Smart Casuals 5 UNE

Smart Casuals NTEU HANDBOOK FOR CASUAL AND SESSIONAL ACADEMIC STAFF AT UNE

www.nteu.org.au/une

www.unicasual.org.au

Contents Welcome...........................................................1 NTEU is your Union.................................... 2

Undergraduate Clinical Nurse Education ............ 11 Marking............................................................................. 11 Other Required Academic Activity.......................... 11

How to contact NTEU................................................... 2 How to join....................................................................... 2 Special rates for casuals/sessionals.......................... 2

Rates................................................................ 12 Things to Know........................................... 15

NTEU and casuals......................................... 3

The A to E of Academic Staff.....................................15

What’s the problem with casual employment?.....3

Superannuation.............................................................15

What is NTEU doing for academic casual employees?........................................................................3

Leave..................................................................................15

Being a casual ............................................... 4 How is casual employment different from other employment?................................................................... 4

Parental Leave.................................................................15 Long Service Leave for long-serving casuals......16 Student Evaluation of Teaching...............................16 Collegiality.......................................................................16

Where do my rights come from?.............................. 4

Intellectual property......................................................17

What is a Sessional?....................................................... 4

Intellectual Freedom.....................................................17 Health and Safety...........................................................18

Your Rights...................................................... 5

Workers’ Compensation..............................................18

Opportunities for more secure employment.........5 Separate Pay for Marking............................................. 6

Equal employment opportunity & protection against Discrimination................................................18

Increased Casual Loading........................................... 6

Harassment and Bullying...........................................19

Payment for Attendance at Meetings...................... 6

Grievances.......................................................................19

Unit Coordination Rates............................................... 6

Termination.....................................................................19

Improved Superannuation.......................................... 6

Looking after your career...........................................19

Long Service Leave.........................................................7 Parental Leave...................................................................7 Facilities for Casual Staff................................................7 Enhancing Casual Academic Appointment Opportunities....................................................................7

Checklist........................................................20 Getting the most out of your union membership................................................. 21 What is my Local Union Branch?.............................21

Recognition of Casual Service ...................................7

When should I contact the Union?.........................21

When You Start Work................................... 8

What if my supervisor is an NTEU member?.......21

Letter of Appointment.................................................. 8

What can NTEU do for me?.....................22

Tax....................................................................................... 8

Industrial advice............................................................ 22

Employee/Salary Number........................................... 9

Lobbying Government............................................... 22

Getting paid on time..................................................... 9

Enterprise Bargaining................................................. 22

Once You’re At Work.................................. 10

Communication with Members.............................. 22

Pay..................................................................................... 10 Musical Accompanying with Special Education Services ........................................................................... 10

Membership benefits................................................... 23

How to get Involved...................................24

Welcome Welcome to the 5th edition of Smart Casuals for UNE. Working as an academic casual is an exciting opportunity and can be personally and professionally rewarding. However, it is also a very challenging and responsible job, where you can feel quite isolated and worried about your own capabilities, your students and your rights.

Over the years, I have worked with many casual colleagues and have often felt that their enthusiasm and dedication is taken for granted with little demonstrated appreciation.

Hopefully, you have received positive student feedback – and also encouragement from your academic supervisor and other colleagues.

If every academic casual at my university had accessed this NTEU booklet, their working life would have been easier. I recommend that you read this closely, keep it at close hand as an important resource and pass onto colleagues. Whilst the information here has been specifically adapted for your university, you are also encouraged to contact your local NTEU Branch office if you have further questions.

The Union is working hard to improve your pay and working conditions. We have recently won you a wide range of improved pay and conditions which are outlined in this booklet.

You need to speak up if you are not receiving your correct pay and entitlements. Join the NTEU so we can assist you in this. Get involved in the Union so we can represent your and your colleagues’ interests even more effectively.

See www.unicasual.org.au for full details.

Jeannie Rea, NTEU National President

Smart Casuals is a publication of the National Tertiary Education Union (NTEU).

5th edition. ISBN 978-0-9946377-0-3 All Rights Reserved © 2015.

For more information, please contact the NTEU National Office

www.unicasual.org.au

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

Welcome

1

NTEU is your Union The National Tertiary Education Union (NTEU) is the only union working exclusively in the tertiary education sector. NTEU has a strong and effective democratic structure, and gives university staff an authoritative and expert voice in current debates about Australian tertiary education.

NTEU is active around a broad range of professional and industrial issues of concern to tertiary education workers, and has a team of specialist research, industrial, recruitment and campaign staff maintaining high-level expertise and providing assistance direct to the membership. Members can also save money by accessing a wide range of services and benefits.

How to join Choose any method: • Fill in the form at the back of this booklet.

• Contact or visit your local NTEU Branch office.

• Join online or download a form at www.nteu.org.au/join

Special rates for casuals/sessionals For casual/sessional staff, NTEU fees are set at three levels, based on your estimated earnings. These low casual rates, established in recognition of the unpredictability of casual pay rates and work, afford you full NTEU membership. All values include GST. Your union fees are fully tax deductible.

Estimated salary range

6 month fee

12 month fee

$10,000 and under

$27.50

$55.00

$10,001 – $20,000

$38.50

$77.00

Over $20,000

$55.00

$110.00

How to contact NTEU NTEU has a staffed office at every Australian university.

Your local NTEU Branch office provides a range of information, including membership forms, commercial benefits, industrial advice and more details on your employment entitlements.

NTEU xxx Branch Office: Bottom floor S09 Black Rose Building, UNE, Armidale Phone: 02 6773 3175 Mobile: 0423 753 999 Email: une@nteu.org.au

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NTEU is your Union

Website: www.nteu.org.au/une

Smart Casuals

NTEU and casuals What’s the problem with casual employment?

