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In 2006, our
bargaining team attended meetings with UTS management
and other union participants to arrive at a agreement
that has maintained our entitlements. This is what we
all wanted and what we believed we achieved for members.
The bargaining team
consisted of our Senior Industrial Officer Andrew
Holland, Greg Hampshire, Damian Cobley-Finch, Mark Christopher
and two CPSU staff representatives Anne Darcy and Jim
Anderson and . Thank for all their work for the members
during the 8 month period.
2006 UTS Collective Agreement (Support Staff)
2006 UTS Certified Agreement (Senior Staff)
This win has
been delivered for all support staff through the hard
work and negotiation of the CPSU, the Union for Support
Staff at UTS. This is in an environment where the
Federal Government’s WorkChoices legislation and Higher
Education Workplace Relations Requirements meant
reducing support staff conditions were tied to Federal
Government funding to UTS. This attack was only seen off
due to the strength and involvement of CPSU members in
Enterprise negotiations and campaigns.
The new Agreement includes:
INCREASED PAY
of 2%
every six months until May 2009
JOB SECURITY
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Secured rights in change management to for staff on
parental leave, and retained change management
process, right to review redundancy decision, and
commitment that forced redundancy will be used only
as a last resort.
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Increased severance pay for fixed term support
staff.
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Retention of fixed term staff with the University
where the work is ongoing.
IMPROVED CAREER PROGRESSION
with better
consultation on developing a broadbanding
proposal, and retention of broadbanding,
incremental progression, position classification and
evaluation
MORE TIME TO IMPROVE WORK/FAMILY BALANCE
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Abolished forfeiture of annual leave.
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Doubled paid partner leave from 10 days to 20 days.
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Paid
parental leave at 20 weeks, with the ability for
this to be shared if both parents work at UTS
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Ability to return to work part-time, assisted by 30
days phased leave for return to work.
GREATER SAY
through staff having a genuine choice between an AWA and
the Support Staff Agreement, and commitment from
University to consult on all Industrial Relations
issues, including setting up a Policy Reference Group
set up to provide consultation on all University
policies.
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