Bargaining update 2: CPSU NSW concerned over proposal for single agreement and reduction in Professional Staff conditions
The UTS Bargaining Team has met twice over Zoom.
After the first bargaining meeting , the university provided both unions a single draft Enterprise Bargaining Agreement that covers both UTS Professional and Academic Staff. The CPSU NSW maintains separate agreements must be retained, so that only Professional Staff are deciding on wages and conditions for Professional Staff.
In addition, the CPSU NSW is highly concerned by the content of the draft agreement. In addition to its proposed scope and coverage, the CPSU NSW has the following concerns (but not limited to):
Reduction in voluntary separation (VS) and redundancy payments. UTS is proposing to cap VS to 52 weeks, down from a cap of 78 weeks. As well as capping redundancy payments to 16 weeks, which is down from 38 weeks.
Proposed changes to Consultation and Dispute resolution clauses.
No commitment to extra money for Professional Staff Development.
Creation of a new “Hybrid Position”.
An option for staff to have super paid at only 10 per cent, with the remaining seven per cent paid in wages. This has the potential of eroding staff members’ retirement income.
Parental leave qualifying period to be extended from 40 weeks to 12 months (52 weeks).
Maximum leave balance for staff required to take directed leave reduced from 40 to 20 days.
The university may extend the end of year shut down.
The removal of ordinary hours of work span of hours.
Simplified probation and with no review process.
Process Review Committee clause removed.
Restricting Long Service Leave to be taken at full pay only, instead of having an option of taking it at half pay.
This without any salary offer on the table at this time.
At the second meeting, the university’s Chief Financial Officer provided a frank and full briefing on UTS’s current financial position. This covered the reasons for and impact on our Fit for 2027 strategic plan.
The increased cost between 2019 and 2020 were on the basis of Voluntary Separation Program.
Further cost in 2021 due to future redundancies.
The uncertainty of the ongoing shutdown and border closures is having considerable impact on the university’s financial wellbeing.
The University is currently scenario modelling the financial impact of border closures remaining till; Spring 2021, Spring 2022 and Autumn 2023. University outlined over 50% of international students were from China.
The University will target surplus by 2024.
We discussed the ongoing lack of support from the Federal Government to the Higher Education Sector.
Efforts to create a travel bubble for international students have failed.
CPSU NSW members’ meeting
All Professional Staff are invited to a meeting at 12.30pm on Thursday 26 August .
This is an important meeting for all Professional Staff to attend. Not only can you hear your bargaining reps’ concerns, but they can listen to your feedback.
The union will be asking you to join in action taken should management take a firm stand.
Now more than ever Professional Staff must be strong and united. We will continue to keep you informed through meetings and other activities in the near future to keep you, the membership, engaging and informed of UTS EB9 negotiations.
If you know someone who not a member, now is the time for them to join the Professional Staff union HERE.
President Rosa Bow Vice President Mark Christopher Secretary Greg Hampshire Assistant Secretary Andreas Dalman Membership Registrar Thomas Dobson Women’s Officer Fleur Sargent WHS Officer Michael Soo Branch Delegate Linda Xiao
