Connect, August 2010

CONNECT An NTEU Publication for Casual and Sessional Staff Vol. 3 No. 2, August 2010

Casualisation and class division A new report suggests university casualisation directly relates to issues of quality, security and collegiality.

Why I’m a member Morgan Rodgers Gibson

Bargaining Update:

New Agreements contain positive provisions for casuals Paid Parental Leave Australia finally has a national paid parental leave scheme. But what does it deliver for casuals?

A Casual Affair Erica Cervini, aka The Third Degree, blogs on being a casual ISSN 1836-8522 (Print)/ISSN 1836-8530 (Online)

read online at www.unicasual.com.au

Inside Editorial........................................................1 Bargaining update......................................... 2

Cover image by Dirk H R Spennemann, www.ausphoto.net

Paid Parental Leave scheme............................ 3

Grahame McCulloch, NTEU General Secretary

Academic casualisation – a class issue?........... 5

Editorial

Connect is a publication of the National Tertiary Education Union. All Rights Reserved 2010.

NTEU Monash and La Trobe publish guides for sessional academic staff................................ 6

For more information on Connect and its content please contact the NTEU National Office:

The Third Degree: A casual affair..................... 7

Post: Phone: Fax: Email: Web:

PO Box 1323, South Melbourne VIC 3205 (03) 9254 1910 (03) 9254 1915 national@nteu.org.au www.nteu.org.au www.unicasual.com.au

Member focus: Morgan Rodgers Gibson............ 9 Membership Form........................................ 10

Local Branch contact details available at: www.unicasual.com.au/contact.html

The views expressed in this publication are those of the individual authors, and not necessarily the official views of NTEU.

Welcome to the 5th edition of Connect, the magazine for casual and sessional staff, produced twice yearly by the National Tertiary Education Union.

In this edition we look at the Federal Government’s new Paid Parental Leave scheme and ask what it means for casual and sessional staff in higher education.

It is over 30 years since Australian unions won the right to 12 months unpaid maternity leave for working women. During this time, Australia remained only one of two OECD countries without a general entitlement to paid maternity leave.

Whilst the Government’s new Scheme represents an important first step, there are many aspects which can be improved and of which NTEU remains critical – none more so than in relation to the eligibility of casual, sessional and seasonal working parents.

Get Active. Get Covered

We explain how some of our casual and sessional members will be able to qualify for the Government’s payment and outline the improvements that we will continue to campaign for.

We also look at the latest outcomes for casual and sessional staff achieved through Collective Bargaining with an update on recently concluded Enterprise Agreements negotiated by NTEU. It is great that our members continue to share their stories and campaign ideas and we encourage you to contact your local NTEU Branch should you wish to contribute to our future editions.

In accordance with NTEU policy to reduce our impact on the natural environment, this magazine is printed on 100% recycled paper: produced from 65% post-consumer waste and 35% pre-consumer waste.

1

CONNECT

Bargaining update: New Agreements contain positive provisions for casuals

By Eleanor Floyd and Rachel Liebhaber Since the last issue of Connect, NTEU has accelerated bargaining across Australian universities and we now have finalised enterprise agreements at over 19 sites. Improved pay and working conditions for casuals has been a major and successful part of the Union’s claims in this round of bargaining.

Annual Wage Growth

25% Loading

Separate Pay for Marking

More Secure Jobs*

University of Sydney

5.10%

Yes

Yes

Ability to be offered fixed term teaching a focused position; right to appy for conversion

Edith Cowan University (Academic)

4.70%

Yes, from 2011

Yes, from 2012

ECDFs to be created and advertised over life of the Agreement

a

La Trobe University

4.20%

Yes

Yes

20 ECDFs; right to apply for conversion

a

University of Canberra

4.30%

Yes

Yes

6 ECDFs

a

Monash University

4.10%

Yes, from 2011

Yes

25 ECDFs; right to apply for conversion

a

RMIT University

4.40%

Yes

Yes

36 ECDFs; right to apply for conversion

b

Swinburne University

4.50%

Yes

Yes

10 - 16 ECDFs; right to apply for conversion

a

University of Ballarat

4.80%

Yes

Yes

10 ECDFs; right to apply for conversion

a

James Cook University

4.90%

Yes

Yes

At least 1 ECDF to be created in each Faculty; convertible fixed term positions to continuing

b

University of Western Sydney (Academic)

