Smart Casuals (Sydney)

Smart Casuals NTEU HANDBOOK FOR CASUAL AND SESSIONAL ACADEMIC STAFF AT UNIVERSITY OF SYDNEY

www.unicasual.org.au

www.nteu.org.au/sydney

INSIDE Welcome...................................................1 NTEU is your Union............................ 2 How to contact NTEU........................................ 2 How to join............................................................. 2

Musical Accompanying..................................... 9 Clinical Nurse Educator................................... 10 Clinical Educator................................................ 10

Rates......................................................... 11

Special rates for casuals/sessionals................ 2

Things to Know....................................13

NTEU and casuals................................. 3

The A to E of Academic Staff...........................13

What’s the problem with casual employment?........................................................ 3

Superannuation . ................................................13 Leave ......................................................................13

What is NTEU doing for academic casual employees?............................................................. 3

Parental Leave......................................................14

Being a casual ....................................... 4

Student Evaluation of Teaching.....................14

How is casual employment different from other employment?............................................. 4

Intellectual Property...........................................14

Where do your rights come from?................. 4

Long Service Leave for long-serving casuals.14 Collegiality.............................................................14 Intellectual Freedom..........................................15

What is a Sessional?............................................. 4

Health and Safety................................................15

Your rights............................................... 5

Equal Employment Opportunity.................. 16

Workers’ Compensation.................................. 16

Opportunities for more secure employment and Teaching Focused Roles........................... 5

Harassment and Bullying................................ 16

Separate Pay for Marking................................... 5

Termination..........................................................17

Increased Casual Loading................................. 5

Looking after your career.................................17

Payment for Attendance at Meetings............ 6 Unit Coordination Rates.................................... 6 Long Service Leave.............................................. 6

Grievances............................................................ 16

Casual’s Checklist............................... 18

Parental Leave....................................................... 6

Getting the most out of your union membership......................................... 19

When You Start Work............................7

What is my Local Union Branch?................. 19

Letter of Appointment.........................................7

When should I contact the Union?.............. 19

Tax File Number & Employee/Salary Number....................................................................7

What if my supervisor is also an NTEU member?............................................................... 19

Getting Paid on Time...........................................7

What does the Union do?.................20

Once You’re At Work............................ 8

Industrial Advice................................................20

Pay............................................................................. 8

Lobbying Government.....................................20

Lecturing................................................................. 8

Enterprise Bargaining.......................................20

Tutoring................................................................... 8

Communication with Members....................21

Other Required Academic Activity (incl.

Demonstrations)................................................... 9

Membership Benefits.........................................21

Marking................................................................... 9

How to get Involved........................... 22

Welcome Welcome to the 4th edition of Smart Casuals for University of Sydney.

Working as an academic casual is an exciting opportunity and can be personally and professionally rewarding. For some of you it is a stepping stone to an academic career.

For others it may be an opportunity to share with university students your professional knowledge.

Over the years, I have worked with many casual colleagues and have often felt that their enthusiasm and dedication is taken for granted with little demonstrated appreciation.

Hopefully, you have received positive student feedback – and also encouragement from your academic supervisor and other colleagues.

If every academic casual at my university had accessed this NTEU booklet, their working life would have been easier. I recommend that you read this closely, keep it at close hand as an important resource and pass onto colleagues. Whilst the information here has been specifically adapted for your university, you are also encouraged to contact your local NTEU Branch office if you have further questions.

The Union is working hard to improve your pay and working conditions. We have recently won you a wide range of improved pay and conditions which are outlined in this booklet.

You need to speak up if you are not receiving your correct pay and entitlements. Join the NTEU and we can assist you in this. Get involved in the Union so we can represent your and your colleagues’ interests even more effectively.

See www.unicasual.org.au for full details.

Jeannie Rea, NTEU National President

Smart Casuals is a publication of the National Tertiary Education Union (NTEU). 4th edition.

All Rights Reserved © 2011. ISBN 978-0-9806500-2-0 Editors: National Industrial Unit, Andrew Rivett, Jeane Wells.

Production: Paul Clifton Original design: Andrew Li

For more information, please contact the NTEU National Office Post: Phone: Fax: Email: Web:

PO Box 1323, Sth Melbourne VIC 3205 (03) 9254 1910 (03) 9254 1915 national@nteu.org.au www.nteu.org.au

www.unicasual.org.au

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NTEU is your Union The National Tertiary Education Union (NTEU) is the only union working exclusively in the tertiary education sector. The Union has a democratic and effective structure, and gives university staff an authoritative and expert voice in current debates about Australian tertiary education.

NTEU is active around a broad range of professional and industrial issues of concern to tertiary education workers, and has a team of specialist research, industrial, recruitment and campaign staff maintaining high-level expertise and providing assistance direct to the membership. Members can also save money by accessing a wide range of services and benefits.

