Uwa Enterprise Agreement Variation

VC Sandra Harding says the staff saving agreement depends on The Fair Work Commission It`s a great asset for Vice-Chancellor John Dewar, who has been courting for the proposed variants of the enterprise agreement and warned that LT U in COVID-19 is a catalyzed financial conflict. James Cook U workers voted in favour of a management proposal, the union rejected an agreement to defer a wage increase and temporarily reduce conditions. This was almost already done, as the change to the enterprise agreement was supported by only 51 per cent of employees. Yet a victory is a victory, that is, as long as it stays. NTEU members who oppose VAAs are concerned that treaty change will not save jobs, but show management that workers are simple goals. They produced a video that advertises the “no” case. The Trobe U follows U Tas and UWA in guaranteeing an enterprise agreement between employees and with strong majorities. In all three cases, management worked with union leaders on campus and placed the proposal first with its members. In contrast, the University of Melbourne and the University of Wollongong have lost decisive austerity proposals that have been rejected by trade unions.

Vice-Chancellor Martin Bean announces consultations with staff and unions on voluntary redundancies. “We have increased discretionary spending, frozen recruitment and spending by external consultants, encouraged business and capital projects, and asked our senior managers and employees to make voluntary contributions. But there are other things to do. Well, but if that means job losses, the timing will be difficult. Professor Chakma`s predecessor, Jane den Hollander, negotiated with the union a CoVID-19 agreement on savings companies, which delayed an increase in wages and temporary cuts in conditions in exchange for the protection of 250 jobs against possible budget cuts (CMM 9 June). So what happened? This may be the warning of the National Tertiary Education Union that the drafting of the agreement has left uncertainty about the need to pay the deferred wage increase (CMM 25 September). This agreement was based on the national occupational health and safety framework negotiated by four VCs (including the Netherlands) and the National Tertiary Education Union and there is nothing that does not explicitly exclude COVID-19-related redundancies. On Friday, Professor Maskell proposed RVs and early retirements. As early as May, the university followed voluntary separations with employees who voted in favour of an amendment to the enterprise agreement, which provided for the abolition of a wage increase (CMM 27 May). Employees voted “no.” Last week, it seemed that an agreement had been reached because the Fair Labour Commission would approve both the vote and the EAV itself. Since the beginning of the COVID 19 crisis, the FWC has encouraged “industrial parties” to negotiate public procurement and added that it is “available on demand to facilitate these discussions” (CMM 7 April). They say the proposed change adds up to a 10% pay cut of up to $247 per 14 days for some employees and a salary cut of up to $6420 per year for professional employees.

In an NTEU-Fightback-UWA leaflet, it was said: The Vice-Chancellor of the UWA and the national directorate of the NTEU “sold the modification of the enterprise agreement to avoid job cuts”, but the provisions of the EAV explicitly authorize “forced dismissals, the protection for casual cases being low and not applying, unless these casual players can demonstrate a “reasonable anticipation” of the work in progress which is almost impossible in practice.” The proposed amendment provides for a two-week COVID-19 leave paid for all workers and guarantees income-related assistance for any permanent employee who has resigned due to the effects of COVID-19 (public university staff have been excluded from the federal government`s jobkeeper system). In addition, a six-month increase will be imposed in January 2021 and the payment of the annual holiday expense to