Smart Casuals 6 Adelaide

Smart Casuals HANDBOOK FOR CASUAL & SESSIONAL ACADEMIC STAFF AT UNIVERSITY OF ADELAIDE

www.nteu.org.au/adelaide

www.unicasual.org.au

Contents Welcome...........................................................1

Rates................................................................ 13

NTEU is your Union.................................... 2

Tutoring............................................................................13

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

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

Lecturing..........................................................................13 Marking.............................................................................14 Musical Activities...........................................................14 Other Duties....................................................................14

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

Base Hourly Rate................................................................

15

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

English Language Teachers.......................................15

Being a casual ............................................... 4 How is casual employment different from other employment?................................................................... 4 Where do my rights come from?.............................. 4 What is a Sessional?....................................................... 4

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

Things to Know........................................... 16 Automatic Travel to Work Insurance .....................16 The A to E of Academic Staff.....................................16 Superannuation.............................................................16 Leave..................................................................................17 Parental Leave.................................................................17 Long Service Leave for long-serving casuals......17

Opportunities for more secure employment.........5

Student Evaluation of Teaching (SELTs)................17

Separate Pay for Marking............................................. 6

Collegiality.......................................................................17

Casual Loading (25%)..................................................... 6

Intellectual Property and Moral Rights...................18

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

Academic Freedom.......................................................18

Course Coordination Rates......................................... 6

Health and Safety...........................................................19

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

Workers’ Compensation..............................................19

Long Service Leave........................................................ 6 Unpaid Parental Leave...................................................7

Equal employment opportunity & protection against Discrimination...............................................20

Unpaid Parental and Adoption Leave.......................7

Harassment and Bullying..........................................20

Unpaid Pre-Adoption Leave........................................7

Grievances......................................................................20

Unpaid Special Maternity Leave.................................7

Termination.....................................................................21

Journey Accident Insurance...................................... 8

Looking after your career...........................................21

Facilities for Casual Academic Staff.......................... 8

Checklist........................................................22

Other Outcomes Casual NTEU Members Have Won..................................................................................... 8

When You Start Work................................... 9 Letter of Appointment.................................................. 9 Tax..................................................................................... 10 Employee/Salary Number......................................... 10 Getting paid on time................................................... 10

Once You’re At Work...................................11 Pay...................................................................................... 11 Lectures............................................................................. 11 Tutorials............................................................................ 11 Marking.............................................................................12 Other Required Activity...............................................12

Getting the most out of your union membership.................................................23 What is my Local Union Branch?............................ 23 When should I contact the Union?........................ 23 Get involved.................................................................... 23

What can NTEU do for me?.....................24 Industrial advice............................................................ 24 Lobbying Government............................................... 24 Enterprise Bargaining................................................. 24 Membership benefits................................................... 24 Communication with Members.............................. 25 What if my supervisor is an NTEU member?...... 25

Join form.......................................................26

Welcome Welcome to the 6th edition of Smart Casuals for the University of Adelaide.

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.

Alison Barnes, NTEU National President

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

6th edition. ISBN 978-0-9946377-0-3 All Rights Reserved © 2019.

For more information, please contact the NTEU National Office

www.unicasual.org.au

Post: PO Box 1323,

South Melbourne VIC 3205 Phone: (03) 9254 1910 Fax: (03) 9254 1915 Email: national@nteu.org.au Web: www.nteu.org.au www.unicasual.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 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.

Special rates for casuals/sessionals For casual/sessional staff, NTEU fees are set at four levels, based on your estimated earnings.

These low casual rates, established in recognition of the unpredictability of casual pay and work, afford you full NTEU membership. All values include GST. Union dues are fully tax deductible.

Estimated annual salary range Under $20,000 $20,000 – less than $30,000

Monthly

Quarterly

Half-Yearly

Annually

$8.67

$26

$52

$104

$13.00

$78

$78

$156

$30,000 – less than $50,000

$17.33

$52

$104

$208

$50,000 or more

$21.67

$65

$130

$260

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

The office provides a range of information, including membership forms, industrial advice and more details on your employment entitlements, and membership entitles you to a range of benefits and discounts.

