University Of Wollongong (Professional Services Employees) Enterprise Agreement 2019
Of the $691 million in revenue in 2019, UOW expects an unexpected 13% decline in 2020 to $601 million and brings back 2016/2017 revenues, resulting in a budget deficit of approximately $90 million. “Our university community has already joined in this year to deal with bushfires and a public health crisis. I am confident that we can work together in the same way to deal with this financial crisis,” said Professor Wellings. Either the option to amend enterprise agreements would minimize job losses and potentially limit them to 150 or 200 full-time equivalents (RDTs) out of the university`s 2,351 strong TDR workers, compared to the “status quo” option, which would require a significant reduction in enrolment across the university, which could double the job losses expected under one of the two options for amending the agreements. “COVID-19 has profoundly changed our world, our economy and our higher education around the world. No university is immune and doing nothing is not an option. If employees choose a change to the enterprise agreement as their preferred option, UOW management will therefore develop a variation proposal and conduct the necessary formal consultation and vote before submitting it for approval by the Fair Work Commission. If employees indicate in the survey that their preferred option is not to change their enterprise agreements, the university will not vote on any of the proposed changes, but will instead proceed to a process to save money under the current terms of enterprise agreements. Due to the magnitude of the global recession and restrictions on movement of people across international borders, it is estimated that international students` incomes will be nearly half that of 2019 by 2022. This reality is coupled with relatively flat projections for student enrollment in the country. Full-time workers` pay rates (35 hours per week) are shown in Appendix 1 of the proposed new agreement The University of New South Wales (Professional Staff) 2018 and as shown in the tables below. This agreement has not yet been approved by the Fair Work Commission. Professor Wellings invited employees to consider three options to help save money.
Two of the three options are different in enterprise agreements by reducing wages on a sliding scale by salary level between 5% and 10% for 18 months, between 7.5% and 15% for 12 months. Employees can then choose to reduce their working time in proportion to their pay cut. The third option maintains the remuneration and conditions provided under UOW`s existing enterprise agreements.