University Of Melbourne Enterprise Agreement 2020
In his email of May 25, 2020, the Vice-Chancellor proposed an amendment to the University of Melbourne Enterprise Agreement with the proposed amendment, published on that date (Original Proposed Variation). 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. Contrary to the university`s proposal, the termination clauses of the enterprise contract do not apply only to “involuntary” dismissals (see university letter of 27 May 2020). The courses, led by casual teachers, are at the heart of the University of Melbourne`s student learning experience. However, as today`s ABC report shows, working conditions and learning conditions for students are not a top priority for the university. Instead, the university systematically wastes money on consulting fees, senior executive bonuses and events like the Melbourne Ceremony. While this may be news to the general public, it`s not for UoM Casuals. In February of this year, at the opening ceremony, we staged an action to let new students know that UoM refuses to pay casual players to participate in lectures; Refuses to pay occasional payments appropriately; and that wage theft is widespread in UoM. We stressed that employees` working conditions are the learning conditions of students and that this should be the university`s priority, not millions of dollars evenings or a UoM brand fashion line. UoM still refuses to pay casual players to attend conferences or related labelling and uses the pandemic as a pretext to “innovate” other wage thefts of their most precarious employees – casual workers. Among the most recent innovations is the great work of hundreds of casual members to build solidarity during 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? Current Enterprise Agreement (Clauses 2.21.1 and 3.27.1) On June 2, 2020, the university released the final version of its proposal (Final Proposed Variation). The originally proposed alternative and the proposed final amendment provide for the same provision with respect to wage taxation. www.abc.net.au/…/university-sector-new-era…/12654828 Friday, proud unionized workers at the art faculty asserted their power to work with a university branch that has for too long treated it as a “soft cost” and excluded it professionally. We therefore rejected the university`s “final” offer of backpay, which would have had only once again short-circuited occasional payments by paying only one third of what was owed for six years of unpaid wages. We wanted pay equity, wages that are no longer stolen. In an email of May 25, 2020, the Vice-Chancellor pledged to “have no abstinence from our employees.” Join the movement for a higher education sector based on fair jobs: www.nteu.org.au/join In his email of 25 May 2020, the Vice-Chancellor stated that the variant proposed by the university offered “as much protection as possible for employment”. In addition to the proposal to abolish the wage increase granted on May 1, 2020 from July 1, 2020 (in fact a permanent wage reduction of 2.2%), the original proposed amendment also proposed www.megaphone.org.au/…/university-of-melbourne-… Staf… The fact that the voluntary separation scheme provides for lower rights than under the enterprise agreement is recognized by the university, which stated that it had “no reasonable basis for the severance provisions” in the scheme (see university letter of May 27, 2020).