How to join

Special rates for casuals/sessionals

Choose any method:

For casual/sessional staff, NTEU fees are set at three levels, based on your estimated earnings. These low casual rates, established in recognition of the unpredictability of casual pay rates and work, afford you full NTEU membership. All values include GST. Your union fees are fully tax deductible.

• Fill in the form at the back of this booklet.

• Contact or visit your local NTEU Branch office.

• Join online or download a form at www.nteu.org.au/join

Estimated salary range

6 month fee

12 month fee

$10,000 and under

$27.50

$55.00

$10,001 – $20,000

$38.50

$77.00

Over $20,000

$55.00

$110.00

How to contact NTEU NTEU has a staffed office at every Australian university.

Your local NTEU Branch office provides a range of information, including membership forms, commercial benefits, industrial advice and more details on your employment entitlements.

NTEU USyd Branch Office: Room 214, Transient Bdg, Camperdown/Darlington Campus, University of Sydney Phone: 02 9351 2827

Fax: 02 9351 7573

Email: nteu@nteu.usyd.edu.au

Website: www.nteu.org.au/sydney

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Smart Casuals: University of Sydney

NTEU and casuals What’s the problem with casual employment?

While casual employment sometimes provides employees with important flexibility and can be seen as a “foot in the door” to more permanent academic employment, being a casual can also mean that staff experience a high level of job insecurity and financial uncertainty.

NTEU’s research has shown that casual academic employment is sometimes like a treadmill: sessionals are often re-engaged to perform casual work year after year rather than appointed to entry-level fixed term or continuing academic positions.

There can often be very little professional development offered to casuals and inadequate time for research due to high teaching loads. All of this can add to the difficulties in accessing a meaningful career path.

Whilst casuals receive a 25% loading, this can often fail to fully compensate for the broader benefits of a range of other entitlements that other staff receive, such as sick leave, paid parental leave and above-guarantee superannuation (permanent academic staff in universities receive 17% superannuation, whereas casuals only receive 9%). Once account is taken of the amount of time needed for duties such as preparation, administration and student consultation, many academic casuals report underpayment for work performed.

In addition, the high level of job insecurity that casual employment brings with it means that casual employees usually cannot get access to home loans or other finance.

What is NTEU doing for academic casual employees?

Since the 1990s, higher education has gone through a period of turmoil due to cuts to Commonwealth funding, changes to industrial relations legislation and a range of other national and international pressures. One of these changes has been rapid growth in casual employment.

A key priority of the Union is to improve the working conditions of casual employees, both by improving conditions directly and by ensuring universities provide opportunities for casuals to attain more secure jobs. In the last round of enterprise bargaining with management at your university, the Union won significant improvements in the conditions of casual staff, as detailed throughout this booklet.

These improvements have only been won through the activity of casual NTEU members who campaigned to achieve these major gains.

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Being a casual How is casual employment different from other employment?

A casual employee is one who is engaged and paid by the hour, rather than employed on an ongoing basis or for a set period on a salary.

Casual rates of pay include a loading of 25% to compensate for some of the leave and other entitlements casual employees do not receive.

Where do your rights come from?

Your rights as an employee are set out in legislation, in your Enterprise Agreement, in University policy and in your letter of appointment.

Your university’s Enterprise Agreement negotiated between the Union and university management is the key place where your employment rights are set out, and takes precedence over University policy.

If you are employed in casual work at more than one university, you should be aware that the Enterprise Agreements that cover your working conditions will be slightly different at each one.

The interpretation of all the sources of your rights can be quite complex. NTEU can assist you with any issues you might have.

For reference, you can get a copy of your Enterprise Agreement from our Branch Office, or it can be found on the NTEU website:

www.nteu.org.au/rights/agreements

What is a Sessional? ‘Sessional’ is a term used in some universities to describe casual academic employees, as casual academics are often employed for ‘sessions’ or semester teaching periods.

Sessional academics are required to give, and entitled to one weeks notice for their employment relationship to terminate before the end of the semester.

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Smart Casuals: University of Sydney

Your rights Below is a list of the new rights enjoyed by casual employees at your university as a direct result of casual staff joining the NTEU and being active.

Opportunities for more secure employment and Teaching Focused Roles Casual staff may apply for conversion to fixed term employment and/or continuing employment if certain conditions are met.

Those conditions are: • The casual staff member must have performed the duties of the position, or a substantially similar position, on a regular and systematic basis.

• The University may refuse an application for conversion in specific instances on reasonable grounds.

In addition, casual staff who have performed at least 60% of a full-time teaching workload will have access to fixed term teaching focused roles, subject to satisfying the requirements set out in the Enterprise Agreement.