4.80%

Yes

Yes

16 ECDFs and ability to be offered fixed term teaching focused position

a

Central Qld University

4.30%

Yes

Yes

Right to apply for conversion

b

University of Melbourne 4.60%

Yes, from 2011

Yes

28 ECDFs; right to apply for conversion

a

Murdoch University (Academic)

4.3%– 6.3%

Yes

Yes, from 2012

9 ECDFs

a

University of New England (Academic)

4.30%

Yes

Yes

Right to apply for conversion

b

Charles Sturt University

4.90%

Yes, from 2011

Yes

Right to apply for conversion

a

Southern Cross University

4.70%

Yes

Yes

ECDFs to be created and advertised over life of the Agreement

a

University of Tasmania

4.30%

Yes

Yes

5 - 10 ECDFs; professional development opportunities for casuals

a

Australian National University

4.10%

Yes

Yes

Right to apply for conversion

b

University of Sthn Qld

5%

Yes

Yes

Right to apply for conversion

b

*

ECDFs mean Early Career Development Fellowships. These are generally 2 year teaching and research, or research only, contracts for casual academics who are soon to complete, or have recently completed their phDs.

‡ University and NTEU conducting a review of casual rates. Separate pay for marking to be confirmed from 1 Jan 2012

‡

Limits on Casual Nos.

Limits on Casual Numbers: a Agreement contains limits that restrict the percentage of casual staff in proportion to full-time staff that can be employed by the University. b Agreement contains provision that limits the circumstances in which casual staff may be hired.

For more details on what casual provisions are contained in your Agreement, contact your local Branch, or find your Agreement on the NTEU website, www.nteu.org.au/rights/agreements.

Semester 2, 2010

2

Paid Parental Leave What it means for you

by Michelle Rangott, Industrial Officer On 1 January 2011, the Federal Government’s Paid Parental Leave (PPL) scheme will finally commence. It follows many months of debate in the Australian parliament and many years of campaigning by the union movement. It is a campaign in which NTEU has been at the forefront, achieving the benchmark in the Australian community by negotiating paid parental leave entitlements of between 26 and 36 weeks for the majority of staff working in higher education. But what is in the Government’s new scheme and what does it means for casual employees in the higher education sector?

Some casual and sessional employees in

• Is treated as taxable income.

higher education will be able to qualify

• Is in addition to any employer paid pa-

ment’s PPL payment, or who choose not

and access the Federal Government’s new

rental leave entitlements or other leave

to participate in the scheme, will be able

payment and we outline the criteria for

entitlements.

to continue to access the Baby Bonus (cur-

eligibility and explain how to qualify.

However, it is disappointing to note

• Employers are not obliged to pay super-

rently $5294 tax free) and Family Tax benefit

annuation on the Government’s 18 week

if they are eligible.

that the Federal Government has failed to

payment and no other entitlements, such

ensure that the new PPL Scheme will able

as leave, are accrued during this period.

What is the ‘Work Test’?

to be accessed by all long term casual staff.

Who is eligible?

The PPL ‘Work Test’ is met where a person

further campaigns to be waged to improve

A person is eligible for the payment if they:

• ‘Worked continuously’ for at least 10 of

the entitlements for all working parents –

• Are the mother of a newborn child or

We therefore consider opportunities for

particularly casual and sessional staff.

the initial primary carer of a recently

What is the new PPL entitlement?

adopted child, and • Have met the PPL ‘Work Test’ before the

• A taxpayer funded payment of 18 weeks

• Have an individual income of $150,000 a

birth or adoption occurs, and

at the Federal minimum wage (currently

year or less.

$569.90 per week, resulting in a total pay-

PPL can be transferred to the child’s other

ment of $10,258.20).

• Can be taken by either parent and is available to adoptive parents.

• Must be taken any time in the first year after birth.

3

Families not eligible for the Govern-

parent either wholly or in part.

