Colleagues will know of the intention of the university management to hold a ballot for a new agreement for general staff and English Language Centre teachers. The NTEU believes there are several reasons for opposing the approval of this agreement. One serious objection to be made is the way in which sick leave is to be managed. The NTEU wishes to emphasise the problems that many general staff and ELC teachers will face if this agreement and this clause are approved.

Before doing that we wish to correct an error we made in an email of 11 September.

In that email we claimed that if employees were to use more than 10 days’ sick leave p.a. you would be required to produce a medical certificate for each and every additional day for which you take leave. This is not correct and we apologise for making this claim in error.

We do stand by our fundamental claim, however, that the sick leave clause makes a mockery of fair processes - for the following reasons:

o It allows for an outrageous level of intrusiveness into the doctor-patient   relationship

o The clause is extremely vague, and very poorly worded

o It allows the management to refuse or withdraw paid sick leave if you do not reciprocate contact within 24 hours

o The clause is far too open-ended, where all obligation falls on to the employee and very little on to the employer

o The clause opens the door to inequity by allowing for arbitrary treatment of individuals’ claims for sick leave  

 Like the proposed agreement more generally, the sick leave clause is not in your interests. There is no point in having uncapped paid leave if you are prevented from taking it. We can do better than this. We should not allow ourselves to be steam rolled into accepting poor conditions. Let’s hold out for better.

On 9 September both general and academic staff members of the NTEU were striking for better conditions enshrined in a single agreement for all staff at UNE.

On the same day, the members of CPSU voted to endorse the separate General Staff Agreement offered by UNE management. Yesterday afternoon an email went to all UNE General staff advising them that a ballot to endorse the agreement will be held next Friday, 18 September.

When you vote please consider the following issues:

Do you think it is fair and reasonable for General staff at UNE to have inferior conditions to Academic staff?

The strike on Wednesday by NTEU members, participating in a picket and rally, showed UNE management that NTEU members will act together to improve the conditions of all staff at UNE. It is archaic of the management and CPSU to believe that there is anything to be gained by dividing General staff from Academic staff.

Why did UNE act so hastily to organise the ballot for the General staff Agreement?

We think that management is trying to divide staff in order to give them less. We have every confidence that the agreement can and should be improved.

Is it fair that there be no committee or over-seeing body for classifications of General Staff?

NTEU believes it is not too much to ask that decisions regarding classifications, which are by their nature comparing one person’s job to another, be an open and transparent process.

Is it fair to dismiss the claims of the English Language Centre staff?

NTEU are asking for a fair salary and equal conditions for staff at the English Learning Centre (ELC) who are currently paid well below other universities, TAFE colleges and schools, and who have no job security. There is only one permanent staff in the group of 15.  UNE management and CPSU have dismissed ELC staff’s claim to equality.

Which area will be the next to fall behind in conditions?

Do you realise that you will need to submit a medical certificate for each day’s leave over 10 days p.a.?

If you use more than 10 days sick leave p.a. you will be required to produce a medical certificate for each and every following day that you take sick leave, so if you have a 24 hour bug, you will need a certificate to prove this

Also – would you vote for a sick leave clause that can breach the confidentiality of the doctor and patient relationship? Do you think it is fair that management can require you to divulge your details, and organise you to see a doctor of their choice. Staff should be able to trust their own highly trained doctor.

The proposed sick leave clause is insulting to staff and to the medical profession profession.

Do you think it is fair that you can be transferred without your consent?

Management want the right to transfer you anywhere, anytime, without your agreement. While having consultation rights might appear beneficial, many staff in difficult situations know what management consider consultation to be – NTEU want YOU to have a choice.  We are insisting on transfer by mutual agreement for General staff. It is demeaning to treat staff otherwise. Also, you should note that Academic Staff have this respect – why should General Staff be treated differently?

Management refuses to have independent chairs for appeals committees. They want the VC to have the final say in choosing. The NTEU believes that that the restoration of a genuinely independent appeals system is a vital component of recovering from the Howard government’s draconian changes.

 Do you believe that you have a working environment free of bullying and/or intimidation?

NTEU is seeking to have the provisions of the Dignity and Respect in the Workplace Charter made binding on all employees and the employer.

 NTEU are not asking for more money, and our claims are cost neutral.

At UNE we are one university

We are one community

And we should have one agreement.

Let’s stop management dividing us. We all work for ONE UNIVERSITY and we should ALL be treated as respected members of staff.

Respect at work is a reasonable workload!