• Improved consultation process with staff when there is a workplace change proposal.
• Staff will not be subject to more than 1 change proposal involving the potential redundancy of their position in any 2-year period, except in exceptional circumstances.
• Redundancy will be an option of last resort.
• ‘Outsourcing’ is included as significant change for change management purposes.

• Improved definition of ‘casual employee’
• An enforceable cap of 15% casual employment for all academic employment, which may only be adjusted with NTEU agreement.
• Casual staff will be paid by the hour for all work performed except where rolled up rates for tutoring and lecturing apply.
• Payments for marking will be by the hour and will not include tasks associated with the investigation of academic misconduct outside of bringing an allegation to the attention of the responsible Subject Coordinator; tasks associated with the administration of marks or provision of additional feedback outside a reasonable expectation of feedback.

• Conversion of Career Development Fellowships (CDFs) and Scholarly Teaching Fellowships (STFs) to continuing employment (Academic Agreement).
• Reduction in the qualification period to apply for conversion to continuing employment from 3 years to 2 years.
• Reductions in the number of permissible fixed-term employment categories (external funding, secondments, discontinued teaching program and disestablished organisational area have all been abolished).
• Extension on the period of notice the University is required to give for renewal or non-renewal of fixed-term contracts from 4 weeks to 8 weeks where the period of engagement has been 12 to 24 months, and 12 weeks where the period of engagement has been over 24 months.

• The University does not expect or require a staff member to respond to communications outside their ordinary hours of work, or whilst they are on approved leave, including Concessional Days. The University will not make workload demands of staff that are inconsistent with these provisions.

• Creates an appeal mechanism for professional staff to challenge management decisions concerning their workloads including assessment external to the work unit.

• • Terms of engagement for ongoing and fixed-term staff will include ratios of research, teaching and governance expected for their positions (e.g. 40:40:20).
  • Teaching will be limited to 10% of the total workload of Research Only Academic staff.

• The University is required to address workload and WHS impacts of proposed changes in Change Proposals.
• During the change process, Management will:

(i) assess any increases in workloads;

(ii) make proposals to mitigate the effect of increases to workloads, including the redistribution of remaining work from a position(s) proposed to be disestablished;

(iii) where any work remaining from position(s) proposed to be disestablished cannot be accommodated within the available workload(s) of remaining ongoing and fixed-term staff, the position(s) will not be disestablished.

• Aboriginal and Torres Strait Islander employment targets as follows: 3% of continuing/fixed-term staff by headcount or 75 FTE (35 Academic and 40 Professional Services staff), whichever is the greater, by 30 June 2026.
• 10 days paid Cultural and Ceremonial Leave.
• A commitment to annually fund employee initiatives and remuneration to address cultural load, cultural development and education over the lifetime of the Agreements.
• This commitment will be achieved through development of a policy in consultation with Aboriginal and Torres Strait Islander staff within three months of the Agreements commencing.
• Establishment of an Aboriginal Workforce Development Committee (AWDC) which will include an Aboriginal and/or Torres Strait Islander staff representative nominated by the NTEU.

• 60 days paid gender affirmation leave is available after 12 months of continuous employment for any purpose related to gender affirmation; and
• 30 days paid gender affirmation leave is available after 12 months of continuous employment for the purpose of undergoing a surgical procedure relating to gender affirmation.
• Additionally, personal leave may be used for gender affirming care.

• An increase to 20 days (from 10 days) of Paid Domestic and Family Violence Leave for all continuing, fixed-term and casual staff.