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University Of Melbourne Enterprise Agreement

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Ruth Jelley, acting secretary of Melbourne`s NTEU University, asks what the real stakes are in the university`s proposed job cuts and calls for a return to the fundamentals of public higher education. The current enterprise agreement (clauses 2.21.1 and 3.27.1) Executives will continue to plan for the university`s turnaround. In many places, these developments are small and modest. Nevertheless, it is this rank and the activism of the files to build a union force that offers a way forward, not questionable business with university bosses. But one thing that interests voters was not announced by the union on Friday – pay increases. CMM says the agreement is 2.09 percent per year. In July, the NTEU claimed 2.3 percent on an annual basis and the university offered 1.7 percent. NTEU activist and NTEU national councillor Alma Torlakovic said: “Wage cuts do not save jobs. The management of the university attacked the employees in the good times, and now they are attacking them in the wrong. The support of these agreements indicates that workers are an easy target and that we will pay for a crisis that we have not caused. They reject them by protecting enterprise agreements and protecting enterprise agreements and by telling the federal state and the federal states that they must make up for the deficit elsewhere. University employees were reportedly deprived of a 2.2 per cent pay increase introduced in early May as part of the proposed changes to their enterprise agreement.

Supporters of the framework blamed the job losses on those who were able to oppose the framework. It is perhaps no further from the truth. In trying to willingly exchange the terms of the members, the union leadership showed its weakness, defusing some members of the union for the attacks and insinuating to the university leaders that they would not fight to defend the conditions. This concessional haggling only encouraged the leaders — they smelled blood and left. A great job of hundreds of casual members to build solidarity from the basis of a two-year campaign. Countless meetings, rallies, petitions, dean appointments, zoom bombings and finally an appearance in the Vice-Chancellor`s villa, the Cumnock House, provided by the university. We went to ask a question: Is such generosity appropriate when casual staff owe $6 million in wages? Adams also says that the union`s objectives across the country, including improving job security for temporary and casual workers, as well as improving redundancy provisions, are being achieved. Management`s agreement to extend the 17 per cent superannuation to all permanent employees is consistent with the results of negotiations at other universities. The challenge now is to resist attacks on many local fronts. But the campaign against the national framework for labour protection offers a valuable guide to action. While the approach of the union leadership has encouraged the management of the university, the opposition to it has rejuvenated the rank and activism of the files. Ranking and file groups have formed across the country.

Members become activists for the first time and learn how to organize collaborators. The second form of attack, after the defeat of the national framework, implies that the university leadership must marginalize the union and unilaterally impose wage cuts.

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