Dear colleagues,<\/p>\n
I am writing to provide a further update on enterprise bargaining matters so you are kept informed about both the status of negotiations and the university\u2019s position.<\/p>\n
Current Offer<\/strong><\/p>\n The university\u2019s current salary offer is for a compounded and guaranteed average increase of 17.6% by 30 June 2006 (some staff will receive more than 18%). This is more than comparable with other Group of Eight university increases, whose average salary agreements or offers are around 16.9%, well below the minimum compounded increase at Monash.<\/p>\n The salary increase is one of the highest of any enterprise bargaining agreement in Australia and is well in excess of Victorian industry and public sector standards. A graph showing the current offers and\/or agreed salary outcomes at other Victorian universities is available at the University\u2019s Enterprise Bargaining website at:<\/p>\n http:\/\/www.monash.edu.au\/entbarg\/<\/span><\/p>\n Additional Benefits<\/strong><\/p>\n The Agreement also provides significant additional gains for staff which are not without cost to the university. These include the equal highest paid maternity leave benefits of any Australian university and substantially improved access to full superannuation benefits for academic research staff.<\/p>\n Inappropriate Bans that Impact Students<\/strong><\/p>\n I am particularly disappointed that, notwithstanding the university\u2019s current offer, the NTEU intends to now initiate industrial action in the form of withholding examination results from students. This dispute is between the NTEU and the University, not with our students. Students should not be disadvantaged as part of any industrial campaign.<\/p>\n Financial Stability<\/strong><\/p>\n The university has a responsibility to ensure our staff are well paid, but also has a fiscal responsibility to ensure Monash remains financially secure. Contrary to recent claims, the financial impact of the present offer increases expenditure on salary and related costs relative to overall university expenditure. However, any further salary increase will threaten the financial position of the university. Monash does not wish to be in the position of some other universities, whose poor financial position is presently causing uncertainty, concern and disruption to both students and staff.<\/p>\n Continued Salary Increases<\/strong><\/p>\n In the event that an Agreement is not reached for some time, all staff can be assured that their terms and conditions remain protected by the existing Monash University Enterprise Agreement (struck in 2000). As well, the university will continue to pay salary increases administratively in line with its present offer. On this basis eligible staff can expect a further 2.5% salary increase, payable from the first pay period after 1 March 2005.<\/p>\n I will continue to keep staff informed should there be any progress in this round of enterprise bargaining. Dear colleagues, I am writing to provide a further update on enterprise bargaining matters so you are kept informed about both the status of negotiations and the university\u2019s position. Current Offer The university\u2019s current salary offer is for a compounded and guaranteed average increase of 17.6% by 30 June 2006 (some staff will receive more […]<\/p>\n","protected":false},"author":645,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1426,121],"tags":[],"_links":{"self":[{"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/posts\/190"}],"collection":[{"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/users\/645"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/comments?post=190"}],"version-history":[{"count":1,"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/posts\/190\/revisions"}],"predecessor-version":[{"id":489,"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/posts\/190\/revisions\/489"}],"wp:attachment":[{"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/media?parent=190"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/categories?post=190"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.monash.edu\/enterprise-bargaining\/wp-json\/wp\/v2\/tags?post=190"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nAlan Lindsay<\/p>\n","protected":false},"excerpt":{"rendered":"