How to join NTEU Choose any method:

NTEU University of Adelaide Branch

• Fill in the form at the back of this booklet.

Office: 15 Paxton’s Walk, Palais Apartment Complex, 281 North Terrace, ADELAIDE SA 5000

• Contact or visit your local NTEU Branch office.

The office is wheelchair accessible from North Terrace and Rundle Street.

Phone: (08) 8227 2384

Email: adelaide@nteu.org.au

• Join online or download a form at

nteu.org.au/join

Web: www.nteu.org.au/adelaide

2

NTEU is your Union

Smart Casuals

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

Casual academic employment constitutes more than 50% of all undergraduate teaching across the Australian university sector.

While casual employment sometimes provides employees with important flexibility and can be seen as a ‘foot in the door’ to more permanent academic employment, being a casual can also mean that staff experience a high level of job insecurity and financial uncertainty.

NTEU’s research has shown that casual academic employment is sometimes like a treadmill: sessionals 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 25% 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 17% superannuation, whereas casuals only receive 9.5%). 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 1990s, 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 hour, rather than employed on an ongoing basis or for a set period on a salary.

Casual rates of pay include a loading of 25% 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/rights/agreements

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.

The University of Adelaide tends not to use ‘sessional’ when referring to casual academic employees, preferring Casual Academic Staff or Casual Teaching Staff.

The criteria relating to casual academic staff are set out in the University of Adelaide Enterprise Agreement 2017- 2021 (‘the Agreement’) in clause 3.11.2.

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

4

Being a casual

Smart Casuals

Your Rights This is a list of the rights enjoyed by casual staff at your University earned as a direct consequence of the efforts of active NTEU members.

Opportunities for more secure employment The University of Adelaide has broadly committed not to increase the number of casual academic employees over the life of the current Agreement, preferring the creation of more secure positions such as Scholarly Teaching Fellows (see below).

Scholarly Teaching Fellows (STFs) These are continuing/tenurable roles.

The Branch was successful in improving this provision in the last round of Enterprise Agreement negotiations.

The NTEU won an increase in the number of Fellows created over the life of the Agreement with a total of 35 new Scholarly Teaching Fellows to be created by 2021.These will be merit selected positions to replace insecure casual contracts.

Scholarly Teaching Fellows may be allocated a workload of up to 75% teaching and teaching related duties.

The significant changes are an expanded salary range and access to promotion. The salary range will be Level A step 3 through to level B step 6. A staff member with a PhD will commence at Level A step 6. Eligibility requires at least twelve (12) months academic casual or fixed-term employment at an Australian University. At least ten (10) long term casual academics were appointed to these positions during the term of the previous Agreement.

Staff in this cohort will now be able to apply for promotion prior to the end of their tenurable period and if successful convert to a standard academic appointment.

Teaching Fellowships This is a category of fixed-term employment.

Eligible staff will be casual academics who have taught at least two (2) years and have a PhD or are likely to be awarded a PhD by the commencement of employment. A merit selection process is involved and successful candidates will have a fixed-term contract of no less than twelve (12) months and no more than three (3) years. The maximum teaching workload allocation is 75% for staff on such contracts.

Your NTEU Branch will support casual NTEU members in securing teaching Fellowships or Scholarly Teaching Fellow positions. Prospective candidates should contact the NTEU Branch office for more information.

www.unicasual.org.au

Your Rights

5

Separate Pay for Marking Due to the campaigning work of NTEU casual members, we won significant improvements that ensured that all marking is paid separately. This was previously a major area of unpaid work in the university sector.

All marking that forms part of the assessment for a subject and which takes place outside the contact time of a lecture, tutorial, clinical or musical session is paid separately at the prescribed marking rate per hour.

Casual Loading (25%) All casual staff are paid a casual loading of 25%, which is paid in lieu of most of the paid entitlements provided to continuing staff.

Payment for Attendance at Meetings Casual staff are remunerated for attendance at meetings under “other required activity”.

See ‘Rates’ on page 13.

Course Coordination Rates NTEU has ensured that casual academic staff are entitled to a higher rate of pay if they perform course coordination duties. The rates are “PhD qualified/Course Coordination for Tutorials, Marking and Other.

