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Pay

Casual pay rates depend on the type of work being performed: lecturing, tutoring and marking are all paid at different rates. You will need to check the provisions of the collective contract as there are some differences between institutions.

The three main rates of pay for casual academic work are listed below, from highest to lowest.

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Lecturing and ‘Higher Marking’

You should be paid at this rate if you give any lectures or if you are required to mark a PhD or Masters research thesis. This rate is linked to what would be the hourly rate of a Level B Lecturer (Step 2), plus a loading of between 23% to 25% depending on your institution.

While casual academics are technically paid by the hour, the lecturing pay rate assumes a number of hours of additional work for each hour of delivery, and includes these additional hours in the overall rate.
In other words, lecturing rates of pay are usually calculated something like this:

Lecture type Pay calculation Total pay per lecture
Basic lecture 1 hour of delivery
2 hours associated work		 3 hours pay
Developed lecture 1 hour of delivery
3 hours associated work		 4 hours pay
Specialised lecture 1 hour of delivery
4 hours associated work		 5 hours pay
Repeat lecture

1 hour of delivery
1 hour associated work

 2 hours pay

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Tutoring

The tutoring rate is linked to what would be the hourly rate of a Level A academic (Step 2, unless you have a PhD, in which case you should be entitled to Step 6), plus a loading of between 23% to 25% depending on your institution.

As with lecturing, the tutorial pay rate assumes a number of hours of additional work for each hour of delivery. Associated work included in the pay rate is normally intended to cover preparation and 'reasonably contemporaneous' student consultation and marking, and is usually calculated something like this:

Tutorial type Pay calculation Total pay per tutorial
Tutorial 1 hour of delivery
2 hours associated work		 3 hours pay
Repeat tutorial 1 hour of delivery
1 hours associated work		 2 hours pay

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What is a lecture and what is a tutorial?

This will usually be determined by how the teaching session is advertised to students. Some Collective Agreements contain different definitions, but as a general rule the primary form of delivery is a lecture and the follow up teaching is a tutorial.

A demonstration may involve support in how to use equipment but does not involve formal teaching or preparation by the academic.

The incorrect calculation of rates of pay for tutoring costs academic casuals millions of dollars each year. NTEU recovers many thousands of dollars in underpayment for casual academics each year, with the wrong rate being paid or hours of work not being recognised.

NTEU members consistently report that two hours per tutorial to complete all the required preparation, student consultation and marking for a tutorial is a dramatic underestimation, especially due to large class sizes and the responsibility of responding to student emails.

As a result many academic casuals do extra preparation work, marking and student consultation well beyond the allocated two hours per tutorial, for no extra pay. Of course, NTEU discourages academic casuals from performing unpaid work in this way - but we understand that this is not always practically possible.

If you are in this position, make sure you note down the extra hours worked and talk to the Union about options. You may be able to make a claim for payment for the additional hours. And through getting involved in your Union, you can work together with other sessionals facing similar problems.

For more information about how NTEU is working to fix this problem, go to What is NTEU doing for academic casual employees.

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What does ‘reasonably contemporaneous’ marking mean?

If the marking you are being asked to do isn’t ‘reasonably contemporaneous’ with the tutorials you’ve been giving (i.e. at roughly the same time), you are normally entitled to receive additional pay for it.

For example, work marked throughout semester such as essays, tests, reports and the like would be reasonably contemporaneous with tutorials, and therefore intended to be included in the two hours of paid work associated with each tutorial (see table). On the other hand, if you are asked to mark a swag of end-of-year exams, you should make sure you receive additional pay at the marking rate.

It may also be that the marking time required is well in excess of the assumed time in your tutorial pay – the Union has successfully negotiated further pay in some cases.

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Student consultation

Similarly, the allocation for student consultation does not extend to consultation time that is not reasonably associated with the class.

For casual musical accompanists, the rule of thumb is that you should be paid an extra hour of preparation for each hour of accompanying required.

For clinical nurse educators, you should be paid between ½ an hour and an hour of preparation for each hour of delivery.

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Marking and ‘other academic activity’

The marking rate is also linked to what would be the hourly rate of a Level A academic (Step 2, unless you have a PhD, in which case you should be entitled to Step 6), plus a loading of between 23% to 25% depending on your institution.

The rate for all other work or ‘other academic activity’ is also usually paid at the base marking rate. Sitting in on lectures, marking exams or papers for other tutors, attending demonstrators meetings and Departmental meetings, workshops, student excursions and additional student consultation are all activities you should be paid for separately at this rate.

It’s worthwhile to check you are being paid the correct rate by reviewing your institution’s Collective Agreement. As well as being listed in your letter of appointment, casual academic rates of pay will be set out there, usually at the end of the document.

