A salary increase of 1.8% per year (8.5% over the duration of the agreement) has been reinforced by a restructuring of classifications, where the overwhelming majority of agents will benefit from additional wage increases of between 1% and 2.4% due to incremental changes. The agreement also sets out the conditions for the staff of the new UTAS College and clarifies the conditions and expectations of university college staff. Management attempted to exclude these employees from the main agreement throughout the negotiations, but a strong reaction from members, who made it clear that they would not agree to be included in a separate agreement, ultimately led all employees to be covered by the same agreement. The package also includes support for flexible rules for staff wishing to modify their activity group, the possibility of voluntary contributions from staff, 65 of whom have already contributed $350,000, and the prioritization of voluntary measures such as early retirement or voluntary redundancies. Professor Black said the university had reached an agreement in principle on the package with the national and national leadership of the National University Union and Community and the public sector union, but staff have not yet voted on the package. “People`s livelihoods are threatened – academics, guardians, administrators, library staff, catering staff, ground staff, cleaners, and many others – all with families trying to make ends meet.” Under the agreement, GJK pays conditions in national employment standards and the Cleaning Services Award, by taking paid annual leave for an agreed period between the employee concerned and GJK. “Over the next few years, we should be able to be smaller staff, which will be achieved through voluntary measures. Of course, if we don`t succeed, we have to look at non-voluntary measures,” said Professor Black. As a result of these discussions, GJK and the Workers` Union reached an agreement, and the Fair Labour Commission was suspended by the union. “We remain concerned about the ethics of campus management, especially since this was not the first attack on UTAS cleanups in 2019. If employees agree to maintain wages at all levels of the organization, which means that a 2% pay increase is not passed on to the current staff contract, about 50 jobs are expected to be saved. All temporary employees will have access to 17% of the ageing of employers until the end of the agreement.
Those who are currently still on the super 9.5% see their super-increase in June 2021. It is important that temporary staff now have the right to be extended if work continues and there are no performance issues. Some employees will receive even more, with most casual academics receiving an additional 5.2% for the standard tutor rate, representing a total increase of 13.7% for this casual staff over the duration of the agreement.