While casual employment sometimes provides employees with important flexibility and can be seen as a “foot in the door” to more permanent academic employment, casual staff experience a high level of job insecurity and financial uncertainty compared to employees with permanent employment.

NTEU’s research has shown that casual academic employment is sometimes like a treadmill: casual employees are often re-engaged to perform casual work year after year rather than appointed to entry-level fixed term or continuing academic positions.

There can often be very little professional development offered to casuals and inadequate time for research due to high teaching loads. All of this can add to the difficulties in accessing a meaningful career path.

Whilst casuals receive a 25per cent loading, this can often fail to fully compensate for the broader benefits of a range of other entitlements that other staff receive, such as sick leave, paid parental leave and above the minimum Superannuation Guarantee contribution permanent academic staff in universities receive 17per cent superannuation, whereas casuals only receive 9.25per cent). Once account is taken of the amount of time needed for duties such as preparation, administration and student consultation, many academic casuals report underpayment for work performed.

In addition, the high level of job insecurity that casual employment brings with it means that casual employees usually cannot get access to home loans or other finance.

What is NTEU doing for academic casual employees?

Since the 90s, higher education has experienced a period of turmoil due to cuts to Commonwealth funding, changes to industrial relations legislation and a range of other national and international pressures. One of these changes has been rapid growth in casual employment.

A key priority of the Union is to improve the working conditions of casual employees, both by improving conditions directly and by ensuring universities provide opportunities for casuals to attain more secure jobs. In the last round of enterprise bargaining with management at your university, the Union won significant improvements in the conditions of casual staff, as detailed throughout this booklet.

These improvements have only been won through the activity of casual NTEU members who campaigned to achieve these major gains. In the recent round of bargaining, NTEU focussed on casuals and providing as many opportunities for on-going teaching work (to replace casual work) where possible.

www.unicasual.org.au

NTEU and casuals

3

Being a casual How is casual employment different from other employment?

A casual employee is one who is engaged and paid by the hr, rather than employed on an ongoing basis or for a set period on a salary.

Casual rates of pay include a loading of 25per cent to compensate for some of the leave and other entitlements casual employees do not receive.

Where do my rights come from?

Your rights as an employee are set out in legislation, in your Enterprise Agreement, in University policy and in your letter of appointment.

Your university’s Enterprise Agreement negotiated between the Union and university management is the key place where your employment rights are set out, and takes precedence over University policy.

If you are employed in casual work at more than one university, you should be aware that the Enterprise Agreements that cover your working conditions will be slightly different at each one.

The interpretation of all the sources of your rights can be quite complex. NTEU can assist you with any issues you might have.

For reference, you can get a copy of your Enterprise Agreement from our Branch Office, or it can be found on the NTEU website: www.nteu.org.au/une/agreement

What is a Sessional? ‘Sessional’ is a term used in some universities to describe casual academic employees, as casual academics are often employed for ‘sessions’ or semester teaching periods.

You should contact your NTEU Branch office if you have any questions or enquiries.

4

Being a casual

Smart Casuals

Your Rights This is a list of the new rights enjoyed by casual staff at your university as a direct result of casual staff joining the NTEU and being active.

Opportunities for more secure employment The University and the NTEU recognise that casual employment is not an appropriate employment mode in all circumstances and is not a substitute for fixed term or continuing employment. The University will therefore not use casual employment in circumstances which require significant numbers of hrs per week for the conduct of long term regular and systematic work.

Casual staff may apply for conversion to fixed term employment and/or continuing employment if certain conditions are met. The provisions of the Conversion to Continuing Employment sub-clause will apply except in circumstances where the University can demonstrate a lack of funding that is directly related to the position in question.

A fixed term employee will be offered conversion to continuing employment in their position provided the following criteria are met: • The employee was previously subject to merit selection for an advertised position; and • The employee has performed satisfactorily in that position; and • There is an ongoing requirement for the duties of the position, or substantially similar position, or the nature of the work can be established as ongoing.

The University will establish and advertise Early Career Academic Positions (ECAPs) designed to attract talented early career academics from its own cohort of postgraduate students and casual academic employees and from elsewhere where appropriate. Such an appointment would be for a period of two years. Eligibility to apply for ECAPs will be restricted to applicant employees who have: • Been awarded a PhD (or Professional Doctorate) over the last five years, or • Been active candidates in their final year and have made satisfactory progress toward completion of their PhD (or Professional Doctorate) during the preceding two years and performed casual teaching work for the University over the last five years.

At the end of ECAPs, the incumbent may be offered continuing employment subject to an assessment of the staff member’s satisfactory performance and the continuing need for the work being performed. Where such a further appointment is made, it shall be to a convertible two-year fixed-term position, meaning that at the end of the further period of two years, the position may be converted to continuing employment unless the holder were considered not to be appointable on academic merit and performance in the role, in which case they shall be so advised three months prior to the expiry of the convertible contract.

www.unicasual.org.au

Your Rights

5

Separate Pay for Marking For many years some marking has been incorporated into a flat rate of pay. This was known as ‘reasonably contemporaneous marking’. The unclear definition of what constituted ‘reasonably contemporaneous marking’ resulted in marking performed by casual staff being either grossly underpaid or a major area of unpaid work. Whilst the Union was successful in winning large claims for backpay for some of our members, it was clear that this was an area that needed major reform in this round of enterprise bargaining.

Due to the campaigning work of NTEU casual members, we won significant improvements under the new Enterprise Agreement. All marking that forms part of the assessment for a subject and which takes place outside the contact time of a lecture, tutorial or clinical session is now paid separately at the prescribed marking rate.