Improved Superannuation All casual academic staff receive 9.5% compulsory superannuation contributions from the University for all hours worked.

Long Service Leave Casual staff are eligible for long service leave where they have continuous service (defined in the Enterprise Agreement as “meaning employment where there has been no break in employment or term of engagement for a period of more than eight (8) weeks”).

Where a casual staff member is later converted to or offered a fixed-term or continuing position at the University, provided the break in service is not more than two (2) months, the staff member will continue to accrue long service leave with the period of casual employment counting towards its accrual.

The Enterprise Agreement has a provision that gives the Director: Human Resources discretion to grant recognition for a period of interrupted service in a staff member’s employment.

6

Your Rights

Smart Casuals

Unpaid Parental Leave The entitlement to unpaid parental leave is up to fifty-two (52) weeks unpaid leave, which may be extended once by up to fifty-two (52) weeks.

This is available to the staff member if the leave is associated with: The birth of a child of the staff member or the staff member’s spouse or de facto partner, or the placement of a child with the staff member for adoption; and the staff member has or will have primary responsibility for the care of the child.

The staff member must provide at least ten (10) weeks written notice of their intention to take unpaid parental leave, including the intended start and end dates. Requests for an extension must be at least four (4) weeks before the end of the initial unpaid leave period.

Approval is at the discretion of the University and evidence of eligibility must be provided. The eligibility requirements are: ten (10) weeks written notice of intention to take unpaid parental leave including the intended start and end dates; four (4) weeks’ notice before the end of the initial unpaid period for an extension which must commence immediately following the end date of the initial unpaid period, and evidence of eligibility must be provided if requested.

Unpaid Parental and Adoption Leave Under the Enterprise Agreement if you have been employed on a regular and systematic basis for a sequence of periods over at least the last twelve (12) months, and had it not been for the birth (or expected birth) or adoption (or expected adoption) of a child, they have had a reasonable expectation of continuing employment by the University on a regular and systematic basis.

Unpaid Pre-Adoption Leave The entitlement to unpaid pre-adoption leave is up to two (2) days unpaid leave as agreed with the supervisor. It is only available if no other leave is available at the time. It may be used for attending interviews or examinations required in order to obtain approval for adoption of the child. Evidence of their eligibility must be provided and notice must be provided as soon as practicable.

Unpaid Special Maternity Leave The extent of this entitlement is determined on a case by case basis.

In addition to this entitlement, the Federal Government’s Paid Parental Leave Scheme provides 18 weeks payment at the national minimum wage. Some casual employees will be able to qualify for this payment.

One of the key determinants for eligibility of the Paid Parental Leave payment as a casual staff member is whether you satisfy the Government’s ‘Work Test’. https://www.humanservices.gov.au/individuals/services/centrelink/parental-leave-pay/ eligibility/who-can-get-it

www.unicasual.org.au

Your Rights

7

Journey Accident Insurance The University will provide journey accident insurance for all staff members in respect of journeys to and from the workplace.

Journey Accident Insurance is available to staff members if they have no access to another form of redress for insurance for a journey to and from their place of residence and their workplace.

Facilities for Casual Academic Staff Xasual academic staff are entitled to ‘adequate’ resources to undertake their work. This broad commitment and the differing forms of casual employment mean that conditions and facilities can vary significantly between staff members and across schools, departments and faculties.

Adequate resources will always include • Reasonable access to a telephone • Internet and email access; and • A work space.

Building access, and after-hours access in particular, is not straightforward for casual staff at the University of Adelaide. Staff ID cards are only issued to casuals free of charge where their faculty, school or area submits a request on their behalf.

In the event your area is not willing to arrange an ID card for you, it will cost $20.00 currently to order one from the online shop.

Other Outcomes Casual NTEU Members Have Won Casual staff will have the same access to library cards, email, network and intranet access as their permanent colleagues, including during non-teaching periods throughout the calendar year (subject to the conditions of their contacts), some of which only span for the duration of an academic semester.

Casual staff will be included in the telephone directory and will be eligible to apply for internally advertised University positions on an equal basis with other academic staff.

Casual staff are equally entitled to apply for internal funding opportunities including grants and professional development funds.

