ACADEMIC, PROFESSIONAL AND GENERAL STAFF ENTERPRISE AGREEMENT Summary of Agreement

Transcription

1 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement About the Agreement 1. Title New title inclusive of Academic and Professional and General taff 2. Arrangement Provides an index of clauses in the Agreement and is arranged into 14 sections with separate clauses for Academic taff and Professional and General taff as relevant. 3. Definitions Provides definitions used throughout the Agreement. Definitions specific to one clause will be found within the. Changes include: consolidation of defintions from the Curtin University of Technology Academic taff nterprise Agreement and the Curtin University General taff nterprise Agreement deletion of definitions no longer required and inclusion of new or changed definitions. 4. Coverage of the Agreement Identifies staff who are covered by the Agreement. Now one agreement for all Academic, Professional and General taff rather than two separate agreements. exclusion of VC, DVCs,PVCs, VPs, persons appointed at Classification level 12(10C) or above, employees undertaking vocational education and training programs, Curtin mployees at the arly Childhood Centre and staff on AWAs/ITAs. 5. Date and Period of Operation 6. Variation of this Agreement Agreement is for a 4 year term expiring on 30 June 2016 (the nominal expiry date). tates that the Agreement replaces all existing awards and agreements that would otherwise apply to staff covered by it. Allows for variation to the Agreement under the conditions laid down in the Fair Work Act Renegotiation of Agreement 8. Availability of the Agreement Allows for variation to the Agreement under the conditions laid down in the Fair Work Act 2009 Requires the University to make the Agreement accessible to staff and to advise staff of the commencement date of the Agreement. Page 1 of 17

2 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Implementation of the Agreement Outlines the role and composition of the Implementation, Monitoring Consultative Committee (IMCC) and replaces the Management taff Consultative Committee (MCC). IMCC role is primarily to facilitate the implementation and monitoring of this Agreement. Numbers of representatives to IMCC have been expanded from 3 Management 3 Union to 4 Management 4 Union. Recruitment and Appointments 10. Recruitment, election and Appointment 11. Position Classification (Professional and General taff) 12. Position Classification (Academic taff) Provides conditions relating to recruitment and selection of staff, including redeployees, including these changes: Appointments are based on merit. All advertised positions will be advertised internally. Appointment by invitation and the Fast Track process for Professional and General staff removed Updates and clarifies classification structures for staff and also provides information on position evaluations and reclassifications including staff member rights of appeal. Clarifies Joint Level classifications. A staff member is deemed to occupy a position classification to which the base salary coincides. Maintains Academic Classification tandards for teaching and research academic staff and classifications for research academic staff (inclusive of creative disciplines). The schedule includes a new preamble that enables the responsibilities of academic staff to vary according to their Academic Role, as referred to in 23 Academic Roles, specific requirements of the University, different discipline requirements and individual staff development. Page 2 of 17

3 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Contract of mployment General Provisions 14. Continuing mployment 15. Fixed Term mployment Provides General conditions in relation to employment including the following: Introduces 2 new modes of employment Curtin Research Contract Ongoing essional Fellow (OF) Academic taff Requires the University to advise continuing and fixed term staff in writing of any change in their line manager reporting relationship. Requires the University to advise fixed term staff in writing of the reason for their fixed term appointment. Provides that the probation period for Professional and General taff appointments is 6 months Provides that the probation period for Academic staff appointments is 12 months taff may be required to serve a probationary period if move from academic position to professional and general staff position and vice-versa. Outlines procedural requirements for dealing with extension of probationary periods or termination of employment during probation. Provides conditions relating to continuous employment. Provides conditions relating to fixed term appointments including: Restricts the use of fixed term employment to specific categories. stablishment of a new fixed term employment category which allows fixed term contracts to be used where there may be substantial decrease in enrolments. Change to Recent Professional practice required category where a staff member may be employed on a fixed term contract of up to 4 years Identifies the conditions under which payment of severance is made for fixed term appointments and caps payment at 16 weeks. 4 weeks written notice of intention to offer or not offer further employment is given to taff Member. 16. Casual mployment Provides conditions relating to casual employment including Page 3 of 17

