A suggestion
Some thoughts and a suggestion.
Industrial psychologists and employee relations people would blanch at the current level of conflict in what must be, on any view, a dysfunctional work group within QF.
What management wants is change. Many of the employees are totally opposed to change. The union seems to accept the management’s reasons for change but doesn’t seem to have finalized its negotiating position on trade offs.
Change in large organizations is usually achieved by a combination of employee participation, negotiation, agreement, manipulation and coercion. Some employees actively embrace change; some actively resist it. One possible option that’s usually on the table is voluntary redundancy. Redundancy isn’t everyone’s cup of tea, but when coupled with some form of job retraining/tertiary studies assistance package, the pill can be less bitter and actually lead to new career opportunities.
An example of such a package was negotiated in 1993 with unions representing employees of the now defunct Commonwealth Department of Administrative Services. Those who volunteered for redundancy received full pay for 12 months if they undertook an “approved” tertiary or TAFE course, thence award redundancy benefits thereafter. The Commonwealth also picked up the tab for HECS, textbooks and other institutional fees during the 12 month period.
A major ‘head hunting’ firm was contracted to assist individuals in finding employment.
If memory serves me correctly, the whole package was negotiated under the stewardship of the ACTU.
Might be worth considering. Surely it's better than the vitriol and personal abuse!