CPSU at UNE

I only have one thing to say, and it goes a little something like this:

“If you go down to the bank today, you’re sure of a big surprise,
Check your payslip in WebKiosk, you’ll never believe your eyes,
‘Cause every member that ever there was
Is sure to be cheering today because
Today’s the day the General Staff get their payrise!”

Yep, today we get the first 4% payrise that we won as part of the new General Staff and ELC agreement. If you’re lucky you may also have received your lump-sum of back-pay already.

A big thanks goes out to the tireless people in HR who’ve managed to process all of this in record time. We love your work!

Let the Happy Dancing begin! And if you happen to dance past any non-members who are enjoying the benefits of the payrise be sure to remind them that their joy is thanks to the CPSU and its members. If that extra cash is burning a hole in their pockets then they should join!

(Apologies for the shameless cross-posting here, but it’s far easier than trying to find another creative way of summarising it!)

By now you should all have heard about the e-University Project. A number of you have been part of the process either as part of one of the 3 main committees (Organisational Capacity, Staff & Student Capacity or Course Renewal), or by participating in surveys or forums.

I don’t want to get bogged down in too much detail here, but for those of you who are interested in the rationale and progress of the Project up to this point the official website is here:
http://www.une.edu.au/e-universityproject/

The Project has been in its information-gathering and planning phase for the past few months, but is now ready to present a business model to Council in December.

In terms of official Union representation, CPSU have been given a voice on the somewhat unfortunately named Staff Advisory Group (SAG). I am our representative here. The SAG has not been part of the development of the business plan itself, but has existed to provide feedback on the process and the recommendations coming out of the other groups and surveys. We’ve also helped to do a risk assessment of the recommendations. In short, we’ve been looking at the bigger picture, and making sure that it all ties together well and nothing is forgotten.

At this point I’d just like to take the time to thank Belinda Tynan and the Project team, and all of the chairs of the various committees for their professionalism, dedication and commitment to consultation. This is a very ambitious Project, but they have made sure that they have all the information they need and have considered all possibilities before moving forward. There has been a genuine concern that no stone be left unturned, and that no-one falls between the cracks. I can honestly say that this is the first time I have ever seen groups from all over the University be asked for feedback, and have that feedback seriously considered. If the Project goes ahead it will certainly be a time of great change and upheaval, but you’re in good hands.

If I can say anything about the Project it is this:
The e-University Project is not out to get you. Don’t Panic!

As a result of their consultations the Project have come up with 4 options. The following summary is ridiculously over-simplified, but in a nutshell they are:

1. Do nothing (and continue to fall behind)
2. Lay the groundwork for change, but not embark on any major transformations at this time
3. Lay the groundwork for change, and when successfully completed embark on full transformation to catch up to and surpass our competition
4. Outsource everything

The Project team will be recommending Option 3 to Council when it next meets (December). If Council approves the first step will be to embark on some smaller “building block” projects between January and August next year. These include: strengthening IT infrastructure and processes to cope with the changes, expanding the use of the SRM/AskUNE system across campus, expanding the student retention plans that already exist, and creating and revitalising courses. There will be a further review in August 2010, and only if these milestones are met will the project move into the next, more ambitions phase. All up, it is expected that the project will take 5 years to fully complete.

At this stage it’s all a bit up in the air. What the changes will be, how they effect you, and when they will happen all depend on which path Council decides to take. However, the answers to some of the questions commonly being asked are below:

What’s all this 24/7 service business? Will I end up chained to my desk?
The 24/7 model is a bit of a misnomer. They’re not so much talking about contacting staff directly, but that students will be able to access self-help services like AskUNE, myUNE and the website around the clock. If they need to talk to a real, live person they will still need to call within hours. That said, these hours may not necessarily be the standard 9-5. (But that’s already the case: for instance, Dixson have been open until 9pm and on weekends for years, and the IT Service Desk are already planning on following suit next year). The important things to remember are:

1. Any hours you work over and above your normal weekly hours will count as overtime or TOIL
2. The hours of operation for different departments are clearly spelled out in the agreement- these can’t and won’t be changed for the next 4 years.

