UNSW told to consult with Unions on Job Cuts

University of New South Wales staff welcomed the recommendations of the Australian Industrial Relations Commission that the University must consult on its proposed slashing of 600 jobs.

Members of the Community and Public Sector Union (CPSU), the General Staff Union, at the University were present when the decision was handed down by the Australian Industrial Relations Commission (AIRC) last Friday 3 November, 2006.

CPSU Branch President, Ms Adrianne Harris said; "We have been trying to get the University to talk to staff and the Unions on the extent of the redundancies since the job cuts were announced on the 22 September. The University has refused to give us any relevant information on what will happen to our jobs or the future of the University after such a large loss of staff."

"The AIRC confirmed our view that the University has not complied with the requirements of our Enterprise Agreement and that the University should consult with the Unions on the number of redundancies, on what positions will be made redundant and the impact of redundancies on remaining staff" she said.

The University reserved its right to challenge the Unions ability to represent staff under the new Work Choices legislation. "We will continue to fight for our jobs and for the ability of our Union to represent staff despite the Federal Governments agenda" she said.

The CPSU will be meeting with all General Staff on Thursday 9 November at the University in Central Lecture Block number 3.

AIRC Commissioner Frank Raffaelli's Recommendation

[2] On the basis of that consultation and formal proceedings, the Commission recommends that the University of New South Wales (UNSW):

1. provide to the Unions the overall numbers of persons who seek to take Voluntary Redundancy (VR);

2. provide to the Unions more specific details of where VR positions are located, particularly where the number of VRs are significant in terms of the rest of staff in an area;

3. ensure that the provision of information re 2. be subject to the importance of maintaining employee confidentiality;

4. engage with the Unions pursuant to the requirements of clause 24 in those areas that are affected by VR and where therefore, there is occasioned workplace changes for the remaining employees;

5. commence consultation with the Unions as to any other proposals whether university-wide or specific to a business unit or area that triggers clause 24, and;

6. if there is a global number of jobs to go, that this should also be the subject of discussions.

[3] Such information is to be provided and be the subject of discussions with the Unions as soon as possible, preferably before 15 November 2006.

[4] In making this recommendation, the Commission is conscious of ensuring that as much consultation occurs as possible and is also conscious of the need to obviate possible litigation as to the proper application of clause 24 that might prevent the orderly exiting of persons via VR in mid December 2006.