Your bargaining team has spent the last 18 months negotiating your new enterprise agreement with management.
Uppermost in our minds has been the desire to ensure that your current conditions would either remain as they are, or be enhanced.
WE ARE PLEASED TO ADVISE THAT THERE HAS BEEN NO LOSS OF CURRENT CONDITIONS AS A RESULT OF THE BARGAINING PROCESS
Bargaining meetings were held on 16 and 17 October, with the Acting Vice-Chancellor in attendance on the 16th and we are now in a position to put the final package to you.
Below is an outline of the enhancements and/or new entitlements that have been negotiated:
10 days’ Domestic and Family Violence leave separate and in addition to personal leave entitlements
NEW internal advertising of new HEW 5 and below professional positions in the first instance
NEW increase in super contributions to 17% for all fixed term staff with effect from 30 September 2021
Enhancements to Aboriginal and Torres Strait Islander employment provisions including doubling some leave provisions and increases to language allowances
Representation on Diversity Working Group to address LGBTI+ concerns (does not require finalisation of the agreement)
Retention of existing detachment periods with NEW enhanced option for detached staff to access a professional external outplacement program
Longer notice periods for senior staff (HEW 8 and above for Professional staff) to 4 weeks
Minimum 2 hr payment for casual staff for orientation activities – plus additional payment for mandatory training as directed.
Enhanced Parental Leave entitlements:
Additional week of paid leave for partner (2 weeks increases to 3 weeks)
NEW entitlement of 2 weeks’ paid leave provision for loss of a baby between 16 and 20 weeks’ pregnancy
Additional 2 weeks’ paid leave for loss of a baby from 20 weeks pregnancy (6 to 8 weeks)
NEW entitlement of 12 weeks’ surrogacy leave plus receiving parent gets access to parental leave
NEW use of up to 2 days of personal leave per annum for volunteering activities
Limited cash-out of annual leave in specific circumstances
NEW post-implementation review of Organisational Change
Improved pathways for more secure employment:
NEW job Security clause
NEW specific externally sourced career development and job seeking programs to support all staff seeking to secure fixed term and ongoing roles through competitive recruitment
Pay increase of 2% per annum over the term of the agreement broken down as: BACK PAY of 1% from 1 July 2018 to 30 September 2018 FURTHER 1% from 30 September 2018 2% on 30 September 2019/20/21
After much intense debate both at the table and by teleconference, we believe that this is the final package.
We are now seeking your input on whether to endorse this enterprise agreement.
You will be sent a link to a Survey Monkey which will be open on Monday 22 October and Tuesday 23 October. If the majority of members vote YES, we will consider it endorsed. If the majority of members vote NO, we will hold a zoom meeting on 25 October to discuss where we go from here.
Ask your colleagues to stand with you by JOINING CPSU NSW today.
UoN Professional Staff representatives
CPSU NSW staff
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.
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Public Service Association of New South Wales and Community and Public Sector Union (SPSF Group) NSW Branch acknowledges the Traditional Custodians of the lands where we work and the places in which we live. We pay respect to Ancestors and Elders, past, present and future. We recognise the unique cultural and spiritual relationship and celebrate the contributions of First Nations peoples to Australia.
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