Should you need any information as to whether you qualify for a more secure position at the University, please contact the NTEU Branch office.

Separate Pay for Marking For many years some marking has been incorporated into a flat rate of pay. This was known as ‘reasonably contemporaneous marking’. The unclear definition of what constituted ‘reasonably contemporaneous marking’ resulted in marking performed by casual staff being either grossly underpaid or a major area of unpaid work. Whilst the Union was successful in winning large claims for back pay for some of our members, it was clear that this was an area that needed major reform in this round of enterprise bargaining.

Due to the campaigning work of NTEU casual members, we won significant improvements under the new Enterprise Agreement. All marking that forms part of the assessment for a subject and which takes place outside the contact time of a lecture, tutorial or clinical session is now paid separately at the prescribed marking rate.

Increased Casual Loading All casual staff are now paid a casual loading of 25%. The casual loading is paid in lieu of many of the paid leave entitlements provided to continuing staff.

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Payment for Attendance at Meetings Unless the meetings are part of preparation for a tutorial or lecture casual staff should be paid for any meetings or lectures that they are required to attend.

Unit Coordination Rates Casual staff with full subject coordination should paid at the higher rate outlined in the Agreement, than other casuals without the extra responsibility.

Long Service Leave Casual service from January 2010 is recognised for the purposes of Long Service Leave under NSW legislation.

Parental Leave Casual staff are entitled to 52 weeks unpaid parental leave in connection with the birth or adoption of a child. To qualify for unpaid parental leave, a casual staff member must have worked for the University on a regular and systematic basis for at least 12 months and have a reasonable expectation of ongoing employment.

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Smart Casuals: University of Sydney

When You Start Work Letter of Appointment You will usually be given a letter of appointment either before or when you start work. This is often referred to as a ‘Casual Contract’ or ‘Record of Casual Appointment’. It’s important to have this letter as it indicates what’s in your contract of employment – this will be crucial to know if there is any misunderstanding later on. If weeks pass and you still haven’t received a letter of appointment, you should follow it up with your supervisor. Keep your letter of appointment and any other official documents relating to your employment in a safe place.

Your letter of appointment should stipulate the type of employment and the terms of your engagement in relation to: • Employment category and classification.

• The duties required.

• The number of hours/sessions required or anticipated (where known).

• Hourly/sessional rate of pay.

• Name and position of supervisor.

• Other main conditions of employment like details of the Enterprise Agreement and the provisions relating to conversion to continuing or fixed term employment If you are unsure about any specific duties or it is not clear what the expectations are, seek a meeting with your supervisor for clarification. Ask that any clarification be put in writing. If your supervisor does not do so, write a letter to your supervisor or Head of Department setting out your understanding of the meeting and the University’s expectation of your work and ask that the supervisor correct any misunderstanding or misstatement on your part. Try to get these kinds of issues clarified as soon as possible after commencing work. An example might be that it is unclear whether you are expected to attend lectures and whether you would be paid additionally for doing so. In this case, it would be worth seeking clarification in writing.

Tax File Number & Employee/Salary Number Ensure you provide your tax file number to the person responsible for administering your wages. Keep a record of your Employee or Salary number so you can quote it to the pay officer if any problems arise.

Getting Paid on Time It’s a good idea to finalise your employment details as quickly as possible to avoid missing a pay period. Check with your School/Departmental administrator about frequency of pay periods and whether there are cut-off dates for the lodgement of time sheets. If you have any problem in receiving your pay, you should contact the Union Branch office.

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Once You’re At Work Pay Casual pay rates depend on the type of work being performed. The following are extracts from your Agreement describing each type of casual work and the rates of pay you can expect for each.

Lecturing The pay rates are paid for one hour of delivery and associated work as defined below.

For the purposes of payment of a lecture or repeat lecture rate, ‘associated work’ may encompass the following activities: • Preparation of lectures.

• Marking of student work for which the casual staff member is responsible where the marking is performed (or could reasonably be performed) in the relevant classroom, lecture or equivalent teaching environment.

Tutoring Except for repeat tutorials, the rates prescribed are paid per hour of tutorial delivered (or equivalent delivery through other than face-to-face teaching mode) and assumes two hours associated work as defined below.

A repeat tutorial is a second or subsequent delivery of the same tutorial in the same subject matter.. The prescribed rates are paid per hour of tutorial delivered and assume one hour’s associated work as defined below.

For the purposes of payment of a tutorial or repeat tutorial rate, ‘associated work’ may encompass the following activities: • Preparation of tutorials.

• Marking of student work for which the casual staff member is responsible where the marking is performed (or could reasonably be performed) in the relevant classroom, lecture or equivalent teaching environment.

• Contemporaneous consultation with students involving face-to-face and email consultation prior to and following a tutorial.