Your institution’s Collective Agreement can be found on the NTEU website at www.nteu.org.au/rights/agreements

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Make sure your duties are clear

If you are unsure about any specific duties or you are not clear what the expectations are, seek a meeting with your supervisor for clarification. Ask that any clarification be put in writing. If your supervisor does not do so, write a letter to your supervisor or Head of Department setting out your understanding of the meeting and the University’s expectation of your work and ask that the supervisor correct any misunderstanding or misstatement on your part.

An example might be that it is unclear whether you are expected to attend lectures and whether you would be paid additionally for doing so. In this case, it would be worth seeking clarification in writing.
Try to get these kinds of issues clarified as soon as possible after commencing work.

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Office facilities

Check your Collective Agreement and/or local custom and practice to see what office facilities casuals should be provided with.

Ideally, you should have access to equipped office space – networked computer, phone, email, access to photocopying machines, a mailbox, and library facilities - in order to conduct your assigned duties and to participate in the collegiate community of the School or Department.

If you are told that you have facilities make sure that you get them. If you have concerns about the level of facilities available to you in your work, contact NTEU for advice and assistance.

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Working from home

Remember that if you work from home, the costs of running a home office and depreciation on your computer is tax deductible.

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Superannuation

Under federal legislation, the University has to contribute to a superannuation fund on your behalf.
The dominant superannuation fund for staff in higher education is UniSuper. For more info, visit www.unisuper.com.au

You should be provided with the necessary application forms when you start work. If not, ask your institution’s Human Resources department.

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How much does the University contribute?

Provided you earn $450 in a month, the University must contribute 9% on top of your pay. However, even if you don’t earn $450 per month, if you earn at least $2202 (2007 figure, indexed annually) in a six-month period (January to June, July to December) you are entitled to a 3% contribution to UniSuper.

Where the University is not sure about the correct contribution because of your work patterns, it is allowed to pay your superannuation twice a year.

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What happens to the money?

Employer contributions are ‘preserved’0 (not accessible) until age 55-60, and earn significant interest during this time.

If you are in UniSuper, you will only have one account – even if you change university or work at more than one university.

If you leave the tertiary education sector the money can be rolled into another superannuation fund, or if your new employer offers a choice of funds, you can request new contributions be made directly to your account with UniSuper.

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Are there other factors that I need to consider?

As a casual employee you are entitled to take out one ‘unit’ of death and disablement insurance upon joining UniSuper (one unit is equivalent to a $7000 - $125,000 payout, depending on your age). This can be a very cheap form of life insurance.

You can take out more units as long as you are under 60 and regular employer contributions are being made to your UniSuper account. If you apply for a second unit of cover within 90 days of becoming eligible for the first unit, you will not be required to provide health evidence.

All universities have superannuation officers who can advise you about your superannuation options but if you think you’re missing out contact NTEU.

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Leave

As the casual pay rate usually includes a loading in lieu of paid leave, you do not generally have a legal entitlement to paid leave. However, hours missed due to illness may, with your Department’s permission, be made up at another convenient time.

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Parental Leave

Under federal legislation, if you have been employed on a regular and systematic basis for at least 12 months, and have a reasonable expectation that this will continue, you will be entitled to the following unpaid parental leave:

  • If you become pregnant, 52 weeks maternity leave.
  • If your spouse becomes pregnant, 1 week paternity leave, or 52 weeks paternity leave if you are to be the primary caregiver.

In addition, at some universities NTEU has successfully negotiated casual entitlement to paid parental leave and partner leave if you have a same-sex partner. Check with your local Branch to see if you are eligible.

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Long Service Leave for long-serving casuals

Casual university employees are not normally entitled to paid long service leave, although if you have had regular casual employment over more than 7 years (5 years if you are employed in NSW; 10 years if you are employed in WA), you may be eligible depending on the wording of your Collective Agreement. In some cases the Union can negotiate a fairer deal: if you think you might be eligible, contact NTEU for advice.

In relation to long service leave, the important thing to remember is that if you gain a fixed term or ongoing position, any regular casual employment prior to that appointment should be counted as service for accruing long service leave in your new job.

Make sure you get your casual service counted when you commence in your new position.

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Student Evaluation of Teaching

Most teaching in universities is now subject to student teaching evaluation: your students will likely be asked to evaluate your teaching at the end of semester.

Make sure you keep copies of all your students’ teaching evaluation questionnaires, just in case any issues arise later.

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Collegiality

Ideally, the experience of working as a casual academic should include an opportunity to fully participate in the academic life of the Department. Unfortunately, while some Schools and Departments are inclusive of casual academics and welcome their contribution at School/Departmental meetings, many exclude casual academics, often inadvertently. Treating casual academics as professional colleagues can go a long way to alleviating the stress casuals work under, especially given inadequate support facilities.

A good way to organise participation in Departmental meetings is to group together with other academic casual staff in your School or Department. Remember that if you are required to attend these meetings, you are entitled to be paid for this time.