Does this mean Workplace Change?
It may well. At this stage we don’t know the finer points of how each Cost Centre or School will be effected, so it’s hard to tell what form this will take (or even whether it will apply in your work area). It’s refreshing to see that the business model that will go to Council acknowledges that UNE has a past history of poorly handled Workplace Changes, and that the Project aims to be the exception to this rule. If WPC is needed we have been given assurances that staff and Unions will be properly consulted before, during and afterwards, and that the Agreement will be adhered to. Of course, on the off chance that the path to hell is once again paved with the best intentions of Management it would pay to be a CPSU member so we can help you out!

Will my job be outsourced?
Although the Project has identified that one option is outsourcing, it’s not the option that they are putting forward. They agree that the risks associated with outsourcing (cost, lack of corporate knowledge, impersonal and possibly unreliable service, devastating effect on staff morale, not in tune with the UNE message) far outweigh the benefits. CPSU have assurances from the Project Team, and Graham Webb that Option 4 (Outsourcing) will not be the recommended course of action.

If my job changes will I get training?
Yes. The Project are pushing for a “grow your own” approach to professional development. This means that existing staff will get first dibbs on being up-skilled to deal with any changes. Training and development have been factored into the proposed resourcing for the project.

What about workload?
Throughout the period of consultation both Unions have raised the issue of workload. The Project recognises that there is a risk that workloads may increase during the implementation and delivery of the project. Again, the proposed resourcing plan aims to mitigate and avoid this by recommending adequate resources be given. Also remember- our new agreement contains a workload clause which protects you from excess workload, and gives you an avenue to have it addressed.

As usual, if you have any questions or feedback please email me (jen.mitchell@une.edu.au).

Fair Work Australia approved the new UNE General and ELC Teaching Staff Agreement last week, and the 7 days notice period started on Wednesday.

This means that the new Agreement will come into effect from tomorrow, and run until November 3, 2012.

(At this point it’s advised that we all just take a moment to dance the Happy Dance, and cheer like a crazy people.)

We’ve been assured that hard copies of the new Agreement will eventually be printed, but for the time being you can get your electronic “hands” on a copy of it here:
http://www.une.edu.au/hrs/eb/general-elc-agreement.pdf

Obviously the new Agreement replaces the old one (!), so if you have any workplace concerns then this is your new point of reference. HR will be holding a number of information sessions for managers (and presumably other interested people), and we’ll be holding our own “Lunch & Learn” sessions to familiarise everyone with the ins and outs of the new document. Keep an eye out for them over the coming weeks.

An important note about pay: A fair few people have asked whether we’ll get our payrise this Thursday. The short answer is, no. Although Thursday is technically the first payday after the agreement, HR have advised us that it’s simply not possible as the pay run for this period has already been completed. Therefore, the pay rate increase will take effect from the following payday (November 19). Please note: this is not the same as the lump-sum of backdated pay. Eligible staff should receive this separately over the next few weeks.

What are we doing to celebrate the birthday of the new Agreement? Well, that’s entirely up to you. Unlike Microsoft we’re not about to dictate how you choose to hold your launch party (or not). But if you’re looking for inspiration I’d suggest you start with the Windows 7 launch party plan, and then do the opposite! You might also like to say farewell to the old Agreement is any of the following ways:

1. Ritually sacrifice it to a god of your choosing;
2. Make paper airplanes, and launch an attack on the cubicle next to yours;
3. Tie several of them together to make a raft, and float away to a desert island for a nice holiday;
4. Use it to make a herd of origami dinosaurs that can do your bidding;
Or…
5. Recycle them, thereby reducing your carbon footprint, making a better world, and giving you an excuse to feel warm and fuzzy.

So get our there and spread the good news. You may not win the Melbourne Cup today, but tomorrow we’re all on a dead set winner!

First things first: with all of the excitement I’ve forgotten to update the blog to confirm that WE WON! A resounding 82.7% of all General and ELC staff at UNE voted in favour of our fantastic new agreement. Of course, if you were within a 1000km radius of UNE on the day of the vote you would already know this, as you would have been nearly deafened by my own cheers alone!

The EB team would like to thank everyone who helped make this possible. From Head Office, our fantastic Industrial Officer Andrew Holland, and our ever-wonderful Organiser, Rowan Salomon. Everyone on the Branch Committee throughout the whole EB process. Everyone who lent a hand making posters, handing out flyers, calling members, and generally keeping us sane. Long-suffering friends, family and pets. And, of course, all of our members- we couldn’t have done it without you!