4 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement these: casual loading to 25% on base salary. Curtin will continue to offer staff development opportunities Curtin casual staff are eligible to apply for vacant positions within the University Conversion to Fixed term eligibility (Professional and General taff) 17. Curtin Research Contracts N A new contract type option for research-only staff (available to both Academic and Professional and General staff) that allows for continuity of employment with a notice period. The contract can be terminated by the University and severance of up to 16 weeks salary paid where funding ceases, work ceases, inherent nature of work changes and staff member does not have the required skills The contingency specified in the contract of employment 18. Indigenous mployment 19. mployment in the Centre for Aboriginal tudies 20. mployment (Academic taff) N Furthers the University s commitment to indigenous employment. Provides for limits to continuous employment within the Centre where person does not meet the specified employment criteria including Aboriginality being a genuine occupational qualification. taff appointed into a continuing position on a fixed term basis due to the person not meeting the stated criteria (including being of ATI background) will be entitled to severance payment only if they are not notified of the reason for such employment arrangements at time of appointment. Changes include: Research Contingent Academic taff Appointments retired through transitional arrangements New employment conditions for Ongoing essional Fellows (OFs) o o eparate salary schedule with minimum payment equivalent to Level A tep 2 with incremental steps up to max of Level B tep 2. Will be allocated workload and duties similar to Page 4 of 17

5 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement o the descriptions in the Academic taff Casual Pay Rates schedule Leave entitlements and salary accrue on a pro rata basis over the calendar year (annualised) mployment in Curtin nglish details contained in chedule to the Agreement 21. mployment (Professional and General taff) N Research Only Fixed Term Contract provisions retained within uperannuation 35 and through access to Curtin Research Contracts. Provides specific conditions for some Professional General taff in Curtin FM 100.1, these include; ordinary hours of work and overtime Payment of allowances and commissions - some Curtin FM staff will be paid a base salary but may also receive a nonsuperannuable sales commission or a superannuable allowance. For Cadet Journalist at Curtin FM. Inclusion of specific provisions for casual staff employed in the Recreation ervices/curtin tadium, Housing ervices, Abacus Labs and Library information ervices Includes conditions relating to Curtin Trainees and Apprentices engaged through a Group Training cheme Hours of Work, Workload and Roles (Academic taff) 22 Hours of Work and Workload (Academic taff) The University wide Academic Workload Management ystem (AWM) may be modified, varied or replaced following consultation with staff. chool Level modifications permitted with DVC(A) oversight Measurement of workload is now a mix of overall percentage allocation and maximum teaching delivery hours A commitment of a minimum allocation of 10 weeks of non-teaching replaces maximum of 24 weeks teaching Attendance includes obligation of staff to comply with health and safety legislative requirements when working away from campus Allocation of workload within a maximum of 1725 hours per annum (varied subject to leave) 23. Academic Roles N Articulation of academic roles: Page 5 of 17

6 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Teaching and Research; o New staff undertaking a Teaching and Research role will teach between 40 and 60% of their time with maximum teaching delivery hours of between 260 and 420 hours per annum. Teaching/Clinical cholar (operative until 31 December 2013); Teaching Focussed and Teaching Focussed (Clinical Professional); o new academic role with 75% teaching and teaching related duties o maximum of 550 teaching delivery hours per year cholarly Teaching Fellow (TF); o New academic role available for sessional staff o Curtin commits to appoint 5% of the sessional pool each year for 4 years to a maximum of 20% of the casual pool) (subject to a review at end of Year 2) o A discrete incremental pay scale equivalent to Level A point 6 to Level B point 2 unless staff member converts to another academic role. Research Academic; as per current arrangements Academic Professional Fellow o Recognises Academic staff in service, leadership and administration. taff required to provide a research plan to their Head of chool for self-directed work as part of the workload allocation process. Hours of Work, Workload and hiftwork (Professional and General taff) 24. Workload (Professional and General taff) 25. Hours of Work (Professional and General taff) Provides conditions relating to workload, its reasonable allocation and their development through workplans and WPPR s. Provides conditions relating to hours of work, including; Hours or work, meal breaks, Time off in Lieu, level 8 and above, child/family care expenses. 26. Flexitime N Flexitime arrangements are clarified in further detail Page 6 of 17

