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. The EU and the management of the University of Melbourne have reached an agreement on the working conditions of a new enterprise agreement, including a pay rise for compromises. There were minor but significant differences between the two draft treaties. While the academic agreement was very similar to that of the previous EBA, the agreement for administrative staff set extremely strict conditions for additional basic salary increases that staff receive each year that they stay at university. It`s a deserved win for both sides. Duncan Maskell will take over from the VC in October and may not want to settle for a non-departure. The union`s vice-president, Christian Haesemeyer, appears on Colin Long`s post for the NTEU election, which begins now, for the vice-president of the (academic) state. A successful pricing campaign at UniMelbourne sends a strong signal to voters. 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. There were obvious benefits for the university in the split of the EBA. This would mean halving the bargaining power of each group and doubling the work of the union bargaining team. But above all, and especially after the big deal of GDP, it would again create a gap between academic and administrative staff. In its draft contract, the university proposed that supplements for all middle-level administrators be conditional on the officer receiving an “exceptional” rating – the highest possible – during its annual performance review. In the meantime, senior administrative staff “would not apply at all to incremental progression.” It was practically a permanent wage freeze. Staff covered by the agreement received the pay increase last month, but are being asked to waive the increase until May 2021. As a general rule, the negotiation process would begin with university and union negotiators meeting to share a “list of demands” containing the most important elements they wish to address in the agreement. However, at the first meeting in February 2017, the university had already drawn up two draft contracts: one for academic staff and one for administrators. Current Enterprise Agreement (Clauses 2.21.1 and 3.27.1) “The best estimate is that this would mean that between 200 and 300 jobs should not be lost at the university,” Professor Maskell told employees who will vote next week on a proposed change to their collective agreement.