Enterprise Agreement Process 2012
As many staff will be aware, the University is undertaking a process of ongoing consultation with management and staff in readiness for a new workplace agreement for general staff.
The general staff agreement expires at the end of June and the University is preparing to enter into an agreement process with general staff and their bargaining agents to develop a new Agreement. Regular negotiation meetings will be arranged as part of the process to ensure steady progress toward the satisfactory settlement of claims.
In approaching the agreement making process the University has acknowledged feedback from many staff in the 2010 Your Voice Survey that the 2012 agreement process should be completed in a more reasonable timeframe than previous agreement processes. In responding to that feedback the University has set 3 months as a target for the completion of the process. To facilitate this goal the University intends negotiating with general staff first, with a focus on major issues relevant to general staff. This means the general staff agreement will not be unreasonably delayed whilst waiting for the academic staff agreement process to also conclude.
The University has put forward a short list of proposed changes to the Agreement which could be reasonably considered and resolved in the target timeframe. If the negotiations extend beyond the short focussed target period the University will use the extended timeframe to examine other items in the Agreement to improve and clarify the operation of the Agreement. Both categories of items are listed in the University’s Enterprise Agreement Proposal for General Staff and were presented to the relevant general staff unions on Friday 27 April 2012.
As part of our ongoing consultation process, the University has established an Enterprise Agreement Process website. This will provide a source of information for staff about the progress of the negotiations, along with an opportunity to provide feedback and to make general suggestions to support negotiation outcomes.
Staff feedback in this process is invaluable to the University to determine terms and conditions which are supportive of Curtin’s strategic aims and attractive to our current and future staff.
I encourage staff to participate in the consultation process and information will be made available on the website as the negotiations progress.