the university of western australia collective staff agreements 2009
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The University of Western Australia Collective Staff Agreements 2009. The Agreements. Expiry date 31st December 2009 Salary increases Casual Employment Introduction of new academic titles Ongoing contingent funded research contracts Increase in PhD salary entry point - Academic Staff

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Presentation Transcript
the agreements
The Agreements
  • Expiry date 31st December 2009
  • Salary increases
  • Casual Employment
  • Introduction of new academic titles
  • Ongoing contingent funded research contracts
  • Increase in PhD salary entry point - Academic Staff
  • Probation Periods Fixed Term Appointments - Academic Staff
  • Workloads Clause - Professional Staff
  • Reinstatement of some 2004 provisions
salary increases
Salary increases
  • 1.5% increase paid 8th Dec 2008
  • 1.5% increase effective 16th March 2009
  • 3% increase effective 9th November 2009
casual employment
Casual Employment
  • Increase in casual salary loading to 24% effective 6th July 2009.
  • A further increase of the loading to 25% will be considered during 2009.
  • Definition of “other academic activity” excludes marking completed after delivery of practical classes, demonstrations, workshops and field excursions.
ongoing contingent funded research contracts
Ongoing contingent funded research contracts
  • Grant funded research staff will have the opportunity to be placed on ongoing contingent funded contracts, consistent with the University’s “Better Supporting Research Staff at UWA” paper.

Conversion to this category requires:

  • Three years or more continuous service;
  • Second or subsequent consecutive contract; and
  • 0.5 FTE
increase in phd salary entry point
Increase in PhD salary entry point
  • Entry level for PhDs will increase from Step 6 to Step 7 at Level A from the date of certification.
workloads professional staff
Workloads – Professional Staff

Recognises the need for:

  • Balance between working life and family/social responsibilities.
  • Reasonable workloads and responsibility of supervisors to ensure workloads are fair, equitable and manageable.
  • Identifies primary indicators of unreasonable workload (ongoing need to work excessive hours and inability to clear accrued leave).
  • Other factors to consider, nature of work, work patterns, work environment, volume of work, employee turnover and employee performance.
  • Establishes the General Staff Consultative Committee as a forum to facilitate consultation on matters concerning unreasonable workload.
reinstatement of some 2004 provisions
Reinstatement of some 2004 provisions
  • Some provisions were removed in the 2006 Agreement due to the Government’s Higher Education Workplace Relations Requirements.
  • Return of fixed term employment categories.
  • No net job loss clause to retain staff at April 2000 levels.
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