Smart Casuals 6 Newcastle

Smart Casuals HANDBOOK FOR CASUAL & SESSIONAL STAFF AT THE UNIVERSITY OF NEWCASTLE

www.nteu.org.au/newcastle

www.unicasual.org.au

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

Indigenous Student Support Tutors........................18 Musical Accompanist...................................................18

Special rates for casuals/sessionals.......................... 2

Things to Know........................................... 19

How to contact NTEU................................................... 2

Automatic Travel to Work Insurance .....................19

How to join NTEU.......................................................... 2

The A to E of Academic Staff.....................................19

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

Superannuation.............................................................19 Leave.................................................................................20

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

Parental Leave................................................................20

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

Unpaid Leave for Domestic & Family Violence .20

Being a casual ............................................... 4

Student Feedback/Evaluation of Teaching...........21

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

Collegiality.......................................................................21

What is a sessional?........................................................ 4

Intellectual Freedom.................................................... 22

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

Health & Safety............................................................... 22

When You Start Work................................... 5

Long Service Leave for long-serving casuals.....20

Intellectual property......................................................21

Workers’ Compensation............................................. 23

Letter of Appointment...................................................5

Equal Employment Opportunity & Protection Against Discrimination.............................................. 23

Tax File Number & Employee/Salary Number ......5

Harassment & Bullying............................................... 23

Getting Paid on Time.................................................... 6

Grievances...................................................................... 24

Once You’re At Work.................................... 7

Termination.................................................................... 24

Pay........................................................................................7

Looking after your career.......................................... 24

Academic Staff Pay Rates – Schedule 1 Part B, Academic Staff and Teachers EA...............................7

Checklist........................................................25

Teachers............................................................................. 9

What can NTEU do for me?.....................26

Your Rights.................................................... 10 Opportunities for more secure employment ..... 10 Rights for all Casual staff (Academic, Teachers & Professional).................................................................... 11

Industrial advice............................................................26 Lobbying Government...............................................26 Enterprise Bargaining.................................................26 Membership benefits...................................................26

Rights for Casual Academic staff..............................12

Communication with Members.............................. 27

Rights for Casual General/Professional staff........13

What if my supervisor is an NTEU member?...... 27

Rates................................................................ 15

Getting the most out of your union membership.................................................28

Lecturing..........................................................................15 Tutoring............................................................................15 Clinical Nurse (Educator)............................................16 Marking.............................................................................17 Other Required Academic Activity..........................17

What is my local Branch?...........................................28 When should I contact the Union?........................28 Get involved....................................................................28

Join form ......................................................29

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

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

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

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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.

NTEU University of Newcastle Branch

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

Office: Room HE18, Hunter Building, Callaghan Campus, University of Newcastle

• Contact or visit your local NTEU Branch office.

Phone: 02 4921 6870

• Join online or download a form at

Fax: 02 4921 2032

Email: newcastle@nteu.org.au

nteu.org.au/join

Website: www.nteu.org.au/newcastle

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NTEU is your Union

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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

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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.

What is a sessional?

At UoN academic casuals may also be employed on a sessional basis. ‘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 the Newcastle Branch office if you have any questions or enquiries.

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 current Enterprise Agreements were negotiated between the Union and University management over many months and are key industrial instruments which set out your employment rights, 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

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Being a casual

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

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

• The reporting relationship.

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

• Rates of pay for each type of duty required (for academic casuals).

• The classification level and salary rate to be paid (for teachers and professional staff).

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

• Details of your right to apply for conversion (if any).

• Superannuation scheme and the universities contribution level.

• Other main conditions of employment and details of the enterprise agreement and relevant policies.

(Professional Staff EA, clause 49.3; Academic Staff and Teachers EA, clause 55.2 & 71.2) 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 School 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 File Number & Employee/Salary Number Make sure you provide your tax file number to the person responsible for administering your wages. Keep a record of your Employee or Salary number so you can quote it to the pay officer if any problems arise.

www.unicasual.org.au

When You Start Work

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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.

