Human Resources

Employee Relations

The Employee Relations unit provides advice on the following:

Enterprise Bargaining Agreements

The terms and conditions of employment of staff at La Trobe University is regulated by an Enterprise Bargaining Agreement (an EBA).

Enterprise Bargaining Agreements

The main enterprise bargaining agreement covering the majority of University employees is the La Trobe University Enterprise Bargaining Agreement 2004-2008. Separate enterprise bargaining agreements cover staff in the Bookshop, Guild, Children's Centre and also at La Trobe University International College.

The parties to the EBA are La Trobe University and all academic and general staff employees of the University and also the unions who are party to the Agreement:

• National Tertiary Education Industry Union (NTEU)
• Community and Public Sector Union (CPSU)
• Liquor Hospitality and Miscellaneous Union (LHMU)

The EBA is a "closed and comprehensive" agreement which supersedes and replaces in its entirety any previous certified Agreement covering employment with La Trobe University and it also operates to the exclusion of and replaces any awards (existing or future) of the Australian Industrial Relations Commission and any industrial agreement which may otherwise apply to staff employed under the EBA.

The EBA was certified and came into effect from 16 November 2005. The curre nt EBA is available on the web at: http://www.latrobe.edu.au/hr/la-trobe-eba-04-08.pdf

It is well worthwhile for you to access the EBA and peruse key sections of it from time to time, along with the Human Resources Manual (of which more later).

Back to List

Human Resources Manual

The Human Resources Manual (HRM) is the other key source of information for conditions of employment at La Trobe University. Staff are bound by the policies and procedures set out from time to time in the HRM. It covers a wide variety of policy matters that are best left out of a document like an EBA or AWA, such as promotion procedures for academic staff, various types of allowances and matters such as leave and staff recruitment. You will find a wealth of information about University policies and procedures in this document which are relevant to you and it is strongly suggested that you consult it.

The HRM is found on the web at:

http://www.latrobe.edu.au/hr/manual/

Probation at La Trobe University

All new staff are subject to probation (the period of which may vary from 6months to 3 years). The purpose of the probationary period is set out below:

"Probation offers a period of mutual testing during which decisions about a staff member's ability to satisfy the requirements of the position can be evaluated. The length of the probation period should allow sufficient time for these judgements to be made."

Extract from Academic Probation Policy 5.7

"The purpose of a probationary period is to ensure an appropriate match is made between the person, the job and the work environment, and that a good working atmosphere is established in the work group. It serves as a test to judge whether the staff member satisfies the goals and objectives of the position."

Extract from General Staff Probation Policy 5.8

Probation periods do not apply in cases of a fixed term appointment being renewed, and not normally in the case of a transfer or secondment.

Academic probation periods

Academic Level A to Level C:

• Appointments of five years or greater 3 years

Induction review after one month, interim reviews annually, leading up to the Confirmation review which must be completed at least two weeks prior to the expiration of the probation period.

• Fixed term appointments of greater than two years 12 Months

Induction review after one month, interim review after six months, leading up to the Confirmation review which must be completed at least two weeks prior to the expiration of the probation period.

• Fixed term appointment of two years or less 6 months

Induction review after one month, interim review after three months leading up to the Confirmation review which must be completed at least two weeks prior to the expiration of the probation period.

Full policy is on the web at: http://www.latrobe.edu.au/hr/manual/05/probation_review_507.doc

Back to List

General Staff Probation Periods

• Appointments greater than two years 6 months

Induction review after one month, interim review after three months, leading up to the Confirmation review which must be completed at least two weeks prior to the expiration of probation period.

• Fixed term appointments of two years or less 3 months

Induction review after one month, interim review after six weeks leading up to the Confirmation review which must be completed at least two weeks prior to the expiration probation period.

Full policy is on the web at: http://www.latrobe.edu.au/hr/manual/05/PROBREV_508.doc

Termination during or at the end of probation

If the employment is adjudged to have been unsuccessful, termination of employment may be recommended, current HRM probation policies 5.7 and 5.8 provide that an employee shall be advised of, and given an opportunity to make response to, any adverse material about the employee which the employer intends to take into account in a decision to terminate the employment upon or before the expiry of the period of probation. Please contact a member of the ER Unit if you require further advice or assistance.

Performance Management Systems at La Trobe University

There are two main performance management systems operating at La Trobe University. The Incremental Progression and Performance Planning Scheme (IPPPS) for general staff and the Performance Enhancement and Development Scheme for Academic Staff.

For both schemes:

• an annual review cycle forms the basis of the scheme;
• participation in the applicable scheme is a prerequisite for incremental advancement - however there is a frequent misunderstanding that incremental progression is the purpose of the performance management systems at the University. This is not so- there is a requirement for all staff to be involved, certainly including those who have reached the top of the relevant incremental scale.
•   a staff member whose increment is denied is able to access an appeal mechanism.

Training in each scheme is available separately, contact the Classification team in Human Resources for further details.

Back to List