Increased Casual Loading All casual staff are paid a casual loading of 25%. The casual loading is paid in lieu of many of the paid leave entitlements provided to continuing staff.

Payment for Attendance at Meetings Attendance at all relevant meetings will be properly remunerated in accordance with the casual rates provided for Other Required Academic Activity.

Unit Coordination Rates This rate is applicable where the duties include full unit coordination and the activity is related to that unit.

Where an employee at Level A is required to undertake the co-ordination of a teaching unit for an approved teaching term, the employee will be paid an allowance for the duration of such duties which equates to the difference between the employee’s substantive salary and Base Level B. Where an employee below Level C is required to co-ordinate awards for an approved teaching term or act as course convenor, the employee will be paid an allowance for the duration of such duties, which equates to the difference between the employee’s substantive salary and Base Level C.

Improved Superannuation All casual employees will have a minimum of an equivalent of 3per cent of their salary paid to the UniSuper Accumulation Super 1 account. If a casual employee earns more than $450 gross per calendar month, the University will pay the Superannuation Guarantee Contribution employer contribution to the UniSuper Accumulation Super 1 account, inclusive of the 3per cent employer contribution above.

6

Your Rights

Smart Casuals

Long Service Leave Service as a casual employee after 9 May 1985 accrues an entitlement to forty-three (43) paid working days long service leave after 10 years. Casual service in excess of 10 years will accrue long service leave at the rate of 4.3 working days per annum. Casual employees, whose service is less than full time, will receive entitlements on a pro rata basis.

Parental Leave Casual employees are not entitled to paid parental leave as prescribed in this clause but are eligible to take up to 52 consecutive weeks unpaid parental leave where the casual employee has been employed on a regular and systematic basis during a period of at least 12 months and who, but for the expected birth or expected placement of a child, would have a reasonable expectation of ongoing employment on a regular and systematic basis.

Facilities for Casual Staff Casual employees will be entitled at the workplace to access a telephone, computer and email, a work desk and a library card. Where the employee is expected to be employed for at least 50 per cent of a full-time teaching load over a semester, trimester or calendar year, a work station, including the abovementioned facilities, will be provided for the employee’s exclusive use. (n.b. This clause is not applicable to those employed on an occasional, ad hoc or intermittent basis.)

Enhancing Casual Academic Appointment Opportunities Where the University has a new or vacant academic position at Level A or B and there are existing casual academic employees within the School or Directorate, advertising of the position will be limited in the first instance. Such positions will be advertised as an Expression of Interest, open only to existing casual academic employees or employees who have been employed casually within the previous 12 month period. Normal merit selection processes will apply and a successful candidate must meet all of the advertised essential selection criteria. Where an appointment is not made following this process, the position may then be advertised more broadly.

Recognition of Casual Service Casual academic employees who obtain continuing employment with the University imÂŹmediately after a casual appointment (that is within 4 weeks of the last paid casual service and excluding casual appointments solely to perform marking) at the same academic level as their casual work shall be appointed at no less than the relevant increment step immediately prior to appointment, as long as they have performed 12 months paid service at that particular incremental step.

Casual employees will be entitled at the workplace to access a telephone, computer and email, a work desk and a library card. Where the employee is expected to be employed for at least 50 per cent of a full-time teaching load over a semester, trimester or calendar year, a work station, including the abovementioned facilities, will be provided for the employee’s exclusive use. (n.b. This clause is not applicable to those employed on an occasional, ad hoc or intermittent basis.)

www.unicasual.org.au

Your Rights

7

When You Start Work These are a few of the essentials to take note of when you start work.

Letter of Appointment You will usually be given a letter of appointment either before or when you start work. Keep your letter of appointment and any other official documents relating to your employment in a safe place.

This letter is often referred to as a ‘Casual Contract’ or ‘Record of Casual Appointment’. If weeks pass and you still haven’t received a letter of appointment, you should follow it up with your supervisor.

It’s important to have this letter as it indicates what’s in your contract of employment – this will be crucial to know if there is any misunderstanding later on.

Your letter of appointment must stipulate the type of employment and the terms of your engagement in relation to: • The duties required.

• The number of hrs required (e.g. 5 tutorials each week for 12 weeks).

• Rates of pay for each type of duty required.

• A statement that any additional duties required during the term will be paid for.

• Other main conditions of employment like reporting relationships and details of the Enterprise Agreement and relevant policies.

If you are unsure about any specific duties or it is not clear what the expectations are, seek a meeting with your supervisor for clarification. Ask that any clarification be put in writing. If your supervisor does not do so, write a letter to your supervisor or Head of Department setting out your understanding of the meeting and the University’s expectation of your work and ask that the supervisor correct any misunderstanding or misstatement on your part.

An example might be that it is unclear whether you are expected to attend lectures and whether you would be paid additionally for doing so. In this case, it would be worth seeking clarification in writing.

Try to get these kinds of issues clarified as soon as possible after commencing work.

Tax Make sure you provide your tax file number to the person responsible for administering your wages.

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When You Start Work

Smart Casuals

Employee/Salary Number Keep a record of your Employee or Salary number so you can quote it to the pay officer if any problems arise.

Getting paid on time It’s a good idea to finalise your employment details as quickly as possible to avoid missing a pay period. Check with your School/Departmental administrator about frequency of pay periods and whether there are cut-off dates for the lodgement of time sheets. In many cases, this is set out in your Enterprise Agreement.

The University is required to pay you within 22 days of submission of a signed time sheet to the appropriate person. You’ll need to find out who this is and make sure they get your timesheets as soon as possible after completing any work, and certainly by the cut-off date if there is one.

