“COVID-19 has had dramatic consequences for communities and professional life. Negotiations for the new enterprise agreement have been halted, while TAFE NSW continues to assess the impact of COVID-19,” said a TAFE NSW spokesperson. If this employee vote were positive, this timetable would have allowed the first pay increase before the start of the second election. In light of the last time the requirement for a pay increase at the end of November 2018, the association has worked to conclude negotiations as soon as possible after the current EA expiry date of February 3, 2020. This would have allowed TAFE teachers and associate staff to pass a Fair Work-required legislature and obtain their first pay increase in the first quarter of 2020. While this agreement occasionally swallowed, there were a large number of teachers who took advantage of it. Unfortunately, all directives and agreements that were not part of the EA were ignored by the subsequent administration after the introduction of the Federal Fair Work Act. “TAFE NSW continues to advocate for an agreement approved by teachers and approved by the Fair Labour Commission. Until now, teachers who were long-term temporary workers had no certainty about the current employment and often relied on the Federation`s commitment to move to permanent service with TAFE NSW. It is important that they are aware of their working conditions and that they have the opportunity to join the union in order to help us in our important work assistance work.
If an employee does not understand his claims, he can undermine them. This can undermine everyone`s working conditions. Those who have worked in the TAFE for some time may remember the temporary teacher contract before being transferred to the confederation`s fair work system. This agreement outlined a process in which part-time temporary teachers, who were temporaryly elected and held this position continuously for two years, were permanently transformed. Prior to the start of negotiations, the Federation conducted a survey of all TAFE members covered by the agreement to set their priorities for the new EA. This poll showed by an overwhelming majority that teachers wanted to focus on a 2.5% increase in annual salary without loss of conditions. In addition, the Fair Work Act does not allow the Commission to rule on matters outside the EA. Therefore, even if an administrative decision is manifestly unfair, fair work cannot order an employer to implement a policy that is not subject to an EA or national employment standards. The Australian Education Union NSW Teachers Federation and TAFE NSW began negotiations late last year for a new Tafe Commission of NSW Teachers and Related Employees Enterprise Agreement.