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 the UoN payroll office and the NTEU Newcastle Branch Office.

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When You Start Work

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Once You’re At Work Pay Casual pay rates depend on the type of work being performed. The following are extracts from your Agreements describing each type of casual work and the rates of pay you can expect for each. It is critical that you are aware of these rates to avoid management incorrectly classifying the type of work performed by casuals in order to reduce costs.

Academic Staff Pay Rates – Schedule 1 Part B, Academic Staff and Teachers EA Tutorials The term tutorial means any education delivery described as a tutorial in a course or program outline, or in an official timetable issued by the University. The primary purpose of a tutorial is the clarification, exploration and reinforcement of subject content presented or accessed (generally through a lecture of equivalent).

A casual academic required to deliver or present a tutorial (or equivalent delivery through other than face to face teaching mode) of a specified duration and relatedly provide directly associated non-contact duties, in the nature of preparation, contemporaneous marking and student consultation arising from the tutorial, will be paid at a rate for each hour of tutorial delivered or presented.

The hourly rate in a repeat tutorial applies to a second or subsequent delivery of substantially the same tutorial in the same course matter within a period of 7 days, and any marking and student consultation contemporaneous with it.

Lectures ‘Lecture’ means any education delivery, described as a lecture in a course or unit outline, or in an official timetable issued by the University. The primary purpose of a lecture is the presentation and structuring of information, ideas, and/or skills to a class to facilitate student learning.

A casual academic required to deliver a lecture (or equivalent delivery through other than face-to-face teaching mode) of a specified duration and relatedly provide directly associated non-contact duties, will be paid for at a rate for each hour of lecture delivered.

For the purposes of payment of a lecture or repeat lecture rate, ‘associated work’ may encompass the following activities: • Preparation of lectures.

• Contemporaneous marking arising from the lecture.

• Reasonable student consultation.

www.unicasual.org.au

Once You’re At Work

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‘Contemporaneous marking’ means marking of course assessment (s) that is wholly undertaken and completed during a scheduled lecture, tutorial or practical session, laboratory, or other teaching session.

Marking that is part of formal assessment undertaken and/or completed outside of the lecture, tutorial or practical session, studio, laboratory, or other teaching session, will be paid for separately according to Schedule 1 Part B – Marking. Academic Staff and Teachers EA.

Musical Accompanying with Special Education Services The term ‘musical accompanying with special educational service’ means the provision of musical accompaniment to one or more students or staff in the program of teaching by another staff member 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.

For musical accompanying, the casual academic will be paid for each hour of accompanying as well as for one hour of preparation time for each hour of accompanying delivered.

Undergraduate Clinical Nurse Education ‘Undergraduate clinical nurse education’ means the conduct of undergraduate nurse education in a clinical setting. A Clinical Nurse (Educator) required to provide undergraduate clinical nurse education will be paid for each hour of clinical education delivered, together with directly associated non-contact duties in the nature of preparation, contemporaneous marking, and student consultation.

Indigenous Student Support Tutors Are paid for each hour of activity at an individual or group tuition rate according to the Schedule 1 Part B of the Academic Staff and Teachers EA.

Marking Marking that is part of formal assessment undertaken and/or completed outside of the lecture, tutorial or practical session, studio, laboratory, or other teaching session, will be paid for each hour worked according to the Schedule 1 Part B of the Academic Staff and Teachers EA.

Other Required Academic Activity ‘Other required academic activity’ is paid for each hour of activity and will include work that a person acting on behalf of the University requires the staff member to perform, and that is performed in accordance with any such requirement, being work of the following nature: • The conduct of practical classes, demonstrations, workshops, student field excursions as defined in Schedule 1 Part B. • Clinical sessions other than clinical nurse education.

• Performance and visual art studio sessions.

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

• Activities associated with the coordination of programs.