8

Your Rights

Smart Casuals

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 hours 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.

www.unicasual.org.au

When You Start Work

9

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

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/Faculty administrator about the frequency of pay periods and whether there are cut-off dates for the lodgement of time sheets. This information is on the University website.

10

When You Start Work

Smart Casuals

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.

Lectures A ‘lecture’ is defined as any education delivery, described as a lecture in a course or unit outline, or in an official timetable issued by the University.

“A casual staff member required to deliver a lecture (or equivalent delivery through other than face to face teaching mode) of a specified duration and provide directly associated non-contact duties in the nature of preparation, reasonable contemporaneous marking and student consultation will be paid a rate for each hour of lecture delivered according to the table below, where the first hour is for lecture delivery and the additional hours are for associated non-contact duties.

The term ‘reasonable contemporaneous marking’ means marking that is consequential to, or originates from assignments, work or exams set within a given lecture, tutorial or demonstration but does not include marking of course wide examinations, essays or other assessment tasks.”

Extract from the University of Adelaide Enterprise Agreement 2017-2021, p. 107 “The hourly rate in a repeat lecture applies to a second or subsequent delivery of substantially the same lecture in the same subject matter within a period of seven (7) days and any marking and student consultation reasonably contemporaneous with it.”

Extract from the University of Adelaide Enterprise Agreement 2017-2021, p. 107

Tutorials The Agreement defines ‘tutorial’ as any education delivery described as a tutorial in a course or program outline or in an official timetable issued by the University, except in relation to musical activities.

“A casual staff member required to deliver or present a tutorial (or equivalent delivery through other than face to face teaching mode) of a specified duration and provide directly associated non-contact duties in the nature of preparation, reasonable contemporaneous marking and student consultation will be paid at a rate for each hour of tutorial delivered or presented, according to the table above, where the first hour is for tutorial delivery and the additional hours are for associated non-contact duties.

The term ‘reasonable contemporaneous marking’ means marking that is consequential to, or originates from assignments, work or exams set within a given lecture, tutorial or demonstration but does not include marking of course wide examinations, essays or other assessment tasks.

www.unicasual.org.au

Once You’re At Work

11

The hourly rate in a repeated tutorial applies to a second or subsequent delivery of substantially the same tutorial in the same subject matter within a period of seven (7) days and any marking and student consultation reasonably contemporaneous with it.”

Extract from the University of Adelaide Enterprise Agreement 2017-2021, page 108

Marking Marking is paid separately under the Enterprise Agreement unless it is contemporaneous (occurs during the course of a lecture, tutorial or musical or clinical session). The Standard marking rate is paid for marking that does not require a significant exercise of academic judgement such as where the marker is able to determine the correct answer by application of a marking template or where general commentary or feedback on a written piece of work is provided.

The Standard PhD/Course Co-ordination marking rate is paid to a staff member who has a PhD or is the Course Coordinator.

The High Level (supervising examiner) marking rate is paid for marking that is undertaken as a supervising examiner or which requires the significant exercise of academic judgement where for example, detailed feedback and comments on complex assignments or examination papers and/or large body of work such as a thesis is required.

The term ‘reasonable contemporaneous marking’ means marking that is consequential to, or originates from assignments, work or exams set within a given lecture, tutorial or demonstration but does not include marking of course wide examinations, essays or other assessment tasks.

Other Required Activity “Other required activity’ includes: • 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, repetiteur ship, and musical accompanying other than with special educational service.

• Development of teaching and subject materials such as the preparation of subject guides and reading lists and basic activities associated with subject coordination.

• Consultation with students (other than as contemporaneous consultation for a tutorial or lecture).

• Attendance at school/area and/faculty meetings as required.

• Directed to attend at lectures and other teaching activities.

