The Trobe U follows U Tas and UWA in guaranteeing an enterprise agreement between employees and with strong majorities. In all three cases, management worked with union leaders on campus and placed the proposal first with its members. In contrast, the University of Melbourne and the University of Wollongong have lost decisive austerity proposals that have been rejected by trade unions. This is a great asset for Vice-Chancellor John Dewar, who campaigned for the proposed variants of the enterprise agreement, warns LT U is in COVID-19 financial conflict catalyzed. NTEU members who oppose VAAs are concerned that treaty change will not save jobs, but show management that workers are simple goals. They produced a video that advertises the “no” case. Vice-Chancellor Martin Bean announces consultations with staff and unions on voluntary redundancies. “We have increased discretionary spending, frozen recruitment and spending by external consultants, encouraged business and capital projects, and asked our senior managers and employees to make voluntary contributions. But there are other things to do. In an NTEU-Fightback-UWA pamphlet, it was said: The Vice-Chancellor of the UWA and the national directorate of the NTEU “sold the modification of the enterprise agreement to avoid job cuts”, but the provisions of the EAV explicitly authorize “forced dismissals, the protection for casual cases being low and not applying, unless these casual players can demonstrate a “reasonable anticipation” of the work in progress which is almost impossible in practice.” Higher education workers, forced to shoulder higher workloads and survive the casual work environment, are now being asked to save some of Australia`s wealthiest institutions, according to the leaflet. Merlin Crossley (UNW) on the two golden rules for selection committees in research (and elsewhere). “While this is good news that some students will pay less for their studies, it is very disappointing that others will pay a lot more,” says Peter Héj. Meanwhile, some union officials have been attacked at the sectoral and national levels for refusing to release “no” documents.
Chris Grant, a UWA-based member, said: “The online ballot had links to the `yes` campaign on its website, but it didn`t have the opportunity to put the [no] position. They have also repeatedly refused to accept our proposals at branch meetings. On June 26, all staff will vote on the proposal to amend the 2017 UWA Academic, Professional and General Staff Agreement, which covers payment and conditions. The highly qualified Andrew Norton suggests that Table 10 of the diet may have been soiled in the Friday briefing document, which defines course fees per field. It proposes that five disciplines, not 15, end with price costs higher than funding rates. “We only (yet) asked if I had made the voice recordings used in the UTS Engage elevators to announce “go up” “down,” etc. Surprisingly, this is not in my job description,” Shirley Alexander wrote yesterday, UTS DVC (Education and Students). I have no doubt that she would be great if she did. They say the proposed change adds up to a 10% pay cut of up to $247 per 14 days for some employees and a salary cut of up to $6420 per year for professional employees. In addition, UWA had $2.1 billion in assets and a consolidated operating budget of $121 million last year, meaning it could easily afford to absorb the costs of the pandemic crisis. This appears to be supported by modelling by Ian Marshman and Frank Larkins of the Centre for the Study of Higher Education, which found that UWA had “sufficient reserves to cover all cases of short- and long-term losses” from the decline in international enrolment of students due to the pandemic.