Foundation Market Day India Pakistan & Indonesia Independence Day Kurongkurl Katitjin Student Team Multicultural Festival

BBQ & Soft Drinks BBQ & Soft Drinks Soup Finger Food/Tea+Coffee/Soft Drink+ Water Hallal Meal + Soft Drinks Wine/Cheese Platters/Soft Drinks/Water Drinks Food Food & Drinks

Food & Drinks Food & Drinks BBQ + Drinks BBQ + Drinks Tea + Coffee BBQ + Drinks BBQ + Donuts BBQ + Drinks BBQ + Drinks Donuts

JO ML JO JO JO JO JO JO BU BU BU BU BU BU BU JO ML JO ML BU JO JO JO JO ML

Catered BBQ + Drinks Food Vans / Ice Cream / Churros

JO ML JO

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Fashion Show R U OK Day R U OK Day Clubs Societies & Collectives Museum Trip Guild Activation Days Blue Tree Senate Elect 2022 Guild Activation Days Guild Awards Night Pride Lights Pumpkin Patch Dreaming WildCampus GSA Exam Support Broadcasting Graduation GUILD BALL Team Building Education HDR Student Holiday Lunch Future Student Movie Night Guilds Catch Up

Catered

BBQs Vouchers BBQ + Donuts Smoothie Bike BBQ BBQ + Donuts Catered BBQ Food Van + Coffee Van + Scones BBQ Catered Fruit BBQ Catered Catered BBQ Catered BBQ Catered

JO JO ML JO + ML Ext JO JO JO JO Ext JO + ML JO ML JO JO + ML ML Ext JO ML JO JO JO

Appendices/Links

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ACTIVITY – KPI 1

SUPPORTING A SPORTIN G OR OTHER RECREATIONAL ACTIVITY BY STUDENTS [STATUTE 29(4)( 1)(B)]

Budget

Annual Budget

$643,689

Spend to Date

$593,560

Budget Remaining

$50,130 7.79%

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Campus

Guild/University Supported/Partnership (Guild & University)/Third Party Activation

Was this event sponsored?

JO ML

Guild Event Guild Event

No No

20 20

EXT

Guild Event

200

EXT

Guild Event

10/04/2021

Guild Event

NutHub Quiz Night

10/05/2021

Guild Event

Guild Activation Day - Academic

10/07/2021

Guild Event

100

Arts Network - Typography Wkshp

10/07/2021

Guild Event

Postgraduate Forum

10/08/2021

Guild Event

Blue Tree

10/11/2021

Partnership Event

~70

Women's Community Mental Health Screening

10/11/2021

Guild Event

Space Gass Course

10/11/2021

Guild Event

Aviators Quiz Night - Tavern

10/11/2021

Guild Event

14/10/21 18/10/21

1 1

JO JO

Guild Event Guild Event

Date

Length of Event (Days)

First Aid Course First Aid Course

10/01/2021 10/02/2021

1 1

Emus Gala Parmelia Hilton

10/02/2021

Museum Trip Perth

10/04/2021

Space Gass Course

Event Name

Key Data

Senate Elect 2022 BBQ ECU Student Law Society Wellness

Value of Sponsorship (Estimate inkind value)

Number of Attendees/Tickets Sold (number only)

150 100

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Space Gass Course

18/10/21

Guild Event

Guild Activation Day - Postgrad

20/10/21

Guild Event

100

Arts Network - Quilty Wkshp

20/10/21

Guild Event

CLUBS AWARDS! - AQWA

21/10/21

EXT

Guild Event

150

Finance & Accounting Networking

25/10/21

Guild Event

Pride Crafts & Lights

25/10/21

Guild Event

Pride Crafts & Lights

26/10/21

Guild Event

Pumpkin Patch

28/10/21

Guild Event

150

HALLOWEEN PARTY

29/10/21

EXT

Guild Event

155

Dreaming BBQ

11/05/2021

Partnership Event

120

WildCampus

11/07/2021

Guild Event

GSA Support Exams

11/08/2021

Guild Event

*100

GSA Support Exams GSA Support Exams GSA Support Exams

11/09/2021 11/10/2021 11/11/2021

1 1 1

ML JO ML

Guild Event Guild Event Guild Event

No No No

*100 *100 *100

Broadcasting BBQ

11/12/2021

Guild Event

Malaysia Club Dinner GUILD BALL Auslan Training

13/1/21 19/11/21 22/11/21

1 1 3

EXT EXT SW

Guild Event Guild Event Guild Event

No No No

40 450 20

Dircksey Farewell

24/11/21

Guild Event

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Guild End of Year Celebration

26/11/2021

EXT

Guild Event

Saudi Students Association Awards 12/04/2021 Night

Partnership Event

100

Education HDR BBQ

12/06/2021

Partnership Event

VARIO BBQ

12/08/2021

Partnership Event

Students Holiday Lunch

12/09/2021

Guild Event

175

Future Students Movie Night

12/09/2021

Partnership Event

180

13/12/21

Guild Event

Guild Catch Up

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Multiple club and social activities were facilitated, including Halloween Pumpkin Patch, Halloween Party, Guild Ball, Club Awards Night, Student Christmas Lunch and additional club and Guild minor activations.

The Guild Student Christmas Lunch returned for its second year. This year the Guild collaborated with ECU Student Life which permitted us to invite families to participate in the event. For fully Guild funded events we have been unable to provide free access to families in the past as our SSAF funding is restricted to student support only. This event was very successful and we are keen to collaborate on this event in 2022.

Our Academic department organised Spacegass workshops, 2 session were held every week with over 100 student attending. Students benefitted in training to directly help them obtain graduate employment where the University has been unable to provide specific training across a diverse range of engineering platforms.

The Academic Department also collaborated with the School of Science representative and WAAPA to conduct the ECU Joondalup Bird Survey Event. Over 40 students participated. Participants learned about bird identification from professional ornithologists form Birdlife WA and the DBCA, and help set a baseline avian fauna dataset for our campus.

A Production and Design celebration event was organised for over 100 students from WAAPA. Student’s work was appreciated and display in the foyer and guests were invited to see more displayed work in each department’s teaching spaces.

A Formal USD Representatives dinner was organised to appreciate the effort and commitment of the school representatives across the year. This encourage student to take part in University activities.

PTE and NAATI vouchers were provided to students who were required to attend PTE test for their course of study and Visa requirements.

A farewell dinner was conducted for the student representatives, thanking them for their contribution in improving student life.

The Guild held and end of year party for Indigenous Students at Prince Lane Bar.

Key Information

10. The Guild delivered anti-harassment classes in collaboration with the Equity Department for basic self-defence coaching. 11. International student hangout sessions were delivered. The events provided an opportunity for students to socialise and hang out with other international students. 12. In the South West there have been ongoing discussions around a new sport called Pickleball in the hopes of bringing a social club to the SW.

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Critical Issues

There was low participation from students for the Indigenous Students party, struggled to engage with students.

Lack of attendance for PRIDE lighting display on campus. No promotions from ECU marketing to staff and students except for the ALLY network.

Environmental officer role has been vacant over the past 2 quarters. Other Senators provided caretaker duties to this role during this time.

South West Campus very in-active. Escape Room activities and bowling planned but not enough participants to deliver.

Appendices/Links

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ACTIVITY – KPI 2

SUPPORTING THE ADMINISTRATION OF A CLUB, MOST OF WHOSE MEMBERS ARE STUDENTS [STA TUTE 29(4)(1)9C)]

Budget

Key Data

Annual Budget

$316,108

Spend to Date

$317,528

Budget Remaining

-$1,420 -0.45%

Number of Basic Affiliated Clubs Number of Funded Affiliated Clubs Number of Active Clubs, Societies & Collectives

1 45

5 45

6 50

Total Value of Funding Provided to Postgraduate Clubs

$ 142.49

$ 591.62

$ 796.13

-$ 434.60

Total value of Funding Provided to International Clubs

$ 800.00

$ 1,340.61

$ 5,290.45

$1,205.89

$ 6,411.14

$ 22,580.57

$ 23,417.48

$ 711.52

Total overall value of Funding Provided to all Clubs

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Key Information

Continued to provide changes to QPay platform to better cater for clubs and Guild operations efficiency.

Clubs group messenger chat created by VP Social and has worked well to communicate to club committee members.

Work commenced on reviewing and revising the Club Affiliation Policies in preparation for affiliations opening in 2022.

ECU Women in Business organised its 4th edition event that brought students and industry professionals together to share unique perspectives on "Rethinking our role in climate change action and take a lead towards a global response"

The Arts Management student organisation organised an industry night that created great opportunities for arts industry professionals to meet and network with current students in WAAPA’s arts management course.

In the South West there was some initial discussion around the development of a social “Pickleball” club.

Some clubs are not complying with reporting requirements.

Despite affiliation some clubs have been inactive and have not utilised Vasco card or other funding, meaning there was nearly $10,000 in club funds drawn back to the Guild, from unused float and grants approved. Other approvals had been given to active and engaged clubs who requested funding support late in the year, which was funded by moving budget around where possible, however the unspent funds from other clubs would have been better utilised if we could have been aware prior to year end.

Social meetings have not been occurring as social club participation to meetings have been scarce.

Critical Issues Awards

Appendices/Links

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ACTIVITY - KPI 3

PROMOTING THE HEALTH OR WELFARE OF STUDENTS [STATUTE 29(4)(1 )(F)]

Budget

Annual Budget

$347,488

Spend to Date

$296,138

Budget Remaining

$51,350 14.78%

Students Requesting Support

Key Data

Total Number of Students Requesting Assistance Total Number of Students Requesting Assistance - Joondalup Total Number of Students Requesting Assistance – Mount Lawley Total Number of Students Requesting Assistance – Bunbury Total Number of Students Requesting Assistance – Online Total Number of Students Requesting Assistance – Interstate Total Number of Students Requesting Assistance – Offshore

Q1 539 361 175 3 0 0 0

Breakdown of Nature of Assistance Provided Q1 Domestic Student **DOMESTIC STUDENT - TELEPHONE APPOINTMENT 0 **DOMESTIC STUDENT - TELEPHONE FOLLOW UP 10 DOMESTIC STUDENT - Academic Issue 129 DOMESTIC STUDENT - Academic Issue - EMAIL ONLY 86 DOMESTIC STUDENT - Financial Issue 36 DOMESTIC STUDENT - Financial Issue - EMAIL ONLY 16

Q2 326 230 37 15 29 12 3

Q3 463 351 51 12 22 15 12

Q4 665 507 57 48 42 3 8

0 3 106 55 17 21

0 8 215 109 19 13

0 1 166 82 10 2

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DOMESTIC STUDENT - Follow up work DOMESTIC STUDENT - Other Issue DOMESTIC STUDENT - Other Issue - EMAIL ONLY DOMESTIC STUDENT - Personal/Welfare Issue DOMESTIC STUDENT - Personal/Welfare Issue - EMAIL ONLY DOMESTIC STUDENT - Student Appeal Committee Advocacy International Student **INTERNATIONAL STUDENT - EMAIL APPOINTMENT INTERNATIONAL STUDENT - Academic Issue INTERNATIONAL STUDENT - Academic Issue - EMAIL ONLY INTERNATIONAL STUDENT - Financial Issue INTERNATIONAL STUDENT - Financial Issue - EMAIL ONLY INTERNATIONAL STUDENT - Follow up work INTERNATIONAL STUDENT - Other Issue INTERNATIONAL STUDENT - Other Issue - EMAIL ONLY INTERNATIONAL STUDENT - Personal/Welfare Issue INTERNATIONAL STUDENT - Personal/Welfare Issue - EMAIL ONLY INTERNATIONAL STUDENT - Student Appeal Committee Advocacy

0 21 3 9 0 0

0 4 3 2 0 0

0 26 7 7 0 0

0 7 2 7 2 0

6 181 79 42 22 0 8 2 7 0 0

4 111 39 18 9 0 9 3 10 0 0

3 205 87 24 11 0 12 3 8 3 0

0 178 54 5 6 0 4 1 3 0 0

Q2 88 15 3 26 1 9 0 57

Q3 76 66 4 36 2 22 15 44

Q4 89 24 1 28 0 31 17 16

Breakdown of Type of Support Provided Q1 Academic Misconduct (AM) 33 Academic Progression Status Review (APSR) 69 Application for Submission of previous work 3 Complaints 35 Course Intermission 1 Deferrals/Extensions/Exams/Assessments 6 Did Not Attend 0 Financial Support 74

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Formal Review (FR) General Advice General Misconduct (GM) Hardship Payment Scheme Informal Review (IR) International Fee Refunds Practicum Support (PS) Recognition of Prior Learning (RPL) Re-enrolment (Application to resume your course) Referral - ECU/ External/Clubs Scholarships Special Consideration/Resubmission Student Appeals Committee - Academic Misconduct (SAC-AM) Student Appeals Committee - General Misconduct (SAC-GM) Student Appeals Committee - Other Welfare Support Withdrawal Without Penalty (Financial/Academic) (WWF/A)

27 89 1 6 19 0 0 2 5 8 0 7 10 0 0 4 75

13 86 2 4 36 2 0 3 12 12 1 22 0 0 0 4 101

50 86 1 2 50 3 8 4 10 17 1 14 0 0 0 2 94

18 68 2 0 41 0 4 2 6 7 0 10 0 0 0 0 86

0 2 0 0 1 0 0

0 3 0 0 0 0 0

0 2 0 0 1 0 0

1 0 0 0 0 0 0

Other Statistics Respect Now Always Statistics Sexual Assault Domestic/Family Violence Discrimination Rape Harassment Racism Hazing

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External Referrals Financial/Welfare Support Health Housing Immigration/Visa Agent Legal Ombudsman/Commission Other

Key Information

6 4 1 3 5 0 2

6 1 2 4 3 0 3

3 12 3 4 1 0 13

The Guild continued face-to-face clinics at Bunbury campus on a monthly basis for 2 days each month. During the SW clinics, GSA's recorded 1-2 face to face SW students, all other appointments during the SW visit consisted of JD/ML Students via telephone or telehealth.

The Guild supported Student success in running a stress less event for SW students.

The Guild noted an increase in Uni prep students accessing GSA support for various issues relating to the Uni prep course and support services.

The Guild continued to meet with different departments at ECU including the Communication Centre, Student Success, Kylie Corbett re Succeed tool, Uni prep student success officers and the academic integrity team.

The Guild Student Assist handouts, utilised as a take away for students about key areas of support, have now been finalised. These include Withdrawal Without Penalty, Special Consideration and Exclusion Appeals.

There has been additional work undertaken to ensure that students are aware of the services that the Guild offers, in particular the GSA support available. The Guild ran a number of Exam Support Activations outside key exam halls to provide advice and guidance to students both pre and post exams. Exam Support Activations were not as successful as we had hoped with students being focused on the content of exams rather than their academic needs should things go wrong. The majority of requests that the Guild received during these activations, were for pens, calculators and the like.

1. Critical Issues

3 0 1 3 0 0 3

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Appendices/Links

   

Guild Student Assist Service User Policy GSA Flyer – Special Consideration GSA Flyer - Academic Progression Status Review GSA Flyer - Withdrawal Without Penalty

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ACTIVITY – KPI 4

HELPING STUDENTS WITH THEIR FINANCIAL AF FAIRS [STATUTE 29(4) (1)(I)]

Budget *Includes $50,000 brought forward from 2020 being unspent COVID relief programs

Annual Budget

$89,467

Spend to Date

$27,246

Budget Remaining

$62,166 69.53%

Financial Assistance Number of Discretionary Grant Applications Number of Discretionary Grants Issued Number of Discretionary Grants Rejected Total Value of Discretionary Grants Issued

Key Data

Number of Practicum Grant Applications Number of Practicum Grants Issued Number of Practicum Grants Rejected Total Value of Practicum Grants Issued Number of Vouchers Issued Total Value of Vouchers Issued

Number of Pantry Boxes Referrals Total Value of Pantry Box Referrals Number of Welfare Packs Provided

Q1 7 10 3 $ 6,068.40 0 0 0 $ 19 $ 1,200.00 1 $ 50.00 0

Q2 4 4 0 $ 3,389.92 2 2 0 $ 1,000.00 16 $ 1,350.00 8 $ 500.00 0

Q3 4 3 1 $ 2,154.33 0 0 0 $ 15 $ 1,225.00 4 $ 220.00 0

Q4 1 1 0 $ 480.00 0 0 0 -

6 $ 450.00 6 $ 615.00 0

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Total Value of Support Provided

$ 7,318.40

$ 6,239.92

$ 3,599.33

$ 1,545.00

Foodbank increased their mobile food van pick up locations, making it more accessible for students. GSA noted an increase in students accessing the food bank compared to earlier in the year.

The Guild reached out to the ECU Student village to offer to support to students that may have been behind in their rental payments. One student applied and was successful for this type of one-off financial support.

Uptake of financial support services continues to be low in comparison to expectations. Anecdotal feedback indicates that there is a plethora of opportunities for part-time and casual work, the typical mainstays of student employment. As a result students are not seeking additional financial support from the Guild or other sources.

Key Information

Critical Issues

Appendices/Links

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ACTIVITY – KPI 5

PROVIDING LIBRARIES AND READING ROOMS (O THER THAN THOSE PROVIDED FOR ACADEMIC PURPOSES) [STATUTE 29( 4)(1)(L)]

Annual Budget

$18,827

Spend to Date

$23,722

Budget Remaining

-$4,895 -26%

Budget

Stock

Q1 $ 21,729.24 $ 18,793.93

Opening Stock Closing Stock Key Data

Transactions (Buy Backs) Number of Transactions Number of Books Buyback Value

Q1 ML

6 $278

$ 18,793.93 $ 23,730.53

Q2 ML

$575

Q3 $ 23,730.53 $ 28,046.53

Q3 ML

$73

$86.50

$1,384

Q4 $ 28,046.53 $ 10,402.00

Q4 ML

$59.50

$649

$218

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Transactions (Sales) Processed through JO Number of Transactions Number of Books/Items Sales Value Cash Sales Paypal/Shopify Sales

54 91 $2,913.00 $1,032.00 $1,775.50

19 28 $1,277.95 $494.00 $661.50

70 102 $4,166.50 $1,976.50 $2,126.00

5 28 $537.50 $0.00 $537.50

Students are able to purchase limited resources from the Guild’s second hand bookstore which is accessible during Guild opening hours Monday – Friday, 8am to 4pm. The bookshop provides members with a valuable resource with respect to course textbook costs by offering a service to:  Buyback textbooks for cash, at the highest rate available, from students who no longer require.  Sell these books back to students for units they are starting, at significantly lower prices than they would have to pay for new books. The Guild operates its own online, eStore through Shopify to open this service up to all ECU students who are members of the Guild. A minimum mark-up is applied to the purchased books; that is, just enough to cover eStore and PayPal fees and to ensure we offer the book for sale at the lowest sale price possible.

Key Information There are some conditions that apply e.g. for the Guild to buy a book back it must appear on the current semester (or immediate past semester) Course Booklists; these are the official University approved lists. The Secondhand bookshop is very successful and utilised by a large number of students each semester and the Guild heavily promotes the service through its website as well as starting to target nominated dates within the University academic calendar e.g. Orientation days, exam times and open days. 2.

Buybacks have held steady compare to first two quarters.

Square terminal established for ML campus to facilitate sales across that campus.

27 | P a g e

Critical Issues

Due to new software, the reporting is now more accurate compared to previous quarters. Figures will be different.

The costs of providing service compared to decreasing utilisation will need review in 2022 with possible development of a varied service to meet needs of students and satisfy the SSAF KPI.



https://ecuguild.org.au/bookshop/

Appendices/Links

28 | P a g e

ACTIVITY – (NO KPI SPECIFIED)

SUPPORTING AN ARTISTIC ACTIVITY BY STUDE NTS [STATUTE 29(4)(1)(M)]

Budget

Comments

Annual Budget

$11,233

Spend to Date

$10,099

Budget Remaining

$1,118 9.97%

No KPI specified for this category in 2021 Fees Allocation deed.

ECU Guild contributed to Wear it Purple Day.

Appendices/Links

29 | P a g e

ACTIVITY – KPI 6

SUPPORTING THE PRODU CTION AND DISSEMINAT ION OF STUDENTS OF MEDIA WHOSE CONTENT IS PROVIDED BY STUDENTS [STATUTE 29(4)(1)(N)]

Budget

Key Information

$67,548

Spend to Date

$62,261

Budget Remaining

$5,287 7.83%

The new Dircksey Editor for 2022 was recruited and inducted.

Planning for Dircksey in 2022 underway.

Production cycle of magazine maintained. 1,500 40 page + 4pp cover Dircksey print edition produced and distributed around all three campuses on schedule.

Regular weekly website and Facebook posts maintained. Content and marketing plan in place assessment of last 50 FB posts underway. Information to be supplied to new editor for planning. Building information base for smooth handover to next editor is required in order to facilitate continuity of service to students and their ability to build on the work done over the last two years.

1. Critical Issues

Appendices/Links

Annual Budget

  

Dircksey Link - https://www.dircksey.com.au/ Guild Website – https://ecuguild.org.au/ Dircksey Issues - https://issuu.com/ecuguild

30 | P a g e

ACTIVITY – KPI 7

HELPING STUDENTS DEVELOP SKILLS FOR STUD Y BY MEANS OTHER THAN UNDERTAKING COURSE OF STUDY IN WHICH THEY ARE EN ROLLED [STATUTE 29(4)(1)(O)]

Budget

Course Name First Aid Course Space Gass Workshop Auslan Course PTE & NAATI First Aid for Education

Key Data

$187,521

Spend to Date

$165,915

Budget Remaining

$21,606 11.52%

Q4 Organiser VP Academic VP Academic VP Academic VP Academic VP Academic

Total Attendees 33 100 50 20 7

The Guild Academic department organised various courses throughout the quarter which help students develop their skills. This includes First aids Courses in all three campuses. Organises Spacegass workshops which in Joondalup campus. Auslan Class were also organised in all three campuses (Joondalup, Mount Lawley and Bunbury). Furthermore, arranged PTE and NAATI vouchers for student to prepare them for PTE and NAATI test.

In the South West a Friends in need workshop was facilitated for Social Work students.

In the South West there were significant issues with some students signing up to take up the courses offered but not turning up to the activity.

Key Information

Critical Issues

Annual Budget

Appendices/Links

31 | P a g e

ACTIVITY – KPI 8

ADVISING ON MATTERS ARISING UNDER THE HI GHER EDUCATION PROVIDERS RULES (HOWEVER DESCRIBED) [STATUTE 29(4)(1)(P)] ADVOCATING STUDENT’S INTERESTS IN MATTERS ARISING UNDER THE HIGHER EDUCATION PROVIDER’S RULES (HOWEVER DESCRIBED) [STATUTE 29(4)(1)(Q)]

Budget

Annual Budget

$191,527

Spend to Date

$162,579

Budget Remaining

$28,948 15.11%

Note – Combined P & Q Spending Categories as both are provided and difficult to separate and apportion costs & activities to specific categories as they overlap; the support typically commences with advice and moves into advocacy as matters progress. Costs in this area are 100% Guild student assist officer salary, wages and on-costs. 1.

Data in relation to 8.3 available in KPI 3

The ECU Student Guild continues to sit on majority of the SAC appeals as relevant.

Ongoing advocacy and support provided to marginalised groups across campuses by the Guild affiliated collectives supported by the Guild.

Ongoing Guild representation across various committees and other meetings and through the Guild appointed school representatives to better improve the student experience across campus and to develop services collaboratively with the University to achieve better educational and support outcomes.

Ongoing communication with and facilitation of student representation through the School Representatives of the Undergraduate Studies Department who have been supported to liaise with school and feedback student issues.

The Equity Department has supported various equity clubs and collectives to provide support and guidance where required.

Key Information

32 | P a g e

The Guild has provided support and advice to the University as part of the LMS project.

The First Nations Department advocated for the importance of curriculum wide changes in the teaching and delivery of Aboriginal and Torres Strait Islander content at ECU.

Our International Department facilitated the appointment of CISA (Council of International Students Australia) executives for 2022.

10. In the South West the officers undertook ongoing advocacy for LGBTQIA on campus. Discussions were also held with DVC and Dean’s office about the SW campus future and what the students have expressed that they want – on campus courses actually being on campus. 1.

Lack of participation from students for the new initiatives have a negative impact on the campaign sustainability.



KPI 3

Critical Issues

Appendices/Links

33 | P a g e

ACTIVITY – KPI 9

GIVING STUDENTS INFO RMATION TO HELP THEM IN THEIR O RIENTATION [STATUTE 29(4)(1)(R) ]

Budget

Key Information Critical Issues

Annual Budget

$157,002

Spend to Date

$144,996

Budget Remaining

$12,006 7.65%

Orientation planning for Semester 1 2022 begun with focus on staggered arrival of International Students.

Covid-19 lockdowns and restrictions continue to be a concern for Guild Events. Planning is underway for alternative offerings for orientation activities.

Appendices/Links

34 | P a g e

ACTIVITY – (NO KPI SPECIFIED)

HELPING MEET THE SPE CIFIC NEEDS OF OVERSEAS STUDENTS RELATING TO THEIR WELFARE, ACCOMODATION AND EMPLOYMENT [STATUTE 29(4)(1)(S)]

Budget

Domestic International

Annual Budget

$38,706

Spend to Date

$34,863

Budget Remaining

$3,842 9.93%

KPI 3 provides a breakdown of the advocacy services provided to the International Student Cohort.

Members increase/decrease over quarter 5% 18% Joondalup Entry Data 465 353

1% 1%

34% 5%

-12% -19%

69 156

123 211

26 48

Domestic International

Q1 47% 53%

Q2 51% 49%

Q3 53% 47%

Q4 53% 67%

Domestic International

Q1 47% 53%

Q2 54% 46%

Q3 53% 47%

Q4 51% 49%

Domestic International Key Data

Domestic Student/International Student Breakdown

35 | P a g e

Guild Membership (Domestic vs International)

Domestic International

85% 15%

Q3 *At September 89% 11%

Q4 *At December 89% 11%

Q2 31% 69%

Q3 37% 63%

Q4 35% 65%

Q1 *At March

Q2 *At June

85% 15% Joondalup Entry (Domestic vs International) Q1 57% 43%

No KPI’s specified for this category in 2021 Fees Allocation deed.

Preparation for the return of International Students to campus underway for a planned border opening in 2022.

Comments

Appendices/Links

36 | P a g e

ACTIVITY – KPI 10

ADMINISTRATION

Budget

Annual Budget

$43,781

Spend to Date

$44,237

Budget Remaining

-$456 -1.04%

10.1 Elections:

Key Data

Guild Positions Number of Nominations

2018 27 15

2019 28 10

2020 21 22

2021 21 93

Number of Voters

1408

936

The Guild undertook its 2021 Election. There was significant interest from students resulting in a higher than usual number of nominees via new our online nomination system. However as multiple nominees failed to submit required documents, had submitted prank nominations, or did not attend compulsory meetings with the RO, nominations fell. As a result all positions were elected unopposed, with no elections required to be held for the second year running.

2022 Guild Senate induction week training was held in late November, with improvements and changes implemented based on feedback from prior years. We held 5 consecutive days of training for the new senate, which covered many areas from Guild Governance and policy, ECU department briefings, Guild procedures and department briefings, handover from predecessors and various compulsory online training courses aligned with their roles and upcoming tasks.

A number of training and development opportunities were undertaken by both Senate and Staff in the fourth quarter of the year. Staff undertook a range of training and professional development opportunities with some Staff utilising the Australian Institute of Management Training Scholarship received at the beginning of the year.

Key Information

37 | P a g e

Followed all GAAP and SAP to ensure sound financial management is followed, Guild internal financial policies and procedures followed and enforced, to ensure appropriate and transparent financial management of the Guild.

In Quarter 4, the Guild approved and published multiple policies including:      

The Edith Cowan University Student Guild Enterprise Agreement 2021 was approved by the FairWork Commissioner in November 2021.

Minutes from Senate meetings have been uploaded to the Guild website as they have been provided.

Increased information and a new electronic nomination and voting platform increased the number of nominees for the Guild elections, however, the ease of nominating appeared to have led to a number of prank nominations and student submitting the nomination but none of the mandated forms. This led to a significant reduction in the number of legitimate nominations leading to an uncontested election for the second year.

            

https://ecuguild.org.au/senate/important-documents/ https://ecuguild.org.au/senate/minutes/ https://ecuguild.org.au/student-assist/ https://ecuguild.org.au/student-assist/grants/ https://ecuguild.org.au/dircksey/ https://ecuguild.org.au/volunteering-jobs/ https://ecuguild.org.au/accommodation/ Returning Officer Report 2021 Equity Department Policy Guild Student Assist Service User Policy Student Financial Support Policy Training & Development Policy Grievance Policy

Critical Issues

Appendices/Links

Equity Department Policy Guild Student Assist Service User Policy Student Financial Support Policy Training & Development Policy Grievance Policy Performance Management Policy

38 | P a g e

 

Performance Management Policy Edith Cowan University Student Guild Enterprise Agreement 2021

39 | P a g e

ACTIVITY – KPI 11

PLANNING, REPORTING AND HANDOVER Annual Budget

$ N/A

Spend to Date

$ N/A

Budget

See Quarterly Financial Report Key Data

No specific costs are allocated to planning, reporting and handover not already reported elsewhere 1.

Quarterly KPI & Financial reports submitted to ECU and published on Guild website.

Quarter 3 Survey undertaken with 263 responses received, up from 147 the previous year.

Induction week for 2022 Senate included handover sessions from outgoing members to their new. The Senate was comprised of 6 continuing Senate from 2021, some in the same and others in new roles, plus 6 newcomers.

Error in SSAF Figures/Fees Allocation Deed identified in Quarter 3. Published Fees differ to those agreed at the SSAF Steering Committee. Issue resolved in Quarter 4 with Variation to Agreement signed.

    

Guild Budget Link – https://ecuguild.org.au/senate/minutes/ SSAF Reports Link - https://ecuguild.org.au/senate/minutes/ Minutes of Senate Meetings - https://ecuguild.org.au/senate/minutes/ Strategic Plan 2020 -2025 - https://ecuguild.org.au/wp-content/uploads/2020/05/ECU-Guild-Strategic-Plan_web.pdf Guild Annual Report 2020 - https://ecuguild.org.au/wp-content/uploads/2021/04/Annual-Report-2020_Finalisedcompressed-smallm.pdf Quarter 3 2021 Survey Results

Key Information

Critical Issues

Appendices/Links



40 | P a g e

QUARTERLY FINANCIAL REPORT

Contents 3

Statement of Financial Position

Income & Expenditure Statement

Statement of Cash Flows

Notes to the Financial Statements

13 Spending Program by SSAF Category

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 2 of 14

Statement of Financial Position Edith Cowan University Student Guild As at 31 December 2021 NOTES

31 DEC 2021

31 DEC 2020

Bank accounts

225,876

242,131

Receivables & Accruals

1,085,851

872,332

Inventory

33,533

24,155

Prepayments

Assets Current Assets

Total Current Assets

125,670

70,823

1,470,931

1,209,441

Non-Current Assets Property, plant and equipment

52,291

76,416

Investment Reserves

872,092

844,466

924,383

920,882

2,395,313

2,130,323

20,685

24,348

Total Non-Current Assets Total Assets

Liabilities Current Liabilities GST Creditors & accruals

186,037

132,380

Lease Liabilities

36,828

Employee Provisions

102,348

68,193

Contingent Liabilities

149,171

345,898

374,092

Total Current Liabilities Non-Current Liabilities Employee provisions

Total Non-Current Liabilities Total Liabilities

Net Assets

42,226

61,632

42,226

61,632

388,125

435,725

2,007,189

1,694,598

2,007,189

1,694,598

2,007,189

1,694,598

Equity Retained Earnings

Total Equity

The accompanying notes form part of these financial statements. These statements should be read in conjunction with the attached compilation report. KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 3 of 14

Income & Expenditure Statement Edith Cowan University Student Guild For the 3 months ended 31 December 2021 OCT-DEC 2021

2021

OCT-DEC 2020

2020

460,109

2,035,109

329,668

1,468,673

Income SSAF Funding Other Revenue Ad-hoc Income

482

15,904

269

17,969

Total Other Revenue

482

15,904

269

17,969

460,591

2,051,013

329,937

1,486,643

Total Income

Direct Costs Student Support Program Costs A - Provision of Food & Drink

4,512

13,987

6,809

9,643

B - Supporting Sporting & Recreational Activity

44,590

151,582

65,424

93,880

C - Club Administration Support

17,766

84,865

26,314

51,373

F - Health & Welfare of Students

12,964

37,716

13,135

19,795

I - Helping Students with their Financial Affairs

(469)

3,790

90,108

118,952

L - Library & Reading Rooms

2,376

18,627

8,739

5,341

M - Supporting Student Artistic Activities

277

2,322

2,273

2,963

4,868

10,567

6,059

10,543

O - Helping Students Develop Study Skills

19,021

30,780

5,595

15,380

P/Q - Student Advocacy re University Rules

1,000

1,528

500

R - Information to help students through Orientation

1,282

52,519

1,818

68,628

N - Supporting Production & Dissemination of Student Media

S - Helping Overseas students Total Student Support Program Costs Total Direct Costs

Gross SSAF Surplus/(Deficit)

3,311

11,946

2,168

2,187

111,499

420,228

228,943

399,186

111,499

420,228

228,943

399,186

349,092

1,630,785

100,994

1,087,457

28,385

82,818

30,072

101,490

Indirect Costs Administrative Overheads Infrastructure Overheads

48,368

152,006

96,606

154,810

Salary, Wages & Honoraria

319,109

1,063,579

136,662

751,665

Salary, Wages & Honoraria On-Costs

54,184

170,058

32,246

158,851

Election Costs

26,255

26,265

12,460

12,539

476,300

1,494,726

308,047

1,179,357

(127,209)

136,059

(207,052)

(91,900)

39,533

89,533

2,000

Interest & Investment Income

4,593

38,830

22,457

8,241

Other Income

2,216

4,873

1,943

5,270

85,578

96,990

Total Indirect Costs

SSAF Surplus/(Deficit) Non-SSAF Income VC Grant

Lotterywest Grant

KPI Quarterly Financial Report Q4 2021 | Edith Cowan University Student Guild

Page 4 of 14

Income & Expenditure Statement

OCT-DEC 2021

2021

OCT-DEC 2020

2020

5,461 137,381

21,857 252,083

24,400

15,511

Interest & Investment Costs

1,838

6,328

1,405

5,616

Depreciation

7,794

33,297

10,279

39,857

Pantry Box Project

(931)

3,595

VC Funds

24,465

Lotterywest Grant - funds disbursed

11,412

8,701

75,551

15,280

45,474

(128,680)

(176,532)

(9,120)

29,962

1,471

312,591

(197,932)

(121,862)

Emu's Merchandise Total Income Expenses

Total Expenses Total Non-SSAF

Combined SSAF/Non-SSAF Surplus/Deficit

KPI Quarterly Financial Report Q4 2021 | Edith Cowan University Student Guild

Page 5 of 14

Statement of Cash Flows Edith Cowan University Student Guild For the 3 months ended 31 December 2021 OCT-DEC 2021

OCT-DEC 2020

577,500

367,635

47,781

49,161

(766,070)

(518,764)

135,284

Operating Activities SSAF Income Received Cash receipts from other operating activities Payments to suppliers and employees Government COVID-19 support Receipts from grants GST Net Cash Flows from Operating Activities

85,578

(51,231)

(20,521)

(106,441)

12,795

7,881

22,280

73,053

1,383

(75,335)

(22,266)

1,219

(16,417)

(12,009)

1,137

228

Investing Activities Distributions received Proceeds from investments Payment for investments Proceeds from sale of property, plant and equipment Payment for property, plant and equipment Interest received Interest Paid

(4,474)

(52)

(14,154)

(9,216)

Other cash items from financing activities

85,584

Net Cash Flows from Financing Activities

85,584

(35,011)

3,579

Cash and cash equivalents at beginning of period

260,852

238,559

Net change in cash for period

(35,011)

3,579

(8)

225,841

242,131

Net Cash Flows from Investing Activities

Financing Activities

Net Cash Flows Cash and Cash Equivalents

Effect of exchange rate changes on cash Cash and cash equivalents at end of period

KPI Quarterly Financial Report Q4 2021 | Edith Cowan University Student Guild

Page 6 of 14

Notes to the Financial Statements Edith Cowan University Student Guild For the 3 months ended 31 December 2021 1. Summary of Significant Accounting Policies

The financial statements are special purpose financial statements prepared in order to satisfy the financial reporting requirements under the Edith Cowan University Act 1984. The Senate has determined that Edith Cowan University Student Guild (the Guild) is not a reporting entity.

The financial statements have been prepared on an accruals basis and are based on historic costs and do not take into account changing money values or, except where stated specifically, current valuations of non-current assets. The following significant accounting policies, which are consistent with the previous period unless stated otherwise, have been adopted in the preparation of these financial statements.

Income Tax

The Guild is not liable to pay income tax; however, it is registered for GST purposes.

Property, Plant and Equipment (PPE)

Plant and equipment are carried at cost less, where applicable, any accumulated depreciation. The depreciable amount of all PPE is depreciated over the useful lives of the assets to the Guild commencing from the time the asset is held ready for use. Gains and losses on disposals are determined by comparing proceeds with the carrying amount. These gains or losses are included in the income statement.

Impairment of Assets

At the end of each reporting period, the Senate reviews the carrying amounts of its tangible and intangible assets to determine whether there is any indication that those assets have been impaired. If such an indication exists, an impairment test is carried out on the asset by comparing the recoverable amount of the asset, being the higher of the asset’s fair valueless costs of disposal and value in use, to the asset’s carrying amount. Any excess of the asset’s carrying amount over its recoverable amount is recognised in the income and expenditure statement.

Employee Provisions

Provision is made for the Guild’s liability for employee benefits arising from services rendered by employees to the end of the reporting period. Employee provisions have been measured at the amounts expected to be paid when the liability is settled.

Provisions

Provisions are recognised when the Guild has a legal or constructive obligation, as a result of past events, for which it is probable that an outflow of economic benefits will result and that outflow can be reliably measured. Provisions are measured at the best estimate of the amounts required to settle the obligation at the end of the reporting period.

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 7 of 14

Notes to the Financial Statements

Cash on Hand

Cash on hand includes cash on hand, deposits held at call with banks, and other short-term highly liquid investments with original maturities of three months or less.

Accounts Receivable and Other Debtors

Accounts receivable and other debtors include amounts due from members as well as amounts receivable from donors. Receivables expected to be collected within 12 months of the end of the reporting period are classified as current assets. All other receivables are classified as non-current assets.

Revenue and Other Income

Revenue is measured at the fair value of the consideration received or receivable after taking into account any trade discounts and volume rebates allowed. For this purpose, deferred consideration is not discounted to present values when recognising revenue. Interest revenue is recognised using the effective interest method, which for floating rate financial assets is the rate inherent in the instrument. Dividend revenue is recognised when the right to receive a dividend has been established. Grant and donation income is recognised when the entity obtains control over the funds, which is generally at the time of receipt. If conditions are attached to the grant that must be satisfied before the Guild is eligible to receive the contribution, recognition of the grant as revenue will be deferred until those conditions are satisfied. All revenue is stated net of the amount of goods and services tax.

Leases

Leases of PPE, where substantially all the risks and benefits incidental to the ownership of the asset (but not the legal ownership)are transferred to the Guild, are classified as finance leases. Finance leases are capitalised by recording an asset and a liability at the lower of the amounts equal to the fair value of the leased property or the present value of the minimum lease payments, including any guaranteed residual values. Lease payments are allocated between the reduction of the lease liability and the lease interest expense for that period. Leased assets are depreciated on a straight-line basis over the shorter of their estimated useful lives or the lease term. Lease payments for operating leases, where substantially all the risks and benefits remain with the lessor, are charged as expenses in the periods in which they are incurred.

Inventories

Inventories are carried at the lower of cost or net realizable value. Cost is based on the first in first out method and includes expenditure incurred in acquiring the inventories and bringing them to the existing condition and location.

Goods and Services Tax (GST)

Revenues, expenses and assets are recognised net of the amount of GST, except where the amount of GST incurred is not recoverable from the Australian Taxation Office (ATO). Receivables and payables are stated inclusive of the amount of GST

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 8 of 14

Notes to the Financial Statements

receivable or payable. The net amount of GST recoverable from, or payable to,the ATO is included with other receivables or payables in the assets and liabilities statement.

Financial Assets

Investments in financial assets are initially recognised at cost, which includes transaction costs, and are subsequently measured at fair value, which is equivalent to their market bid price at the end of the reporting period. Movements in fair value are recognised through the Statement of Income and Expenditure.

Accounts Payable and Other Payables

Accounts payable and other payables represent the liability outstanding at the end of the reporting period for goods and services received by the Guild during the reporting period that remain unpaid. The balance is recognised as a current liability with the amounts normally paid within 30 days of recognition of the liability.

Intangible Assets

Intangible assets are software developed for student or themanagement of the Guild. The assets are brought to account at cost and amortised over the useful life of the asset.

OCT-DEC 2021

OCT-DEC 2020

214,365

244,585

139

272

10,477

2. Cash & Cash Equivalents Cash Balances Bank Accounts Bendigo Bank PayPal Merchant Account Trybooking Merchant Account Square Total Bank Accounts

225,016

244,857

Other Cash Items Vouchers Petty Cash Petty Cash - US$ Total Other Cash Items Total Cash Balances

300

1,326

2,284

103

1,429

2,681

226,445

247,538

(10,549)

(6,408)

Credit Cards Bendigo Bank Mastercards Vasco Prepaid Cards

9,980

1,000

Total Credit Cards

(569)

(5,408)

225,876

242,131

Total Cash & Cash Equivalents

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 9 of 14

Notes to the Financial Statements

OCT-DEC 2021

OCT-DEC 2020

1,085,835

836,340

3. Receivables Receivables Accounts Receivable Other Debtors - Student Loans

227

2,942

(227)

(1,635)

Sundry debtors

34,650

Accrued Income

1,085,851

872,332

1,085,851

872,332

OCT-DEC 2021

OCT-DEC 2020

10,402

21,768

Less: Provision for Doubtful Debts

Total Receivables Total Receivables

4. Inventory Inventories Stock on Hand - Books Stock on Hand - other merchandise

23,131

2,387

Total Inventories

33,533

24,155

33,533

24,155

OCT-DEC 2021

OCT-DEC 2020

Prepayments - Other

85,193

44,363

Prepayments - Insurance

40,477

26,460

125,670

70,823

OCT-DEC 2021

OCT-DEC 2020

39,887

32,231

(39,887)

(32,231)

Total Inventory

5. Prepayments

Total Prepayments

6. Property Plant and Equipment Plant and Equipment Plant and equipment at cost Plant and equipment (Low Value Pool) at cost Low Value Assets ($300-$1000) - at cost Low Value Assets - acc dep Total Plant and equipment (Low Value Pool) at cost Plant and equipment (JO) at cost P & E - JO - at cost P & E - JO - acc dep Total Plant and equipment (JO) at cost

169,511

193,667

(123,522)

(123,261)

45,989

70,407

30,397

33,266

(24,620)

(27,597)

5,777

5,669

Plant and equipment (ML) at cost P & E - ML - at cost P & E - ML - acc dep Total Plant and equipment (ML) at cost

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 10 of 14

Notes to the Financial Statements

OCT-DEC 2021

OCT-DEC 2020

Plant and equipment (BU) at cost P & E - BU - at cost

7,417

10,847

(6,892)

(10,507)

525

340

52,291

76,416

52,291

76,416

52,291

76,416

OCT-DEC 2021

OCT-DEC 2020

Plan B/IOOF - Managed Fund - Investment

515,163

Plan B/IOOF - Managed Fund - Change in Market Value

(49,102)

492,859

P & E - BU - acc dep Total Plant and equipment (BU) at cost Total Plant and equipment at cost Total Plant and Equipment Total Property Plant and Equipment

7. Investments Financial assets - Managed Funds

IOOF - Expand - Original Investment IOOF - Expand - Mkt Value movement Total Financial assets - Managed Funds

4,675

497,534

466,061

Term deposits Bendigo Bank - TD 2014+2015 SSAF excess

374,558

378,405

Total Term deposits

374,558

378,405

872,092

844,466

OCT-DEC 2021

OCT-DEC 2020

53,921

44,380

4,590

Accrued expenses

19,045

Prepaid Revenue

2,432

Total Investments

8. Creditors & Accruals Current Creditors Trade Creditors Accruals

Rounding Suspense

75,397

48,971

25,135

12,021

256

243

PAYGW Payable

45,865

40,387

Superannuation Payable

39,384

30,758

110,640

83,409

186,037

132,380

186,037

132,380

Total Creditors Payroll Accrued Wages Other payroll accruals payable

Total Payroll Total Current Total Creditors & Accruals

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

Page 11 of 14

Notes to the Financial Statements

OCT-DEC 2021

OCT-DEC 2020

Lotterywest Grant.