The new agreement was submitted to Fair Work Australia for final approval on September 22. This is the final stage before it can take effect. Although it has yet to be approved, your CPSU EB team have been in constant contact with HR, and they assure us there’s nothing to worry about. UNE are the first university to submit an agreement under the new system, and understandably FWA want to take the time to make sure everything is done properly. So, in short, no news is good news! As soon as there is news we’ll let you know. (We’re hanging out for that payrise just as much as you are!)

In the meantime, if you haven’t already, you should check out the CPSU UNE Branch page on Facebook- it’s just been updated with heaps of photos of our last few events.

Well, today’s the big day. Today all General Staff, regardless of union membership, get to have their final say on our brilliant new agreement. This is the vote that counts. It’s history-making time, people!

So…you can forget to tie your shoelaces, you can forget where you put your keys, you can forget that random Great Aunt’s birthday, but whatever you do- DO NOT FORGET TO VOTE!!

Voting will be open until 5pm Friday. You will all receive an email with a link to the online voting page. Just click on the link and follow the instructions. Very Important: If you don’t get this email, if there’s any problem, or if you need a paper voting form instead, please contact Margaret Lockyer in HR asap (her number is x3536).

As you know, there are oodles of great reasons to love our new and improved General Staff agreement, not least of which being that it’s a bloody great agreement!

A YES vote today is the only way to guarantee that all General Staff at UNE can have a payrise before Christmas, and get these fantastic conditions. Make your vote count. Let’s bring this thing home with a resounding, “Yes!”.

Everyone can vote, not just CPSU members. And CPSU members who voted last week must vote again for it to count. So make sure you keep sharing the love in your workplace, and make sure everyone around you has voted too (preferably Yes!). If anyone has any questions (members or otherwise), tell them to get in touch with me (either x3736 or email).

Hopefully I’ll have good news for you all later this evening!

I am delighted to be able to report that our members meeting today has unanimously passed the following motion:

That this meeting of CPSU members endorses the “University of New England General Staff and ELC Teachers Collective Agreement 2009 – 2012”

Thank you to everyone who was able to attend, and also to those of you who gave your proxies. Your endorsement is the first step towards cementing the fantastic new conditions that have been won for you, and all General Staff at UNE.

Where do we go from here? You will receive a UNE-Official in the next few days, detailing how the vote for all General Staff will be run. It is vital that you remember to vote this second time. If you have any questions about the voting process, please don’t hesitate to contact CPSU President, and EB team member, Jen Mitchell.

Today also marked the launch of our “Love Our Agreement” campaign. CPSU members know that our new and improved agreement is fantastic, but now we need your help to spread the message to everyone on campus.

If you love brand new conditions like:

• a 17% payrise (compounded over the life of the agreement)
• TOIL at overtime rates
• Improved conditions and job security for fixed-term staff
• 25% loading and long service leave for casuals
• 2 weeks paid partner leave
• General Staff workload protections
• Improved classifications review procedures
• The ability to buy more annual leave
• Trade union rights
• Intellectual Property rights for General Staff
• Paid relocation costs

…Don’t keep quiet about it- share the love!

A “Yes” vote at the all General Staff ballot is the only way to ensure that these fantastic conditions will be yours. So get out there and make it happen!

I am pleased to announce that this afternoon your CPSU EB team have reached in-principle agreement with UNE on a new enterprise agreement for General and ELC staff. We feel that this is the best agreement for you, our members, and all General Staff at UNE.

As you’ll be aware, one of the many benefits of being a CPSU member is that you have a chance to view and vote on the new agreement before it is put to a ballot of all General Staff. Now’s your chance! We’ll be holding a members only endorsement meeting next week (details below)- it’s extremely important that you attend, and make your vote count!

Members Only EB Endorsement Meeting

Note: As with the last meeting, we have gained approval to hold part of this meeting within paid work time. You will need to ask your supervisor’s permission in advance to gain access to the extra hour.

You can access a copy of the new agreement (in full) here.

There will be discussion at the meeting about specific clauses, but please read the document before you come along. If you have any questions beforehand, please feel free to email me.

