WSU Early Learning has a professional and dedicated early childhood team. Our services work with a high staff-to-child ratio and play a leading role in the local early childhood, family and university communities. The National Union of Higher Education (NTEU) has been in a difficult negotiation process with the college`s management since the expiry of its previous agreement in January 2020. Although the two sides almost found a solution in July, they have since diverged further. NTEU`s response to the outcome of the vote was to call for further behind-the-scenes discussions with management, both at WSU College and the university as a whole, covered by a separate „corporate negotiation” process. In fact, the union proposes to work more closely with management to fulfill its new demands for cost reduction, while continuing to oppose any united national struggle by employees and university students against the attack. As a director, you effectively manage the overall operation of the service, ensuring continuous quality practice and responsive service delivery. Your leadership experience, current industry knowledge and passion for high-quality early childhood education will enable you to lead, motivate, mentor and develop the educator and administrative team. Your proven experience in service management allows you to meet all financial, financial and legal requirements and establish supportive and professional relationships with families and the management committee. „That`s why we postponed the resolution. There is an urgent need to mobilize against this two-scale attack. We need to get out of the silos and isolation imposed by the unions and the anti-strike laws they imposed by the corporate bargaining regime imposed on us by Keating`s Labour government and the unions in the 1990s.
To the extent required by law and the obligation to bargain has not been waived, the University will fulfill its obligation to bargain collectively before moving to a mandatory subject. The University will inform the union of these changes and the union may request discussions and/or negotiations on the impact of these changes on the employee`s working conditions. In the event that the Union does not request discussions and/or negotiations within fourteen (14) calendar days of receipt of the notification, except in the cases described in section 1.8, the University may implement its proposal in good faith and/or negotiations after the conclusion of the discussions and/or negotiations, but no later than sixty (60) calendar days after the Union`s request for negotiations. The time limit may be extended by mutual agreement between the parties. There may be emergency or prescribed conditions that are beyond the control of the university and require immediate implementation, in which case the university will inform the Union as soon as possible and, if necessary, implement it before the conclusion of the negotiations. If the Union does not withdraw the request for negotiations, the parties shall agree on the place and time of the deliberations and/or negotiations. Each party is responsible for electing its own representatives for these activities. By mutual agreement, the parties may summarize claims arising from the same facts. The Parties intend to achieve the objectives of Chapter 41.80 of the Revised Washington Code (RCW) to formalize the agreements between the Washington State University Board of Regents (the „University” or „the Employer”) and the Washington State Employees Federation, AFSCME Council 28, AFL-CIO (the „Union” or „WFSE”) and to set them out in this Collective Agreement (the „Agreement”). This decision was made years before the pandemic; It is therefore to be expected that the issue will be a major issue for companies` collective bargaining in 2021.
Gabriela Zabala, an educator at WSU College, supported the motion, warning, „What is required at the college is what is and is required throughout the academic sector.” She said the NTEU uses company negotiations to „suppress resistance to attacks on jobs and working conditions.” While corporate negotiations between employees and the college have failed, employees are in the early stages of negotiations with WSU management and are hopeful about the outcome. WSU staff have previously raised concerns about WSU`s approach to flexible working. During the 2016 negotiations on company agreements covering all WSU employees, ntEU pushed for flexible work schedule changes for qualified staff and secured new provisions allowing remote work. The position is a full-time position. An attractive salary package is negotiated based on qualifications and experience according to the WSU Early Learning Services company agreement. Across Australia, the union is trying to involve university employees in another round of three-year company agreements (EAs). These have been a decades-long way for unions to isolate workers from one workplace to another and to enforce pro-company restructuring enforced by anti-strike laws. This Agreement will come into force on July 1, 2021 and will remain in effect until June 30, 2023. If this Agreement expires while negotiations between the Parties on a successor Agreement are ongoing, the terms of this Agreement shall remain in force until the date of entry into force of a successor Agreement or until 30 June 2024, whichever is the earlier. After that, the university can unilaterally implement in accordance with the law. Western Sydney University Early Learning LTD provides our children with quality education, child care and early learning experiences in a stimulating, inclusive and stimulating environment and works in partnership with families, the University of Western Sydney and our diverse community. .