96,990

2020 COVID-19 SSAF Funds bf

50,000

Pantry Box Fund

2,181

Total Contingent Liabilities

149,171

OCT-DEC 2021

OCT-DEC 2020

37,217

(389)

36,828

OCT-DEC 2021

OCT-DEC 2020

Provision for Annual Leave - Current

74,959

68,193

Provision for Long Service Leave - Current

27,389

102,348

68,193

9. Contingent Liabilities

10. Lease Liabilities Oracle Finance - NetSuite & Infinite Cloud Payroll Unexpired Interest Total Lease Liabilities

11. Employee Provisions Current

Total Current Non-Current Provision for Long Service Leave - Non-Current

42,226

61,632

Total Non-Current

42,226

61,632

144,574

129,826

OCT-DEC 2021

OCT-DEC 2020

1,694,598

1,816,460

Total Employee Provisions

12. Retained Earnings Retained Earnings Current Year Eanrings Total Retained Earnings

KPI Quarterly Financial Report Q4 2021

Edith Cowan University Student Guild

312,591

(121,862)

2,007,189

1,694,598

Page 12 of 14

525,000

Total Income

425,609

425,609 441,456

441,456

6,966

47,350

33,230

4,895

36,989

34,327

KPI Quarterly Financial Report Q4 2021 | Edith Cowan University Student Guild

Total Expenditure

Total Student Support Program Costs

S - Helping Overseas students

40,149

(1,547)

30,246

4,096

L - Library & Reading Rooms

7,581

17,234

6,464

I - Helping Students with their Financial Affairs

70,028

87,860

12,005

63,093

F - Health & Welfare of Students

1,893

57,651

C - Club Administration Support

111,771

15,183

525,000

Q2 2021

1,447

165,090

B - Supporting Sporting & Recreational Activity

M - Supporting Student Artistic Activities N - Supporting Production & Dissemination of Student Media O - Helping Students Develop Study Skills P/Q - Student Advocacy re University Rules R - Information to help students through Orientation

13,065

A - Provision of Food & Drink

Student Support Program Costs

Expenditure

525,000

SSAF Funding

Income

Q1 2021

Edith Cowan University Student Guild For the 3 months ended 31 December 2021

444,667

11,422

31,116

37,912

33,431

11,984

3,354

15,439

5,700

70,744

79,920

132,742

10,903

525,000

Q3 2021

587,318

11,580

33,299

53,352

62,090

21,038

3,404

5,734

7,500

92,273

92,098

183,957

20,993

460,109

Q4 2021

Spending Program by SSAF Category

1,899,050

34,863

144,996

162,579

165,915

62,261

10,099

23,722

27,246

296,138

317,528

593,560

60,143

2,035,109

2021 YTD TOTAL

2,100,000

38,706

157,002

191,527

187,521

67,548

11,217

18,827

39,412

347,488

316,108

643,689

80,955

2,100,000

2021 OVERALL BUDGET

(200,950)

(3,843)

(12,006)

(28,948)

(21,606)

(5,287)

(1,118)

4,895

(12,166)

(51,350)

1,420

(50,129)

(20,812)

(64,891)

2021 OVER/(UNDER) $

-10%

-8%

-15%

-12%

-8%

-10%

26%

-31%

-15%

-8%

-26%

-3%

2021 OVER/(UNDER) %

1,170,052

8,551

49,257

121,434

80,609

39,793

4,276

(975)

231,948

223,171

154,181

248,301

9,507

1,089,005

2020 YTD TOTAL

Page 13 of 14

728,998

26,312

95,739

41,146

85,307

22,468

5,823

24,697

(204,702)

72,967

163,347

345,259

50,636

946,104

2021 V 2020 OVER/(UNDER)

99,391

SSAF Surplus/(Deficit)

106,531

92,627

(9,083)

38,729

12,794

(7,140)

4,915

24,465

400

7,443

1,506

47,812

4,915

25,000

(1,173)

19,070

83,544

Q2 2021

3,923

KPI Quarterly Financial Report Q4 2021 | Edith Cowan University Student Guild

Combined SSAF/Non-SSAF Surplus/Deficit

Total Non-SSAF

Lotterywest Grant - funds disbursed Total Expenses

VC Funds

7,343

Depreciation

Pantry Box Program

1,447

19,934

3,923

Interest & Investment Costs

Expenses

Total Income

ECU Emu's Merchandise

LotteryWest Grant

3,506

Other Income

Non- SSAF sponsorship and grants

12,505

Interest & Investment Income

Income

Non-SSAF

99,391

Q1 2021

Gross SSAF Surplus/(Deficit)

Spending Program by SSAF Category

111,962

(31,629)

15,327

2,573

500

10,716

1,537

46,956

16,396

2,573

25,000

325

2,662

80,333

Q3 2021

1,471

(128,680)

8,701

(931)

7,794

1,838

137,381

5,461

85,578

39,533

2,216

4,593

(127,209)

Q4 2021

312,591

(176,532)

75,551

11,412

24,465

33,297

6,328

252,083

21,857

96,990

89,533

4,873

38,830

136,059

2021 YTD TOTAL

2021 OVERALL BUDGET

312,591

(176,532)

75,551

11,412

24,465

33,297

6,328

252,083

21,857

96,990

89,533

4,873

38,830

136,059

2021 OVER/(UNDER) $

2021 OVER/(UNDER) %

373,521

(156,415)

38,127

11,412

24,465

2,166

194,542

21,857

96,990

89,533

3,940

(17,777)

217,106

2021 V 2020 OVER/(UNDER)

Page 14 of 14

(60,930)

(20,117)

37,424

33,261

4,163

57,541

934

56,607

(81,047)

2020 YTD TOTAL

GUILD CONTACT INFORMATION

FAIZAN AKRAM PRESIDENT

LISA DWYER OPERATIONS MANAGER

MELISSA JOHNSTON BUSINESS SUPPORT & FINANCE MANAGER

Tel 08 6304 2651

Tel 08 6304 5915

Tel 08 6304 5134

Mob 0492 800 809

Mob 0491 712 624

m.johnston@ecuguild.org.au

president@ecuguild.org.au

l.dwyer@ecuguild.org.au

Edith Cowan University (ECU) Student Guild Building 34.215 ECU Joondalup Campus Tel (61) 08 6304 2640 www.ecuguild.org.au

42 | P a g e

ECU Student Guild GUILD STUDENT ASSIST SERVICE USER POLICY

POLICY TYPE

Operational

POLICY SUBTYPE

Guild Student Assist

POLICY TITLE

Guild Student Assist Service User Policy

POLICY OWNER

Guild Student Assist Officers

Contents 1.

INTENT .......................................................................................................................... 3

ORGANISATIONAL SCOPE ......................................................................................... 3

DEFINITIONS ................................................................................................................ 3

OVERVIEW ................................................................................................................... 4

POLICY ......................................................................................................................... 4 5.2.

Who we support .................................................................................................... 4

5.2.3.

Senate Members ............................................................................................ 4

5.3.

Who don’t we support .......................................................................................... 5

5.4.

Services Guild Student Assist offer .................................................................... 5

5.5.

Services Guild Student Assist do not offer......................................................... 6

5.6.

Zero tolerance approach ...................................................................................... 6

5.7.

Failing to attend appointments ............................................................................ 7

5.8.

Systemic Issues .................................................................................................... 7

5.9.

Confidentiality ....................................................................................................... 8

5.10.

Complaints process .......................................................................................... 8

RELATED DOCUMENTS .............................................................................................. 8

CONTACT INFORMATION ........................................................................................... 9

APPROVAL HISTORY .................................................................................................. 9

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Document Owner: Guild Student Assist Officers

Authorised by Guild Senate

Date Issued: 01/12/2021

Rev No 002

Page 2 of 9

INTENT 1.1. The purpose of this policy is to inform members of the Edith Cowan University Student Guild of the services and support offered by the Edith Cowan University Guild Student Assist Team.

ORGANISATIONAL SCOPE 2.1. The contents of this policy are applicable for members of the Edith Cowan University Student Guild.

DEFINITIONS 3.1. The singular includes the plural and vice-versa. 3.2. Words importing a gender include any other gender. 3.3. A reference to: 3.3.1. A person includes a corporation and government or statutory body or authority; 3.3.2. A person includes the legal personal representatives, successors, and permitted assigns of that person; and 3.3.3. A statute, ordinance, code or other law includes regulations and other statutory instruments under it and consolidations, amendments, reenactments or replacements of any of them by any legislative authority. 3.4. The word “including” and similar expressions are not words of limitation. 3.5. The word “under” includes by and by virtue of; as well as, pursuant to and in accordance with. 3.6. CIDC means the Continuous Improvement and Development Committee. 3.7. The Guild means Edith Cowan University Student Guild. 3.8. Senate means the duly elected student representatives of the Guild. 3.9. Systemic Issues means an issue or complaint that affects multiple students in the same or a similar way that is required to be addressed at a wider University level to effect overall change to the policy or procedure of a particular department or School. 3.10.Guild Student Assist means Edith Cowan University Guild Student Assist team.

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Date Issued: 01/12/2021

Rev No 002

Page 3 of 9

OVERVIEW 4.1. All Guild policies are approved, amended or repealed by the Senate in accordance with the Guild’s Policy Framework and compliance with relevant governance instruments, following consultation with CIDC. 4.2. The Guild shall maintain a policy manual of all current policies in a manner which is easily accessible to members, Senate, staff and other stakeholders where appropriate. 4.3. All Guild policies will be reviewed annually.

POLICY 5.1. Guild Student Assist is a team of professionally trained staff who form a core component of the Guild providing advocacy, support and referral services for ECU students. Guild Student Assist services are free and confidential to all members of the Guild. University Preparation students can also access Guild Student Assist services. 5.2. Who we support 5.2.1. Guild Student Assist support members of the Guild. All ECU students can be General Members of the Guild at no cost unless they elect not to be members from time to time; and 5.2.2. Senate members. Any senate member that requests services from Guild Student Assist must first contact the Guild Operations Manager to request. Senate may not request to work with a particular Guild Student Assist Officer; this decision sits firmly with the Operations Manager. 5.2.3.Senate Members 5.2.3.1. Senate Members may not access any of the following Financial supports from the Guild under normal circumstances;    

Grocery Vouchers General Vouchers Grants Food Pantry box

5.2.3.2. Guild student assist officers can support the Senate with suitable referral pathways should they seek Financial support 5.2.3.3. In exceptional circumstances Guild student assist officers will assess the Senate member’s case and refer to Operations Manager to look at alternative support options in the first instance. The Operations Manager’s decision regarding the outcome of this case is final.

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Document Owner: Guild Student Assist Officers

Authorised by Guild Senate

Date Issued: 01/12/2021

Rev No 002

Page 4 of 9

5.3. Who don’t we support 5.3.1.

ECC students;

5.3.2.

Future students who are not yet enrolled at Edith Cowan University;

5.3.3.

Students who are not members of the Guild; and

5.3.4. Students who have an alert in their file and may have been identified as aggressive, abusive or failed to attend three appointments without cancelling or notifying the Guild. 5.3.5. We cannot advocate for any student or group of students referred to the Guild’s Disciplinary Committee for matters relating to breaches of Guild Policies, procedures, guidelines or other matter. In circumstances where appropriate and where there is no conflict of interest, the Operations Manager may permit a GSA Officer to accompany a student as per the rules of the Disciplinary Committee. 5.4. Services Guild Student Assist offer 5.4.1. Advocacy and support with academic concerns including reviews, appeals and academic misconduct; 5.4.2. Attend university meetings with students; 5.4.3. Support with individual complaints and assistance to help resolve grievances; 5.4.4. Support for welfare and financial issues including provision of food pantry boxes; 5.4.5. Liaison support with university staff and key stakeholders; 5.4.6. Assistance with appealing a university decision; 5.4.7. Guidance in relation to university rules and policies; and 5.4.8. Guild Student Assist can provide referrals to internal or external services for a student with an issue outside of Guild Student Assist capacity. The Guild also accepts referrals from internal and external agencies. Referrals may be for additional or alternate services. The referral process generally includes the following steps.    

Guild Student Assist identifies the need for services from another agency; Explains the need for a referral to another agency including the reasons for being unable to provide the required or requested services; Obtains consent to liaise with other providers on behalf of the student; Continues to provide services currently in place (as applicable);

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Authorised by Guild Senate

Date Issued: 01/12/2021

Rev No 002

Page 5 of 9

  

5.5.

Support the student to contact other suitable service providers; Documents all relevant information in the service user’s record; and Check any existing Memorandums of Understanding with referring agencies to ensure that appropriate processes are followed for referral.

Services Guild Student Assist do not offer

5.5.1. Guild Student Assist do not have access to Edith Cowan University systems and we cannot provide Edith Cowan University services; and 5.5.2. Guild Student Assist are not registered visa migration agents, counsellors, financial counsellors, mental health support workers or fair work advisors and cannot provide advice on these or the following topics. Guild Student Assist can discuss and provide referral support to access these services.        

Migration Visa issues Legal advice Mental Health support, assessments or plans Medical advice Academic skills or assessments advice Career advice Fair Work Housing and tenancy advice

5.5.3. Where a Student discloses current issues such as Gambling or drug addiction financial support will be reviewed in consultation with Operations Manager, an alternative type of financial support may be offered such as food pantry box. 5.6. Zero tolerance approach 5.6.1. Guild Student Assist may refuse service if aggressive or intimidating behaviour is displayed 5.6.2. Safe work Australia states Work-related violence and aggression can be any incident where a person is abused, threatened or assaulted in circumstances relating to their work. Work-related violence and aggression may include:    

physical assault such as biting, scratching, hitting, kicking, pushing, grabbing, throwing objects intentionally coughing or spitting on someone sexual assault or any other form of indecent physical contact, and Harassment or aggressive behaviour that creates a fear of violence, such as stalking, verbal threats and abuse, yelling and swearing and can be in person, by phone, email or online.

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Document Owner: Guild Student Assist Officers

Authorised by Guild Senate

Date Issued: 01/12/2021

Rev No 002

Page 6 of 9

5.7.

Failing to attend appointments 5.7.1. We understand students may at times be unable to attend their appointment. Students agree when booking online to cancel or reschedule their appointment if unable to attend either through our online portal or by calling the Guild; 5.7.2. If a Student does not cancel their appointment and fails to attend they will be contacted via phone at that time by Guild Student Assist to check in and remind them of their appointment; 5.7.3. Students may be refused service if they fail to cancel their appointment in advance with this occurring consistently for at least three appointments, or consistently reschedule/ cancelling appointments with less than 24 hours’ notice and do not respond to calls from Guild Student Assist; and 5.7.4. Where the Guild Operations Manager and Guild Student Assist agree a student should no longer be allowed access to services due to their behaviour, a student will be notified.

5.8.

Systemic Issues 5.8.1.There may be occasions where a number of students present with the same or similar issues. In these cases each student will be supported individually to resolve their particular issue or complaint. 5.8.2.The Guild Student Assist Officers do not support with Group Complaints in line with the Edith Cowan University’s complaints process. 5.8.3.Where it appears that a systemic issue is presented by multiple students the Guild Student Assist Officers will case conference the particular complaint with the Operations Manager as soon as practicably possible or at the next available GSA Management Meeting. 5.8.4.Where Systemic issues are identified the GSA’s and the Operations Manager will provide details of the issue to the relevant Vice President and/or the President to raise with the school or relevant University Department through the School Representatives or through the relevant forum as the case may be. 5.8.5.Student’s details will not be passed on to the Senators in relation to the complaints received. These students will continue to be supported to resolve their individual issue by the GSA Officer supporting the student. Only the details of the systemic issues presented will be provided to the Vice President and/or President for resolution at a school/university level. Where there is feedback to be provided the Vice President or President will endeavour to discuss this with the supporting GSA and Operations Manager to ensure that students are fully informed of the outcome. It is the Guild Student Assist Officer’s responsibility to relay this feedback to the student.

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Date Issued: 01/12/2021

Rev No 002

Page 7 of 9

5.8.6.Where there is a potential conflict of interest for the Senator in managing a complaint, the Guild President will elect a proxy to manage the issue with the school or department.

5.9.

Confidentiality 5.9.1.

Refer to Privacy policy https://ecuguild.org.au/privacy-policy/

5.9.2. Guild members consent to our collection, use and disclosure of personal information in accordance with the Privacy Policy and any other arrangements that apply. The Guild may change the Privacy Policy from time to time by publishing changes to it on the Guild website; 5.9.3. All interactions with Guild Student Assist, including scheduling of and attendance at appointments, content discussed, progress and outcomes of the appointment and student records are confidential. Student personal information and its treatment is important to the Guild and as such the Guild protects that information by adhering to the strict privacy rules and any applicable legislation. In line with the requirements of legislation Guild Student Assist is required to advise students why we need their information, for what purpose, & where or how it will be stored. 5.9.4. No information will be shared with family members, friends, or university staff without student consent. However there are some situations where student information may need to be provided without student consent. Exceptions to confidentiality where a Duty of Care applies as follows:     5.10.

Student health or safety is at risk; The health and safety of others is at risk; A criminal act has been declared; and There is a court directive

Complaints process 5.10.1. Refer to Edith Cowan Student Guild Complaints Management Policy.

6. RELATED DOCUMENTS 

Service User Policy



Complaints Management Policy



Related Procedure



Lone Working Procedure

Other Related Documents



ECU Student Complaints Policy

Related Legislation



None

Related Policy

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Document Owner: Guild Student Assist Officers

Authorised by Guild Senate

Date Issued: 01/12/2021

Rev No 002

Page 8 of 9

7. CONTACT INFORMATION For queries relating to this document please contact: Policy Owner All Enquiries Contact Telephone Email address

Guild student Assist Carly Elvin 08 6304 3526 c.elvin@ecuguild.org.au

8. APPROVAL HISTORY Policy Approved By Date Policy First Approved Original Motion Revision History Revised by Next Revision Date

Senate 30/10/2020 SCM2010/01 October 2021 – SM2111/02 Lisa Dwyer (Operations Manager) October 2022

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Rev No 002

Page 9 of 9

Special

consideration

WHAT IS A SPECIAL CONSIDERATION? Special Consideration is an adjustment that your School at ECU can make to your overall Unit Result in the form of one of the following ways: a) Waiving a late penalty for one or more Assessment Tasks; b) An automatic reasonable adjustment of a Student’s final Unit Grade, or c) Permission to submit an alternative assessment or replacement assessment. Students can lodge a request for Special Consideration if they have experienced ‘Exceptional Circumstances’ that have impacted their ability to successfully complete an assessment task in a unit during the relevant teaching period. Important things to note: • Special Consideration Requests must be lodged within 7 calendar days of your final examination date or the date your final assessment task for that unit was due. • Late requests can be considered if Exceptional Circumstances impacted your ability to lodge the request in time. • Special Consideration requests cannot be lodged after your unit’s results have been released. • You cannot lodge a Special Consideration Request if you have sat a Supplementary Exam

WHAT ARE EXCEPTIONAL CIRCUMSTANCES? Exceptional Circumstances are verifiable unexpected and/or exceptional personal or medical circumstances beyond the Student’s control which: a) H ave had a substantially detrimental effect on a Student’s ability to participate in or study for an Assessment Task; and b) T he Student did not have a reasonable opportunity to prepare for in advance of the relevant Teaching Period. Examples include: • An onset, or acute flare-up, of a medical or psychological condition, illness, or trauma; • The death of, or an onset or acute flare-up of, a medical or psychological condition, illness, or trauma affecting, a close family member or friend; • Recent separation or divorce from a de facto partner or spouse; • Acute personal hardship or trauma, including being a victim of crime, sudden loss of income or employment resulting in severe disruption to domestic or study arrangements, or motor vehicle incidents preventing attendance; • Military deployment, emergency service or jury duty commitments; • Representation at a national or international level (inclusive of those who are participating in the University’s Elite Athlete Program); • Representation in significant cultural events (other than events such as weddings, birthday parties, bar mitzvahs, christenings, etc.); or • Compulsory employment-related intrastate, interstate or overseas travel.

WHAT IS NOT CONSIDERED AS EXCEPTIONAL CIRCUMSTANCES? The following typically will not be considered as constituting Exceptional Circumstances: • Routine employment; • Lack of knowledge of the requirements of academic work; • Difficulties with English language; • Recreational or family travel; • Moving house; • Events such as weddings, birthday parties, bar mitzvahs, christenings, etc.; • Misreading information in relation to an Assessment Task, such as submission or Examination dates; • Normal stress or anxiety associated with examinations or coursework; or • A matter which is already addressed as part of a Student’s Learning and Assessment Plan.

If you are ever in doubt, or need guild assistance, always book in with a Guild Student Assist Officer for advice

HOW DO I LODGE A REQUEST? Unlike other formal requests relating to assessments, there is no prescribed form for Special Consideration. To lodge a request you must email your Unit Coordinator and the Associate Dean of Teaching and Learning in your School (see ECU website) with the following information.

• State you are requesting Special Consideration as per the Assessment, Examination and Moderation Procedures. Note, Special Consideration is different to a request for a deferred assessment or other processes, so must be stated clearly.

studentassist@ecuguild.org.au www.ecuguild.org.au

• Outline the Exceptional Circumstances (it can be more than one) that impacted you’re ability to successfully complete an assessment. • Attach any evidence you have to substantiate your request. For example, this could be a medical certificate, police report, or letter from national level sports body requesting your participation. •S tate which outcome you are seeking for Special Consideration:  Waiving a late penalty for one or more Assessment Tasks;  An automatic reasonable adjustment of a Student’s final Unit Grade, or  Permission to submit an alternative assessment or replacement assessment.

www.ecuguild.org.au/bookings

Once the request has been lodged it will be up to the discretion of your Unit Coordinator and Associate Dean of Teaching and Learning to approve or reject your request. Their decision is final and cannot be appealed.

ACADEMIC PROGRESSION STATUS REVIEW In accordance with the University Rules: Admission, Enrolment and Academic Progress Rules (‘the Rules’) the School Progression Panel will confirm your academic progression status at the end of each Progression Period. Students who are given an Amber, Red or Purple Status will be sent an Academic Progression Notification (APN) to their student email: 1. Green Status: is awarded to a student when they are on track with their studies. 2. Amber Status: advises a student that they are making marginal academic progress. 3. Red Status: students on Red Status are at risk of exclusion. Unless by prior approval, students who have a Red Status will be restricted to an enrolment of no more than 45 credit points. 4. Purple Status: students with a Purple Status have been excluded from their course for not making satisfactory progress. There are a number of ways a student can reach purple status and your APN letter will explain your particular circumstances.

If you receive a Purple Status, carefully read through your ECU Academic Progression Notification email. It is important to understand why you have been excluded as this will impact on your appeal routes and future ECU study options.

I HAVE RECEIVED AN ACADEMIC PROGRESSION NOTIFICATION EMAIL AND HAVE BEEN AWARDED PURPLE STATUS, WHAT ARE MY OPTIONS? Accept the exclusion and cease studying at ECU You may decide that studying at ECU is not for you. You could consider an alternative career path such as TAFE or entering the workforce. Alternatively, you could apply to a different University to continue your studies. Accept the exclusion and apply to return to the same course after 12 months A student who has a Purple Status is permitted to apply, to enrol, onto the same course subject to meeting a number of conditions. Your Guild Student Assist (GSA) Officer can advise you of these if this is an option you are considering. Please note, you must wait at least 12 months before submitting your application to resume your studies. Accept the exclusion and apply to re-enrol in a different course at ECU If you have received a Purple Status you can apply to re-enrol onto a different course at ECU. You are permitted to apply immediately as there is no waiting period, however your enrolment is not guaranteed and, if accepted, may be subject to a number of conditions imposed by the relevant Associate Dean of Teaching and Learning. Request a Formal Review of the exclusion (Purple Status) You have the right to appeal if you have been excluded and can demonstrate you meet one, or more, of ECU’s grounds for an Academic Progression Status Review.

WHAT ARE THE GROUNDS FOR AN ACADEMIC PROGRESSION STATUS FORMAL REVIEW? You can request a review of your Academic Progression Status if you can demonstrate one of the following grounds: • The University has not adhered to its relevant Rules and policies; • A University discretion exercised under the Rules, which has adversely affected your Academic Progression Status, was affected by discrimination, prejudice, or bias against a Student; • There has been a clear error by the University which has adversely affected your Academic Progression Status; or • You have experienced unexpected and exceptional personal or medical circumstances beyond your control, provided that this can be demonstrated with evidence of such circumstances: •

has had a substantially negative affect effect on the ability to participate in or study for the relevant Unit during the teaching period;

•

such circumstances were not reasonably foreseeable before the teaching period began; and

•

where a Learning Assessment Plan is in place, that such circumstances fall outside of, or are a substantial deviation from the content of, the Learning Assessment Plan.

I HAVE VALID GROUNDS AND WANT TO APPEAL, WHAT DO I HAVE TO DO? You should try and submit your appeal on time. It should be lodged within 30 calendar days of you receiving your Academic Progression Status Notification (or by the date published on ECU’s website). If your application is late you will need to explain the reasons why you missed the appeal submission deadline in your Statement of Claim. To prepare and submit your application you should: 1. Write a Statement of Claim: You need to explain to the University why you are appealing. This written explanation is referred to as a Statement of Claim (Statement). Your Statement should list the ground/s on which you are appealing. It should also detail the events that led to your exclusion and the strategies you will put in place to ensure your future educational success. It is advisable to write your Statement in an MS Word document so you have a copy. Once complete, you can paste it into the relevant section of the online form. If required, your GSA will be able to provide you with a template and guidance on writing your statement. 2. Gather supporting documents Collate any relevant documents that support the grounds you have listed in your Statement. You will be required to upload these as part of your application. Evidence could include emails from lecturers, a copy of your Learning and Assessment Plan (LAP), Doctor’s letter, Psychologist’s report. 3. Fill in the online application form Complete the Academic Progression Status Formal Review form and upload your Statement and supporting documents. You can find this (see below) in your Student Portal under: My Forms > Submit a New Form > Exams, results, reviews and appeals > Academic Progressions Status Formal Review (online)

YOU CANNOT REQUEST A FORMAL REVIEW BASED ON THE FOLLOWING REASONS: • Personal, financial, visa or medical problems not referred to in paragraph 14.4; • Financial, career, visa or other personal implications of the Academic Progression Status given; • Results received by you, or by other Students, in units completed at the University • The amount of work done or effort given by you; or • An Outcome imposed for Academic Misconduct or Academic Breach, or the effect that such an Outcome may have had on your Academic Progression Status.

If your application is considered incomplete, inadequate or seeks an outcome that is not permissible under the Rules, it will be returned to you. Where appropriate, ECU will give you the reasons for the rejection and will allow you to submit more information within 7 days. If accepted, your appeal application will be sent to the relevant School, or Teaching Area, for review. This is usually carried out by the Associate Dean of Teaching and Learning and they may contact you if they require more information. If they want to interview you, you should receive reasonable notice (not less than 7 days) of any proposed meeting.

Within 21 calendar days of submitting your APSR application, you will receive written notification of the Reviewer’s decision.

HOW CAN THE GUILD HELP ME? The Guild’s GSAs can provide advice and advocacy to support you with the result appeals process. Examples of how GSAs can assist include: • Advice on whether you should consider applying for an Academic Progression Status Formal Review (APSR), or Student Appeals Committee process according to your individual circumstances.

APPEAL TO THE STUDENT APPEAL COMMITTEE If you are dissatisfied with the outcome of the Academic Progression Status Review you may have grounds to appeal to the Student Appeals Committee (SAC). Your GSA can provide you with more information about this process. It is important to note, you must submit your SAC application within 14 calendar days of receiving the outcome of the Academic Progression Status Review.

INTERNATIONAL STUDENTS If you are an International student studying on a Student Visa, you are required to meet certain conditions of your visa while studying at ECU. Under Section 19 of the Education Service for Overseas Students Act 2000, the University is required to notify the Department of Home Affairs if you have been excluded from your course.

• Advice on ECU’s various rules and requirements that relate to your review request. • Assistance with drafting a supporting statement. • Providing a template letter to assist with your APSR supporting statement. • Advice on other options that are more appropriate to your situation, such as a Complaint, Withdrawal Without Penalty application, Student Appeals Committee appeal, or support at a meeting with School staff not related to the results appeal process. If you have any questions about the APSR process, or are unsure whether it is worth going ahead with a review, then always worth consulting with a GSA first. GSAs will provide you with confidential, honest and informed advice.

You can book in with a Guild Student Assist Officer for an appointment online at www.ecuguild.org.au/bookings or email studentassist@ecuguild.org.au with any questions.

Scan to Book

This notification will take place after the review or appeals deadline has passed,or after the review and/or appeals process has been finalised. If you choose not to lodge an appeal or your appeal is unsuccessful, the University will report you to Department of Home Affairs for breaching student visa condition 8202 as soon as practicable after the outcome of your appeal is determined or the 30-calendar day appeal period expires.

Any action a student takes after receiving advice from a GSA is the responsibility of the student.

SHOULD I WITHDRAW FROM ONE OR MORE UNITS IN MY COURSE?

ECU GUILD STUDENT GUILD’S

If you are thinking to withdraw from one or more units, the Guild strongly recommends you do so before the relevant penalty date. If you withdraw after these dates you will receive an automatic fail grade and will be liable for your unit fees. However, if you need to withdraw from one or more units after the penalty dates you can still do so if you meet ECU’s eligibility criteria for the Withdrawal Without Penalty (WWP) process. Applications for the WWP process must be lodged within 12 months of the unit discontinuation date or the last day of the semester you were enrolled in the unit.

GUIDE TO

WITHDRAWING

WITHOUT PENAtLY

To be eligible for the WWP process you must not have successfully completed the unit, or completed the final exam and/or final assessment in the units. You must also be able to demonstrate, with independent supporting evidence, that you experienced special circumstances that meet all three of the following conditions 1. T he circumstances were beyond our control. Circumstances are beyond your control if a situation occurs which a reasonable person would consider is not due to action or inaction, either direct or indirect, and for which you are not responsible. This situation must be unusual, uncommon or abnormal. 2. T he circumstances made their full impact on you after the Financial Penalty (Census) date 3. T he circumstances have made it impracticable for you to complete the requirements for your unit(s) of study. Circumstances include:

FINANCIAL AND ACADEMIC PENALTY DATES All courses at ECU have a Financial Penalty date (Census date) and Academic Penalty date that you need to be aware of if you are considering to withdraw. These dates are listed below and are on ECU’s website.

Teaching Period

Last date to withdraw without Financial Penalty (Census date)

Last date to withdraw without Academic Penalty

Summer Session 15 January

21 January

Semester One

1 April

1 May

Winter Session

15 July

19 July

Semester Two

1 September

1 October

*Scan to view dates on the ECU website. Whilst we make every effort to ensure these dates are correct they may be subject to change.

a) Medical circumstances. For example, where your medical condition has changed to such an extent that you are unable to continue studying; b) Family/personal circumstances. For example, death or severe medical problems within a family, or unforeseen family financial difficulties which can be substantiated, so that it is unreasonable to expect you to continue your studies; c) Employment-related circumstances. For example, where your employment status or arrangements have changed so that you are unable to continue your studies, and this change is beyond your control. Your application must also include supporting documents from an independent, professional service provider such as a doctor, counsellor, or employer. Statements from family members or friends are not accepted. Independent documents should also be in an official formal (eg: medical certificate or company letterhead displaying an ABN, author’s contact details, position, date of the document etc.) Some examples of supporting evidence are: Death Certificates, Funeral Notices, Mental Health Plans, Police Reports (not just a reference number), letters from employers, or a completed ECU Medical/Health Professional Assessment Form from your GP, Psychologist, Counsellor or other Health Professional. The Guild recommends that you and your Health Professional complete the Medical/Health Professional Assessment Form as these are designed for WWP applications. Please make sure the Health Professional completes all areas in the form and clearly marks the correct boxes. Forms that are only partially complete may be rejected. Notes in the additional information section should also clearly articulate the reason your Health Professional supports your application.

HOW DO I APPLY? To apply for the WWP process go to the Student Portal and submit the online form and your supporting evidence, as per the screenshot below. The Medical/Health Professional Assessment Form can also be found under My Forms. Ensure that you tick the boxes for both Financial Penalty and Academic Penalty in your WWP application. You will be eligible for both if you meet the Special Circumstances criteria.

WHEN WILL I GET A RESPONSE?

Guild Student Assist Officers (GSAs) can provide guidance on whether you meet the criteria for a WWP application. GSAs can also provide you with a template letter and help you to write a statement. You can book in here for an appointment with a GSA or email studentassist@ecuguild.org.au The Guild suggests that you write your application in a MS Word document first to have a record of your application as well as sufficient space to explain your situation clearly and how you meet each of the criteria.

key links book with a student success officer: https://studentportal.ecu. edu.au/s/my-appointments

international student study loads: https://intranet.ecu.edu.au/

student/my-studies/internationalstudents/study-and-enrolment-loads

youth allowance or austudy loads: https://www.servicesaustralia.

gov.au/study-loads-for-austudy-andyouth-allowance?context=22441

ecu guild student assist:

www.ecuguild.org.au/bookings

You will be advised on the outcome of your application within 20 working days of ECU receiving your application. ECU may contact you during this time to request further information within a 7 day deadline. If you need more time, please ensure you advise ECU immediately and request that they allow you to have an extension or to resubmit a new application. If your application is unsuccessful then you can request a review within 28 days of being notified of this decision. A GSA can also help write your appeal on the decision.

ISSUES TO CONSIDER BEFORE APPLYING International Students must consult with a Student Success Officer first before withdrawing from any units. International Students are generally required to study a full-time course load within the timeframe of their current Confirmation of Enrolment (CoE). However, Student Success Officers can approve an underload where there are Special Circumstances. You can apply for a Reduced Study Load via the ECU student intranet, but we recommend that you book in with a Student Success Officer first to discuss your situation. Domestic students in receipt of Youth Allowance or AUSTUDY may have their payments reduced or cancelled if they are enrolled in less than three units. More information is available on the Services Australia website. If you are unsure whether you should withdraw or not you can always speak with a GSA for advice. Rather than withdrawing, it may be better to request an extension for your upcoming assessments, or apply for Special Consideration or a result appeal instead. GSAs can help with these applications too. International Students who are seeking a refund, rather than credit, will need to lodge a Refund request. There are numerous rules around this process and a GSA can assist with this also.

ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

Edith Cowan University Student Guild General Elections 2021

Returning Officer’s Election Report

Returning Officer – Peter Zaikos

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ELECTION REPORT 2021 TABLE OF CONTENTS ITEM 1. Introduction

PAGE 1

2. Election Timetable

3. Returning Officer Appointment

4. Guild Staff Assistance

5. Positions for Election

6. Election Documents

7. Notice of Elections

8. Mode of Polling – On-line Voting

9. Nominations – Online Portal

10. Nominations – Processing

11. Nominations – Finalised

12. Draw for Position on Ballot Paper

13. Election Broadsheet

14. Election Management Plan

15. Campaigning Areas and Polling Stations

16. Casual Staff – Electoral Officers

17. Compulsory RO-Candidate Meeting

18. Annulment, Withdrawal of Nominations

19. On-Line Voting Software

20. Declaration of Results

21. Report to NUS

22. Future Elections – Recommendations

Appendix 1 – Election Timetable Appendix 2 –Election Notice Appendix 3 – Nomination Statistics Appendix 4 –Results – Notice to Vice Chancellor Appendix 5 –Report to NUS

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ELECTION REPORT 2021 1.

Introduction

The Edith Cowan University [ECU] Student Guild General Elections are subject to the provisions of the Guild Election Procedures 2017. The Procedures themselves accord with the following; • • • •

The Edith Cowan University Act 1984, University Statute No 11 – Student Guild, University Rules – Student Guild, and The Guild Constitution.

The timing of the 2021 elections was advanced by a week compared with 2020. This restored the timing to that of elections prior to the COVID-delayed 2020 elections. For the second year running, only one group was active in the elections. Although initially eight elections attracted more nominations than vacancies, in each case the number of continuing valid candidates fell to match the vacancies before the scheduled opening of the polls. Thus eventually there was no need for polling and all remaining candidates were declared elected unopposed. There were no nominations for one office – that of General Senator-South West –and so it remained unfilled.

Election Timetable

The essential requirements of the election timetable are stipulated in, variously, Statute 11, the Student Guild Rules, the Guild Constitution and the Election Procedures. The key election milestones are shown in schematic form at Appendix 1, followed by a detailed table of dates and references to the governing Regulations.

Returning Officer Appointment

On 5th August 2021, acting on the Guild’s recommendation, the Vice Chancellor approved the appointment of Peter Zaikos to the position of Returning Officer (RO) for the 2021 elections. Mr Zaikos had previously been the RO for the 2020 elections.

Guild Staff Assistance

The RO benefitted from the generous assistance of innumerable Guild staff, including that of the Operations Manager and of the Business Support and Finance Manager of the Guild. Staff provided the logistics for the elections by, for example, disseminating election notices and communications, maintaining the election website, facilitating the on boarding of Election Support Officers and arranging meeting venues and facilities together with a host of other details required for the smooth running of the elections.

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ELECTION REPORT 2021 5.

Positions for Election

The number of elected positions and their core roles were unchanged from 2020. The positions available for election are shown below. 1. President

6. International Officer

11. General Senator South-West

2. General Secretary

7. Postgraduate Officer

12. General Senators [3]

3. Vice President-Academic

8. Environmental Sustainability Officer

4. Vice President-Equity & Diversity

9. First Nations Officer

5. Vice President-Social Activity

10. South West Officer

NUS Delegates [7]

The election of delegates to the NUS is held conjointly with the Guild Elections but NUS delegates are not Guild office-bearers. Including the seven NUS positions, twenty-one positions were available for election.

Election Documents

The documents used for the conduct of the elections were revised, particularly for compliance with regulations. Nomination and candidate declarations were adapted to suit the on-line lodgement of nominations via the election portal. The nomination documents were available in electronically fillable format at the point of nomination on the election portal.

Notice of Elections

A Notice of Elections as required by the Election Procedures 2017 and by the NUS By-laws was emailed to all ECU students firstly on 10th September and for a second time on 17th September 2021. The notice was also loaded on the Guild’s election website.

Mode of Polling – On-line Voting

All polling in the ECU Student Guild Elections is conducted using on-line electronic voting. This form of polling is logistically well-suited to large numbers of students spread over three campuses and particularly with many of them studying off-campus or attending campus only occasionally. For the 2021 elections, the Guild commissioned the services of Vero Voting to provide the on-line nomination and voting platforms, including the counting software required for the elections. Vero is a locally based company. Having a nearby location and similar business hours makes it readily available for communications and consultation before and during the elections. This helped in having queries addressed quickly and in the prompt resolution of emerging issues.

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ELECTION REPORT 2021 9.

Nominations – Online Portal

The Vero Voting platform was used to allow candidates to lodge their nominations directly into the on-line portal. The portal’s entry page gave detailed instructions about nominating and, critically, provided the Nomination Package’s essential fillable nomination forms, NP5 - Candidate Obligations Declaration and NP6 – Candidate Consent to Disclose. The candidate could select their office of choice and register their interest by entering their details and, when ready, uploading their profile and photo. The instructions made it clear that to complete their nomination it was essential that the NP5 - Candidate Obligations Declaration form had to be signed and sent to reach the RO by the Close of Nominations at the latest. The RO could view and process nominations during the nomination period. They could be accepted or rejected subject to eligibility criteria including Guild membership and the lodgement of completed NP5 and NP6 forms.

10. Nominations – Processing By 16th September, nominations had been open for less than a week but only a few of the on-line nominations had been matched with completed NP5 and NP6 forms sent to the RO. It was arranged for Vero to send reminders to all nominees about sending their outstanding forms. By 23rd September, thirty reminders had been sent. From 24th September to the close of nominations on 1st October, the RO followed up several times with each person shown on the portal who had not lodged their forms, including by email, phone calls and texts. In cases where candidates were shown as not being Guild members, eligibility records were checked against the candidate’s enrolment status to correct any membership omissions. In the course of the RO’s contact with nominees, some chose to withdraw their nominations. Other candidates either did not respond to messages and calls or else provided their completed forms to the RO. Just prior to the close of nominations, there were no nominations showing on the Vero portal for the position of Vice President Equity. At the RO’s request, Vero checked the portal. A fault was found in the portal’s settings that had prevented the display of nominations for Vice President Equity. Eleven nominations had been lodged for the position. Three of the VP Equity nominees had also nominated for other positions and had already submitted their NP5 and NP6 forms thus validating their nominations. Another two who had also nominated for other positions, had already withdrawn completely from the elections. The display fault had prevented the RO from contacting the VP Equity nominees with reminders about lodging their forms. However, it was the individual candidate’s responsibility to complete their nomination. As none of the VP Equity nominees had been contacted by the RO, none of them was disadvantaged or favoured in completing their nomination. Initially, 93 nominations in total were lodged on the portal by 57 individuals. Eighteen of the nominations were withdrawn prior to the close of nominations. Of the 75 remaining, 43 were invalid due mainly to failure to provide NP5 and NP6 forms. This left 32 valid nominations at the end of the nomination period. A basic statistical summary of the numbers of nominations received, withdrawn, found invalid and then remaining is shown at Appendix 3.

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ELECTION REPORT 2021 11. Nominations – Finalised Nominations for all vacant positions opened on Friday 10th September and closed at 4:00pm on Friday 1st October 2021. At the close of nominations, there were 32 valid nominations for the 21 vacant positions. Although slightly fewer than the 37 nominations of 2019, it was a healthy increase on the 22 nominations in the 2020 elections, which were badly affected by COVID-19 conditions. Twenty of the remaining valid nominations in 2021 were members of the Inspire Group, which, for the second consecutive year, was the only group to register. Thus independent candidates accounted for the increase of 10 in the number of valid nominations in 2021. There was only one nomination for each of three of the eleven single-vacancy positions. There were no nominations for the position of General Senator South-West. The following numbers of valid nominations were lodged for the respective vacant positions in 2021: Position

Ballot

Vacancies

Nominations

Guild President

Ballot

General Secretary

Ballot

Vice President-Academic

Ballot

Vice President-Equity & Diversity

Ballot

Vice President-Social Activity

Ballot

International Officer

Postgraduate Officer

Environmental Sustainability Officer

First Nations Officer

South West Officer

General Senator South-West

General Senators

NUS Delegates*

Required

Ballot

Ballot 0

Vacant

Ballot

‘*The NUS Delegates election is conducted conjointly with the Student Guild elections. In accordance with Clause 9 (10) of the Guild Election Procedures 2017, where the number of eligible nominations equalled the number of vacancies, those candidates were declared elected unopposed. Elections were indicated for eight of the thirteen categories of positions to be filled. However the number of continuing valid nominations subsequently decreased to equal the number of vacancies in each case and thus there was eventually no need for any polling whatsoever. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically. Authorised by Operations Manager – Guild Operations

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ELECTION REPORT 2021 12. Draw for Position on Ballot Paper The draw for ballot paper positions was held at 11:00am on Monday 4th October 2021 at the Guild Offices on the Joondalup campus. The results of the draw were published on the Guild’s election web page.

13. Election Broadsheet All candidates submitted photographs for publication on the Election Broadsheet. All but six of the candidates submitted policy statements. The Broadsheet was uploaded to the Guild’s election website on Friday, 8th October and also sent to Vero for it to be loaded onto the Vero voting portal in preparation for the on-line voting.

14. Election Management Plan An Election Management Plan was prepared by the Returning Officer in consultation with Guild staff and the Manager, ECU Security. The Plan was emailed to each candidate and posted on the election website. The purpose of the Plan was to document and publish to all campaigners, a set of measures and mandatory standards of behaviour that would ensure the safe and civil conduct of campaigning activities. The Plan provided for Guild Clubs to participate in campaigning activities by holding events in support of candidates and groups. It was seen as desirable in promoting an appealing election atmosphere and in encouraging more students to vote. However, as in the previous year, there was to be a ban imposed on the sale and consumption of alcohol at all Guild Clubs and Club events, including campaigning events, over the polling period. This was considered very important in achieving the goal of civilized campaigning behaviour. The Operations Manager advised that the Guild had the power to impose the ban and would do so. The ban could not be applied to privately-owned commercial licensed premises but that was not seen as a problem. Another key part of the plan was that there were to be no negative comments about any opposing candidate or Group in any element of campaigning activity. Material was restricted to positive comments about the candidate or group being supported or promoted

15. Campaigning Areas and Polling Stations An area designated for campaigning was selected for each of the three campuses. Their locations were shown on diagrams included in the Election Management Plan. Polling stations with on-line voting facilities were provided for the convenience of students present on campus and were located within or next to the campaigning areas. Their locations were also shown on the Election Management Plan diagrams. It was marked on the diagrams that campaigners were excluded from the voting facilities areas.

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ELECTION REPORT 2021 16. Casual Staff – Electoral Officers Seven casual staff were recruited to act as Election Support Officers over the three days of polling. The Joondalup campus was allocated three officers with Mt Lawley and South West campuses given two each. Their role was to police campaigners’ behaviour in accordance with the Election Management Plan, to offer technical assistance to voters and to ensure that students had privacy while using the polling stations to vote. They could call on the RO and ECU Security staff for support. They were on-boarded by the Guild as casual employees. As soon as it was known that there was no need to conduct polling they were promptly advised and released from their obligations in the election.

17. Compulsory RO-Candidate Meeting Candidates were required to attend a compulsory meeting with the RO to avoid being disqualified as a candidate. The notice and time of the meeting was included in the NP5 - Candidate Obligations Declaration. All candidates were also emailed reminders and venue details before the meeting. The purpose of the meeting was for the Election Management Plan requirements to be reinforced to every candidate. A video- link was set up by Guild staff to allow SW Campus candidates to attend remotely. The Guild’s Operations Manager and the Manager, ECU Security, attended the meeting in person. An attendance register was completed and two independent candidates were found to be absent. One had nominated for six of the elections and when contacted by phone, said they had confused the date. The other, who had been expected to attend at the SW campus, could not be contacted. When contacted later by the RO, they explained that they had misunderstood the instructions about the video link set-up. The nominations of both candidates were voided because they did not have valid reasons for their absence.

18. Annulment, Withdrawal of Nominations Shortly after the compulsory RO-Candidate meeting, the RO contacted the two independent candidates who had been absent from the meeting. The candidates could not give valid reasons for their absence from the meeting. The RO advised them that because of their non-attendance, all of their nominations were voided as per their signed NP5 – Candidate Obligations Declaration forms. Following the voiding of those candidates, there remained only four elections where there were more candidates than positions available and where polling was required. Later, on the same day, another independent candidate who had nominated in two of the remaining four elections and who had attended the meeting advised the RO that they were formally withdrawing their nominations for personal reasons. The RO acknowledged receipt and acceptance of the withdrawal notice. On the following day, Friday 8th October, the other independent candidate withdrew their nominations from the two positions for which they had nominated. This left the situation where there was no requirement to conduct any polling. In all elections, the available positions were matched by the number of valid nominations apart from the position of General SenatorSouth West, which had not attracted any nominations and so remained vacant.

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ELECTION REPORT 2021 19. On-Line Voting Software Prior to the abandonment of polling, preparations were being made, in consultation with Vero Voting, to set up the elections using the on-line voting portal. The ballot paper details and candidate names in order of drawn positions, together with a copy of the Election Broadsheet were sent to Vero for compilation of the portal in readiness for polling. Earlier, in preliminary consultations, the method of counting for optional preferential voting in the multivacancy elections had been discussed and confirmed, including the requirement that in the counting of the NUS Delegates poll, the quota must be recalculated after each successive position is elected. Logins and passwords for administrator access to the nomination and voting portal were provided by Vero in mid-September and always worked seamlessly. Vero was notified immediately it was known that there was no need to conduct any polling. This meant that the polling and counting phases of the Vero software were not used but the indications were that they were robust and reliable.

