November 10, 2021

Vice-Chancellor agrees to unlock salary increases to ease COVID-19 financial impact on staff

Decision a show of goodwill despite financial challenges

University of Wollongong (UOW) Vice-Chancellor, Professor Patricia Davidson, has acted to ease the financial impact of COVID-19 on staff by unlocking incremental salary increases paused under agreements reached with staff last year.

The decision brings forward to 1 December this year an institution-wide 4.5% pay increase that was scheduled to be paid from 31 January 2022 under the variation to the University’s Enterprise Agreements agreed to by staff last year in an effort to minimise job losses due to COVID-19.

The 4.5% comprises the incremental increases originally scheduled to occur in November 2020 and November 2021 of 2% and 2.5% respectively in its Enterprise Agreements negotiated in 2019, but which were paused and deferred until 31 January 2022 by the Enterprise Agreement variations 17 months ago.

The increase will be paid prospectively and apply to all academic and professional staff covered by UOW’s Enterprise Agreements—including casuals.

UOW Chief Operating Officer, Damien Israel, formally advised both unions representing UOW staff, the Community and Public Sector Union (CPSU) and the National Tertiary Education Union (NTEU), of the decision today (10 November 2021).

The Vice-Chancellor described the move as a show of goodwill towards staff and unions that indicates the constructive relationship UOW seeks to foster into the future.

“COVID-19 has had an unprecedented impact on the higher education sector around the world, including here in Australia at the University of Wollongong.

“I recognise that all staff members have worked remarkably well to adapt; pivoting to online course delivery, reducing operating costs and accepting organisational changes while simultaneously meeting the needs of our students and implementing the changing requirements of public health orders.

“Although our financial situation remains uncertain, we can afford to make this important and genuine show of goodwill in recognition of their effort and commitment

“It will hopefully ease the financial burden being borne by staff, particularly casual staff, in the lead up to the holiday season,” Professor Davidson said.

The decision does not impact on other measures in the Enterprise Agreement Variations that were approved by staff and the Fair Work Commission in July 2020, including the leave purchase scheme and employment protections.