ea education tool v2

TAFE COMMISSION OF NSW

ADMINISTRATIVE, SUPPORT AND

RELATED EMPLOYEES ENTERPRISE

AGREEMENT 2012

A N E D U C A T I O N T O O L F O R M E M B E R S

D E V E L O P E D B Y T H E C P S U

C U R R E N T A S A T F E B R U A R Y 2 0 1 3

A NOTE ABOUT THIS INFORMATION

The information contained within these slides is intended as general information

only and not specific advice.

If you require advice you should:

a)Read your Enterprise Agreement;

b)Talk to your local CPSU delegate;

c)Call the CPSU on (02) 9220 0900 or 1800 467 932.

BACKGROUND TO ENTERPRISE

BARGAININGA changed industrial landscape for TAFE NSW

On 1 December 2011 the Technical and Further Education

Commission Amendment (Staff Employment) Act was proclaimed

and commenced operation

As a result, all TAFE staff, and some DEC staff, are now employed

directly by the NSW TAFE Commission and not the Department of

Education and Communities

It also means that TAFE staff now fall under the Fair Work Act 2009

and all future pay increases and improvements in conditions have to

be negotiated by your union, the CPSU, through enterprise

bargaining

BACKGROUND TO ENTERPRISE

BARGAININGWhat is enterprise bargaining

Enterprise bargaining is the process of negotiation between TAFE

and the PSA/CPSU with the goal of making an enterprise agreement.

The Fair Work Act 2009 establishes a set of clear rules and

obligations about how this process is to occur, including rules about

bargaining, the content of enterprise agreements, and how an

agreement is made and approved. This includes a requirement to

bargain in good faith.

Enterprise bargaining gives workers the right to directly influence the

conditions of their employment however, the only way to have

strength at the negotiation table is to have a strong union.

ENTERPRISE BARGAINING AND YOU

Negotiation is about the power relationship between the employer and

employee. Enterprise bargaining only delivers beneficial conditions to

workers if they are negotiating as an empowered workforce, that is,

high union membership, visibility and activity).

A commonly asked question from non members is “why should I join

the union, I get the benefits anyway?”

The answer is simple: the less power your union has at the

negotiating table, the lower our negotiating strength for everyone.

MEMBERS + ACTIVISM = POWER

KEY MILESTONES IN NEGOTIATIONS

Winning backpay for all staff, despite two separate „deadlines‟ being

given by TAFE to accept inferior conditions

Forcing TAFE back to the negotiation table when they prematurely

put an inferior agreement out to ballot without negotiations being

completed

Flexible working hours

Forced TAFE to maintain ALL previous conditions, despite TAFE‟s

initial proposed Agreement falling well short of this promise.

KEY MILESTONES IN CAMPAIGNING

Undertaking a comprehensive „listening

campaign‟ across 130 TAFE Colleges;

Use of videoconferencing in regional areas to

communicate more effectively with large

groups of TAFE workers

Use of LiveChat technology – great

opportunity for TAFE workers to ask questions

of PSA/CPSU industrial staff about your

conditions

Launch of the „Our TAFE‟ campaign and

website: www.ourtafe.org.au

http://www.ourtafe.org.au/

THE FUTURE OF TAFE NSW

TAFE NSW is facing unprecedented threats: rising student fees, an increase of

private providers, the increased commercialisation of courses and potential

introduction of contestable funding.

Your union, the CPSU, is committed to working with our members and the

broader TAFE community, including our sister education unions and students,

to protect TAFE as a public education institution.

You are the union.

Conditions fought for and won by PSA members in the NSW public

service, like annual leave loading, shift work entitlements, parental

leave, family and community services leave, are at risk of being lost by

the O’Farrell Government’s attacks on the public service.

This gives us an indication of what TAFE may be looking to strip away

during next round of negotiations.

Your union is committed to retaining and improving, where possible, the

conditions and wages of TAFE workers.

ENTERPRISE BARGAINING AND CAMPAIGNING

In 2013 the CPSU will commence negotiating

your second Enterprise Agreement on behalf of

all members.

These notes are the first step in our

campaigning. We will also:

Conduct „lunch and learns‟ across

workplaces about specific aspects of your

Agreement;

Provide videos on the “Our TAFE” website

(www.ourtafe.org.au) as additional

information about specific aspects of your

Agreement; and

Commence a „listening campaign‟ as the

first step in developing a „log of claims‟ to

present to TAFE management in the early

stages of bargaining.

http://www.ourtafe.org.au/

WHAT DOES MY

ENTERPRISE AGREEMENT CONTAIN AND

REPLACE?Contains:

All rights and entitlements about your employment at TAFE NSW

Salaries, rates of pay, incremental progression

Replaces some 50 different awards, including:

Crown Employees (NSW TAFE Commission – Administrative and

Support Staff Conditions of Employment) Award 2005;

Crown Employees (Trades Assistants) Award;

Crown Employees (Transferred Employees Compensation) Award;

Crown Employees (Librarians, Library Assistants, Library Technicians

and Archivists) Award 2008; and

Your Agreement replaces all of your existing

entitlements such as determinations and

agreements, for example, the Daylight

Equivalent Hours Agreement.

