NTEU members at SCU are seeking:

• NTEU members have secured OVER 1000 new secure jobs for existing casuals this round in NSW alone.
• We’ve secured life changing rights to conversion from rolling fixed-term contracts to ongoing work.
• Loyal, hard-working SCU staff deserve similar pathways into secure jobs.

Casualisation is at epidemic propropotions across our sector. University managers have seen it as a way to cut costs at the expense of permanent insecurity and stressful employment for casual staff. NTEU members are determined to turn this situation around, starting with limits on casual employment at SCU. If we need more staff, lets hire them in secure jobs.

Enhanced redundancy provisions to ensure staff redundancy is a last, not a first, resort.

The 2021 Agreement that was struck down by the Fair Work Commission removed all restrictions on the use of fixed-term contracts at SCU.

Limitations on the use of fixed-term contracts are in place at EVERY Australian university and have been for over 20 years. If they are not retained, your conditions will be set back by two decades and the door will be potentially open to a massive increase in insecure work.

The quashed 2021 Agreement removed provisions that protect procedural fairness including our review committees. These are essential to ensure staff receive a fair hearing in disciplinary matters. These are fundamental rights in a democratic society and should extend to our workplaces.

We’ve all been through workplace change processes. The end result is often less staff and increased workloads for those remaining. NTEU members are seeking provisions requiring that any change process assess and mitigate the workload impact on remaining staff.

SCU colleagues report that excessive workload are impacting their health. This came through loud an clear in the survey we ran in 2022. The first step towards fixing this situation is to require that workload allocations accurately reflect the time taken to perform our duties. NTEU members want that protection enshrined in our Enterprise Agreement.

There are times when we need to work long hours or outside normal work times. That should never be the norm and when it is required for a special project or event, we should be paid overtime for it. 

For many years NTEU members have been campaigning for Aboriginal and Torres Strait Islander employment targets to be included in our Enterprise Agreements. These targets ensure transparency and allow university and staff reps to work together to opportunities are created for indigenous colleagues.

The 2021 Agreement removed them at SCU. They must be retained to ensure SCU remains a fair and inclusive workplace.

In this round of enterprise bargaining, NTEU members have proudly achieved an Australian first, the provision of paid leave for gender affirmation processes for trans and gender diverse colleagues. This leave comes at a very small cost to the University, but it makes our workplaces more inclusive and respectful.

NTEU members want our universities to lead the way on fairness and inclusivity and we’ve won this right at campuses across the country.