Wsu the College Enterprise Agreement

WSU staff have previously raised concerns about WSU`s approach to flexible working. During the 2016 negotiations on company agreements covering all WSU employees, ntEU pushed for flexible work schedule changes for qualified staff and secured new provisions allowing remote work. The Parties intend to achieve the objectives of Chapter 41.80 of the Revised Washington Code (RCW) to formalize the agreements between the Washington State University Board of Regents (the “University” or “the Employer”) and the Washington State Employees Federation, AFSCME Council 28, AFL-CIO (the “Union” or “WFSE”) and to set them out in this Collective Agreement (the “Agreement”). The National Union of Higher Education (NTEU) has engaged in a difficult negotiation process with the College`s management since the previous agreement expired in January 2020. Although the two sides almost found a solution in July, they have since diverged further. Across Australia, the union is trying to involve university employees in another round of three-year company agreements (EAs). These have been a decades-long way for unions to isolate workers from one workplace to another and to enforce pro-company restructuring enforced by anti-strike laws. Only about 80 members attended the online meeting, which was presented as a report of five bi-monthly Enterprise Barling meetings between NTEU management and WSU. That`s a small fraction of WSU`s employees, surpassing 3,000, despite hundreds of job cuts last year. This Agreement will come into force on July 1, 2021 and will remain in effect until June 30, 2023. If this Agreement expires while negotiations between the Parties on a successor Agreement are ongoing, the terms of this Agreement shall remain in force until the date of entry into force of a successor Agreement or until 30 June 2024, whichever is the earlier. After that, the university can unilaterally implement in accordance with the law. Western Sydney U`s management and unions generally give and follow their path to deals, but not just now at WSU`s course provider, The College Adjusted for inflation, as currently forecast by the Reserve Bank of Australia, this would be a real wage cut of more than 2% over the life of the deal.

And by its own admission, management would have saved $2 million to $3 million over three years by forcing casual teachers to over grade. Some casual people don`t get paid for most of the brands they make. Higher education 217 (October 2019)2019-2021Article 30 financedCosts of the new contractual conditions Article 24, CLASSIFICATION OFM Article 6.2, 7.1.E.3, 24.3Article 6.1, 6.2.B, 6.4.A.3, 24.3Article 6.3, 16.1.B.2, 27.1.C and D Articles 6.3.B, 15.2, 17.1.G and 18.1.E Articles 1.2.D, 7.1.B.3.b and 11 Articles 15 and Annex D Annex A Annex G Article 1.5 Staff will discuss the adoption of a protected industrial action in the context of the negotiations next week, ranging from work bans to “indefinite work stoppages.” To the extent required by law and the obligation to bargain has not been waived, the University will fulfill its obligation to bargain collectively before moving to a mandatory subject. The University will inform the union of these changes and the union may request discussions and/or negotiations on the impact of these changes on the employee`s working conditions. In the event that the Union does not request discussions and/or negotiations within fourteen (14) calendar days of receipt of the notification, except in the cases described in section 1.8, the University may implement its proposal in good faith and/or negotiations after the conclusion of the discussions and/or negotiations, but no later than sixty (60) calendar days after the Union`s request for negotiations. The time limit may be extended by mutual agreement between the parties. There may be emergency or prescribed conditions that are beyond the control of the university and require immediate implementation, in which case the university will inform the Union as soon as possible and, if necessary, implement it before the conclusion of the negotiations. If the Union does not withdraw the request for negotiations, the parties shall agree on the place and time of the deliberations and/or negotiations.

Each party is responsible for electing its own representatives for these activities. Staff at Western Sydney University College (WSU) rejected a company deal proposed by management after a union campaign “by an overwhelming majority”, with 78% of the workforce voting against the deal. By mutual agreement, the parties may summarize claims arising from the same facts. While corporate negotiations between employees and the college have failed, employees are in the early stages of negotiations with WSU management and are hopeful about the outcome. NTEU`s response to the outcome of the vote was to call for further behind-the-scenes discussions with management, both at WSU College and the university as a whole, covered by a separate “corporate negotiation” process. In fact, the union proposes to work more closely with management to fulfill its new demands for cost reduction, while continuing to oppose any united national struggle by employees and university students against the attack. Management made an offer to employees in August that included an annual salary increase of 1.25 during the agreement. The university branch of the National Union of Higher Education urged employees to oppose it, and the offer was rejected by 80% of voting staff (CMM 9 August). This decision was made years before the pandemic; It is therefore to be expected that the issue will be a major issue for companies` collective bargaining in 2021. Gabriela Zabala, an educator at WSU College, supported the motion, warning, “What is required at the college is what is and is required throughout the academic sector.” She said the NTEU uses company negotiations to “suppress resistance to attacks on jobs and working conditions.” “That`s why we postponed the resolution. There is an urgent need to mobilize against this two-scale attack.

We need to get out of the silos and isolation imposed by the unions and the anti-strike laws they imposed by the corporate bargaining regime imposed on us by Keating`s Labour government and the unions in the 1990s. 3.1 The University, the Union and the employees covered by this Agreement agree that all employees should work in an environment that promotes mutual respect and professionalism. The parties agree that inappropriate workplace behaviour by or against employees, students or members of the public does not further the mission, employee well-being or productivity of the University. All employees are responsible for contributing to such an environment and are required to treat others with courtesy and respect. 4.1 GENERAL RIGHTS AND OBLIGATIONS4.2 DRUG- AND ALCOHOL-FREE WORKPLACE 4.3 HEALTH AND SAFETY4.4 POLYGRAPH EXAMINATION Before issuing a notice of cessation of disability, the University reviews the essential functions of the job description to ensure its accuracy. If the University determines that an employee is unable to perform the essential duties of his or her position due to a disability that cannot be adequately remedied, the employee will be disconnected from service due to a disability. Before making a final decision on the separation of persons with disabilities, the University will notify employees of its decision at least sixty (60) days prior to the proposed effective date of termination and will provide the employee with an opportunity to discuss this provision. The separation of persons with disabilities is not a disciplinary measure. All documents, communications and records relating to the handling of a complaint are kept in accordance with the university`s records retention plans and filed separately from the complainant`s personal file. Second stage of the appointing authority: if the response of the first stage is unacceptable, the Union shall have fifteen (15) days to forward the written complaint to the appointing authority of the competent person.

Within fifteen (15) days of receipt by the appointing authority of the second stage written complaint, the appointing authority shall meet with the complainant and his Union representative. Following a meeting with the complainant, the appointing authority shall have fifteen (15) days to reply in writing to the Union. The appointing authority`s written response summarizes the nature of the complaint, makes a decision on the complaint and documents the date of receipt of the second stage complaint. Washington Federation of State Employees – Headquarters1212 Jefferson Street SE, #300Olympia, WA 98501 This Agreement is governed by or will be amended in accordance with applicable law. If any provision or provision of this Agreement is held to be contrary to law by a court or administrative authority of competent jurisdiction at any time during the term of this Agreement, such provision or provision shall become invalid and unenforceable, but such invalidity or unenforceability shall not affect or affect any other provision or provision of this Agreement. .

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