News Flash

Agreements Reached at other Australian Universities

These agreements have an historical impact as unions seek to restore the pre HEWRRs conditions that were imposed by the Howard government. These agreements show that unions and management can work together to deliver significant benefits to staff. The agreements below will see restoration of employment standards lost in 2005 when the previous Federal Government legislated for industry specific restrictions on union activity and collective bargaining.

CPSU members are concerned about preserving high quality educational outcomes for students and this can only be achieved by university staff having fair and equitable pay and working conditions. CPSU calls on the three South Australian universities to follow suit and deliver fair and equitable new collective agreements. 

CPSU members have not applied for a ballot to take industrial action but instead to continue to work in good faith with all the bargaining parties to achieve the best agreement for general staff as quickly as possible. This is what your CPSU bargaining team will do and we will continue to regularly report back to members on the progress of bargaining. 

Whilst CPSU members respect the right of unionists to take industrial action, CPSU members have not voted to strike or take industrial action.

Three Reasons Why the CPSU is Not Taking Industrial Action Now

1.  CPSU members are committed to the CPSU's Log of Claims

2.  Negotiations are progressing.  While negotiations are progressing the CPSU will continue to bargain in good faith with all parties.

3.    Unprotected industrial action is illegal. CPSU members, along with the entire trade union movement successfully campaigned against WorkChoices because it threatened our rights at work. Unfortunately the WorkChoices era industrial action laws are retained in the Fair Work Act. This means that unless you received a ballot to vote on protected industrial action then you are not protected in taking industrial action, meaning that the full weight of industrial relations law and University disciplinary action can be used against you.


This does not mean that CPSU will not apply for a ballot for industrial action should negotiations reach an impasse. However the main, but not all, contentious issues that make reaching an agreement difficult are academic issues. Agreement on salary remains contentious. 

University of New England. 

As previously reported agreement was reached and would be officially voted on by staff. An overwhelmingly majority of General Staff have now voted YES to endorse the making of the new UNE General Staff and ELC Teachers College Collective Agreement 2009-20012.

The Agreement gives a 17% compounded pay increase over three years and returns to staff conditions that were stripped out under WorkChoices laws. 
Note: This is a General Staff separate agreement. 

Deakin University are to receive a 17.1% rise with the new union collective agreement.  A Heads of Agreement has been finalised which will deliver the 17.1% pay increase over three years, improved workloads and more transparent general staff reclassifications.

Sydney University agreement delivers an 18.3% increase over the life of the agreement (two and a half years) and significant conditions matters have been agreed as has been reported earlier.

Edith Cowan University. A Union Collective Agreement will be recommended to members which will provide
a 17% pay rise (18.3% compounded) by June 2012
improved rights and pay for casuals
improved superannuation benefits for casual and fixed-term staff
strengthening reclassification procedures for general staff
restoration of union rights

26 October 2009