20. Declaration of Results In accordance with the Guild Election Procedures 2017 once it was determined that the number of valid nominations did not exceed the number of vacancies for any of the available offices, a notice of the results of the elections, known as the Declaration of the Polls, was prepared and posted on the election website. The notice showed that all positions were elected unopposed, except for the General Senator –South West position which remained vacant because no nominations had been received. A notice was also sent to the University’s Vice Chancellor advising the results of the elections. A copy of the notice is shown at Appendix 3.

21. Report to NUS NUS By-Laws require that within two weeks of the election, the Returning Officer must send a report under the Guild’s letterhead, to the NUS Accreditation Committee confirming that the election and the counting were conducted in accordance with NUS By-Laws and detailing results of the election of NUS delegates. The report was sent to the General Secretary of the NUS, Mr Param Mahal, on 19th October 2021 for the attention of the NUS Accreditation Committee,. The report notes that the number of nominations matched the number of vacancies and that the nominees had been declared elected unopposed without the need to conduct polling. A copy of the report is shown at Appendix 4.

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ELECTION REPORT 2021 22. Future Elections – Recommendations The past two annual Guild Elections have not needed to go to polling. Contested elections offer choice to electors and the prospect of installing a Guild body with a broader range of views and objectives. A return to contested elections would be helped by increasing students’ interest in serving on the Guild and by improving the nomination process to make it more effective in delivering valid nominations. Increasing Student Interest Ways to get wider interest in nominating and involvement in the running of the Guild include: • Increasing year-round promotion of the Guild at events, holding stalls and displaying publicity posters. • Holding presentations, starting early in the year, to explain the role and operation of the Guild, including the responsibilities and benefits of office. Incentives should be offered to students to attend. • This would motivate students to become candidates, prepare them for running their campaign and make them aware of opportunities to create groups based on common purposes. Improving Nomination Process Measures should be taken to ensure that candidates lodge valid nominations and then maintain their validity. Possible ways to minimise the risk of invalid nominations include: • Change the nomination portal design so that before proceeding to the nomination page, the candidate must first provide details and initiate the action for critical nomination documents be emailed to them. The documents would include [1] Nomination instructions, [2] The NP5 form and [3] The NP6 form. • Configure the portal to issue a provisional receipt for each nomination advising the candidate that their nomination is not yet valid until they send completed NP5 and NP6 forms to the RO. • Additionally, upon submission of each nomination, the portal should display a message advising that if an electronic acknowledgement is not received, the candidate should immediately advise the RO. • Verify regularly that the portal is displaying all current nominations to administrators, including the RO. • Provide Vero and the RO with an early extract of students’ enrolment details sufficient for nomination and validation purposes. This would include students’ contact details and Guild membership status. • Include a due process whereby, as early as possible, the RO will attempt to contact all candidates whose nominations are incomplete and email them another copy of the 3 documents on the nomination portal. • Arrange that on each of the 4 days leading up to the compulsory meeting with the RO about campaign conduct, every candidate will be emailed repeated reminders about the time and venue for the meeting. Other Observations • The main provisions of the Election Management Plan, including allowing club activities but banning alcohol sale and consumption over the campaigning period, as yet untested, should be retained and implemented at the next annual elections. • Two Election Support Officers should be appointed to each campus. The same method of direct recruitment and the on-boarding process used in the 2021 elections should be retained.

Peter Zaikos RETURNING OFFICER 3rd December 2021

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ELECTION REPORT 2021

Appendix 1 Election Timetable

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021 ELECTION TIMETABLE – SCHEMATIC

Friday, 10th September 2021

Friday, 1st October 2021

Tuesday, 12th October 2021

Thursday, 14th October 2021

Friday, 15th October 2021

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Document Owner: Operations Manager Date Issued: 24/11/2020

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021 ELECTION TIMETABLE – DETAILS ECU Student Guild

GENERAL ELECTION 2021 ELECTION TIMETABLE

Day

Reference:

Date (in 2021)

Schedule

Fri Fri Fri Fri Fri Fri Fri

10-Sep 10-Sep 10-Sep 10-Sep 17-Sep 17-Sep 17-Sep

Notice of Elections st ECU emails 1 Notice of Elections to all students Nominations open Begin to approve election materials for distribution nd ECU emails 2 Notice of Elections to all students Draft Election Management Plan Election Officer selection (Campaign area monitors)

P: 8(1) P: 8(3) P: 9 P: 15 P: 8(3) P: 7(2) P: 13(3)(e)

Fri Fri Fri Wed Thu Mon Mon Mon Mon Wed Thu

1-Oct 1-Oct 1-Oct 29-Sep 30-Sep 4-Oct 4-Oct 4-Oct 4-Oct 6-Oct 7-Oct

Close of Nominations Close receipt of Election Statements & Candidate photos Close receipt of Group Registration forms Close Roll of Electors ECU provides RO with Final Roll of Electors RO confirms validity of all nominations with ECU BP position draw by RO Successful Nominations & BP positions made public Publication of Election Broadsheet Load election data into Vero in prep for online voting Election meeting - All Candidates with RO

P: 8(1) P: 8(2)(f) & 11 P: 10 P: 6 P: 9(4) P: 6 P: 14(5) P: 9(6) & 15(5) P: 11(6) (= P:14 )

Day Tue Wed Thu Fri Fri Fri Fri Fri Mon Fri

Date 12-Oct 13-Oct 14-Oct 15-Oct 15-Oct 15-Oct 15-Oct 22-Oct 25-Oct 10-Dec

Polling Days - All campuses Reference: Online voting open 0:00hrs Tue 12/10/2021 P: 13(3)(a)&(b) Online voting continues 0:00hrs to 24:00hrs P: 13(3)(a)&(b) Online voting continues 0:00hrs to 24:00hrs P: 13(3)(a)&(b) Official count - RO runs Vero software for all elections P: 18(1),(2),(3) Result of Counts determined P: 18(1) RO prepares notice - "Declaration of Poll" P: 22(1) & (2) Poll results published on website P: 22(3) Deadline for submission of complaints 15:00hrs Fri 22/10/2021 P: 23(1) R:7(9) Advice to NUS of results of NUS Delegate Election Deadline for submission of RO's Election Report

S: Statute 11 R: Guild Rules C: Guild Co nstitutio n P : Electio n P ro cedures

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

Appendix 2 Election Notice

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

ELECTION DOCUMENT: ED1_ELECTION NOTICE Nominations are invited for the following positions in the 2020 Student Guild General Election. President Vice President-Equity & Diversity Postgraduate Officer South West Officer

General Secretary

Vice President-Academic

Vice President-Social Activity

International Officer

Environmental Sustainability Officer

First Nations Officer

General Senator South-West

3 x General Senators

7 x NUS Delegates

ELIGIBILITY REQUIREMENTS: The nominee and nominator (if applicable) must be students of Edith Cowan University and members of the ECU Student Guild, and meet all eligibility requirements defined in the Guild Constitution, Election Procedures and Nomination Pack. NOMINATIONS: • Nominations will open at 9:00 AM Wednesday 16th September 2020 • Nomination Packs are available to download from the Guild’s Website at https://ecuguild.org.au • Nominations can be lodged by email or in person as follows: In person: Guild Offices - Joondalup Campus, Building 34: Room 215, Tel: 6304 2640 Guild Offices - Mt Lawley Campus, Building 12: Room 128, Tel: 6304 2640 Guild Offices - Bunbury Campus, Building 7: Room 103, Tel: 6304 2640 By Email: ro.ecu@bigpond.com • Nominations will close at 4:00 PM Wednesday 7th October 2020 CANDIDATE STATEMENTS: Candidates are entitled to submit an Election Statement and passport style photograph if they wish. Statements for the positions of President and General Secretary are limited to 500 words with all other position statements limited to 250 words. The deadline for submission of election statements and photographs is the close of nominations at 4:00 PM Wednesday 7th October 2020. VOTING: • All enrolled students are eligible to vote in the Election. • Voting will be online at the following link at the dates and times shown below: vote.ecuguild.org.au 20th, 21st and 22nd of October 2020, 24 hours a day. All enquiries regarding any aspect of this election are to be made to the Returning Officer. Mr. Peter Zaikos RETURNING OFFICER Mobile: 0459 919 900 Email: ro.ecu@bigpond.com

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

Appendix 3 Nomination Statistics

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

ECU GUILD ELECTIONS 2021 Basic Nomination Statistics

TOTAL INITIAL NOMS

1 2 3 6 7 3

Withdrawals before close

2 4 2 2

1 1 1 1 1

4 7 1

2 2 2 3 3 1 1 1 3 2

1 1

12 9

7 2

5 7

1 1

Final Totals

Final Valid Nominations

3 4 5 9 10 4 1 5 10 3

Subsequent Withdrawals

1 4

Valid Nominations remaining at close

Invalid Nominations

4 8 5 11 14 6 1 7 10 3 0 15 9

Nominations at close

President General Secretary VP (Academic) VP (Equity & Diversity) VP (Social Activity) Postgraduate Officer First Nations Officer International Officer Environmental Officer South West Officer Gen Senator (SW) 3 x General Senators 7 x NUS Representatives

Withdrawals before close of Nominations

Nominations on Portal

POSITION

Voided Nominations

PostMeeting Meeting

Nomination Period

1 1 1 1 1 1 1 1 1 1 0 3 7

Nominations at close

Invalid Nominations Valid Nominations at close Voided Nominations

Post-Meeting Withdrawals Final Valid Nominations

NOTES: 1. The 93 initial nominations were lodged by 57 individual students. 2. Eighteen of those nominations were withdrawn prior to the close of nominations. 3. Another 43 nominations were invalid because either the NP5 and NP6 forms had not been lodged by the close of nominations or else, in one case, the nominee was not a Guild member. 4. Eight nominations were later voided because the candidates failed to attend the compulsory meeting with the RO on campaigning conduct. 5. A further four nominations were withdrawn soon after the compulsory meeting. 6. Because there were no elections in which the then remaining valid candidates exceeded the number of available positions, polling was not required. 7. There were no nominations for the position of General Senator – South West.

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

Appendix 4 Results – Notice to Vice Chancellor

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021 DECLARATION OF POLLS – NOTICE TO VICE-CHANCELLOR

DE1_OFFICIAL RESULTS In the 2021 ECU Guild elections, at the close of nominations and after subsequent candidate withdrawals, the number of remaining valid nominations for the respective Guild positions shown below were equal in each case to the number of vacant positions, except for the General Senator SW positon where no nominations were received. As a result there was no need to hold ballots and the persons named in the tables below are hereby declared elected unopposed to each of the respective positions as shown.

POSITION President General Secretary VP Academic VP Equity and Diversity VP Social Activity Environmental Officer Postgraduate Officer International Officer First Nations Officer South West Officer General Senator (SW)

CANDIDATE Faizan AKRAM Sarah RIZWAN Zair RIZVI Elsa CHEW Evan PARTRIDGE-SMITH Ethan FURLONG Bilal SHAIKH Mohit RAMAN Amber HSI Amy MACDOUGALL No nominations received

POSITION (x3) General Senator General Senator General Senator

CANDIDATE Sadaf DARAB Stephen ADKIN Rizly ABDUE

RESULT Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Elected Unopposed Position Unfilled

RESULT Elected Unopposed Elected Unopposed Elected Unopposed

Peter Zaikos Returning Officer ECU Student Guild Elections 2021 Mob: 0459 919 900 Email: ro.ecu@bigpond.com 19th October 2021

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ECU STUDENT GUILD GENERAL ELECTIONS

ELECTION REPORT 2021

Appendix 5 Report to NUS

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Edith Cowan University Student Guild ABN: 87 081 487 187

PO Box 3455 Joondalup WA 6027 T: 08 6304 2640 E: operations@ecuguild.org.au W: www.ecuguild.org.au Mr Param Mahal General Secretary National Union of Students Inc. 1/740 Swanson Street, Carlton VICTORIA 3053 Attention: Accreditations Committee Dear Mr Mahal Notice of Election of National Union of Students Delegates th

The Annual General Elections of the Edith Cowan University Students Guild were held from Tuesday 12 to Thursday 14th October 2021 inclusive. Included was a widely advertised election to elect seven Delegates to the National Union of Students. At the close of nominations, there were seven valid nominations for the seven vacancies. I confirm that the election process was conducted in full compliance with the requirements of NUS By-Laws B3, B4, B5 and B86 and of Regulation R18.2. Because the number of nominations did not exceed the number of positions available, there was no need for polling. The seven valid nominees were declared elected unopposed. The names of the duly elected Delegates, in alphabetical order by family name, are listed below: AKRAM, Faizan GALAPATHA ARACHCHILAGE, Sachin HAIDER, Ali HARWINDER, Singh KHETIYA, Vimal KOSGEY, Michael ZVEHAMA, Tendai Yours sincerely,

Peter Zaikos RETURNING OFFICER ECU Student Guild Elections 2021 th

19 October 2021

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Page 1 of 1

ECU Student Guild EQUITY AND DIVERSITY DEPARTMENT POLICY

POLICY TYPE

Senate

POLICY SUBTYPE

Equity Department

POLICY TITLE

Equity and Diversity Department Policy

POLICY OWNER

Vice President – Equity and Diversity

Contents 1.

INTENT .......................................................................................................................... 3

ORGANISATIONAL SCOPE ......................................................................................... 3

DEFINITIONS ................................................................................................................ 3

OVERVIEW ................................................................................................................... 4

POLICY ......................................................................................................................... 4 5.2.

Membership........................................................................................................... 4

5.3.

Accountabilities and Responsibilities ................................................................. 4

5.4.

Powers ................................................................................................................... 5

5.5.

Meeting, Elections and Appointment Provisions ............................................... 6

5.6.

Code of Conduct ................................................................................................... 7

RELATED DOCUMENTS .............................................................................................. 7

CONTACT INFORMATION ........................................................................................... 7

APPROVAL HISTORY .................................................................................................. 8

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Document Owner: Vice President Equity & Diversity

Authorised by Senate

Date Issued: 08/06/2021

Rev No: 001

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1. INTENT 1.1. The purpose of this policy and its supporting procedures is to regulate how the Department is managed within the Guild’s governance framework.

2. ORGANISATIONAL SCOPE 2.1. This Policy applies to all Equity Collective Committee Members and the Senate members.

3. DEFINITIONS 3.1. The singular includes the plural and vice-versa. 3.2. A reference to: 3.2.1. A person includes a corporation and government or statutory body or authority; 3.2.2. A person includes the legal personal representatives, successors, and permitted assigns of that person; and 3.2.3. A statute, ordinance, code or other law includes regulations and other statutory instruments under it and consolidations, amendments, re-enactments or replacements of any of them by any legislative authority. 3.3. The word “including” and similar expressions are not words of limitation. 3.4. The word “under” includes by and by virtue of; as well as, pursuant to and in accordance with. 3.5. Aboriginal and Torres Strait Islander identifying individuals please refer to First Nations Department policy for a clearer and more detailed representation of First Nations students. 3.6. CIDC means the Continuous Improvement and Development Committee. 3.7. Collective means any club that is affiliated under Equity and Diversity department at the ECU Guild that represents a recognised marginalised group at the University. 3.8. Committee Member means an executive of a club, collective, or society that forms the governing body of the entity. 3.9. Disability refers to any alteration in an individual’s condition – which may affect any form of functioning for themselves, which requires management. 3.10. Ethnocultural means belonging to any ethnic group, which may or may not be marginalised. 3.11. Female identifying means any individual who identifies as a cis or a trans female. 3.12. The Guild means Edith Cowan University Student Guild. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Vice President Equity & Diversity

Authorised by Senate

Date Issued: 08/06/2021

Rev No: 001

Page 3 of 8

3.13. Mature Age Student means any student who is 21 years old and over. 3.14. Non-Binary means a spectrum of gender identities which are not specifically masculine or feminine. 3.15. Queer identifying means any individual who falls within the sexual and gender minorities, who are not heterosexual or cisgender. 3.16. Senate means the duly elected student representatives of the Guild. 3.17. The University means Edith Cowan University. 3.18. Wellbeing refers to anything which surrounds an individual’s overall mental and physical health. 4. OVERVIEW 4.1. All Guild policies are approved, amended or repealed by the Senate in accordance with the Guild’s Policy Framework and compliance with relevant governance instruments, following consultation with CIDC. 4.2. The Guild shall maintain a policy manual of all current policies in a manner which is easily accessible to members, Senate, staff, and other stakeholders where appropriate. 4.3. All Guild policies will be reviewed annually.

5. POLICY 5.1. The title of this Department shall be the “Equity & Diversity Department” and this may be abbreviated to “EDD” throughout any Guild documentation. 5.2. Membership 5.2.1.The Department’s overall membership shall be all General Members and Financial Members of the Guild that are a part of any of the collectives. 5.2.2. Any student that belongs to one of the recognised marginalised groups at the University or extends support to these groups may become a member of the collective. 5.2.3.The Department’s governing body shall be made of General and Financial members of the Guild that belong to any of the affiliated collectives, and: 5.2.3.1.

The Department Chairperson – Vice-President (Equity & Diversity);

5.2.3.2.

The Executive Officer – General Secretary (or their nominee);

5.3. Accountabilities and Responsibilities 5.3.1.The Department shall: ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Vice President Equity & Diversity

Authorised by Senate

Date Issued: 08/06/2021

Rev No: 001

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5.3.1.1. 5.3.1.2.

Formally represent all equity & diversity students in all forums where equity & diversity student participation is required or desirable; Facilitate lines of formal communication between the University and equity & diversity students;

5.3.1.3.

Encourage a sense of community for equity & diversity students in themselves both as a demographic, and as part of the entire ECU student body;

5.3.1.4.

Campaign for improvement in the standards of services and facilities for equity & diversity students offered by the University;

5.3.1.5.

Campaign for equitable, supportive and inclusive standards of teaching and learning in courses offered by the University;

5.3.1.6.

Promote student engagement and education in issues affecting equity & diversity students;

5.3.1.7.

Support the academic interest, social engagement and welfare of equity & diversity students;

5.3.1.8.

Be accountable and adhere to this Department policy, the constitution, and other relevant regulations.

5.4. Powers 5.4.1.The Department Chairperson shall have the following powers conferred upon it by the Senate, including but not limited to: 5.4.1.1.

Create and maintain the Annual Department Proposal and Department Budget each year;

5.4.1.2.

Monitor (where appropriate) the Department Budget and ensure funds are expended accordingly;

5.4.1.3.

Provide support and resources to the Equity Collectives, as defined in the Guild Affiliation Policy;

5.4.1.4.

Maintain this Department Policy’s relevance, accuracy and potency through submitting proposed changes to the Senate;

5.4.1.5.

Represent the interests of equity & diversity students on the Senate, and other Guild Bodies where required or desirable, to encourage and implement the goals of the Department and, in all relevant deliberations regarding student representation, engagement and support;

5.4.1.6.

Ensure the Annual Department Proposal is completed and approved by the Senate before the start of Semester 1 each year.

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Rev No: 001

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5.4.1.7.

Expend funds within the Department Budget in accordance with the Guild’s Schedule of Delegation and Authority;

5.4.1.8.

Operate and administer activities and initiatives for the exclusive benefit of its membership;

5.4.1.9.

Publish relevant and appropriate material, subject to relevant Policy;

5.4.1.10. Recognise and grant financial assistance to any Affiliated Body it determines as an Equity Collective, which must be the one peak representative body of the marginalised group it seeks to represent; 5.4.1.11. Refer General or Financial Members to the Discipline Committee as necessary; 5.4.1.12. Conduct events and make representations on behalf of its membership; and 5.4.1.13. Do all other things as are incidental or conducive to the attainment of the above powers. 5.5. Meeting, Elections and Appointment Provisions 5.5.1. Meetings of the Department shall be held as regularly as the Department Chairperson deems fit. 5.5.2. Meetings of the Department shall be convened and conducted in accordance with the Guild’s Standing Orders. 5.5.3. Apart from the Department Chairperson (who shall hold both a deliberative vote and a casting vote) and the Executive Officer (who shall not hold a vote, but be considered an Accredited Observer under the Standing Orders) – each collective shall have one deliberative vote through the respective representative of the collective. 5.5.4. Apart from the Department Chairperson and the Executive Officer – All Collective committee members will be appointed at their respective Collective Annual General Meeting, depending on what each Collective’s constitution notes. Students can selfnominate to stand up for a position, or be nominated by another existing Collective committee member. 5.5.5. At a General Meeting of the Department, all members of the Department, regardless of whether they hold a governing body position or not, shall be entitled to one vote. 5.5.6. All appointments/elections shall take effect immediately. 5.5.7. Each Collective committee member shall hold office from their election/appointment until the next Annual General Meeting of the respective collective. 5.5.8. Committee members representing a marginalised group must identify as with the particular distinctions of that group. i.e. A Disability Collective Executive must identify that they have a disability. This is to ensure that the committee members are aware ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Vice President Equity & Diversity

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Rev No: 001

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of the issues facing the particular group of students of that collective. Unless the collective is to support students in a general nature. i.e. Wellbeing collectives. 5.5.9. When voting for a committee member representing a marginalised group – only the collective members belonging to that group may cast a vote. 5.5.10. In the event of the position of Department Chairperson becoming vacant; the Department Chairperson will be elected as per the governance enclosed by the ECU Student Guild Constitution. 5.6. Code of Conduct 5.6.1.All the members of this Department must adhere by the Club Code of Conduct, and be aware of Schedule 1 in the ECU Student Guild Constitution, which specifies Discipline. 5.6.2.Any potential breach of the Code of Conduct will result in disciplinary action as per Schedule 1 of the Guild Constitution. 5.6.3. Collective Committee members must attend all Equity Meetings. At least one representative per Collective should attend the meeting. Failure to attend three meetings in the span of a calendar year will result in disciplinary action.

Other Related Documents



Discretionary Grant Application Form



GSA Voucher Allocation Form (FormStack)

Related Legislation

Guild Student Assist Service User Policy



7. CONTACT INFORMATION For queries relating to this document please contact: Policy Owner

Operations Manager

All Enquiries Contact

Lisa Dwyer

Telephone

08 6304 5915

Email address

l.dwyer@ecuguild.org.au

ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Senate

Date Issued: 01/12/2021

Rev No: 001

Page 15 of 16

8. APPROVAL HISTORY Policy Approved By

Senate

Date Policy First Approved

25/08/2020

Original Motion

SM2008/08

Revision History

001 – July 2021 – SM2111/03

Revised by

Lisa Dwyer

Next Revision Date

July 2022

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Document Owner: Operations Manager

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ECU Student Guild TRAINING & DEVELOPMENT POLICY

POLICY TYPE

Operational

POLICY SUBTYPE

Human Resources

POLICY TITLE

Training & Development Policy

POLICY OWNER

Operations Manager

Contents 1.

INTENT .......................................................................................................................... 3

ORGANISATIONAL SCOPE ......................................................................................... 3

DEFINITIONS ................................................................................................................ 3

OVERVIEW ................................................................................................................... 4

POLICY ......................................................................................................................... 4 5.1.

Duties and Responsibilities ................................................................................. 4

5.1.1.

Operations Manager ........................................................................................ 4

5.1.2.

Guild President ................................................................................................ 4

5.1.3.

Line Managers ................................................................................................. 5

5.1.4.

All Employees and Volunteers ......................................................................... 5

5.2.

Training and Development Opportunities ........................................................... 5

RELATED DOCUMENTS .............................................................................................. 6

CONTACT INFORMATION ........................................................................................... 6

APPROVAL HISTORY .................................................................................................. 6

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Document Owner: Operations Manager

Authorised by Senate

Date Issued: 01/12/2021

Rev No: 002

Page 2 of 6

1. INTENT 1.1. Edith Cowan University Student Guild recognises the importance of training and developing its staff and volunteers and understands that its employees and volunteers are key to its success as a Guild. It, therefore, encourages its Employees and volunteers to be continually improving their skills and abilities both through on the-job and off-the-job training. 1.2. ECU Student Guild acknowledges that training and development of employees and volunteers provides benefits both to its personnel in terms of their overall career and prospects for advancement within the Guild, as well as being central to the success of the Guild as a business. 1.3. This policy sets out what ECU Student Guild may offer employees and volunteers through training and development opportunities aimed at promoting the growth of individuals, teams and achieving success for the Guild. 2. ORGANISATIONAL SCOPE 2.1. This policy applies to all Employees and Volunteers of Edith Cowan University Student Guild, inclusive of ECU Guild Senators.

Document Owner: Operations Manager

Authorised by Senate

Date Issued: 01/12/2021

Rev No: 002

Page 3 of 6

3.9. Volunteer means any individual engaged with the Guild to undertake activities on a voluntary basis and includes Guild Senators.

4. OVERVIEW 4.1. All Guild policies are approved, amended or repealed by the Senate in accordance with the Guild’s Policy Framework and compliance with relevant governance instruments, following consultation with CIDC. 4.2. The Guild shall maintain a policy manual of all current policies in a manner which is easily accessible to members, Senate, staff and other stakeholders where appropriate. 4.3. This Policy does not form part of any employee’s contract of employment nor does it form part of any contract for service, however, it is expected that this policy will be observed by all employees and volunteers as applicable. 4.4. All Guild policies will be reviewed annually.

5. POLICY 5.1. Duties and Responsibilities 5.1.1.Operations Manager 5.1.1.1. The Operations Manager will ensure that there are sufficient resources committed to Employee and volunteer training and development such that the aims and objectives of this policy can be achieved, subject to any budget constraints. 5.1.1.2. Support Employees and volunteers to access training and development opportunities. 5.1.1.3. Identify relevant training and development opportunities in collaboration with Employees. 5.1.2.Guild President 5.1.2.1. The President will ensure that there are sufficient resources committed to Senate training and development, such that the aims and objectives of this policy can be achieved, subject to any budget constraints. 5.1.2.2. Support Senators to access training and development opportunities in collaboration with Senators. 5.1.2.3. Identify relevant training and development opportunities in collaboration with Senators. 5.1.2.4. Ensure Senators attend or complete any mandatory training required. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Senate

Date Issued: 01/12/2021

Rev No: 002

Page 4 of 6

5.1.3.Line Managers 5.1.3.1. Identify relevant training and development opportunities in collaboration with Employees. 5.1.3.2. Ensure Employees attend or complete any mandatory training required. 5.1.3.3. Ensure that training and development needs are discussed during Supervision sessions periodically as per the relevant policy. 5.1.3.4. To identify team or service-wide training needs within their areas of responsibility. 5.1.3.5. To assist with the delivery of staff training and development activities where appropriate. 5.1.4.All Employees and Volunteers 5.1.4.1. To take responsibility for their own training and development, including attending relevant induction and mandatory training events. 5.1.4.2. To make necessary arrangements, as required, to attend training events. 5.1.4.3. To participate in the Supervision process with their line manager and to take up opportunities that are provided in support of their own learning and development needs, whether within their own department or centrally. 5.1.4.4. To meet the training and/or professional development requirements of their professional body, where relevant. 5.1.4.5. To seek appropriate authorisation to attend training events, from the Operations Manager, in consultation with their line manager. Senators are required to seek authorisation from the Guild President.

5.2. Training and Development Opportunities 5.2.1. ECU Student Guild will make every effort to support Employees and Volunteers to access training and development opportunities that will enhance and Employee or Volunteers skills in completing the tasks required of them within their job description. 5.2.2.ECU Student Guild will also support Employees and Volunteers to access training to enhance an Employees career prospects and lifelong learning outside the employment of the Guild. 5.2.3.The Guild will support Employees and Volunteers to attend Conferences and other related events where relevant to an Employee’s or Volunteers role within the Guild. 5.2.4.Where an Employee or Volunteer has not received authorisation to attend a training course, conference or the like, the Operations Manager or the President, in the case of Senators in their discretion may decide not to reimburse an Employee or Volunteer for ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Senate

Date Issued: 01/12/2021

Rev No: 002

Page 5 of 6

any course fees paid and may discipline under the relevant policy, the ECU Student Guild Enterprise Agreement or in the case of Senate, the Guild Constitution, Employees or Volunteers for any time off that has been taken without authorisation.

6. RELATED DOCUMENTS Related Policy



Related Procedure



Other Related Documents



ECU Student Guild Enterprise Agreement

Related Legislation



7. CONTACT INFORMATION For queries relating to this document please contact: Policy Owner

Operations Manager

All Enquiries Contact

Lisa Dwyer

Telephone

08 6304 5915

Email address

l.dwyer@ecuguild.org.au

8. APPROVAL HISTORY Policy Approved By

Senate

Date Policy First Approved

06/04/2017

Original Motion

Unknown

Revision History

002 – September 2021 – SM2111/04

Revised by

Lisa Dwyer

Next Revision Date

September 2022

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Document Owner: Operations Manager

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Date Issued: 01/12/2021

Rev No: 002

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ECU Student Guild GRIEVANCE POLICY

POLICY TYPE

Operational

POLICY SUBTYPE

Human Resources

POLICY TITLE

Grievance Policy

POLICY OWNER

Operations Manager

Contents 1.

INTENT .......................................................................................................................... 3

ORGANISATIONAL SCOPE ......................................................................................... 3

DEFINITIONS ................................................................................................................ 3

OVERVIEW ................................................................................................................... 4

POLICY ......................................................................................................................... 4 5.5.

What is a Grievance? ............................................................................................ 4

5.7.

GRIEVANCE PROCEDURES ................................................................................ 5

5.7.1.1.

Direct Resolution........................................................................................ 5

5.7.1.2.

Reporting Grievance to the Line Manager ................................................ 5

5.7.1.3.

Stage 1 – Informal Procedure .................................................................... 6

5.7.1.4.

Stage 2 – Formal Procedure ...................................................................... 7

5.7.1.5.

Stage 3 – Appeal......................................................................................... 7

5.7.1.6.

Outcomes.................................................................................................... 7

5.8.

OTHER REQUIREMENTS ...................................................................................... 8

5.8.3.

Access to Support ......................................................................................... 8

5.8.6.

Confidentiality ................................................................................................ 9

5.8.7.

Suspension .................................................................................................... 9

5.8.8.

Record Keeping ............................................................................................. 9

RELATED DOCUMENTS .............................................................................................. 9

CONTACT INFORMATION ......................................................................................... 10

APPROVAL HISTORY ................................................................................................ 10

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1. INTENT 1.1. The aim of this policy and procedure is to outline the Guild’s process for managing employee and Senate grievances and resolving conflict in the workplace, including conduct that may constitute a breach of the Guild’s policies, including, but not limited to the Guild’s Code of Conducts and Edith Cowan University Student Guild Enterprise Agreement. 1.2. This Policy does not form part of any employee’s contract of employment, however, it is expected that this policy will be observed by all employees and Senate member. 2. ORGANISATIONAL SCOPE 2.1. This policy applies to all Edith Cowan University Student Guild Operational staff and Guild Senators 2.2. This policy also applies to Edith Cowan University Student Guild volunteers and contractors.

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3.10. Support Person means a person or another organisation (including unions) nominated by an Employee, volunteer or contractor or by the Employer to support them at a meeting where grievance issues are discussed. A support person cannot answer questions on behalf of the employee nor advocate on their behalf, nor can the Support person be a legal representative of the Employee, volunteer or contractor. In the case of Senators a support person is only permitted to be a member of the current Senate.

5. POLICY 5.1. The Guild is committed to maintaining a workplace that encourages collaboration, trust, cooperation and communication and recognises the complex nature of the relationship between operational staff (inclusive of volunteers and Contractors) and the elected student Senate and identifies that procedures must recognise any existing structure in place by the ECU Student Guild Constitution in terms of Senate procedures in the resolution of conflict between Senators. 5.2. The Guild recognises the importance of Employees, volunteers, contractors and Senators having access to processes that provide a consistent approach to the resolution of workplace complaints and grievances within a supportive environment. 5.3. This policy aims to ensure that complaints and grievances are handled and resolved in an appropriate, fair, transparent and timely manner in accordance with the ECU Guild Constitution in relation to Senators and all other policies and procedures in relation to Senators and all other Employees, volunteers and contractors. 5.4. Grievances should be raised promptly without the fear of reprisal or victimisation. Employees, volunteers, contractors and Senators are encouraged to resolve their concerns and address conflicts as early as possible to achieve a positive and professional workplace culture. 5.5. What is a Grievance? 5.5.1.A grievance is a type of problem, concern or complaint related to an Employee’s, volunteer’s, Contractor’s or Senator’s work or the work environment. A personal grievance can be about any act, behaviour, omission, situation or decision impacting an employee, that the employee thinks is unfair or unjustified. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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5.6. Dealing with Grievances 5.6.1.The Guild recognises that an employee, volunteer, contractor or Senator may not perform to the best of their ability if they feel they are being treated unfairly or are feeling aggrieved. Accordingly, the Guild will endeavour to provide a fair and just working environment, by aiming to ensure that employees, volunteers, contractors and Senators have access to processes for the resolution of genuine personal grievances related to the workplace. 5.6.2.As such, the Guild will use its reasonable endeavours to: 5.6.2.1.

Encourage staff to come forward with personal grievances;

5.6.2.2.

Deal with personal grievances in a supportive way, without victimisation or intimidation of any person connected with the grievance;

5.6.2.3.

Encourage fairness, impartiality and the resolution of personal grievances as reasonably promptly and as close as possible to the source of the grievance;

5.6.2.4.

Have managers and supervisors seek to prevent and resolve personal grievances; and

5.6.2.5.

Engage a third party investigator to conduct an investigation into a grievance where deemed necessary by the Operations Manager or the President of the Guild.

5.7. GRIEVANCE PROCEDURES 5.7.1.These Grievance Procedures apply to volunteers and to members of staff, recognising that some grievance procedures for Senators are contained in the ECU Student Guild Constitution. 5.7.1.1.

Direct Resolution

5.7.1.1.1.

5.7.1.2.

If the Employee, volunteer, Contractor or Senator feels comfortable in doing so, they should attempt to address the issue directly with the person(s) involved in the grievance. The Employee may find the other person was not aware of their grievance and the matter can be resolved directly.

Reporting Grievance to the Line Manager

5.7.1.2.1.

If the employee does not feel comfortable talking to the person(s) involved, or they have tried to and it was ineffective in resolving the grievance, or if there is no other person involved in the grievance, the employee should report the grievance in the first instance to their line-manager.

5.7.1.2.2.

The Line Manager will use reasonable endeavours to conduct an initial meeting with the employee to:

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5.7.1.2.2.1. Obtain information about the employee, volunteer, contractor or senator’s grievance and what they consider will resolve it; 5.7.1.2.2.2. Explain how the grievance procedure works; and 5.7.1.2.2.3. Decide if they are the appropriate person to handle the grievance. This includes considering whether they have the necessary authority and can deal with the grievance in an impartial manner. If the linemanager feels they cannot effectively handle the employee’s personal grievance they will refer the matter to the Operations Manager or the President in cases where the grievance involves the Operations Manager. 5.7.1.2.2.4. If the grievance is between senate members, the matter should be referred to the General Secretary who will manage the grievance under the Disciplinary Committee procedures of the Edith Cowan University Student Guild Constitution. Matters involving the General Secretary can be referred to the President and managed under the Guild’s Constitution. 5.7.1.2.2.5. Where a grievance is between Employee(s), Volunteer(s), Contractor(s) and a Senator, the Operations Manager will escalate the grievance to the President or the General Secretary (In cases of a grievance against the President) however, the procedures in Stage 1 and 2 will be conducted as appropriate. In cases where there is no resolution despite the application of this policy, the President or General Secretary may resolve to refer the Senator to the Disciplinary Committee to be managed under the Guild Constitution. 5.7.1.2.3.

5.7.1.3.

The Line Manager will, in all instances where a grievance is reported, inform the Operations Manager of the grievance unless the grievance is related to the Operations Manager, in which case, the President must be informed.

Stage 1 – Informal Procedure

5.7.1.3.1.

A range of informal actions can often resolve the grievances. Such actions will depend on the individual circumstances of the grievance. Possible actions include, but are not limited to:

5.7.1.3.1.1. The Line Manager discussing the issue with the person against whom the complaint is made; and/or 5.7.1.3.1.2. The Line Manager facilitating a meeting between the parties in an attempt to resolve the issue and move forward. 5.7.1.3.2.

Many grievances are able to be resolved through the informal procedure. However, in circumstances where the Line Manager considers the informal procedure is not appropriate, and the grievance is sufficiently serious, the grievance may be escalated to the next stage.

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5.7.1.3.3.

5.7.1.4.

Grievances may also be escalated to Stage 2 where there is no resolution to the grievance in the first stage.

Stage 2 – Formal Procedure

5.7.1.4.1.

A formal investigation will be conducted within 5 business days by the Operations Manager or in cases where the grievance is against the Operations Manager, by the Guild Secretariat or nominated individual(s) within the Secretariat.

5.7.1.4.2.

The investigation will involve collecting information about the grievance, including conducting interviews with those involved and collating supporting documentation.

5.7.1.4.3.

Investigations should take no more than 10 business days to complete unless extenuating circumstances prevent the conduct of the investigation in good time. Where an extension is sought, the investigator as defined in section 5.5.1.4.1 must inform the Secretariat and the parties to the grievance as soon as possible detailing the reasons for any extension in time.

5.7.1.4.4.

The investigator will then make a finding based on the available information. The investigator will also make recommendations about the grievance.

5.7.1.4.5.

A written report detailing the findings and recommendations will be provided to each party to the grievance and to Secretariat within 5 working days of the conclusion of the investigation.

5.7.1.4.6.

A grievance may be referred to a third party mediator where agreed by all parties (including the Guild) to the grievance.

5.7.1.5.

Stage 3 – Appeal

5.7.1.5.1.

If the Employee, volunteer, contractor or Senator is dissatisfied with the outcome of the formal investigation, they may appeal the decision to the President (or the General Secretary in cases involving the President).

5.7.1.5.2.

Where the outcome of a grievance is appealed, the grievance may be referred to an external third party investigator to conduct an investigation into a grievance where deemed necessary by the Operations Manager or the President of the Guild.

5.7.1.6.

Outcomes

5.7.1.6.1.

Outcomes are dependent on the nature of the grievance and the procedures followed to address the grievance.

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5.7.1.6.2.

Where an investigation results in a finding that a person has engaged in conduct in breach of a Guild Policy, that person may be subject to performance management action. The type and severity of performance management action will depend on the nature of the grievance and other relevant factors.

5.7.1.6.3. Where the investigation results in a finding that the person complained against has engaged in serious misconduct, this may result in summary dismissal. 5.7.1.6.4. Any disciplinary action is a confidential matter between the affected person(s) and the Guild. 5.7.1.6.5. The Guild may take a range of other non-disciplinary outcomes to resolve a grievance. Examples include, but are not limited to: 5.7.1.6.5.1. Training to assist in addressing the problems underpinning the grievance; 5.7.1.6.5.2. Monitoring to ensure that there are no further problems, including performance counselling; 5.7.1.6.5.3. Implementation of new policies or procedures; 5.7.1.6.5.4. Requiring an apology or an undertaking that certain behaviour stop; and/or 5.7.1.6.5.5. Changing work arrangements.

5.8. OTHER REQUIREMENTS 5.8.1.Work will continue as normal while a grievance is being dealt with under this procedure. All persons affected by the grievance are expected to cooperate with the Guild to ensure the efficient and fair resolution of the grievance. 5.8.2.Disciplinary action will be taken against any person who victimises or retaliates against a person who has lodged or is involved in a grievance issues under this policy. Such action may include summary dismissal. 5.8.3.Access to Support 5.8.4.An Employee, volunteer, contractor or Senator can seek advice from their Line Manager or a support person at any stage during the grievance process. 5.8.5.The Employee, volunteer, contractor or Senator may also bring a support person to a grievance meeting if so desired.

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5.8.6. Confidentiality 5.8.6.1. It is in the interests of all parties for confidentiality to be observed throughout the grievance process, however, it may be necessary to speak with other Employees or workplace participants in order to determine the facts, to afford fairness to those against whom the complaint was made and to resolve the grievance. 5.8.6.2. All Employees, volunteers, contractors, senators and other workplace participants involved in the grievance are required to also maintain confidentiality, including the employee who lodges the complaint. The complainant may, however, discuss the grievance with a designated support person or representative (who may not be a legal representative), however the support person is also required to maintain confidentiality. 5.8.6.3. A breach of confidentiality will be dealt with in accordance with this policy and the Performance Management Procedures. 5.8.7. Suspension 5.8.7.1. In some instances, a grievance may be serious enough to present a risk to the Guild’s operations, employees or customers. In these circumstances, an employee may be suspended from employment on ordinary pay whilst an investigation into the poor performance is undertaken. 5.8.7.2. The decision to suspend an employee rests with the Operations Manager, unless the employee is the Operations Manager, in which circumstance the President may make that decision. 5.8.8.Record Keeping 5.8.8.1. All documentation relating to grievances will be uploaded to the Employee’s personnel file and will be restricted to be viewed only by the Line Manager, the Operations Manager and the Employee.

6. RELATED DOCUMENTS Related Policy



Edith Cowan University Student Guild Enterprise Agreement 2021

Related Procedure



Performance Management Procedure

Other Related Documents



Edith Cowan University Student Guild Constitution



Performance Management Form



Fair Work Act 2009 (Cth)

Related Legislation

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Document Owner: Operations Manager

Authorised by Senate

Date Issued: 04/11/2021

Rev No: 001

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7. CONTACT INFORMATION For queries relating to this document please contact: Policy Owner

Operations Manager

All Enquiries Contact

Lisa Dwyer

Telephone

08 6304 5915

Email address

l.dwyer@ecuguild.org.au

8. APPROVAL HISTORY Policy Approved By

Senate

Date Policy First Approved

02/11/2021

Original Motion

SCM2110/05

Revision History Revised by Next Revision Date

October 2022

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Document Owner: Operations Manager

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ECU Student Guild PERFORMANCE MANAGEMENT POLICY

POLICY TYPE

Operational

POLICY SUBTYPE

Human Resources

POLICY TITLE

Performance Management Policy

POLICY OWNER

Operations Manager

Contents 1.

INTENT .......................................................................................................................... 3

ORGANISATIONAL SCOPE ......................................................................................... 3

DEFINITIONS ................................................................................................................ 3

OVERVIEW ................................................................................................................... 4

POLICY ......................................................................................................................... 4 5.6.

COMPLIANCE ........................................................................................................ 5

5.7.

PROCEDURAL FAIRNESS .................................................................................... 5

5.8.

PERFORMANCE STANDARDS ............................................................................. 5

5.8.1.

Satisfactory Performance.............................................................................. 5

5.8.2.

Unsatisfactory Performance ......................................................................... 5

5.8.3.

Serious Misconduct ....................................................................................... 6

5.9.

OTHER REQUIREMENTS ...................................................................................... 7

5.9.1.

Confidentiality ................................................................................................ 7

5.9.2.

Suspension .................................................................................................... 7

5.9.3.

Record Keeping ............................................................................................. 7

RELATED DOCUMENTS .............................................................................................. 7

CONTACT INFORMATION ........................................................................................... 8

APPROVAL HISTORY .................................................................................................. 8

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1. INTENT 1.1. The aim of this policy is to promote and maintain appropriate standards of conduct and performance and to ensure that an equitable and consistent procedure is applied when addressing issues relating to misconduct, poor performance and breaches of the law and/or ECU Student Guild policies. 1.2. Consequently, employees need to ensure that they exhibit appropriate out-of-work conduct where the circumstances or event can be connected to the organisation, such as a workrelated function. 1.3. A work-related function is any function that is connected to work and includes events such as work lunches, dinners, conferences, Christmas parties and client/student/club functions. 1.4. This Policy also applies when employees go to other workplaces in connection with work, for example, when visiting a supplier or client. 1.5. This Policy does not form part of any employee’s contract of employment, however, it is expected that this policy will be observed by all employees. 2. ORGANISATIONAL SCOPE 2.1. This policy applies to all Edith Cowan University Student Guild Operational staff. 2.2. This policy will not apply to Edith Cowan University Student Guild Senate members.

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3.7. Secretariat means the managing directorship of the organisation being President, General Secretary, Vice President Academic, Vice President Social and Vice President Equity. 3.8. Senate means the duly elected student representatives of the Guild.

5. POLICY 5.1. The Performance Management Policy is underpinned by the following key principles: 5.1.1.Effective performance is required of all employees regardless of role, responsibility or level. 5.1.2.Managers and employees are jointly responsible and accountable for working together to continually improve performance and achievement of outcomes. 5.1.3.Leadership is essential to creating the culture of professional improvement, feedback and development necessary to support effective performance management. 5.1.4.Participation in the performance process must enable every employee to understand The Guild’s values and strategic priorities and the way in which their role and performance outcomes contribute to achieving these. 5.1.5.Participation in the performance process must enable every employee to identify how they contribute to achieving outcomes at their level. 5.1.6.Underperformance must be actively addressed and managed through a structured, fair and transparent process. 5.1.7.All managers and employees are to be provided with appropriate training to enable them to participate in and fulfil their performance management responsibilities. 5.2. Employees of The Guild are expected to meet and maintain acceptable standards in the performance of their duties and responsibilities. All employees are expected to demonstrate competence, care, good faith and compliance with reasonable or lawful instructions and policies and procedures in the performance of their duties 5.3. Managing unsatisfactory performance is to be undertaken in a constructive and supportive manner with a focus on assisting employees to attain and sustain Satisfactory Performance. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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5.4. A finding that an employee’s performance is at a substandard performance standard should only occur after the completion of the Performance Counselling Process and only where considerable improvement has not been made to the required Performance Standard. 5.5. A fair and reasonable approach must be applied to the Performance Counselling process by: 5.5.1.applying objective and consistent measures to assess performance; 5.5.2.addressing performance issues as they arise and not delaying or suspending issues until a Supervision Meeting is undertaken; 5.5.3.applying the principles of procedural fairness; and 5.5.4.complying with the obligations of any policy framework and legislation including the provisions relating to substandard performance. 5.6. COMPLIANCE 5.6.1.The Line Manager will be responsible for the management of all performance management duties in relation to probation reviews, supervision sessions and general performance management of employees. 5.6.2.The Operations Manager will be the ultimate decision maker in regards to any decisions made to give an employee a formal warning or in relation to any decisions to be made in reference to terminating an employee’s employment with The Guild. 5.6.3.The Guild Secretariat will be the ultimate decision makers in regards to any decisions made to give the Operations Manager a formal warning or in relation to any decisions to be made in reference to terminating the Operations Manager’s employment with The Guild. 5.7. PROCEDURAL FAIRNESS 5.7.1.The process for managing performance standards should observe the rules of Procedural Fairness. This includes the employee being informed of the Performance Standards, given adequate information about the job requirements, the opportunity to improve and the opportunity to respond. 5.8. PERFORMANCE STANDARDS 5.8.1.Satisfactory Performance 5.8.1.1. The minimum standard an employee is reasonably expected to perform, attain or sustain in the performance of their position. 5.8.2.Unsatisfactory Performance 5.8.2.1. Where an employee is not achieving the required Satisfactory Performance standard of the position. Specifically, where an employee’s performance is below the standard required to meet the performance objectives of the position held. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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5.8.2.2. In determining whether or not the employee is at a standard of Unsatisfactory Performance, the Line Manager must consider the following: 5.8.2.2.1. The employee’s job description including their designated responsibilities and duties; 5.8.2.2.2. Any written work standards or instructions relating to the manner of performance of the functions the employee is required to undertake. 5.8.2.2.3. Requirements of the position outlined in applicable Enterprise Agreement. Manuals, policies, procedures, guidelines, professional standards and codes and relevant legislation; and 5.8.2.2.4. Any other job functions or standards applicable to the employee. 5.8.2.3.