A person who resigns prior to the expected date of birth, or who is no longer employed (but has nonetheless satisfied the Work Test) is eligible for the PPL payment.

CONNECT

has: the 13 months prior to the birth or adoption of the child, and • Worked at least 330 hours in that 10 month period .

A person is regarded as having ‘worked continuously’ even where: • Work has been performed on a part-time basis, casual or sessional basis.

• The person has had multiple employers or has recently changed jobs or has recently resigned or left their employment.

• The person is between jobs or on unpaid leave for no more than 8 weeks at a time.

• Work is performed for a family business

scheme. This means employers cannot

does not have a period greater than eight

withdraw any paid parental leave payment

weeks without any form of employment,

How will it be paid?

in an existing Enterprise Agreement and

and meets the qualifying hours test, they

must not use the new Government pay-

will qualify for the PPL payment.

Applications for PPL are made to the Family

ment to replace any employer paid paren-

Assistance Office by the prospective par-

tal leave entitlements already in place.

lation of qualifying hours. For example, as

or the person is self-employed.

ent. The employer is not required to do

Another issue to be aware of is the calcu-

Therefore, in the University sector, an

the hourly rate of pay for a lecture is struck

anything until they receive notification from

employee who is eligible to receive 26-36

on the basis that one hour standing in front

the Family Assistance Office.

weeks paid parental leave under an exist-

of a class necessarily includes two, three

ing Enterprise Agreement will also receive

or four additional hours work required in

the payment to the employer to pass on

The Family Assistance Office will provide

the Government’s 18 week payment (at

preparation and student consultation, we

to employees through the existing payroll

the minimum wage). The Government’s 18

will need to ensure that the calculation of

system.

week payment can be paid before, after

hours for the ‘Work Test’ is based on all of

or at the same time as the employer paid

the hours in the academic formula and not

more than one employer, the parent can

parental leave (or any other form of leave

just face to face hours lecturing.

nominate which employer they wish to

such as annual leave).

In cases where a prospective parent has

administer the payment. Alternatively, the

The only restriction in receiving the

Members are asked to contact the NTEU should there be any issues of concern re-

Family Assistance Office is able to make the

Government’s 18 week payment is that it

garding eligibility or any questions regard-

payment directly to the family depending

must be taken within 12 months of the birth

ing the calculation of ‘qualifying hours’.

on the circumstances.

or adoption of the child. The employee can

Where to from here?

The Family Assistance Office makes the

choose to receive the Government’s pay-

determination of eligibility and will seek

ment at any time within that first year.

The campaign to improve paid parental

information from both the prospective par-

What does PPL mean for Casual and Sessional staff?

leave for working families is not over.

How does PPL interact with the Baby Bonus?

There are a number of issues which will af-

The Government has announced that a

fect the ability of casual and sessional staff

review will be conducted in 2013 and we

to receive the PPL payment, with the ‘Work

will continue to argue for:

Currently, financial support is provided

Test’ being the key determinant.

• Changes to the ‘Work Test’ to broaden

ent and the employer (or employers where more than one).

NTEU and other unions will continue to argue for improvements to the scheme.

to families through a range of payments

Unfortunately, the current definition of

including the Baby Bonus and Family Tax

the Work Test may very well prove to be a

Benefit Part A and Part B.

significant barrier to many long-term casual

• A community standard of 26 weeks PPL.

staff being able to qualify for the 18 week

• Employer’s to ‘top up’ the minimum wage

Eligible parents will be able to choose

the eligibility of casual and sessional staff.

whether to claim the Government’s PPL pay-

payment. This is due to the fact that many

ment or choose to receive the Baby Bonus,

casual and sessional staff in higher educa-

• Payment of super contributions.

depending on which is better for them.

tion are often employed on a semester-

• Accrual of all entitlements during PPL.

by-semester basis and therefore face a

• Paid secondary carer’s leave so that

As the PPL payment is classed as taxable income and will affect entitlements to Fam-

break of more than eight weeks between

ily Tax Benefits, it is important that prospec-

employment periods.

tive parents obtain advice as to whether

Therefore, whilst many casual employ-

payment to full income replacement.

parents can take some time together.

