Cosmic Loneliness

Other equity measures include gender affirmation/transition leave and simplifying name change protocols for staff, menstrual and menopausal leave of six days a year and thirty weeks paid parental leave for both parents.

On equity measures more generally, the NTEU noted “not everything needs to be in an Enterprise Agreement.” The union confirmed that some of these measures, in their view, could be codified in policy.

However, “where entitlements are involved” the NTEU believes “they are always more enforceable and less easily changed if they are in the Enterprise Agreement.” The union noted that “an Enterprise Agreement is enforceable in forums like the Fair Work Commission if necessary.”

When asked about their goals for the bargaining stage, the NTEU stated, “We have key claims around fair salaries, healthy workloads, better job security, and flexible work, including the right to work from home.”

The NTEU also mentioned the relationship between students and staff, as “staff working conditions are student learning conditions, and staff want to see improvements for a better ANU.”

The NTEU stated that although they would “love to see a new agreement finalised within three months…these processes often take longer.” However, they also noted that some requests, such as the five percent administrative pay rise, the “ANU can do right now.”

In the NTEU’s view, this “would be an indication that ANU Senior Executive support, value and respect the contributions of ANU staff”, and would “set the tone for a productive and collegial enterprise bargaining period.”

When asked for comment, the ANU did not give an indication of a predicted timeline for the agreement, or any specific response to NTEU claims, but did state that “[s]taff are encouraged to and are able to provide their feedback, suggestions and ideas for this new agreement”, with “the University look[ing] forward to working constructively and collaboratively with all employee representatives to continue to provide strong and competitive conditions to all ANU staff.”

With respect to unions, the spokesperson stated that “[a]s part of the bargaining process the University has also entered into discussions with the NTEU and other nominated unions.”

An ANU spokesperson additionally emphasised that “ANU has some of the best working conditions in Australian higher education”, citing “sector-leading policies on parental leave, competitive salaries, generous leave entitlements…” and “…employment policies that target underrepresented groups in the higher education sector.”

The new enterprise agreement, whenever finalised, is predicted to determine ANU Staff conditions until the end of 2024.