Examples of Unsatisfactory Performance may include, but are not limited to:

5.8.2.3.1. Inability to meet the satisfactory performance standard of the job requirements; 5.8.2.3.2. Inability to complete work to an expected standard; 5.8.2.3.3. Repeatedly failing to meet or comply with agreed timeframes; 5.8.2.3.4. Making continued poor or incorrect decisions; 5.8.2.3.5. Inability to work unsupervised where appropriate; 5.8.2.3.6. Failure to adhere to any policy framework and/or processes; 5.8.2.3.7. Failure to collaborate or consult with colleagues and other stakeholders where it is a requirement of the position; 5.8.2.3.8. Inability to make decisions within the job requirements; and/or 5.8.2.3.9. Disrespectful or aggressive behaviour. 5.8.3.Serious Misconduct 5.8.3.1.

Serious Misconduct is defined as:

5.8.3.1.1. wilful or deliberate behaviour by an employee that is inconsistent with the continuation of the contract of employment; or 5.8.3.1.2. conduct that causes serious and imminent risk to the health and safety of a person or the reputation, viability or profitability of the employer’s business. 5.8.3.2.

Examples of Serious Misconduct includes:

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5.8.3.2.1. Theft; 5.8.3.2.2. Fraud; 5.8.3.2.3. Assault; 5.8.3.2.4. Intoxication at work; 5.8.3.2.5. Refusal to carry out lawful and reasonable instructions; or 5.8.3.2.6. Wilful breaches of the any of the Guild’s policies. 5.8.3.3. In cases where Serious Misconduct is evidenced, the employee will be summarily dismissed as per clause 7.4 of the Enterprise Bargaining Agreement 2021.

5.9. OTHER REQUIREMENTS 5.9.1.Confidentiality 5.9.1.1. It is in the interests of all parties for confidentiality to be observed throughout the Performance Counselling process. A breach of confidentiality will be dealt with in accordance with this policy and the Performance Management Procedures. 5.9.2.Suspension 5.9.2.1. In some instances, poor performance or misconduct may be serious enough to present a risk to the Guild’s operations, employees or customers. In these circumstances, an employee may be suspended from employment on ordinary pay whilst an investigation into the poor performance is undertaken. 5.9.3.Record Keeping 5.9.3.1. All documentation relating to Performance Management and Performance Counselling will be uploaded to the Employee’s personnel file and will be restricted to be viewed only by the Line Manager, the Operations Manager and the Employee.

6. RELATED DOCUMENTS Related Policy



Edith Cowan University Student Guild Enterprise Agreement 2021

Related Procedure



Performance Management Procedure

Other Related Documents



Performance Management Form



Probation Review Form



Fair Work Act 2009 (Cth)

Related Legislation

ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Senate

Date Issued: 04/11/2021

Rev No: 001

Page 7 of 8

7. CONTACT INFORMATION For queries relating to this document please contact: Policy Owner

Operations Manager

All Enquiries Contact

Lisa Dwyer

Telephone

08 6304 5915

Email address

l.dwyer@ecuguild.org.au

8. APPROVAL HISTORY Policy Approved By

Senate

Date Policy First Approved

02/11/2021

Original Motion

SCM2110/05

Revision History Revised by Next Revision Date

October 2022

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Document Owner: Operations Manager

Authorised by Senate

Date Issued: 04/11/2021

Rev No: 001

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[2021] FWCA 6465

DECISION Fair Work Act 2009 s.185—Enterprise agreement

Edith Cowan University Student Guild (AG2021/7598)

EDITH COWAN UNIVERSITY STUDENT GUILD ENTERPRISE AGREEMENT 2021 Educational services DEPUTY PRESIDENT ASBURY

BRISBANE, 28 OCTOBER 2021

Application for approval of the Edith Cowan University Student Guild Enterprise Agreement 2021 [1] The Edith Cowan University Student Guild (the Applicant) applies to the Fair Work Commission (the Commission) for approval of an enterprise agreement known as the Edith Cowan University Student Guild Enterprise Agreement 2021 (the Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). The Agreement is a single enterprise agreement. [2] Undertakings were provided by the Applicant in response to concerns the Commission held in relation to the operation of certain clauses. A copy of the Undertakings is attached as Annexure A to this decision. I am satisfied that the effect of accepting the Undertakings is not likely to: (a) cause financial detriment to any employee covered by the Agreement; or (b) result in substantial changes to the Agreement. [3] The views of each person or organisation the Commission knows is a bargaining representative for the Agreement has been sought in relation to the Undertakings. Pursuant to subsection 190(3) of the Act, I accept the Undertakings. In accordance with s.201(3) of the Act, a copy of the undertakings will be attached to the Agreement and forms part of the Agreement. [4] The Agreement does not contain a flexibility term that is consistent with the requirements in s.205 of the Act. Pursuant to s.205(2) of the Act, the model flexibility term prescribed by the Fair Work Regulations 2009 is taken to be a term of the Agreement. [5] I am satisfied, based on the information set out in the Form F16 Application for approval of an enterprise agreement, the Form F17 Employer’s declaration in support of an application 1

[2021] FWCA 6465

for approval of the Agreement and responses to requests for further information provided by the Applicant, that each of the requirements of ss. l86, 187 and 188 as are relevant to this application for approval have been met. [6] The Agreement is approved in accordance with s.54 of the Act and will operate from 4 November 2021. The nominal expiry date of the Agreement is 28 October 2025.

DEPUTY PRESIDENT Printed by authority of the Commonwealth Government Printer <AE513690 PR735320>

[2021] FWCA 6465

Annexure A

[2021] FWCA 6465

ECU Student Guild Enterprise Bargaining Agreement 2021

Note - the model flexibility term is taken to be a term of this agreement and can be found at the end of the agreement. Note - this agreement is to be read together with an undertaking given by the employer. The undertaking is taken to be a term of the agreement. A copy of it can be found at the end of the agreement.

Table of Contents 1.

PRELIMINARY ................................................................................................................................................. 6 1.1.

Title ....................................................................................................................................................... 6

1.2.

Commencement ................................................................................................................................... 6

1.3.

Definitions ............................................................................................................................................ 6

1.4.

Relationship to Other Industrial Instruments and the National Employment Standards .................. 9

1.5.

Parties Bound ....................................................................................................................................... 9

1.6.

Individual Flexibility Arrangements ................................................................................................... 10

1.7.

Requests for Adapted Working Arrangements ................................................................................. 11

1.7.4.

Formal Requirements..................................................................................................................... 12

1.7.5.

Agreeing to the Request ................................................................................................................ 12

TYPES OF EMPLOYMENT .............................................................................................................................. 13 2.2.

Full-Time Employment ....................................................................................................................... 13

2.3.

Part-Time Employment ...................................................................................................................... 13

2.4.

Fixed Term Employment .................................................................................................................... 13

2.5.

Casual Employment ............................................................................................................................ 15

2.6.

Classifications ..................................................................................................................................... 16

RECRUITMENT AND APPOINTMENTS .......................................................................................................... 17 3.1.

Recruitment ........................................................................................................................................ 17

3.2.

Appointments ..................................................................................................................................... 17

3.3.

Authority to Sign Employment Contracts .......................................................................................... 17

3.4.

Equal Opportunity .............................................................................................................................. 18

3.5.

Probation Period ................................................................................................................................ 18

HOURS OF WORK ......................................................................................................................................... 19 4.1.

Ordinary Hours of Work ..................................................................................................................... 19

4.2.

Breaks ................................................................................................................................................. 19

4.3.

Flexitime ............................................................................................................................................. 19

4.3.5. 4.4.

Time Off In Lieu (TOIL) ................................................................................................................... 21 Overtime ............................................................................................................................................. 21

4.4.13.

Minimum break following overtime ......................................................................................... 23

4.4.14.

Meal Breaks and Reimbursements ........................................................................................... 23

4.4.15.

Transport .................................................................................................................................... 23

WAGES & ALLOWANCES .............................................................................................................................. 24 5.1.

Wages & Classifications ...................................................................................................................... 24

5.2.

Reclassifications ................................................................................................................................. 24

5.3.

Incremental Progression .................................................................................................................... 25

5.4.

Consumer Price Index Increases ........................................................................................................ 25

5.5.

Payment of Wages .............................................................................................................................. 25

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5.6.

Superannuation .................................................................................................................................. 26

5.7.

Salary Packaging ................................................................................................................................. 27

5.8.

Higher Duties ...................................................................................................................................... 27

5.9.

Job Share ............................................................................................................................................. 28

5.10.

Allowances .......................................................................................................................................... 28

5.10.1.

Travel.......................................................................................................................................... 28

5.10.1.1.

Local Travel ............................................................................................................................ 28

5.10.1.7.

Intra or Interstate Travel ....................................................................................................... 29

5.10.2.

Course or Conferences ............................................................................................................... 30

5.10.3.

Damage to Clothing ................................................................................................................... 30

Leave & Public Holidays ............................................................................................................................... 31 6.1.

Annual Leave ...................................................................................................................................... 31

6.1.13.

Annual Leave in Advance........................................................................................................... 32

6.1.15.

Purchasing Leave ....................................................................................................................... 32

6.2.

Personal/Carers Leave ........................................................................................................................ 33

6.2.8.

Unpaid Carers Leave ...................................................................................................................... 34

6.2.9.

Notice of Absence .......................................................................................................................... 34

6.3.

Wellness Days ..................................................................................................................................... 35

6.4.

Pandemic Leave .................................................................................................................................. 35

6.5.

Long Service Leave .............................................................................................................................. 36

6.6.

Parental Leave .................................................................................................................................... 38

6.6.8.

Unpaid Parental Leave ................................................................................................................... 38

6.6.9.

Paid Parental Leave ........................................................................................................................ 39

6.6.10.

Paid Parental Leave Payments .................................................................................................. 39

6.6.11.

Personal and Carers Leave in Relation to Pregnancy and Adoption ........................................ 39

6.6.12.

Transfer to a Safe Job ................................................................................................................ 39

6.6.13.

Returning to Work Following Parental Leave ........................................................................... 40

6.6.14.

General Provisions ..................................................................................................................... 41

6.7.

Foster Carer Leave .............................................................................................................................. 42

6.8.

Emergency Services Leave .................................................................................................................. 42

6.9.

Family & Domestic Violence Leave .................................................................................................... 43

6.10.

Blood Donor Leave ............................................................................................................................. 44

6.11.

Compassionate Leave ......................................................................................................................... 44

6.11.5.

Employees Obligations .............................................................................................................. 44

6.12.

Cultural and Ceremonial Leave .......................................................................................................... 45

6.13.

Study Leave ......................................................................................................................................... 45

6.13.7. 6.14.

Examinations.............................................................................................................................. 46

Jury Service Leave ............................................................................................................................... 46

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6.15.

Leave Without Pay.............................................................................................................................. 47

6.16.

Public Holidays ................................................................................................................................... 47

6.17.

Christmas Closure ............................................................................................................................... 47

Consultation ................................................................................................................................................. 48 7.1.

Major Workplace Change ................................................................................................................... 48

7.2.

Changes to Rosters or Hours of Work ................................................................................................ 49

7.3.

Dispute Resolution ............................................................................................................................. 50

Termination of Employment........................................................................................................................ 50 8.1.

Notice of Termination by Employee .................................................................................................. 50

8.2.

Notice of Termination by Employer ................................................................................................... 51

8.3.

Time Off During the Notice Period ..................................................................................................... 51

8.5.

Summary Dismissal............................................................................................................................. 52

8.6.

Unfair Dismissal .................................................................................................................................. 52

Unsatisfactory Performance ........................................................................................................................ 52 9.4.

First Warning – Initial Performance Management Meeting ............................................................. 53

9.5.

Written Warning ................................................................................................................................. 53

9.6.

Termination ........................................................................................................................................ 53

10.

Redundancy and Redeployment ............................................................................................................ 54

11.

OTHER MATTERS ..................................................................................................................................... 56

11.1.

Unions ................................................................................................................................................. 56

11.1.1.

Leave to Attend NTEU Branch, State or National Council ........................................................ 56

11.1.2.

Union Training Leave ................................................................................................................. 56

11.1.3.

Accredited Union Representatives ............................................................................................ 57

11.1.4.

Right of Entry ............................................................................................................................. 57

12.

CONTACT INFORMATION........................................................................................................................ 57

SCHEDULE A – CLASSIFICATION STRUCTURE AND DEFINITIONS ........................................................................ 58 1.

Level 1 ...................................................................................................................................................... 58

Level 2 ...................................................................................................................................................... 60

Level 3 ...................................................................................................................................................... 63

Level 4 ...................................................................................................................................................... 66

Level 5 ...................................................................................................................................................... 69

Level 6 ...................................................................................................................................................... 72

Level 7 ...................................................................................................................................................... 74

Level 8 ...................................................................................................................................................... 76

SCHEDULE B – CLASSIFICATION PROCESS............................................................................................................ 79 2.

New Positions ......................................................................................................................................... 79

Position Description Reviews ................................................................................................................. 79

Reclassifications ...................................................................................................................................... 79

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SCHEDULE C – TABLE OF SALARIES ...................................................................................................................... 81

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1. PRELIMINARY 1.1. Title This Agreement shall be referred to as the Edith Cowan University Student Guild Enterprise Agreement 2021.

1.2. Commencement This Agreement shall come into operation seven days after approval by the Fair Work Commission and will have a nominal expiry date of no longer than four years from the date that the Fair Work Commission approved the Agreement.

1.3. Definitions 1.3.1. Accrued Annual Leave means accumulated annual leave that has not been taken by the employee. 1.3.2. Act means the Fair Work Act 2009 (Cth). 1.3.3. Agreement means the Edith Cowan University Student Guild Enterprise Bargaining Agreement 2021 (This document). 1.3.4. Award means the Higher Education Industry – General Staff – Award 2020. 1.3.5. Break in Service is a break in continuous service. Includes any period between appointments of more than 4 weeks. Any period between appointments of 4 weeks or less will not count as service for the purposes of this Agreement but will not constitute a Break in Service. 1.3.6. Business Day means any day that is not: 1.3.6.1.

A Saturday or Sunday; or

1.3.6.2.

A public holiday as defined by clause 6.14.

1.3.7. Casual Employee means a person engaged and paid by the hour. 1.3.8. Continuous Service means any period during which an Employee is: 1.3.8.1.

Attending work; or

1.3.8.2.

Absent on approved paid leave; or

1.3.8.3.

Absent on approved unpaid leave, other than parental leave, of 10 days or less (which will count as service) or

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1.3.8.4.

Absent on approved parental leave, either paid or unpaid, up to a total of 52 weeks.

Periods of approved leave, either paid or unpaid, outside of the above will not count for service, but will not constitute a Break in Service. 1.3.9. Day means from midnight to midnight. 1.3.10. De facto spouse means a person who lives with the employee in a relationship as a couple on a genuine domestic basis but isn’t married to the employee. The person can be: 1.3.10.1.

of the same sex or different sex to the employee; or

1.3.10.2.

a current or former de facto partner of the employee.

1.3.11. Dispute means an industrial matter arising under the Agreement or the National Employment Standards. 1.3.12. Employee means a person employed by the Guild who is covered by the Agreement. 1.3.13. Executive Committee means a committee of the Guild Secretariat and Operations Manager. 1.3.14. Fixed Term Appointment means an appointment for a specified term or ascertainable period, for which the instrument of engagement will specify: 1.3.14.1.

The starting and finishing dates of that employment; or

1.3.14.2.

The starting date and the circumstance(s) or contingency relating to when the contract will expire.

1.3.15. Fixed Term Employee means an Employee on a Fixed term Appointment. 1.3.16. Full-time Employee shall mean an Employee who works regularly for the standard Ordinary Hours in any week. 1.3.17. FWC means the Fair Work Commission. 1.3.18. ECU Guild means the Edith Cowan University Student Guild. For the sake of clarity, the Edith Cowan University Student Guild is a separate and distinct entity from the Edith Cowan University. 1.3.19. Guild Secretariat means the senior governing body of the Guild Senate. 1.3.20. Guild Senate means the overarching governing board of the Edith Cowan University Student Guild. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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1.3.21. Immediate family means a spouse or former spouse, de facto partner or former de facto partner, child, parent, grandparent, grandchild or sibling of an employee, or a child, parent, grandparent, grandchild or sibling of an employee’s spouse or de facto partner. It includes step-relations (e.g. step-parents and step-children) as well as adoptive relations. 1.3.22. Line Manager means the person to whom an Employee reports. 1.3.23. National Employment Standards (NES) are the minimum employment entitlements that have to be provided to all employees. 1.3.24. Normal Span of Hours means the hours between 7am and 7pm, Monday to Friday. 1.3.25. Operations Manager means the most senior employee of the Guild, who has delegated responsibility for the effective and efficient operational management of the Guild. Where the Operations Manager is the Employee covered under this Agreement, the individual with senior responsibility over that Employee will be the Guild President. 1.3.26. Ordinary Hours means 37.5 hours per week. 1.3.27. Part-time means hours less than the Ordinary Hours for which the Employee receives entitlements proportionate to hours worked compared to Ordinary Hours. 1.3.28. Probationary Period means the prescribed period pursuant to clause 3.5 during which an Employee’s suitability or a position is assessed. 1.3.29. Public Holidays are defined as those holidays declared or prescribed under a law of Western Australia and listed in clause 6.14. 1.3.30. Reasonable Additional Hours means those hours in excess of an Employee’s Ordinary Hours of work. 1.3.31. Redundancy means when an Employee is terminated because the Guild no longer requires that job to be done by anyone. 1.3.32. Relevant Employees means the Employees who may be affected by a change referred to in clause 7.1. 1.3.33. Representative means a person or another organisation (including unions) nominated by an Employee, or group of Employees, or Employer to represent them excluding a currently practising solicitor or barrister. 1.3.34. Serious Misconduct means serious misconduct involves an employee deliberately behaving in a way that is inconsistent with continuing their employment. Examples include: causing serious and imminent risk to the health and safety of another person or to the reputation or profits of their employer’s business, theft, fraud, assault, sexual harassment or refusing to carry out a lawful and reasonable instruction that is part of the job. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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1.3.35. Standard Business Hours means 8am to 4pm, Monday to Friday. 1.3.36. Suitable Alternative Employment means employment in a position with the Guild that: 1.3.36.1.

Has Continuing Appointment status;

1.3.36.2.

Has normal hours of work commensurate with the hours worked by the Employee, unless otherwise agreed to by the Employee;

1.3.36.3.

Is commensurate with the Employee’s skills and competencies; and

1.3.36.4.

Has a salary not less than that of the Employee’s current substantive position.

1.3.37. Superannuation Guarantee (SG) is the minimum contribution an employer is required to make under the relevant legislation into a superannuation fund for an employee. 1.3.38. Support Person means a person or another organisation (including unions) nominated by an Employee or Employer to support them at meeting where disciplinary actions are discussed. A Support Person cannot answer questions on behalf of an employee nor advocate on their behalf.

1.4.

Relationship to Other Industrial Instruments and the National Employment Standards

1.4.1. Pursuant to the provisions of the Act, and to the full extent allowed by the Act, (including any applicable Modern Award) the applicable Award or industrial instrument has no effect in relation to the Employees. 1.4.2. If pursuant to the provisions of the Act, a term of an Award prevails over a term of this Agreement, then those terms will only apply to the extent of an inconsistency with a term of this Agreement. 1.4.3. The Employees agree that their Remuneration, together with the terms and conditions contained in this Agreement do not reduce the overall benefits the Employees would ordinarily receive under the Award or any other industrial instrument. 1.4.4. This Agreement does not exclude the NES or any provisions of the NES and if there is any inconsistency between the terms of this Agreement and the NES, then the NES will prevail.

1.5. Parties Bound This Agreement shall be binding on Edith Cowan University Student Guild and all employees whose terms and conditions of employment are regulated by this Agreement. This Agreement does not cover any member of the Edith Cowan University Student Guild Senate, Volunteers or Unpaid Interns. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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1.6.

Individual Flexibility Arrangements

1.6.1. Notwithstanding any other provisions of the Agreement, the ECU Guild and an individual Employee may agree to vary the application of certain terms of this Agreement to meet the genuine individual needs of the ECU Guild and the individual Employee. The terms the ECU Guild and the individual Employee may agree to vary are those concerning: 1.6.1.1.

arrangements for when work is performed;

1.6.1.2.

overtime rates;

1.6.1.3.

penalty rates;

1.6.1.4.

Superannuation additional employer contribution

1.6.1.5.

allowances; and

1.6.1.6.

annual leave loading

1.6.2. The ECU Guild and the individual Employee must have genuinely made the Individual Flexibility Agreement without coercion or duress. 1.6.3. In order to initiate the making of an Agreement, ECU Guild must: 1.6.3.1.

Give the Employee a written proposal; and

1.6.3.2.

If the Employee has, or ECU Guild should be reasonably aware that the Employee may have limited understanding of written English, take reasonable steps (including providing a translation in an appropriate language) to ensure that the Employee understands the proposal.

1.6.4. The Individual Flexibility Agreement between the ECU Guild and the individual Employee must: 1.6.4.1.

be confined to a variation in the application of one or more of the terms listed in clause 1.6.1; and

1.6.4.2.

be in writing, name the parties to the agreement and be signed by the ECU Guild and the individual Employee, and, if the Employee is under 18 years of age, by the Employee’s parent or guardian; and

1.6.4.3.

state each term of the Agreement that the ECU Guild and the individual Employee have agreed to vary; and

1.6.4.4.

detail how the application of each term of the Agreement has been varied by agreement between the ECU Guild and the individual Employee; and

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1.6.4.5.

detail how the Individual Flexibility Agreement results in the individual Employee being better off overall in relation to the individual Employee’s terms and conditions of employment; and

1.6.4.6.

state the commencement date of the Individual Flexibility Agreement.

1.6.5. The ECU Guild must give the individual Employee a copy of the Individual Flexibility Agreement within 14 days after it is agreed to and keep the agreement as a time and wages record. 1.6.6. Except as provided in clause 1.6.3 the Individual Flexibility Agreement must not require the approval or consent of a person other than the ECU Guild and the individual Employee. 1.6.7. The Individual Flexibility Agreement may be terminated: 1.6.7.1.

at any time, by written agreement between the ECU Guild and the Employee; or

1.6.7.2.

by ECU Guild or Employee giving 13 weeks’ written notice to the other party

1.6.8. An agreement terminated as mentioned in clause 1.6.7.2 ceases to have effect at the end of the period of notice required under that clause.

1.7.

Requests for Adapted Working Arrangements 1.7.1.An employee may request a change in working arrangements, for example from fulltime to part-time employment, changes in patterns, locations or hours of work, if: 1.7.1.1.

The employee is the parent, or has responsibility for the care, of a child who is of school age or younger;

1.7.1.2.

The employee is a carer (within the meaning of the Carer Recognition Act 2010);

1.7.1.3.

The employee has a disability;

1.7.1.4.

The employee is 55 or older;

1.7.1.5.

The employee is experiencing violence from a member of the employee’s family;

1.7.1.6.

The employee provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family.

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1.7.2.To avoid doubt, and without limiting clause 1.7.1, an employee who: 1.7.2.1.

Is a parent, or has responsibility for the care, of a child; and

1.7.2.2.

Is returning to work after taking leave in relation to the birth or adoption of the child;

may request to work part-time to assist the employee to care for the child. See also clause 6.5. 1.7.3.An employee is not entitled to make a request for adapted working arrangements unless: 1.7.3.1.

For an employee other than a Casual Employee – the employee has completed at least 12 months of continuous service with the Guild immediately before making the request; or

1.7.3.2.

For a Casual employee – the employee:

1.7.3.2.1.

Is a long term casual employee of the employer immediately before making the request; and

1.7.3.2.2.

Has a reasonable expectation of continuing employment by the Guild on a regular and systematic basis.

1.7.4.Formal Requirements 1.7.4.1.

The request must:

1.7.4.1.1.

be in writing; and

1.7.4.1.2.

set out the details of the change sought and of the reasons for the change.

1.7.5.Agreeing to the Request 1.7.5.1.

The Operations Manager will give the Employee a written response to the request within 21 days, stating whether the employer grants or refuses the request.

1.7.5.2.

The Operations Manager may refuse the request only on reasonable business grounds. Which could include the following:

1.7.5.2.1.

That the new working arrangements requested by the employee would be too costly for the Guild;

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1.7.5.2.2.

That there is no capacity to change the working arrangements of other employees to accommodate the new working arrangements requested by the employee;

1.7.5.2.3.

That it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the new working arrangements requested by the employee;

1.7.5.2.4.

That the new working arrangements requested by the employee would be likely to result in a significant loss in efficiency or productivity;

1.7.5.2.5.

That the new working arrangements requested by the employee would likely to have a significant negative impact on customer service.

1.7.5.3.

If the Operations Manager refuses the request, the written response under clause 1.7.5.1 must include details of the reasons for the refusal.

1.7.5.4.

The Operations Manager will advise the Secretariat of any decisions made regarding adapted working arrangements for staff.

2. TYPES OF EMPLOYMENT 2.1.

Employees under this Agreement will be employed in one of the following categories:

2.1.1. Full-time (Fixed term or continuing); 2.1.2. Part-time (Fixed term or continuing); or 2.1.3. Casual 2.2.

Full-Time Employment

2.2.1. Full-time Employment means employment other than part-time or casual and of not less than the standard Ordinary Hours per week (37.5 Hours). 2.3.

Part-Time Employment

2.3.1. Part-time Employment means employment for less than the normal weekly Ordinary Hours (37.5 Hours) specified for Full-time Employees. For which all entitlements as laid out in this Agreement are paid on a pro rata basis calculated by reference to the time worked. 2.4.

Fixed Term Employment

2.4.1. A person may be engaged on a Fixed-Term contract where: ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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2.4.1.1.

The position is funded from a specific purpose grant for a project of limited duration;

2.4.1.2.

The position is vacant as a result of an Employee’s absence on paid or unpaid leave, or secondment;

2.4.1.3.

The position is of a temporary nature and limited duration for the purpose of undertaking a specific project or task;

2.4.1.4.

The availability of funding is uncertain beyond the duration of the contract; or

2.4.1.5.

The person is engaged to fill the most senior management position at ECU Guild.

2.4.2. A Fixed-Term Employee engaged for a period in excess of 12 months must be given at least six weeks’ notice regarding whether a new contract of employment will or will not be offered to them. 2.4.3. A Fixed-Term Employee engaged for a period in below 12 months will be given at least two weeks’ notice regarding whether a new contract of employment will or will not be offered to them. In addition to this notice, an employee over the age of 45 years at the time of giving notice and with not less than 12 months continuous service will be entitled to an additional week’s notice. 2.4.4. Where a Fixed-Term Employee is notified during the term of appointment that there is to be either a renewal of the contract of employment or that a Continuing Appointment is to be made, the Guild must ensure that there is no break in employment between the Employee’s appointments. 2.4.5. Nothing in this Agreement prevents a Fixed-Term contact being renewed on a further fixedterm or on as a continuing appointment. 2.4.6. Where the ECU Guild has made a determination in accordance with clause 2.4.5, the renewal of the contract of employment for a further fixed term or as a continuing appointment, the previous appointment and new appointment will be considered as continuous service. 2.4.7. A Fixed-Term Employee shall be entitled to all the provisions of this Agreement except where otherwise specified and agreed. Entitlements for part-time Fixed-Term Employees shall be calculated on a pro rata basis. 2.4.8. The maximum duration of a Fixed-Term contract shall be two years except in the case of the Operations Manager position, where the maximum duration of a fixed-term contract shall be three years.

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2.4.9. With the exception of the Operations Manager position, where an existing employee has been employed on a Fixed-Term contract, or a series of Fixed-Term contracts, for a period in excess of two years and the employee is performing substantially the same tasks, the position must be converted to ongoing and the Fixed-Term Employee must be offered that position. 2.4.10. A Fixed-Term employee is entitled to progress through the incremental advancement for their classification in the same way that an employee engaged as a full-time employee in the same or similar classification. 2.4.11. A Fixed-Term employee whose contract of employment is not renewed in circumstances where the Employee seeks to continue the employment will be entitled to a severance payment or retrenchment benefit payment howsoever called in accordance with the NES as it would apply to a full-time employee engaged in an equivalent classification, in the following circumstances:

2.5.

2.4.11.1.

The Employee is employed on a second or subsequent Fixed-Term contract to do work required for the circumstances described in clause 2.4.1 and the same or substantially similar duties are no longer required by the employer; or

2.4.11.2.

The Employee is employed on a Fixed-Term contract to do work required for the circumstances described in clause 2.4.1 and the duties of the kind performed in relation to work continue to be required but another person has been appointed, or is to be appointed, to the same or substantially similar duties.

Casual Employment

2.5.1. Casual Employment means employment of an Employee who does not work regular or predictable hours of work but may be required for ad-hoc work from time to time. 2.5.2. Casual Employee’s acknowledge and agree that they have no entitlement to regular or systematic work or have any expectation of ongoing work for an indefinite period. 2.5.3. Casual Employee’s agree that, because a casual loading has been incorporated into the hourly rate of pay, they are not entitled to: 2.5.3.1.

Paid Annual Leave

2.5.3.2.

Paid Personal/Carer’s Leave;

2.5.3.3.

Paid Parental Leave;

2.5.3.4.

Paid Emergency Services Leave;

2.5.3.5.

Blood Donor Leave;

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2.5.3.6.

Compassionate Leave;

2.5.3.7.

Study Leave;

2.5.3.8.

Paid Jury Leave; or

2.5.3.9.

Redundancy payments.

2.5.4. A Casual Employee must not work more than 25 hours per week unless the employee is engaged: 2.5.4.1.

For work during Orientation week/Guild Fair Weeks

2.5.4.2.

For up to 4 weeks to replace a permanent employee who is on leave or secondment.

2.5.5. A Casual Employee shall be paid for a minimum of 3 hours for each attendance whether or not the time for which the person is hired is less than 3 hours, except where the Employee is a student at Edith Cowan University, in which case the minimum payment for each attendance shall be 1 hour. 2.5.6. A Casual Employee shall be paid the ordinary rate plus a 25% loading of the minimum hourly rate. The ordinary rate is the appropriate weekly rate of pay for a Full-time Employee at the same level as the Casual Employee, divided by 37.5. 2.5.7. Notwithstanding any other provision of this Agreement, the hourly rate applicable to Casual Manual Labourer shall be level 1.1 of Schedule C of this Agreement. 2.6.

Classifications

2.6.1. The classification standard set out in Schedule A shall be the primary determinant of the classifications of staff positions. Positions will be classified at the level which most accurately reflects to work performed by the Employee as required by the Employer, taking into account the skills and responsibilities required to perform that work. 2.6.2. No Employee shall refuse to perform duties reasonably required, consistent with the classification prescribed and which the Employee is competent to perform. 2.6.3. An Employee may make an application to the ECU Guild for a determination in respect of the title and/or classification of their position once every 12 months, although where there are deemed to be exceptional circumstances an application may be lodged at any time. 2.6.4. The classification of a position must be determined in accordance with Schedule B.

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3. RECRUITMENT AND APPOINTMENTS 3.1.

Recruitment

3.1.1. When an established appointment becomes available, the Guild shall conduct recruitment to fill that position as soon as practicable. 3.1.2. All recruitment for established appointments will be advertised externally, with the exception of short-term contracts required to fill temporarily vacant positions within the Guild Operations Team which may be filled through the application of Higher Duties or through external advertising. 3.1.3. Current employees are eligible to apply for any position advertised externally. However, the Guild is not obligated to interview internal candidates. 3.2.

Appointments

3.2.1. On appointment the Employee shall be given written advice of:

3.3.

3.2.1.1.

The date on which the employment is to commence, and in the case of a Fixed-Term contract employee, the duration and finishing date of employment;

3.2.1.2.

The classification of the employee;

3.2.1.3.

The wage rate of the employee;

3.2.1.4.

The hours of duty and time of attendance of the employee;

3.2.1.5.

The terms and conditions of employment applicable to the employee, including probationary period;

3.2.1.6.

Reporting relationships;

3.2.1.7.

A position description or an outline of the duties of the position; and

3.2.1.8.

Their right to be given a copy of this Agreement.

Authority to Sign Employment Contracts

3.3.1. A contract of employment entered into between Employees and ECU Guild shall be signed solely by the Operations Manager, on behalf of the Guild. 3.3.2. Prior to signing an employment contract, the Operations Manager must be satisfied that a fair and equitable recruitment process has been implemented that meets the requirements of relevant Guild Policies. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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3.3.3. A contract of employment entered into between the appointed Operations Manager and the ECU Guild shall be signed solely by the President of the Guild, on behalf of the Guild. 3.4.

Equal Opportunity

3.4.1. ECU Guild is committed to equal opportunity in employment. This commitment is consistent with the principles of equity and fairness and conforms to the spirit and intent of equal opportunity, anti-discrimination and affirmative action legislation. 3.4.2. The Guild accepts its responsibility to create a work environment free from discrimination and to ensure that the principle of merit operates unhindered by criteria prescribed by this clause. To this end the ECU Guild shall act to ensure that its employees are free from any discrimination. 3.5.

Probation Period

3.5.1. All appointments will be subject to a period of probation unless the appointment is for an existing Employee. 3.5.2. The length of the Probationary Period shall be 6 months for permanent employees and not more than one-third the length of the contract period for Fixed-Term employees not exceeding 6 months. Casual staff members shall not be subject to a probationary period. 3.5.3. A probationary period may be extended by three months in accordance with the Relevant procedure of the ECU Guild. 3.5.4. The probationary period shall not be extended more than once. 3.5.5. Employees under probation shall receive all of the benefits and entitlements of this Agreement. 3.5.6. Probationary reviews shall be conducted in accordance with the Relevant procedure of the ECU Guild. 3.5.7. Prior to the expiration of the probationary period ECU Guild will, not less than 5 working days prior: 3.5.7.1.

Confirm the appointment if no concerns have arisen or concerns have been addressed; or

3.5.7.2.

Extend the probationary period in line with clause 3.5.3; or

3.5.7.3.

Give notice to terminate the services of the Employee as per the notice prescribed in clause 8.2.

3.5.7.4.

Nothing in this clause shall prevent summary dismissal of an Employee in the event of serious misconduct.

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3.5.7.5.

When an existing Employee is appointed to another position, the Operations Manager may require a trial period of up to 3 months. Any trial period must take into consideration Operational requirements and be specified in writing. During this period either the Guild or the Employee can elect that the Employee return to their previous role.

4. HOURS OF WORK 4.1.

Ordinary Hours of Work

4.1.1. The ordinary hours of work for a full-time Employee shall be 37.5 hours per week, Monday to Friday, to be worked in one period of 7.5 hours per day (exclusive of paid meal breaks) between the hours of 7:00am and 7:00pm, Monday to Friday inclusive (Normal Span of Hours). 4.1.2. Where Employees are required to work after 8pm on weekdays, weekends or public holidays and exceed 75 working hours over the span of a pay cycle, or Employees whose ordinary working hours are fixed and whose hours exceed 75 hours in a pay cycle, that Employee will be entitled to overtime payments as prescribed in clause 4.4. 4.2.

Breaks

4.2.1. An employee who works in excess of five hours will be entitled to an unpaid meal break of not less than 30 minutes and not more than 60 minutes. 4.2.2. Every Employee will be entitled to a paid 10 minute tea break in each four hours worked. Tea breaks will be counted as time worked. 4.2.3. Employees are encouraged to take breaks away from the workstations. 4.2.4. An employee who performs work in addition to ordinary hours shall be entitled to a paid meal break in accordance with clause 4.4.14. 4.2.5. An Employee who works for a period of less than 5 hours per day shall be entitled to one paid rest break of ten minutes at a time mutually convenient to the employee and the Operations Manager. Rest breaks shall not normally be taken within the first and last hour of any work period without prior approval from the Operations Manager. 4.2.6. An Employee who works for a period in excess of 7.5 hours per day shall be entitled to one paid rest break for each additional 3 hour period of work. 4.3.

Flexitime

4.3.1. ECU Guild recognises the importance to employees of maintaining a healthy work/life balance. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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4.3.2. Unless clearly stated otherwise, any Employee whose ordinary working hours are not fixed, required for operational reasons or who is not a casual employee will work flexible hours (flexitime), balancing their hours over the course of a fortnightly pay period while ensuring that the total contracted work hours are completed. This does not affect an employee’s obligation to carry out their duties in a timely and efficient manner. 4.3.3. The use of flexitime is subject to the requirements of operational efficiency and the maintenance of a level of staffing adequate for effective communication and the proper discharge of day-to-day functions and responsibilities. 4.3.4. Flexitime is based on cooperation and trust between employees and management and must be implemented in line with the following rules: 4.3.4.1.

The Guild may discontinue a Flexitime Working Hours arrangement provided that:

4.3.4.1.1.

The arrangement is no longer deemed to be practicable by the Guild; or

4.3.4.1.2.

The employee is not abiding by the requirements of any implemented flexitime policy or the related clauses of this Agreement.

4.3.4.1.3.

A minimum 4 weeks’ notice of the change has been provided.

4.3.4.2.

Where flexible working arrangements are in place, the Employee may select their start and finish times within the normal Span of Hours, subject to Operational needs.

4.3.4.3.

Employees must record on their timesheet arrival and departure times for start and finish of work, along with any time spent on lunch or any other private business.

4.3.4.4.

Employees are required to be at work between the basic core hours of 10am and 12pm and 1pm and 3pm unless agreed by the Operations Manager.

4.3.4.5.

Employees are required to work at least 4 hours on any day which would ordinarily be a working day, unless otherwise agreed with the Operations Manager.

4.3.4.6.

While Employees are free to balance their working hours across the fortnightly pay period, days off must still be approved in advance through the leave application system.

4.3.4.7.

While ordinary working hours are not fixed for flexitime employees, inprinciple start and finish times should be agreed between each employee and management to aid effective communication and collaboration between staff and to ensure that there is adequate staff cover to facilitate the standard

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business hours of the Guild of 8:00am to 4:00pm, Monday to Friday. This in no way limits the ability of the employee to work flexibly as described above. 4.3.4.8.

Flexitime held in deficit must not exceed 15 hours.

4.3.4.9.

Where an employee has more than 15 hours in deficit, they must arrange to clear the debit hours by one of the following arrangements:

4.3.4.9.1.

Working additional hours to make up time (But only where operationally required or justified. i.e. where there is work available); or

4.3.4.9.2.

Having the salary equivalent of the hours debited against the Employee’s salary.

4.3.4.10. Where an employee continues to have excess debit hours, the flexitime working hours arrangement may be terminated by the Guild. 4.3.4.11. The Operations Manager may approve, in advance, the accumulation of more than 15 debit hours to accommodate fluctuating or seasonal workloads. These hours must be cleared within a mutually agreed timeframe. 4.3.4.12.

Any flexitime held in deficit upon termination of contract will be recovered from the final payment of salary.

4.3.5. Time Off In Lieu (TOIL)

4.4.

4.3.5.1.

Any hours accrued by an Employee in the application of flexitime, meaning hours worked above those contracted but prior to the period of time for which Overtime is payable, will be granted as TOIL.

4.3.5.2.

TOIL may be accrued up to 1 week (37.5 hours). TOIL in excess of 37.5 hours will be reviewed by the Operations Manager with the Employee with a plan implemented for the Employee taking the time accrued.

4.3.5.3.

Upon termination any TOIL owing shall be paid to the Employee.

4.3.5.4.

The Operations Manager may approve on application by an Employee a request for payment of wages instead of TOIL. Approval will not be given where it is reasonable and practicable that the Employee take Time Off In Lieu.

Overtime

4.4.1. For any Employee whose ordinary working hours are fixed, i.e. those who are not entitled to Flexitime, Overtime shall mean all work performed in excess of the ordinary working hours in any fortnightly pay cycle.

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4.4.2. For all other employees, Overtime shall mean all work performed after 8pm on weekdays, weekends or public holidays as prescribed in clause 6.14. 4.4.3. Overtime shall be paid at the following rates: 4.4.3.1.

Time and a half for the first 2 hours worked over ordinary hours for those whose working hours are fixed, and until 12 noon Saturday, double time thereafter including Sundays.

4.4.3.2.

Time and a half for the first 2 hours worked after 7pm Monday to Friday, to 12 noon Saturday, double time thereafter including Sundays for all other Employees.

4.4.3.3.

Double time and one half for public holidays.

4.4.4. All Employees are eligible for weekend penalty rates, regardless of whether or not their ordinary working hours are fixed. 4.4.5. The salary of an employee for the purposes of calculating overtime shall include higher duties allowance and any other allowance in the nature of salary. 4.4.6. Any period of overtime which is continuous with ordinary duty and which extends beyond midnight shall be deemed to have been performed on the day the overtime commenced. 4.4.7. Overtime shall be calculated to the nearest quarter of an hour of the total amount of overtime worked in a work cycle. 4.4.8. An employee in receipt of a salary in excess of that prescribed for Level 8 shall not be eligible to receive payment for overtime but shall be allowed time off equivalent to the period of overtime worked. 4.4.9. An employee specifically required by the Operations Manager to work overtime which falls on a weekend or public holiday shall receive a minimum of three hours payment in respect of that overtime notwithstanding the period of duty may be less than three hours. Where this is necessary the Employee is not required to meet the Ordinary Hours of Work to attract Overtime payments. 4.4.10. No overtime shall be worked without the prior approval of the Operations Manager, unless the urgency of the work is such that the approval cannot be gained until after the work is performed. 4.4.11. No employee shall work, or shall be required to work, in excess of 12 hours on any given day aside from in highly exceptional circumstances and only on prior approval by the Operations Manager.

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4.4.12. The penalty rates within clause 4.4.3 are not cumulative. Where an Employee is entitled to more than one penalty rate, the Employee will be entitled to the highest single penalty rate. 4.4.13. Minimum break following overtime 4.4.13.1.

An Employee who has worked overtime will be given a minimum break of 10 hours between the end of one period of duty and the beginning of the next.

4.4.13.2.

An Employee required by ECU Guild to resume or continue to work without a 10 hour break is entitled to:

4.4.13.2.1.

be absent from duty without loss of pay until a 10 hour break has been taken; or

4.4.13.2.2.

be paid at 200% of the minimum hourly rate until released from duty.

4.4.14. Meal Breaks and Reimbursements 4.4.14.1.

Any Employee who is required to work approved overtime in excess of 2 consecutive hours immediately following or preceding their usual working hours will be entitled to reasonable reimbursement for the cost of a meal at that time. If the Employee is required to work in excess of five consecutive extraordinary hours they will be eligible for a further meal reimbursement.

4.4.14.2.

The meal reimbursement payable in circumstances specified in clause 4.4.14.1 and 5.3.14.2 shall be a maximum of $22.00 where the duration of the overtime includes the period between 6:30pm and 6:30am.

4.4.14.3.

Meal reimbursements will not be paid if the Employee can reasonably return home for a meal and then resume duty or a meal is provided by the employer.

4.4.14.4.

This does not apply to Employees who have chosen to vary their working hours through the application of flexitime.

4.4.14.5.

The provisions of this clause do not apply when a suitable meal is provided by the Guild.

4.4.15. Transport 4.4.15.1.

An Employee required to work overtime which commences or finishes at a time when their normal means of private or public transport is not available at the time shall either be provided with transport or be reimbursed the cost of a taxi fare, as follows:.

4.4.15.1.1.

From the employee’s home to the place of employment; and/or

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4.4.15.1.2. 4.4.15.2.

From the place of employment to the Employee’s home.

This does not apply to Employees who have chosen to vary their working hours through the application of flexitime.

5. WAGES & ALLOWANCES 5.1.

Wages & Classifications

5.1.1. All employees of the Guild shall be employed in a classification level as specified in Schedule A and shall be paid a salary within the salary range assigned to that classification level. 5.1.2. The Classification Standards prescribed in Schedule A shall be the primary determinant of the classification levels of positions. 5.2.

Reclassifications

5.2.1. An application for a determination of the classification of a position may be submitted at any time but no more than once every 12 months by Employees covered by this Agreement. 5.2.2. Applications for reclassification will be considered by the Executive Committee, which will make its determination within 15 working days of submission. Applications will be determined in accordance with the classification structure and definitions as set out in Schedule A. 5.2.3. Successful applications for reclassification will be implemented from the date of initial application. 5.2.4. Where an employee’s application for reclassification is not successful, they will be provided with a written statement outlining the reasons for the decision. 5.2.5. An employee who is dissatisfied with the decision may have their application referred to the full Senate. The referral request must be submitted to the Operations Manager in writing within 10 working days of receiving notice of the decision. The Senate may consult with a third party specialist to obtain independent advice as to the application made. 5.2.6. Where a determination of classification has been made under these procedures a further re-assessment of the position shall not occur for at least 12 months from the date classification action classification action commenced, unless: 5.2.6.1.

There is a significant change in the duties of the position, as agreed between the Operations Manager and the Employee; or

5.2.6.2.

The Guild initiates such a review.

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5.2.7. Where the classification of a position is downgraded, it shall not adversely affect the salary or salary range applicable to the employee. 5.2.8. The Executive Committee shall retain the right to determine:

5.3.

5.2.8.1.

The title and/or classification of new and vacant positions; and

5.2.8.2.

The criteria for appointment, or promotion, to all positions and categories of positions.

Incremental Progression

5.3.1. At the conclusion of each 12 month period following entry into a level and/or the subsequent anniversary date, employees shall be eligible for incremental progression within the level appropriate to their employment. 5.4.