• Providing the right to part-time work when returning from parental leave.

the PPL payment or the tax-free Baby

ees in universities may easily exceed the

Bonus is more advantageous.

threshold of 330 hours of qualifying work in

introduction of the Scheme in 2011, your Un-

the qualifying period, the nature of semes-

ion is keen to hear about your experiences

whether the baby bonus or PPL payment

ter-based work means that there may be

and how we can continue to improve the

best suits them will be available on the

a substantial break between employment

rights of working parents – through the

Family Assistance Office website www.

periods, thereby resulting in long term

Government’s new Scheme and through

familyassist.gov.au.

casual and sessional staff being ineligible

our enterprise bargaining negotiations.

What about existing paid parental leave schemes?

for the Government’s PPL payment.

The Government’s PPL payment is in addi-

another employer – even in another

tion to any employer paid parental leave

industry. As long as the prospective parent

A calculator to assist parents to calculate

However, this can be overcome if a person is able to find employment with

Over the coming months and during the

NTEU will be producing materials over the coming months explaining the new Scheme. For further advice and information please contact your local NTEU Branch.

Semester 2, 2010

4

Academic casualisation – a class issue?

By Michael Evans, National Organiser

A recent study of the experiences of casual academic staff at an Australian university suggests that key elements arising from the increasing casualisation of the Australian academic labour force could ultimately force universities to reverse the casualisation trend. The study, ‘Academic Casualisation in Australia: Class Divisions in the University’ (Journal of Industrial Relations, vol. 52, no. 2, pp. 169-182), argues that elements such as the negative effects on educational quality, the ability to reproduce the academic labour force from a degraded entry-level labour market, and the potential for an increasingly marginalised casual workforce to mobilise industrially with real effect, could bring about improvements to a system in which nearly half of undergraduate teaching is now performed by casual academic staff.

The authors seek to document the “sharp-

So what of the authors’ main assertions,

payment for marking, an increase in the

ening class divide among academics”

that increasing casualisation will ultimately

casual loading, re-applying limits on the

by reporting on interviews with casual

undermine itself?

use of casual and fixed-term staff, and com-

academic staff that examine how the

mitments around the provision of resources

highlighted the threats to educational qual-

are examined – job satisfaction and work

ity from the casualisation of the academic

intensity; life course and insecurity; and

labour force, most notably the 2008 Bradley

nection from the workplace makes it

identity in the workplace.

Review of Higher Education, which affirmed

difficult to mobilise casual staff industrially

There are no surprises in the document-

and facilities.

The authors acknowledge that discon-

the need for an increase in public funding

in any major organised way. And there is

ed experiences of the 25 casual academ-

in part to reduce the threat to teaching

the strong disincentive, perceived or real,

ics interviewed. Inadequate payment for

quality resulting from casualisation of the

resulting from the threat to short-term liveli-

marking and for giving student feedback,

academic workforce.

hoods and long-term career prospects.

highlighting the contradiction between the

NTEU lobbied strongly for the Govern-

NTEU’s strategy during the latest bargain-

hours for which you are paid and the time

ment to establish a workforce develop-

ing round and into the future is to ‘main-

that is actually required if you are strongly

ment program as part of the reforms in the

stream’ the issues facing casual academic

committed to your vocation as a teacher;

2009 Federal Budget, that would subsidise

staff and to build support across the whole

living in an indefinite state of income and

universities to create more secure jobs

membership to win improvements. As the

employment insecurity; the overwhelm-

for newcomers to academia. The Govern-

authors rightly conclude, “A key overarch-

ing sense that casual academic staff are

ment’s response was to acknowledge the

ing issue is the capacity to position casu-

‘second class’ employees, the sense of al-

problem, but in the short term left it up

alisation as a threat to the academy as a

ienation from the workplace compounded

to universities to develop solutions, with

whole, and specifically to continuing staff.”

by a lack of sometimes even basic office

little forthcoming so far other than gains

facilities.

achieved through enterprise bargaining.

