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Uni Melbourne Enterprise Agreement

13 Apr 2021 | Categories: Uncategorized | Posted by: pushfocusproductions

The current enterprise agreement (clauses 2.21.1 and 3.27.1) would have deprived higher education employees of a 2.2% pay increase introduced at the beginning of May as part of the proposed changes to their enterprise agreement. three weeks` salary for each year of uninterrupted service; University of Melbourne Vice-Chancellor Duncan Maskell said the vote would not change the institution`s ability to survive COVID-19, but would make the task more difficult as job losses are inevitable. “We encourage our colleagues across the industry to vote no, including on their campuses. If you don`t fight, you lose.┬áThe proposed final variant no longer contains these provisions. Table 2 shows the differences between these claims. The italic permissions indicate those that were removed with the final variation Proposed. . “We will continue to campaign at the University of Melbourne against job losses, wage cuts and restructuring,” said Katie Wood, a member of the National Council und Branch Committee at the University of Melbourne. .

At least 20 weeks (22 weeks if they are over 45 years old) for academic staff A copy of the Australian Catholic University Staff Enterprise Agreement 2017-2021 (PDF, 1.9MB) (agreement) is now available. The agreement came into force on December 25, 2018 and has a nominal expiry date of June 30, 2021. [ 0 ] The university`s latest proposal speaks only of “genuine redundancy.” If this applies to persons whose retirement age is above retirement age, or if this is considered a “non-real” redundancy, the tax consequences apply. But they can now be circumvented by a system that provides for poor quality fees that “sit” next to them (see section 8 of the consultation here). Limiting the rights of information and consultation; There you go. The Fair Work Commission`s right to conciliation has been lifted. Table 1 shows the differences between redundancy rights under the enterprise agreement and those available under the voluntary scheme under the proposed final amendment. . Staff may be interested in leaving university; On June 2, 2020, the university released the final version of its proposal (Final Proposed Variation).

The originally proposed alternative and the proposed final amendment provide for the same provision with respect to wage taxation. The university says they aimed to avoid between 200 and 300 forced layoffs. 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.

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