Thanks our work together so far, we’ve made good progress towards achieving improvements that will make UNSW a better place to work and study.
Our colleagues at other universities across Sydney have recently won fantastic improvements to their working conditions. If we stick together, we can get there too.
Here is a snapshot what we’ve achieved together so far and what remains outstanding:
What improvements have we achieved?
Professional staff workloads
We’ve seen harsh changes – most recently the PST – rip through the staff of this University with completely unnecessary job cuts.
In NTEU agreements at other universities across Sydney, we’ve won strong limits on the number of times or how often management can begin change proposals.
MQ management has said they have “no interest” in limits on change management. This is unacceptable.
Job Security
- 210 ongoing jobs for UNSW casual professional and academic staff– we are fighting for more jobs and an equivalent reduction in casual work.
- Providing professional staff on research contracts the same rights as Academic Staff – eligibility for conversion to continuing contingent employment at 3 years.
Organisational change protections
A workload review after organisational change – we are negotiating on the scope of this review, but are very pleased with this outcome as we have been pursuing this across bargaining based on extensive member feedback.
A more inclusive workplace
- Aboriginal and Torres Strait Islander employment – in principle agreement to more jobs, increased funding from 1.5 to 2 million, the restoration of the Employment Co-ordinator role, and strengthened language allowance and cultural leave – we need to get the drafting of these important wins right, but we are on our way.
- Gender affirmation leave of 30 days per annum.
What proposals are still outstanding?
Superannuation
We’ve seen harsh changes – most recently the PST – rip through the staff of this University with completely unnecessary job cuts.
In NTEU agreements at other universities across Sydney, we’ve won strong limits on the number of times or how often management can begin change proposals.
MQ management has said they have “no interest” in limits on change management. This is unacceptable.
Job Security
- Management are considering our claims regarding an equivalent reduction in casual work – UTS and others have agreed to ongoing jobs AND an equivalent reduction of at least 20% in casual work – we are pushing to create secure jobs AND a more secure workforce with more manageable workloads for all.
- We’re continuing to argue for an effective fixed term conversion provision and the regulation of fixed term work generally.
Pay
Management have committed to provide a revised pay offer in bargaining this week.
Academic Workloads
We had a constructive discussion on academic workload regulation and look forward to management’s response this week.
What can you do?
We’re getting close to agreement and if we keep working together, we can get this done. It takes contributions big and small, so even if you only have a little time to spare, you can make a positive contribution.
Materials below will assist you in being an active participant in our BetterUNSW campaign.