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Smart Casuals: University of Sydney

Other Required Academic Activity (incl. Demonstrations) ‘Other required academic activity’ includes work that the University requires a casual staff member to perform and that is performed as required, being work of the following nature: • The conduct of clinical sessions other than clinical nurse education.

• The conduct of performance and visual art studio sessions.

• Development of teaching and subject materials such as the preparation of subject guides and reading lists and basic activities associated with subject coordination.

• Consultation with students (other than as consultation for a tutorial or lecture).

• Attendance at departmental and faculty meetings as required.

This list is not intended to be exhaustive, but is provided by way of examples and guidance.

Marking Casual staff will be paid marking rates as set out in this Agreement where they undertake marking as a requirement of the supervising lecturer in charge of the subject or course, other than marking which is performed (or could reasonably be performed) in the relevant classroom, tutorial/lecture or equivalent teaching environment.

The number of hours allowed for marking and the appropriate marking rate per hour are determined with regard to the appropriate Academic Workload Policy. These will be developed in consultation with academic staff within the relevant discipline or organisational unit and will set out reasonable expectations about the number of hours to be allowed for marking based on the complexity of the marking and allowing for variations in level of experience of the marker in the context of the academic discipline involved.

The supervising examiner marking rate is paid for marking that is undertaken as a supervising examiner or marking requiring a significant exercise of academic judgement appropriate to an academic at level B status. The routine (standard) marking rate is paid per hour for routine marking, including multiple choice marking.

Musical Accompanying ‘Musical Accompanying (1)’ applies to musical accompanying with special educational service, i.e. provision of musical accompaniment to one or more students or staff in the course of teaching by another member of academic staff in circumstances where the accompanist deploys educational expertise in repertoire development or expression for student concert or examination purposes, but does not include concert accompanying, vocal coaching or musical directing. This includes one hour of delivery and up to one hour of preparation.

‘One to One Teaching’ is the rate paid for one hour of teaching at the Conservatorium of Music ‘Recital Examination and Auditions’ is the rate paid per hour of delivery. Rate A is paid for the first hour and Rate B is paid per hour thereafter.

‘Musical Accompanying (2)’ applies to musical accompanying, repetiteurship, and musical coaching other than with special educational service. This rate is paid per hour of delivery.

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Clinical Nurse Educator ‘Clinical Nurse Educator 1’ is the rate payable for provision of undergraduate clinical nurse education including delivery time and directly associated non-contact duties such as preparation, reasonably contemporaneous marking and student consultation. This rate includes one hour’s delivery time and one hour’s associated work time.

‘Clinical Nurse Educator 2’ is the rate payable for provision of undergraduate clinical nurse education including delivery time and directly associated non-contact duties where little preparation time is required. This rate includes one hour’s delivery time and 0.5 hour’s associated work time.

Clinical Educator ‘Clinical Educator 1A and 1B’ are the rates paid per hour where an average of three hours is spent on non-contact duties (including liaison with specific health agencies, examination of student patient care plans, student evaluation and counselling with individual preparation for contact periods) per session. Rate 1A applies to staff with requisite experience and Rate 1B applies to staff without experience.

‘Clinical Educator 2A and 2B’ are the rates paid where non-contact duties (as defined above) per session are less time consuming than non-contact duties applicable to Clinical Educator 1A and 1B. Rate 2A applies to staff with requisite experience and Rate 2B applies to staff without experience.

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Smart Casuals: University of Sydney

Rates The following rates are extracts from Schedule 1 of The University of Sydney Enterprise Agreement 2009-2012.

Activity

Current Rate as at 1 July 2011

As of 1 January 2012

Standard Lecture (1 hour delivery and 2 hours of associated work)

$172.12

$176.42

Developed Lecture (1 Hour delivery and 3 hours of associated work)

$229.49

$235.23

Significant Responsibility (1 Hour delivery and 3 hours of associated work)

$229.49

$235.23

Distinguished Visiting Scholar (1 hour of delivery and 4 hours of associated work)

$286.86

$294.03

Repeat Lecture (1 hour delivery and 1 hour associated work)

$114.74

$117.61

Tutorial Rate (1 hour tutorial time and 2 hours of associated work)

$122.76

$125.82

Tutorial Rate with PhD qualifications and/or full subject coordination duties(1 hour tutorial time and 2 hours of associated work)

$146.80

$150.47

Repeat Tutorial (1 hour tutorial time and 1 hour associated work)

$81.83

$83.88

Repeat Tutorial with PhD qualifications and/or full subject coordination duties (1 hour tutorial time and 1 hour associated work)

$97.90

$100.35

Marking as supervising examiner or requiring significant exercise of academic judgement appropriate to an academic at Level B status

$57.38

$58.82

Routine (Standard) Marking with PhD qualifications and/or full subject coordination duties