Consumer Price Index Increases

5.4.1. At the 1st January each year the annual salary of all employees will be increased by 3.5%. 5.4.2. Should the rate of CPI for a given year exceed 3.5% the salary increase will match that of the movement in the Consumer Price Index Rate (expressed as a percentage) listed by the Australian Taxation Office (ATO) in Western Australia in the preceding year October – December quarter. Schedule C will be modified accordingly. 5.5.

Payment of Wages

5.5.1. Salaries (including allowances and overtime) will be paid fortnightly by electronic funds transfer to an acceptable financial institution nominated by the Employee (up to a maximum of three accounts). 5.5.2. Salaries will be paid no later than three business days from the last day of the Pay Cycle. 5.5.3. All hours shall be calculated to the nearest 15 minutes. 5.5.4. Payslips shall be issued to the Employee via Email and will set out: 5.5.4.1.

Particulars of the payments made;

5.5.4.2.

How the payment is calculated;

5.5.4.3.

Any deductions made, and

5.5.4.4.

Cumulative leave entitlements.

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5.5.5. Payment for overtime worked shall be made to the Employee on the payday of the pay period immediately following the work cycle in which the overtime was worked provided that the overtime is appropriately recorded and authorised by the Operations Manager. 5.5.6. Any underpayments made to an Employee will be corrected and full payment made within 2 working days, except by mutual agreement. 5.5.7. An overpayment to an Employee shall be corrected and full payment made to the Employer within 14 days of notification by the Employer of the overpayment or as negotiated and agreed in writing between the employee and the Operations Manager. The repayment by an Employee of any overpayment will occur in a manner that will minimise any financial hardship to the Employee. 5.5.8. Where the normal day for payment of salaries falls on a day prescribed as a holiday in Western Australia, salaries shall be paid not later than the last day on which the Guild is open for Business immediately preceding that holiday. 5.5.9. Upon authorisation in writing by an Employee, and with the agreement of the Business Support and Finance Manager, the Guild shall deduct monies from the Employee’s salary for payment of regular deductions. 5.6.

Superannuation

5.6.1. Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an Employee does not choose a superannuation fund, the default fund for Guild Employees, (Australian Ethical Super) will be used. 5.6.2. The Guild will pay an additional 3% to an Employees nominated fund as an Employer Contribution in addition to the statutory rate as defined by the relevant Superannuation legislation. 5.6.3. Subject to the governing rules of the relevant superannuation fund, an Employee may, in writing, authorise the Guild to pay on behalf of the Employee a specified amount from the pre or post-taxation wages of the Employee into the same superannuation fund as the Guild makes the superannuation contributions provided for in clause 5.6.2. 5.6.4. An Employee may adjust the amount the Employee has authorised the Guild to pay from the wages of the Employee from the first of the month following the giving of three months’ written notice. 5.6.5. The Guild must pay the amount authorised under clauses 5.6.2 or 5.6.3 no later than the maximum period permitted by the Superannuation Guarantee (Administration) Act 1992. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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5.6.6. Subject to the governing rules of the relevant superannuation fund, the Guild will also make the superannuation contributions provided for in clause 5.6.2 or 5.6.3.

5.7.

5.6.6.1.

While the Employee is on any paid leave;

5.6.6.2.

For the period of absence from work (subject to a maximum of 52 weeks) of the Employee due to work-related injury or work-related illness provided that:

5.6.6.2.1.

The employee is receiving workers compensation payments or is receiving regular payments directly from the employer in accordance with the statutory requirements; and

5.6.6.2.2.

The Employee remains employed by the Guild.

Salary Packaging

5.7.1. The Guild may from time to time offer Employees the option to participate in Salary Packaging in accordance with Fringe benefits Tax Legislation. The terms of the salary package will not, when viewed as a whole, be less favourable than the entitlements otherwise available under this Agreement. 5.7.2. Participation by any Employee in Salary Packaging shall be entirely voluntary and will only be instigated at the request of the Employee. 5.7.3. The direct costs of any such salary packaging arrangement administered by an external organisation, other than for salary sacrifice to superannuation, shall be attributable to the Employee and will not result in any nett additional cost to the Guild. 5.7.4. The Employee accepts responsibility for management of their salary packaging arrangement. 5.7.5. Requests for Salary Packaging arrangement must be in writing and approved by the Operations Manager. 5.8.

Higher Duties

5.8.1. Where an Employee who holds a higher position shall be absent from the workplace for a period time that is of a length as determined by the Operations Manager to require another person to fulfil that role for the duration of the absence, Employees from the immediate work area may be offered the opportunity to perform higher duties. This clause does not restrict the Operations Manager authority to recruit into a position temporarily for the purposes of managing extended period of leave or other absences of Employees from the workplace. 5.8.2. An Employee, who is requested by the Operations Manager to relieve another Employee in a higher classification than the one in which they are ordinarily employed will be paid an ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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allowance which is the difference between the existing salary corresponding to the role occupied by the Employee and the base (Lowest Increment) salary of the higher classified position provided the relieving is for 5 consecutive working days or more. 5.8.3. If the higher classified position is the Operations Manager, level 8.1 will be used as the default classification. 5.8.4. An Employee who, at the time of proceeding on approved leave with pay (other than long service leave), was in receipt of an allowance under this clause, shall continue to be paid the allowance for the leave period, so long as it coincides with the Higher Duties period. 5.8.5. An Employee shall not be penalised in any way for refusing to perform higher duties. 5.8.6. Where an Employee is required to perform Higher Duties exclusively from their substantive role, the vacated position may be fulfilled temporarily subject to business needs. 5.9.

Job Share

5.9.1. The Guild will consider written applications from an Employee who wishes to enter into job share arrangements. 5.9.2. All applications will be reviewed on a case by case basis by the Operations Manager. The Operations Manager will consider not only the impact in the immediate work area, but also other potentially affected work areas. 5.9.3. The Operations Manager will consult with the Guild President on any Job Share arrangement requests. 5.9.4. The Operations Manager will provide, within 10 working days, a written response to the requesting Employee detailing whether the application has been accepted, or where not accepted the reason for rejection.

5.10. Allowances 5.10.1.

Travel

5.10.1.1. Local Travel 5.10.1.2. Employees who are required to travel on authorised Guild business in the Perth Metropolitan area, or between other tertiary institutions, or as otherwise directed, where Guild transport is unavailable, shall be entitled to claim public transport costs, or mileage costs at the rates prescribed by the ATO. 5.10.1.3. When required to travel on Guild business, the time spent by an employee travelling shall be counted as time worked by the Employee, however, where ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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possible, Employees should ensure that any travel conducted is done so within the normal hours of work. 5.10.1.4. Travel allowance is not payable for travel between and Employee’s home and a normal place of work. If authorised work travel is conducted on the way to or from the normal place of work, then an Employee may claim travel allowance for any additional distance travelled. 5.10.1.5. An Employee required to travel to a location other than that of their normal place of work which is of a distance lower than that from their home to their regular place of work will not be eligible to claim mileage reimbursement. 5.10.1.6. All requests for travel allowance must be submitted to the Operations Manager within 14 days of the travel taking place. 5.10.1.7. Intra or Interstate Travel 5.10.1.8. Employees who are required to travel on Guild business intra or interstate, on providing the Operations Manager with the relevant documentation, shall be entitled to have the Guild: 5.10.1.8.1. Pay any travel fares incurred. For all travel the Guild will pay for economy class airfares. 5.10.1.8.2. Pay for the costs of appropriate accommodation where an employee is required to obtain overnight accommodation on official business. 5.10.1.8.3. Pay meal allowances. 5.10.1.8.4. Pay incidental allowances to cover out of pocket expenses. This does not include the costs of personal items such as clothing and toiletries. 5.10.1.9. Allowances will be paid or at the rate prescribed in the relevant years Tax Determination published by the ATO annually unless the Guild provides an appropriate method of payment to the Employee or makes direct payment on behalf of the Employee in which case any amounts paid will be at the amount actually expended. 5.10.1.10. When an Employee is required to travel, the Guild will arrange to pay directly for substantial expenses such as interstate fares and accommodation, or if this is not done advance to the Employee and amount sufficient to cover those expenses. The Employee will be required to provide detailed costs and/or receipts to the Guild prior to advancement of any applicable funds. 5.10.1.11. Reimbursement for any unforeseen expenses incurred by an Employee must be approved by the Operations Manager. The Operations Manager will not ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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unreasonably refuse to approve to reimburse an Employee for unforeseen expenses. 5.10.1.12. Any application for reimbursement of costs associated with business travel must be made within 14 days of the end of the relevant conference, training or other activity. 5.10.1.13. All applications for reimbursement must be accompanied by a valid receipt, ticket or any other reasonable proof of purchase as might be required by the Guild. 5.10.1.14. If an Employee wishes to extend their trip through the use of leave entitlements they may do so, with the following conditions:

5.10.2.

5.10.1.14.1.

Leave must be approved in advance of the trip.

5.10.1.14.2.

The Employee is responsible for any costs in excess of what would otherwise have been incurred by the Guild for the purposes of the official business trip.

5.10.1.14.3.

The Employee is not entitled to any of the allowances in clause 5.9.1.8.1, 5.9.1.8.2, 5.9.1.8.3 or 5.9.1.8.4 for those times and days that fall outside the range of the official business trip.

Course or Conferences

5.10.2.1. An employee who is required to attend Guild or external training courses and conferences where the cost of the course or conference and any associated travel and accommodation is paid by the Guild shall not be entitled to any meal allowances where meals are provided by the course or conference organiser, except for meals that are not provided. I.e. where lunch is provided but not breakfast or evening meals. 5.10.2.2. Breakfast or evening meal allowances will not be paid where the course or conference is within the Perth Metropolitan Area and the Employee will return to their usual place of home after each day of the course or conference. 5.10.3.

Damage to Clothing

5.10.3.1. Where an item of an Employee’s clothing is damaged or destroyed in the course of his or her appointment, the Guild will reimburse the Employee for the cost of replacement with a similar item of clothing, upon provision of a receipt for a replacement item by the Employee and authorisation of the Operations Manager. 5.10.3.2. An Employee will be required to provide reasonable proof that the item of clothing was damaged during authorised Guild activities. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6. Leave & Public Holidays 6.1.

Annual Leave

6.1.1. Full-time Employees are entitled to four weeks annual leave (150 hours) on full pay for each year of service with the Guild. 6.1.2. Part-time Employees are entitled to annual leave proportionate to hours worked. 6.1.3. Should any public holidays occur during the period of the employee’s Annual Leave and be observed as a holiday by the Guild, then those days need not be included in the total Annual Leave applied. 6.1.4. Annual Leave shall be taken at a mutually convenient time and for a mutually convenient period, subject to approval by the Line Manager. 6.1.5. A Line Manager will not unreasonably refuse an Employee’s application for annual leave. 6.1.6. In allocating time for Annual Leave, due consideration shall be given to employees with school age children to have priority for school holiday periods. 6.1.7. Where an employee ceases employment the employee shall be paid their current accrued Annual Leave entitlement at their current ordinary hourly rate. 6.1.8. Employees shall be paid an Annual Leave Loading of 17.5% of current salary, payable as leave is taken. 6.1.9. Where an Employee has an accrued annual leave in excess of 6 weeks; the Employee may be requested to submit a leave plan that will reduce the Employees accrued leave balance at a mutually agreeable time within 12 months. 6.1.10. Where an Employee has an accrued leave balance in excess of 8 weeks, the Guild may direct, in writing, the Employee to take leave at a time determined by the Guild by giving the Employee 8 weeks’ notice of when the leave will commence. A direction to take leave can only be made to reduce the accrued balance to no less than 6 weeks. 6.1.11. Except where provided in clause 6.1.7, payment shall not be made in lieu of annual leave. 6.1.12. If an Employee falls ill during their Annual Leave they may retrospectively convert their absence with Personal and Carers Leave. This is conditional upon: 6.1.12.1.

The Employee possessing sufficient remaining entitlement to Personal and Carers leave; and

6.1.12.2.

Provision by the Employee of the required proofs of illness by production of a medical certificate from a registered medical practitioner or statutory declaration.

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6.1.13. Annual Leave in Advance 6.1.14. A full-time or part-time employee who has completed at least one month’s continuous service may, on written application to the Operations Manager, be granted annual leave in advance. Where the Operations Manager grants such annual leave in advance: 6.1.14.1.1.

The Employee shall be entitled to payment of annual leave loading in accordance with clause 6.1.8 and

6.1.14.1.2.

The period of annual leave in advance shall be deducted from the annual leave an employee accrues in the future.

6.1.14.1.3.

Any leave granted in advance, not deducted in full, upon termination shall be deducted from the final payment of salary owed, inclusive of any leave loading paid.

6.1.14.1.4.

Approval of any application for annual leave in advance shall be subject to the Operations Manager’s approval but shall not be unreasonably withheld and reasons for non-approval shall be stated in writing.

6.1.15. Purchasing Leave 6.1.16. The Guild and an Employee may agree to enter into an agreement whereby the Employee may purchase up to 6 weeks additional leave every 12 months in addition to their annual leave entitlement. 6.1.17. The Employee agrees to a reduction in salary over a twelve month period, equal in value to the annual leave purchased. Alternatively the Employee may elect to a greater reduction in salary over a shorter period of time to facilitate a scheduled period of travel. 6.1.18. The Guild will assess each application for a 46/52 salary arrangement on its merits and give consideration to the personal circumstances of the employee seeking the arrangement. 6.1.19. The employee can agree to take a reduced salary spread over the 52 weeks of the year and receive the following amounts of purchased leave: Number of Weeks’ Salary Spread over 52 Weeks 46 Weeks

6 Weeks

47 Weeks

5 Weeks

48 Weeks

4 Weeks

49 Weeks

3 Weeks

Number of Weeks’ Purchased Leave

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50 Weeks

2 Weeks

51 Weeks

1 Week

6.1.20. Purchased Leave is not Annual Leave and Annual Leave Loading will not be payable in respect to purchased leave. 6.1.21. Purchased leave applications must be in whole weeks and taken within the 12 month period. 6.1.22. The purchased leave will not be able to be accrued. The employee will be entitled to pay in lieu of the purchased leave not taken. In the event that the employee is unable to take such purchased leave, their salary will be adjusted on the last pay period in January to take account of the fact that time worked during the year was not included in the salary. 6.1.23. Where an employee is in receipt of an allowance for Higher Duties under clause 5.8 and proceeds on any period of purchased leave, the employee shall not be entitled to receive payment of the allowance for any period of purchased leave taken. 6.1.24. In the event that a part time employee’s ordinary working hours are varied during the year, the salary paid for such leave taken will be adjusted on the last pay day in January to take into account any variations to the employee’s ordinary working hours during the previous year. 6.1.25. Purchased leave counts as service for all purposes. 6.2.

Personal/Carers Leave

6.2.1. Employees, except Casual Employees are entitled to 15 days personal and carers leave per annum. 6.2.2. Part-time Employees are entitled to all provisions of this clause on a pro-rata basis. 6.2.3. An Employee’s entitlement to paid personal/carers leave accrues progressively during a year of service and accumulates from year to year. 6.2.4. Paid Personal/Carers leave is payable only for ordinary hours of work that would have been worked during the period. 6.2.5. Any accrued Personal/Carers Leave will not be paid out upon termination. 6.2.6. An Employee may take paid personal/carers leave: 6.2.6.1.

If they are unfit for work because of their own personal illness or injury (including pregnancy-related illness).

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6.2.6.2.

To attend medical appointments, including appointments and dental appointments.

all

pregnancy-related

6.2.6.3.

To provide care or support to a member of their immediate family or household, because of a personal illness, injury or unexpected emergency affecting the member, including where an Employee cannot attend the workplace due to any childcare arrangements falling through.

6.2.7. Paid Personal/Carers leave cannot be cashed out. 6.2.8. Unpaid Carers Leave 6.2.8.1.

An Employee may take 2 days of unpaid carers leave for each occasion if an Employee’s immediate Family or Member of Household requires care or support due to personal illness or injury, or in relation to a personal emergency affecting such a person.

6.2.8.2.

An Employee will only take unpaid carers leave if their paid Personal/Carers Leave is exhausted.

6.2.8.3.

An Employee may take unpaid carers leave totalling 2 days for each occasion as:

6.2.8.3.1.

Consecutive days; or

6.2.8.3.2.

Separate periods as agreed between the Employee and their Line Manager;

6.2.9. Notice of Absence 6.2.9.1.

The Employee must make all reasonable effort to advise their direct Line Manager as soon as is reasonably practicable and prior to the 8am on the day of any absence.

6.2.9.2.

The Employee may provide notice by telephone, email or text message to the Line Manager or Operations Manager advising that the Employee is unfit for work and how long the Employee expects to be away from work. Where the Employee is the Operations Manager, this notice must be provided to the Guild President.

6.2.9.3.

If a period of absence extends beyond two days, the Employee must establish by way of production of a medical certificate from a registered medical practitioner or statutory declaration proof that they were unable to work during that time.

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6.2.9.4.

An Employee may be asked to provide evidence from a registered medical practitioner where a pattern of absence in regards to personal leave has been established in the preceding 12 months.

6.3. Wellness Days 6.3.1.In order to support Employees in managing their mental health and wellbeing, Employees will be eligible to take up to 2 wellness days per annum. 6.3.2.Casual staff members are not entitled to Wellness Days. 6.3.3.Wellness Days are not required to be booked in advance, however, staff must advise the Operations Manager or their Line Manager before 8am on the day the Wellness Day is to be taken to advise accordingly. 6.3.4.Wellness Days cannot be used on a normal working day either side of a public holiday or in conjunction with annual or other leave unless agreed by the Operations Manager. 6.3.5.Wellness Days cannot be taken back to back, nor may they be taken in the same month. 6.3.6.Wellness Days are not to be utilised in the same way as Annual Leave and Wellness Day bookings made over 2 weeks in advance will not be accepted. 6.3.7.Wellness Days will not be paid out upon termination of the Employee’s contract. 6.3.8.Wellness Days do not attract leave loading. 6.4. Pandemic Leave 6.4.1.An employee is entitled to up to 2 weeks of paid Pandemic leave if they are unable to work (including from home) because: 6.4.1.1.

The Government or medical authorities, require them to self-isolate or quarantine but only in circumstances where isolation is not required as a result of personal travel being undertaken.

6.4.1.2.

They are required to self-isolate whilst awaiting a related pandemic test result

6.4.1.3.

Are showing symptoms of the identified pandemic and have been advised by a medical practitioner to self-isolate or quarantine

6.4.1.4.

They have come into contact with a person suspected of having the associated pandemic virus/illness and have been advised by a medical practitioner or associated authority to self-isolate or quarantine; or

6.4.2.Part-time Employees are entitled to all provisions of this clause on a pro-rata basis. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6.4.3.Employees who want to take paid pandemic leave must have already been tested for the relevant virus/illness of the pandemic for each occasion of leave, or agree to get tested as soon as possible. Employees who have not been tested or do not agree to seek testing will not be entitled to take the leave. 6.4.4.Where self-isolation occurs as a result of testing under clause 6.4.1, employees will be required to return to work when a negative result is obtained. 6.4.5.Employees will not be eligible for paid pandemic leave where they are entitled to workers compensation benefits because of contracting the pandemic virus. 6.4.6.Casual employees who take Pandemic leave will be paid an amount based on an average of their weekly pay over the previous 6 weeks. Where employed for less than 6 weeks, the pay will be based on an average of the weekly pay for the time that they have been employed. 6.4.7.Employees are required to provide notice to the Operations Manager that they are going to take paid pandemic leave and the reason for taking the leave. This must be done as soon as possible. 6.4.8.The Employee will be required to provide reasonable evidence that the leave was required. For example a Medical Certificate. 6.4.9.An Employee who is required to care for a member of their immediate family who is being tested for or who has been diagnosed with a virus as a result of a pandemic is also eligible to receive paid Pandemic Leave. Employees are required to provide evidence to the Operations Manager as per clause 6.4.7. 6.5. Long Service Leave 6.5.1.An employee who has completed 10 years continuous service with the Guild will be entitled to 13 weeks long service leave on full pay. An employee may apply to take 26 weeks Long Service Leave on half pay or 6.5 weeks on double pay. 6.5.2.For each additional 5 years of continuous employment after the initial 10 years continuous employment, an employee will be entitled to an additional 6.5 weeks Long Service Leave on full pay. An employee may apply to take 13 weeks Long Service Leave on half pay or 3.25 weeks on double pay. 6.5.3.An employee shall be entitled to pro-rata payment in lieu of Long Service Leave accrued but not taken at the date of termination of employment where the employee terminates employment after 5 years or more continuous service. 6.5.4.Accrued Long Service Leave must be cleared within 3 years from the date that it is credited. If it is not cleared the employee will need to submit a plan to clear the leave within an agreed timeframe. An employee may request that the unused leave be paid out. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6.5.5.Any public holiday occurring during the period in which an employee is on Long Service Leave will be treated as a public holiday and not Long Service Leave. 6.5.6.Casual employees are not entitled to accrue Long Service Leave unless continuous, regular and systematic employment has been established over the required accrual period in clause 6.5.1 or 6.5.2. Casual employees will be paid Long Service Leave at an amount that is the average rate earned by the Employee, including casual loading and at the average number of weekly hours worked during the preceding 12 months: 6.5.6.1.

ending on the day immediately preceding that on which the employee commences long service leave or would but for payment in lieu of Long Service Leave have commenced long service leave; or

6.5.6.2.

ending on the day immediately preceding that on which the employee was last in employment, if the employee is no longer in employment.

6.5.7.Where an employee with at least 7 years but less than 10 years of continuous employment, resigns, is dismissed, made redundant, or dies, they will be entitled to prorata payment of Long Service Leave on the basis of 13 weeks for 10 years of continuous employment. 6.5.8.This entitlement: 6.5.8.1.

Is calculated on the employee’s entire period of employment that is, years, months, weeks and days.

6.5.8.2.

Applies to Employees who resign, are made redundant, die or has been terminated for reasons other than serious misconduct.

6.5.8.3.

Does not apply to an Employee who has been terminated for reasons of serious misconduct.

6.5.9.Where an employee with 10 years of continuous employment, resigns, is dismissed, made redundant, or dies, they will be entitled to 13 weeks for 10 years of continuous employment and an additional 6.5 weeks of leave for each subsequent 5 years after the initial 10 years of continuous employment. 6.5.10. When the employment of an Employee with more than 10 years but less than 15 years of continuous service is terminated, they are entitled to pro rata leave. 6.5.11. This entitlement 6.5.11.1. Is calculated on the basis of 1.875 weeks (Pro rata equivalent for Part-Time Employees) of long service leave for each completed year of 13/2 continuous employment since they completed 10 years of continuous employment. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6.5.11.2.

is calculated on completed years of employment only; that is, it does not include months, weeks or days.

6.5.11.3. Does not apply to an Employee who has been terminated for reasons of serious misconduct. 6.5.11.4. This pro rata entitlement (1.875) weeks of long service leave for each completed year of continuous employment) will also apply to each year of employment since an employee completed 15, 20, 25, 30, 35 years etc. of employment. 6.6. Parental Leave 6.6.1.All parents are entitled to unpaid leave of 60 weeks following the birth or adoption of a child. 6.6.2.In addition 18 weeks of paid parental leave will be made available to Employees following the birth or adoption of the Employee’s child. 6.6.3.Where the employee is the birth parent, Parental Leave may commence up to six weeks prior to the estimated date of birth or earlier where recommended by a medical practitioner and evidenced in writing. 6.6.4.Subject to the terms of this clause Employees other than casuals are entitled to parental leave and to work part-time in connection with the birth or adoption of a child. 6.6.5.For the purposes of this clause, in the case of adoption, a child means a person who is under 5 years old, who is placed with the Employee for the purpose of adoption, other than a child or stepchild of the Employee of the spouse of the Employee or a child who has previously lived with the Employee for a period of 6 months or more. 6.6.6.Parental Leave is required to be utilised as one continuous period of leave and cannot be utilised in part units. 6.6.7.Unused Paid parental leave will not be paid out on termination of an Employee’s contract. 6.6.8.Unpaid Parental Leave 6.6.8.1.

An Employee is entitled to up to 60 weeks unpaid parental leave in association with:

6.6.8.1.1.

The birth of a child to the Employee or the Employee’s partner.

6.6.8.1.2.

The placement of a child, aged five years or younger, for adoption with the staff member or the employee’s partner.

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6.6.8.2.

This entitlement does not require the employee to be the primary caregiver of the child.

6.6.8.3.

Unpaid parental leave must be used by the Employee in one continuous period of leave. However, may be reduced to suit the needs of the Employee in consultation with the Operations Manager. Any unutilised unpaid parental leave cannot be utilised at a later date.

6.6.9.Paid Parental Leave 6.6.9.1.

An Employee, regardless of whether they are the birth mother or primary carer of the child is entitled to up to 18 weeks of paid parental leave in association with the birth or adoption of a child, subject to 12 months continuous service immediately prior to birth or adoption of the child.

6.6.9.2.

Paid parental leave must be used by the Employee in one continuous period of leave.

6.6.10.

Paid Parental Leave Payments

6.6.10.1. Parental Leave Payments made under this Agreement are in addition to any Parental Leave payments arising as a result of any government related payment. 6.6.11.

Personal and Carers Leave in Relation to Pregnancy and Adoption

6.6.11.1. Prior to commencement of Parental Leave, an Employee may access Personal and Carer’s leave as either the pregnant employee or the partner of a pregnant individual for the following purposes: 6.6.11.1.1. To attend antenatal appointments with a registered medical practitioner or health care service. 6.6.11.1.2. In relation to illness or pregnancy-related medical issues or procedures; 6.6.11.1.3. In the case of an adoptive parent, to attend compulsory interviews and other essential appointments related to the placement for adoption. 6.6.11.2. Where an Employee’s Personal and Carers leave entitlement has been exhausted and they require leave for the purposes prescribed in clause 6.6.11.1, the Employee may apply to the Operations Manager for use of any other leave entitlement for which they are eligible. 6.6.12.

Transfer to a Safe Job

6.6.12.1. If a pregnant Employee is fit for work, but illness or risks arising out of pregnancy or hazards connected with the work assigned to the staff member ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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make it inadvisable for them to continue in their current position ECU Guild will: 6.6.12.1.1.

Make every effort to modify the duties of the position; or

6.6.12.1.2.

Transfer the Employee to a safe position at the same classification level where one exists.

6.6.12.2. Where an Employee’s position is modified or the Employee is transferred to a safe position all other terms and conditions of employment will be maintained. 6.6.13.

Returning to Work Following Parental Leave

6.6.13.1. In order to facilitate a smooth transition back to work, an Employee on a continuous period of parental leave will confirm their intention to return to work by providing written notice to the Operations Manager no less than ten weeks before the expiration of parental leave. 6.6.13.2. An Employee on parental leave shall have the right to return to their preparental leave position, or where that no longer exists, an available position for which the employee is qualified and suited nearest in status and pay to the pre-parental leave position. 6.6.13.3.

An employee with a child under school age or a child under 18 if the child has a disability may make a request to the Guild to allow them to change their working arrangements, including working part-time or fractional basis, changing their patterns of work, and changing their hours of work, to assist them in caring for their child and to assist them in reconciling work and parental responsibilities.

6.6.13.4.

The Guild shall consider the request having regard to the employee’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request of reasonable business grounds.

6.6.13.5. The employee’s request and the Guilds decision must be recorded in writing. The Guild must respond with their decision as soon as practicable, and not later than 21 days after the request is made. The written decision must include details of the reasons for refusal. 6.6.13.6. The employee will revert to the pre-parental leave position and fraction of employment at the expiry of the agreed period. 6.6.13.7. The Guild is committed to being family friendly workplace and will endeavour to give flexibility in work hours and in child-feeding break periods, provided that required absences will be negotiated with the Operations Manager. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6.6.14.

General Provisions

6.6.14.1.

6.6.14.2.

6.6.14.3.

Parental Leave Payments will be based on the Employee’s ordinary hours of work and salary at the time of taking Parental Leave. Where an Employee on a fixed-term appointment is entitled to Parental Leave the provision of Parental Leave shall not be grounds for the termination of a contract or for a refusal by the Guild to offer re-employment. Where a review as to the re-employment of the Operations Manager is to be made during a period of paid parental leave, the Guild will extend the existing contract of employment by the period of leave taken to allow for appropriate assessment of the work of the employee and the ongoing continuation of employment with the Guild.

6.6.14.4. Paid Parental Leave may be taken in conjunction with any period of unpaid Parental Leave provided that the maximum period of absence on Parental Leave will not exceed 78 weeks. 6.6.14.5.

The Employee must provide a certificate from a registered medical practitioner confirming the pregnancy and the estimated date of birth to the Operations Manager.

6.6.14.6. Where the Parental Leave is associated with adoption, the Employee will provide to the Operations Manager written evidence from an appropriate authority confirming the date of placement or expected date of placement, and the age of the child. 6.6.14.7.

Where the Guild proposes to introduce major changes that are likely to impact on a staff member’s position while they are on Parental Leave the Operations Manager will:

6.6.14.7.1.

Provide the Employee with information about the change; and

6.6.14.7.2.

Consult with the Employee regarding the impact of the proposed change on the Employee’s position.

6.6.14.8. An Employee whose pregnancy or the pregnancy or a partner terminates within 28 weeks of the expected date of birth of the child by miscarriage or results in a stillborn child shall be entitled to: 6.6.14.8.1.

Paid leave of 10 days and a further 10 days unpaid leave. Pro-rata for part-time employees.

6.6.14.8.2.

The termination or still birth must be evidence by way of a letter from a Medical Practitioner.

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6.6.14.9.

Any existing paid parental leave already under way will be ceased and the leave under clause 6.6.14.8 of the General Provisions will apply.

6.6.14.10. Nothing in this Agreement shall prevent an employee who meets the eligibility requirements for payments under the Paid Parental Leave Act 2010 from being eligible for full paid parental leave entitlements under this Agreement. 6.7. Foster Carer Leave 6.7.1.Employees will be entitled to a continuous period of 4 weeks paid leave per eligible fostering arrangement in order to care for the child/children placed with them. 6.7.2.Care may include: 6.7.2.1.

Making the necessary arrangements to receive the child/children being fostered;

6.7.2.2.

Helping the child/children to settle into their new environment and family home;

6.7.2.3.

Attending training courses;

6.7.2.4.

Attending meetings with professionals; and/or

6.7.2.5.

Attending appointments with the child/children.

6.7.3.Foster Care Leave will not normally be available in relation to the short or long-term care of a child/children who are family members. However, at the Operations Manager discretion, Foster Care Leave may be available in relation to the long-term (normally 6 months or more) care of a child/children who are family members, where they would otherwise have to be fostered or go into local authority care. 6.7.4.Where an Employee requires Foster Carer Leave, they should notify the Operations Manager in writing at least four weeks in advance, providing relevant documentation in evidence of the arrangement. 6.7.5.Time off for meetings or appointments related to the fostering of a child or children 6.7.5.1.

Foster carers can request unpaid time off to attend meetings or appointments related to their foster care duties to support the person they care for.

6.8. Emergency Services Leave 6.8.1. An employee who is a member of the State Emergency Services, St John Ambulance Association, Bush Fire Brigade or other recognised emergency service organisation ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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and who is called upon to be absent from duty as a result of an emergency which has a significant impact on the community, may have leave with pay granted subject to the employee notifying their Line Manager as soon as possible. 6.8.2. The Employee should advise their Line Manager of the period of or expected period of absence. 6.8.3.Three days paid leave per annum leave can be granted by the Line Manager. 6.8.4. An Employee is also entitled to additional unpaid leave for such voluntary emergency management activities. 6.8.5. The Line Manager or Operations Manager may request an employee who has given notice, to provide evidence that they are entitled to community service leave. 6.9. Family & Domestic Violence Leave 6.9.1. The Guild recognises that some Employees may experience situations of violence or abuse in their domestic life that may negatively affect their attendance or performance at work. 6.9.2. For the purpose of this clause, family and domestic violence is defined as any violent, threatening or other abusive behaviour by a person against a member of the person’s family or household (current or former). This includes physical, financial, verbal or emotional abuse. 6.9.3. An employee, including a casual employee, who is experiencing family and domestic violence is entitled to 10 days unpaid leave per annum to attend medical appointments, legal proceedings, seek safe housing or to attend any other activities related to dealing with family and domestic violence and its consequences. 6.9.4. Leave may be taken as consecutive days or single days or as a fraction of a day as required. 6.9.5. Family and Domestic Violence Leave will not accrue from year to year. 6.9.6. The employee experiencing family and domestic violence should raise the issue with the Operations Manager. 6.9.7. Proof of family and domestic violence may be required by the Guild and can be presented in the form of an agreed document issued by the police service, a court, a medical practitioner, a domestic violence support service or lawyer, a counselling professional or a statutory declaration. 6.9.8. The Guild will take steps to ensure information concerning any notice or evidence an Employee has given of the Employee taking leave under this clause is treated confidentially, as far as it is reasonably practicable to do so. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6.9.9. Nothing in clause 6.8.8 prevents the Guild from disclosing information provided by an Employee if the disclosure is required by an Australian law or is necessary to protect the life, health or safety of the Employee or another person. 6.10. Blood Donor Leave 6.10.1. An employee who is absent during ordinary working hours for the purpose of donating blood shall not suffer a deduction of pay, for the period involved on each occasion and subject to a maximum of four separate absences for the purposes of donating blood during each calendar year. 6.10.2. An employee shall arrange as far as practicable for the absence to be as close as possible to the beginning or the ending of the employee’s ordinary working hours. 6.10.3. The employee shall notify the Operations Manager as soon as possible of the time and date upon which the employee is requesting to be absent for the purposes of donating blood. 6.11. Compassionate Leave 6.11.1. On the death of a spouse or de facto spouse, child or step-child, parent or parent in law, brother, sister, or grandparent, the employee is entitled to bereavement leave, without loss of ordinary time earnings, of up to 10 days and a further 10 days unpaid leave. This also applies to any other person who immediately before that person's death lived with the employee as a member of the employee's family. 6.11.2. Compassionate leave shall be taken any time up to and including the 14 days following the day of the funeral. 6.11.3. Payment for such leave may be subject to the Employee providing proof of the death, satisfactory to the Operations Manager. 6.11.4. An Employee is entitled to 3 days paid compassionate leave per occasion for spending time with a member of their immediate family or household who contracts or develops a personal illness, or sustains a personal injury, that poses a serious threat to their life. The leave can be taken at any time during or while the injury or illness persists. 6.11.5. Employees Obligations 6.11.5.1.

An Employee who is absent on compassionate leave will, as soon as practicable, notify their Line Manager of the absence and keep their Line Manager informed of any continued requirement for leave.

6.11.5.2.

The Guild may require the Employee to provide reasonable evidence of the need to take compassionate leave.

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6.12. Cultural and Ceremonial Leave 6.12.1. An employee is entitled to use accrued annual leave to follow and practice the requirements of cultural, spiritual or religious beliefs to which they adhere. Alternatively the Operations Manager may grant leave without pay. 6.12.2. Indigenous employees will be entitled to an additional day’s paid leave to participate in National Aboriginal and Islander Day of Observance Committee (NAIDOC) activities/events during NAIDOC week. 6.12.3. The Guild may seek reasonable evidence of the legitimate need for the employee to be absent from work. 6.13. Study Leave 6.13.1. Subject to approval by the Operations Manager or the President in the case of a study leave request by the Operations Manager: 6.13.2. A full-time employee, with 12 months or more continuous service, may apply for up to 5 hours paid study leave a week (or up to 200 hours per year) to study for a Diploma, Degree or Post Graduate qualification conducted by a University, TAFE college, professional association or other recognised training provider. 6.13.2.1.

Part-time employees are entitled to study leave on a pro rata basis.

6.13.2.2. Fixed-Term employees are entitled to study leave only where a contract position extends beyond 18 months and at least 12 months of continuous service has been completed. 6.13.2.3.

Casual employees are not entitled to study leave.

6.13.3. Approval of study leave will be subject to: 6.13.3.1.

The employee undertaking an equivalent formal study load in their own time;

6.13.3.2.

The employee making satisfactory academic progress; and

6.13.3.3.

The course being relevant to their own work or career with the Guild.

6.13.4. Generally a request for study leave will not be approved if: 6.13.4.1.

It incurs additional staffing costs; or

6.13.4.2.

It conflicts with meetings or other activities.

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6.13.5. Paid leave entitlements will only be made during a recognised Semester pattern and where evidence of the Semester pattern is provided to the Operations Manager. 6.13.6. Study leave may be discontinued if: 6.13.6.1.

Proof of enrolment is not provided by the Employee;

6.13.6.2.

The Employee does not demonstrate satisfactory progress; or

6.13.6.3.

The basis on which the study leave was approved is no longer relevant and/or valid.

6.13.7. Examinations 6.13.7.1. Employees who have been granted study leave will also be granted time off with pay to sit for the required examinations of the course as have been approved. 6.13.7.2. Employees must provide the examination timetable or other relevant document from their institution for their course when requesting leave for examination purposes. 6.13.7.3. Employees accessing study leave for examinations will be entitled to study leave for the prescribed time of the examination only, inclusive of 30 minutes travel time either way where the Employee is leaving work or returning to work before or after the exam. 6.14.

Jury Service Leave

6.14.1. A full-time or part-time employee who is required to serve on a jury during their ordinary working hours shall, on presentation to the Guild of the summons to serve, be granted a leave of absence for the period of jury duty. 6.14.2. The Guild shall provide make up pay to the Employee for the period of jury duty. 6.14.3. The Employee is required to provide evidence to the Guild to show: 6.14.3.1.

That the Employee has taken all necessary steps to obtain jury duty pay; and

6.14.3.2.

The total amount of jury duty pay that has been paid or will be payable to the employee for the period.

6.14.4. Where the Employee cannot provide satisfactory evidence to satisfy clause 6.13.3, the Employee will not be entitled to make up pay. 6.14.5. Where the duty is extended the Employee is required to inform the Line Manager as soon as is practicable of the extension. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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6.14.6. A casual employee is entitled to be absent from work to attend jury service, though they are not entitled to the payment referred to in clause 6.13.2. 6.15.

Leave Without Pay

6.15.1. Leave Without Pay may be granted to any Guild Employee for such a period and on such conditions as the Operations Manager approves. 6.15.2. Authorised Leave Without Pay will not count as a break in service, nor will it affect the right of the employee to return to the same position at the end of the period of leave. 6.15.3. The granting of Leave Without Pay is subject to the employee first exhausting all annual leave and TOIL entitlements. 6.15.4. Employees who have been employed continuously at the Guild for a minimum of four years may be granted Leave Without Pay as a career break of up to one year but not less than six months. Such a break is granted at the discretion of the Operations Manager and will not constitute a break in service. 6.16.

Public Holidays

6.16.1. A full-time or part-time employee will be entitled to paid leave on the following days, or days observed in lieu, provided they fall on a day the employee would normally have worked.  New Year’s Day  Australia Day  Labour Day  Good Friday  Easter Monday  Anzac Day  Western Australia Day  Queen’s Birthday  Christmas Day  Boxing Day

6.16.2. An employee who works on a Public Holiday is entitled to overtime paid at the conditions and rates defined in clause 4.4. 6.17.

Christmas Closure

6.17.1. The Guild closes from the 24th December to 1st January inclusive each year.

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6.17.2. Full-time Employees will receive 3 days Christmas bonus leave per annum. Part-time employees will receive the pro rata equivalent but only for the Ordinary Working Hours of that Employee. 6.17.3. Christmas bonus leave is applicable only during the Guild shutdown period in December/January and not at any other time. 6.17.4. Annual Leave Loading is not payable on Christmas bonus leave.

7. Consultation 7.1. Major Workplace Change 7.1.1.If the Guild makes a definite decision to make major changes in production, program, orientation, structure or technology that are likely to have a significant effect on employees, the Guild must: 7.1.2.Give notice of the changes to all employees who may be affected by them and their representatives (if any); and: 7.1.3.Discuss with relevant employees and their representatives (if any): 7.1.3.1.

The introduction of the changes; and

7.1.3.2.

Their likely effect on employees; and

7.1.3.3.

Measures to avoid or reduce the adverse effects of the changes on employees; and

7.1.4.Commence discussions as soon as practicable after a definite decision has been made. 7.1.5.For the purposes of the discussion under clause 7.1.3, the Guild must give in writing to the relevant employees and their representatives (if any) all relevant information about the changes including: 7.1.5.1.

Their nature; and

7.1.5.2.

Their expected effect on employees; and

7.1.5.3.

Any other matters likely to affect employees.

7.1.6.Clause 7.1.5 does not require the Guild to disclose any confidential information if its disclosure would be contrary to the Guild’s interests. 7.1.7.The Guild must promptly consider any matters raised by the employees or their representatives about the changes in the course of the discussion under clause 7.1.3. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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7.1.8.In clause 7.1.1 significant effects on employees, includes any of the following: 7.1.8.1.

Termination of employment; or

7.1.8.2.

Major changes in the composition, operation or size of the Guild’s workforce or in the skills required; or

7.1.8.3.

Loss of, or reduction in, job or promotion opportunities; or

7.1.8.4.

Loss of, or reduction in, job tenure; or

7.1.8.5.

Alteration of hours of work; or

7.1.8.6.

The need for employees to be retrained or transferred to other work locations; or

7.1.8.7.

Job restructuring.

7.1.9.Where this agreement makes provision for alteration of any of the matters defined at clause 7.1.8, such alteration is taken not to have significant effect. 7.2. Changes to Rosters or Hours of Work 7.2.1.Clause 7.2 applies if the Guild proposes to change the regular roster or ordinary hours of work of an employee, other than an employee whose working hours are irregular, sporadic or unpredictable. 7.2.2.The Guild must consult with any employees affected by the proposed change and their representatives (if any). 7.2.3.For the purpose of the consultation, the Guild must: 7.2.3.1.

Provide to the employees and representatives mentioned in clause 7.2.2 information about the proposed change (for example, information about the nature of the change and when it is to begin); and

7.2.3.2.

Invite the employees to give their views about the impact of the proposed change on them (including any impact on their family or caring responsibilities) and also invite their representatives (if any) to give their views about that impact.

7.2.4.The Guild must consider any views given under clause 7.2.3.2. 7.2.5.Clause 7.2 is to be read in conjunction with any other provisions of this Agreement concerning the scheduling of work or the giving of notice. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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7.3.

Dispute Resolution 7.3.1.Clause 7.3 sets out the procedures to be followed if a dispute arises about a matter under this Agreement or in relation to the NES. 7.3.2.The parties to the dispute must first try to resolve the dispute at the workplace through discussion between the employee or employees concerned and the relevant supervisor or Operations Manager (Where the Operations Manager is the Supervisor). 7.3.3.If the dispute is not resolved through discussion as mentioned in clause 7.3.2, the parties to the dispute must then try to resolve it in a timely manner at the workplace through discussion between the employee or employees concerned and the Operations Manager, as appropriate. In cases of disputes involving the Operations Manager, the discussion should be conducted between the Employee or employees concerned, the Operations Manager and the President. 7.3.4.If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 7.3.2 and 7.3.3, a party to the dispute may refer it to the Fair Work Commission. 7.3.5.The parties may agree on the process to be followed by the Fair Work Commission in dealing with the dispute, including mediation, conciliation and consent arbitration. 7.3.6.If the dispute remains unresolved, the Fair Work Commission may use any method of dispute resolution that it is permitted by the Act to use and that it considers appropriate for resolving the dispute. 7.3.7.A party to the dispute may appoint a person, organisation or association to support and/or represent them in any discussion or process under clause 7.3. 7.3.8.While procedures are being followed under clause 7.3 in relation to a dispute: 7.3.8.1.

work must continue in accordance with this award and the Act; and

7.3.8.2.

an employee must not unreasonably fail to comply with any direction given by the employer about performing work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.

7.3.9.Clause 7.3.8 is subject to any applicable work health and safety legislation.

8. Termination of Employment 8.1. Notice of Termination by Employee

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8.1.1.Unless otherwise approved by the Operations Manager or the President in cases concerning the Operations Manager, an Employee may terminate their employment with the Guild with not less than the following written notice: 8.1.1.1.

1 hour for Casual Employees;

8.1.1.2.

1 week for Probationary Employees within their first 6 months of employment;

8.1.1.3.

4 weeks for all other Employees.

8.1.2.If an Employee fails to provide notice as set out in clause 8.1.1, or if they permanently depart the Guild before the full notice period is served, it will be deemed an unauthorised absence and the Employee will forfeit their entitlement to any monies associated with that period of unauthorised absence. 8.1.3.The Operations Manager or the President in cases concerning the Operations Manager may agree to reduce the notice period for an employee, however, no remuneration will apply after the agreed date of termination. 8.1.4.Where the Operations Manager or the President, in cases concerning the Operations Manager, deems the continued employment of the employee during a notice period to be a risk for the organisation, the employee may be terminated immediately. In this case the employee will be entitled to payment in lieu of notice provided. 8.2. Notice of Termination by Employer 8.2.1.The notice of termination required to be given by the Guild shall be the same as that required of an Employee. 8.2.2.If the Employee is over 45 years old, and has completed at least two years of service at the end of the day notice is given, the employee receives an additional one week’s notice. 8.2.3.Payment in lieu of the notice prescribed in clause 8.2.1 shall be made if the appropriate notice period is not given. 8.2.4.In calculating any payment in lieu of notice, the salary to be used shall be the salary an Employee would have received in respect of the ordinary time they would have worked during the period of notice had their employment not been terminated. No additional allowances shall be paid. 8.2.5.An Employee employed on a Casual basis may have their employment terminated by the giving of 4 hours’ notice. ECU Student Guild may elect to make payment in lieu of notice for any future planned engagement hours for the casual worker. 8.3. Time Off During the Notice Period ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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8.3.1.Where the Guild has given notice of termination to an employee, that employee shall be permitted up to one day’s time off without loss of pay for the purposes of seeking other employment. The time off shall be taken at times that are convenient to the employee after consultation with the Operations Manager. 8.4. Abandonment of Employment 8.4.1.If an Employee is absent from work for more than 3 days without authorisation from the Operations Manager or the Supervisor and/or without providing a reasonable explanation for their absence, the ECU Student Guild will deem that the Employee has abandoned their employment and the Employee’s employment contract will automatically terminate. 8.5. Summary Dismissal 8.5.1.Notwithstanding the provisions of clause 8.2, the Guild shall have the right to dismiss any employee without notice for Serious Misconduct. 8.6. Unfair Dismissal 8.6.1.The provisions of this clause only apply to Employees who have satisfied the minimum employment period as defined by the Fair Work Act 2009. 8.6.2.Termination of employment by the Guild shall not be harsh, unjust or unreasonable. 8.6.3.For the purposes of unfair terminations, termination of employment shall include terminations with or without notice. 8.6.4.Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the grounds of race; colour; sex; marital status; family responsibilities; pregnancy; religion; political opinion national extraction or social origin shall constitute a harsh, unjust or unreasonable termination of employment.

