ASU Secretary, SEAN KELLY and Marilyn Turnbull, ASU Representative have participated in a series of negotiations towards a Partnership Agreement since the issue of the last Newsletter.

Aurora management have distributed versions of the draft Agreement document to all staff for information. The changes to the document reflect the outcomes of the negotiations on each occasion.

Various aspects of the Claims put forward by the ASU have been adopted in one form or another, whilst some of the Claims made by the ASU have also been rejected by management.

Key Clauses still subject to discussion are:

The wages offer
Use of contractors
Phased in retirement
Some Claims of particular importance to other Unions.

Some new Clauses added to the draft following negotiations are:

Recognition of Current competency
Parental [including Maternity Leave]
Working at Home
Partnership with Unions
Union Workplace Delegates
Consultation re Change
Job Security
Reasonable Working Hours

I will report the detailed differences with the above matters at the ASU meeting.

MANAGEMENT HAVE OFFERED AN INTERIM WAGE INCREASE OF 10.5% OVER 3 YEARS.

THE ASU SEEKS YOUR VIEWS ABOUT WAYS TO SEEK AN IMPROVEMENT TO THE CURRENT OFFER.

Aurora Energy Enterprise Bargaining Agreement 2001 - Progress Report No 1

November 2, 2001

ASU Secretary, SEAN KELLY and other Union Representatives held preliminary discussions with Aurora management on Thursday 1st & Friday 2nd November, 2001 regarding a new Enterprise Agreement.

The ASU have put the following agenda to Aurora:

THE ASU CLAIMS INCLUDE:

Wage increases to be determined – more news later
Maintenance of the unstripped Award
A 2 year Agreement
Paid Maternity Leave
Introduction of the “Change” clause
Career Path Planning
Job Security Clause
Customer Service Benchmarks clause
Occupational Health & Safety
Offer more Traineeships
Work from Home clause
Personal Computers for ASU members
Rights for ASU Representatives
Bargaining Fee for Non Union employees
Casual employees employment clause

AURORA’S DRAFT AGENDA [of interest to ASU members] includes:

Wage increases were not released
Review of Award Classifications & wage levels
Long Service Leave at 10 years [1994 State Act]
Use of Contract employees commitments
Paid maternity leave
Phased in Retirement
Community Service Leave
Income Protection Insurance

MANAGEMENT HAVE YET TO OFFER A WAGE INCREASE.

THIS IS NOT ACCEPTABLE – LET AURORA KNOW YOU ARE NOT HAPPY TO BE THE TARGETS OF LOW WAGE OUTCOMES.

New Branch Secretary appointed

October 26, 2001

The Australian Services Union has appointed Mr Sean Kelly as Secretary following the retirement of Mr Trevor Cordwell from the position.

Mr Kelly joined the Trade Union Movement in 1974 as the first Training Officer for the Tasmanian Trades and Labour Council.

He was the inaugural Director of the Australian Trade Union Training Authority (TUTA), National Training Coordinator for the Municipal Employees Union and the Coordinator of Local Government with the Tasmanian Branch of the ASU for the last 6 years.

Mr Kelly said he was honoured to be appointed the Secretary of one of the largest unions in Tasmania covering members in Local Government and Services in the public and private sectors.

He indicated that it was opportune for new policies, directions and initiatives to be commenced to build on the achievements of the past.

Branch Secretary retires

October 26, 2001

Mr Trevor Cordwell announced his retirement from the Australian Services Union (ASU) Tasmanian Branch today.

Mr Cordwell has served the Union for 21 years, his positions including:

Branch Secretary of the Municipal Employees Union [MEU]
And Branch Secretary of the Australian Services Union [ASU].

Mr Cordwell is a Vice President of the ASU and has held National Executive positions on the national body of the ASU during his term.

He currently holds positions with the TT Line, Tasplan Superannuation and the Local Government Review Board.

The establishment of the new Union following the merger of three former unions to form the combined ASU in Tasmania, in a time of significant industrial relations change, was a major achievement during Mr Cordwell’s term of office.

The MEU and the ASU also benefited from Mr Cordwell’s membership of the Australian Labor Party when he served on the National Executive and National Conference.

The Branch Executive of the ASU received notice of Mr Cordwell’s retirement with regret and wished him every success for the future.

Mr Sean Kelly was appointed to the position of Secretary of the Union.

ASU Tasmanian official stands in the upcoming Federal Election

October 12, 2001

ASU National Secretary Paul Slape extended best wishes on behalf of the Union to ASU Tasmanian Branch Industrial Officer Catryna Bilyk who is standing for the Senate in her home State.

