Management has refused to make a salary offer during negotiations and staff haven’t received a pay rise since Sept 2013. Management have refused to put a salary offer on the table during negotiations.

In early January 2015, Management advised the NTEU that we would be tabling a salary offer in February. On 24 February, Management tabled a salary offer of 3.25% annually for the life of a four year Agreement, effective 1 July each year. In addition, the Monash College Board approved a backdated 3.25% salary increase (to 1 July 2014) to recognise the contribution of staff following the audit-approved 2014 full year financial results.

MYTH FACTSALARY

The University sector does have very generous redundancy provisions, however it is important to remember that Monash College is not a university. When compared with similar institutions, Monash College’s redundancy provisions compare favorably. The proposal by Management is to enhance redundancy payments by 25% for staff over-45 years of age given the potential time it may take staff to obtain future employment.

Monash College’s redundancy provisions are well below industry standards.

REDUNDANCY

Management proposes to increase the span of ordinary hours: - from 8am to 6pm Mon-Fri - to 8am to 8pm Mon-Fri and 8am to 12pm Sat.

No penalty payments are applied if classes are scheduled during these hours and Monash College will only pay penalties on hours worked outside the span, rather than a 15% penalty on the whole day as applies now. This is to apply to newly engaged staff rather than current staff.

On 10 March 2015, in response to feedback received from staff and the NTEU, Management tabled a revised spread of hours proposal:- 8am to 7pm Mon - Fri - penalties to apply to all hours worked on a day where any hours are worked outside the spread (rather than just to those hours worked outside). Overtime paid on ad-hoc hours worked outside of the spread (as per current arrangements).

It is important to note that at no time have we proposed to increase the ordinary weekly hours of work (36.25). In the event that there is a need for an employee to, for example, work until 7pm to meet the needs of the business, the employee would commence work later on that given day to ensure they do not exceed 7.25 hours of work. Furthermore, for an arrangement such as this, the College and the employee would take into consideration the operational requirements of the business, as well as the needs of the employee with regard to their personal and family commitments.

SPREAD OF HOURS

A POR framework was tabled in May 2014 (MUELC) and in August 2014 (Diplomas) to recognise teachers who undertake additional responsibilities required on an ad-hoc basis. This would be through additional remuneration and time release. Our proposal has always been that the level of the POR be a dollar or percentage amount captured in the Agreement. Management has struggled to understand the NTEU’s resistance to this benefit.

Management are avoiding classifying jobs that will be covered by a POR framework and the POR will be managed through policy rather than being included in the final Agreement

POSITION OF RESPONSIBILITY (POR)

Management sees no reason to consult with staff about major change prior to a decision being made.

Management is committed to consulting with staff about major changes and has sought to retain the existing consultation provisions in the Agreement. Monash College has not seen any reason to change our current processes in this area given the NTEU has confirmed that we consult well on change. Management has agreed to the NTEU claim to include additional documentation regarding proposed changes in the Agreement.

CONSULTATION

Management identified that the General Staff classification descriptors had not been reviewed since 2002. This was not part of the NTEU claim. We have invested considerable time and resources in a review of the classification descriptors engaging Mercer, an external remuneration company. This work has been completed and was tabled at the General Staff EBA bargaining meeting on 17 February 2015 with the revised descriptors being trialed by the General Staff classification panel.

Management are delaying a revision of the General Classification descriptors by engaging an external consultant (Mercer) to conduct this work

Diplomas

There is no proposed change to teaching hours for Diplomas teaching staff. Management has proposed an average of 16 hours per week and is no longer seeking a return to 17 per week if there is a reduction in student numbers.

MUELC

Monash College has proposed that staff teach 840 hours per annum over 9 terms. Under the current Agreement, teachers can teach 840 hours over 10 terms with an option to undertake 20 hours of project work and reduce the annual teaching to 820. Staff will still have the opportunity to undertake project work through expression of interest as the project need arises.

Bachelor of International Business

There is no proposed change to teaching hours for Bachelor of International Business staff. Staff have been employed to teach an average of 16 hours per week.

Management are pursuing an increase to teaching hours across all teaching areas.

Management are not addressing job security issues and are unclear about offering contracts of more than 6 months or ongoing work to its large sessional workforce.

Management is seeking to increase the level of sessional staff engaged within MUELC.

In July 2014, Management offered a number of two-year fixed term contracts to MUELC staff. In addition, a significant number of shorter fixed term contracts were offered in August 2014 and more recently we have offered further 12-month contracts.

Monash College would like to be in the position to offer further fixed term contracts but the uncertainty and volatility of student numbers is a limitation. As a result, Management has developed an innovative proposal as part of the EBA discussions to offer annualised hours contracts within MULEC to improve job security and engagement and address the variations in student numbers.

We tabled a proposal to retain the current sessional ratio within MUELC of 30%, subject to being able to engage staff on annualised hours contracts of employment to cope with the variations in enrolments. There is no proposed change to the ratios.

CLASSIFICATION

TEACHING HOURS

MYTH FACTJOB SECURITY

WANT TO FIND OUT MORE?Sam Kenny, Senior Employment Relations ConsultantE: sam.kenny@mcpl.edu.auP: 9905 8750