What have we defeated?

1. What have we defeated? • 60% reduction in sick leave / personal leave entitlements. • University ability to employ staff on fixed-term basis “for any other business needs of the University”. • Removal of statement of intention to employ on an ongoing or fixed-term basis, rather than casual wherever this is possible. • Removal of Review Committees and appeal processes allowing you to appeal University decisions against you. • Removal of clauses guaranteeing concessional days over Xmas Closedown. • Return of intellectual freedom clauses. • Change Management – retained relatively strong process despite initial attacks by University. • Union resources clauses returned. • Attacks on local flexible working hours arrangements

2. What have we gained? • Maximum severance pay for professional staff increased from 52 to 62 weeks • Casual conversion based on length of duty, and no longer dependant upon the University creating a position to be converted into. • Domestic violence clause leading to development of a staff support policy, and including up to 20 days paid leave. • $2 million staff development fund and Professional Staff Short term secondment and exchange registry. • An indigenous employment target of 172 staff to be employed at the University • 5 extra days of partner leave (parental) taken from personal leave stocks. • Annual public transport ticket purchase via (post tax) fortnightly payroll deductions. • Protections for temporary part-time return to work after parental leave in the event of redundancy. • Strengthening of Professional staff workload protection. • Internal advertisement for positions generally in first instance, and exclusively for HEO5 and below positions where internal applicants address the selection criteria.