The National Secretary congratulated her on her decision to stand.

“Catryna is a long standing, dedicated and talented member of the ASU who will help Kim Beazley implement policies that will improve the working life of our members and I urge ASU members in Tasmania to vote for Catryna,” he said.

Catryna joined the then MEU in the late 1980s when she was a family day carer and she and her colleagues were fighting for award coverage. She became an official of the Union in 1991, working as a union trainer and industrial officer.

If you want to talk to Catryna, please feel free to
call her on 0418 120 714.

Catryna Bilyk’s profile on the ALP website: http://www.alp.org.au/people/people.html?senate%tas%Bilyk%Catryna

Hobart City Council EBA 2001 - Final Progress Report No 5

The ASU & other Unions Representatives conducted final negotiations with management on 29th August, 2001.

Wage Increases

Management have now altered their offer to include :

1. A 2 year Agreement

2. Four [4] Instalments of 1.75% = [Total of 7.19%]

3. Two [2] months backpay to 1st July, 2001

4. Bank Charges Allowance increase to $1.50 per pay

5. A range of other conditions including:

§ Paid Maternity Leave

§ Maintenance of the unstripped Awards

§ Agreed Sick Leave provisions

§ Leave Without Pay Policy

§ Job Share & Part Time Work Policy

§ Access to Fitness & Health Care Programmes

§ Long Service Leave to be expressed as working days [not calendar days]

§ Transmission of Business commitment in the event of outsourcing

§ Access to accredited Training & Development

§ Enhanced payment for Officers working on Public Holidays

§ Review of Award Classifications

The ASU view the current offer as reasonable and will recommend the acceptance by ASU members of the draft Agreement document [which must be circulated for 14 days] at meetings to be held during the week commencing 24th September, 2001.

UNIONS’ NEGOTIATIONS HAVE BEEN COMPLETED ON EBA 2001, FOLLOWING THE WAGES & CONDITIONS OFFER FROM THE COUNCIL

ASU summary of final recommendations

Below is a list of the key elements to be recommended to members by the Parties for the HCC 2001 Enterprise Agreement. The ASU will recommend that members accept the Agreement document which will be issued by the Council for consideration for the next 2 weeks.

Agreement Provisions - Agreed Outcomes

Agreement Term

2 years – 1 July, 2001 – 30 June, 2003

Further Negotiations

Negotiations to commence for a new Agreement no later than 6 months before 30/6/2003

Wage Instalments

4 [Four] x 1.75% = [Total 7.19%]

Bank Charges payment

Allowance to be increased to $1.50 per fortnight

Maintenance of Award

Yes- as at 30/6/1998

Redeployment & Redundancy Clause

Yes – maintained as per 1999 Enterprise Agreement

Training Obligation

Commitment to provide national, accredited training & assessment for employees & trainees

Transmission of Business

Agreed. Council have stated it is not a current Policy to outsource, sell or dispose of it’s business activities or corporate services.

Paid Maternity Leave

Yes. Paid leave for 12 weeks.

Restructure Award Classifications

Yes. For all positions in current Awards to produce wage equity & consistency.

Alter Sick Leave entitlements

Yes. 13 days, cumulative, 10% payout of unused sick leave on retirement or resignation, Officers to be credited with full sick leave balance for the next triennium, General Manager to grant additional sick leave in cases of serious illness or injury.

Work on Public Holidays

Officers required to work on a Public holiday during normal working hours to be paid 1.5 times the ordinary rate & if required to work outside ordinary working times, to be paid 2.5 times the ordinary rate, in addition to payment of the normal wage for the Holiday

L S Leave converted to working days

Long Service after 10 years, leave balance to be expressed as working days.

Electronic payslips

Employees with a dedicated email address to receive pay advice by email, otherwise hard copy payslips will continue to be issued.

Fitness & Health Programmes

Any employee joining the Gym in Town Hall basement to have full usage of the Aquatic Centre on any day the Gym is closed to the public.

Extend Job Share

All applications for job share & part time employment to be considered by Council

Leave without pay

Application for LWOP for 6 months Policy introduced [or in excess of 6 months by the approval of the General Manager].

Hobart City Council Members • Notice of Mass Meeting

Approval has been given for all employees to attend a PAID MEETING to allow the ASU to report to you the detail of progress with the Unions’ various Claims:

On: WEDNESDAY 1st AUGUST, 2001

At: The Town Hall

At: 2.00 pm

Union says to employees pay your fair share

MEDIA RELEASE: July 31, 2001

In an unprecedented move, the local government union, the Australian Services Union, has sought $500 per annum from Council employees for bargaining for the recent enterprise agreement. The fee will be waived for those employees who are Union members. The claim will be considered and, if accepted, endorsed at a general meeting of members tomorrow.