7 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement including stating administrative requirements and broadened to grant part-time staff access to flexitime arrangements. 27. Overtime Provides general conditions in relation to overtime worked at the direction of the University Overtime arrangements for part-time staff are reinstated to overtime payable after 37.5 hours per week. Arrangements for Time off in lieu of Overtime worked are clarified. 10 hour break to be taken when Overtime has been worked. Meal allowance - breakfast, midday meals and evening meals when 5 or more hours of overtime have been worked. 28. hiftwork General Provisions 29. hiftwork ecurity taff General shift work provisions and definitions, including; hift work hours and rosters Provides specific conditions in relation to security staff shift work provisions, including; hift work hours and rosters hift work loading alaries, Allowances and Other Remuneration Matters 30. alary and Increments 31. upported Wage ystem Provides for alary increases of 4% payable on 30 June 2013, 4% payable on 30 June 2014, 4% payable on 30 June 2015 and 4% payable on 30 June 2016 Provides for engagement of staff with disabilities otherwise ineligible for open employment details contained in chedule to the Agreement 32. Allowances Updates and clarifies payment of various allowances. An increase in allowances for Health and afety and First Aid representatives $40 per week and First Aid - $20 per Page 7 of 17

8 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement week. Other Allowances will be indexed against source of the rates to which they are linked e.g. Public ervice Award 1992 (WA) Travelling Allowance o Clarifies arrangement for use of corporate credit card and payment of per diem travelling allowance o Provides that current travel allowance rates are frozen until equivalent to Australian Taxation Office (ATO) rates after which ATO rates will prevail. o ATO rates apply for overseas travel 33. Allowances (Academic taff) 34. Allowances - (Professional and General taff) Heads of chool allowance Industry Trade Qualified taff Members and Industry Assistants Non Trades qualified Leading Hand Allowance updates payment and provides for mechanisms for increase in various allowances Higher duties allowance Dirty work allowance oncall allowance 35. uperannuation Provides conditions relating to superannuation : Provides for superannuation flexibility in line with agreements between Uniuper and the University. Provides for 9% superannuation for all casual staff. Provides for 17% superannuation for continuing staff, Curtin Research Contract staff, Ongoing essional Fellows. 36. Repayment on arly Resignation 37. Recovery Of Outstanding Debts Provides process for repayment of relocation expenses upon early resignation (within 2 years of employment). Provides for repayment of debt incurred by the staff member. Leave and Other Absences from Work 38. Annual Leave Provides conditions relating to annual leave including these Page 8 of 17

9 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement changes: ntitlements expressed in hours as well as days and accumulate on a daily basis. Annual leave may be taken in half day lots. University may direct staff to clear, within 12 months, up to 20 days of annual leave in excess of 40 days, A process for determining the time for taking the leave is outlined. Circumstances under which cashing out of leave may occur are made clear. 39. Long ervice Leave Provides conditions relating to Long ervice Leave including: ntitlements expressed in hours as well as days and accumulate, but not accrues, on a daily basis. Accrues only at end of qualifying period. Ability to take or be paid out pro rata LL after 7 years continuous service, other than for termination for serious misconduct. taff who accrue an entitlement and who have not taken the accrued LL within 3 years may be directed by the University to take some or all of their accrued LL. A process is outlined for determining the time for taking the leave is set out. 40. Personal and Carer s Leave Provides conditions relating to personal leave and carer s leave including these changes: ntitlements expressed in hours as well as days and accumulate on a daily basis. Unpaid carer s leave totalling 2 days for each occasion of leave for all staff including casual staff. Discretion of HR Director to grant special personal leave. 41. Compassionate Leave N Clearer processes in relation to extended periods of absence. Provides conditions relating to leave for bereavement or compassionate reasons: ntitlement to 3 days paid leave for each occasion. ntitlement to unpaid compassionate leave for all staff including casual staff. Page 9 of 17

10 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Parental Leave Provides conditions relating to Parental Leave including 26 weeks paid parental leave for staff member with 12 months continuous service Definition of continuous service to include maximum of 13 weeks unpaid leave over the previous 24 months for calculating entitlement to paid parental leave Additional 5 days paid and additional 5 weeks unpaid partner leave in conjunction with birth or placement of child. taff member is able to choose to return to work after 18 weeks and receive parental leave payment to supplement salary. Clarifies that person on paid parental leave cannot work on casual basis, but can on unpaid parental leave. 2 day paid leave entitlement for pregnancy related illnesses or appointments where personal leave is exhausted. 43. Leave Without Pay (LWOP) Provides conditions relating to LWOP: Applications are considered and responded to in writing by line manager, with Director, Human Resources involvement only upon appeal by staff member. A staff member who is granted Periods of LWOP in excess of 12 months may be required to relinquish their substantive position, subject to the University providing a suitable position at the same classification upon their return. 44. tudy Leave Provides conditions relating to time off for study purposes. 45. Workplace Relations Leave Provides conditions relating to attending workplace relations training or business including change to allow for up to 20 days leave every 2 calendar years on full pay to attend such training or business. 46. Defence Force Leave Provides conditions relating to paid leave for defence force training / service, including change to entitlement of up to 10 days for routine training/service, and up to 10 days for special training/service. 47. Jury or Witness ervice Leave Provides conditions relating to attendance at jury or witness service, including an additional day s leave if staff member is required to be sequested and entitlement for payment to casual staff required to attend such service/s. Page 10 of 17

