Southern Cross University member update – June 2018 (PDF version)
Your CPSU NSW bargaining team has been meeting almost weekly with the university in order to reach agreement on your pay and conditions for the next three years.
In a very tight fiscal environment, with lower commencing student rates and ongoing cuts from the Federal Liberal/National Government, we have pushed hard for a reasonable pay rise, job security and improvements to conditions.
Your local delegates and bargaining team are ready to bring an offer to CPSU NSW members for consideration and endorsement.
The key clauses include:
We will be holding a members meeting to finalise our position on Wednesday 20 June, 12:30 in R1.68 Conference Room.
Your bargaining team and local delegates is recommending that you support this offer.
If you can’t make it to the meeting please vote HERE.
Asren Pugh ‑ Regional Organiser
Toni Ledgerwood ‑ SCU Branch President
Please note:
CPSU NSW members are also members of the Public Service Association of NSW. The PSA is the Associated body for, and resources and manages, the CPSU NSW. www.facebook.com/CPSUnsw
Clause |
Proposed Changes |
| Length of agreement | » 30 June 2021 |
| Flexitime
IMPROVEMENTS |
» Increase to 10 hours’ flexi-leave per settlement period
» No reduction in payout from negative flexi-leave balances at the end of employment |
| Christmas shutdown
NEW CLAUSE IMPROVEMENT |
» A new clause that locks in the Christmas to New Year Shutdown.
» All staff required to work those days will be paid at overtime rates or time in lieu |
| Domestic and Family Violence Leave
NEW CLAUSE IMPROVEMENTS |
» A separate standalone clause
» 15 days specific leave for domestic and family violence with access to personal and carers leave as top up. » Additional protections for staff impacted by domestic or family violence |
| Casual conversion (professional staff)
IMPROVEMENTS |
» All casual staff eligible for conversion after 12 months (instead of 24 months for some staff)
» Better notification to casual staff of their rights to conversion |
| Professional staff workloads
IMPROVEMENTS |
» New requirements to review workloads including identified signs of excessive workloads for professional staff |
| Professional staff career development
SMALL IMPROVEMENT |
» Better access to career development fund for professional staff. |
| Professional staff classification
IMPROVEMENTS |
» New requirement for comprehensive position descriptions for all positions
» PDs to be updated regularly to reflect the actual role |
| Superannuation
IMPROVEMENTS |
17% extended to all fixed term staff from 30 June 2021 |
| Aboriginal and Torres Strait Islander Employment
IMPROVEMENTS |
Improvements to the clause |
| Special Leave
IMPROVEMENTS |
Additional rights to access special leave to volunteer with the community |
| Managing Unsatisfactory Performance and Misconduct
SOME CHANGES |
The Committees remain but become review committees rather than investigation committee and would not be required for instances where the proposed penalty was limited to counselling, training, guidance or a warning |
| Redundancy
SOME CHANGES SOME IMPROVEMENTS |
» Greater focus on redeployment
» Additional four weeks for people over 50 years rather than 45 » provide a list of relevant current positions and their position descriptions for redeployment |
| Academic Duties | Some improvements |
| Disputes
IMPROVEMENTS |
» Clarification of the process of disputes
» More focus on dealing with disputes at the local level where possible |
| Intellectual Freedom | Some improvements |
| Parental Leave
SMALL IMPROVEMENT |
» Small improvement to rights for adopting children |
| Casual Academics | » Improvements |
| Significant Workplace Change
IMPROVEMENTS |
» Improvements to the operation of the Joint Consultative Forum
» Clarification on consultation processes |
| Bullying
NEW CLAUSE SMALL IMPROVEMENT |
» Including a standalone bullying clause in the Agreement |
| Salary | » $500 increase to annual salary rates from first pay period on or after 31 January
» 1.4% increase from first pay period on or after 30 June 2019 » 1.4% increase from first pay period on or after 30 June 2020 » 1.4% increase from first pay period on or after 30 June 2021 » $500 increase to annual salary rates from first pay period on or after 30 June 2021
What does this mean over the life of the agreement? » HEW 1.1 = an average of 2.22% pa salary increase » HEW 5.1 = an average of 1.91% pa salary increase » HEW 7.1 = an average of 1.8% pa salary increase » HEW 10.1 = an average of 1.7% salary increase |