If you haven’t been paid within 22 days, contact your local NTEU Branch office.

www.unicasual.org.au

When You Start Work

9

Once You’re At Work Pay Casual pay rates depend on the type of work being performed. The following are extracts from your Agreement describing each type of casual work and the rates of pay you can expect for each.

Lecture/Tutorial “Lecture” or “tutorial” means any educational delivery described as a lecture or tutorial respectively in a course or unit outline, or in an official timetable issued by the University. A lecture or tutorial may be face to face teaching or tutoring respectively or equivalent delivery through a different mode. (b) A tutorial is a supplementary form of education delivery where matters already covered elsewhere in a course are discussed, clarified or elaborated. A tutorial is conducted in a small group to enable effective student participation. A tutorial is conducted in accordance with guidelines issued by the lecturer in charge of the unit. Responsibility for the course rests with the lecturer in charge of the unit not the casual employee.

Demonstration A “demonstration” (howsoever called) involves the performance of such duties as the conduct of practical classes by setting up or supervising the correct method of use of equipment; issuing prepared instructions about experimental procedures or projects from the lecturer; supervising undergraduate students in carrying out experiments or laboratory work and being a source of technical advice.

The hrly rate of pay for demonstrating and other duties encompasses one hr of student contact time only. Any work required outside the one hr (marking, giving a lecture or tutorial, attending a meeting or lecture, preparation time or other duties) will be paid as appropriate in accordance with Schedule 2 of this Agreement.

Responsibility for the course rests with the lecturer in charge of the unit not the casual performing demonstrating or other duties.

Musical Accompanying with Special Education Services The term ‘musical accompanying with special educational services’ means the provision of musical accompaniment to one or more students or staff in the course of teaching by another member of the employees in circumstances where the accompanist deploys educational expertise in repertoire development or expression for student concert or examination purposes, but does not include concert accompanying, vocal coaching or musical directing.

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Once You’re At Work

Smart Casuals

Undergraduate Clinical Nurse Education The term “undergraduate clinical nurse education” means the conduct of undergraduate nurse education in a clinical setting.

Marking Casual staff performing marking that is not contemporaneous within a lecture, tutorial or other teaching session will be paid an hrly rate for this marking work. Employees in schools/disciplines will establish a time formula for marking in relation to different types of assessments within the Schools/disciplines.

This formula will be used to determine the marking hrs required to be paid to casual employees for different types of assessment and the formula will reviewed every second year by the School/discipline.

Other Required Academic Activity For the purposes of this clause, “other required academic activity” will include work that a person, acting as or on behalf of the employer of a casual employee, requires the employee to perform and that is performed in accordance with any such requirements, being work of the following nature: • The conduct of practical classes, demonstrations, workshops, student field excursions.

• The conduct of clinical sessions other than clinical nurse education.

• The conduct of performance and visual art studio sessions.

• Musical coaching, repetiteurship, and musical accompanying other than with special educational services.

• Development of teaching and unit materials such as the preparation of unit guides and reading lists and basic activities associated with unit co-ordination.

• Consultation with students.

• Supervision.

• Attendance at lectures.

• Attendance at faculty and/or school meetings, and/or a meeting with a unit coordinator/ supervisor as required.

• Directed to attend at (rather than deliver) lectures or other teaching activities.

The above list is not intended to be exhaustive, but is provided by way of examples and guidance.

www.unicasual.org.au

Once You’re At Work

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Rates A casual employee will be paid the following minimum rates. The casual rate includes a 25% loading in lieu of annual leave, annual leave loading, sick leave and other leave.

The casual teaching rate includes one hour of face-to-face teaching and a three-quarters of an hour non-teaching duties. This rate is determined by reference to the second step of the full-time Teacher salary scale and is calculated as follows: Step 2 salary/52.179 + 25% 20 (full-time teaching contact hrs) For each hour of non-teaching duties performed, the rate is determined by reference to the second step of the full-time Teacher salary scale and is calculated as follows: Step 2 salary/52.179 + 25% 35 hrs/wk Casual English Language Teacher

Salary as at 1st pay period on or after 30/6/12

2% admin salary increase.

1st pay period on or after 30/6/13

1% salary increase.

1st pay period on or after 30/7/13

One off adjustment

3% salary increase.

1st pay period on or after 1/7/14

3% salary increase.

1st pay period on or after 1/7/15

3% salary increase.

1st pay period on or after 1/7/16

3% salary increase.

1st pay period on or after 1/7/17

Rate 1 – Teaching

65.73

67.05

67.71

68.47

70.5264

72.64

74.82

77.07

Rate 2 Nonteaching

37.56

38.31

38.69

39.13

40.30

41.51

42.76

44.04

2% admin salary increase.

1st pay period on or after 30/6/13

1% salary increase.

1st pay period on or after 30/7/13

3% salary increase.

1st pay period on or after 1/7/14

3% salary increase.

1st pay period on or after 1/7/15

3% salary increase.

1st pay period on or after 1/7/16

3% salary increase.

1st pay period on or after 1/7/17

Casual English Language Teacher

Salary as at 1st pay period on or after 30/6/12

Type of Lecturing and Associated Working Time Assumed Basic Lecture (1 hr of delivery and 2 hr of assoc. working time

160.57

163.78

165.39

170.35

175.46

180.73

186.14

Developed Lecture (1 hr of delivery and 3 hr assoc. working time)

214.09

218.37

220.51

227.13

233.94

240.96

248.19

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Rates

Smart Casuals

Casual English Language Teacher

Salary as at 1st pay period on or after 30/6/12

2% admin salary increase.