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

Extract from the University of Adelaide Enterprise Agreement 2017-2021, p. 110

12

Once You’re At Work

Smart Casuals

Rates Tutoring TUTORIALS (per session)

Rate of pay effective from 2 March 2019 (1.5% increase)

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Standard Tutorial

1 + 2 hr

$139.89

$142.74

$144.90

Repeat Tutorial

1 + 1 hr

$93.26

$95.16

$96.60

Standard PhD qualified Tutorial/ Course Coordination

1 + 2 hr

$166.50

$169.77

$172.32

Repeat Tutorial PhD qualified/ Course Coordination

1 + 1 hr

$111.00

$113.18

$114.88

Medical Tutorial Grade A

1 + 2 hr

$139.89

$142.74

$144.90

Medical Tutorial Grade B

1 + 0.5 hr

$69.95

$71.37

$72.45

Dental Tutorial Grade A

4 hr PhD rate

$222.00

$226.36

$229.76

Dental Tutorial Grade B

A + 15%

$255.30

$260.31

$264.22

Dental Tutorial Grade C

B + 15%

$293.60

$299.36

$303.85

Dental Tutorial Grade D

C + 20%

$352.32

$359.23

$364.62

Lecturing LECTURING (per session)

Rate of pay effective from 2 March 2019 (1.5% increase)

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Basic Lecture

1 + 2 hr

$194.55

$198.24

$201.21

Developed Lecture

1 +3 hr

$259.40

$264.32

$268.28

Specialised Lecture

1 + 4 hr

$324.25

$330.40

$335.35

Repeat Lecture

1 + 1 hr

$125.22

$132.16

$134.14

Clinical Standard Lecture

1 + 2 hr + clinical loading

$255.87

$260.52

$264.42

Clinical Repeat Lecture

1 + 1 hr + clinical loading

$170.58

$173.68

$176.28

www.unicasual.org.au

Rates

13

Marking MARKING (per hour)

Rate of pay effective from 2 March 2019 (1.5% increase)

$46.63

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Standard Marking

1 hr

$47.58

$48.30

Standard PhD/Course Coordination

1 hr

$55.50

$56.59

$57.44

High Level (Supervising examiner)

1 hr Level B

$64.85

$66.08

$67.07

Musical Activities MUSICAL ACTIVITIES

Rate of pay effective from 2 March 2019 (1.5% increase)

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Musical Accompanying

1 + 0.5 hr

$69.95

$71.37

$72.45

Practical Examining

1 hr Level B

$64.85

$66.08

$67.07

Music Auditioning

1 hr

$44.66

$47.58

$48.30

Non-Degree Performance Teaching (1:1)

1 + 1 hr

$93.26

$95.16

$96.60

Non-Degree Performance Teaching (Ens)

1 + 1 hr

$129.70

$132.16

$134.14

Degree Performance Teaching

1 + 1 hr

$129.70

$132.16

$134.14

Medium Ensembles

1 + 2 hr

$139.89

$142.74

$144.90

Large Ensembles

1 + 2 hr

$194.55

$198.24

$201.21

Other required Academic Activity

1 hr

Musical Tutorials

1 + 2 hr

$46.63

$47.58

$48.30

$133.98

$142.74

$144.90

Other Duties OTHER DUTIES

Rate of pay effective from 2 March 2019 (1.5% increase)

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Other Required Academic Activity

1 hr

$46.63

$47.58

$48.30

Other PhD/Course Coordination

1 hr

$55.50

$56.59

$57.44

14

Rates

Smart Casuals

For reference, the above casual academic staff salaries are calculated based on the following base rates (where per hour rates are rounded to the nearest cent).

Base Hourly Rate BASE HOURLY RATE

Rate of pay effective from 2 March 2019 (1.5% increase)

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Lecturing Rate & Higher marking rate

calculated using Level B Step 2 Academic

$64.85

$66.08

$67.07

Rate applicable to tutoring and all other duties

calculated using Level A Step 2 Academic

$46.63

$47.58

$48.30

PhD qualified or full course coordination

calculated using Level A Step 6 Academic

$55.50

$56.59

$57.44

$19.84

$20.76

$21.07

Clinical Loading

English Language Teachers CASUAL TEACHING (per hour)

Rate of pay effective from 2 March 2019 (1.5% increase)

14 March 2020 (1.5% increase + $400 uplift)

13 March 2021 (1.5% increase)

Teaching

$93.26

$95.16

$96.60

$67.07

Non Teaching

$46.63

$47.58

$48.30

$48.30

Casual teaching staff employed by Professional and Continuing Education to teach English and ESL courses have their pay set out in Schedule 5 of the Agreement.

