Bargaining Updates

Dear Colleagues,

I am pleased to announce that the University, NTEU and CPSU bargaining teams have reached in-principle agreement on the terms of a new Enterprise Agreement for academic, professional, security and grounds staff.

The bargaining teams have been focussed on providing as much clarity, certainty and consistency for staff at UniSA as possible. The major features of the new Enterprise Agreement will include:

  • Enhanced leave arrangements for shared paid maternity leave where both partners are employed by UniSA; up to 10 days per annum cultural leave for Aboriginal staff in recognition of cultural and community obligations and extending paid domestic violence leave provisions to our casual staff;
  • Improved employment conditions for fixed term Teaching Academic staff including a minimum engagement of no less than 0.4FTE; contract duration up to 5 years; eligibility for severance pay; a right to further employment if the work continues at the end of a contract and a transition process to continuing employment in accordance with existing University procedures provided that a teaching academic has had at least two (2) years’ service;
  • Improved conditions for fixed term staff with 10 years of service and over including a review of employment at 10 years, with a transition to continuing employment based on criteria and an enhanced severance payment for staff who are not transitioned on conclusion of a contract where employment is not renewed;
  • Streamlined and transparent procedures reflective of a modern enterprise agreement including disciplinary procedures, disputes, grievance and change management processes;
  • Flexible and agile working arrangements including new fixed term employment categories for practitioners-in-residence, Aboriginal internships and student employment; flexible ordinary hours for professional staff that enables hours to be worked outside the traditional span of hours in a mutually agreed manner with a loading payment in certain circumstances and a change to time off in lieu of overtime to accrue at the overtime rate applicable to when the overtime is worked;
  • Academic workload guidelines and workload clause that reflect the changing nature of academic work, including online delivery and better alignment in the allocation of workload to reflect differences between experienced and early career academic staff;
  • Increasing consistency and enhancing access to leave by setting long service leave (LSL) accrual and usage to working weeks (consistent with recreation leave), and allowing LSL to be taken in single days consistent with other leave provisions.  For recreation leave, academic staff will be guaranteed a minimum of 4 weeks free of teaching each year, and the maximum accrual will be reduced to 30 days to ensure support for staff well-being.

The new Enterprise Agreement will have a notional expiry date of 30 June 2021 and include salary increases of:

  • $1,600 per annum from 30 June 2019*;
  • 1.8% from 30 June 2020*;
    • $1,600 per annum from 30 June 2021*.

 * from the first pay period commencing on or after.

From 30 June 2021, the University will extend the 17% employer superannuation contribution to all continuing and fixed term staff receiving the 9.5% superannuation guarantee rate.

The University will now work to finalise the drafting of a new Enterprise Agreement for consideration and final approval by the University’s Senior Management Group and both unions in February 2019.  Following this process, the complete proposed new Agreement and additional information explaining the changes will be provided to staff.  More information about this and a process for staff to vote on the new Agreement will be provided at a later date in early 2019.

The negotiations with the unions have been conducted in a constructive, positive and respectful manner and I look forward to proposing the new Enterprise Agreement, which will continue to support our staff as we move into our next strategic phase delivering the aspirations of Enterprise25.

Warm regards,

Prof Marie Wilson
Pro Vice Chancellor (Business and Law)

Colleagues,

While UniSA has been engaged with its staff, students, and community regarding strategic futures, the enterprise bargaining teams from UniSA, NTEU and CPSU have continued our productive bargaining. 

We’re now at meeting #15 after a short break from discussions through October to progress drafting on those items where we have in-principle agreement.

With over 40% of clauses already agreed and a further 49% discussed between us and now in drafting, several matters remain in active discussion at the bargaining table. This month the bargaining teams have scheduled three meetings to work through these matters.

We look forward to continuing productive and positive dialogue and progressing towards an Agreement that supports our staff as we move into our next strategic phase delivering the aspirations of Enterprise25.

Lead Negotiator, UniSA
Prof Marie Wilson
Pro Vice Chancellor (Business and Law)

Lead Negotiator, NTEU
Mr Patrick O'Sullivan
Team Leader Technical (School of Engineering)

Dear Colleagues

I am pleased to advise you that the negotiations for a new Enterprise Agreement for UniSA staff are progressing well. We have had 9 bargaining meetings to date all of which have involved a constructive conversation with Representatives from National Tertiary Education Union (NTEU) and Community and Public Sector Union (CPSU).

We have continued the positive and constructive process between the University and unions that has characterized prior bargaining at UniSA.  We have discussed ways the agreement may support flexibility, fairness, clarity and consistency.  The exploration by UniSA and the University of Adelaide of a potential merger has no impact on negotiations.

