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First new Uni agreement
Date: 23 May 2003
CPSU/PSA members at the University of New South Wales have endorsed a new three-year enterprise agreement. Maternity leave and job security clauses are a feature of the agreement.
It is the first agreement in the current round of university bargaining to be finalised (after seven month) and it delivers good outcomes for general staff.
So far CPSU/PSA and LHMU (miscellaneous workers union ) has agreed. The NTEU (tertiary education union) will make their decision soon.
The agreement delivers a 12.6% cumulative pay increase over 3 years, plus a flat $1,500 increase, plus $500 per annum for any general staff member that does not move to a higher classification level as a result of broad banding across the life of the enterprise agreement. We estimate that those who are broad banded may receive up to a further 10% over the life of the agreement.
The other main features of the agreement are:
- All existing agreement and award conditions are either rolled over or improved.
- The agreement will end on the 31st March 2006. Negotiations for a replacement agreement will commence in October 2005
- The UNSW will consult on University policies with specific commitments on intellectual property and freedom, bullying, redeployment and broad banding
- An Indigenous Australian Employment committee (with union reps)
- Commitments on maintaining or increasing size of general staff workforce and not increasing size of casual workforce
- Protection for UNSW corporate entity employees and pick up award transmission of business provisions.
- A clause that reopens negations if additional Federal funding available
- Higher Duties Allowance allow for Part time employees access to HDA and employees on HDA to be paid HDA for all leave taken in that period and all leave entitlements to be paid at HDA on termination if acting for more than 12 months Allowances added
- Strengthening breadth of right to refuse overtime.
- Casual loading increased to 23% over life of agreement and a process for conversion of long-term casual employees to ongoing employment added
- Workload monitoring to include a joint union/management committee
- Reclassification cannot lead to a position being downgraded
- The first step of each salary level removed (except for level one)
Major improvements to parental leave including:
- Maternity and adoption leave extended to 14 weeks on full pay & no service requirement to get paid leave,
- all public holidays will be paid whilst on paid parental leave,
- ability to take parental leave at half pay,
- two weeks paid partner leave, and 50 weeks unpaid partner leave,
- Foster Parent leave - from two to three weeks on full pay,
- ability to take paid parental leave as a lump sum,
- fixed term employees and casual employees improved entitlement to paid leave,
- improvement to recognition of unpaid leave for incremental progression, improvement to resumption of duties provisions and return to work on part time basis
For further information
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