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Once You’re At Work

Smart Casuals

• Development of teaching and course materials such as the preparation of course guides and reading lists and basic activities associated with course coordination. • Consultation with students. • Supervision. • Attendance at school and/or faculty meetings as required. • Compulsory attendance at lectures, tutorials, musical accompaniment or clinical nurse education presentation. • Other required academic activities.

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

Teachers There are a number of different categories of teaching staff (ELICOS, NEWSTEP, Community Music Teachers) covered by the University of Newcastle Academic Staff and Teachers EA 2018 so you will need to check Schedule 2 of the Agreement for your specific conditions and definitions of teaching activities.

Professional Staff EA, Schedule 1 The casual pay rates for Professional staff are based on HEW levels specified in Schedule 1 of the Professional Staff EA. These rates are tied to the enterprise bargaining pay increases and will increase in line with the delivery dates of these.

A full list of each HEW level casual pay rate is available online on the Human Resource Services web page: www.newcastle.edu.au/current-staff/working-here/benefits-and-conditions/ pay-and-timesheets

Exam Supervisors Pay rates for Exam Supervisors are at Schedule 1 of the Professional Staff EA.

www.unicasual.org.au

Once You’re At Work

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Your Rights Below 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 particularly during the last rounds of enterprise bargaining negotiations.

Opportunities for more secure employment Education Focused Academic positions (EFAs) Over the life of the current academic agreement, University management will be required to establish a minimum of 10 (full-time equivalent) Education Focused Academic positions.

These positions will be targeting the teaching work traditionally performed by casual academic staff and will have a minimum workload allocation of 20% research. These positions will be advertised to UoN casual and fixed-term academic employees in the first instance and will be subject to a competitive merit-based selection process. EFAs will be appointed at a minimum level of Level A, Step 6.

EFAs will provide greater job security and opportunities for promotion and progression to those casual academic staff who are able to secure one of these new positions.

During the life of the Academic Staff and Teachers Enterprise Agreement there will also be a working party established between management and union representatives to explore whether the number of education focussed positions can be increased. This working party will also review where these positions are being utilised and their specific roles and function.

Early Career Researchers (ECRs) Over the life of the new Academic Staff and Teachers Enterprise Agreement, the University will establish up to 10 ECR positions. These positions will be either Level A or B and will be teaching and research or research only appointments for 2 years duration. A further fixed term contract of a maximum of two years may be offered subsequent to the initial contract.

These positions are targeting those who have been awarded a PHD over the past five years or those who have been an active candidate in their final year and making satisfactory progress towards completion. ECRs will therefore provide good opportunities for existing University of Newcastle casual academic staff.

Industry and Clinical Educators (ICEs) Currently all Industry and Clinical Educators are employed on a casual basis. Under the new academic staff and Teachers agreement, staff delivering industry or clinical education could be provided with fixed-term contracts of between 1 year and five years duration.

Industry and Clinical Educators will be appointed at Level A or B with a minimum of Level A Step 2.

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Your Rights

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Conversion for Teachers and Professional Staff casuals Casual professional staff and teachers may apply for conversion to fixed term employment and/or continuing employment if certain conditions are met. Those conditions are: For Teachers: Casual staff may apply for conversion to continuing, contingent or fixed term employment where the staff member has been employed on a regular and systematic basis for either: i. At least an average of 50% of the ordinary weekly hours that would have been worked by a full time employee during the preceding 12 month period; or ii. Over the immediately preceding period of at least 24 months Academic Staff and Teachers Enterprise Agreement (EA) 2018, clause 71.33 For Professional Staff: Casual staff may apply for conversion to continuing or fixed term employment on the same salary and classification where the staff member has been employed on a regular and systematic basis for either: i. At least an average of 50% of the ordinary weekly hours that would have been worked by a full time employee during the preceding 12 month period; or ii. Over the immediately preceding period of at least 24 months Professional Staff Enterprise Agreement (EA) 2018, clause 49.35

Rights for all Casual staff (Academic, Teachers & Professional) Casual Loading All casual staff are now paid a casual loading of 25%. The casual loading is paid in lieu of many of the paid leave entitlements provided to continuing staff.