9. Unsatisfactory Performance 9.1. This clause does not apply to Probationary Employees. 9.2. For the avoidance of doubt, unsatisfactory work performance includes conduct that is inconsistent with that expected and/or required for an Employee in general and for an Employee in their role. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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9.3. Prior to commencing any action in accordance with clause 9 the Line Manager must have conducted relevant supervision with the Employee as per the procedure outlined in the Relevant procedure and have addressed the performance issue in two or more meetings across the year unless a serious performance issue has been identified at which time the Initial Performance Management Meeting – First Warning may be implemented immediately as outlined in the Relevant procedure. 9.4. First Warning – Initial Performance Management Meeting 9.4.1.Where the work performance or conduct of an employee is deemed unsatisfactory, the procedure set out in the relevant procedure will be enacted. 9.4.2.Performance Counselling Meetings will be scheduled as per the relevant procedure to counsel the employee to coach the employee to achieve the organisations objectives and make improvements in performance or conduct. 9.4.3.The employee will be informed that they have the right to invite a support person or Union representative to the meeting. 9.5. Written Warning 9.5.1.Where the work performance or conduct of an employee is deemed unsatisfactory, despite coaching as per the relevant Procedure, the Employee will be issued with a Written Warning. Prior to issuing the written warning, the Employee will be provided with specific reasons for the warning and informed they may bring a support person of their choice to the meeting. 9.5.2.The Operations Manager shall instigate a meeting with the Employee, the Line Manager (if any), and, if required their Support Person, to discuss the written warning and reach agreement on the improvement required. Such agreement shall be appended to the written warning, together with an agreed time frame for reviewing compliance with the agreed action. 9.5.3.A copy of the warning will be given to the Employee and placed on their personnel file. 9.5.4.The Operations Manager shall, in writing, inform the President that a Written Warning has been issued.

9.6. Termination 9.6.1.In the event that the performance or conduct issues continue and agreed actions/measures are not demonstrated and sustained, the Employee will be advised that their employment is to be terminated. Prior to issuing the notice of termination the Employee will be provided with the reasons for the termination and informed they have the right to have a Support Person present. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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9.6.2.The Operations Manager shall instigate a meeting with the Employee, the Line Manager (if any), and, if required their Support Person, to discuss the termination. A copy of the termination notice will be given to the Employee and placed on their personnel file. 9.6.3.Where an employee is terminated, the Operations Manager may make a determination to make payment to the employee in lieu of notice as per clause 8.2.3. 9.6.4.An employee may be terminated without notice in cases of Serious Misconduct as per clause 8.5 and the relevant Policy. 9.7. The decision of the Operations Manager or nominee will be final, subject to the jurisdiction of any court or tribunal, but for this clause, would have jurisdiction to deal with the matter.

10. Redundancy and Redeployment 10.1. The provisions of this clause will apply where the Guild decides to make a position or positions Redundant. 10.2. The provisions of this clause do not apply to: 10.2.1. Employees on a Fixed Term Appointment unless Clause 2.4.10 applies; or 10.2.2. An Employee whose employment is terminated as a consequence of a serious misconduct that justifies dismissal without notice. 10.3. The determination and notification of Redundant positions will occur following the completion of the requirements of clause 7 Consultation. 10.4. The Guild will provide an Employee whose position is to be made Redundant written notice of the date the position will be made Redundant. The minimum notice period will be: 10.4.1. 8 weeks, and 10.4.2. In addition to the notice in clause 10.4.1, Employees over 45 years of age at the time of being given notice with not less than 2 continuous years of service, shall be entitled to one additional week of notice. 10.5. Where the Guild is able to identify a suitable alternative position that meets the definition of Suitable Alternative Employment, the Guild may transfer an Employee to that. 10.6. The written notice provided under clause 10.4.1 shall specify if: 10.6.1.

The employment will be terminated by reason of Redundancy; or

10.6.2.

The Employee is being transferred to Suitable Alternative Employment; or

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10.6.3.

The Employee is being offered alternative employment at a classification level lower than their substantive position.

10.7. An Employee offered alternative employment under clause 10.5 must respond within 14 days that they: 10.7.1.

Consent to the transfer; or

10.7.2.

Do not consent to the transfer.

10.8. If an Employee does not consent to a transfer under clause 10.5 or does not respond within 14 days, then the employment will be deemed to be terminated by reason of Redundancy. 10.9. If an Employee does consent to a transfer under clause 10.5 then they shall transfer at the conclusion of the notice period. 10.10. Where an Employee is terminated by reason of Redundancy, the Guild may make payment in lieu of any remaining notice period. 10.11. Where payment is made in lieu of notice under clause 10.10, the remaining period of notice shall be deemed to be time worked for the purposes of the Long Service Leave Act. 10.12. Where employment is terminated by reason of Redundancy, the Guild will arrange to reimburse an Employee for 3 counselling sessions on production of a valid invoice or receipt. 10.13. Where employment is terminated by reason of Redundancy, the Employee is entitled to the following amount of severance pay in respect of a continuous period of service. Severance Pay Period of Continuous Service

Severance Pay

Less than 1 year

Nil

1 year and less than 2 years

4 weeks’ pay

2 years and less than 3 years

6.5 weeks’ pay

3 years and less than 4 years

9 weeks’ pay

4 years and less than 5 years

11.5 weeks’ pay

5 years and less than 6 years

14 weeks’ pay

6 years and less than 7 years

16.5 weeks’ pay

7 years and less than 8 years

19 weeks’ pay

8 years and less than 9 years

21.5 weeks’ pay

9 years and less than 10 years

24 weeks’ pay

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After 10 years

24 weeks’ pay plus 2.5 weeks’ pay for each additional year of service completed after 10 years up to the regular maximum salary of the Employee.

Payment of accrued leave Payment in lieu of all accrued annual leave and annual leave loading entitlements as per clause 6.1.7 at the date of termination. Where an employee has at least 5 years but less than 10 years of continuous employment, they will be entitled to pro-rata payment of long service leave on the basis of 13 weeks for 10 years of continuous employment.

11. OTHER MATTERS 11.1. Unions 11.1.1. Leave to Attend NTEU Branch, State or National Council 11.1.1.1. NTEU workplace representatives shall be granted paid leave during ordinary hours to attend Branch meetings. 11.1.1.2. Delegates to NTEU Council shall be granted paid leave during ordinary hours for the purposes of attending State and National Councils of the Union. 11.1.1.3. Granting of leave by the Operations Manager for the above purposes is subject to the operational requirements of the Guild. 11.1.2. Union Training Leave 11.1.2.1. Upon written application to the Operations Manager and subject to operational requirements, an Employee who has been selected by the Union to attend an approved union education or training course conducted by the NTEU shall be entitled to a maximum of 5 days paid leave per calendar year for that purpose. 11.1.2.2. The Operations Manager may approve paid leave of absence in excess of five days and up to a maximum of ten days in any one year except that the total leave granted in that year and the subsequent year shall not exceed ten days in total. 11.1.2.3. All applications for leave shall be accompanied by a statement from the Union indicating that the employee has been nominated for the course. The application shall provide details as to the subject, commencement date, and length of course, venue and authority that is conducting the course. ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

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11.1.2.4. The Guild shall not be liable for any expenses associated with an employee’s attendance at training courses, other than the payment of extra remuneration to other employees where relieving arrangements are instituted to cover the absence of the Employee. 11.1.2.5. Leave granted under this category shall include any necessary travelling time in normal working hours immediately before or after the course. 11.1.3. Accredited Union Representatives 11.1.3.1. Members authorised by the Union shall, on notifying the Guild, be recognised as accredited Union representatives and shall be allowed, so long as the work of the Guild is not unduly affected, reasonable time during working hours to interview Guild Executive members, Union members and Union representatives on matters affecting the employees whom they represent. 11.1.4. Right of Entry 11.1.4.1. For the purposes of investigating complaints, interviewing, consulting and liaising with Employee members of the NTEU’s branch, division and national representatives shall, provided that a permit under Part 3-4 of the Fair Work Act 2009 has been issued, have the right to enter the Guild and have access to each workplace at any time. This provision will not be applied in a manner inconsistent with the Fair Work Act 2009.

12. CONTACT INFORMATION For queries relating to this document please contact: Policy Owner

Operations Manager

All enquiries contact

Lisa Dwyer

Telephone

08 6304 5915

Email address

l.dwyer@ecuguild.org.au

Type text here

Signed:

Muhammad Faizan Akram

Lisa Claire Dwyer

President 24/09/2021 Building 34.215, 270 Joondalup Drive, Joondalup, 6027

Operations Manager 24/09/2021 Building 34.215, 270 Joondalup Drive, Joondalup, 6027

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SCHEDULE A – CLASSIFICATION STRUCTURE AND DEFINITIONS 1. Level 1

Characteristics of the Level



At this level, employees work under close direction, undertaking a range of standardised routines using established guidelines, methods, standards and procedures which require the practical application of basic skills and techniques.



General features at this level consist of performing clearly defined activities with outcomes being readily attainable and clearly defined. Employees' duties at this level will be closely monitored with instruction and assistance being readily available.



Freedom to act is limited by standards and procedures. However, with experience, employees at this level may have sufficient freedom to exercise judgement in the planning of their own work within those confines.



Positions initially at this level will involve employees in extensive on the job training including familiarisation with the goals and objectives of the work department. Following training, employees may provide general information; advice and assistance to members of the public, students and other staff which is based on knowledge of the work area, including knowledge of the functions carried out and the location and availability of particular personnel services.



Employees will be responsible for the timeliness of their work and required to use numeracy, written and verbal communication skills.



Supervision of other staff is not a feature at this level.

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



developing knowledge of a Division function and operation;



adequate knowledge of work practices and policies of the relevant work area;



developing knowledge of procedures and equipment relevant to the work area;



basic numeracy, written and verbal communication skills relevant to the work area;



assist new employees by providing guidance and advice during induction;



basic skills in managing time, planning and organising work within prescribed time frames, priorities and procedures;



no formal qualifications required for entry at this Level;

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

it is desirable that employees are studying for an appropriate certificate or undertaking either internal or external training relevant to work area.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

Responsibilities

Organisational Relationships



undertake routine activities of an administrative and/or support nature;



undertake straightforward operation of equipment relevant to work area;



provide general information/advice and assistance to members of the public, students and other staff;



apply established practices and procedures;



perform general, accounting and clerical duties.



Works under direct supervision.



work outcomes are regularly monitored;



freedom to act limited by standards and procedures;



solutions to problems found in established procedures and instructions, assistance readily available.

Extent of Authority

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2. Level 2 

At this level, employees work under regular direction within clearly defined guidelines and undertake a range of activities requiring the application of acquired skills and knowledge.



General features at this level consist of performing functions which are defined by established routines, methods, standards and procedures with limited scope to exercise initiative in applying work practices and procedures. Assistance will be readily available. Employees may be responsible for a minor function and/or may contribute specific knowledge and/or specific skills to the work of the organisation. In addition, employees may be required to assist higher classified employees with specific projects.



Employees will be expected to have an understanding of work procedures relevant to their work area and may provide assistance to lower classified employees concerning established procedures. In addition employees at this level may be required to assist in establishing procedures to meet the objectives of a minor function.



Employees will be responsible for managing time, planning and organising their own work and may be required to over see and/or guide the work of a limited number of lower classified employees.



Employees at this level could be required to resolve minor work procedural issues in the relevant work area within established constraints.



Level 2 Step 4 is the appointment level for any graduate with a relevant three year degree who is required to undertake work related to that qualification. Graduates will advance to the first step of Level 3 after twelve months satisfactory service.

Characteristics of the Level

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



developed skills in oral, written and interpersonal communication with clients and other members of the public;



knowledge of established work practices and procedures relevant to the work area;



knowledge of policies, regulations and statutory requirements relating to the work area;



understanding of clear but complex rules;



application of techniques relevant to the work area;



no formal qualifications required; or



appropriate post-trade certificate relevant to the work area; or

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

entry point for three year degree/Associate Diploma/appropriate certificate without experience; or



will have attained through previous appointments or service an equivalent level of expertise and experience to undertake the range of activities required; or



appropriate on the job training and relevant experience.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value: 

undertake a range of activities requiring the application of established work procedures and may exercise limited initiative and/or judgement within clearly established procedures and/or guidelines;



achieve outcomes which are clearly defined;



operate general workplace equipment, initiate corrective action at an elementary level;



operate and be conversant with relevant workplace equipment and utilise the functions of those systems and be proficient in their use;



assist in compiling information which may be used to prepare budgets and monitor budgets;



provide support requiring the exercise of sound judgement, initiative, confidentiality and sensitivity in the performance of work;



perform tasks of a sensitive nature including the provision of more than routine information, the receiving and accounting for monies;



oversee the work of unqualified staff and/or take charge of a minor function within the organisation;



provide factual advice which requires proficiency in the work area's rules and regulations;



exercise operational responsibility for a single purpose complex;



perform tasks requiring knowledge of established work practices and procedures relevant to the work area;



undertake limited creative, planning or design functions;



apply theoretical knowledge and techniques to a range of procedures and tasks.

Responsibilities

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Organisational Relationships

Extent of Authority



where relevant, supervise minor programmes/projects;



works under regular supervision;



oversee and guide a limited number of lower classified employees.



work outcomes monitored;



freedom to act within established guidelines;



solutions to problems may require the exercise of limited judgement, with guidance to be found in procedures, precedents, guidelines. Assistance available when problems occur.

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3. Level 3 

At this level employees work under general direction in the application of procedures, methods and guidelines which are well established. However, graduates initially appointed at this level will be under the supervision of a higher classified employee.



General features of this level involve solving problems using knowledge, judgement and work organisational skills acquired through qualifications and/or previous work experience. Employees may receive instruction on the broader aspects of the work. In addition, employees may provide assistance to lower classified employees.



Positions at this level allow employees the scope for exercising initiatives in the application of established work procedures.



At this level employees may be required to supervise. Employees with supervisory responsibilities may undertake complex operational work and may undertake planning and coordination of activities within the work area.



Employees will be responsible for managing and planning their own work and that of lower classified staff and may be required to deal with formal disciplinary issues within the work area.



Employees who supervise should have a basic knowledge of the principles of human resource management and be able to assist staff with on-the-job training.



This is the appointment level for any graduate with a relevant four year degree who is required to undertake work related to that qualification.



Employees with certificate qualifications relevant to the work area may be promoted to this level once they have obtained the appropriate certificate and have had relevant satisfactory service and undertake work related to the responsibilities under this level.

Characteristics of the Level

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



thorough knowledge of work activities performed within the work area;



sound knowledge of procedural/operational methods of the work area;



may utilise professional, specialised or technical knowledge;



working knowledge of statutory requirements relevant to the work area;



ability to apply computing concepts;



ability to work as part of a team;



entry level for four year degree in the relevant discipline; or

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

entry level three year degree plus Graduate Diploma in the relevant discipline; or



Associate Diploma with experience; or



three year degree plus one year professional experience in the relevant discipline; or



appropriate certificate with relevant experience; or



attained through previous appointments, service and/or study an equivalent level of expertise and experience to undertake the range of activities required.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

Responsibilities

Organisational Relationships



undertake responsibility for various activities in a specialised area and/or components of a programme;



exercise responsibility for a function within the work area;



assist in a range of functions and/or contribute to interpretation of matters for which there are no clearly established practices and procedures although such activity would not be the sole responsibility of the employee;



provide advice on requirements for compliance with the relevant Codes, Regulations, Standards, By-laws and Guild policies;



assist with the preparation of cost centre/department budgets and operate within the constraints of those budgets;



exercise operational responsibility for a multi-purpose complex;



coordinate community service programmes or a single programme at a more complex level;



plan and coordinate elementary community based projects/programmes;



provide support requiring a high degree of judgement, initiative, confidentiality and sensitivity in the performance of work;



proficient in the operation of equipment to enable modification or correction of and/or the identification of operational problems.



initially graduates work under direct supervision;



works under general supervision;

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Extent of Authority



supervision of other employees;



operate as a member of a professional team.

•

may set outcome/objectives for specific projects;

•

initially graduates receive instructions on the broader aspects of the work;

•

freedom to act within defined established practices;

•

problems can usually be solved by reference to procedures, documented methods and instructions. Assistance is available when problems occur.

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4. Level 4 

At this level, employees work under general direction in functions that require the application of skills and knowledge appropriate to the work. Guidelines and work procedures are generally established.



General features at this level require the application of knowledge and skills which are gained through qualifications and/or previous experience in the discipline. Employees will be expected to contribute knowledge in establishing procedures in the appropriate work related field. In addition employees at this level may be required to supervise various functions within a work area or activities of a complex nature.



Positions may involve a range of work functions which could contain a substantial component of supervision or require employees to provide specialist expertise/advice in their relevant discipline, or work in a team environment.



Work at this level requires a sound knowledge of programme, activity, operational policy or service aspects of the work performed within a function or a number of work areas.



Employees require skills in managing time, setting priorities, planning and organising own work and that of lower classified staff, where supervision is a component of the position, to achieve specific objectives.



Employees will be expected to set outcomes and further develop work methods where general work procedures are not defined. Employees would have the latitude to develop or re-define procedure and interpret policy which does not impact on other work areas.

Characteristics of the Level

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



knowledge of statutory requirements relevant to work area;



knowledge of division procedures, policies and activities;



sound discipline knowledge gained through previous experience, training or education;



knowledge of the role of divisions within Guild service functions;



specialists require an understanding of the underlying principles in the relevant disciplines;



relevant degree with relevant experience; or



Associate Diploma with relevant experience; or



lesser formal qualifications with substantial years of relevant experience; or

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

attained through previous appointments, service and/or study an equivalent level of expertise and experience to undertake the range of activities required.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value: 

undertake activities which may require the employee to exercise judgement and/or contribute critical knowledge and skills where procedures are not clearly defined;



exercise responsibility for various functions within the work area;



identification of specific or desired performance outcomes;



contribute to interpretation and administration of matters for which there are no clearly established procedures;



provide support of a complex nature to higher classified employees;



manage a multi-purpose complex;



undertake a wide range of activities associated with programme, activity or service delivery;



lead a team within a discipline related project and/or a works programme;



provide financial, policy and planning advice;



provide a reference, research, and/or technical information service including the facility to understand and develop technologically based systems;



carry out a variety of activities requiring initiative and judgement in the selection and application of established principles, techniques and methods;



assist higher classified employees with the planning and coordination of community programmes of a complex nature;

Responsibilities



undertake duties in the relevant disciplines utilising knowledge of procedures and statutory requirements relevant to the work area.



works under general direction;

Organisational Relationships



supervises staff or works in a specialised field;

Extent of Authority



required to set outcomes within defined constraints;

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

provides specialist technical professional advice;



freedom to act governed by clear objectives and/or budget constraints;



solutions to problems generally found in precedents, guidelines or instructions. Assistance usually available.

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5. Level 5 

At this level employees are subject to general direction from higher classified employees. Employees undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with the organisation's goals.



Employees adhere to established work practices. However, they may be required to exercise initiative and judgement where practices and direction are not clearly defined.



General features at this level indicate the involvement in establishing organisation programmes and procedures. Positions will include a range of work functions and may involve the supervision of employees across a range of functions or programmes for which the employee is responsible. Work may span more than one discipline. In addition, employees at this level may be required to assist in the preparation of or prepare the organisation's budget. Employees at this level will be required to provide expert advice to lower classified employees.



Positions at this level demand the application of knowledge which is gained through qualifications and/or previous experience. In addition, employees will be required to set priorities and monitor work flows in their area of responsibility.



Employees are required to set project priorities, plan and organise their own work and that of staff and establish the most appropriate operational methods for the organisation. In addition, interpersonal skills are required to gain the cooperation of clients and staff.



Employees responsible for projects and/or functions will be required to establish outcomes to achieve organisational goals. Specialists may be required to provide multi-disciplinary advice.

Characteristics of the Level

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



knowledge of divisional programmes, policies and activities;



sound discipline knowledge gained through experience;



sound knowledge of the role of the Guild's structure and service;



relevant degree with relevant experience; or



Associate Diploma with substantial experience; or



less formal qualifications with specialised skills sufficient to perform at this level; or



attained through previous appointments, service and/or study an equivalent level of experience and expertise to undertake the range of activities required.

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To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value: 

responsible for a range of functions within the organisation requiring a high level of knowledge and skills;



undertake responsibility for a moderately complex project, including planning, coordination, implementation and administration;



undertake a minor phase of a broader or more complex professional assignment;



assist with the preparation or prepare divisional budgets in liaison with management;



set priorities and monitor work flow in areas of responsibility;



provide expert advice to lower classified employees;



exercise judgement and initiative where procedures not clearly defined;



operate as a specialist employee in the relevant discipline where decisions made and taken rest with the employee with no reference to a higher classified employee;



plan, develop co-ordinate and administer the operation of a multipurpose complex or multi-programme service including financial management and reporting;



undertake analysis/design for the development and maintenance of projects and/or undertake programming in specialist areas: may exercise responsibility for a specialised area of the Guild's operations;



understanding all areas of equipment operation to enable the provision of advice and assistance when non-standard procedures/processes are required;



undertake publicity assignments within the framework of the Guild's publicity and promotions programme. Such assignments would be of limited scope and complexity but would involve the coordination of facets of the total programme including media liaison, design and layout of publications/displays and editing;



provide reports on recommendations;



exercise professional judgement within prescribed areas which may include supervision of the function;

Responsibilities

progress

project

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activities

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including

Organisational Relationships



exercise a high level of interpersonal skills in dealing with the public and other organisations;



exercise significant initiative and judgement in the selection and application of established principles and techniques.



works under general direction;



supervise other employees.



exercise a degree of autonomy;



control projects and/or programmes;



set outcomes for staff;



establish priorities and monitor work flow in areas of responsibility;



solutions to problems can generally be found in documented techniques, precedents and guidelines or instructions. Assistance is available when required.

Extent of Authority

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6. Level 6

Characteristics of the Level



At this level, employees operate under limited direction from higher classified employees and undertake a range of functions for which operational policies, practices and guidelines may need to be developed.



General features at this level allow employees the scope to influence the operational activities of the organisation. Employees at this level will be expected to contribute to the management of the organisation or a department thereof, assist/prepare budgets, establish procedures and work practices. In addition, employees at this level will be required to provide expert advice to lower classified employees.



Positions at this level will require responsibility for decision making in their particular work area and the provision of expert advice. Employees will be required to provide consultation and assistance relevant to the workplace. Employees will be required to set outcomes for the work area for which they are responsible so as to achieve the objectives of the organisation.



Employees may exercise managerial responsibility for a work area, a large programme, work independently as specialists or may be a senior member of a single discipline project team or provide specialist support to a range of programmes/activities.



Positions at this level may be identified by impact of activities undertaken or achievement of stated outcomes/objectives for the work area.



Managing time is essential so outcomes can be achieved. A high level of interpersonal skills is required to resolve organisational issues, negotiate contracts, develop and motivate staff. Employees will be required to understand and implement effective human resource management practices.



An employee would be expected to make policy recommendations to others and to implement programmes involving major change.

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



discipline/specialist skills and/or supervision/management abilities exercised within a multi-disciplinary or major single function operation;



discipline knowledge gained through experience, training or education;



appreciation of the long term goals of the organisation;



detailed knowledge of programme activities and work practices relevant to the work area;



knowledge of organisation structures or functions;



comprehensive knowledge of Guild policies;

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

comprehensive knowledge of statutory requirements relevant to the discipline;



Degree with substantial experience; or



Associate Diploma with substantial experience; or



lesser formal qualifications with a combination of experience, expertise and competence sufficient to perform the duties required at this level.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

Responsibilities

Organisational Relationships

Extent of Authority



undertake significant projects and/or functions involving the use of analytical skills;



provide advice on matters of complexity within the work area and/or discipline;



undertake a range of duties within the work area, including problem definition, planning and the exercise of judgement;



provide advice on policy matters and contribute to their development;



negotiate on matters of significance to the organisation, with other bodies and/or members of the public;



control and coordinate a work area within budgetary constraints;



exercise a degree of autonomy in establishing the operation of the work area;



provide a consultancy service for a range of activities;



control and coordinate projects;



contribute to the development of new procedures and methodology.



works under limited direction;



supervision of employees.



may manage a work area;



exercise a degree of autonomy (advice available on complex or unusual matters);



manage significant projects and/or functions and/or programmes.

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7. Level 7

Characteristics of the Level



At this level, employees operate under broad direction and exercise managerial responsibility for various functions within the organisation or operate as a specialist, a member of a specialised professional team or independently.



General features at this level require employees' involvement in the initiation and formulation of extensive projects or programmes which impact on the organisation's goals or objectives. Employees are involved in the identification of current and future options and the development of strategies to achieve desired outcomes.



Positions at this level will demand responsibility for decision making and the provision of expert advice to other areas of the organisation. Employees would be expected to undertake the control and coordination of a significant work area. Employees require a good understanding of the long term goals of the Guild.



In addition positions at this level may be identified by the level of responsibility for decision making, the exercise of judgement and delegated authority and the provision of expert advice.



Positions demand responsibility for decision making within the constraints of organisational policy and require employees to provide advice and support to all facets of the organisation.

Some or all of the following are needed to perform work at this level: 

comprehensive knowledge of organisational policies and procedures;



application of a high level of discipline knowledge;

Requirements of the job



Skills, knowledge, experience, qualifications and/or training

qualifications are generally beyond those normally acquired through tertiary education alone, typically acquired through completion of higher education qualifications to degree level and extensive relevant experience; or



lesser formal qualifications with acquisition of considerable skills and extensive relevant experience to an equivalent standard; or



a combination of experience, expertise and competence sufficient to perform the duties required at this level.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value: Responsibilities



undertake managerial or specialised functions under a wide range of conditions to achieve results in line with divisional/corporate goals;



exercise managerial control, involving the planning, direction, control and evaluation of operations which include providing analysis and

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interpretation for either a major single discipline or multi-discipline operation;

Organisational Relationships



develop work practices and procedures for various projects;



establish work area outcomes;



prepare budget submissions;



develop and implement significant operational procedures;



review operations to determine their effectiveness;



develop appropriate methodology and apply proven techniques in providing specialised services;



provide advice on policy matters and contribute to its development;



provide a consultancy service to a wide range of clients;



conceptualise, develop and review major professional management or administrative policies at the corporate level;



negotiate on behalf of and represent the organisation at a high level, including with other organisations, peak bodies, national organisations and government.



works under broad direction;



normally supervises other employees and establish and monitor work outcomes.



manage work area;



has significant delegated authority;



decisions and actions taken at this level may have significant effect on programme/projects areas being managed.

Extent of Authority

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8. Level 8

Characteristics of the Level



At this level, employees are subject to broad direction and exercise managerial responsibility. In addition, employees may operate as a senior specialist providing multi-functional advice to either various Divisions or directly to the Guild.



General features of this level require the employee’s involvement in the initiation and formulation of extensive projects/programmes which impact on the Guild's goals and objectives. Employees are involved in the identification of current and future options and the development of strategies to achieve desired outcomes.



Additional features include providing financial, specialised, technical and professional and/or administrative advice on policy matters.



In addition employees will be required to develop and implement techniques, work practices and procedures in all facets of the work area to achieve corporate goals.



Employees at this level require a high level of proficiency in the application of theoretical or scientific approaches in the search of optimal solutions to new problems and opportunities, which may be outside of the original field of specialisation.



Positions at this level will demand responsibility for decision-making within the constraints of divisional/corporate policy and require the employee to provide advice and support to other areas of the organisation. Employees at this level will have significant impact upon Guild policies and programmes and will be required to provide initiative, the ability to formulate, implement, monitor and evaluate projects and/or programmes.



Positions at this level may be identified by the significant independence of action within the constraints of the Division or corporate policy.



Employees would bring a multi-perspective understanding to the development, carriage, marketing and implementation of new policies. Devising new ways of adapting the organisations strategies to new and externally generated demands.

Some or all of the following are needed to perform work at this level:

Requirements of the job Skills, knowledge, experience, qualifications and/or training



detailed knowledge of Guild policy, programmes and the procedures and practices;



high level of discipline knowledge;



detailed knowledge of statutory requirements;



qualifications are generally beyond those normally acquired through a degree course and experience in the field of specialist expertise. (Could be acquired through further formal qualifications in field of expertise or in management); or

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

qualifications together with the acquisition of considerable skills and extensive and diverse experience relative to an equivalent standard; or



a combination of experience, expertise and competence sufficient to perform the duties of the position.

To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:

Responsibilities

Organisational Relationships Extent of Authority



undertake work of significant scope and/or complexity. Major portion of the work requires initiative;



undertake duties of innovative, novel and/or critical nature with little or no professional direction;



undertake functions across a range of administrative, specialist or operational areas which include specific programmes/activities, management of service delivery and the provision of high level advice;



provide specialist advice on policy matters and contribute to the development/review of policies;



manage extensive projects/programmes in accordance with divisional/corporate goals. This may require the development, implementation and evaluation of those goals;



administer complex policy and programme matters;



offer consultancy service;



evaluate and develop/revise methodology techniques and/or the application of a high level of analytical skills in the attainment and satisfying of Guild objectives;



contribute to the development of operational policy;



assess and review the standards and work of other professional personnel/external consultants;



provide complex, significant and high level of creative planning, programme managerial functions with clear accountability for programme performance;



develop and recommend on-going plans and programmes for the Guild.



works under broad direction;



manage a work area of the Guild at a higher level of ability;

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

authority to implement and initiate change in area of responsibility within organisational goals and constraints;



exercise control of organisational elements, accountable for the quality, effectiveness, cost and timeliness of programmes/projects under their control;



solutions to problems require analytical approach and elements of development and creativity within the scope of divisional/corporate policies. Methods, procedures and processes are less well defined and employees are expected to contribute to their development and adaptation.

ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Guild Senate

Date Issued:

Rev No: 001

Page 78 of 81

SCHEDULE B – CLASSIFICATION PROCESS 1. These procedures shall be used for the classification of all employee positions in the Guild with the exception of temporary positions of 7 months or less, in the following circumstances: 1.1. when a position is created or redesigned; 1.2. where the duties and responsibilities have changed to the extent that it is considered by the incumbent and/or Operations Manager that the position is no longer appropriately classified. 2. New Positions 2.1. Where a new position is created the Operations Manager will create a Position Description based on the requirements of the role. 2.2. The new position will be assessed based on the Classification Tables in Schedule A to ascertain the most appropriate level of responsibility and remuneration and will align with the relevant Salary Tables in Schedule C. 3. Position Description Reviews 3.1. A review of a position description can be instigated by either the Employee or Operations Manager. 3.2. Where a review is requested the request will be made to the Employee or the Operations Manager in writing. 3.3. The Operations Manager and Employee will meet within 28 days of the request being made. 3.4. Position description reviews will not necessarily mean that the level of remuneration will change, however, the Operations Manager will assess the proposed changes inclusive of additional duties added or duties removed in line with the Classification Structure and Definitions in Schedule A. 3.5. Where significant changes are requested by either the Employee or the Operations Manager which require a movement in the classification of the position, the process in clause 5.2 will be enacted. 3.6. Any changes to the position description shall be agreed in consultation with the Employee and Operations Manager and shall be signed by both parties. 3.7. Where agreement cannot be reached and there is no change to the classification of the position, the Employee or Operations Manager can refer the matter to the Guild Senate for a decision. 4. Reclassifications ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Guild Senate

Date Issued:

Rev No: 001

Page 79 of 81

4.1. The process as defined in clause 5.2 will be carried out to review any request for reclassification.

ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Guild Senate

Date Issued:

Rev No: 001

Page 80 of 81

SCHEDULE C – TABLE OF SALARIES

Level 1.1 1.2 1.3 1.4 2.1 2.2 2.3 2.4 3.1 3.2 3.3 3.4 4.1 4.2 4.3 4.4 5.1 5.2 5.3 5.4 6.1 6.2 6.3 6.4 7.1 7.2 7.3 7.4 8.1 8.2 8.3 8.4

$ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

3.50% 1/01/2022 56,891 58,425 60,988 63,551 66,112 67,656 68,959 71,008 73,571 75,110 76,647 78,697 81,257 82,795 84,097 86,149 88,710 91,273 93,834 96,397 98,960 102,548 106,133 109,210 111,774 115,361 118,946 122,026 124,587 127,920 130,997 134,070

$ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

3.50% 1/01/2023 58,882 60,470 63,123 65,776 68,426 70,024 71,372 73,493 76,146 77,739 79,329 81,451 84,101 85,693 87,040 89,164 91,815 94,468 97,118 99,771 102,424 106,137 109,847 113,032 115,686 119,398 123,110 126,297 128,948 132,397 135,582 138,762

$ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

3.50% 1/01/2024 60,943 62,587 65,332 68,078 70,821 72,475 73,870 76,065 78,811 80,460 82,106 84,302 87,045 88,692 90,087 92,285 95,029 97,774 100,517 103,263 106,008 109,852 113,692 116,988 119,735 123,577 127,418 130,717 133,461 137,031 140,327 143,619

$ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

3.50% 1/01/2025 63,076 64,777 67,619 70,460 73,299 75,011 76,456 78,728 81,569 83,276 84,979 87,253 90,092 91,797 93,240 95,515 98,355 101,196 104,035 106,877 109,719 113,697 117,671 121,083 123,926 127,902 131,878 135,292 138,132 141,827 145,239 148,646

ECU GUILD-IN-CONFIDENCE: This document is uncontrolled when printed. Its accuracy can only be guaranteed when viewed electronically.

Document Owner: Operations Manager

Authorised by Guild Senate

Date Issued:

Rev No: 001

$ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

3.50% 1/01/2026 65,284 67,044 69,985 72,927 75,865 77,637 79,132 81,483 84,424 86,190 87,954 90,307 93,245 95,009 96,503 98,858 101,797 104,738 107,677 110,618 113,559 117,676 121,790 125,320 128,263 132,379 136,494 140,027 142,967 146,791 150,322 153,848

Page 81 of 81

Edith Cowan University Student Guild 34.215, 270 Joondalup WA 6027 T +61 8 6304 2640 | W ecuguild.org.au E operations@ecuguild.org.au ABN: 87 081 487 187

Dear Deputy President Ashbury Edith Cowan University Student Guild Enterprise Agreement 2021 (AG2021/7598) Undertaking (S.190 of the Fair Work Act 2009) I, Lisa Claire Dwyer, Operations Manager have the authority given to me by Edith Cowan University Student Guild to give the following undertaking with respect to the Edith Cowan University Student Guild Enterprise Agreement 2021:

1. Parental leave: Clause 6.6.5 and Clause 6.6.8.1.2 of the Agreement provides for parental leave and defines a child for the purposes of adoption as being under 5 years old. S.68(a) of the Fair Work Act 2009 will prevail to the extent of the inconsistency as follows: “An employee is not entitled to adoption‑related leave unless the child that is, or is to be, placed with the employee for adoption: (a) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child”

2. Personal/carer’s leave: Clause 6.2.9.1 of the Agreement provides The Employee must make all reasonable effort to advise their direct Line Manager as soon as is reasonably practicable and prior to the 8am on the day of any absence. S.107(2)(a) of the Fair Work Act 2009 will prevail as follows: “The notice: (a) must be given to the employer as soon as practicable (which may be a time after the leave has started); and (b) must advise the employer of the period, or expected period, of the leave.”

3. Public holiday: Clause 16.6.1 of the Agreement lists the days that are considered to be a public holiday, however the list does not include “any other day, or part-day, declared or prescribed by or under a law of a State or Territory to be observed generally within the State or Territory” as provided for by section 115(1)(b) of the Fair Work Act 2009. The Guild undertakes that a public holiday includes any other day, or part-day, declared or prescribed by or under a law of a State or Territory to be observed generally within the State or Territory.

4. Abandonment: Clause 8.4 does not specifically provide that employees deemed to have abandoned their employment in accordance with this clause will be afforded their minimum notice of termination entitlement as per s.117(3) of the Fair Work Act. The Guild undertakes that Employees considered under Clause 8.4 to have abandoned their Employment will be afforded proper notice as per Clause 8.1.1.1, 8.1.1.2 and 8.1.1.3. Signed

Operations Manager 14/10/2021

Schedule 2.2

Model flexibility term (regulation 2.08)

Model flexibility term (1)

An employer and employee covered by this enterprise agreement may agree to make an individual flexibility arrangement to vary the effect of terms of the agreement if: (a) the agreement deals with 1 or more of the following matters: (i) arrangements about when work is performed; (ii) overtime rates; (iii) penalty rates; (iv) allowances; (v) leave loading; and (b) the arrangement meets the genuine needs of the employer and employee in relation to 1 or more of the matters mentioned in paragraph (a); and (c) the arrangement is genuinely agreed to by the employer and employee.

(2) The employer must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Fair Work Act 2009; and (b) are not unlawful terms under section 194 of the Fair Work Act 2009; and (c) result in the employee being better off overall than the employee would be if no arrangement was made. (3) The employer must ensure that the individual flexibility arrangement: (a) is in writing; and (b) includes the name of the employer and employee; and (c) is signed by the employer and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; and (d) includes details of: (i) the terms of the enterprise agreement that will be varied by the arrangement; and (ii) how the arrangement will vary the effect of the terms; and (iii) how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement; and (e) states the day on which the arrangement commences. (4) The employer must give the employee a copy of the individual flexibility arrangement within 14 days after it is agreed to. (5) The employer or employee may terminate the individual flexibility arrangement: (a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if the employer and employee agree in writing — at any time.

Senate Training First name Last name Rizly Abdue Rizly Abdue Rizly Abdue Rizly Abdue Rizly Abdue Rizly Abdue Stephen Adkin Stephen Adkin Stephen Adkin Stephen Adkin Stephen Adkin Zoe Carter Sadaf Darab Sadaf Darab Sadaf Darab Sadaf Darab Sadaf Darab Sadaf Darab Sadaf Darab Ethan Furlong Ethan Furlong Ethan Furlong Ethan Furlong Ethan Furlong Ethan Furlong Ethan Furlong Amber Rose Hsi Amber Rose Hsi Amber Rose Hsi Mohit Raman Mohit Raman Mohit Raman Mohit Raman Mohit Raman Mohit Raman Zair Rizvi Sarah Rizwan Sarah Rizwan Sarah Rizwan Muhammad (Bilal) Shaikh Muhammad (Bilal) Shaikh Muhammad (Bilal) Shaikh Muhammad (Bilal) Shaikh Muhammad (Bilal) Shaikh Muhammad (Bilal) Shaikh Muhammad (Bilal) Shaikh

Certification name AHA Hospitality & Tourism COVID-19 Hygiene Course ECU Induction I'M ALERT Food Safety Manual Handling TAG Online Board Training Workplace Bullying and Harassment Awareness ECU Induction I'M ALERT Food Safety Manual Handling Sexual Assault Referral Centre Training (SARC) Workplace Bullying and Harassment Awareness ECU Induction AHA Hospitality & Tourism COVID-19 Hygiene Course ECU Induction I'M ALERT Food Safety Manual Handling Sexual Assault Referral Centre Training (SARC) TAG Online Board Training Workplace Bullying and Harassment Awareness AHA Hospitality & Tourism COVID-19 Hygiene Course ECU Induction I'M ALERT Food Safety Manual Handling Sexual Assault Referral Centre Training (SARC) TAG Online Board Training Workplace Bullying and Harassment Awareness ALLY Training - Part 1 ALLY Training - Part 2 TAG Online Board Training AHA Hospitality & Tourism COVID-19 Hygiene Course ECU Induction I'M ALERT Food Safety Manual Handling Sexual Assault Referral Centre Training (SARC) Workplace Bullying and Harassment Awareness Workplace Bullying and Harassment Awareness ECU - Health & Safety for Leaders (Staff Kiosk) TAG Online Board Training WHS Act 2020 Duties AHA Hospitality & Tourism COVID-19 Hygiene Course ECU Induction I'M ALERT Food Safety Manual Handling Sexual Assault Referral Centre Training (SARC) TAG Online Board Training Workplace Bullying and Harassment Awareness

Completion date 1/12/2021 26/11/2021 3/12/2021 26/11/2021 14/12/2021 26/11/2021 26/11/2021 26/11/2021 8/12/2021 26/11/2021 8/12/2021 3/12/2021 26/11/2021 26/11/2021 26/11/2021 26/11/2021 26/11/2021 22/11/2021 26/11/2021 26/11/2021 21/11/2021 26/11/2021 26/11/2021 26/11/2021 21/11/2021 26/11/2021 5/11/2021 5/11/2021 3/10/2021 26/11/2021 26/11/2021 1/12/2021 1/12/2021 26/11/2021 26/11/2021 26/11/2021 16/12/2021 8/12/2021 25/12/2021 30/11/2021 26/11/2021 26/11/2021 30/11/2021 26/11/2021 24/11/2021 30/11/2021

Senate Training

Staff Training First name Lisa Lisa Lisa Paul Paul Paul Melissa Melissa Samuel Samuel Samuel Samuel Lauren

Last name Dwyer Dwyer Dwyer Harnett Harnett Harnett Johnston Johnston Le Page Le Page Le Page Le Page Reed

Certification name Completion date ECU Induction 17/11/2021 Overview of WA WHS Act 2020 26/11/2021 WHS Act 2020 Duties 26/11/2021 I'M ALERT Food Safety 7/12/2021 Responsible Service of Alcohol 8/10/2021 Time Management - Organising Yourself 30/11/2021 Overview of WA WHS Act 2020 2/12/2021 WHS Act 2020 Duties 2/12/2021 ALLY Training - Part 1 5/11/2021 ALLY Training - Part 2 5/11/2021 Sexual Assault Referral Centre Training (SARC) 9/12/2021 Trans 101 training â€“ TransFolk of WA 22/10/2021 Effective Delegation Training 24/11/2021

Guild Student Survey 2021 (with 2020 comparisons) Preamble As part of the Guild’s SSAF responsibilities we are required to survey the Students across ECU inQuarter 3 to ascertain the satisfaction of the population with Guild Services and Supports. The Guild Student Survey for 2021 was conducted in September 2021 and was launched on the 3rd September and closed on the 30th September 2021. The Guild received 263 responses to the survey, up from 147 responses in 2020. Results Demographics of Respondents Mode of study 73% of respondents studied on campus, whilst 27% studied online or externally (a change of 9%).

2020 Mode of Study 18%

2021 Mode of Study

27%

73%

82%

On Campus

Online/External

On Campus

Online/External

Domestic vs International Students 80% or the students that responded to the survey were Domestic Students, a 19% jump from 2020. International students made up 20% of the respondents.

2020 Domestic or International Student

2021 Domestic Vs International Student

20% 39% 61% 80%

Domestic

International

Domestic

International

Primary Campus of Study Students were asked to tell us what their primary campus of study was, that is, the campus that they attend the majority of the time when engaging in University study. The majority of respondents studied from the Joondalup Campus with only small proportions studying at other campuses or online/externally. The percentage of external student responses doubled from 2020.

2020 Primary Campus of Study 8% 11%

18% 63%

Joondalup

Mount Lawley

South West

External

2021 Primary Campus of Study

16% 7% 19%

Joondalup

Mount Lawley

58%

South West

External

Guild Membership Status Of those surveyed 11% stated that they were not Guild Members whilst 15% were unsure of their membership status. There was a marginal increase in Guild Membership by 3% from 2020.

2020 Guild Membership

18%

11%

71%

Guild Member

Not a Guild Member

Unsure

2021 Guild Membership

15% 11%

74%

Guild Member

Not a Guild Member

Unsure

On Campus Facilities and Services Joondalup Knowledge of Guild Office Location on Campus We asked Students if they were aware of the location of the Guild offices on Campus, 75% students surveyed who study at the Joondalup campus knew where the Joondalup offices were. This is a slight increase on 2020 results.

2020 Knowledge of Guild Location on Campus (Joondalup)

29%

71%

Yes

Guild Service Ratings Students were asked to rate the Guild services on Campus, including the Stationary Store, Second Hand Bookshop, Guild Common Area and Guild Kitchen. Student computers were not measured this year as expansion of Guild senate and staff meant the office no longer had capacity for student computers. The majority of students stated that they had never used the listed Guild services. 67% of students that had used the services rated the Guild kitchen 4 and above, 68% of students rated the Guild common area and Stationary Store 4 and above. And over half of those surveyed that have used Guild facilities rated all other facilities as 4 or above. The Guild common area and Guild Kitchen ratings were down 14% and 12% respectively. The Guild common area had the largest drop by 14% from 2020. The Guild Kitchen Area dropped by 12%.