The authors conclude that “university

5

Several recent studies and reviews have

“divide” is experienced. Three key themes

As part of NTEU’s commitment to achiev-

casualisation directly relates to issues of

ing improvements for casual academic

quality, security and collegiality. Casualisa-

staff during the latest enterprise bargain-

tion individualises responsibility for quality

ing round, universities are agreeing to

and casuals self-exploit out of a sense of

the creation of Early Career Development

personal and professional obligation to

Fellowships as a means to more secure

students.”

employment. Other gains include separate

CONNECT

‘Academic Casualisation in Australia: Class Divisions in the University’ Tony Brown, James Goodman and Keiko Yasukawa, University of Technology Sydney, Australia Journal of Industrial Relations, vol. 52, no. 2, pp. 169-182.

NTEU Monash Branch publishes Survival Guide for sessional staff

by Sarah Myles, Branch Industrial Organiser

H S A N MO NAL

As part of the organising focus at Monash this year, a campaign for Sessional staff has been kicked off. The campaign was officially launched on 25 April with a party and the distribution of the ‘Sessional Survival Guide’ booklet with all the Monash specific materials a sessional could need. We showcased the great improvements for the staff resulting from the most recent collective agreement and included plenty of ‘need to know’ tips and information.

The party was well publicised and plenty

The sessionals network will connect and

of new members joined on the night and

empower sessional staff at Monash and we

stayed around to get to know other ses-

have already seen a number of new activ-

sional staff in the same situation as them-

ists and delegates emerge and take a role

selves. Needless to say a good time was

in their union and their university.

had by all!

While new members is fantastic it isn’t

A great spin off has been the interest of continuing staff in the situation of session-

the sole aim of the campaign. A major

als, requesting copies of the booklet and

goal and focus for the branch is to build a

asking how they can ensure sessionals are

network amongst sessional staff.

treated in an equitable manner. After all

Often sessionals are disconnected and disenfranchised, they may not know their colleagues well and the tenuous nature of

doesn’t arrive on time. Educational for all involved.

We will shortly begin planning the next

of sessional staff!

steps in building the sessional network and

We have followed up the success of the

look forward to continued growth in ses-

their employment makes many fearful of

initial launch with a second event where

‘rocking the boat’ by asking questions or

the Director, Workplace Relations talked to

raising concerns.

sessionals about the pay systems and what

In May this year, the Union’s La Trobe University Branch published a special booklet for Sessional Academic members.

The booklet sets out the new rights for sessional academic staff that have been negotiated into the current La Trobe University Collective Agreement, such as separate payment for marking, increased casual loading, payment for attendance at meetings, unit and course coordination rates, improved superannuation, job security for casual researchers, long service leave and much more. Salary scales at La Trobe are also included.

E D I U G

to do when that all important bank deposit

many of our members are the employers

NTEU La Trobe Sessional Academic Booklet

SESSIO STRAVFIFVAL SU

sional collegiality and involvement.

ÔI care about quality,

n educatio y h thatÕs w n o IÕm a uni Õ

.

member

Members will find information on what the NTEU can do for casual academic staff, how to get involved with the Union, and how to join up colleagues.

La Trobe members can contact their Branch Office for a copy of the booklet. It is also available in the new NTEU Online Library: www.nteu.org.au/library

Semester 2, 2010

6

The Third Degree, observing Australian higher education life Melbourne’s The Age online features a must-read blog for university staff, Erica Cervini’s The Third Degree. Since June 2009, Erica has been writing on topics as diverse as honorary degrees, overseas students, the fate of the humanities, and the potential of a university ombudsman. Reprinted here is one of her recent entries about university staff casualisation.

To visit the blog, visit http://blogs.theage.com.au/thirddegree

A casual affair 11 June 2010

How many budding academics do you know? How many of them have secured a permanent lecturing job? Chances are they are working as casual academics: the second-class citizens in the university pecking order. They never know if they have work from one semester to the next, and some even have to apply for the dole over the long summer break.

Gone are the days when casual work was primarily the reserve of PhD students who wanted experience in teaching. Now many academics work for years as casuals and never end up securing permanent positions.

Many casuals are also being forced to take on increasing responsibilities such as coordinating subjects, which means they are doing lectures and supervising other tutors. So, they largely perform the job of a permanent lecturer, but only get paid casual rates.

