Ingeniería y proyectos

In an NTEU-Fightback-UWA leaflet, 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.» See also the non-union vote at the University of Melbourne`s Victory for Academic Freedom, as Murdoch University falls against Schroeder-Turk As a result of these actions, a wide range of evidence was gathered, and unidentified samples were submitted to management with a dispute statement on May 31, 2019. The dispute describes the type of underpayment of casual staff and suggests in particular that the university: the proposed amendment provides for two weeks of COVID-19 paid leave for all employees and guarantees income assistance for any permanent employee who has resigned due to the effects of COVID-19 (public university employees have been excluded from the federal government`s JobKeeper program). In addition, a six-month increase will be imposed in January 2021 and the payment of the annual vacation expense to employees will be cancelled this year. 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. Despite a bitter series of UWA quarrels and campaigns imposed by UWA management over its «renewal plan,» hundreds of employees have been laid off and with them their skills, experience, expertise and organizational know-how. Hundreds of applications were submitted to university management during the renewal plan consultation process, warning that essential systems and services would suffer if the plan were implemented. A new cohort of employees was either mapped or recruited into roles with little or no transfer of former incumbents – new members had to either drop or swim. Huge staff shortages were filled by the hasty appointment of casual workers at a time when financial systems and systems had become tense and chaotic as a result of restructuring. Many UWA executive staff, responsible for the design and implementation of the renewal plan, have left their positions at the university. Professor Paul Johnson (Vice-Chancellor), Sandra Ventre (Director of Human Resources), Paula Langley (Director of Acting Director of Human Resources), Pranay Lodhiya (Director General of Corporate Services) and Michael Chaney (Chancellor) are all gone. Shortly after the NTEU filed the occasional wage dispute, it was announced that Vice-Chancellor Dawn Freshwater would continue to leave UWA next year to take the reins of the University of Auckland. There are no comments.

Be the first to have a say! As the university goes through this spectacular management rotation and holds new employees responsible for resolving the chaos, the UWA NTEU branch is stepping up. Our membership continues to grow, more and more members increase as delegates and activists – and, importantly, casual members find and use their voices. A 2016 renewal plan decision paper states that the benefits of restructuring include «increased efficiency» and «substantial financial savings.» Instead – and not surprisingly – NTEU members regularly say that they have been ordered by the executive to find savings in the wake of a budget crisis. This, combined with the systemic failure highlighted by the underpayment of casual workers, shows that the renewal plan has almost failed to achieve its strategic objectives. This article appears in the August 2019 issue of Connect: University workers who have been forced to take on increased workloads and survive in the midst of casualization, are now being asked to save some of the most laughed institutions

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