11 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Community ervice Leave Provides conditions relating to leave for community service, replacing separate entitlements of current agremeent for sporting and cultural events; emergency services and blood donor Leave for Career Break (Professional and General taff) 50. Academic tudy Program Provides conditions relating to Leave for Career Break in relation to the University s career break scheme. tates entitlement to apply for Academic tudy program. 51. Public Holidays Clarifies University observed public holidays and working on public holidays including the requirement to work 3 public holidays during the year compensated by time off within Christmas closedown. Includes that an application for leave during public holidays and Christmas closedown will not unreasonably be withheld. Workplace Flexibility 52. Individual Flexibility Arrangements 53. Flexible Work Arrangements Provision required by Fair Work Act, entitles staff member to enter into, and withdraw from, an individual flexibility arrangement as negotiated with the University. The arrangement may be for: Taking additional leave; Taking of purchased leave; Changes to allowances; When work is performed (Professional and General taff only) Changes to leave loading. Provision enabling staff to negotiate flexible work arrangements including purchased leave and deferred salary. Details of such arrangements are included in the clause. Clarifies that refusal to grant access to flexible work arrangments including for staff with children under school age can only be made made on reasonable business grounds. 54. alary Packaging Provision enabling staff to negotiate an individual salary packaging arrangement. Page 11 of 17

12 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Work Planning and taff Development 55. Work Planning and Performance Review 56. taff and Organisational Development 57. tudent valuation of Teaching and Learning Provision enabling staff and managers to work cooperatively to develop workplans and undertake WPPR. Provides entitlement for staff career and Professional development opportunities. Provision enabling the use of student evaluation data for assessment of performance in conjunction with other assessment sources. 58. Flexible Delivery Provision requiring staff and managers to work cooperatively in development of any flexible delivery systems. uch development will be through change and consultation process. Other Workplace Matters 59. Healthy Lifestyle Program 60. taff Assistance Program 61. Occupational afety and Health 62. Workplace Rehabilitation Provides entitlement for staff to participate in Healthy Lifestyle Program. Provides entitlement for staff to seek assistance under taff Assistance Program. tates staff and management obligations in relation to operating in a safe and healthy workplace, including management of workload which may otherwise become excessive as a result of leave taking. Outlines obligations in relation to rehabilitation of staff and return to work programs. Defines workplace bullying and confirms Line Manager responsibility to investigating complaints. 63. Protective Clothing Provides for protective clothing to be supplied to staff who are required to wear such clothing. 64. taff Member Representation 65. Professional Indemnity Provides for staff to be represented and rights of those who act as representatives. Provides entilement to staff for full Professional indemnity coverage except external private consulting and for work outside of scope of contract. Page 12 of 17

13 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Intellectual Freedom tates obligations and rights in relation to intellectual freedom. (Academic taff) 67. Personnel Files tates University s obligations in relation to information contained on personnel files. Clarifies line management access to personnel files Dispute Resolution 68. Dispute Resolution Procedure Process for resolving disputes, including right of Union to raise a dispute in its own right. Change Management, Redeployment and Redundancy 69. Change Management and Consultation Provides the process under which the University will undertake consultation and change management, including the following changes: University will consult on major change and keep staff informed during the process. Requires Formal Consultation on change where likely to have significant effect on staff for reasons such as redundancy or need to transfer to another campus. For professional and general staff - confirms transfer can occur within the new structure during change process and provides appeal mechanism re suitability of position into which the staff member is transferred. 70. Redeployment and Redundancy (Professional and General taff) 71. Redeployment and Redundancy (Academic taff) ets out process and entitlements for redeployment and redundancy 12 week initial redeployment job search period taff member may take redundancy payment upfront. 40 week redeployment period replaced by an extended redeployment period that does not exceed the number of weeks of the potential redundancy payment ets out process and entitlements for redeployment and redundancy 10 week initial redeployment job search period taff member may take redundancy payment upfront. Page 13 of 17