And their numbers are mushrooming. A 2009 report by the Australian Council for Educational Research and Melbourne University’s LH Martin Institute shows that between 1989 and 2007, casual academics increased by almost 125 per cent. As a proportion of all teaching staff, casual academics increased from 13 per cent in 1989 to 22 per cent in 2007.

The research also shows that a higher proportion of women than men are employed as casuals.

It’s not surprising, then, that when universities advertise permanent jobs they are swamped with applications. A recently advertised position for a lecturer in geography at Monash University attracted more than 50 applications, while a lecturer in management at RMIT attracted 80. Third Degree hears that some lecturing jobs get up to 200 applicants.

The extent of the recruitment crisis for entry-level academics is also revealed in new Department of Education, Employment and Workplace Relations statistics. They show how top-heavy universiPhoto Tyson Sheean

ties are with professors and associate professors.

7

Between 2008 and 2009 there was a 7.1 per cent increase in the number of professors and associate professors, compared with only a 4.8 per cent increase in the number of lecturers. The level below lecturer, the absolute entry point for academics, fared even worse: there was only a 2.5 per cent increase.

CONNECT

www.aur.org.au Since 1958, the Australian Universities’ Review has been encouraging debate and discussion about issues in higher education and its contribution to Australian public life.

Want to receive your own copy of Australian Universities’ Review (AUR)?

AUR is published by the National Tertiary Education Union (NTEU) twice a year. NTEU members are entitled to receive a free subscription on an opt-in basis – so you need to let us know. If you are an NTEU member and would like to receive your own copy of AUR, please send us an email at aur@nteu.org.au.

Subscription rates for non-members are available at www.aur.org.au.

If you would like to become a member of NTEU, please contact the local Branch office at your institution, or join online at www.nteu.org.au.

A casual affair...

Some universities are awash with professors. Queensland

Staff statistics for 2009 show that not much has changed: fewer

University of Technology and the Australian National University

younger academics are rising through the ranks to replace the

have more professors and associate professors than lecturers. If

older ones who will eventually retire.

there’s money for them, why isn’t there the cash to hire entry-level academics?

And the demand for academics will only become more intense.

Remember that the federal government wants universities to enrol

The sad thing is that the tight job market for entry-level academics is forcing many Australian applicants to apply for academic positions overseas. One budding academic told Third degree that

more students so that by 2025, 40 per cent of those aged 25 to 34 will have a bachelor’s degree or better.

The response to teaching these extra students is likely to be

he routinely applies for humanities jobs overseas because few are

makeshift and short-sighted: hire more casuals and give them

advertised in Australia.

larger classes to teach.

Yet this is at a time when there is a growing need for academics, because many older ones will retire soon.

suggests that about half of all university teaching is performed by

Only a year ago, Third Degree wrote about education department statistics that showed how old academics were getting. Ten years ago, academics aged over 60 were outnumbered by those aged under 30 by 20 per cent. In 2008, the over 60s outnumbered the under 30s by more than two to one.

Research by the Council of Australian Postgraduate Associations casuals. How long before it is the majority?

Links: deewr.gov.au/HigherEducation/Publications/HEStatistics/Publications/Pages/Staff.aspx educationalpolicy.org/pdf/CAP_Australian_briefing_paper.pdf

Semester 2, 2010

8

Member focus

Morgan Rodgers Gibson Griffith University

“

I began studying in 2006, after taking a gap year

one another in attempts to shore up our financial futures. We are

from high school. The experience of banality and

told that we need to be more productive, work harder and out do

managerial tyranny in the casual and part-time em-

our fellow. We are pushed into increasingly bureaucratised and

ployment during this gap year strengthened (not that

disciplined forms of life.

