WSU staff reject non-union Agreement

In early August this year, staff at Western Sydney University (WSU) pathway provider, The College, overwhelmingly rejected university management’s offer for a new non-union Enterprise Agreement with 80% voting against this offer. Here is what a few delegates had to say.

Ben Kelley, Teaching & Learning Coordinator, Engineering

Colleagues rejected management’s offer so strongly because they felt under-valued by the offer, which isn’t in line for cost of living for those living and working in Western Sydney, and it goes back to 2019. Despite all the additional work and effort staff had done in recent times to keep things working, it was a real slap in the face. Members were energised to speak out about the offer.

At the end of the day, members have the power. It is essential bargaining represents the needs of members, because ultimately when push comes to shove, members have to be entirely supportive of the position taken and tell management when offers are not good enough. Which is what we saw here, members speaking clearly and loudly when management tries to push them, echoing that same position the bargaining representatives had been communicating.

Zuie Hervey, English Teacher

The pay offer has been resoundingly rejected due to the total lack of recognition of the dedication, unpaid work, stress, and many other challenges faced and overcome by College staff in ensuring the continuity of high-quality teaching and learning since the onset of the pandemic. In addition, it fails to acknowledge the very real cost of living increase in Sydney.

Member participation in bargaining is crucial because bargaining is a consultative process. It begins with consultation in compiling the log of claims, and should continue with checks that the membership is being represented as negotiations develop.

Importantly, whatever is agreed upon will be the lived reality of members, so it is imperative that they are participants in informed decision making.

David Lenton, Sessional Teacher

The NTEU ran an effective campaign that made it clear that management's message of doom and gloom in a post-COVID environment just wasn't backed up by the data. It was very clear to us – particularly those of us who are casuals, who were looking at a significant cut to our marking pay – that this was an attempt to scare us into accepting a bad deal now for fear that the alternative might be even worse. We just weren't going to accept that.

It's extremely important to have members participating in bargaining. We're the ones that know how policies work in practice, and their impact on both staff and students. We're the ones experiencing workload creep, and not being paid adequately for the increasing amount of work that we're expected to do. In other words, we're the ones who are saddled with consequences of the decisions being made at that table.

It's only because of the strength of our collective bargaining that we were not only able to push back against some of the worst proposals being put forward but were able to fight for some gains for staff at a time when it seemed like it was going to be impossible. That was a direct result of our collective action.

Brendan Mahoney, First Year Experience Coordinator, Learning & Teaching

Staff rejected management’s offer so strongly because the issues were communicated to everyone clearly, with evidence that the pay offer was not consistent with inflation, and that the College and WSU had the clear ability to offer more. The evidence therefore showed that the management position was a choice to undervalue the contribution of workers.

Member participation in bargaining matters because members are extremely important, as they are the ones that can have the conversations with colleagues, communicate widely, and have the experience to know how the outcomes will affect them. • We're the ones that know how policies work in practice, and their impact on both staff and students