Who is defined as an eligible staff member for voting purposes?

Staff are eligible to vote on an enterprise agreement if they:

• are employed at the time the employer requests they vote on the proposed enterprise agreement; AND

• will be covered by the enterprise agreement.

‘The time’ at which staff must be employed to be eligible to vote, is the period beginning at the start of the access period and ending immediately after the start of the voting process.

Casual and Sessional Staff will only be eligible to vote if:

• they are employed to work during the access period (7 calendar days immediately prior to the vote commencing); OR

• Not employed to work during the access period, but employed the day voting commences (11 March 2024).

The following individuals are not eligible to vote on the proposed Enterprise Agreement:

• The Vice Chancellor, a Deputy Vice-Chancellor, a Pro-Vice Chancellor

• Staff on negotiated salaries and contracts (i.e. employment is not covered under the enterprise agreement)

• Staff who are covered by the Educational Services (Post-Secondary Education) Award 2020  - employees working in VET

• Religious members of the University who are assigned by their Congregation or by a Diocese/Archdiocese to support the work of the University

• Conjoint appointees who are jointly appointed by a relevant institution (excluding subsidiaries of the University) and the University but are paid by the other institution

• Adjuncts, external contractor and consultants

When will these changes begin?

The proposed EA must be approved by a simple majority yes vote of employees who have voted on the package to be adopted.

If staff vote yes to this package, the University and the NTEU can then seek formal approval of the EA by the Fair Work Commission. Once approved, it will then be formally registered and take effect.

However, the University has already started delivering some benefits to our employees ahead of that formal approval. The first salary and superannuation rise – comprising a 3.5% pay increase and 0.25% superannuation increase, backdated to 1 October 2023, was delivered in January 2024.

Who can I discuss the EA with?

The University is pleased to offer a package that delivers more pay and even better conditions for our employees, while positioning the University for a stronger, brighter future as an employer of choice.

We encourage you to take advantage of the briefing materials to familiarise yourself with the many benefits of the proposed agreement, which has been agreed by the NTEU following extensive consultation.

If you still have questions or concerns regarding the EA, please contact our Enterprise Bargaining Team via email at ea@nd.edu.au

Am I eligible for Flexible Work Arrangements?

Under the new EA, an employee can request a change in working arrangements if they are the parent of a school age child, are pregnant, are a recognised carer, have a disability, are aged 55 and over, or are experiencing violence from a family member.

Generally, the employee should be a full-time or part-time employee who has completed at least 12 months of continuous service with the University, or a casual or sessional employee who has been employed for at least 12 months and has a reasonable expectation of continuing employment.

University policy does provide for flexible work beyond those agreed under the proposed EA and staff are welcome to contact their manager to discuss their options.

Who is defined as an eligible staff member for voting purposes?

Staff are eligible to vote on an enterprise agreement if they:

• are employed at the time the employer requests they vote on the proposed enterprise agreement; AND

• will be covered by the enterprise agreement.

‘The time’ at which staff must be employed to be eligible to vote, is the period beginning at the start of the access period and ending immediately after the start of the voting process.

Casual and Sessional Staff will only be eligible to vote if:

• they are employed to work during the access period (7 calendar days immediately prior to the vote commencing); OR

• Not employed to work during the access period, but employed the day voting commences (18 March 2024).

The following individuals are not eligible to vote on the proposed Enterprise Agreement:

• The Vice Chancellor, a Deputy Vice-Chancellor, a Pro-Vice Chancellor

• Staff on negotiated salaries and contracts (i.e. employment is not covered under the enterprise agreement)

• Staff who are covered by the Educational Services (Post-Secondary Education) Award 2020  - employees working in VET

• Religious members of the University who are assigned by their Congregation or by a Diocese/Archdiocese to support the work of the University

• Conjoint appointees who are jointly appointed by a relevant institution (excluding subsidiaries of the University) and the University but are paid by the other institution

• Adjuncts, external contractor and consultants

When will these changes begin?

The proposed EA must be approved by a simple majority yes vote of employees who have voted on the package to be adopted.

If staff vote yes to this package, the University and the NTEU can then seek formal approval of the EA by the Fair Work Commission. Once approved, it will then be formally registered and take effect.

However, the University has already started delivering some benefits to our employees ahead of that formal approval. The first salary and superannuation rise – comprising a 3.5% pay increase and 0.25% superannuation increase, backdated to 1 October 2023, was delivered in January 2024.

Who can I discuss the EA with?

The University is pleased to offer a package that delivers more pay and even better conditions for our employees, while positioning the University for a stronger, brighter future as an employer of choice.

We encourage you to take advantage of the briefing materials to familiarise yourself with the many benefits of the proposed agreement, which has been agreed by the NTEU following extensive consultation.

If you still have questions or concerns regarding the EA, please contact our Enterprise Bargaining Team via email at ea@nd.edu.au

Am I eligible for Flexible Work Arrangements?

Under the new EA, an employee can request a change in working arrangements if they are the parent of a school age child, are pregnant, are a recognised carer, have a disability, are aged 55 and over, or are experiencing violence from a family member.

Generally, the employee should be a full-time or part-time employee who has completed at least 12 months of continuous service with the University, or a casual or sessional employee who has been employed for at least 12 months and has a reasonable expectation of continuing employment.

University policy does provide for flexible work beyond those agreed under the proposed EA and staff are welcome to contact their manager to discuss their options.