I wasn’t already convinced) a deep desire to enter into uni and

This has signalled to me that solidarity with one’s fellow work-

pursue a career that inspired and interested me. In a world where

ers is more important than ever. Workers, particularly those in

at least a third of our adult life is spent working, to resent my voca-

my situation as a casual staff member, need to act in solidarity

tion would be a terrible waste.

to realise our true potential and power. From the eight hour day

Studying politics and international relations, I was fortunate to

and other innumerable rights won over the past century or more,

find success as an undergraduate and enter into honours in poli-

unions have been integral in the battle to improve the situation

tics and government (when I currently find myself). With this came

of workers. We cannot rely on benevolent politicians or legisla-

the promise of more research work and tutoring. It was an exciting

tive assemblies to act in our interests – for in whose interests do

and invigorating time, with the promise of more interaction with

they govern? We are only able to rely on one another. It is for this

academics and the pursuit of deeper learning experiences. But, as

reason that I have joined and will continue to fight with the NTEU

a cynic like myself would expect, the wage relationship was and is

and other workers and unions in the continued pursuit of better

far from perfect.

working conditions and working rights.

There was perhaps a short period in the history of capitalism

For as long as we are involved in a relationship where we

when workers felt secure in employment, when they weren’t

receive a wage for labour, we will always be at the mercy of those

concerned every week about putting bread on the table or con-

who employ us. It is for this reason that unions will al-

tinuing in work over the coming months. Those of my generation

ways have a necessary role to play in capitalist soci-

have heard stories about ever-increasing casualisation and job

ety; so workers are able to pursue justice and dignity

insecurity, for we have known little else. I find myself constantly

and avoid exploitation at the hands of capital.

worrying about where more research work will come from or whether I will have tutorials to teach next semester. Perhaps during the ‘golden era’ of welfare capitalism (1950s – 1970s) many workers felt relatively secure in employment.

However, modern capitalism, or neoliberalism, seems to have

Morgan Rodgers Gibson is a casual academic in the Department of Politics and Public Policy at Griffith University, and an NTEU member.

driven workers to compete with one another and blame their fellow worker for their insecurity. We are pushed to compete with

get connect online read this magazine as an e-book or pdf @ www.unicasual.com.au 9

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➔ uSe paymenT opTion 4

rEcrUITEd BY:

‡associated bodies: NTEU (NSW); University of Queensland Academic Staff Association (Union of Employees) at University of Queensland; Union of Australian College Academics (WA Branch) Industrial Union of Workers at Edith Cowan University & Curtin University; Curtin University Staff Association (Inc.) at Curtin University; Staff Association of Edith Cowan University (Inc.) at Edith Cowan University.

daTe

general STaFF caSual

SeSSional academic

MoNTH, If kNoWN

nexT incremenT due

PlEASE NOTE OUR SPECIAl RATES FOR CASUAl/SESSIONAl STAFF.

 

If kNoWN

If kNoWN

E.g. lEcTB, HEW4

 oTHer:

annual Salary

claSSiFicaTion level STep/incremenT

poSiTion

daTe oF birTH

mail/bldg code

PlEASE USE MY hOME ADDRESS FOR All MAIlING

mobile pHone

poSTcode



 male  Female

depT/ScHool

campuS

 yeS: aT WHicH inSTiTuTion?

given nameS

FaculTy

currenT inSTiTuTion/employer

Have you previouSly been an nTeu member?

 yeS

WorK pHone INclUdE arEa codE

are you an auSTralian aboriginal or TorreS STraiT iSlander?

email addreSS

Home pHone INclUdE arEa codE

Home addreSS

TiTle

The information on this form is needed for a number of areas of NTEU’s work and will be treated as confidential.

 I am currently a member and wish to update my details

I hereby apply for membership of NTEU, any Branch and any associated body‡ established at my workplace.

INSERT YOUR NAME

Councils and Committees. You will be notified, in writing, of any changes at least fourteen (14) days prior to their implementation. 3. For all matters relating to the Direct Debit arrangements, including deferments and alterations, you will need to send written correspondence to PO Box 1323, Sth Melbourne VIC 3205 and allow 10 days for the amendments to take effect. 4. You may stop any Debit item or cancel a DDR with NTEU at any time in writing. All correspondence is to be addressed to NTEU General Secretary, PO Box 1323, Sth Melbourne VIC

 $27.50  $55  $38.50  $77  $55  $110

annual fEE

Description of goods/services: NTEU Membership Dues.

