Welcome to UniCasual, a workplace information portal for Australian casual and sessional academic staff.
Produced by the National Tertiary Education Union (NTEU) and the Council of Australian Postgraduate Associations (CAPA) this site contains details about your workplace rights, your obligations and those of your employers, and information on how NTEU can assist you. This website aims to help you find out what you need to know to survive as a casual, and provides practical tips as well as introductions to NTEU and CAPA.
To find your local NTEU Branch, click here.
This week’s Fair Work Commission (FWC) decision will allow casual workers who can prove they have worked regular hours for a year to request conversion to permanent employment. It ...
NTEU members have organised this ‘no more toxic workplaces’ event to publicly draw attention to mismanagement, abuse of staff rights and the resulting cost to staff and students alike. We ...NTEU members have organised this ‘no more toxic workplaces’ event to publicly draw attention to mismanagement, abuse of staff rights and the resulting cost to staff and students alike. We want an end to the punitive management culture, and proper jobs and
The value of wages declining, job insecurity rising, house unaffordability skyrocketing, penalty rate cuts, Centrelink harassing ‘clients’, tax cuts for business, and the gap between rich ...
When it comes to casualisation of Aboriginal and Torres Strait Islander staff within the higher education sector, while we have seen growth in insecure work over the years, we are yet to reach the levels experienced by other university staff.
The recent release of higher education employment data gives a massive clue as to why we are yet to see casualisation impacting Aboriginal and Torres Strait Islander staff at the same rates. Simply put, we still only make up one per cent of the staffing complement at universities. Despite being nearly three per cent of the Australian population. There is a long way to go before universities achieve equality on
While all the other SuperCasuals campaigns focus on issues specific to casual employment at individual universities in Victoria, Make The Pledge, which began in the second half of 2016, has one goal – entitlement to paid leave for casual employees experiencing domestic and family violence.
Every year in Australia over 400,000 people, the vast majority of them women, experience domestic and family violence, with around 62 per cent in paid employment. Domestic violence increases the risk of job loss, homelessness, and poverty, and those in insecure work are especially
Even though at times it seems we do not get very far, the NTEU has been actively seeking improved salaries and conditions and better job security for casually employed academic staff for many years.
Campaigns have underpinned support for legal entitlements via Enterprise Agreements and awards, and focussed around issues
By James Goodman, University of Technology, Sydney
A new Project has commenced, funded by the Office of Learning and Teaching (OLT), to investigate the ‘Scholarly Teaching Fellows’ initiative.
Since 1999, there has been a rapid rise in both casual teaching and contract research in the university sector. Within constraints imposed by funding arrangements between universities and the Australian government, successive rounds of enterprise bargaining have seen NTEU branches and university managements negotiate a range of approaches to casualisation: limiting casual hours, raising the cost of casual employment, creating caps on casualisation rates, and proposing new entry-level positions. The Union’s objective in the most recent completed round of enterprise bargaining was to reduce casualisation across the sector by twenty per cent. Agreement clauses were sought for the introduction of a ‘Scholarly Teaching Fellow’ (STF) employment category, whereby existing casual staff could be engaged on continuing teaching-focused contracts. After three years they could apply for promotion into a research-and-teaching
By Amy Fitzgerald, Young Workers Centre
It was early August when Kashmir first decided to do something about a problem she’d been having at Grill’d. She’d been working at the franchise for months, and hadn’t received any formal training since her first few shifts, but was still being paid as a trainee. She knew that nearly all of her co-workers were in the same boat – and she was sick of
By Lara McKenzie, University of Western Australia
It is common to hear about academics’ personal lives in terms of a "lack". We know, for instance, that academics have fewer children, marry less, and work longer hours than those in other ‘professions’ (Mason et al. 2013; NTEU 2015). The growing population of precariously employed academics is understood as especially afflicted, with couples and families needing to move or separate for work, and living with low, irregular pay and limited or no leave. These issues disproportionately impact women, and particularly young women, as this group is overrepresented in precarious academia (May et al.