A lot of the propaganda that management has been putting forth about the strike has focused on wage claims. I think that this is a distortion. The majority of staff objections to the EBA claims are unrelated to pay. They relate to staff conditions that directly affect our education. I thought I’d reproduce the NTEU’s summary of management’s proposed changes in full, to help counter this PR:
1. MANAGING CHANGE
• Reduction in the obligations for managers to consult with staff about workplace change.
• Removal of processes that require managers to produce formal change documents.
2. REVIEWS COMMITTEES
• Abolition of ALL review committees from the Enterprise Agreement including those that deal with unsatisfactory performance, misconduct and redundancy.
• Abolition of ALL commitments to prevent and eliminate discriminatory employment practices.
4. INTELLECTUAL FREEDOM
• Abolition of ALL Intellectual Freedom protections from the Enterprise Agreement including staff rights to participate in and criticise the governance of the University free from harassment, vilification and intimidation.
5. GENERAL STAFF CLASSIFICATIONS AND WORKLOADS
• Abolition of the right for general staff to be correctly classified.
• Abolition of the joint Union and management Classification Monitoring Panel, the right to bring classification disputes and the right of staff to seek reassessment of their classification.
• Refusal to provide restrictions on general staff being forced to regularly and systematically perform over time.
6. DIGNITY AND RESPECT
• Refusal to provide staff with enforceable rights in relation to bullying and harassment in the Enterprise Agreement.
7. UNION REPRESENTATION OF MEMBERS
• Removal of the NTEU as a party to the Enterprise Agreement.
• Removal of the NTEU’s rights to challenge Management decisions and take disputes.
• Removal of the NTEU’s rights to hold Members meetings.
• Removal of obligations that require the Management to consult the NTEU and the Management and Staff Consultative Committee in relation to University policies.
• Removal of rights that allow the NTEU to be physically present on campus including the loss of commitments by Management to provide the NTEU office space, access to internal University systems, authorised payroll deductions of union dues and time release for the Branch President, which enables them to represent staff.
8. ACADEMIC WORKLOADS
• Removal of the right of academic staff to a research allocation in their workload through the abolition of the 40/40/20 workload model.
• Abolition of work hours restrictions including the removal of clauses requiring that work duties be able to be performed within a 37.5 hour week and the annual work hours cap of 1725 hours.
• Removal of the right of academic staff to dispute their workload through the Central Workload Monitoring Committee.
9. CASUAL EMPLOYMENT
• Removal of restrictions on Management increasing casual employment.
• Removal of provisions that allowed casual staff to apply for conversion.
10. LEAVE PROVISIONS
• Reduction in Personal (sick) Leave entitlements for all staff to 20 days.
• Expansion of management rights to require a medical certificate for absences of 3 days or more; it is currently 5 days or more.
• Abolition of the separate entitlement to Partner Leave (currently 5 days) and its inclusion in Personal (sick) Leave.