The rates are inclusive of all preparation required and the casual loading will apply in lieu of annual leave, annual leave loading, personal leave and any other leave except for long service leave, unpaid maternity leave, or carer’s leave in certain circumstances.

The teaching rate is payable for each hour of face-to-face teaching performed and the nonteaching rate is payable for each hour of non-teaching duties performed.

www.unicasual.org.au

Rates

15

Things to Know Automatic Travel to Work Insurance NTEU believes our members should not be put at risk of financial hardship as a result of simply travelling to and from work.

NTEU has purchased a journey to work/outside working hours/workcover top-up insurance for all members. It provides cover in the case of an accident that occurs when travelling to and from work, at lunch times, and where you are otherwise not covered by existing workers’ compensation legislation. This is designed to ensure you are covered in the case of injury where there are gaps in government schemes. www.nteu.org.au/traveltowork

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.

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. www.unisuper.com.au

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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 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 Casual staff are eligible for long service leave where they have continuous service (defined in the Enterprise Agreement as “means employment where there has been no break in employment or term of engagement for a period of more than eight (8) weeks”) Where a casual staff member is later converted to or offered a fixed-term or continuing position at the University, provided the break in service is not more than two (2) months, the staff member will continue to accrue long service leave with the period of casual employment counting towards its accrual.

The Enterprise Agreement has a provision that gives the Director: Human Resources discretion to grant recognition for a period of interrupted service in a staff member’s employment.

Student Evaluation of Teaching (SELTs) 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 university. 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 where there are inadequate support facilities.

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A good way to organise participation in Departmental meetings is to group together with other casual academic 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.

Casuals at the University of Adelaide are entitled to be included on the staff directory, to apply for internally-advertised positions, and will be entitled to dedicated space and teaching facilities (for academic staff within a school or faculty).

For more information please contact the NTEU Branch office.

Intellectual Property and Moral Rights 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 the Enterprise Agreement, the University recognises, in relation to a staff member’s employment with the University, their moral rights to be identified as the author of a work, the right against false attribution and the right to object to derogatory treatment of work.

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.

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

The University of Adelaide has made a commitment to preserving academic freedom below: “The University is committed to the preservation and protection of the scholarly values of Academic Freedom. Academic Freedom means the freedom of academic staff members to engage in critical enquiry, intellectual discourse and public controversy without fear or favour but does not include the right to harass, intimidate, vilify or to maliciously damage the reputation of the University.”

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And, Staff Rights “The University acknowledges that all staff members, without fear of discrimination, are entitled to express freely their opinion about the institution or system in which they work, provided that such free expression does not include the right to harass, intimidate, vilify or to maliciously damage the reputation of the University. This includes freedom from institutional censorship and freedom to participate in professional or representative bodies or associations.�

Extracts from the University of Adelaide Enterprise Agreement, 2017–2021, p. 27 NTEU has campaigned hard to ensure that Enterprise Agreements enshrine intellectual/ academic 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.

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. • After-hours security escorts are available to ensure night security for staff walking to cars or transport, and a regular shuttle bus runs after hours 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.

Every new casual staff member must undertake and complete a Local Area Induction checklist.

Please refer to the University of Adelaide’s Health Safety & Wellbeing handbook: www.adelaide.edu.au/hr/hsw/handbook/.

Don’t hesitate to contact the Branch should you have any further questions.

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 travelling between University sites/campuses, 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.

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• 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, cultural group 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.

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.

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. The Staff Complaints procedure allows the University to deal with complaints from staff members about the behaviour of other staff members, or matters that adversely affect their ability to work productively in a positive environment and includes complaints relating to unlawful discrimination, harassment, and victimisation and bullying.

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 the relevant are often not properly applied.

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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 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 hours worked over and above your allocated paid hours. ❏❏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/adelaide

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

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 keeping in touch through 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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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 hours, 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!

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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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 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 Members also receive Branch and Division publications in the form of fortnightly eBulletins.

