Tears of joy as jobs secured

By Minh Lam

SSTUWA TAFE members have broken into tears of joy upon hearing the news that the 2019 TAFE General Agreement has secured a provision that means that they do not have to reapply for their positions. The provision, subclauses 18.9-18.10 states: “that if a lecturer has been employed through a merit selection process where the job was advertised with the possibility of further fixed term appointment, including a pool recruitment process, they will not be required to reapply for the same fixed term contract (FTC) position.” This provision complements two others in the agreement which state that any fixed term lecturer can be considered for permanency regardless of the stated reason for contract, and that employees can be made permanent at any time from the date of the initial contract. North Metropolitan TAFE union delegate Vivienne Scott said there were tears of relief and happiness shed by members at her college upon hearing this win had been secured in the new General Agreement. Vivienne said many members had been putting off decisions such as purchasing a car or refinancing their mortgage due to the continuous uncertainty of their positions. “Lecturers have said they now feel valued,” she said. “They have also said that they love their jobs at TAFE and were scared they would lose them. “They did not have a sense of security before – now they have, and it means a lot. Especially in these times of COVID.” Vivienne’s colleague and fellow North Metropolitan TAFE union delegate, Janette Bedwell, said the process of constant re-application for their positions caused horrendous ongoing stress to members. “Many members had been through the process five times,” she said. “One colleague actually resigned rather than continue to be re-interviewed time after time. “In recent years the expectation and questions the members were forced to respond to increased, both in size and complexity.” Janette, who was part of the union’s negotiating team for the 2019 TAFE General Agreement, said this win was vitally important for the mental health of members. “The workload for many lecturers and members has increased four-fold due the requirements of the ASQA audit,” she said. “To place more work on the shoulders of members who were having to reapply was untenable really, so it was vital that we focused on items that would reduce workload and help mental health.” Janette said the wins highlighted how important the union was in representing the interests of members and pushing for improved conditions. “The union is the only place that I am aware of that has as its core business the safety and health of its members,” she said. “It is not only a recruiting goal but a moral goal to belong to an organisation that seeks to improve workers’ health and safety. “My members’ industrial conditions are vital to maintaining a healthy, happy workforce, which is why I work so hard to ensuring that we as a union work towards improving this.”

Know Your Rights: Bulk leave bookings, Christmas closedown and LWOP

Colleges from time to time bulk book leave periods for lecturing staff. Lecturers must apply for leave as per Part 6 – Leave of Absence and Public Holidays of the Western Australian TAFE Lecturers’ General Agreement 2019. However please note: • Under no circumstances can a lecturer be placed on leave without pay (LWOP) during a bulk leave period, suggested college leave period or Christmas closedown, without the express permission of the lecturer. • If the lecturer does not have sufficient leave to cover the full leave period chosen or suggested by the employer then that lecturer cannot be placed on leave for that full leave period and cannot be required to take LWOP. • When a lecturer does not have sufficient leave to cover the full leave period chosen or suggested by the employer then that lecturer must be allowed to attend work, or an alternative place of work, or work from home must be negotiated. • A lecturer can opt to take less leave during suggested leave periods during the year to, for example, deal with workload, accommodate personal leave preferences or to ensure leave to cover other suggested leave periods. • All non-accrued entitlements should be utilised prior to taking annual leave.

Professional allowance leave, Easter Tuesday, accrued professional development time and time off in lieu (TOIL) hours should be taken prior to any annual leave being booked. • Lecturers should check any leave booking made on their behalf to ensure that the leave period booked and the type of leave booked is correct and according to the lecturer’s wishes.