2020 % Respondants Rating 4 and over

60%

79%

Guild Kitchen Guild Common Area Student Computers

63% 82%

Second Hand Bookshop Stationary Store

73%

2021 % Respondants Rating 4 and over Guild Kitchen 68%

62%

67%

68%

Guild Common Area Second Hand Bookshop Stationary Store

90 80 70 60 50

2020 % Respondants Rating 4 and over

40 30

2021 % Respondants Rating 4 and over

20 10 0 Guild Kitchen

Guild Common Area

Second Stationary Hand Store Bookshop

2020 Ratings for Guild Services (Joondalup) Stationary Store Second Hand Bookshop Student Computers Guild Common Area Guild Kitchen 0

Guild Kitchen

Guild Common Area

Student Computers

Never Used

Second Hand Bookshop 33

1 (Poor)

100

Stationary Store 42

3 (Average)

5 (Excellent)

2021 Ratings for Guild Services (Joondalup) Stationary Store Second Hand Bookshop Guild Common Area Guild Kitchen 0

100

120

140

Guild Kitchen 93

Guild Common Area 84

Second Hand Bookshop 75

Stationary Store 71

1 (Poor)

3 (Average)

5 (Excellent)

Never Used

160

General Student Feedback Students were asked to rate the Guild across various aspects. On the whole, students generally feel supported by the Guild and responded that the Guild is a trustworthy organisation who provide quality services to students. Over half of the students either agreed or strongly agreed with the majority of the statements about Guild services. 64% of students either agreed or strongly agreed that they knew how to contact the Guild

2020 % Respondants Strongly Agree or Agree I understand the role of the Guild I am made to feel welcome at the Guild

62%

69%

65%

54%

46%

58%

I know how to contact the Guild The Guild provides high quality services to students The Guild provides high quality facilities to students

77%

2021 % Respondants Strongly Agree or Agree (Joondalup) I understand the role of the Guild 60%

47%

60%

I am made to feel welcome at the Guild 61%

I know how to contact the Guild The Guild provides high quality services to students

52% 64% 64%

The Guild provides high quality facilities to students I can rely on the Guild to advocate on my behalf

90 80 70 60 50 40 30 20 10 0

2020 % Respondants Strongly Agree or Agree 2021 % Respondants Strongly Agree or Agree

2020 General Guild Feedback (Joondalup) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to students The Guild provides high quality services to students I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

The Guild The Guild I understand I am made to I know how to provides high provides high the role of the feel welcome contact the quality quality Guild at the Guild Guild services to facilities to students students 3 4 1 3 2

Strongly Agree

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

Agree

Neutral

Disagree

Strongly Disagree

2021 General Guild Feedback (Joondalup) The Guild is trustworthy The Guild provides high quality facilities to students I know how to contact the Guild I understand the role of the Guild 0

Strongly Agree

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

Agree

Neutral

Disagree

Strongly Disagree

Mount Lawley Knowledge of Guild Office Location on Campus 80% students surveyed who study at the Mount Lawley campus knew where the Guild offices were. This was up from 65% in 2020.

2020 Knowledge of Guild Location on Campus (Mount Lawley)

35%

65%

Yes

2021 Knowledge of Guild Location on Campus (Mount Lawley) 0% 20%

80%

Yes

No Response or N/A

Guild Service Ratings Students were asked to rate the Guild services on Campus, including the Second Hand Bookshop, Student Computer Provision, Guild Common Area and Guild Kitchen. The majority of students stated at they had never used the listed Guild services. Of those services and facilities surveyed the Second Hand Bookshop and Guild Common Area increased in ratings from 2020 by 17% and 14%.

2020 % Respondants Rating 4 and over at Mt Lawley Campus

50%

Guild Kitchen

64%

Guild Common Area Student Computers 86%

50%

Second Hand Bookshop

2021 % Respondants Rating 4 and over Mt Lawley Campus

67%

62% Guild Kitchen Guild Common Area Student Computers Second Hand Bookshop

64% 86%

100 90 80 70 60 2020 % Respondants Rating 4 and over

50 40

2021 % Respondants Rating 4 and over

30 20 10 0 Guild Kitchen

Guild Common Area

Student Computers

Second Hand Bookshop

2020 Guild Services Rating (Mount Lawley) Second Hand Bookshop Student Computers Guild Common Area Guild Kitchen 0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Guild Kitchen 15

Guild Common Area 14

Student Computers 12

Second Hand Bookshop 14

1 (Poor)

3 (Average)

5 (Excellent)

Never Used

2021 Guild Services Rating (Mount Lawley) Second Hand Bookshop Student Computers Guild Common Area Guild Kitchen 0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Guild Kitchen 30

Guild Common Area 23

Student Computers 23

Second Hand Bookshop 33

1 (Poor)

3 (Average)

5 (Excellent)

Never Used

General Student Feedback Students were asked to rate the Guild across various aspects. On the whole, students generally feel supported by the Guild and responded that the Guild is a trustworthy organisation who provide quality services to students. Over half of the students either agreed or strongly agreed with the majority of the statements about Guild services. Similar to the Joondalup Campus, 67% of students either agreed or strongly agreed that they knew how to contact the Guild.

2020 General Mount Lawley Student Feedback % Respondants Strongly Agree or Agree I understand the role of the Guild 62%

16%

I am made to feel welcome at the Guild I know how to contact the Guild 65%

54%

The Guild provides high quality services to students The Guild provides high quality facilities to students

46%

58%

I can rely on the Guild to advocate on my behalf

77%

The Guild is trustworthy

2021 General Mount Lawley Feedback % Respondants Strongly Agree or Agree

I understand the role of the Guild 67%

73%

I am made to feel welcome at the Guild I know how to contact the Guild 65%

59%

The Guild provides high quality services to students The Guild provides high quality facilities to students

53%

67%

I can rely on the Guild to advocate on my behalf The Guild is trustworthy

55%

2020 vs 2021 % Respondants 90 80 70 60 50 40 30 20 10 0 I understand I am made to I know how to The Guild The Guild the role of the feel welcome contact the provides high provides high Guild at the Guild Guild quality services quality to students facilities to students 2020 % Respondants Strongly Agree or Agree

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

2021 % Respondants Strongly Agree or Agree

2020 General Guild Feedback (Mount Lawley) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to students The Guild provides high quality services to students I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

Strongly Agree

The Guild The Guild I can rely on I understand I am made to I know how to provides high provides high the Guild to the role of the feel welcome contact the quality quality advocate on Guild at the Guild Guild services to facilities to my behalf students students 3 4 1 3 2 2

The Guild is trustworthy 3

Agree

Neutral

Disagree

Strongly Disagree

2021 General Guild Feedback (Mount Lawley) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to… The Guild provides high quality services to… I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

Strongly Agree

The Guild The Guild I can rely on I understand I am made to I know how to provides high provides high the Guild to the role of feel welcome contact the quality quality advocate on the Guild at the Guild Guild services to facilities to my behalf students students 9 16 12 11 7 9

The Guild is trustworthy 15

Agree

Neutral

Disagree

Strongly Disagree

South West Knowledge of Guild Office Location on Campus 68% students surveyed who study at the South West campus knew where the Guild offices were. This is down from 76% last year.

2020 Knowledge of Guild Location on Campus

24%

76%

Yes

2021 Knowledge of Guild Location on Campus

32%

68%

Yes

Guild Service Ratings Students were asked to rate the Guild services on campus, including the Second Hand Bookshop, Student Computers, Kitchen Items and Free Photocopying. 54% and above of students rated the free photocopying and student computers 4 and above. 0% of students surveyed who are studying at the South West Campus rated the Second Hand Bookshop as 4 or above. 29% of students rated the free kitchen items 4 and above.

2020 % Respondants Rating 4 and over

50% 83% Free Photocopying Free Bread/Fruit

73%

Free Tea/Coffee Student Computers Second Hand Bookshop

87%

92%

2021 % Respondants Rating 4 and over 0%

54%

60%

29%

Free Photocopying

Free Kitchen Items

Student Computers

Second Hand Bookshop

2020 Guild Services Ratings (South West) Second Hand Bookshop Student Computers Free Tea/Coffee Free Bread/Fruit Free Photocopying 0

Free Photocopying

Free Bread/Fruit

Free Tea/Coffee

Student Computers

Never Used

Second Hand Bookshop 5

1 (Poor)

3 (Average)

5 (Excellent)

2021 Guild Services Ratings (South West)

Second Hand Bookshop Student Computers Free Kitchen Items Free Photocopying 0

Free Photocopying

Free Kitchen Items

Student Computers

Never Used

Second Hand Bookshop 11

1 (Poor)

3 (Average)

5 (Excellent)

2020 General Southwest Student Feedback % Respondants Strongly Agree or Agree I understand the role of the Guild 53%

71%

I am made to feel welcome at the Guild 71%

I know how to contact the Guild

65% The Guild provides high quality services to students 65%

The Guild provides high quality facilities to students I can rely on the Guild to advocate on my behalf

76%

The Guild is trustworthy

76%

2021 % Respondants Strongly Agree or Agree I understand the role of the Guild 63%

79%

I am made to feel welcome at the Guild I know how to contact the Guild

53% 63% 58% 74% 58%

The Guild provides high quality services to students The Guild provides high quality facilities to students I can rely on the Guild to advocate on my behalf

2020 vs 2021 % Respondants Strongly Agree or Agree 90 80 70 60 50 40 30 20 10 0 I understand the I am made to feel I know how to The Guild role of the Guild welcome at the contact the Guild provides high Guild quality services to students 2020 % Respondants Strongly Agree or Agree

The Guild I can rely on the provides high Guild to advocate quality facilities on my behalf to students

The Guild is trustworthy

2021 % Respondants Strongly Agree or Agree

2020 General Guild Feedback (South West) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to students The Guild provides high quality services to students I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

Strongly Agree

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

Agree

Neutral

Disagree

Strongly Disagree

2021 General Guild Feedback (South West) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to students The Guild provides high quality services to students I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

Strongly Agree

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

Agree

Neutral

Disagree

Strongly Disagree

Online/External Students Knowledge of Guild Office Location on Campus Online or External Students were not asked whether they were aware of the Guild’s location on campus. Guild Service Ratings Online or External Students were not asked to rate in campus services due to the nature of their engagement with ECU education. General Student Feedback Students were asked to rate the Guild across various aspects. 63% or less of External or Online students feel supported by the Guild and responded that the Guild is a trustworthy organisation who provide quality services to students.

2021 % Respondants Strongly Agree or Agree I understand the role of the Guild 46%

46%

I am made to feel welcome at the Guild

30%

I know how to contact the Guild

35%

The Guild provides high quality services to students

39%

The Guild provides high quality facilities to students

63% 39%

I can rely on the Guild to advocate on my behalf

2020 vs 2021 70% 60% 50% 40% 30% 20% 10% 0% I I am made I know how understand to feel to contact the role of welcome at the Guild the Guild the Guild

The Guild provides high quality services to students

The Guild I can rely on The Guild is provides the Guild to trustworthy high quality advocate on facilities to my behalf students

2020 % Respondants Strongly Agree or Agree 2021 % Respondants Strongly Agree or Agree

2021 General Guild Feedback (External/Online) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to students The Guild provides high quality services to students I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

Strongly Agree

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

Agree

Neutral

Disagree

Strongly Disagree

Overall Feedback (All Campuses/Modes of Study) Overall over 50% of students feel supported by the Guild and responded that the Guild is a trustworthy organisation who provide quality services to students.

2020 General Student Feedback (All Campuses) % Respondants Strongly Agree or Agree I understand the role of the Guild 57%

68%

I am made to feel welcome at the Guild I know how to contact the Guild 62%

56%

The Guild provides high quality services to students 51%

59% 74%

The Guild provides high quality facilities to students I can rely on the Guild to advocate on my behalf The Guild is trustworthy

2021 % Respondants Strongly Agree or Agree I understand the role of the Guild 62%

64%

50%

I am made to feel welcome at the Guild I know how to contact the Guild

56%

The Guild provides high quality services to students 50%

The Guild provides high quality facilities to students

66% 51%

I can rely on the Guild to advocate on my behalf

2020 vs 2021 80% 70% 60% 50% 40% 30% 20% 10% 0% I understand the I am made to feel I know how to The Guild The Guild I can rely on the role of the Guild welcome at the contact the Guild provides high provides high Guild to advocate Guild quality services quality facilities on my behalf to students to students 2020 % Respondants Strongly Agree or Agree

The Guild is trustworthy

2021 % Respondants Strongly Agree or Agree

2021 General Student Feedback (All Campuses/Modes) The Guild is trustworthy I can rely on the Guild to advocate on my behalf The Guild provides high quality facilities to students The Guild provides high quality services to students I know how to contact the Guild I am made to feel welcome at the Guild I understand the role of the Guild 0

Strongly Agree

100

120

140

160

180

I can rely on the Guild to advocate on my behalf

The Guild is trustworthy

Agree

Neutral

Disagree

Strongly Disagree

Guild Events and Activities 2020/2021 Event Attendance We asked Students if they had attended any Guild events during the 2020/2021 period. Just 37% of those students surveyed had attended a Guild Event.

2021 Guild Event Attendance 0%

37%

63%

Yes

No Response

2020 Guild Event Attendance 0%

38%

62%

Yes

No Response

Joondalup Events Of those students who stated that Joondalup was their primary campus, over half rated Guild events and activities as 4 or 5 (Excellent). A large proportion of students stated that they had not attended the listed Guild Events.

2021 % Respondants Rating 4 and over Joondalup Events Guild Ball (Joondalup) Student Christmas Party Guild Fair 71%

Pantheon Party

64% 72%

80%

Greatest Showman Watch Party Lunar New Year

77%

64%

AQWA Excursion 54%

61%

Undergraduate Jobs Forum Vibes Virtual Online

57%

60%

Ramadan Optus Halo Walk

70%

57%

Optus Stadium Tour Market Day

60%

83%

Guild Bowling Night ÚV Blacklight Party

67% 76% 58%

Multicultural Fest Guild BBQS Auslan Classes

60% 67% 60% 61%

50%

63%

First Aid Training Clubs Carnival Sem 2 Equity Fashion Show Chill Out Games Night Escape Room

Escape Room Chill Out Games Night Equity Fashion Show Clubs Carnival Sem 2 First Aid Training Auslan Classes Guild BBQS Multicultural Fest

Have Never Attended

ÚV Blacklight Party

Events

Guild Bowling Night

1 (Poor)

Market Day

Optus Stadium Tour Optus Halo Walk

3 (Average)

Ramadan Vibes Virtual Online

Undergraduate Jobs Forum AQWA Excursion

5 (Excellent)

Lunar New Year Greatest Showman Watch Party Pantheon Party Guild Fair Student Christmas Party Guild Ball (Joondalup) 0

Ratings

Mount Lawley Events Of those students who stated that Mount Lawley was their primary campus only a small proportion of respondents had attended Guild events. Quiz Nights at Bar of Edith had the highest percentage of responses above 4 and over, whereas Guild Fair was the most attended Mount Lawley event.

2021 % Respondants Rating 4 and over Mt Lawley Events

25%

67% Guild Ball (Joondalup Resort)

80%

Quiz Nights at Bar of Edith 86%

Guild Fair Pantheon Party First Aid Training

77%

Auslan Classes 78% 80%

Uni Mental Health Day Market Days Free Coffee at Grindhouse

50%

67%

Ice Skating

Free Coffee at Grindhouse

Market Days Have Never Attended

Events

Uni Mental Health Day 1 (Poor)

Auslan Classes

2 First Aid Training 3 (Average) Pantheon Party

Guild Fair

5 (Excellent)

Quiz Nights at Bar of Edith

Guild Ball (Joondalup Resort) 0

Rating

South West Events Of those students who stated that the South West Campus was their primary campus only a very small proportion of respondents had attended Guild events. The majority of events that were attended by South West students were rated as 4 or above with the exception of Guild Fair which had 8 respondents. Student Christmas Lunch, Pizza Nights, Cheese and Pool Shindig, Guild Ball and Pantheon received no responses.

2021 % Respondants Rating 4 and over Bunbury events

100%

63% 100%

100%

Pantheon Party ECC

Guild Ball (Joondalup Resort)

Student Christmas Lunch

Swimming with Dolphins

Guild Fair

Guild Bowling Night

Escape Room

Pizza Nights

Auslan Classes

Cheese and Pool shindig

Auslan Classes

Pizza Nights Have Never Attended

Events

Escape Room 1 (Poor)

Guild Bowling Night

2 Guild Fair 3 (Average) Swimming with Dolphins

Student Christmas Lunch

5 (Excellent)

Guild Ball (Joondalup Resort)

Pantheon Party ECC 0

Ratings

General Events for Online or External Students (All Guild Events)

Axis Title

There were limited responses to questions asked about events by online or external student respondents, the majority had not attended events. The ECU Guild’s Multicultural Festival received the best feedback. Christmas Lunch Guild Fair Lunar New Year Greatest Showman Pantheon at ECC Cricket Tournament WA Museum Visit Swimming with Dolphins Chill Out Games Night Optus Stadium Tour Optus Halo Walk Uni Mental Health Day Vibes Virtual Online Guild Bowling Night Bunbury Guild Bowling Night Joondalup Escape Room Bunbury Escape Room AQWA Ramadan UV Blacklight Áuslan First Aid Training Undergrad Jobs Forum Equity Fashion Show Clubs Carnival Sem 2 Multicultural Festival Market Days

Have Never Attended 1 (Poor) 2 3 (Average) 4 5 (Excellent)

Axis Title

Value for Money Of those surveyed 78% of respondents indicated that Guild events offer value for money, this is the same as last year. 2% of respondents chose not to answer this question.

2020 Do Guild Events offer Value for Money?

2021 Do Guild Events offer Value for Money?

19%

20%

78%

Yes

No Response

78%

Yes

No Response

Guild Student Assist Support Awareness of GSA Services 53% of students are aware of the Guild Student Assist Services offered by the Guild. This is up 16% on 2020.

2020 Are you Aware of the Services that a Guild Student Assist Officer can provide? 2%

37%

61%

Yes

No Response

2021 Are you Aware of the Services that a Guild Student Assist Officer can provide? 0%

47% 53%

Yes

No Response

Support Received

Only 18% of respondents had received GSA services in the past.

2020 Have You Ever Received Advice or Support from The Guild Student Assist Service in the Past? 2%

22%

76%

Yes

No Response

2021 Have You Ever Received Advice or Support from The Guild Student Assist Service in the Past? 1% 18%

81%

Yes

No Response

Support Mode Preference Of the respondents over half of students indicated their preferred support method as email or face to face. Online chat, was next with 17% followed by 11% and 7% of students choosing Telephone and Video Conferencing respectively as their next preferred method. There was only a maximum of 3% variation from 2020’s results.

2021 How Would You Prefer to Receive Support From a Student Assist Officer? 0%

Face to Face 7% Email

Online Chat

30%

11%

Telephone I don't think I will need the GSA services now or in the future

17% 26%

Video Conference

Campus Preference Of the respondents 49% would prefer to receive support at the Joondalup Campus, 23% at Mount Lawley Campus and 6% at the South West Campus. 22% of respondents indicated that they would prefer their support via a virtual method.

2021 In Considering Face to Face GSA Appointments, What Campus Would You Prefer to Attend for Student Support? 0%

Joondalup 22% Mount Lawley

Bunbury

None - I would prefer to get advice and support through other methods (Email, Telephone, Video Conferencing etc.

49%

23%

Training and Development Awareness of Training Opportunities 37% of students indicated that they were aware that the Guild offered free or subsidised training opportunities. This is down from up 12% of students in 2021.

2021 Are You Aware That The Guild Offers or Subsidises Some Training and Development Opportunities for Students? 1%

37%

62%

Yes

No Response

Guild Senate Awareness of Senators 85% of students indicated that they did not know who the Guild Senators were for the 2021 term. This is down by 3% from 2020.

Do you know who your Guild Senate are for 2021? 1% 14%

Yes No No Response

85%

Conclusion Whilst there was a 55% increase on respondents from 2020, the response rate is still quite low for a population of 20,000+ students. This year respondents were overwhelmingly represented by on campus domestic students, the majority based at the Joondalup campus. Joondalup Services & Facilities The Guild Kitchen and the Guild Common Area received lower ratings than the previous year. This could be due to the expansion of the Guild operational space that limited lounge space available for students. 64% of respondents said they knew how to contact the Guild which was up from 46% in 2020. However, there was a drop in the “The Guild provides high quality services to students”, “I can rely on the Guild to advocate on my behalf” and The Guild is trustworthy” categories. These are three categories the Guild should focus on increasing next year. Mount Lawley Services & Facilities 80% of Mount Lawley students surveyed said they knew where to locate the Guild. This is an increase of 15% on 2020 (65%). The Guild Kitchen and Guild Common Area both received increases in ratings 4 and above from 2020 results. It is positive to see 5 out of the 10 Mount Lawley specific events receive ratings over 70%. South West Services & Facilities 68% of Bunbury students said they knew where the Guild was located, down from 76% last year. This indicates there may not have been enough communication over the Guild’s office move to 7.105A. Guild Service ratings were lower in all categories when compared to 2020. There were 19 Bunbury respondents overall which is a very low sample. However those that attended events in Bunbury rated them highly. Of the 10 events surveyed only 7 were Bunbury specific. The external events held in the metro area received no responses from Bunbury students. Online/External Student Feedback 62% strongly agree or agree that they understand the role of the Guild, this is up from 42% in 2020. Whilst most other categories were slightly higher on last year, there was a 16% drop in students who agreed or strongly agreed that they knew how to contact the Guild.

Events and Activities Just 37% of students surveyed said they had attended a Guild event, 1% down on 2020. Whilst last year many events were prohibited by Covid restrictions, late 2020 and early 2021 saw a return to the Guild regular event schedule. Therefore the Guild could consider using the written feedback to delve further into what events students want on campus and what is prohibiting them from attending. Like last year the Guild must continue to work on increasing knowledge of our services across the University. Students still consider Guild events good value for money.

Guild Student Assist Services Awareness of the Guild Student Assist Service jumped from 37% in 2020 to 53% in 2021. 22% of students surveyed responded that they had received support from the Guild Student Assist Service in the past. They ways in which students would prefer to receive support stayed the same with face to face and email appointments preferred. Campus preference also remained similar with almost half of the respondents

preferring Joondalup. Training & Development 62% of students indicated they were not aware that the Guild offered or subsidises training opportunities, this is down from 75% in 2020 but still means over half the student population is unaware of the Guild service. Guild Senate 85% of students didn’t know who their current Guild Senate were, down slightly from 88% in 2020.

APPENDIX Some questions asked of respondent’s required free form text feedback. What follows is the text responses by students in terms of how the Guild could develop its services in the future.

General Comments about Guild Services - Joondalup            

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Dedicated and passionate team! Fantastic events hosted especially this year. More events over the weekend Love the free sausage sizzles Some of the common spaces need attention. More water fountains needed. This is my first semester, first year.. they made me very welcome explain and gave me a Guild gift pack I love how the student guild takes international students into account and organise events and services/ facilities for all students equally, Ecu Guild hosts really fun events during the year. I wish there were more events during the breaks. To be honest, I am a bit scared to go into the guild and use anything like the kitchen because it is always so quiet and just the staff are in there. It feels like I shouldn't be there! .service is good Its amazimg Better breakfast options for students would be fantastic of course and more engaging events if possible but hey you guys are doing a fantastic job already More services/facilities at Joondalup, sometimes cannot find things at the Mount Lawley Campus, but all okay. Would be great for more family events so us oldies (mature age) can bring our kids along but i do understand about the insurance and parents will have to supervise fully. I have experienced some of the services/facilities and they are upto the mark. the guild offers a kind, non-judgemental space for new students to ask questions The Guild member provides many facilities related to our study. They aware to students regarding campus life very well. They guide to students regarding how to do assignment and presentation in good form. love the events/ activities which ECU guild provides Never use them being off campus I have not used any of their services. I actually do not know what they do I have never been to the Joondalup campus. "Thank you very much for providing free tea and coffee! It makes a big difference, especially during the winter, for us poor uni students. I hope this will stay the same :)" good execution I don't know where it is on the Joondalup Campus, but when I studied at ML I used to go there all the time for the toast and coffee. I know it doesn't seem like a lot, but it was a massive help when I was struggling financially. They look great but I have not personally used them. Should prioritise the majority of students by providing and premoting more clubs and also doing things such as sausage sizzles or pancakes more often. I have not used this "I did have a friend who was in need of help for wrongly being accused of cheating (back then in Sem 1, 2020, the exams were online and coincidentally his notes and answers were similar to his gf who is also studying the same unit). Because of the type of facilities and help that is available at the guild, I was able to not be overly nervous for him, and was able to confidently ask him to trust the people from the guild. I am grateful that the guild does offer services where they stand by the students regardless what the matter is (and their main focus is for the students). "

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Great support at exam time All good Create good events! Very supportive the Guild is very welcoming and provides lots of information about the campus and can help if anyone is lost, and they are great to chat with No comments The guild runs a lot of events and sausage sizzles and things but to be honest I don't really know what it is or what we can do as a member. "I think the ECU Guild is fantastic. During COVID 19, giving out food packs to international students in need when they lost their jobs and supporting them right throughout their entire journey was amazing. These little things went a long way in making the students feel at ease at a time when they lost their income. Valuing the international student cohort is of utmost importance as they play an integral part in ECU's business model and the guild's services and facilities offered should continuously improve. It is good None I can think of. Excellent job in supporting students!!! They should promote more integration of International students with local students. I don't know much about the guild good variety - i like the events run outside the student hub I'm a mid entry student and wasn't really told much about the guild in my campus tour or by tuterors Never used them Haven't really used them much as I am primarily online independent support service and advocacy for students None. I never really used facilities with the Guild when on campus. Though my studies had been 90% online, I would go on campus on weekends to study or for mandatory exams. services and facilities are good. The focus is on full time students who are at campus during the day. The online students are not supported to facilitate engagement at times where they could attend, either online or in person (e.g. after hours). "It needs to be in a more central location and visible to students. Excellent help with sausage sizzle. Thank you. " "The guild has organised fun and inviting events around campus and their presence is well publicised. Unfortunately each time I have written to the guild regarding a student or university issue, as well as for general info, I have never received a response and I feel this has been frustrating and I don't rely on the guild to actually address student issues. " I do not have any thing to say about the services other than they are really good There is a huge communication gap and real effectiveness. It needs to be improved Promote where and what services are in offer especially for first years never used guild and not familiar with it I have been to a few of the events run by the guild (the Malaga escape room, the movie screening) and they are just amazing!! I'm so grateful for the guild putting on the events because they are also really affordable and I get to do really cool stuff. More events like this would be amazing! Good place to go and have a tea or coffee. excellent I don't really know much about the Guild or the services/facilities they offer Have not used so I am not commenting. Would be nice to bring back subscription with The West Australian

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I had a bad experience with Guild members that's why I'm not satisfied. I felt discriminated before when I was a new student and asking some assistance on how to borrow or buy a second hand book since that's what I can afford. I dont really use the facilities as the advertising for said services is extremly poor. I am mostly unaware of what facilities are available to me to use and when. and when i do go into the guild office it is intimidating almost like i shouldnt be there All Guild facilities are great. I haven't used any of the services/facilities offered by the Guild.

General Comments about Guild Services – Mount Lawley       

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Easy to find, welcoming I don't really understand the point/purpose and I'm confused if you have to pay to be a part of it? Is it just student council? "I'm a Ph.D student, and in my 30s so it's going to be good if there are more activities for mature students at Mt. Lawley It's not really comfortable to mingle with the bachelor degree students" "Great facilities, always clean Occasionally the Guild is closed during the middle of the day, there are no ""opening hours"" details available." It is quite disappointing that the ECU fitness club, or a varient, has not been re-established. The facilities are quite hidden and only suitable for very limited of students at any one time. It's very cosy and difficult to feel comfortable to hang around. But perhaps this isn't the intended purpose 😊 I don't know of any events that are held at Mount Lawley. The only ones see are for Joondalup All I can suggest is making it more obvious. Some of the facilities mentioned in this survey I didn't even know were available. And I also have no idea if I actually became a guild member or not. It seems quite vague and "need to know". It would be better if there was more of a mention, maybe more flyers. Also I'm at waapa so having the guild actually represented at waapa would make it easier for these students to know that the guild exists. SHould have more offerings at ML campus and not most at JO only I like that the kitchen always has dairy alternative milks. All good Great facilities and amenities available for students "I really enjoy attending events on campus and getting free stuff! Unfortunatly when there is excusion the bus takes them to the excusion from Joondalup campus. If there was a bus from Mount Lawley campus to the excusion I would be able to attend external events and so would other people. Also the Guild Student Assist Officer who I saw about finace wasn't able to help me in my situation as I wasn't eligable for any scholarships or grants. There needs to be a wider range of grants and scholarships for those facing finacial hardship and experiencing certaint problems. "I appreciate that the Guild are a vital part of student success, however until I had concerns about one of my assessments I was not aware of the services and assistance available through the Guild. That was probably my fault because despite all the email correspondence from the Guild, I didn't often take note. I though that the function of the Guild was mostly related to organising social events. I feel that the Guild has so much more to offer than Student Services, yet we are too often referred to the Student Hub rather than the Guild. I recognise that the functions are quite different, however the Student Hub refrain from referring students to the Guild on the occasions in which there should be a referral. I made contact with the Student Guild after I found out that there was considerable concern about the final results of a particular 3rd year unit. Following a discussion with a Unit Coordinator who prioritises student success, I was referred to the Guild. I was happy with the level of assistance that I received, in addition to the knowledge that I gained. Other students who sought assistance from Student Hub with the same concerns were advised to contact the Associate Dean who referred the matter to the third year coordinator. The 3rd year coordinator sought feedback via email to the student reps. The student reps compiled the email concerns/complaints (which were far fewer than the original number of complaints) forwarded the anonymous concerns to the 3rd year coordinator. I have queried the outcome of that process with one of the student reps who advised that nothing more was heard. I feel far more satisfied with the process that I went through. " I am very impressed with Dircksey magazine. It is exceptional Beyond student advocacy (E.g. Appealing marks etc), I'm not really aware of the services which the Guild offers. I only found out from this survey that the guild is responsible for the student lounge at ML. I like the student lounge. "I often go to eat in the guild area and there is only 2 tables, I like sitting in the guild how ever because it is quiet! There is no where else on campus that you can sit inside near a microwave where people aren't talking! I know this sounds rude but when you have kids at home sometimes you want silence!! I would love to see a common area with basic kitchen facilities that is a silent or very quiet section (just

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like the library has) Thanks for reading my feedback " "I did not know about the Guild kitchen that students had access too. I thought that it was just the offices for those who work/volunteer at the Guild. I only became aware by chance when talking to another student. I think providing fruit is a good idea. Not sure if it is a thing or not - but I do see an opportunity for students such as myself helping students that are struggling for money/food - I would happily donate resources/food to help students through their studies. I dropped out of uni a few times in my early adulthood due to poverty (even in the early 00's centerlink wasn't enough - hate to see what it's like now). Anyway - if ever it comes up - a food (and misc) drive - I am more than happy to help out. " I havent had the chance to visit the Guild and am not even sure where it is I really like the guild fair it's a great day some more fruits and breakfast bars would be so helpful for those who have no time to make breakfast :) The Guild appears to have quite a low profile at MtLawley (apart from O Week). Previous representations to the Guild regarding the provision of Guild activities at MtLawley were met with excuses that planned activities had met with low turnout: one could only question as to whether the Guild had adequately surveyed the needs of the student populace that from having been a student at both Joondalup and MtLawley are quite distinct. The Guild office seems to be only staffed intermittently, and finding people who can answer simple questions like "is it possible to obtain another set of the useful cane knife/fork/spoon set that was in the Orientation showbag?" seemed too hard. As a mature age student with a long experience of Guilds at various Australian universities stretching back to the late 1970s, perhaps my expectations of the services that ought to be provided as part of the the Guild fees are too high. I realise that this campus is to all intents and purposes now entering "caretaker mode", but I would hope that the Guild would be more active and visible until the move to the shiny new and thoroughly unnecessary city campus. I would also have hoped that the Guild would have taken a more vigorous effort to survey the students in the visual and creative arts whose facilities and staffing are being severely curtailed as the current university administration seeks to turn us into "Curtin-lite". I mean, it is pretty good but havent had time to use anything much yet "I usually go to the guild facilitiy at Joondalup which has a great kitchen where I get myself a cuppa and grab a museli bar before working as a Peer Assistant twice a week. I have taken home many of the free books. I have dropped into the Mt Lawley facility a few times to talk about what the guild does and to show a friend where the facility is. I have been going to ECU for many years and it has taken me time to feel comfortable to drop in to the guild facility. I went to the Joondalup one first when I needed to purchase some writing materials, This is when I found out about the kitchen and was given a guild bag. This gave me the confidence to go inside the guild facility at Mt Lawley. In the past I had walked by the Mt Lawley facility not realising where the entrance was. A different form of signage or some outdoor chairs would help students work out where the entrance is better and may increase the patronage. " I love the kitchen area, im always making coffee in there.

General Comments about Guild Services – South West   

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I didn't know there was a guild. the common room could do with an update and it's shame the Bunbury campus is so lack and lifeless compared to other campuses Need more interaction with Joondalup and have more activities "We need to same opportunities as the other campuses in Perth. We should have balls hosted in Bunbury, Perth universities have many events, and I feel as if Bunbury gets left out or the bare minimum is put in when there are events put on in Bunbury. Perth bases campuses have a boost juice and a tavern and many other facilities. Bunbury has none of that. Main point is whatever happens in Perth we should have the same opportunities down here. " I really loved getting free bread from the guild when it was available. The kitchen is always available to grab a cuppa too which is nice. Relaxing space. The facilities are minimal. There are no student computers anymore since the student guild office closed last year. The free printing which i applied for was $6 or something. Nothing compared to past years. It was the only student guild facilities that i used frequently. Kate tries, but there is not enough students on campus to produce a community. "I used to use the student hub a lot but the last few times I went in, there have been no cups, no spoons, no plates, no bread, no fruit. We've had to supply our own paper for printing. I've hardly been there this year as it's got an atmosphere of an old relic that's not expecting to be used any more. Bunbury used to be exciting but now there's few activities for Bunbury students and it's become uninviting and uninteresting. It's a little demoralising to read about all the activities that are happening in Joondalup and feel like the poor cousins, yet we paid the same amount to join the guild. Not everyone can travel up to Joondalup for an afternoon or evening, especially not week after week." I appreciate how involved the guild is! "We don't have free printing on Bunbury campus, I have applied for the credit on my student card but yet to receive it and almost finished the semester. We don't have a guild person permanently on Bunbury campus and when they come I'm usually not on campus. We don't really have anything in the kitchen except sugar,powder coffee and powdered milk. Most of the time we have long life milk too and usually tea bags but that is it "

General Comments about Guild Services – Online/External Students                           

Love all the events and positive vibes through socials As an Online student, there is a lack of interaction. It seems that the Guild is more for people on campus. I'm sorry but I really have no idea about the Guild! The guild seems to be focused on on-campus activities. As an external student, I don't find the activities accessible. As an online student I haven't been contacted by the guild. They don't seem to care for us. Being an external student I don't believe I've ever used the services/facilities offered by the guild. I don't see much point in being a member of the guild as a purely online student Don't really know much about them to be honest - I receive the emails about upcoming events I have no idea what the guild does, as such all my answers are neutral. I contacted the Guild President twice last semester about an issue I viewed as important. Didn't get a reply. I understand that all Guild members are busy but the previous Guild President replied to emails. I have no idea who the guild are and what they actually do Being an external student, I haven't had engagement with the Guild except for newsletters I don't really know enough about the Guild to comment. As I am an online student, I can't provide an opinion on the physical form of the guild. I don't know exactly what it is As an external student, I don't use the services and facilities as much as others would so when I rate neutral, its because I am unsure. I feel it is difficult for the guild to help ONLINE only students I have attended a game night at Joondalup which was a lot of fun and very well organised. It would be really great if the cultural services and event provided on campus could be accessible for online students in different part of the country and around the world, via a video link. The textbooks available seem to be limited this year. I suspect this is because the Guild have been unable to purchase secondhand books from students to on sell to students for a while now. I look forward to being able to sell books again The guild provides fun and entertaining participation days like the multi cultural festival and St Patrick's Day I don't know enough of the Guild to adequately comment. "I love the food that is available on campus. When my child is very ill I contact the guild for advice on deferring exams. When I feel blue I contact the guild for guidance and resources. I purchase second hand books from the guild." Have good events organised throughout the year It is a great group that looks after students interest

Where Students Indicated They Have Not Attended Guild Events – Reasons Why                                              

don't know how to find out about them Not many and generally during the week days I live 50kms away from campus so am not able to get to events easily There weren't any that i know of. I have been busy when event are on either working or with other commitments even though I would love to attend more events Because they are either located at one of the Perth campus's or at a time that is not family friendly when you don't live in Bunbury. External student I wasn't aware of them. not aware of any and as I am 3 hours away from the campus it would be impracticable to come to the campus for events I'm interstate I am an online student, who is a full time carer. Time I live 600km from the nearest campus I do not believe that they are structured for external mature aged students I live Down South, and have been studying off-campus; too far away to attend any events I'm an external student. I don't think there are any events I could physically attend due to living outside of Perth I think they're all on campus. I live 100km away from any campus. Cannot attend daytime events. Haven't really seem any evening events that appeal to me. I work full time and study online part time... With family and other lifestyle committments taking time out to travel to events is not a priority Too far away Working full-time makes it difficult. Additionally, I worry I will be the only mature aged student there. offcampus Didn't know about any. I'm external and I work. The events that the Guild hosts don't feel like they are for a person of my age. I was unaware of them I am an external student in a regional area so it is not convenient for me to attend I live too far away and also work FIFO Unaware of them Because they're all in Perth/Bunbury area and I live in the South West External student. As I am online only it seems not possible I am an online student in Melbourne. The lockdown has prevented us from travelling outside Victoria. I live in SA External student Nothing appealed to me, I didn't feel like I would fit in. Because of covid restrictions Not aware of any. Weekdays or sold out Too far for me as I live down south.. the days they have activities I am not on campus unfortunately. But would attend if so It seems like guild events are always on days when I'm not at uni! And I live too far from uni to make the trip on any other day. I also haven't yet made any good friends at uni to go to events with and am too nervous to go alone. I am pretty busy during the semester so am often unable to attend events. I have been unwell I have been busy with work and assignments Im not aware of any, not sure if i am a member "I am 4500 k's away COVID19 has been quite the social killer"

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Since end July 2020 to June 2021, I was in Singapore to attend to a family emergency. I have just returned to Perth, and have not had time to partake in any of these events. Timing has not suited due to my working FT and Studying PT. Not located on campus Finances and timing as I am a single mother of 4 Mostly because I'm too busy: full time study, part time work, 4 kids and a solo parent. Nothing has interested me Because of my placements offshore I am not a member and i have always been too afraid to go in and dont know what to do. i also do not always the time I live in the country and do not have the time to travel 2 hours for events. not sure I live in the city so it is difficult getting home from Joondalup for social events. I wish there were more in the city. Medical conditions Because they are focused on international students I am off campus student I work full time and any spare time after study is spent with family and friends and I don't live close to Joondalup. Not available as I work full time business hours . I'm also an older student so not sure the events cater for my age group. Not aware of the event. I have not been on campus /am in class /studying when they are on "I live in Maylands and most of my study time was spent at the Mount Lawley campus. I came to the Joondalup campus only for lectures. However, I did read through all the services offered and checked my emails on a daily basis, so I was aware of all events and services. " Events have been held on days I've been unable to attend "- Busy personal life and limited free time - Not knowing any other students who would attend a Guild event and feeling nervous about going alone" Don't know where and when I have not noticed any information about the events. I have not had an interest in many of the events/not seen many advertised. I will be attending the guild ball at the end of the year. Didn't think about it. I have been off campus for the entire of the period I have never bothered I just haven't participated in any or haven't been aware of any of the guild events occuring on campus. After doing this survey I will be more aware of guild events. Balancing uni, work, training and a social life with my external friends doesn't leave alot of time and the dates have never worked The majority of Guild events are held when I am at work so I am unable to attend (I have noticed they are usually on a Wednesday?) This is not the Guild's fault of course. Haven't heard of any unable to sue to other commitments, but would have liked to Not really involved with much on campus as I am busy Due to my curfew hours Busy time schedule Single mother of four, financially unable to Most events are during the week and I work FT and slight randomized hours. As a FT staff member at Optus Stadium, we are a 24/7 venue and there's not much free time to casually attend events unfortunately. I was unaware of the events See previous notes

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This semester is my first one on campus so I am still learning about the different facilities guild offers Communication gap. Guild is not effective in the real world. It looks like it is made to look shiny and to boast about themselves Due to practicums, major assignments and less time spent on campus, I have not had the time/need to. Didn't know about them didn't know about some of them. Others was unable to make the time or date advertised. Didn't know anyone to go with Been too busy studying. doing assignments and preparing for clinical placement. Just didn't get around to going yet They haven't been at times I could attend "i am living quite far from campus so when events happening in a day which I don't have lectures i cant make it. "Too busy Offshore I have been studying offshore since the start of my university study due to travel restrictions. Guild has been supportive of its international students stuck offshore after the Covid 19 outbreak. I expect to reach oncampus as soon as possible and attend Guild activities. Not interested. I am not interested and still not convince on what this group is for. Time not available. I am offshore, due to border closer I don't feel comfortable attending any events where I won't know anyone. Schedule I don't know if there were any due to covid, and also wouldn't know where they are advertised as an online student See answer before - I don't really get what it's about. Time and not on my days that I'm on campus Schedule conflicts I'm an external student. The majority of events seem to be on campus and during the day, of course this is for on-campus students which is completely understandable. I feel I'm a little too old for the events, and I don't know if would feel comfortable being there with my hubby Unaware of the events and when they were taking place. I wasn't aware they were happening I didn't know when/where they were or even that they were on. Again there just isn't enough publicity. Also, for mount lawley specificity, waapa is on this campus as well so please take that into consideration. We have a different timetable and therefor don't run the same as ecu so often won't be able to go to guild things if it's only running off the ecu timetable. And please take into consideration that you have so many performance students. Why not host more performance based events I live far away and do not have a lot of time to attend events. Been busy with uni work & home life Have not been able to attend due to availability Haven't really had a look at the events the Guild are hosting, and what I have seen hasn't piqued my interest i am not a guild member I don't have time to attend them and I don't feel super drawn to any of the events. Possibly because as a very mature age student I am not sure if the Guild events are appropriate for someone in my age group. Wasn't aware of them. Also being a mature age student (27), I probably wouldn't feel comfortable going. I'm a single mum with 2 toddlers... that pretty much explains it I have a toddler and I am married - I can only exercise a small amount of time for myself Most times the Guild has had events on, it has clashed with my work or other events. However, I did go to the guild fair. I have not visited the guild as yet I am a full time working teacher who is completing my Master Online many events occur at times when

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I am unable to make it I am a WAAPA student, my time table (8:30am - 6:30pm everyday) doesn't give me time to go to huild events that run during the day Too far away mostly I haven't really heard much about it or seen any major events that would interest me.

Where Students Indicated Do Not Feel Guild Events Offer Value For Money – Reasons Why                                    

don't know about them There weren't any! I haven't attended them so can't really answer that question. Because I have no idea what you do or if i'm even a member I live 600km away, no cost is worth that trip Unsure as I have not attended I haven't attended any so I couldn't comment I've no idea where my money goes. I don't attend functions I dont know what they do. There was no other option for me to select. If I am completely unaware of what the guild actually does, then it is pretty unlikely that I am getting anything in return for my money There was no option to write Not Applicable No response to share fsoahfioas Don't see alot of publicity on the events around campus. not sure Dont know Haven't experienced them I have not received it Never been so couldn't say Not sure personally i havnt been to the events never used it and don't know why I have to pay for it. They should refund all my money. Another way of scamming innocent people No idea what services are in offer Offshore I'm not sure if I'm a member, but I've never been to a guild event or have heard about them - so it would seem as though it would be not very good value if I was a member I don't understand what it is. I just have not been to an event, but I am sure it is beneficual I have no idea. I've never been able to/ heard about events. And I've never heard anyone talk about guild events as being great and well worth attending n/a - i am unsure of cost of guild events I selected 'no', because 'not sure' was not an option. I only selected no as I have never been to an event Because I have not attended one I have not attended any events Please refer to my earlier comments regarding service provision at MtLawley. I realise that the Guild fees support a wide range of activities beyond my personal needs but in 4 years fulltime study at MtLawley the most I have received from the Guild has been the Orientation and Open Day showbags with a free pen, and the student diary. The barbeques organised by the Guild are always under catered. There a few services or events that cater for mature age students and little done to attract them to participate.

Respondents Suggestions for Future Events     

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More balls and uni dinners Events that can invite my kids to come to Something that is inclusive of students that also work full time. First Aid Courses + other educational things Equality in offering the same number of events at Bunbury. I didn't even know there ever was a Christmas lunch for students. It would be nice to see barbeques, evening orchestras on the grass, picnics, family days, environmental awareness events, liaising with student restaurants to enjoy an affordable elegant dining experience. Liaise with art galleries to display student art at a wine and cheese night. Movie fundraisers supporting the guild or other charities, blood donation drive. Have-a-go activities showcasing what's available in the community. Work experience expos, supporting unit related excursions in collaboration with lecturers. Bring back a book shop to Bunbury or create a mini library of core textbooks required by lecturers. Make it better known as to how Bunbury students can sell back textbooks and buy second hand text books, or create days for this to happen. Swimming with dolphins was incredible! so that again would be awesome! "Cooperative learning pd (Kagan) Minus 18 LGBTQIA+ inclusive learning " find a way to make Online students participates in events, maybe through live streams Why the obsession with events? Charity movie nights i.e. booking out a whole theatre for one event. I'm not sure what the guild can offer purely online mature students.... I think we just subsidise the millenials :) Will's and taxation advice Mature aged student events For plus 30s Something that is inclusive of ALL students at ECU. Virtual events for online students. Something for the older students (of which there are many) Disbanding? Something online for remote students to catch up. Unsure How to include external students in activities especially those who aren't available during normal working hours due to full time work or household/family commitments. Virtual events for external students 🙂 More combined online / in house events please Workshops on upgrading skills in different fields. I prefer to engage in family friendly events held on the weekends Autism awareness Day Short (1 - 2 day) vocational training courses more balls/ formal events "Ballroom dancing/ latin dancing classes Perhaps the WAAPA students could instruct the classes" Not sure Student get together gyuogu More Health and fitness events AFL again, Rugby, beer tasting, tour in the ecu brewery, boat parties, hiking More free things Christmas in July. End of year party. More food culture days. More promotion about other guilds and equity clubs Campus tours for new students No, suggestion all is good

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For me everything has been covered. Not sure! You already have a great variety. All the previous ones Amazing outdoortrips if possible. stay overnight is also good I guess. For us to bring our children especially us our mature age parents , single parents, i would go attend more things for example, strawberry picking, optus oval walking tour etc etc......you could put a clause that the parent has to supervise fully and we could get charged a little bit more to cover insurance costs for the event. "Camping nights Go karting Sky diving" I would love to see a campus book club! more flexible times for students with classes "According to my view, every event is good by guild. ". work skill development and industry networking 2. half / a day trip " I think the Guild seems to be doing a well-rounded job in ensuring that different groups of people are well-represented from the events that they hold. picnics/ lunches or b'fasts to meet other students (especially over summer school). Cultural events Events that are chill and allow you to meet more people I have no idea. "Maybe if the Guild could have a couple of bowling events at different times as I would have liked to go to that event but tickets sold out. After the AQWA trip, there was talk of going to Penguin Island I think. I would definitely love to be able to do that, so if you wouldn't mind considering that. I have also heard there is a swimming with dolphins experience in Perth, so I would like to ask you to please consider that also. good execution Social events in the city that support the existing night life of Perth. Lots more free food offered such as sausage sizzles or pancakes etc. Also the guild should invest into the togo party and make it even better and hold a party at the beginning of each semester not just semester one. Get together "I'm not quite sure. But I think if the events are mainly on-campus or ECC, perhaps more students would be able to make it. Especially when there are free food involved (food maybe like sandwiches / pizza), im sure more students (particularly international students) will attend. One example is the Lunar New Year. The shows are great, but I believe it is the food that brings people together. Furthermore, having some period of time to encourage students to bring their own coffee cup to the campus's cafe to receive free/discounted coffee is also a nice way of bringing students together, as well as bringing awareness + encouragement for sustainability. The night market was really nice and fun as well (mainly because food is involved, and we all love food). Or maybe collaborating with nutrition students in learning how to make quick-simple meals/ knife skills/ cooking skills to improve health (instead of instant noodles as the main source of food)? Since cooking does help save money too. And if students who are able to attend they will receive a voucher at one of the ECU cafe to receive discounted meals/coffee. " "A Book Club! Yes From the events I have seen advertised, it appears that you cover a variety of tastes. it would be cool to have more parties around campus and maybe more markets

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Yeah Counselling Keep up the great work and never forget to continuously improve. I am not sure Maybe more targeted events for certain disciplines Not sure. Sport Food Tasting. More diversity in food. more movie nights at the outdoor cinema Pride festival or event Not sure Fun things unsure I like the student support style ones - e.g. could run event on study tips and resources for students with ADHD (me) :) Visa assistance for international students, career fairs, yearly book fair Unsure I do love major sports carnival type events. Or just a mini festival type on the rugby field one during the day, not night time raves - potentially weekend to so families can attend. school specific focused events and career ready events Family oriented. Many parents are single parents and cannot attend events due to child care issues. I am not too sure I don't think any genuine person is using it. It should be immediately put off More social ones valentine's fancy dinner "More escape rooms, those are awesome! Movie screenings More excursions" Guild fair needs to stay longer cultural festival Thai chi On-Campus studies Video game / LAN nights / board games / movie nights / BBQ Low and Slow nights / 4WD day trips / adventures More active events to get students together off university grounds (e.g. kayaking or surfing day/afternoon). During assessment and exams period, maybe offer free study snacks - a setup outside the library, maybe free massages in the pines area, Full assistance to new students with consideration to those who have financial difficulty. more events catered to student interests, big queer events backed by the guild not just equity clubs, more focus on clubs that arent equity clubs More holiday events eg Halloween, Christmas More wellness and health events and other social events A catch up for online/off-campus students to meet each other in person. More LGBTQIA+ events not just on Joondalup campus I'm not sure, but please advertise them somewhere so that online students also are aware of them :) Please have more excursion events Creative expression: an event where there is drawing, painting, card making etc to allow people to build on creativity to benefit cognitive learning. It would be great to attend some external quiz nights as an ECU team. It might also be good to go to adventure world or holey moley. something for the mature age students like the over 35 age range More first aid courses For mount Lawley, more performance based/arts based.

