The university will also extend, until 30 June, the additional 17% contribution it pays for full-time permanent employees to all permanent, part-time employees who work less than 0.5% of TDR. Academic staff at the University of Wollongong are committed to better pay and conditions after supporting a proposed new enterprise agreement. The future of the university is now in the hands of all academics and non-academics. They were told that they had to choose one of three options to manage the crisis through the university administration. 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. Last year alone, the university spent more than $175 million on real estate, facilities and equipment, while it spent only $30 million on consulting and other contracts. The agreement also contains a number of improvements to the paid leave provisions, including the requirement for 15 days of domestic and family violence leave; the introduction of a cultural and solemn leave for Aboriginal and Islander Torres Strait staff; and enhanced parental leave with five- to ten-day paid partnership leave. These two options would also include the loss of 150 to 200 full-time jobs out of the university`s 2,351 employees. If there is no pay cut, the university has warned that it will have to cut more than 300 jobs. 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. Article 3 of the amendment expressly gives UWA the right to recruit staff for reduced salaries – a fee the university previously had to ask Fair Work Australia for. “If, for some reason for which the university cannot reasonably be held responsible, if a worker cannot be employed usefully, the university may resign (i.e.

if a worker could have been removed under the FW Act).” 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. In addition, “as part of this agreement, the university will not “disclose revenues from student accommodation” and “will be counted as an income operating service for the provision of operational activities under the Level of Service Agreement.” COVID-19 has profoundly changed our world, our economy and our higher education around the world. No university is immune to the global recession we are going through today, and doing nothing is not an option.