1st pay period on or after 30/6/13

1% salary increase.

1st pay period on or after 30/7/13

3% salary increase.

1st pay period on or after 1/7/14

3% salary increase.

1st pay period on or after 1/7/15

3% salary increase.

1st pay period on or after 1/7/16

3% salary increase.

1st pay period on or after 1/7/17

Specialised Lecture (1 hr delivery and 4 hr assoc. working time)

267.62

272.97

275.65

283.92

292.44

301.21

310.25

Repeat Lecture (1 hr of delivery and 1 hr assoc. working time)

107.05

109.19

110.26

113.57

116.98

120.49

124.10

Type of Tutoring and Assoc. Working Time Assumed Tutorial (1 hr delivery and 2 hr of assoc. working time)

115.08

117.38

118.53

122.09

125.75

129.52

129.52

Repeat Tutorial (1 hr of delivery and 1 hr of assoc. working time)

76.72

78.25

79.02

81.39

83.83

86.35

88.94

Tutorial (1 hr delivery and 2 hr of assoc. working time)

137.25

139.99

141.37

145.61

149.98

154.48

159.11

Repeat Tutorial (1 hr of delivery and 1 hr of assoc. working time)

91.5

93.33

94.25

97.07

99.99

102.98

106.07

Tutoring with PhD

Tutoring with Full Unit Coordination Tutorial (1 hr delivery and 2 hr of assoc. working time)

160.57

163.78

165.38

170.35

175.46

180.72

186.14

Repeat Tutorial (1 hr of delivery and 1 hr of assoc. working time)

107.05

109.19

110.26

113.57

116.98

120.49

124.10

Standard Marking

38.36

39.12

39.51

40.70

41.92

43.17

44.47

Marking as a supervising examiner, hons level or above, or req. significant exercise of academic judgment at level B status

53.52

54.59

55.13

56.78

58.48

60.24

62.04

Ph.D. rate

45.75

46.66

47.12

48.54

49.99

51.49

53.04

Unit Coordination Rate

53.52

54.59

55.13

56.78

58.48

60.24

62.04

Standard Marking

www.unicasual.org.au

Rates

13

Casual English Language Teacher

Salary as at 1st pay period on or after 30/6/12

2% admin salary increase.

1st pay period on or after 30/6/13

1% salary increase.

1st pay period on or after 30/7/13

3% salary increase.

1st pay period on or after 1/7/14

3% salary increase.

1st pay period on or after 1/7/15

3% salary increase.

1st pay period on or after 1/7/16

3% salary increase.

1st pay period on or after 1/7/17

78.25

79.02

81.39

83.83

86.50

88.94

Musical Accompanying 1 hr of delivery and 1 hr preparation time Ph.D. rate Unit Coord Rate

76.72 91.50

93.33

94.25

97.07

99.99

102.98

106.07

107.05

109.19

110.26

113.57

116.98

120.49

124.10

Undergraduate Clinical Nurse Education Little preparation reqd.

(1 hr of delivery and 0.5 hr assoc. working time)

57.54

58.69

59.27

61.04

62.88

64.76

66.70

Normal preparation reqd. (1 hr of delivery and 1 hr assoc. working time)

76.72

78.25

79.02

81.39

83.83

86.5

88.94

Ph.D. rate - Little preparation reqd. (1 hr of delivery and 0.5 hr assoc. working time)

68.63

70.00

70.69

72.81

74.99

77.24

79.56

Ph.D. rate - Normal preparation reqd. (1 hr of delivery and 1 hr assoc. working time)

91.5

93.33

94.25

97.07

99.99

102.98

106.07

Unit Coord Rate: Little preparation reqd. (1 hr of delivery and 0.5 hr assoc. working time)

80.28

81.89

82.69

85.17

87.72

90.36

93.07

Unit Coord Rate: Normal preparation reqd.

(1 hr of delivery and 1 hr assoc. working time)

107.05

109.19

110.26

116.57

116.98

120.49

124.10

38.36

39.13

39.51

40.70

41.91

43.18

44.47

Ph.D. rate

45.75

46.66

47.12

48.54

49.99

51.49

53.04

Unit Coordination Rate

53.52

54.59

55.13

56.78

58.48

60.24

62.04

Other Required Academic Activity Other reqd. academic activity

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Rates

Smart Casuals

Things to Know The A to E of Academic Staff Academic staff are classified into five pay bands or ‘Levels’. Associate Lecturers are at Level A, Lecturers are at Level B, Senior Lecturers Level C, Associate Professors at Level D and Professors at Level E. There are steps, or pay increases, within each level that the staff member progresses through on an annual basis subject to acquiring new skills. Casual academic staff are engaged at the Level that corresponds to the standards attached to the Enterprise Agreement – generally at Level A or Level B.

Superannuation Under Federal legislation and the Enterprise Agreement, the University must contribute to a superannuation fund on your behalf.

At all Australian universities, the required recipient fund is UniSuper. NTEU strongly recommends UniSuper to staff on the basis of its good performance and low administration costs. Unisuper’s website is www.unisuper.com.au You should be provided with the necessary application forms for UniSuper when you start work. If not, ask your institution’s Human Resources Department.

Employer contributions are ‘preserved’ (not accessible) until the age prescribed by legislation and can earn significant interest during this time.

If you are in UniSuper, you will only have one account – even if you change university or work at more than one university.

If you leave the tertiary education sector the money can be rolled into another superannuation fund, or if your new employer offers a choice of funds, you can request new contributions be made directly to your account with UniSuper.

The university has superannuation officers who can advise you about your superannuation options, but if you think you’re missing out contact NTEU.