$48.94

$50.16

Routine (Standard) Marking

$40.94

$41.96

Lecturing

Tutoring

Marking

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Activity

Current Rate as at 1 July 2011

As of 1 January 2012

Musical accompanying (1) -(1 hour of delivery and 1 hour of preparation)

$81.84

$83.89

Musical accompanying (1) with PhD qualifications and/or full subject coordination duties - (1 hour of delivery and 1 hour of preparation)

$97.90

$100.35

One to One teaching (per hour at the Conservatorium of Music)

$111.92

$114.71

Recital exams and auditions per hour (for the first hour)

$113.95

$116.80

Recital exams and auditions per hour (for the each hour thereafter)

$94.96

$97.33

Musical accompanying (2) per hour of delivery

$40.95

$41.97

Musical accompanying (2) per hour of delivery with PhD qualifications and/or full subject coordination duties

$48.95

$50.17

Clinical Nurse Educator 1 Normal preparation required (1 hour of delivery and 1 hour associated work time)

$81.84

$83.89

Clinical Nurse Educator 1 Normal preparation required (1 hour of delivery and 1 hour associated work time) with PhD qualifications and/or full subject coordination duties

$97.90

$100.35

Clinical Nurse Educator 2 Little preparation required (1 hour of delivery and 0.5 hour associated work time)

$61.36

$62.90

Clinical Nurse Educator 2 Little preparation required (1 hour of delivery and 0.5 hour associated work time) with PhD qualifications and/or full subject coordination duties

$73.42

$75.26

Other required activity without PhD

$40.94

$41.96

Other required activity with PhD

$48.94

$50.16

Musical accompanying

Clinical Nurse Educator

Other Required Academic Activities (including demonstrations)

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Smart Casuals: University of Sydney

Things to Know The A to E of Academic Staff Academic staff are classified into five pay bands or ‘Levels’. Associate Lecturers are at Level A, Lecturers are at Level B, Senior Lecturers Level C, Associate Professors at Level D and Professors at Level E. There are steps, or pay increases, within each level that the staff member progresses through on an annual basis subject to acquiring new skills. Casual academic staff are engaged at the Level that corresponds to the standards attached to the Enterprise Agreement – generally at Level A or Level B.

Superannuation Under Federal legislation and the Enterprise Agreement, the University must contribute to a superannuation fund on your behalf.

At all Australian universities, the required recipient fund is UniSuper. NTEU strongly recommends UniSuper to staff on the basis of its good performance and low administration costs.

www.unisuper.com.au You should be provided with the necessary application forms for UniSuper when you start work. If not, ask your institution’s Human Resources Department.

Employer contributions are ‘preserved’ (not accessible) until the age prescribed by legislation and can earn significant interest during this time.

If you are in UniSuper, you will only have one account – even if you change university or work at more than one university. If you leave the tertiary education sector the money can be rolled into another superannuation fund, or if your new employer offers a choice of funds, you can request new contributions be made directly to your account with UniSuper.

The university has superannuation officers who can advise you about your superannuation options, but if you think you’re missing out contact NTEU.

Leave Under our Agreements, the casual loading is paid in lieu of most types of leave received by other employees.

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Parental Leave Under the National Employment Standards, if you have been employed on a regular and systematic basis for at least 12 months, and have a reasonable expectation that this will continue, you will be entitled to 12 months’ unpaid parental leave.

In addition to this entitlement, the Federal Government’s Paid Parental Leave Scheme commenced on 1 January 2011 and provides 18 weeks’ payment at the Federal minimum wage.

Some casual employees will be able to qualify for this payment. One of the key determinants for eligibility to the Paid Parental Leave payment as a casual staff member is whether you satisfy the Government’s ‘Work Test’.

As the eligibility for the Government’s paid parental leave payment is different to the eligibility for 12 months’ unpaid parental leave under the National Employment Standards, it is crucial that you obtain expert advice from your Union office about your own situation.

Long Service Leave for long-serving casuals Casual staff are entitled to long service leave in accordance with the Long Service Leave Act 1955 (NSW) in respect of service performed on or after 1 January 2010.

Student Evaluation of Teaching Most teaching in universities is now subject to student teaching evaluation: your students will likely be asked to evaluate your teaching at the end of semester. Make sure you keep copies of all your students’ teaching evaluation questionnaires, just in case any issues arise later.

Collegiality Ideally, the experience of working as a casual academic should include an opportunity to fully participate in the academic life of the Department. Unfortunately, while some Schools and Departments are inclusive of casual academics and welcome their contribution at School/ Departmental meetings, many exclude casual academics, often inadvertently. Treating casual academics as professional colleagues can go a long way to alleviating the stress casuals work under, especially given inadequate support facilities.

