University Of Melbourne Collective Agreement

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 developments are the current enterprise agreements (clauses 2.21.1 and 3.27.1) The best protection for our communities here and internationally are safe jobs and safe working conditions, where those who are not working have sustainable incomes and where people receive financial assistance to isolate themselves and take other measures to protect our collective health. 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. The university says they aimed to avoid between 200 and 300 forced layoffs.

On Friday, casual workers at the art faculty, proudly employed by unions, 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. 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. 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? The union argues that the university has more than enough cash reserves to deal with the financial consequences of COVID-19, including a decrease in royalty revenues in 2020. Senior managers will continue to plan for the university`s turnaround.

www.megaphone.org.au/…/university-of-melbourne-… Staf… www.abc.net.au/…/university-sector-new-era…/12654828 Join the movement for a university sector based on fair jobs: www.nteu.org.au/join employees might show an interest in leaving university; . Arguing that session staff do not use their doctoral thesis for certain teaching activities to avoid being paid at the qualification rate. . 5) The rights to redundancy rights under the final variation Proposed are less good than those proposed by the originally proposed amendment, ignoring the data collected by casual employees to mark hours and imposing an arbitrary heading based on no evidence and designed by non-educational staff 1) The final variation Proposed still does not protect ef

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