Facilities for Casual Staff Academic Casual Staff should be provided with facilities as outlined on page 12. Many work areas and Faculties at UoN provide more than these minimums. Check with your work area what resources and facilities are available for casual staff.

Payment for Induction Non-payment for attendance at inductions and other activities essential to the work performed has been a long standing unresolved issue for casual staff at the University of Newcastle.

Fortunately, this issue has now been addressed under the new enterprise agreements, with all casual staff (academics, professional and teachers) being paid a minimum of 2 hours for induction/orientation at the appropriate rate, except for casual staff employed on an occasional or ad hoc basis or staff who have already been provided with an equivalent payment for such activities within a 12 month period.

Academic Staff and Teachers EA, clauses 55.45 & 71.31; Professional Staff EA, clause 49.31

www.unicasual.org.au

Your Rights

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In addition, all casual staff who are directed to undertake mandatory training required to perform their role will be paid for all work performed at the appropriate rate.

Professional Development All casual staff members, other than those employed on an occasional or ad hoc basis will be provided with adequate and appropriate access to professional development opportunities.

Academic Staff and Teachers EA, clauses 55.44 & 71.30; Professional Staff EA, clause 49.30

Review of Casual Employment The University will be required to review the incidence of casual employment and consult on a regular basis to the Academic, Teachers and Professional Staff Consultative Committees.

Academic Staff and Teachers EA, clauses 55.39 & 71.9; Professional Staff EA, clause 49.29

Rights for Casual Academic staff Facilities for Casuals Casual academic staff members will be provided with: • Access to secure storage as appropriate for personal and university effects.

• Adequate and appropriate work space.

• Photocopying facilities, a telephone, a location for receiving mail, and secretarial facilities.

• Access to the university’s it network including use of a computer terminal on campus, • Access to library cards, out-of-hours access, email accounts, network and intranet access and inclusion in the university’s telephone book and web directory.

Academic Staff and Teachers EA, clause 55.46

Separate Pay for Marking For many years some marking has been incorporated into a flat rate of pay. This was known as ‘contemporaneous marking’. The unclear definition of what constituted ‘contemporaneous marking’ resulted in marking performed by casual staff being either grossly underpaid or a major area of unpaid work.

Due to the campaigning work of NTEU casual members, we won significant improvements under previous Enterprise Agreements. All marking that is part of formal assessment undertaken and/or completed outside the contact time of a lecture, tutorial, clinical session or other scheduled teaching session is paid separately for each hour worked at the prescribed marking rate. Details of these rates are included in this booklet.

Academic Staff and Teachers EA, Schedule 1 Part B

Increased Notice periods to apply for upcoming work Wherever possible the University is required to notify casual academic staff members of their anticipated teaching load on an annual basis in the year preceding the anticipated work. The University will provide as much notice as practicable, preferably a minimum of two months prior to the commencement of the new teaching term.

Academic Staff and Teachers Staff EA, clause 55.43

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Maintenance of the UoN Academy for Casual Academics For too long, the management of casual academic staff at UoN was undertaken in an uncoordinated and ad-hoc manner and largely at the expense of casual academic employees who are subject to an array of processes and procedures which have varied from School to School.

A major new feature from the last bargaining round was the commitment to establish the UoN Casual Academy. This has now been achieved and is also reflected in the new Enterprise Agreement where the Academy will continue to aim to provide a systematic approach to the recruitment, induction, professional development, performance management and recognition of casual academic staff. It will also continue to aim to ensure consistent employment practices, provide dedicated HR support, and be a conduit for effective communication with and between casual academic staff.