A good way to organise participation in Departmental meetings is to group together with other academic casual staff in your School or Department. Remember that if you are required to attend these meetings, you are entitled to be paid for this time.

Intellectual Property Casual academics generally have the same rights as permanent academic staff to intellectual property created as part of their employment. The general rule of thumb is that intellectual property in works created in the course of your employment (such as new course materials or a new course) belongs to the University. However this position is often modified by University policy and/or the Enterprise Agreement: for example, if you have developed materials with market appeal, the University might grant you a license to sell that work in certain circumstances.

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Smart Casuals: University of Sydney

Remember that if you are not paid to do research, the University will have no claim over any intellectual property relating to your research activities.

Under Federal law, you also have moral rights in relation to works created in the course of your employment. Your moral rights include: • Attribution of authorship.

• The right to not have authorship of a work falsely attributed.

• The right to not have your work altered without your permission.

If an intellectual property issue arises in relation to your employment, make sure you get individual advice from your local NTEU Branch office.

Intellectual Freedom Casual academics should have the same rights and responsibilities with respect to academic freedom as ongoing and fixed term academic staff.

Intellectual freedom includes the rights of all staff to: • Participate in the representative institutions of governance within the University in accordance with the statutes, rules and terms of reference of the institutions.

• Express opinions about the operation of the University and higher education policy in general.

• Participate in professional and representative bodies, including Unions, and to engage in community service without fear of harassment, intimidation or unfair treatment in their employment.

• Express unpopular or controversial views, provided that in doing so staff must not engage in harassment, vilification or intimidation.

NTEU has campaigned hard to ensure that Enterprise Agreements enshrine intellectual freedom – often against the opposition of university managements. Your Agreement protects the rights of academic staff to engage in critical inquiry, intellectual discourse and public debate.

Health and Safety Under State legislation, your employer is obliged to ensure your safety at all times when on campus or engaged in activities related to your employment with the University. The University must provide: • Safe and well-lit corridors and walkways to prevent assaults occurring.

• Personal protective equipment, proper ventilation and other necessary precautions against dangers associated with the use of hazardous substances.

• Proper ventilation of class rooms to safeguard against personal discomfort and airborne disease.

• Safe equipment, including ergonomically safe chairs, desks, etc.

The University has Occupational Health and Safety representatives elected by employees who can raise any issues of concern about safety in the workplace. Your local NTEU Branch office can put you in touch with your local representative.

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Workers’ Compensation Casual staff are entitled to claim workers’ compensation if injured in the course of their work.

This includes injuries arising from work, injuries sustained during working time (whether on campus or whilst working elsewhere) and injuries sustained travelling between home, the University, other places of work and other educational institutions. Injuries for which claims may be made include: • Physical injury – e.g. back strains and muscle damage to hands and wrists sustained in the course of preparing or delivering classes.

• Ill health – e.g. poisoning or the contraction of disease in class or during clinical instruction.

• Emotional stress injury – e.g. stress associated with being overworked or subject to harassment by other staff or students.

Any work-related illness or injury should be reported as soon as possible to the University. You should also contact your NTEU Branch immediately for further advice and assistance.

Equal Employment Opportunity Federal and State Laws designed to protect employees from discriminatory employment practices cover universities.

These laws protect people from discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, absence from work during maternity leave or other parental leave, religion, political opinion, trade union membership or activity, national extraction or social origin.

If you are denied employment or employment entitlements or are terminated because of a characteristic associated with one of these protected categories, you have a right to seek compensation. You should contact your local NTEU Branch office immediately.

Harassment and Bullying Unfortunately, harassment and bullying can sometimes happen in the workplace. You have the right to lodge a complaint should you experience sexual harassment or discrimination at work. Bullying is recognised as behaviour aimed to demean, humiliate or intimidate. The University has a policies regarding workplace bullying and harassment and discrimination prevention.

If you experience any form of harassment or discrimination, make sure you contact your local NTEU Branch office for advice and assistance.

Grievances The University has internal grievance procedures designed to resolve work disputes.

If you feel you have been treated unfairly at work in any way, contact your local NTEU Branch office for confidential advice before lodging a grievance, as the procedures can be complex and are often not properly applied.

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Smart Casuals: University of Sydney

Termination If you have been employed on a regular and systematic basis for six months or more (eg teaching whole semesters, even if there are breaks such as midyear or long vacations) and you have a reasonable expectation of continued casual employment, you may have grounds for claiming unfair dismissal if you suddenly lose your job or are not given more work. If you are dismissed before the semester is over, you may also be entitled to pay for the balance of the semester.

Contact your local NTEU Branch office, which may also be able to pursue less formal means within the University to try to save your job or find you another.

Looking after your career Many permanent academic staff started their academic careers as casual staff. The teaching experience gained from casual tutoring and demonstrating can be invaluable when applying for permanent academic positions.