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"Something that enhances students' future career prospects and also networking events PRIDE Maybe just more events at the Mt Lawley campus Just keeping doing the event u are doing "I would like to see more events for the school of education. Giving free stuff " "Resource sales - e.g. Paul swan materials This would be super helpful for part-time workers on a tight budget whilst studying education" "I represent such a small group of the student body. I believe that I would actually represent less than 1% of the student body. Perhaps something that is family friendly. " There isn't much of a vibe on the ML campus, even during orientation week. I think we could utilise the garden area better. maybe we can take more advantage of the fact that WAAPA is at ML. E.g. they could do performances in the garden area ( chance for them to practise performing & good for non-PA students to enjoy cool performances). Kid friendly events, mums and bubs groups, playgroups, Not sure - parent support group once a semester? "Guild fashion week (or day) Switch-courses for a day sort of where students can register to go to and meet up with someone or a group of people studying something different to share experiences or classes, and overall meet other students outside their normal circle. Guild open microphone night - at a bar where the mic can be booked for 15-30 minute intervals for performing - drama, comedy, music Themed parties - glow theme, primary colours, black and white ball, gatsby ball, TV stars, etc" Not sure Box events at the football eagles and dockers games day trip to north or south WA havnt been to a ticketed event Mature age specific events at ALL campuses and not just Joondalup. A greater degree of regular pulse-taking across the various cohorts. A higher public profile by Guild officers, including a more active promotion of participation in Guild elections. workshops about how to teach kids with disabilities; like autism and adhd. would be an awesome tool for those studying to be teachers to better understand how to interact positively. "An event to help students know where the Guild facility is. Perhaps offering a drink just outside it and having something interesting inside to entice students in. An event where you can find out what is involved if you join the Guild and get to meet past Guild members. A combined Guild and Alumni event to help students understand the benefit of becoming an Alumni and have an opportunity to network with past students" Workshops maybe?

General Comments About Guild Events    

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What events? Too many online students, not enough on campus to attend events. "Please inject some funds into Bunbury and organise some events there. Encourage better communication at the southwest campus so students know what the guild is able to do, eg: emails specifically for Bunbury, meet and greet talks, promotional literature easily found at various places eg library, canteen. Create an event calendar ready for the start of every semester that is emailed out to students before commencement. " I've heard that the guild bullies members. It doesn't sound like a nice organisation to me. I don't see the guild is adjusting to a online study world. No Plus 30s networking would be good. No No As in above comments Nothing. Great and well organised events no. Yes, for the front cover of the student portal, I think 25% of the screen could be a big picture/memo of the event coming up, it's cost, it's location, and make it really really easy to get tickets... ie free online tickets for the first 2 , 5 or 10 students to see it. No:) No dsnjfiosd Fantastic idea including food trucks in the events No Promote about it more. As I don't really know as much about it as I should think so "Sometimes I miss out on (on campus) events because I'm not on campus that day and can't justify travelling all that way for the event. And sometimes I'm in class during the event. So varying days and times of events (and holding events for longer time periods) may be helpful. Also potentially holding events in different places around campus as my building is on the opposite side to the library + where a lot of events are held" No No Nope more fun please. Family events....please..... Would like to see more events being organised the guild events are always very informative No N/A Do something for online only students no. No give more information No "They have been well-organised and fun! I hope this will continue. good execution I went to the Toga Party in 2019 and it was awesome. I was a bit nervous getting home by myself late at night through the city though. Stop doing day trips that no local student from perth would be intrested in. Invest time and mpney into

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the majority of the students. No "Not so much of events perhaps, but since ECU does have ""R U OK?"" day, equity events, etc. Is it possible to have ""sexual assault awareness"" or helping students (esp international students) to be aware of scammers + where to seek help? I was being sexually assaulted at ECU. And because I do not know who + how to approach this matter, it seemed the matter was not ""serious"" anymore because it was delayed. (I don't want to make any reports for myself because I've tried. But since it was not dealt properly I don't want to make it a big deal of myself). I've heard from my lecturer (who were aware of my situation) did briefly mentioned another student was also being sexually assaulted too. I don't know how serious it is amongst other students, maybe an anonymous survey can be done? After receiving the data (survey feedback), if it is serious, maybe there could be an event where students know and are aware of where to receive help + how to report? I also had a friend from Malaysia (she was an ECU student but no longer studying at ECU) who was scammed $5000 (AUD) - i know about this because she was borrowing money from friends (including myself). The scammer pretended to be a police and forced her to pay her ""fines"" through purchasing gift cards. My other friend from Sri Lanka told me she too experienced that. But she was lucky for noticing the warning signs in the mall that being asked to purchase gift cards could be a scam. I am sure international students are not aware of this sort of scam (and there are a lot in Australia in comparison to Malaysia - where i am from). The scammers can be very creepy by forcing the student to not close their phone / leave the call on, while the scammer eavesdrop/monitoring them in getting those gift cards. If there is an event to bring this into awareness, it would be a great help too. Hosting/ Preparing for events takes a lot of hard work, so thank you very much for organising all the previous events and for working so hard :) "i look forward to attending more events Yeah No comments No. No No. Sport and concerts To have them at different hours wine tour No More opportunities to meet people rather than just large scale events would be good. It can be hard to meet people when you study online no No NA The use of petting zoos in the past has been a deterrent for me no No, If they are charging me money for this useless thing which I never used then I want my refund. No thanks no You guys are doing awesome!!! No no nope No They seem fun n/a Can you change how the tickets for the excursion events sold? I remember there were 2 times when the tickets are available on the same day rather than can be bought on earlier date They are always well organised and those running them are great.

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No further comments N/A nope When I used the SafeWA app to scan in at the guild fair it said I had scanned into Joondalup when I was at Mount Lawley. no No, however I will endeavour to pay more attention to the events and services that are offered by the Guild so that I may provide better feedback next time. no No Generally unsure about what the guild does maybe have a ew more mount lawley events, we feel like everything is held at joondy and would be nice to have similar events held here too Make use of some kind of media within ECU to advertise events. Often by the time I have checked an email and find out about events I am already committed to other things. Seeing an event advertised in a way that stands out on the day of the event would be helpful.

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Help advocate on my behalf to the uni I have no idea what they do Not sure Starting point for whatever is needed. Study/Career support. I'm not sure? We don't have one. Point of contact support Unsure Study, life balance and psychological Professional and effective. I'm aware of them but I'm unsure as to what type of support they offer. None ... I'm a lot nearer to retirement than starting work so can look after myself pretty well Unsure Assistance in navigating student life - e.g. tools and support materials available unknown Help with things not related to the learning side of Uni? Help with general enquires On refer to appropriate services Help with disputes with the University Study, access, understanding structure of the uni Support with understanding assignments and due dates and specifics like that Unsure Advocacy Not able to comment Study, Timetable, and Stress Advice To help students and support them in various areas of campus life. Study help don't know mental health support Advocacy, resources, guidance Academic Advice Not sure Assisting students to get used to school sfduiofsd Support and grievance Friendly To help with getting students what they need/ advocating Guidance. Support where to find services. Educational support Not sure Anything you are struggling with that can help in your education journey Not sure? All Available to help me and help me understand things To get access to different resources Financial services, hardships, student study reappears what they are providing now is great. Assistance with course selection, unit selection etc Directions around campus, information surrounding upcoming events.

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help with curriculum gaps I don't know gernal inquiry No idea Information to make appeals assistance with queries around student rights and processes. Study, knowledge information Sort out study issues give information and guide I have no idea Maybe helping students with problems. E.g. if they are having trouble locating resources, Student Assist Officers may help direct them to where they can find resources. I believe they also advocate for the students, perhaps if a student is having issues with a staff member or something. not sure Advice on anything relating to studying and/or personal life. Support with issues reguarding faculty Campus guide supporting students in any ways possible - eg. directing to services that are available on campus, providing helpful uni advice when asked by students, being there for students whenever they need any help, and supporting students when they are wrongly accused or if they feel unsafe at uni Study assistance Instruct the student that the Guild office open for all, offer financial services. Advocacy, support during academic appeals or other univeristy processes Exam support, advice Career help/ forms assistance with anything that involves a student participating in university life and study. emotional support Job fairs and industrial linkages. Help with pretty much most aspects of uni life Possible free legal support. guide students to the right resources Advocacy Where things are located on campus, what events may be coming up. Assistance around the campus Advice on where to look for things/who to talk to. Emotional Support the students to navigate the campuses Visa assistance. Job prospects. More student connections. advice if a student is having issues with ecu staff or about something unfair they think is happening with their assignment marking, maybe financial advice regarding HELP loans? Advocacy support Helping with managing and staying on top of studying. Everything to support students or guide them in the right direction to someone who can help them Help with navigating where to get specific help (for eg. giving advice as to who to talk to if you need to change degree) Good support Support appealing decions, raising complaints and knowing your rights at the university advocacy Help with communicating with university staff if you are having problems Provide students with information or advice on subject and course selection Support Class clash help? Direction around campus? General Qs about the university

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to provide information on how to stay connected with guild with activities and helpful info. Advocacy and support in regards to issues with exams, lecturers, results, uni experience, unfairness, provide information, point in the right direction Help with studies Service supports, education support, career and event guidance, social events, campus wellbeing support that people are generally unsure of such as how to work blackboard or where to find a specific area on campus I do not need guild or its support Assistance with issues with marks received/ academic issues. Advice on other services to access, support, listen to and follow up on issues raised. helping transition into the university student life I have no idea Mental and financial Advice and ideas advocate for you if needed as far as results or grievances and can help you find resources for support financial and assignment assistance Advice on disputes you may have as a student; provide information about rights and responsibilities and where to go if things need to be escalated Direction of which resources to go to Get me into campus as it is becoming very difficult to study master in engineering online. To help with my concerns over my semester studies like the recently changed exam format for online students, assist with internship opportunities and visa related issues. Help with study Help with student appeals Financial, academic reappeals , welfare concerns Assistance when dealing with financial, food, housing, discrepancies with results and misconduct. Same comment as before but atleast no discrimination. Accurate. To assist students in seeking the right support Emotional, financial, and academic Querying assignment/exam results, providing help with applying for extensions, where to find further help or info Advocacy if issues for students on campus Support for studies and guidance Not that much for now Academic support Help finding the right support people at ECU, advice when wanting to appeal progress reports or disbuting a grade. Academic Act as a mediator if the student has an issue/matter with the university Students' needs Equity and diversity support, direct you to relevant services for a problem Assistance with studies and choosing units help with working about blackboard, questions about campus life ,etc Wellbeing support Making sure students feel welcomed at the Guild and make them feel comfortable No judgemental assistance with any problems I face. study support and sometimes support with representation for example in an academic misconduct event Support relating to student entitlements Assisting about academic matters advocacy

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Help with communicating to lecturers if you felt uncomfortable, helping upgrade student facilities such as the parenting room. Not sure to be honest Assessment appeals Mostly guidance with studies - how to study effectively, help with time organisation, guidance on choosing a right career path. Not sure I don't know financial assisstance? not sure Academic support in cases where the University has not adequately assisted; guidance as to appeal processes, financial assistance and management, direction to mental and physical health resources Everything from mental health to support for assessment deadlines and mentorship Appealing an issue I have as a studen and, informing me about what the role of a guild member is. Safety mostly.

What Training Opportunities Would Students Like To See Offered In The Future?         

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any First aid The first aid courses are great idea. No idea First Aid + AUSAN course First aid, mental health first aid, information relating to work place training areas of various nature depending on the industry Playing a musical instrument. "Short work experience opportunities for every core unit that compliments/consolidates learning. Target this experience to be available within 30kms of the campus. Often times units are taught from a theory perspective with no practical exposure. Block work placements can easily not provide experience in every unit taught, meaning that students are potentially graduating 'not work ready'. I have anxiety about applying for jobs as I genuinely do not know if I can do the job as all I have is colloquial knowledge. Encourage/offer/support unit related excursions in collaboration with lecturers." "Kagan cooperative learning training MINUS18 LGBTQIA+ inclusion training" Any opportunities that will benefit students for future employment. I love the first aid for example not sure Unsure First aid, budgeting Financial literacy. None. I don't need them Not sure Any I was not aware they did training. Formal qualifications would be preferable. Professional accreditation courses to supplement specific degrees Personal and career development. Leadership courses Something for senior students. mental health first aid "first aid/mental health first aid certification training for emerging careers with partners or professional bodies, for example PROSCI Change Management, PMI certification Lean Six Sigma, HR (e.g. AHRI membership), Scrum.org certification for Product Owner or Scrum Master etc Not relevant if they are not online Training opportunities in counselling. Basic self defence white card, ICAM training and similar basic safety skills training necessary to work in Australia. parenting and first aid for children "typing business attire and personal professional presentation " WWCC, police clearance Assisting students to find way around school fdsfds Relevant to course studying Visa options, taxes First aid RSA, first aid, Training that people usually use in normal everyday life All training that I could need for my career is already being offered Language courses or technical training

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I would love to be able to do mental health first aid. Pte training All nursing related and self defence and craft and cooking N/a More course related and job ready certifications wide range fun or skills. More First Aid courses please.....maybe a day of an event on mental health and well being self care day pop up hair , massage, beauticians to make us feel good.... On site Training for engineering students during semester breaks First Aid Training (including mental health) disability support for enployment Every training what is need to students in the future soft skills training such as problem solving , professional communication, personal development Until I know what you offer, I can't make a suggestion "CPR practical skills to assist in life, perhaps also MSFT training in excel / ppt etc. not sure what that means "I feel the ones being offered are quite adequate. The CPR and First Aid are useful for all Allied Health courses and also the Auslan classes seem very helpful. Perhaps if there was some training on Cultural competence, like how to treat people of different races and what is considered respectful in different cultures. We cover it somewhat in our course but I would like to be able to learn more specifically how I can treat Aboriginal people respectfully, maybe even learn some of their language. Although I understand this would be difficult as there are many different languages and cultures under the Aboriginal umbrella. " good execution Workshops/ Q&A sessions with industry professionals Courses which will benefit our potential for employment such as communication workshops, buisness skills, Taxation and investment clssses etc. Nothing maybe offering student-discounted Mental Health First Aid Training for students (in addition to First Aid Training). Yes i would like more training in getting into a routine and how to stay motivated, also tips on how to study effectively "First aid course VET certificates Bb Internships and On-The-Job Trainings Mental Health First aid training Microsoft Excel etc. First Aid (again), mental health First Aid. Administrative "First Aid Online software training courses " Not sure. Gym training and job skills training NA self-development "Cpr barrista courses" I like the ones the guild currently offers such as Auslan and first aid, but a broader range of times would be good. I've never been able to attend any due to work, even though I'd be interested in Auslan and language development in particular

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HDR assistance Some of the state run training for pre-service teachers is good but costs to attend Career related for example barista traing and other short courses "Unsure Bronze Medallion anything related to engineering courses and even how to volunteer in uni events to be a part of it "i would love to do the first aid or AUSLAN but unfortunately the past event dates haven't worked for me so maybe in the future Skippers ticker would be cool Open water certifications Freedive beginner " "Revision auslan course Cpr renewal More First Aid courses including Youth and Mental Health First Aid (very difficult to get into and high costs on student allowances), industry workshops I am not too sure nothing First Aid, AUSLAN - as you already do. RSA, First Aid Certs, help accessing work placements first aid Not sure short courses related to specific courses that students doing in university. "leadership first aid firstaid I'm not sure Asset students offshore to study on the campus specially the highly skilled streams. Software training workshops, Internship opportunities "Meditations/Mindfulness Duke of Edinburgh Award training Hospitality related training RSA, Barista First aid I'm not sure n/a I think the sign language is very good but can you arrange it in Mt Lawley please? Public speaking, interview skills etc. No idea Anything that would enhance career prospects / increase job opportunities First aid, barista Rehearsal interviews, seeking internships school of educaiton relevant training and devlopment EALD education training, Auslan, disability training barista training "I am not aware of the training opportunities offered at the moment, so this question is difficult to answer. I would like some support relating to learning difficulties. " Training in social media and writing so I can get involved with Dircksey Workshops for how to get a job in my field (teaching) from ex ECU students, current employers. (2) Some kind of tip handbook from past ECU students for incoming ECU students. The online orientation did this and I found it really helpful (especially the tip about using google scholar when worldsearch fails you), but a downloadable pdf would be even better. Would be even better if this was coursespecific (E.g. For teaching, I wish I had known to do the unit readings & buy textbooks a few weeks

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before semester started to save lost time from shipping etc). "First aid training Auslan " Not sure what you have - but I dare say things like writing professional resumes, interviewing, help with knowing what the university can offer students - there is a lot of informaiton to sift through to find the relevant/necessary information relevant to myself. I think even helping younger students finding ways to cope (financially/mentally) through university studies Barista courses, First Aid (I think they do already), Not sure Welding course for sculpture and art design CPR, barista RSA, first aid, mental health first aid, covid training on disabilities and such for pre-service teachers. i.e., a workshop on adhd, or autism, to better understand those conditions and how to better teach them so those students get the same learning possibilities as their peers. "Training for the senate roles. Diversity training for all elected student officers. Training in how to organise an event" Film & screenwriting related things! RSA training?

Student Feedback – Senate Priorities          

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Mental health welfare Making a presence on all campuses. Bunbury is usually left out of all of these things. It would be a surprise if anything changed now. "Inclusion for all students. Equality for all students. Emphasis on supporting learning and producing confident graduates. More information and communication. " making student aware of what you do No idea Connecting with students No idea Maintaining high standards and removing the fat from courses and keeping them industry relevant for the advantage of students. The academic reputation of ECU qualifications should be the focus not just enroling as many students as possible. Increasing awareness of what Guild is I don't know what you guys do! The ongoing challenges faced by a lot of students because of the pandemic. A way to help online students feel more a part of the Uni community. Establishing a clear set of measurable and appropriate goals that they are endeavouring to achieve within a set timeframe, and then communicating those with all students. Unsure. no comment Focus on mental health. bringing people together more frequently for social support More events don't know. what students enjoy and want to improve around the school. Keeping the funds coming in so you can offer free tickets to events, keep the food in the guild room/ student lounge. More get together dfsfds Student support and creating an inclusive environment Actually being present around campus Make them known Making sure students feel welcome and get to know other students while doing fun things together N/a To keep up the focus on the students , campus , events and ECU as a whole, Guild members well being disability support Feeling excited have no idea "Off students Are the fees we pay of lesser value than a on campus student. We seem to be ignored unless it's an online thing" No comment. perhaps mental health to get new people involved and make the guild more welcoming to walk into Sustainability and the environment Perhaps advocating for more climate action. There is a lot of advocacy for inclusivity which I love so please continue that as well! not sure Ensuring student voices are heard regarding the city campus.

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To ensure thr guild focuses on giving the money back to all the students in the forms of free food, classes etc. Not waste it on trips to rottnest or stuff like that which noone is intrested in. "I'm not quite sure. Maybe more on sustainability? or more equity / mental health focused topics? " Student support for HDR making sure that everyone knows that they have support and are welcome to come to them at any time, Hh COVID 19 and its impact on international students. Activities and food. I'm not sure Issues they see are the most important. Supporting students More events that allow more interaction between the foreigners and the locals. promoting student wellbeing in the lead up to exams, encouraging students Exam preparation for students who are struggling with managing that. na Supporting and reaching out to students Ensuring online students aren't left behind with the push to return to normal pre-covid practices Cheaper food (soz) and vegan options (very good options at Bermuda etc. but can always expand). Also can Mt Lawley library be 24/7 please! I live close to there and it's a pain driving to Joondalup and I can't study at home as I get distracted easily Unsure Increasing student engagement with on campus activities to focus on telling more about themselves online or through emails so that everyone should be aware of it even for the ones who doesnt have everyday classes at uni. ."-Career events and helping students get ready to graduate -A bridge between undergrad and research students - presentations on what research is being done at the uni (could also get more students involved in volunteering in research) -supporting international students who may be struggling with families in countries with bad covid -converting cafe take away packaging to cardboard instead of plastic -more vegan food options :) The current structure of university courses since Covid-19, especially as there is still confusion and little information about how classes haven't been streamlined into new formats. Some exams and tests are online, others are still adhering to traditional methods, but it is at the discrepancy of schools and lecturers. The change in online tests requiring to be sat within the semester and students not being given justifiable reasons for this, thereby forgoing the support and preparation of the study periods. I still do not know anything about Guild so I would not know what the focus should be not interested I think they're doing a good job at inclusiveness More events during on campus days. Not sure Wellbeing - so much stress out there these days not sure I don't know NA I have no idea what this is. I've never heard of it. Student engagement and student support. The senate is doing a wonderful job of putting together events and it would be great to see this keep flowing. Students' welfare and security Supporting students during exam period and events run by students Student requirements in general. na

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Support for mental health after quarantine Letting us know what they do. More excursion Continual focus of making ECU as 'green' as possible. Make the campus nicer. Plant more trees and flowers. Maybe a native garden. Assisting international students who are stuck here and can't go back for holidays Equality on campus Prep for a potential lockdown again advocating for students students n/a as i am not part of it Expanding the role of Dircksey Just wanted to make a note on the previous question justifying my answer about representation. On orientation day this year, it didn't seem like there was a rep from the school of education in the guild. If there was, the guild rep who approached me didn't know about them.  I'm not sure what the guild senate is I'm sorry I don't know how to answer  "Not too sure...  I do feel that there needs to be advocation to the shift of mindset of lecturers. For instance, I have always perceived lecturers (from all universities) treat undergraduates like high school students that need to be taught a thing or two. This mindset of having to turn up to lectures is an old school of thought - the lectures are online, if I miss a lecture why do I need to explain it? It's not paid employment. Missing a tutorial however, is different.  There is an air of expectation that we live and breath university studies and that there is no or little regard for the fact that students have children to care for, have to look after a house, in a marriage, works etc.  I know that there is flexibility and allowances made for post graduates - why can't there be something similar for undergrads? It would actually help keep students in the long term. "  Mental and physical health - physical like reminders of personal hygiene as there is flu/bug going around at the moment. Also, still spreading excitement for activities (like Halloween, decorating and such)  Not sure  I'm not sure  Student experience  Ensuring the best facilities are retained for the new city campus, especially for the visual and creative arts programs which are under considerable threat despite being among the areas that give ECU its unique place in WA tertiary education. Questioning the provision of post grad research opportunities for the Humanities that are being butchered in the name of economic rationalisation.  not too sure - i would say student wellbeing of course  "To find ways for ECU to be more inclusive of people who have disabilities.  To make each seating area near the kitchen more inviting for a student to spend time in.  Look at ways to have outdoor seating near the entrance of the Guild Facility at each campus so that the guild facilities are more integrated with the outside areas."

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No thanks I do appreciate the events that have been offered at the southwest and I have always been shown kindness by the staff. My comments are in no way criticisms of anyone at Bunbury ECU or anyone in particular. It is a common complaint heard at Bunbury that we feel left out/forgotten/ignored. We are in need of some cheering up. Some of the lecturers seem to value quantity over quality... I pay $4000 a unit when an equivalent industry certification is much cheaper and less work. As the Microsofts and Amazons improve their certifications ECU needs to compete and the guild should be pushing for value for money for students Mental health supports. Nil "I have no grievances with the student guild that has driven my poor feedback. I just legitimately have no idea who they are and what they do. It is therefore extremely difficult for me to imagine that the rest of the student body and I are getting any real value for the guild fees that we have to pay. If the only tangible value that the guild actually creates is an extra line on a guild representatives LinkedIn profile, then you probably shouldn't be charging membership fees at all." Nil not appropriate None The guild is a great organisation be more visible I wouldn't survive uni without a guild Nothing else sdfsf Great job guild team! Get yourselves more out there to the students so we know what on offer more I think the guild should organise events to support our sports teams so students feel welcome to go and watch/support fellow students at their games N/a nil The guild is doing a great job. Keep it up! No all good none Nothing at this moment. I have always been too afraid to walk into the guild so i do not know what they do very much Thank you for your amazing work! good execution Give the money back to all the students in the terms of classes, food, guest speakers. Student lifestyle "I was thinking, since ECU had ""Wear it Purple day"" to help bring awareness, maybe inviting the LGBTIQA+ students from ECU (or anyone who would like to) to share their story and educate others from their experiences (or how they would like to be treated), would be a good idea? Perhaps an ""Equity day"" that allows special students (from the LGBTIQA+ community and individuals with visual/hearing/physical impairment) to have an opportunity to engage with other students and share their stories (if they would like to). " the guild is a great way for new students to feel welcome and get on their feet and they offer the guidance and support that they might need

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Bh All good. Well done. Guild student service is very important so hope it continue I hope that the events do not clash with other class activities so I can attend. Some better signs around the guild office in Joondalup would be good. Without a map and a good sense of direction I would have never been able to find it on my first visit unsure Make both librarys in Perth 24/7 None NA not interested n/a no n/a NA The quiz needs more options to submit N/A for answers, so I just put average for some questions. "As a member of several equity clubs, I think it is appalling that the Vice President of equity even ran for the role knowing she would have to go on prac and abandon her role for several months, offering no support to the clubs and asking all of us not to contact her as she is on prac and that is more important to her (Which i agree is important but she should never have accepted the position knowing she wouldn't be able to fully commit to the role) Her clear biases to collectives that she is friends with is extremely unfair and provides a tense working environment between the collectives. " n/a The student guild is definitely undervalued and under used by many students. It would be great to see a bigger push on campus to promote the benefits of the guild membership. Support individual clubs that hold ECU events by assisting with funding N/A nope all good I have only had a handful of interactions with people on the guild (basically just campus sausage sizzles). Unfortunately I have found the guild unapproachable and unfriendly on these occasions. I approached with a question but was ignored for some time (no acknowledgement or eye contact), they just casually carried on their conversation amongst themselves. Another time, on the Joondalup campus, the guy managing the sausage sizzle was exasperatedly yelling at people for not having their student card. Was clearly stressed because multitasking but the tone wasn't necessary. Since this is some people's only interaction with the guild, it would be better to use the opportunity to create a good impression. I am really glad that there is a kitchen I can go to for boiling water and to clean my keep cup :D I do wish that there was better milk options. The facilities are always clean and welcoming Who are the Senators? Its all but impossible to find out anything about the people supposedly representing us, and in particular what Faculties (oops sorry Steve... I mean "Schools") they're studying in. I have enjoyed discovering the guild facilities this year. I appreciated all the free books. I considered nominating to be on the senate but am now taking a break from studying next year. If I return to study I will consider being more involved with the guild the

Edith Cowan University Student Guild

Student Services and Amenities Fee Structure Relating to International Students and Other Non-SSAF Paying Students Report

Contents Introduction ...................................................................................................................................................... 3 Guild Membership and SSAF Funding .............................................................................................................. 4 Student Guild Membership Structure .............................................................................................................. 5 SSAF Expenditure .............................................................................................................................................. 7 Guild Student Assist Support and Services .................................................................................................. 7 Events, Activities and Courses ...................................................................................................................... 8 Provision of Food and Drink ......................................................................................................................... 9 Overall Expenditure ........................................................................................................................................ 10 Conclusion ....................................................................................................................................................... 12

Introduction Edith Cowan University Student Guild provides support to all enrolled students at Edith Cowan University who maintain their Guild Membership status. The Guild maintains, as per the Guild Constitution, four categories of Membership, General, Financial, Associate and Honorary Life Membership. All enrolled students generally fall within the General and Financial Membership Categories with General Members considered non-SSAF paying students and Financial being all those members that pay annual SSAF fees. General Members are included in the Guild’s electoral roll, eligible for membership of the Senate and Departments, entitled to use the designated facilities and services determined by the Guild from time to time and entitled to be represented by the Guild. Financial Members are included in the Guild’s electoral roll, eligible for membership of the Senate and Departments, entitled to full use of the facilities and services and entitled to be represented by the Guild. Further to the provisions of the Guild Constitution in relation to eligibility for Guild Membership, the Guild is required under Edith Cowan University Statute 29 and the Student Services and Amenities Fees Allocation Deed (agreed and signed annually) to help ‘meet the specific needs of overseas students in relating to their welfare, accommodation and employment’. No such provisions apply in direct relation to University Preparation students and/or similar cohorts. This report explores the gap in the funding received by the Guild in relation to Student Services and Amenities Fee allocations where services are required by statute or deed to be provided to non-SSAF paying students and where cohorts of students are defined as non-SSAF paying students by the University but considered eligible for Guild services. It aims to form a business case to the University for additional financial support to the Guild to continue to support these cohorts of students appropriately supporting the not only the Guild objectives but also Goal 1: Delivering an exceptional student experience for success in work and life and Goal 3: Leading the sector in internationalisation of the Edith Cowan University Strategic Plan, 2022 – 2026.

Guild Membership and SSAF Funding As per the Edith Cowan University Act 1984, Part IX Student Guild, “A student becomes a member of the Student Guild upon enrolment, for the period of enrolments, unless, at the time of enrolment that student elects not to become a member, or the enrolled student is not eligible to be a member.” The Act also specifies that The University must pay an amount not less than 50% of the total annual Services and Amenities Fees collected. This payment is not linked to membership numbers and is paid regardless of how many enrolled students choose to maintain their Guild membership. University Statute No. 29 – Student Services and Amenities Fee provides that “The Rules may specify that certain categories of Students are required to pay different levels of the Fee.” With the rules specifying only the proportionality of fees payable by various categories of students; Full-Time, Part-Time and Off Campus Students but remaining silent on the matter of exempted categories of students. The University publish to their website a table of categories of student, applicable fees and lists any SSAF exempt courses. See Figure 1. Figure 1: 2021 Student Services and Amenities Fee as published to the ECU Student Intranet 1

https://intranet.ecu.edu.au/student/money-matters/fees/student-service-amenities-fee/ssaf-2021

In 2021 Undergraduate Certificate of Higher Education, UniPrep Accelerate and University Preparation Course (Education Assistant Program) are SSAF exempt courses. SSAF is also not charged to International Students. It is not clear to the Guild as whether the listed SSAF exempted courses are inclusive of all UniPrep courses or just the specific courses listed as there has been no clear direction provided to date.

Student Guild Membership Structure The Guild deems that payment of a Student Services and Amenities Fee by a member satisfies the requirement for payment of a membership subscription and therefore entitles the member to Financial Membership. Whilst International Students are determined by the University to be exempt from the payment of SSAF Fees, the Guild has also determined that International Students are also entitled to Financial Membership and therefore full use of the Guild’s facilities and services in order to better provide support to these students during their studies. University Preparation Students and other exempt SSAF Fee students are considered General Members of the Guild and therefore entitled only to use of designated facilities and services. General Membership excludes financial support and welfare services to these students. At the 31st October 2021 the Guild Membership register contained 26404 student members. Of these 3170 were International Students (Figure 2). This data is representative of Covid-19 conditions, during which access to the state for study has been restricted for International Students. The same period pre-Covid, October 2019, saw 4252 International student members of the Guild. (Figure 3) Figure 2: International and Domestic Membership Breakdown – 31st October 2021

Breakdown of International and Domestic Members (As of October 31st 2021)

12%

88%

Domestic Members

International Members

Figure 3: International and Domestic Membership Breakdown – 31st October 2019

Breakdown of International and Domestic Members (As at 31st October 2019)

21%

79%

Domestic Members

International Members

Of the membership in October 2021, 2489 were studying a University Preparation Course (Figure 4). Figure 4: University Preparation Breakdown – 31st October 2021

Breakdown of University Preparation and Other Members

91%

University Preparation Students

Other Members

SSAF Expenditure Comparing data across 3 years (Appendix 1) the Guild is able to establish that a significant proportion of SSAF funding is expended on supporting non-SSAF paying students.

Guild Student Assist Support and Services The Guild Student Assist service provides advocacy and support across academic, financial and welfare issues to students. The service is currently supported by 2.8 FTE across 4 staff members. Staffing of this area was increased in 2021 from an FTE of 2.2 previously to address the increased wait times experienced by students when booking appointments. Students can access the service by booking appointments online and via the telephone. Appointments are typically of one hour in length with 45 minutes of direct student contact and 15 minutes reserved for notes. Issues can be resolved in one appointment, however, one student may have multiple appointments. International Student issues typically are more complex due to the more complex relationship between the University and the student and therefore will require multiple appointments to achieve a resolution. The number of students supported by the Guild Student Assist Services has increased year on year both across domestic and international cohorts which a slight decrease in 2021 in the number of international students being supported, likely as a result of the lower international student cohort numbers enrolled at the University due to Covid-19 restrictions (Figure 5). We typically see around a 50% split across domestic and international student appointments with 2020 weighted more so towards international students. Figure 5: Domestic vs International Student Guild Student Assist Service Appointments

Domestic vs International Student GSA Appointments 2000 1800 1600 1400 1200 1000 800 600 400 200 0

As at 31 October 2021

October 2020

October 2019

Domestic Student Appoinments

1804

1458

636

International Student Appointments

1690

1861

816

Domestic Student Appoinments

International Student Appointments

The Guild expended $100,608 in 2020 and in 2021 to date have expended $93,883 on international student advocacy and financial support. These figures are based purely on salary costs per appointment and do not take into account auxiliary activities to continue providing this support.

Figure 6: International Student Support Values 2019-2021

International Student Support Value $120,000.00 $100,000.00 $80,000.00 $60,000.00 $40,000.00 $20,000.00 $-

International Student Support Value

As at 31 October 2021

October 2020

October 2019

$93,883.22

$100,608.73

$41,145.45

The Guild does not capture data specifically identifying University Preparation students accessing GSA Services therefore we are unable to present the number of students or costs to the Guild in providing support to these students. However, University Preparation Students and other non-SSAF paying students are not permitted to access financial supports offered by the Guild by warrant of their General Membership status.

Events, Activities and Courses The Guild provides activities, events and skill development courses across the academic year. These activities assist in creating a campus culture both on and off campus and provides platforms for students to develop lifelong relationships with their peers. The Guild also provides various skill development courses to assist students to achieve career outcomes and obtain employment. Total expenditure on these programs has increased year on year, despite challenges such as Covid-19 and the Guild is committed to creating a valuable student experience. Using the proportions presented in the Guild Student Assist service data in relation to the percentage of international students accessing support we have determined that the same proportions are likely to be true of other Guild services. To date in 2021 the Guild has expended $308,542.51 supporting international students with events, activities and courses, this figure will increase significantly at year end. See Figure 7. The Guild does not capture data specifically identifying University Preparation students accessing Events, activities and courses therefore we are unable to present the number of students or costs to the Guild in providing support to these students. Figure 7: Total expenditure compared with expenditure directly attributable to International Students for Guild events, activities and courses.

Events, Activities and Course Expenditure 2019** 2020 2021* $-

$100,000.00 $200,000.00 $300,000.00 $400,000.00 $500,000.00 $600,000.00

Proportion International Students

2021* $308,542.51

2020 $304,398.00

2019** $169,597.05

Total Expenditure

$631,818.00

$548,061.00

$337,163.00

Proportion International Students

Total Expenditure

Provision of Food and Drink The Guild provides free food and drink and subsidised food and drink at events and on campus at the Guild student kitchens. The Guild kitchens in particular are accessible to any Guild members and provisions include free tea/coffee and other beverages and snacks. We also provide fridge storage and microwaves for students to store and heat their own food. Again, using the proportions presented in the Guild Student Assist service data, in 2021 to date the Guild has expended a total of $39,150 providing food and drink or International Students. The Guild does not capture data specifically identifying University Preparation students accessing Guild provided food and drink therefore we are unable to present the number of students or costs to the Guild in providing support to these students. Figure 8: Total expenditure compared with expenditure directly attributable to International Students for provision of food and drink to students.

Provision of Food and Drink Expenditure 2019**

2020

2021* $-

$5,000.00 $10,000.00$15,000.00$20,000.00$25,000.00$30,000.00$35,000.00$40,000.00

Proportion International Students

2021* $19,118.54

2020 $8,648.27

2019** $8,893.25

Total Expenditure

$39,150.00

$15,571.00

$17,680.00

Proportion International Students

Total Expenditure

Overall Expenditure The Guild has expended a significant proportion of its SSAF allocation across both SSAF Fee paying and NonSSAF Fee paying students. Figure 9: Expended Funds across Domestic and International Cohorts Cumulative 2019-2021

Expended Funds across Domestic and International Cohorts Cumulative $219,635.75 $191,966.90

2019**

$413,655.00

2020

$328,042.75 $421,544.27

2021* $-

$50,000.00 $100,000.00 $150,000.00 $200,000.00 $250,000.00 $300,000.00 $350,000.00 $400,000.00 $450,000.00 Total Key Expenditure International Students

Total Key Expenditure Domestic Students

As stipulated in the Higher Education Support Act 2003, Section 19-38 and in direct relation to the Guild operations in Section 4 of Statute 29 – Student Services and Amenities Fee, the Guild is required to expend SSAF funding under various broad categories. One of these categories is helping met the specific needs of overseas students relating to their welfare, accommodation and employment. When comparing the total funds allocated to this category since 2019, it is clear that the Guild expenditure in this area far exceeds the proportion directly allocated within the Deed.

Figure 10: Overall Guild Expenditure for International Students Compared to Allocated SSAF Funds 2019-2021

Overall Guild Expenditure for International Students Compared to Allocated SSAF Funds $11,747.00

2019**

$219,635.75 $10,184.00

2020

$413,655.00 $38,706.00

2021*

$421,544.27 $-

$50,000.00 $100,000.00 $150,000.00 $200,000.00 $250,000.00 $300,000.00 $350,000.00 $400,000.00 $450,000.00

Total Funds Allocated in SSAF Funding to Help Overseas Students

Total Key Expenditure International Students

Indeed if we isolate the Guild Student Assist Service in relation to this category we see that the Guild expends a much larger proportion of its funding supporting students that fall directly under this category. Figure 11: Guild Student Assist Service Expenditure for International Students Compared to Allocated SSAF Funds 2019-2021

Guild Student Assist Service Expenditure Compared to Allocated SSAF Funds $140,000.00 $120,000.00 $100,000.00 $80,000.00 $60,000.00 $40,000.00 $20,000.00 $As at 31 October 2021

October 2020

October 2019

Total Funds Allocated in SSAF Funding to Help Overseas Students International Student Support Value

Conclusion Edith Cowan University Guild continues to support all enrolled students, however, there is a clear disparity in the fund allocated to support International students and the amount expended by the Guild in providing such support. With increased costs of staff and resourcing it is becoming increasingly difficult to do more with less and to provide appropriate services for all students. The Guild’s approach to continuous development means that we make ongoing investment into key areas of need and resource those areas effectively to provide a first class student experience. In the past 12 months the Guild has further invested in its human resourcing of the Guild Student Assist facility to ensure that students do not face protracted wait times for employment. The evidence shows that the Guild is expending approximately 50% of its funding supporting international students for whom no SSAF is received by the Guild. In addition to this the Guild receives no funding to also support other cohorts considered SSAF exempt by the University, for example University Preparation students. In 2021 the potential funding loss to the Guild for International Students is estimated to be $494,540 whilst for SSAF Exempt courses it is estimated at $352,751. A total loss to the Guild of $847,291. A loss that could be utilised improving and expanding our services to our students. (Appendix 2) The Edith Cowan University Strategic Plan 2022-2026 lists as one of its goals, “Leading the sector in internationalisation” with priorities focused on rebuilding international onshore enrolments and “Delivering an exceptional student experience for success in work and life” by building on the existing framework already in place. The Guild has supported and will continue to support the University in its strategic goals but needs to be funded appropriately to do this. It is anticipated that (at the time of writing) the WA borders will open at the beginning of 2022. With the borders opening International Students will begin to return to ECU. The Guild is significantly involved in the Working Groups established by ECU to develop successful support mechanisms and structures to ensure that International students, on their return have a first class experience and that students are both attracted to the University and retained. The Guild is focussed on planning events, activities and experiences to ensure that returning International students are welcomed and supported in 2022 and beyond. In summary the Guild wishes to request that the University, given the report and the data therein, considers either implementing Student Services and Amenities fees for all cohorts within the University or provides a supplementary fund to support the work that the Guild does in supporting these cohorts of students and thereby supporting the University’s own strategic goals.

Appendix 1

Guild Student Assist

Date

Cost per Domestic Domestic Student Student Appoinments Appointment

As at 31 October 2021 1804 October 2020 1458 October 2019 636

Date 2021* 2020 2019**

$ 93,934.28 $ 71,339.94 $ 3,784.20

Total Domestic Students Supported 1141 1011 330

Events/Activities/Courses Proportion Total Domestic Expenditure Students $ 631,818.00 $ 323,275.49 $ 548,061.00 $ 243,663.00 $ 337,163.00 $ 167,565.95

Proportion International Students $ 308,542.51 $ 304,398.00 $ 169,597.05

Provision of Food/Drink Proportion Total Domestic Expenditure Students $ 39,150.00 $ 20,031.46 $ 15,571.00 $ 6,922.73 $ 17,680.00 $ 8,786.75

Proportion International Students $ 19,118.54 $ 8,648.27 $ 8,893.25

Overall

Date

2021* 2020 2019**

Total Key Expenditure Domestic Students

Total Funds Total Key Allocated in Expenditure SSAF Funding International to Help Students Overseas Students

$ 451,202.96 $ 328,042.75 $ 191,966.90

$ 421,544.27 $ 413,655.00 $ 219,635.75

$ 38,706.00 $ 10,184.00 $ 11,747.00

Total Cost per Internation Internatio % % Domestic International nal Internatio International al Student Domestic Student Student Financial Students nal Student Support Value Appointments Students Appointment Support Supporte Students d 51.2% $ 13,961.73 $ 107,896.01 1690 $ 87,998.30 $ 5,884.92 1089 48.8% 44.5% $ 6,117.08 $ 77,457.02 1861 $ 91,058.73 $ 9,550.00 1263 55.5% 49.7% $ 11,830.00 $ 15,614.20 816 $ 37,495.20 $ 3,650.25 334 50.3% Domestic Student Financial Support

International Student Support Value $ 93,883.22 $ 100,608.73 $ 41,145.45

Appendix 2

SSAF Fees Full-Time SSAF Fee (Annual)

Date October 2022 October 2021 October 2020 October 2019

$ $ $ $

315.00 313.00 308.00 303.00

International Students

Part-Time SSAF Fee (Annual) $ $ $ $

157.50 156.50 154.00 151.50

International Members (Full-Time) 3150 3150 3912 4226

Potential Funding from SSAF (International Full-Time) $ $ $ $

992,250.00 985,950.00 1,204,896.00 1,280,478.00

International Members (Part-Time) 20 20 32 26

SSAF Exempt Courses Potential Funding from Total Potential Funding SSAF for International Students (International Part-Time) (Guild Share) $ $ $ $

3,150.00 3,130.00 4,928.00 3,939.00

$ $ $ $

497,700.00 494,540.00 604,912.00 642,208.50

University Preparation Students (Full-Time) 2016 2016 1057 1072

Potential Funding from SSAF Exempt Courses (UniPrep/UCHE Full-Time) $ $ $ $

635,040.00 631,008.00 325,556.00 324,816.00

University Preparation Students (Part-Time) 476 476 206 267

Potential Funding from Total Potential Funding SSAF Exempt Courses for SSAF Exempt Courses (UniPrep/UCHE Part-Time) (Guild Share) $ $ $ $

74,970.00 74,494.00 31,724.00 40,450.50

$ $ $ $

355,005.00 352,751.00 178,640.00 182,633.25

Total Potential Funding for all Non-SSAF Guild Members (Guild Share) $ $ $ $

852,705.00 847,291.00 783,552.00 824,841.75