Minimum Engagement Periods For Academic Staff and Teachers: the minimum engagement for casual staff will be two hours inclusive of associated duties, on each occasion they are required to attend work by the employer.

Academic Staff and Teachers Staff EA, Annexure A For Professional Staff: With the exception of some persons who are students who are expected to attend University on the same day, or persons and tradespersons with a primary occupation elsewhere, casual professional staff members will have a minimum engagement of three hours.

Professional Staff EA, clause 49.34

Other Casual Rates Schedule 1 B of the Academic Staff and Teachers EA provides details of all the applicable rates applying to the different forms of work performed by casuals (e.g. lecture/tutorial rates, marking, and other academic activity such as consultation with students, attendance at meetings, development of materials etc.). These rates are tied to the enterprise bargaining pay increases and will increase in line with the delivery dates of these.

Unit Coordination Rates The base rate applicable where the duties include full course coordination or where the academic possesses a relevant doctoral qualification is determined by reference to the sixth step of the full time Level A scale.

Academic Staff and Teachers EA, clause 55.41 (ii)

Rights for Casual General/Professional staff Overtime Overtime is payable to a casual staff member in respect of work in excess of the ordinary hours of work of an equivalent full time staff member on any one day.

Professional Staff EA, clause 49.33

www.unicasual.org.au

Your Rights

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Shift Loadings A casual staff member who is engaged to perform shift work is entitled to payment calculated at: i. The base hourly rate; plus ii. The applicable shift loading; plus iii. The casual loading, for each rostered shift.

Professional Staff EA, clause 49.32

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Rates Pay rates for Professional Staff (Schedule 1) and Teachers (Schedule 2) are listed in the relevant Enterprise Agreements.

Pay rates for Academic Staff are extracted below from Schedule 1 of the Academic Staff and Teachers Enterprise Agreement.

Lecturing Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

Casual Loading

30/9/18

30/9/19

30/9/20

30/9/21

25%

25%

25%

25%

25%

25%

Basic Lecture (1 hr of delivery & 2 hours associated working time)

190.23

192.13

194.05

197.93

201.89

205.93

Developed lecture (1 hr of delivery & 3 hours associated working time)

253.63

256.17

258.73

263.90

269.18

274.56

Specialised Lecture (1 hr of delivery & 4 hours associated working time)

317.05

320.22

323.42

329.89

336.49

343.22

Repeat Lecture (1 hr delivery & 1 hr associated working time)

126.83

128.10

129.38

131.97

134.61

137.30

Tutoring Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

Casual Loading

30/9/18

30/9/19

30/9/20

30/9/21

25%

25%

25%

25%

25%

25%

Tutorial (1 hr of delivery & 2 hours associated working time)

135.68

137.04

138.41

141.18

144.00

146.88

Tutorial where the duties include full course coordination or where a tutor has doctoral qualification

162.29

163.91

165.55

168.86

172.24

175.68

www.unicasual.org.au

Rates

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Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

Repeat Tutorial (1 hr delivery & 1 hr associated working time) Repeat Tutorial where the duties include full course coordination or where a tutor has doctoral qualification

30/9/18

30/9/19

30/9/20

30/9/21

90.44

91.34

92.25

94.10

95.98

97.90

108.21

109.29

110.38

112.59

114.84

117.14

1.0%

1.0%

Clinical Nurse (Educator) Current

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

Casual Loading

30/9/18

30/9/19

30/9/20

30/9/21

25%

25%

25%

25%

25%

25%

Little Preparation Required (1 hr of delivery & 0.5 hours associated working time)

67.87

68.55

69.24

70.62

72.03

73.47

Normal Preparation Time (1 hr delivery & 1 hr associated working time)

90.44

91.34

92.25

94.10

95.98

97.90

Little Preparation & Course Coord (1 hr of delivery & 0.5 hours associated working time) incl full course coordination or where the clinical nurse educator has a relevant doctoral qualification