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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NTEU CASUAL JOIN FORM A YOUR DETAILS

|SURNAME

TITLE

 I want to join NTEU  I am a member & wish to update my details

PLEASE COMPLETE ALL SECTIONS Information on this form is needed for aspects of NTEU’s work. Privacy statement at nteu.org.au/privacy

GIVEN NAMES HOME ADDRESS STATE/ TERR.

|POSTCODE

| DATE OF BIRTH

/

 FEMALE  NON-BINARY

| WORK PHONE | MOBILE PHONE YOU AUSTRALIAN ABORIGINAL | ARE OR TORRES STRAIT ISLANDER? INCL AREA CODE

OTHER EMAIL

OR HOME PHONE

HAVE YOU PREVIOUSLY BEEN AN NTEU MEMBER?

 YES. AT WHICH INSTITUTION?

B YOUR EMPLOYMENT

|CAMPUS |DEPT/SCHOOL

INSTITUTION/EMPLOYER FACULTY/COLLEGE

|POSITION

MAIL CODE/BLDG CODE

INCL ROOM NO.

PLEASE INDICATE YOUR ANNUAL SALARY RANGE:

MEMBERSHIP FEES by PAYMENT FREQUENCY Monthly Quarterly Half-Yearly Annually

 Under $20,000  $20,000 – less than $30,000  $30,000 – less than $50,000  $50,000 or more



GENERAL/PROFESSIONAL STAFF

 RESEARCH ONLY  OTHER _________________

 TEACHING & RESEARCH  RESEARCH ONLY  TEACHING INTENSIVE

$26

$52

$104

$39

$78

$17.33

$52

$104

$21.67

$65

$130

$156 Members are required to pay dues and levies as Office use only: Member no. set by the Union from time to time in accord$208 ance with NTEU Rules. Further info on financial I hereby authorise the National Tertiary Education obligations, including a copy of the NTEU Rules, is $260 available from your Branch or at nteu.org.au/rules. Union (NTEU) APCA User ID No.062604 to arrange for

|FINANCIAL INSTITUTION NAME |&BRANCH ADDRESS | MONTHLY  QUARTERLY |DATE

SIGNATURE

2 CREDIT CARD

 HALF-YEARLY  ANNUALLY

5% DISCOUNT FOR ANNUAL DIRECT DEBIT

Processed on the 16th of the month or following working day

| MASTERCARD

NAME ON CARD

 VISA

 MONTHLY  QUARTERLY  HALF-YEARLY  ANNUALLY — — — —

funds to be debited from my/our account at the financial institution identified and in accordance with the terms described in the Direct Debit Request (DDR) Service Agreement. Full text of the DDR at nteu.org.au/ddr

CHOOSE ONE METHOD ONLY Processed on the 15th of the month or following working day

ACCOUNT NAME

— — — —

 ACADEMIC STAFF

$13

|ACCT NO.

BSB

|CLASSIFICATION LEVEL

$8.67

D PAYMENT METHOD 1 DIRECT DEBIT I INSERT YOUR NAME

 YES

EG: LECTB, HEW4

C YOUR SALARY RANGE

NUMBER

| MALE

/

WORK EMAIL

PAYMENT FREQUENCY:

MY HOME ADDRESS  USE FOR ALL MAILING

— — — —

SIGNATURE

— — — —

| EXPIRY |DATE

— —

/

— —

ALL SMALL PRINT IS REPRODUCED AT NTEU.ORG.AU/JOIN/SMALL_PRINT 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 renewal or replacement thereof, until I notify the Merchant in writing of its cancellation. Standing Authority for Recurrent Periodic Payment by Credit Card.

You may resign by email to national@nteu.org.au or by written notice to your Division or Branch Secretary. Where you cease to be an eligible 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.

E MEMBERSHIP DECLARATION

PLEASE SIGN & DATE

I HEREBY APPLY FOR MEMBERSHIP OF NTEU, ANY BRANCH & ANY ASSOCIATED BODY ESTABLISHED AT MY WORKPLACE

SIGNATURE

DATE

F SEND TO NTEU email to: national@nteu.org.au or post to: NTEU National Office PO Box 1323, Sth Melbourne VIC 3205

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www.nteu.org.au/adelaide

www.unicasual.org.au