Our mutual consideration of the bargaining agreement has been supported by attention to communications that might complement the agreement, by highlighting commitments or expectations, for example in ensuring both staff and students are aware of the University’s commitments to aboriginal employment, inclusive education, and our Reconciliation Action Plan.

We have been meeting fortnightly to progress our discussions and engage with the interests and claims of the University and the unions.  We have made significant progress on amending leave provisions to make them more equitable and consistent, particularly with respect to paid maternity, cultural and domestic violence leave.  We have also progressed discussions towards a more consistent approach to fixed term contracts, and recognized the changing nature of academic work, including new forms and modes of teaching practice.

There are a number of important issues still to be resolved, including salaries, but we look forward to working constructively with the unions to bring all of the elements of our bargaining into a robust and modern agreement for the University of South Australia.

I will provide further updates as the negotiation progresses. Should you have any feedback or questions, I encourage you to email the University’s Enterprise Bargaining Team via Enterprise.Bargaining@unisa.edu.au or visit the University's enterprise bargaining webpage for further information.

 

Regards,

Professor Marie Wilson
Pro Vice Chancellor (Business and Law)
Lead Negotiator, UniSA Management Bargaining Team

Dear Colleagues

I am pleased to advise you that the negotiations for a new Enterprise Agreement for UniSA staff have commenced. To-date we have had two meetings with Bargaining Representatives from National Tertiary Education Union (NTEU) and Community and Public Sector Union (CPSU).

At the first meeting on 22 March, we discussed and subsequently agreed on protocols with which our enterprise bargaining negotiations will be conducted. These protocols are based on the previous Enterprise Bargaining process conducted in 2013/14, and build on the positive and constructive relationships and process between the University and unions. We also agreed to meet fortnightly for the coming months, as well as to alternate the chairing of the meetings between the parties.

At our most recent meeting on 5 April, the NTEU provided an outline of their log of claims and the University outlined its key priorities for a new enterprise agreement. The University also provided an overview of the significant funding challenges we must address going forward given the changes announced by the Commonwealth Government in December 2017.

I will provide further updates at key stages of the negotiation process. Should you have any feedback or questions, I encourage you to email the University’s Enterprise Bargaining Team via Enterprise.Bargaining@unisa.edu.au or visit the University's enterprise bargaining webpage for further information.


Professor Marie Wilson
Pro Vice Chancellor (Business and Law)
Lead Negotiator, UniSA Management Bargaining Team

The University of South Australia is commencing Enterprise Bargaining negotiations on 22 March 2018 to replace the current University of South Australia Enterprise Agreement 2014.

As negotiations are about to commence, staff are advised of their right to appoint a bargaining representative, as set out in the Notice of Employee Representational Rights.

Staff are encouraged to keep informed and have input into the bargaining progress via the Enterprise Bargaining website.

Dear Colleagues

The University’s Enterprise Bargaining Agreement will expire in June this year and I wanted to let you know that we have written to the NTEU and CPSU to propose commencing discussions for a new EBA on 22 March 2018.

The enterprise bargaining process provides an opportunity for us all to consider and discuss our current employment conditions and to continue to evolve them to foster a positive, safe and productive workplace.

The new discussions with the unions will no doubt build on the solid foundation we have created in previous agreements and strengthen our consultative and collaborative culture to help enable UniSA to deliver on our promise to our students and achieve our strategy as Australia’s University of Enterprise.

The management bargaining team participating in the negotiations will be:

  • Professor Marie Wilson, Pro Vice Chancellor, Business School
  • Jane Booth, Executive Director: People, Talent and Culture
  • Paul Beard, Chief Operating Officer
  • Mark Gladigau, Associate Director: Workplace Strategy
  • Naomi Liddell, Senior Workplace Strategy Consultant

As we go through this process your feedback and input will be highly valued as always and will be used by the team to feed into our discussions. If you have any suggestions based on your personal experience of how the current Agreement has worked for you, please let us know.

There are two ways you can get in touch with us and learn more the process;

  1. By email to comment, ask questions and provide feedback to the management bargaining team, at Enterprise.Bargaining@unisa.edu.au; or
  2. by visiting the University's enterprise bargaining webpage for further information and updates.

Updates will also be provided at various stages during the process. Tomorrow in the weekly staff email, you will see a notice about rights to be represented by a bargaining representative, which is required to be notified to all staff as part of the legal process to commence bargaining.

We are committed to positive and productive good faith discussions with the unions and seek to achieve an agreement as efficiently as possible within a reasonable timeframe that meets our mutual needs.

Best regards
David