Over the next few days we’re hoping to get a summary of the document together, but in the meantime these are some of the conditions that your CPSU EB team have retained and won for you, as per our Log of Claims:

• Separate agreements
• Time Off in Leiu at overtime rates
• General Staff Workload Clause
• Classifications review procedure
• Better conditions for Fixed Term staff
• Long Service Leave for Casuals
• Union Rights
• Many rights lost to HEWRRs/HECE back in
• Uncapped Sick Leave (with better management procedures to support staff)
• 5 weeks annual leave (including formal recognition of the public holidays traded to achieve this)
• 26 weeks paid Parental Leave
• 2 weeks paid Partner Leave (plus 4 weeks unpaid)
• Fully paid Stand Down provisions
• 30% On-Call Allowance
• Entitlements regarding Workplace Change, including maintaining current Redundancy payout figures
• Revised Suspension clause
• Revised Transfer clause to prevent forced transfer of General Staff without consultation
• Paid removal costs if you are required to change your primary place of employment
• The ability to buy more Annual Leave, Salary Sacrifice, and organise Flexible Working arrangements through the new Flexibility clause
• A total compounded payrise of 17% over the life of the agreement, including 2% backdated to April 1, and 2% backdated to September 1, 2009.

As you can see, if you thought our last agreement was good for General Staff, then this one is even better! Please come along to next Wednesday’s meeting, give us your feedback, and help be a part of this history-making process!

PPR, or Performance Planning & Review has had a number of incarnations at UNE with varying degrees of success. Recently a working party has been formed to gauge how well the current system is working, and what could be done to improve it.

You should all have received a UNE Official email from Graham Webb a few weeks ago which contained a link to a survey. Now’s your chance to have your say, and we strongly encourage you to take it. Have your experiences been positive? Was the process followed correctly, or do you feel that you were unfairly disadvantaged? What do you feel works, and what could be improved?

I’d like to take this opportunity to thank our tireless CPSU rep on the UNE EEO Committee, Judy Stott, for raising this as an issue, and helping to get the survey and working party off the ground. We love your work, Jude!

The survey closes today, and can be found here. Don’t miss out!

A big thanks to everyone who came along to our General Staff Forum on Tuesday. We covered a lot of information, and got some great feedback and a number of questions from members and non-members alike.

For anyone who missed out, the following motion was passed unanimously at the meeting:

“This General Staff Forum endorses the CPSU UNE Bargaining Team’s strategy to continue to work in good faith with all the bargaining parties to defend the gains the CPSU has made and to achieve the best agreement for general staff as quickly as possible.”

On behalf of the EB team I’d like to thank everyone for this vote of confidence. We believe we’ve made great progress in terms of defending your rights and conditions, as well as making significant gains. We’re close to finalising a new and improved General Staff agreement, and with your blessing we’ll “keep on keeping on” until the job is done!

Bargaining for a separate General Staff and ELC agreement is progressing well, and your CPSU EB team feel that we are close to finalising the best possible agreement for you. We’ve succeeded in maintaining existing excellent conditions such as Uncapped Sick Leave, 5 Weeks Annual Leave, and Superannuation. We’ve also secured some massive improvements including accrual of Time Off In Lieu at overtime rates, the first ever General Staff Workloads clause, better conditions for Fixed Term Staff, a mechanism for review of General Staff Classifications, and improved Union Rights. Your EB team yesterday responded to the University’s “final offer” package, and pending their response on a number of outstanding issues, we should have a final agreement to present to you for endorsement soon.

This Tuesday CPSU will be hosting a General Staff Forum (details below). This is your chance as a member to get the facts on enterprise bargaining at UNE, and issues which will affect you in your workplace. We’d like to see as many of you there as possible to show your support. If you have friends or colleagues who are General Staff, but not members of the CPSU bring them along too!

CPSU General Staff Forum

Where: Education Lecture Theatre 133, Education Building

As per our resourcing agreement for Enterprise Bargaining, CPSU have requested and gained approval for part of this meeting to be held in paid work time.

Therefore (should it need to), the meeting will run from 1-2:30pm, with the last half hour to be covered by the above arrangement.

To access this extra half an hour of time, you will need to ask your supervisor’s permission. If you do not have permission, then you will only be able to stay for as much of the meeting as falls in your lunch break (please don’t let this stop you from coming!).

As we have a lot of important information to cover (and we don’t want you to miss it), I would suggest you approach you supervisor prior to leaving for the meeting so that you know that you have permission to stay if the meeting does run over the initial hour.

Get involved: Print copies of the latest Member Bulletin to put up in your tea room, and start a conversation in your workplace about the achievements your Union is making in securing rights and conditions for General Staff at UNE. Many hands make light work, so if we all pitch in there will be no stopping us!