Our Log of Claims for RMIT's new Enterprise Agreement - the highlights

1. SINGLE AGREEMENT: The Agreement will govern wages and employment conditions for all staff employed by RMIT (academic, professional, specialist, executive & vocational education staff) and all RMIT Online staff.

2. PAY RISE: That salary rates and allowances for all NTEU members employed by the University be increased by 15%, or 5% per annum, whichever is the greater by 31 December 2024.

3. SUPERANNUATION: 17% employer superannuation contribution for all employees including casual employees. 17% superannuation contribution for staff on unpaid parental leave.

4. ACADEMIC FREEDOM: In accordance with the rights in international instruments and protect and promote the rights and freedoms of staff members to comment and engage in public debate, including a debate on the operation and governance of the University.

5. Aboriginal and Torres Strait Islander Employment:

  • Improved cultural leave provisions
  • An Aboriginal & Torres Strait islander employment target  of 126 equal to 3% of all staff on a head count basis by 31 December 2024.
  • The role of the Aboriginal and Torres Strait Islander Employment Committee to include monitoring and reviewing the implementation of RMIT’s Plan.

6. Job Security

  • Organisational change process should not be more than once during the life of the Agreement.
  • Permanent staff: Retrenchment, including voluntary retrenchment, only occur where the work performed in the position is no longer required to be performed by anyone.
  • Fixed term staff: a right to conversion to permanent employment after three years’ continuous service or two successive contracts.
  • Casual staff: improved conversion rights.

7. Improved Consultation Processes/Organisational Change

  • Minimum of four weeks consultation period
  • The provision of detailed information: data, budgets, the impact on services, staffing and workload.

8. Fixed term staff

  • Entitlement for severance payments at the expiry of the contract.
  • Extension of all fixed term contracts where a contract is interrupted by parental or other additional leave.

9. Professional Staff

  • A Workload Monitoring Committee and Classifications Review Committee comprising of equal representation by NTEU and RMIT Management
  • Enhanced rights to work from home
  • Greater access to professional development
  • Service wide targets shall not be used in the individual performance review process.
  • Improved overtime provisions.

10. Casual Staff (academic)

  • Paid sick leave for casuals.
  • Payment for WORKDAY and other administration training of one day per semester.
  • The academic judgement rate to apply to all marking.
  • Insertion of appropriate definitions of work subject to rolled up rates for casual academic staff to prevent undermining of Award standards.
  • For every hour of face-to-face teaching work that casual academic staff perform, they will be paid for one hour of research or professional development work.
  • The casual allowance be increased to 50%.

11. Academic Staff

  • Transparent workload allocations through the strengthening of existing clauses and ensuring a workload allocation of:
  1. a minimum of 30% research for each academic employee.
  2. a minimum of 10% engagement for each academic employee
  3. a maximum of 60% teaching for each academic employee
  • HDR supervision as a stand-alone time allocation in addition to allocations for research and engagement. Effective hours-linked caps on academic workload.
  • Academic Workload Model Committees in each school to have equal representation by NTEU and RMIT.
  • Measurement of individual research outputs to include ROPE and consideration of external factors (remote working/pandemics etc).
  • Workload models will accurately reflect the time taken to perform the work, measured against evidence-based criteria.
  • Individual workload allocations determined in order of- research, engagement, HDR supervision and then teaching.

12. University Policy Changes: That the Agreement provides that new University policies may only be introduced, and existing policies may only be changed, with the agreement of the Union

13. Gender Equity

  • Active measures to support and increase gender equity across all areas of the workplace and levels of employment. This includes workplace participation and career development and increased safe working conditions for all female staff.
  • All staff have the right to change their working hours to part time or be eligible for job share.

14. Union Representation

That for the purpose of benefiting employees in ensuring that employees have effective and accessible industrial representation by the Union, the Agreement provides for:

  • Rent-free office space and facilities.
  • Time release.
  • Surveillance or interference of union communications to be prohibited.
  • Access to staff email and mailing lists.
  • Paid time for employees to attend union meetings.
  • Ensuring no staff member will be disadvantaged as a result of union activities conducted in accordance with responsibilities incurred as a result of bargaining for, or implementation of, Agreements.
  • Terms reflecting that union membership is beneficial for effective industrial relations.
  • All staff inductions to include NTEU.

15.  COVID-safe return to work

  • Regular consultation with the Union, elected HSRs and staff in relation to pandemic and epidemic risk management (including the implementation of Pandemic Orders and other government public health directives).
  • Robust procedures for pandemic and epidemic risk identification, assessment and consultation on development of associated safety plans, involving clear lines of accountability, timely communication to affected staff and appropriate training around implementation.
  • Free provision of an adequate supply of personal protective and safety monitoring equipment such as rapid antigen tests for diagnostic and voluntary surveillance testing, surgical masks/respirators that meet recommended health standards (currently P2/N95/KN95) to all staff expected to attend campus for work.
  • Enhanced rights to work from home for all staff (including professional and casual staff) and appropriate equipment, protections and allowances for staff working from home. These rights shall include the ability to work from home when the workplace is unsafe due to the staff member’s health conditions.
  • Improved infectious disease leave.
  • Appropriate recognition of increases in workload due to the pandemic (including for casual staff). This shall include increases in workload from additional workplace safety responsibilities; pandemic restructures; new work methods such as hybrid online/ face-to-face teaching; and abrupt changes to teaching modes.
  • Provision of adequate resources (support staff, technology and time) to deliver hybrid online/ face-to-face teaching (including for casual staff).
  • An express right for casual staff to serve as First Aid Officers, Floor Wardens and HSRs with pay for training and meetings guaranteed if elected/appointed to the role.
  • A clause expressly stipulating that provisions in the Enterprise Agreement do not detract from or override the operation of the Occupational Health and Safety Act 2004 (Vic) by virtue of section 109 of the Commonwealth Constitution.
  • Paid special leave to access vaccinations.

16. Gender Affirmation Leave: That the Agreement provide for a total of 30 days paid gender transition leave per annum for essential and necessary gender affirmation procedures, inclusive but not limited to medical, psychological, surgical, legal status and documentation amendment appointments.

17. Parental Leave: That the Agreement provide for paid partner leave to be increased to 15 days.

18. Improved Dispute Resolution Procedure: That the Agreement provide for an improved dispute resolution procedure. 

19. Implementation Working Groups

  • The role, composition, and operation of the Implementation Working Groups for academic and professional staff to be specified in the Agreement.
  • The Implementation Working Groups to comprise of equal representation by the NTEU and RMIT.

20. Agreement Implementation Monitoring Committee: The Agreement provide for an Agreement Implementation Monitoring Committee comprising of equal representation by the NTEU and RMIT

21. Flexible Working Arrangements: Rights for staff to request flexible working arrangements.

22. Other items: Other claims as may arise during the bargaining process and changes necessary to ensure the Agreement complies with the Fair Work Act (2009).

View the full RMIT NTEU log of claims for our new enterprise agreement:
Read our log of claims

RMIT's Enterprise Agreements have all expired!

Days since our Higher Education Enterprise Agreement expired:


Days since our Vocational Education Enterprise Agreement expired:


Days since our RMIT Training Enterprise Agreement expired:


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