But one thing that voters are interested in was not announced by the union on Friday — the wage increase. CMM heard that the agreement is 2.09 percent per year. In July, the NTEU requested 2.3 percent annualized through the agreement and the university offered 1.7 percent. Adams also says he is making gains on the union`s goals across the country, including improving job security for temporary and temporary workers and improving dismissal conditions. Management`s agreement to extend superannuation by 17 percent to all permanent employees is in line with the results of negotiations at other universities. Current company agreement (clauses 2.21.1 and 3.27.1) Branch president Steve Adams says the union rejected a management initiative in favor of separate agreements for academic and professional staff and ended the “withdrawal of academic freedom from the agreement” (management has long argued that the university expressly protects freedom of expression). The union and the management of the University of Melbourne have reached an agreement on the working conditions of a new company agreement, including a wage increase. As with the amendment originally proposed, the final amendment proposed does not commit to this either: the amendment initially proposed also failed to effectively protect employment and offered a weak obligation not to provide staff (see analysis here). All redundancies are subject to the redundancy rules of the Company Agreement (see point 1.40 of the Company Agreement). This is in line with the external legal opinion commissioned by the university, which considers that the provisions of the company agreement on dismissal are applicable to all dismissals and do not concern “involuntary” dismissals (see point 8 of the consultation here). [ -4 ] VSS looks good to me – I`ve been in college for 20 years as a professional, so the maximum of 52 weeks is no different from an involuntary layoff, the only difference I can see is 5 weeks instead of 8 weeks notice! Save me from working another year before I retire. I vote “yes” to conform to myself! However, this scheme should meet the requirements of the current provisions on dismissal under the company agreement.

Therefore, the aim of the voluntary separation system does not appear to be to pre-excuse voluntary redundancies – such redundancies are already covered by existing dismissal provisions. The aim is to put in place a system that circumvents the existing provisions on dismissal. In an email on May 25, 2020, the Vice Chancellor pledged “not to have any dismissals of our staff.” . [0] The university`s recent proposal speaks only of “true redundancy”. Does this apply to people over retirement age or is it considered a “non-real” dismissal and are tax effects in force? The proposed final amendment no longer provides for an enforceable obligation to stop requiring persons in continuous and temporary employment to surrender (as provided for in clause 4 of the original proposed amendment). Considerable transparency on the university`s finances (including the use of its reserves to avoid job losses). Contrary to the university`s requirements, the provisions of the company agreement on dismissal do not apply only to “involuntary” dismissals (see letter from the university of 27 May 2020). University job retention staff are generally entitled to a three-month notice period for job losses due to non-employment (non-renewal of contracts) of persons in temporary employment, periodic employment and casual employment; and the campus branch of the National Tertiary Education Union calls it a victory and canceled the labor disputes scheduled for tomorrow and lifted the ban on Sunday`s open house. (2) The proposed final amendment does not entail an enforceable obligation not to hire staff. . . .