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Intellectual property

Casual academics generally have the same rights as permanent academic staff to intellectual property created as part of their employment.

The general rule of thumb is that intellectual property in works created in the course of your employment (such as new course materials or a new course) belongs to the University. However this position is often modified by university policy and/or the Collective Agreement: for example, if you have developed materials with market appeal, the University might grant you a license to sell that work in certain circumstances.

Remember that if you are not paid to do research, the University will have no claim over any intellectual property relating to your research activities.

Under federal law, you also have moral rights in relation to works created in the course of your employment. Your moral rights include:

  • Attribution of authorship.
  • The right to not have authorship of a work falsely attributed.
  • The right to not have your work altered without your permission.

If an intellectual property issue arises in relation to your employment, make sure you get individual advice from your local NTEU Branch.

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Intellectual freedom

Casual academics should have the same rights and responsibilities with respect to intellectual freedom as permanent academic staff. NTEU has campaigned hard to ensure that Collective Agreements enshrine intellectual freedom – often against the opposition of university managements. However, most university Collective Agreements protect the rights of academic staff to engage in critical inquiry, intellectual discourse and public debate. Check your institution’s Collective Agreement for details.

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Health and safety

Under state legislation, your employer is obliged to ensure your safety at all times when on campus or engaged in activities related to your employment with the University. The University must provide:

  • Safe and well-lit corridors and walkways to prevent assaults occurring.
  • Personal protective equipment, proper ventilation and other necessary precautions against dangers associated with the use of hazardous substances.
  • Proper ventilation of class rooms to safeguard against personal discomfort and airborne disease.
  • Safe equipment, including ergonomically safe chairs, desks etc. Many institutions have after-hours security escorts to ensure night security for staff walking to cars or transport.

All workplaces should have Occupational Health and Safety representatives elected by employees or appointed by the Union who can raise any issues of concern about safety in the workplace. NTEU can put you in touch with your local representative.

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Workers' compensation

Casual and contract staff are entitled to claim workers’ compensation if injured in the course of their work. This includes injuries arising from work, injuries sustained during working time (whether on campus or whilst working elsewhere) and, in some states, injuries sustained travelling between home, the university, other places of work and other educational institutions. Injuries for which claims may be made include:

  • Physical injury – back strains and muscle damage to hands and wrists sustained in the course of preparing or delivering classes.
  • Ill health – poisoning or the contraction of disease in class or during clinical instruction.
  • Emotional stress injury – stress associated with being overworked or subject to harassment by other staff or students.

Any work-related illness or injury should be reported as soon as possible to your employer. In some states there are defined notice periods within which any injury must be reported if a workers’ compensation claim is to be accepted. Check with your local NTEU Branch for the requirements in your state or territory.

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Equal employment opportunity

Federal and state laws designed to protect employees from discriminatory employment practices cover universities. These laws generally protect people from discrimination on the basis of sex, marital status, race, nationality, ethnic origin, age, sexual preference and disability. If you are denied employment or employment entitlements or are terminated because of a characteristic associated with one of these protected categories, you have a right to seek compensation. You should contact the Union immediately.

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Harassment and Bullying

Unfortunately, harassment and bullying can sometimes happen in the workplace. Sexual harassment and discrimination on the basis of race, sex, sexual preference, disability, age and a range of other attributes is illegal. You have the right to lodge a complaint should you experience sexual harassment or discrimination at work.
Bullying is recognised as behaviour aimed to demean, humiliate or intimidate. Your institution has policy and can provide advice relating to incidents of bullying in the workplace.

If you experience any form of harassment or discrimination, make sure you contact the Union for advice and assistance.

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Grievances

All universities have internal grievance procedures designed to resolve work disputes.
If you feel you have been treated unfairly at work in any way, contact NTEU for confidential advice before lodging a grievance, as the procedures can be complex and are often not properly applied.

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Termination

If you have been employed on a regular and systematic basis for twelve months or more (e.g. teaching whole semesters, even if there are breaks such as mid-year or long vacations) and you have a reasonable expectation of continued casual employment, you may have grounds for claiming unfair dismissal if you suddenly lose your job or are not given more work. If you are dismissed before the semester is over, you may also be entitled to pay for the balance of the semester. Check with your local NTEU Branch.

NTEU Branches and Industrial Officers will also be able to pursue less formal means within the institution to try to save your job or find you another.

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Looking after your career

Many permanent academic staff started their academic careers as sessional staff. The teaching experience gained from casual tutoring and demonstrating can be invaluable when applying for permanent academic positions.
Make sure you keep an accurate record of your teaching experience, including tutorial/demonstration outlines, copies of any course materials you have developed, student evaluations etc. It’s also a good idea to get a reference from your supervisor at the end of the semester.

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