The investigation was available to all employees covered by the two UOW Enterprise Agreements and was open from Wednesday, June 10 to Friday, June 12 at midnight. The survey, which invited staff to indicate their preferences based on three options available in order to achieve the employment savings necessary to put UOW back in a sustainable financial position, showed that a majority of participants wanted to maintain all of the current employment conditions under the university`s two enterprise agreements. Two of the three options proposed to achieve these savings were for different enterprise agreements, reducing wages between 5 and 10% for 18 months, between 7.5% and 15% for 12 months, depending on the level of wages, and reducing working time to a level of wage reduction. The third option did not change current conditions of employment. The university said it would apply to the Fair Work Commission as soon as possible to amend the agreements for a period of two years. Full-time equivalents under UOW`s university and professional agreements range from $49,977 to $182,845 per year and are between 17 and 56% above what is expected under the modern price. The planned salary increases will together add an additional $25 million to the university`s employment costs during this period. “In order to take all possible steps to minimize job losses, I have asked the management team to submit to the Joint Advisory Committee a comprehensive draft amendment to The Enterprise Agreements for Option 1 to immediately verify whether our local staff representatives will accept this option. There will also be no formal reduction in wages in the enterprise agreement, as originally proposed by the company`s management. Before introducing these amendments, the Vice-Chancellor will ask the University`s Joint Advisory Committee (JCC) – a forum for permanent consultation with the two workers` unions, the Community and Public Sector Union (CPSU) and the National Union of Higher Education (NTEU) – to explore this possibility of saving jobs by supporting the alternative of the reflection agreement proposed to agents as option 1. “Thank you for your shared leadership in change.

The Temporary Adjustment and Personal Benefit Reduction Agreement is a disarming act to support each other and support our university. The management of the University of Wollongong (UOW) is asking union representatives to support an amendment to the enterprise agreement to minimize job losses as soon as the results of the recent staff survey are published. UNW Info Day is an online event from 11 a.m. to 2 p.m. today. After the advice… “The collective decision of staff to accept changes to enterprise agreements is an important step in this direction.” Two-thirds of campus workers rejected the proposal at the request of their unions, and earlier this month Professor Wellings said it would be forced to cut up to 350 jobs after talks between management and unions failed.