It does not replace existing TAFE NSW

policies, agreed statements of duties or

position descriptions, however when there is

a conflict between a policy and the Enterprise

Agreement, the Enterprise Agreement

overrides any policy.

HOW DO I READ MY ENTERPRISE AGREEMENT

Your Agreement is divided into a number of sections. More than one

section will contain your conditions.

Importantly, it contains a series of undertakings, which are found at the

beginning of the Agreement.

These undertakings are enforceable and should be read as a part

of the Agreement.

HOW DO I READ MY ENTERPRISE AGREEMENT

Section 1: Application and Operation

This section describes :

Which employees are covered by the Agreement ;

How long the Agreement applies;

A dictionary of commonly used terms in the Agreement;

Dispute resolution procedures;

Flexibility arrangements;

Consultation arrangements; and

Management of conduct and performance.

This section applies to all staff.

Clauses 1-9

HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)

Section 2: Employment Arrangements

This section describes:

Who is covered by the section;

Payment of salaries and wages;

Types of employment and the conditions relating to each type;

Promotion appeals;

Clauses relating to part-time, temporary and casual employees and school-based apprentices;

Ordinary weekly hours by classification; and

General conditions relating to working hours, overtime and shift allowances.


Clauses 10-22


Section 3 – General Conditions

This section describes the day to day arrangements about your work. It

contains information about:

Work, health and safety, including personal protective

clothing/equipment;

Salaries, rates of pay, incremental progression, salary packaging and

allowances;

Union-related clauses, such as deduction of fees and specific

information about the rights of union members and delegates;

Leave conditions and entitlements, including annual leave,

extended/long service leave, family and community service leave,

lactation breaks, leave for matters arising from domestic violence,

leave without pay, parental leave, personal carers leave, purchased

leave, sick leave, special leave and study leave.

This sections applies to all staff.

Clauses 23-64


Section 4 – Transferred Employees Compensation

This section contains information about the conditions and

entitlement to benefits if your position is transferred under

particular circumstances.


Clauses 65-79


Section 5 – Parts A-G

Part A – Administrative and Support Staff:

This section contains information about the day to day working

arrangements for administrative and support staff, such as:

Which employee classification are covered under this section;

Breaks;

Variation of hours;

Standard and flexible working arrangements;

Causes relating to work-related travel;

Clauses related to work-related allowances; and

Clauses related to overtime and higher duties.

Clauses 80-125C


Part B – Security and General Services Officers


arrangements for security and general services officers, such as:

Contract of employment;

Hours of work and rostered days off;

Rates of pay, additional rates, shift allowances, travelling time and

expenses and overtime;

Personal carer‟s leave; and

Changes to existing conditions.

It also contains information about monetary rates for specific

classifications.

Clauses 126-142


Part C – Early Childhood Educators

This section contains information about the day to day working arrangements for early childhood educators, such as:

Which classifications are covered by this part;


Hours of work and rostered days off;

Classification structure;

Wages, additional rates and allowances;

Overtime;

Job sharing and relief work;

Information about infectious diseases at the Centre or Service;

Information about public holidays; and

Professional development.

It also contains information about monetary rates for each classification.

Clauses 143-161


Part D – Printing and Graphic Arts Employees


arrangements for printing and graphic arts employees, such as:

Hours of work;

Personal carers leave;

Overtime;

Duties and training; and

Wage rates.


Clauses 162-168


Part E – Trades Assistants


arrangements for trades assistants, such as:

Hours of work for day workers;

Information about working mixed functions;

Information about special rates, allowances, overtime, shiftwork and

holiday and Sunday work;


Allowances;

General leave conditions and accident pay.

It also contains information about monetary rates for each

classifications.

Clauses 169-184


Part F – Skilled Trades

This section contains information about the day to day working arrangements for skilled trades employees, such as:

Hours for day workers;

Allowances;

Overtime, shift work, holiday and Sunday work;


Information about use of tools; and

General leave conditions and accident pay.


Clauses 185-206


Part G – Hospitality Employees


arrangements for hospitality employees, such as:

Which employees are covered by this part;

Types of employment;

Mixed functions;

Allowances, overtime, Saturday and Sunday work; and

Hours of work.

It also contains monetary rates for these classifications.

Clauses 207-217

SUMMARY

We hope this information will be a useful guide to your reading and

understanding your enterprise agreement and your union‟s campaigning

in TAFE.

From March 2013 we will commence a series of „lunch and learn‟

workshops, which will provide more detailed coverage of some areas of

your agreement.

From April 2013 we will provide members with your draft Log of Claims

for your input and will be conducting endorsement meetings around the

state.

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