Make sure you keep an accurate record of your teaching experience, including tutorial / demonstration outlines, copies of any course materials you have developed, student evaluations etc. It’s also a good idea to get a reference from your supervisor at the end of the semester.

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Casual’s Checklist ❏❏

Keep your letter of appointment and any other official documents relating to your employment in a safe place.

❏❏

Finalise your employment details as quickly as possible to avoid missing a pay period.

❏❏

Check with your School/Departmental administrator about frequency of pay periods, whether there are cut-off dates for the lodgement of time sheets and how time sheets are lodged.

❏❏

Provide your tax file number to the person responsible for administering your pay.

❏❏

Keep a record of your Employee or Salary number so you can quote it to the pay officer if any problems arise.

❏❏

Consider getting advice from the university’s superannuation officer or financial advice before making any decisions about superannuation www.unisuper.com.au.

❏❏

Download a copy of your Enterprise Agreement from the NTEU website for reference www.nteu.org.au/rights/agreements.

❏❏

Make sure you have access to work facilities (desk, computer, email, photocopying, office space etc).

❏❏

Clarify anything you are unsure of in relation to your duties with your supervisor as soon as possible, preferably in writing.

❏❏

Note down any extra hours worked over and above your allocated paid hours.

❏❏

Keep copies of all your students’ teaching evaluation questionnaires.

❏❏

Report any work-related illness or injury to your supervisor as soon as possible.

❏❏

Keep copies of any course materials or other work you develop as a casual academic.

❏❏

Get a reference from your supervisor at the end of the semester.

❏❏

Make sure any previous regular casual employment is counted as service for long service leave if you gain a fixed term or ongoing position.

❏❏

Contact the Union if any issues arise as soon as possible after they occur.

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Smart Casuals: University of Sydney

Getting the most out of your union membership What is my Local Union Branch?

Your local NTEU Branch office is referred to throughout this handbook and is your first port of call for advice or assistance in relation to your job. The Branch office can provide you with more information about the Union and how it operates at your institution.

The Branch has elected representatives, including a Branch President and Secretary as well as a website with contact details and local news:

www.nteu.org.au/sydney

When should I contact the Union?

You don’t have to suffer through employment problems. NTEU can help you devise a strategy for dealing with your issues, and assist in making you aware of your rights and options in confidence.

NTEU gives members confidential advice, and we will not raise individual cases with management without the permission of the member in question.

You should raise any concerns you have about your work, workplace or conditions with the Union as soon as possible.

What if my supervisor is also an NTEU member?

Your issues will be dealt with confidentially. The NTEU will act for you, as the affected employee, regardless of whether your supervisor (who acts for the University) is an NTEU member or not.

www.unicasual.org.au

19

What does the Union do?

Industrial Advice While important improvements have been made for casual staff, NTEU knows that many casual academics still work unpaid hours, have difficulties accessing proper facilities at work and do not feel integrated into the collegial life of their Schools and Departments.

Over the life of this Enterprise Agreement, NTEU will be aggressively enforcing existing provisions and entitlements through legal and industrial avenues to ensure that your rights are protected.

NTEU employs staff in local Branch and State (Division) offices, and in the National Office.

They provide specialist advice and support to members on all matters related to the conditions of their employment, including appointments, promotion, classifications, contracts, unfair dismissal, disciplinary procedures, intellectual property, consultancies, research funding and a myriad of other issues.

www.nteu.org.au/rights

Lobbying Government NTEU lobbies Government and all political parties on issues related to tertiary education funding, policy and employment. NTEU makes submissions to parliamentary inquiries, and liaises with employers, students and professional associations on issues affecting the work of university staff.

www.nteu.org.au/campaigns

Enterprise Bargaining NTEU represents university staff in enterprise bargaining at every university. NTEU provides the resources and organisational strength to enhance our members’ bargaining power – but remember, our capacity to bargain effectively is directly linked to our strength on the ground.

If you want to have a say in negotiations affecting your pay and conditions, join the Union!

www.universitybargaining.org.au

20

Smart Casuals: University of Sydney

Communication with Members Connect is the NTEU’s national publication for casual academic staff. It is published and sent to all casual academic staff twice a year. It can also be read online in the resources section of our website dedicated to casual academic members at:

www.unicasual.org.au NTEU provides a wide range of services to members, including regular information through newsletters and journals, seminars for members on professional issues, union training and access to ACTU financial services. The NTEU national website provides up-to-date information on all areas of the Union’s work:

www.nteu.org.au NTEU’s national magazine, the Advocate, is sent to all members, including casuals, three times a year.

www.nteu.org.au/advocate The women’s magazine is sent to all women members once a year.

www.nteu.org.au/women The Australian Universities’ Review, NTEU’s refereed academic journal, is published twice a year and is sent to all members who request it.

www.aur.org.au Members also receive Branch and Division publications.