Leave Under our Agreements, the casual loading is paid in lieu of most types of leave received by other employees.

Parental Leave Under the National Employment Standards, if you have been employed on a regular and

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systematic basis for at least 12 months, and have a reasonable expectation that this will continue, you will be entitled to 12 months’ unpaid parental leave.

In addition to this entitlement, the Federal Government’s Paid Parental Leave Scheme and provides 18 weeks’ payment at the Federal minimum wage. Some casual employees will be able to qualify for this payment. One of the key determinants for eligibility to the Paid Parental Leave payment as a casual staff member is whether you satisfy the Government’s ‘Work Test’.

As the eligibility for the Government’s paid parental leave payment is different to the eligibility for 12 months’ unpaid parental leave under the National Employment Standards, it is crucial that you obtain expert advice from your Union office about your own situation.

Long Service Leave for long-serving casuals Service as a casual employee after 9 May 1985 accrues an entitlement to 43 paid working days long service leave after 10 years. Casual service in excess of 10 years will accrue long service leave at the rate of 4.3 working days per annum. Casual employees, whose service is less than full time, will receive entitlements on a pro rata basis. NTEU UNE Branch staff can discuss how your service might meet these tests.

Student Evaluation of Teaching Most teaching in universities is now subject to student teaching evaluation: your students will likely be asked to evaluate your teaching at the end of semester.

Make sure you keep copies of all your students’ teaching evaluation questionnaires, just in case any issues arise later.

Collegiality Ideally, the experience of working as a casual academic should include an opportunity to fully participate in the academic life of the Department. Unfortunately, while some Schools and Departments are inclusive of casual academics and welcome their contribution at School/ Departmental meetings, many exclude casual academics, often inadvertently. Treating casual academics as professional colleagues can go a long way to alleviating the stress casuals work under, especially given inadequate support facilities.

A good way to organise participation in Departmental meetings is to group together with other academic casual staff in your School or Department. Remember that if you are required to attend these meetings, you are entitled to be paid for this time.

As a casual at UNE you are also entitled to be listed on the University’s staff lists as well as have a University email address and library access for the full year in which you are employed.

UNE casuals will also be meeting on a regular basis for a social event organised by the UNE NTEU Branch office offering a relaxing environment to meet casual colleagues.

For more information please contact the NTEU Branch office.

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Intellectual property Casual academics generally have the same rights as permanent academic staff to intellectual property created as part of their employment.

The general rule of thumb is that intellectual property in works created in the course of your employment (such as new course materials or a new course) belongs to the University.

However this position is often modified by University policy and/or the Enterprise Agreement: for example, if you have developed materials with market appeal, the University might grant you a license to sell that work in certain circumstances.

Remember that if you are not paid to do research, the University will have no claim over any intellectual property relating to your research activities.

Under Federal law, you also have moral rights in relation to works created in the course of your employment. Your moral rights include: • Attribution of authorship.

• The right to not have authorship of a work falsely attributed.

• The right to not have your work altered without your permission.

If an intellectual property issue arises in relation to your employment, make sure you get individual advice from your local NTEU Branch office.

Intellectual Freedom Casual academics should have the same rights and responsibilities with respect to academic freedom as ongoing and fixed term academic staff.

Intellectual freedom includes the rights of all staff to: • Express opinions about issues and ideas related to their professional area of expertise and higher education issues; participate in public debates and debates relating to decisionmaking processes and express unpopular or controversial views, which do not defame, harass, vilify or intimidate.

• Pursue critical and open academic inquiry.

• Express their opinions in their private capacity as an individual member of society, not as a university spokesperson unless authorised to do so.

• Participate in professional and representative bodies, including unions, and engage in community service without fear of harassment, intimidation or unfair treatment.

Intellectual freedom carries with it the duty of employees to use the freedom in a reasonable manner consistent with a responsible and honest search for, and dissemination of, knowledge and truth.

NTEU has campaigned hard to ensure that Enterprise Agreements enshrine intellectual freedom – often against the opposition of university managements.

Your Agreement protects the rights of academic staff to engage in critical inquiry, intellectual discourse and public debate.

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Health and Safety Under State legislation, your employer is obliged to ensure your safety at all times when on campus or engaged in activities related to your employment with the University. The University must provide: • Safe and well-lit corridors and walkways to prevent assaults occurring.

• Personal protective equipment, proper ventilation and other necessary precautions against dangers associated with the use of hazardous substances.

• Proper ventilation of class rooms to safeguard against personal discomfort and airborne disease.

• Safe equipment, including ergonomically safe chairs, desks, etc.

The University has Occupational Health and Safety representatives elected by employees or appointed by the Union who can raise any issues of concern about safety in the workplace.

Your local NTEU Branch office can put you in touch with your local representative.

Workers’ Compensation Casual staff are entitled to claim workers’ compensation if injured in the course of their work.

This includes injuries arising from work, injuries sustained during working time (whether on campus or whilst working elsewhere) and injuries sustained travelling between home, the University, other places of work and other educational institutions. Injuries for which claims may be made include: • Physical injury – e.g. back strains and muscle damage to hands and wrists sustained in the course of preparing or delivering classes.

• Ill health – e.g. poisoning or the contraction of disease in class or during clinical instruction.

• Emotional stress injury – e.g. stress associated with being overworked or subject to harassment by other staff or students.

Any work-related illness or injury should be reported as soon as possible to the University. You should also contact your NTEU Branch immediately for further advice and assistance.

Equal employment opportunity & protection against Discrimination Federal and State Laws designed to protect employees from discriminatory employment practices cover universities.

