Setting the record straight on bargainingYou may have seen a
recent communication from UQ management claiming that the University and unions
have reached “agreement in principle on the general approach” to professional
staff hours of work and flexible work provisions. That is not an
accurate account of where bargaining currently stands. There is still
substantial work to be done on these provisions. Despite management’s
suggestion that we are simply “refining the details”, the unions have not
agreed to management’s proposed span of hours or flexible work arrangements,
nor have we agreed to its proposed changes to overtime rates, allowances, or
on-call and recall arrangements. These are not minor details. They
determine when professional staff can be required to work, and what they are
paid when they work outside ordinary hours. We are also deeply
concerned by management’s claim that its proposed “harmonisation” of overtime
rates and allowances will deliver greater gender equity. Cutting some
workers’ conditions to match lower rates elsewhere is not gender equity. Let’s
unpack what they actually mean. Management’s approach
would achieve “harmonisation” in part by bringing down some existing rates and
entitlements. Rather than lifting conditions in lower-paid (i.e.,
female-dominated) areas, management is seeking to reduce some higher existing
entitlements. At the same time, it is proposing changes that would themselves
disadvantage workers in female-dominated areas — including removing the current
penalty loading for library staff working after 6pm. Calling this “equity”
does not make it equitable. The union supports
genuine measures to address gender inequality at UQ. But gender equity should
mean lifting wages and conditions where workers have historically been
undervalued — not using those inequalities as a justification for cutting the
conditions of other workers. There has been
progress at the bargaining table, and there are areas where agreement is
emerging. But members deserve an accurate account of what has actually been
agreed. On professional
staff hours, spans of hours, overtime, allowances and related conditions,
bargaining is not finished. We will continue fighting to ensure that
“simplification” and “harmonisation” do not become euphemisms for workers
losing pay and conditions. On other issues: Management is still
saying NO to Our pay claim (they are only offering 2.8% per annum, well below inflation) 17% super for casuals Restoration of regular study leave for academics Better recognition for professional staff expertise and experience Human oversight over AI where it affects humans
Many other clauses
are still NOT agreed.
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