Membership Benefits In addition, NTEU members also have access to Union Shopper, a shopping service providing discounts and savings on a wide range of products and services. A casual using Union Shopper to purchase goods just 2 or 3 times would be likely to save the equivalent of an entire year’s membership dues.

Members can get a copy of the Membership Benefits Guide by contacting your local NTEU Branch office or online at:

www.nteu.org.au/join/benefits

www.unicasual.org.au

21

How to get Involved For the Union to continue to pursue these issues and to succeed in this important campaign to improve the rights of casual staff we need your help.

Your involvement can be as simple as joining the NTEU, talking to your colleagues about issues affecting casual staff, participating in your local academic casuals network and online forums on www.unicasual.org.au and keeping in touch through our website www.nteu.org.au The Union organises a number of conferences, meetings and events for members to participate in. Your local NTEU Branch office has an elected committee that meets regularly, and we have working parties to deal with particular issues of local concern to staff.

At a State level, there are Division working groups and networks. Contact the Division office in your State to find out about local activities.

At a National level, there is an annual Women’s conference, an Indigenous members’ forum, a National Academic Casuals Committee and a National Education and Research Advisory Group.

www.nteu.org.au/myunion/about/committees If you are interested in any of these events your local NTEU Branch office can give you information about getting involved. Elections for Branch Committee and other positions are held every two years, and casual staff who are NTEU members are eligible to both run and vote in these elections.

www.nteu.org.au/myunion/get_involved

22

Smart Casuals: University of Sydney

CASUAL MEMBERSHIP FORM

NATIONAL TERTIARY EDUCATION UNION

 I want to join NTEU  I am currently a member and wish to update my details The information on this form is needed for aspects of NTEU’s work and will be treated as confidential.

YOUR PERSONAL DETAILS TITLE

|SURNAME

GIVEN NAMES HOME ADDRESS

|STATE

CITY/SUBURB PHONE |WORK INCL AREA CODE

HOME PHONE INCL AREA CODE

|POSTCODE

|DATE OF BIRTH

MOBILE

| MALE  FEMALE

EMAIL HAVE YOU PREVIOUSLY BEEN AN NTEU MEMBER?

 YES: AT WHICH INSTITUTION?

ARE YOU AUSTRALIAN ABORIGINAL/TORRES STRAIT ISLANDER?  YES

YOUR CURRENT EMPLOYMENT DETAILS

|CAMPUS

INSTITUTION/EMPLOYER

|DEPT/SCHOOL

FACULTY

 SESSIONAL ACADEMIC  GENERAL/PROFESSIONAL STAFF CASUAL You may resign by written notice to the Division or Branch Secretary. Where you cease to be eligible to become a member, resignation shall take effect on the date the notice is received or on the day specified in your notice, whichever is later. In any other case, you must give at least two weeks notice. Members are required to pay dues and levies as set by the Union from time to time in accordance with NTEU rules. Further information on financial obligations, including a copy of the rules, is available from your Branch. ‡Associated bodies: NTEU (NSW); University of Qld Academic Staff Association (Union of Employees) at UQ; Union of Australian College Academics (WA Branch) Industrial Union of Workers at Edith Cowan University & Curtin University; Curtin University Staff Association (Inc.) at Curtin University; Staff Association of Edith Cowan University (Inc.) at ECU Office use only: Membership no.

PAYMENT DETAILS

|STEP/INCREMENT IF KNOWN

Pay by cheque, money order or credit card

CHOOSE YOUR SALARY RANGE  SELECT PERIOD OF MEMBERSHIP  TICK APPROPRIATE BOX Salary range

6 months

12 months

$10,000 & under: $10,001–$20,000: Over $20,000:

  

 $55  $77  $110

$27.50 $38.50 $55

 PLEASE ACCEPT MY CHEQUE/MONEY ORDER

OR

PAY BY CREDIT CARD:

NAME ON CARD CARD NO.

— — — — — — — — — — — — — — — —

EXPIRY SIGNATURE

|  MASTERCARD  VISA |$ |DATE

Description of goods/services: NTEU Membership Dues. To: NTEU, PO Box 1323, Sth Melbourne VIC 3205

YOUR EMPLOYMENT GROUP

|LEVEL LECTB, HEW4



POSITION

|MAIL/ BLDG CODE

I hereby apply for membership of NTEU, any Branch and any associated body‡ established at my workplace.

SEND SIGNED FORM TO NTEU

SIGNATURE

POST:

PO Box 1323, South Melbourne VIC 3205

FAX:

(03) 9254 1915

DATE

EMAIL: national@nteu.org.au