14 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Review of Redundancy decision (Academic taff) Provides the process under which a staff member may seek a review of the decision that their position is redundant and includes the following: Basis of appeal o Were the Agreement change management and consultation provisions complied with? o Whether objective criteria were used in determining position to be made redundant? Minor change to the composition of the review committee. taff Conduct and Work Performance 73. Management of Unsatisfactory Work Performance Provides process under which the University will manage unsatisfactory work performance, including the following changes: ingle provision for Academic and Professional and General staff Revised definition of unsatisfactory work performance Details the process for dealing with unresolved work performance matters anctions including dismissal with notice for unsatisfactory work performance. Right of appeal to a Review Committee on process only for all staff where sanction is demotion or termination of employment. 74. Misconduct or erious Misconduct ingle provision for Academic and Professional and General staff Provides the process under which the University will deal with allegations of misconduct New option for University to suspend staff without pay in cases of serious misconduct Right of appeal to a Review Committee for all staff where sanction is demotion or termination of employment on process only. anctions including termination without notice for serious misconduct. Page 14 of 17

15 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Ceasing mployment 75. Resignation of a taff Member 76. Termination by the University 77. Termination on the Grounds of Ill-Health Provides for a 4 week notice period to be given by continuing and fixed term staff upon resignation and entitles the University to withhold monies on termination to the equivalent of any notice period not given by a staff member to a maximum of 4 weeks. Provides conditions under which a staff member s employment may be terminated at the initiative of the University. Provides the process under which the University may terminate a staff member s employment on the grounds of ill-health. Professional and General staff fit for duties considering the inherent requirements of their position. Academic staff fit for duties using the same standards as the relevant superannuation scheme eligibility for disability payment. 78. Pre-Retirement Arrangements 79. Voluntary arly Retirement Provides conditions under which full time continuing staff may seek a pre-retirement contract, including these changes: Pre-retirement arrangements will require a staff member to relinquish their continuing appointment for a fixed term appointment in return for benefits chosen from options available. nables the University to instigate a Voluntary Redundancy cheme in accordance with Australian government tax laws. chedules ch. 1 taff alaries Contains the revised salary scales for Professional and General taff, Academic taff. ch. 2 Casual alary Rates (Academic taff) ets out rates of pay for lectures, tutorials, demonstrations, undergraduate clinical nurse education, marking, musical accompanying with special education services and other required academic activities ch. 3 upported Wage ystem N Provides for engagement of staff with disabilities otherwise ineligible for open employment Page 15 of 17

16 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement ch.4 Allowances Contains the revised allowance rates including Camping Allowance, Locality Allowance, Motor Vehicle Allowance, Transfer Allowance, Travelling Allowance. ch. 5 Allowances Industry Trade Qualified taff Members and Industry Assistants Provides specific arrangements for rates in relation to Industry Trade Qualified taff and Industry Assistants to be paid in as per Industry Trade Qualitfied taff Members and 34.5 Industry Assistants. ch. 6 Allowances Non- Trades Qualified Leading Hand Provides specific arrangements for rates inrelation to Trades Qualified Leading Hand Duties to be paid in accordance with 34.6 Allowances- Non-Trades Qualified Leading Hand Duties Allowance. ch. 7 ch. 8 Classification tandards (Professional and General taff) Classification tandards (Academic taff) Work Value Descriptors for Professional and General staff. ets out standards, duties and skill level for Academic Levels for teaching and research recognising these vary according to the Academic Role the staff member has. ch. 9 ch. 10 Workload and Duties Ongoing essional Fellow (OF) mployment in Curtin nglish (Academic taff) pecifies duties of OF (Academic taff) Provides specific employment conditions for staff employed within C, including: eparate salary scales / structure for C staff. eparate hours of work arrangements Additional casual teacher rate of pay recognising different staff experience and qualifications has been included ch. 11 Conversion of Casual Appointments to Fixed Term Appointments Provides specific arrangements for transition from Casual Appointments to Fixed Term Appointments including; Application Offer of non-casual employment ch. 12 Transitional Arrangements Provides specific arrangements for transition process and entitlements under current Agreement to entitlements under the new Agreement, in relation to: Fixed Term employment for staff whose contracts commenced prior to 15 eptember 2010 Page 16 of 17

17 = Minor edit change = ubstantive change ACADMIC, PROFIONAL AND GNRAL TAFF NTRPRI AGRMNT ummary of Agreement xplanation - This summarises the existing clause and Technology Academic taff nterprise Agreement and from the Curtin University of Technology General taff nterprise Agreement Change Management Redundancy and Redeployment Unsatisfactory Work Performance Misconduct or erious Misconduct Page 17 of 17