81.14

81.95

82.77

84.43

86.12

87.84

Normal Preparation Time & Course Coord (1 hr delivery & 1 hr associated working time) incl full course coordination or where the clinical nurse educator has a relevant doctoral qualification

108.21

109.29

110.38

112.59

114.84

117.14

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Rates

Smart Casuals

Marking Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

Casual Loading

30/9/18

30/9/19

30/9/20

30/9/21

25%

25%

25%

25%

25%

25%

Standard Marking (for each hour worked)

45.23

45.68

46.14

47.06

48.00

48.96

Standard Marking Where the duties include full course coordination, or where a Marker has doctoral qualification (for each hour worked)

54.09

54.63

55.18

56.28

57.41

58.56

Marking, as a supervising examiner, or marking requiring a significant exercise of academic judgment appropriate to a staff member at Level B status (for each hour worked)

63.43

64.06

64.70

65.99

67.31

68.66

Other Required Academic Activity Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

30/9/18

30/9/19

30/9/20

30/9/21

Casual Loading

25%

25%

25%

25%

25%

25%

Other Required Academic Activity (for each hour of activity)

45.23

45.68

46.14

47.06

48.00

48.96

Other Required Academic Activity where the duties include full course coordination, or where the staff member has doctoral qualification (for each hour of activity)

54.09

54.63

55.18

56.28

57.41

58.56

www.unicasual.org.au

Rates

17

Indigenous Student Support Tutors Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

30/9/18

30/9/19

30/9/20

30/9/21

Casual Loading

25%

25%

25%

25%

25%

25%

Individual Student Tuition Rate (for each hour of activity)

45.23

45.68

46.14

47.06

48.00

48.96

Group Student Tuition Rate (for each hour of activity)

50.23

50.73

51.24

52.26

53.31

54.38

Musical Accompanist Current

1.0%

1.0%

2.0%

2.0%

2.0%

From the start of the 1st pay period commencing on or after 30/6/18

Casual Loading

30/9/18

30/9/19

30/9/20

30/9/21

25%

25%

25%

25%

25%

25%

Musical Accompanying with special educational service, & associated working time assumed (1 hr delivery & 1 hr preparation time)

90.44

91.34

92.25

94.10

95.98

97.90

Musical Accompanying with special educational service, & associated working time assumed (1 hr delivery & 1 hr preparation time).

Including full course coordination or, where an accompanist has doctoral qualifications

108.21

109.29

110.38

112.59

114.84

117.14

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Rates

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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

www.unicasual.org.au

Things to Know

19

Leave Under our Agreements, the 25% casual loading is paid in lieu of most types of leave (with the exception of long service 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 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.

A casual staff member who is employed by the University of Newcastle immediately prior to the taking of leave will be eligible for parental leave without pay for a period of up to 52 weeks.

Professional Staff Enterprise Agreement clause 62.11; Academic Staff and Teachers EA, clause 35.11

Unpaid Leave for Domestic & Family Violence Whilst paid leave for casual staff experiencing domestic and family violence is not available, the new agreements do provide for up to 5 unpaid non-cumulative leave annually for casual staff members for medical appointments, legal proceedings and other activities related to domestic and family violence.

Clause 42.5 (ii) Academic Staff and Teachers EA, Clause 69.5 (ii) Professional Staff EA

Long Service Leave for long-serving casuals Casual employees at UoN are entitled to long service after meeting various qualifying periods.

The specific long service leave entitlements of casual employees are detailed in each of the enterprise agreements.

Casual employees are entitled to two months long service leave after ten years of service (whether continuous or broken).

Professional Staff Enterprise Agreement clause 59 Academic Staff and Teachers EA, clause 32

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Things to Know

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Student Feedback/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 or teacher should include an opportunity to fully participate in the academic life of the University. Unfortunately, while some Schools and Faculties are inclusive of casual academics and teachers and welcome their contribution at School/Faculty/Division meetings, many exclude casual staff, often inadvertently. Treating casual staff 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 meetings is to group together with other casual staff in your area and ask if casual staff can attend. Remember that if you are required to attend any staff meetings, you are entitled to be paid for this time. There are also some training and staff development opportunities made available for casual staff at the University of Newcastle.

