Uow College Enterprise Agreement

Note: Academic staff, apprentices and apprentices, as well as employees with individual employment contracts, do not have the right to vote to amend the Professional Services Agreement. The management of the University of Wollongong (UOW) is asking union representatives to support an amendment to the enterprise agreement to minimise job losses as soon as the results of the recent staff survey are published. The survey, which invited staff to indicate their preferences based on three options available in order to achieve the employment savings necessary to put UOW back in a sustainable financial position, showed that a majority of participants wanted to maintain all of the current employment conditions under the university`s two enterprise agreements. If your application has already been filed, you can verify the status of your contract by sending an email to the Commission`s team for the agreementsprogressenquiry@fwc.gov.au agreements. Once an application has been approved or rejected, it will no longer appear in the list below. To find an agreement that has been approved or varied, please go find an agreement. Full-time equivalents under UOW`s university and professional agreements range from $49,977 to $182,845 per year and are between 17 and 56% above what is expected under the modern price. The planned salary increases will together add an additional $25 million to the university`s employment costs during this period. If both agreements are supported and the Fair Labour Commission approves the amendment, the amendment will come into force at a date set by the Commission for fair work. Until then, the provisions of the existing agreement will apply. In the event of current applications, the links below allow access to the agreement or amendment. These published documents are usually published within 3 business days of publication. Before introducing these amendments, the Vice-Chancellor will ask the University`s Joint Advisory Committee (JCC) — a forum for permanent consultation with the two workers` unions, the Community and Public Sector Union (CPSU) and the National Union of Higher Education (NTEU) — to explore this possibility of saving jobs by supporting the alternative of the reflection agreement proposed to agents as option 1.

Two of the three options proposed to achieve these savings were for different enterprise agreements, reducing wages between 5 and 10% for 18 months, between 7.5% and 15% for 12 months, depending on the level of wages, and reducing working time to a level of wage reduction. The third option did not change current conditions of employment. Local representatives on the University`s Joint Advisory Committee (JCC) have reached agreement on changes to enterprise agreements that will help UOW return to a sustainable financial position. If professional service employees vote in favour of the amendment and academic staff vote to adopt their proposed amendments, both documents will be submitted for approval by the Fair Work Commission. If an agreement is not supported, the university will not continue to submit one of the two variants for approval. If you have any questions about the content of the amendment to the agreement, please email employment-relations@uow.edu.au. «In order to take all possible steps to minimize job losses, I have asked the management team to submit to the Joint Advisory Committee a comprehensive draft amendment to The Enterprise Agreements for Option 1 to immediately verify whether our local staff representatives will accept this option.

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