These laws protect people from discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, absence from work during maternity leave or other parental leave, religion, political opinion, trade union membership or activity, national extraction or social origin.

If you are denied employment or employment entitlements or are terminated because of a characteristic associated with one of these protected categories, you have a right to seek compensation. You should contact your local NTEU Branch office immediately.

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Harassment and Bullying Unfortunately, harassment and bullying can sometimes happen in the workplace. You have the right to lodge a complaint should you experience sexual harassment or discrimination at work.

Bullying is recognised as behaviour aimed to demean, humiliate or intimidate. Under the Fair Work Act bullying is defined as when an individual or group “repeatedly behaves unreasonably towards (a) worker or group of workers...and the behaviour creates a risk to health and safety�.

The University has a policy regarding workplace bullying which can be found here: www.une.edu.au/staff-current/working/equity/dignity-and-respect-at-work The UNE charter for Dignity and Respect in the workplace (including a useful printable poster) can be viewed and downloaded from there also.

If you experience any form of harassment or discrimination, make sure you contact your local NTEU Branch office for advice and assistance.

Grievances The University has internal grievance procedures designed to resolve work disputes.

If you feel you have been treated unfairly at work in any way, contact your local NTEU Branch office for confidential advice before lodging a grievance, as the procedures can be complex and are often not properly applied.

Termination If you have been employed on a regular and systematic basis for six months or more (e.g. teaching whole semesters, even if there are breaks such as midyear or long vacations) and you have a reasonable expectation of continued casual employment, you may have grounds for claiming unfair dismissal if you suddenly lose your job or are not given more work. If you are dismissed before the semester is over, you may also be entitled to pay for the balance of the semester.

Contact your local NTEU Branch office, which may also be able to pursue less formal means within the University to try to save your job or find you another.

Looking after your career Many permanent academic staff started their academic careers as casual staff. The teaching experience gained from casual tutoring and demonstrating can be invaluable when applying for permanent academic positions.

Make sure you keep an accurate record of your teaching experience, including tutorial / demonstration outlines, copies of any course materials you have developed, student evaluations etc. It’s also a good idea to get a reference from your supervisor at the end of the semester.

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Checklist your letter of appointment and any other official documents relating to your ❏❏Keep employment in a safe place.

❏❏Finalise your employment details as quickly as possible to avoid missing a pay period. with your School/Departmental administrator about frequency of pay periods, ❏❏Check whether there are cut-off dates for the lodgement of time sheets and how time sheets are lodged.

❏❏Provide your tax file number to the person responsible for administering your pay. a record of your Employee or Salary number so you can quote it to the pay officer if ❏❏Keep any problems arise. getting advice from the university’s superannuation officer or financial advice ❏❏Consider before making any decisions about superannuation www.unisuper.com.au. a copy of your Enterprise Agreement from the NTEU website for reference ❏❏Download www.nteu.org.au/rights/agreements. sure you have access to work facilities (desk, computer, email, photocopying, office ❏❏Make space etc). anything you are unsure of in relation to your duties with your supervisor as soon ❏❏Clarify as possible, preferably in writing.

❏❏Note down any extra hrs worked over and above your allocated paid hrs. ❏❏Keep copies of all your students’ teaching evaluation questionnaires. ❏❏Report any work-related illness or injury to your supervisor as soon as possible. ❏❏Keep copies of any course materials or other work you develop as a casual academic. ❏❏Get a reference from your supervisor at the end of the semester. sure any previous regular casual employment is counted as service for long service ❏❏Make leave if you gain a fixed term or ongoing position. ❏❏Contact the Union if any issues arise as soon as possible after they occur.

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Getting the most out of your union membership What is my Local Union Branch?

Your local NTEU Branch office is referred to throughout this handbook and is your first port of call for advice or assistance in relation to your job. The Branch office can provide you with more information about the Union and how it operates at your institution.

The Branch has elected representatives, including a Branch President and Secretary as well as a website with contact details and local news: www.nteu.org.au/une

When should I contact the Union?

You don’t have to suffer through employment problems. NTEU can help you devise a strategy for dealing with your issues, and assist in making you aware of your rights and options in confidence.

NTEU gives members confidential advice, and we will not raise individual cases with management without the permission of the member in question.

You should raise any concerns you have about your work, workplace or conditions with the Union as soon as possible.

The NTEU provides an easy-to-use pro-forma to report workplace issues to the local branch.

Please see the following link for more information: www.nteu.org.au/une/advice

What if my supervisor is an NTEU member?

Your issues will be dealt with confidentially. The NTEU will act for you, as the affected employee, regardless of whether your supervisor (who acts for the University) is an NTEU member or not.

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What can NTEU do for me?

Industrial advice While important improvements have been made for casual staff, NTEU knows that many casual academics still work unpaid hrs, have difficulties accessing proper facilities at work and do not feel integrated into the collegial life of their Schools and Departments.

Over the life of this Enterprise Agreement, NTEU will be aggressively enforcing existing provisions and entitlements through legal and industrial avenues to ensure that your rights are protected.

NTEU employs staff in local Branch and State (Division) offices, and in the National Office.

They provide specialist advice and support to members on all matters related to the conditions of their employment, including appointments, promotion, classifications, contracts, unfair dismissal, disciplinary procedures, intellectual property, consultancies, research funding and a myriad of other issues. www.nteu.org.au/rights

Lobbying Government NTEU lobbies Government and all political parties on issues related to tertiary education funding, policy and employment. NTEU makes submissions to parliamentary inquiries, and liaises with employers, students and professional associations on issues affecting the work of university staff. www.nteu.org.au/policy

Enterprise Bargaining NTEU represents university staff in enterprise bargaining at every university. NTEU provides the resources and organisational strength to enhance our members’ bargaining power – but remember, our capacity to bargain effectively is directly linked to our strength on the ground.