To: NTEU, PO Box 1323, South Melbourne VIC 3205

pay by cHeque, money order or crediT card

over $20,000

$10,001 – $20,000

$10,000 and under

EstimatEd salary rangE 6 month fEE

pleaSe deTermine your Fee amounT and TicK THe appropriaTe box:

daTe

all types of accounts; and account details should be checked against a recent statement from your financial institution. If uncertain, check with your ledger financial institution before completing the DDR. 8. NTEU does not use your financial records and account details for any purpose except the collection of union dues and the information is only available to a small number of NTEU employees.

The details may be provided to your financial institution if a claim was made against that institution of an alleged incorrect or wrongful debit.

pay by cHeque, money order or crediT card

3205. 5. Should any dispute ever arise between you and the NTEU about your payments you should advise NTEU General Secretary in writing or by email in the first instance and, if necessary, NTEU will take advice from your financial institution. 6.

It is your responsibility to have sufficient clear funds to meet the costs of payment under this Agreement.

NTEU, however, does not have a policy of recovering any penalty fees from members if debit items are returned unpaid by the ledger financial institution.

7. Direct debiting through BECS is not available on

accounT number

— — — — daTe

SignaTure

expiry

$

amounT

— — — — — — — — — — — — — — — —

card number

name on card

 pleaSe accepT my cHeque/money order OR crediT card:  maSTercard  viSa

 OPTION 4: CASUAL/SESSIONAL STAFF RATES

direct debit request Service agreement: 1. This is an agreement between you and NTEU. 2. Under this Agreement, you arrange to have deducted from your account, on the 15th day in each calendar month (working day), the appropriate amount of dues and levies, payable under NTEU’s Rules, to NTEU (the debit user). If you are uncertain as to when the debit will be processed please contact NTEU on (03) 9254 1910. These arrangements will not change, although the amount may vary in accordance with decisions of your elected NTEU

SignaTure

bSb number

authorise the National Tertiary Education Union (NTEU) APCA User ID No.062604 to arrange for funds to be debited from my/our account at the financial institution identified below and in accordance with the terms described in the Direct Debit Request (DDR) Service Agreement.

daTe

I hereby authorise the Merchant to debit my Card account with the amount and at intervals specified above and in the event of any change in the charges for these goods/services to alter the amount from the appropriate date in accordance with such change. This authority shall stand, in respect of the above specified Card and in respect of any Card issued to me in expiry renewal or replacement thereof, until I notify the Merchant in writing of its cancellation. Standing Authority for Recurrent Periodic Payment — — — — by Credit Card.

proceSSed on THe 15TH oF THe monTH or FolloWing WorKing day

paymenT:  monTHly  quarTerly

 HalF-yearly  annually* *5% diScounT For annual direcT debiT

accounT name

brancH name & addreSS

Financal inSTiTuTion

I

 OPTION 3: DIRECT DEBIT

IF KNOWN

or its duly authorised servants and agents to deduct from my salary by regular instalments, dues and levies (as determined from time to time by the Union), to NTEU or its authorised agents. All payments on my behalf and in accordance with this authority shall be deemed to daTe be payments by me personally. This authority shall remain in force until revoked by me in writing. I also consent to my employer supplying NTEU with updated information relating to my employment status.

STaFF payroll number

proceSSed on THe 16TH oF THe monTH or FolloWing WorKing day

———— ———— ———— ———— card Type:  maSTercard  viSa SignaTure paymenT:  monTHly  quarTerly

 HalF-yearly  annually

card number

name on card

 OPTION 2: CREDIT CARD

SignaTure

Hereby auTHoriSe INSTITUTION

oF YOUR ADDRESS

.0 i INSERT YOUR NAME

Fees for this branch = 1% of gross annual salary

Office use only: % of salary deducted

 OPTION 1: PAYROLL DEDUCTION AUTHORITY

C

 I want to join NTEU 310

...and choose ONE of the following payment options

Please complete your personal details...

NTEU membership for casuals and sessionals costs less than a coffee per fortnight...

It’s the workplace insurance cover you can’t do without!

JOIN ONLINE AT WWW.NTEU.ORG.AU