Contact your Human Resource Services representative for more information.

The UoN Academy has been established in part to address some of the issues experienced by casual academics at UoN. Make sure you find out how you can get involved in the UoN academy activities and provide your feedback and input.

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.

www.unicasual.org.au

Things to Know

21

Intellectual Freedom Casual staff should have the same rights and responsibilities with respect to intellectual freedom as ongoing and fixed term staff. There are entitlements in the enterprise agreements that cover all academic, professional and teaching staff.

Intellectual freedom includes the rights of all staff: • Staff members have the right to freedom of opinion and expression. This right includes freedom to hold opinions without interference and to seek, receive and impart information and ideas through any media, but does not include the right to harass, intimidate or vilify.

• Staff members providing statements / public comment on behalf of the University may only do so in accordance with the appropriate authorisation / delegation and the University Code of Conduct.

• The University will encourage staff to participate in governance of the institution. The University is committed to operating in a transparent manner.

• Staff members have the right to pursue critical enquiry and to discuss freely, teach, assess, develop curricula, publish and research within the limits of their professional competence and standards, and consistent with their employment obligations and role.

NTEU has campaigned hard to ensure that Enterprise Agreements enshrine intellectual freedom – often against the opposition of university managements. Your Agreements protect the rights of staff to engage in critical inquiry, intellectual discourse and public debate.

Clause 30 of the Professional Staff EA Clause 19 of the Academic Staff and Teachers Staff EA

Health & 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.

• On-campus after-hours security escorts to ensure night security for staff walking to cars or transport. There is a handy shuttle bus and smart phone app you can access from the UoN website.

The University has Health and Safety representatives 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. In addition, the University has established a range of health and safety committees which are responsible for reviewing and addressing health and safety issues as they emerge in the workplace.

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Things to Know

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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). 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.

Harassment & 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 available from the UoN policy library.

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

www.unicasual.org.au

Things to Know

23

Grievances The University has internal complaints procedures designed to resolve work disputes. There are also complaint policies and guidelines available in the University policy library.

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.

Make sure you contact the Branch immediately if you believe you have been unfairly terminated as there are only 16 days to make unfair dismissal applications to Fair Work.

Casual Academic staff members engaged for 12 weeks or more: Casual academic staff members engaged for 12 weeks or more are required to give 2 weeks notice of resignation unless a lesser period is agreed with the University. Similarly, a casual academic staff member engaged for 12 weeks or more will be given two weeks notice or payment in lieu of such notice should the University wish to terminate the employment.

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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Things to Know

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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.

www.unicasual.org.au

Checklist

25

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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What can NTEU do for me?

Smart Casuals

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

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.

www.unicasual.org.au

What can NTEU do for me?

27

Getting the most out of your union membership What is my local 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 casual staff representative and Branch President. www.nteu.org.au/newcastle

When should I contact the Union?

You don’t have to deal with difficult and complex employment matters on your own.. NTEU has paid staff and delegates who can help you devise a strategy for dealing with these issues, and assist in making you aware of your rights and options in confidence. The NTEU can also work with you to investigate whether the issues are broader and can help to collectively organise casual staff encountering similar issues.

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, and the Queer Unionists in Tertiary Education (QUTE) network. www.nteu.org.au/myunion/about_us/committees If you are interested in any of these events your Branch can give you information about getting involved. Elections for Branch Committee and other positions are held every two years, and casual members are eligible to both run and vote in these elections. www.nteu.org.au/myunion/get_involved

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Getting the most out of your union membership

Smart Casuals

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

Smart Casuals

www.nteu.org.au/newcastle

www.unicasual.org.au