Charles Sturt University “Must Have” Claims

University Management ‘Must Have’ Claims*

1. 1.    No massive increases of moving policies into the Agreement,
2. 2.    Not too many new reviews and appeals for matters in the Agreement – most of which is already able to be challenged under the Dispute Resolution clause.
3. 3.    New ‘teaching only’ or ‘teaching focussed’ roles for the Academic Members of the University.

United Voice ‘Must Have’ Claims*

1. 1.    That a key grandfathered provision for security is maintained – CSU Agreed
2. 2.    The Removal of Stand Down with NO Pay for Professional General Staff- CSU Agreed (see below)

CPSU ‘Must Have’ Claims

1. 1.    Job Security – Strengthened Redeployment & Change Management – CSU has agreed that this should not be too difficult, and wouldn’t be too much of a burden to clarify the improvements being sought. The details to be carefully negotiated.
2. 2.    The Removal of Stand Down with NO Pay for Professional General Staff – CSU has agreed in principle, with the only compromise being stand down without pay limited to only where they may have been summarily dismissed due to incredibly serious misconduct.
3. 3.    Domestic Violence Leave & Protections – CSU have not agreed to the industrial protections that years of research has shown is truly needed to ensure anyone employed by CSU will have the support and job security needed to get through.
4. 4.    Flextime – Guaranteed payouts – CSU have agreed in principle, details to be confirmed
5. 5.    The Introduction of Broad-banding (or Dual Classification) Positions – CSU already have started doing this for certain areas and are open to a limited introduction.

NTEU ‘Must Have’ Claims*

1. 1.    New ‘scholarly teaching fellows’ a.k.a. ‘teaching only’ or ‘teaching focussed’ roles for the Academic Members of the University (in part to help increase job security for casual teachers) – CSU Agreed – details to be negotiated
2. 2.    Improved Performance Development for Academic Members of the University – CSU to consider, but isn’t opposed.
3. 3.    Improved Workload Management for Academic Members of the University – CSU seems to always expect this is a very big matter – not resolved but not rejected.
4. 4.    A clear reference to University’s management addressing and preventing bullying at work – CSU is already trying to do alot to reduce and prevent bullying, and will be happy to indicate this in the Agreement referencing some of the things their implementing.
5. 5.    Confirming in the Agreement, Professional General Staff development, either a central fund or a central mobility/secondment list

*There may be more – please visit the respective union reps to double check

Charles Sturt Uni News: Domestic Violence Leave

CSU strongly argued against, as they considered that the policy would be enough, and that the current policy in Canada could be extended. The CPSU claims that it will not be enough, and that it would not work.

The Australian Domestic and Family Violence Clearing House has developed clear guidelines for what is required in an industrial instrument. This is based on considerable research on what actually works, and why these aspects need to be in an enforceable workplace condition. 

The CPSU/United Voice and the NTEU has not put any ambit claim in the draft clause, nor have we sought to include too much policy based conditions. It is also designed to protect both the employer and affected employee. The Vice Chancellor and University Executive will be consulted about this claim (again) and we’re hoping that they will see sense and understand that its a fundamental requirement, and would be supporting regional NSW workers in a vital and essential way.