If you want to have a say in negotiations affecting your pay and conditions, join the Union! www.universitybargaining.org.au

Communication with Members Connect is the national publication for casual academic staff produced by NTEU and CAPA. It is published and sent to all casual academic staff twice a year. It can also be read online in the resources section of our website dedicated to casual academic members at: www.unicasual.org.au

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NTEU provides a wide range of services to members, including regular information through newsletters and journals, seminars for members on professional issues, union training and access to ACTU financial services. The NTEU national website provides up-to-date information on all areas of the Union’s work: www.nteu.org.au NTEU’s national magazine, the Advocate, is sent to all members, including casuals, three times a year. Our academic casuals magazine, Connect, is sent to all academic casuals twice a year.

The women’s magazine, Agenda, is sent to all women members once a year. The Australian Universities’ Review, NTEU’s refereed academic journal, is published twice a year and is sent to all members who request it. www.nteu.org.au/advocate www.unicasual.org.au/publications/connect www.nteu.org.au/agenda www.aur.org.au The UNE Branch produces monthly e-Bulletins (an email for UNE NTEU members-only that contains a highlights package of recent events and other things of interest). The Branch also produces several hardcopy magazines per year, content for which is gathered primarily from the UNE NTEU constituency – an easy opportunity to get involved and have your say!

Membership benefits All members have access to the NTEU Membership Benefits Program, administered in cooperation with Member Advantage, allowing you to save on essential purchases all year round. A casual member using our Member Advantage program just 2 or 3 times would be likely to save the equivalent of an entire year’s membership dues.

Find out more on our website: www.nteu.org.au/join/benefits

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How to get Involved For the Union to continue to pursue these issues and to succeed in this important campaign to improve the rights of casual staff we need your help. Your involvement can be as simple as joining the NTEU, talking to your colleagues about issues affecting casual staff, participating in your local academic casuals’ network and online forums on www.unicasual.org.au and keeping in touch through our website www.nteu.org.au The Union organises a number of conferences, meetings and events for members to participate in. Your local NTEU Branch office has an elected committee that meets regularly, and we have working parties to deal with particular issues of local concern to staff.

At a State level, there are Division working groups and networks. Contact the Division office in your State to find out about local activities.

At a National level, there is an annual Women’s conference and an Aboriginal & Torres Strait Islander members’ forum. www.nteu.org.au/myunion/about_us/committees If you are interested in any of these events your local NTEU Branch office can give you information about getting involved. Elections for Branch Committee and other positions are held every two years, and casual staff who are NTEU members are eligible to both run and vote in these elections. www.nteu.org.au/myunion/get_involved

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CASUAL MEMBERSHIP FORM

NATIONAL TERTIARY EDUCATION UNION

 I want to join NTEU  I am currently a member and wish to update my details The information on this form is needed for aspects of NTEU’s work and will be treated as confidential.

YOUR PERSONAL DETAILS TITLE

|SURNAME

GIVEN NAMES HOME ADDRESS

|STATE

CITY/SUBURB PHONE |WORK INCL AREA CODE

HOME PHONE INCL AREA CODE

|POSTCODE

|DATE OF BIRTH

MOBILE EMAIL HAVE YOU PREVIOUSLY BEEN AN NTEU MEMBER?

| MALE  FEMALE  OTHER

 YES: AT WHICH INSTITUTION?

ARE YOU AUSTRALIAN ABORIGINAL/TORRES STRAIT ISLANDER?  YES

YOUR CURRENT EMPLOYMENT DETAILS

|CAMPUS

INSTITUTION/EMPLOYER

|DEPT/SCHOOL

FACULTY

 SESSIONAL ACADEMIC  GENERAL/PROFESSIONAL STAFF CASUAL You may resign by written notice to the Division or Branch Secretary. Where you cease to be eligible to become a member, resignation shall take effect on the date the notice is received or on the day specified in your notice, whichever is later. In any other case, you must give at least two weeks notice. Members are required to pay dues and levies as set by the Union from time to time in accordance with NTEU rules. Further information on financial obligations, including a copy of the rules, is available from your Branch. ‡Associated bodies: NTEU (NSW); University of Qld Academic Staff Association (Union of Employees) at UQ; 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 ECU Office use only: Membership no.

PAYMENT DETAILS

|STEP/INCREMENT IF KNOWN

Pay by cheque, money order or credit card

CHOOSE YOUR SALARY RANGE  SELECT PERIOD OF MEMBERSHIP  TICK APPROPRIATE BOX Salary range

6 months

12 months

$10,000 & under: $10,001–$20,000: Over $20,000:

  

 $55  $77  $110

$27.50 $38.50 $55

 PLEASE ACCEPT MY CHEQUE/MONEY ORDER

OR

PAY BY CREDIT CARD:

NAME ON CARD CARD NO.

— — — — — — — — — — — — — — — —

EXPIRY SIGNATURE

|  MASTERCARD  VISA |$ |DATE

Description of goods/services: NTEU Membership Dues. To: NTEU, PO Box 1323, Sth Melbourne VIC 3205

YOUR EMPLOYMENT GROUP

|LEVEL LECTB, HEW4



POSITION

|MAIL/ BLDG CODE

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

SEND SIGNED FORM TO NTEU

SIGNATURE

POST:

PO Box 1323, South Melbourne VIC 3205

FAX:

(03) 9254 1915

www.unicasual.org.au

DATE

EMAIL: national@nteu.org.au