Like most union members I am keen to understand the case for the proposed @NTEUNational and @uniaus jobs protection framework.

Some Qs about the metrics for financial loss + mechanisms for protecting jobs, particularly for casuals and fixed-term staff... https://www.nteu.org.au/covid-19/jobs_protection_framework

How did the negotiators come to 5-15% forecasted loss as the measure of 'high' and 'severe' financial impact?

Are mass sackings likely for 5-15 percent income fluctuations? Can we see the NTEU amd UA modelling estimating job losses?

How many universities are likely to fulfill this framework's definition of category A and B losses (and 0-6% operating cashflow margins) within the next year?

Are the losses to be measured against forecasted revenue increases, or the 2018 actual revenue figures?

Will the data demonstrating these losses become public? Or only go to the proposed expert panel?

What happens if the forecasted losses don't occur during the framework time period? Do staff get their pay returned?

Alongside feeling confident that there are legitimate financial losses, NTEU members want to feel confident that actual jobs are being saved.

How likely was it that universities were going to use forced redundancies in the next year or so?

So we were going to lose 30,000 jobs, and this framework protects 12,000 of those jobs? Again, can we see the modelling?

Why make internal hiring processes defined by the institution rather than the sector?

Will we be able to negotiate a clear process for determining 'normal' expectations of casual and fixed term work?

For academic staff, what guarantees are there teaching loads won't be increased (they already have w online teaching)?

I.e. What are COVID19 reasons to shift research workload allocation to teaching hours?

Whoops, lots of questions!! No doubt I've missed important potential topics or issues relevant to different members.

Keen to understand the rationale for this proposal..