“The ASU has provided a service for years and has represented the interests of Hobart City Council employees in the last three enterprise agreements. This effort by Union delegates and officials has bestowed benefits to all employees. It is a fair and reasonable price to pay for all workers who benefit from the Union Agreement”, declared ASU Assistant National Secretary, Mr. Brendan O’Connor.

“The time has come where all beneficiaries share the load. Nobody wants to be a free loader. It is un-Australian. So we say pay your fair share or better still join the union,” Mr. O’Connor added.

“We are seeking to incorporate the bargaining fee at all Councils but our strong preference instead is that all council employees join the union and collectively bargain for a fair and reasonable livelihood for themselves,” he added.

This demand by the ASU follows the successful certification of an enterprise agreement with a bargaining agency fee clause by the Australian Industrial Relations Commission.

“The Council and the Union delegates and officials are entering into a new round of bargaining and we hope to maintain and advance conditions of employment for employees at the City of Hobart. We anticipate that Council will wish to resist parts of our claim to provide greater security of employment and better wage outcomes for our members. We hope to ensure that all Council employees are behind their representatives in pursuit of this claim,” Mr. O’Connor added.

For further comment, please contact: Brendan O’Connor, ASU Assistant National Secretary on 03 9342 1414 or 0418 996 354

Hobart City Council EBA 2001 – Progress Report No 3

The ASU & other Unions representatives held further negotiations with management last Wednesday.

The ASU Asst. National Secretary, Brendan O’Connor, led the discussions with management. The key matters negotiated by the Union Representatives produced the following outcomes. Some of the indoor ASU Representatives on the Negotiating Committee met as a Working Party and put the following proposals to management:

WAGE INCREASES – UNIONS CLAIM:

The Unions Claim was for 12% over 2 years [or 18% over 3 years]. After Union negotiations, the offer has been increased -

Management’s Response was:

1. 9.34% over 3 years

2. paid in 6 six monthly instalments of 1.5%

3. the minimum increase would be $49.00 per week for a Level 2 employee [field] and $48.90 for a Level 1 [indoor] employee.

ASU COMMENTS:

Whilst the offer is a 50% increase on the Council’s original offer [6% to 9.34%], further discussion will be required before agreement is reached

SICK LEAVE – UNIONS CLAIM:

1. For all existing employees the Sick Leave opening balance at the next triennium to be 20 days AND cumulative, per year thereafter

2. 30% payout of accrued sick leave on resignation, retirement or redundancy

3. ex gratia payment to be made for serious/critical long term illness

4. employees on long term sick leave given the choice to have sick leave paid at ½ pay

5. For new employees – to be provided with an up front balance of 40 days for 2 years, then 20 days per year cumulative.

Management’s response was:

1. All employees to be credited with 13 sick leave days per year, fully cumulative

2. 10% sick leave payment on resignation, retirement or redundancy

3. Council Officers [indoor Award] to be credited with the entitlement they would have attracted at their next triennium review

4. Ex gratia payment for serious illness or injury approved by the General Manager [where sick leave has been exhausted]. The entitlement to be based on the benefit the employee would have received if the triennium system had been in place.

ASU COMMENTS:

The offer of 13 sick days per year to all employees, provides significant benefit for the outdoor workforce [Municipal Employees Award]
The remainder of the claims above will require further discussion.

HIGHER DUTIES ALLOWANCE:

Following the negotiations with the Unions, the Council has now totally withdrawn it’s Claim to increase the qualifying period for Higher Duties Allowance.

UNION BARGAINING FEE - UNION CLAIM:

In order to recognise the key role played by Unions in negotiating the Enterprise Agreement, the Claim for non union employees to have $500 or 1% of their wage per year, deducted from their pay for Enterprise Bargaining, will continue to be negotiated and pursued on behalf of Union Members.

Management’s Response:

The Council continue to oppose this Claim.

TRANSMISSION OF BUSINESS – UNION CLAIM:

This Claim will protect employees whose work may be outsourced [should the Council decide a change in Policy at any time in the future] Transmission of Business will provide Award & Redundancy entitlements and also ensure that no less than Local Government pay & conditions apply to any employees who may be “transmitted” to the new employer.

Management’s Response:

The Council have agreed that appropriate wording will be developed to deal with any Transmission issue, should it arise. Brendan O’ Connor [ASU] will further discuss this matter with the employees and Council.

CASUAL EMPLOYEES – UNIONS CLAIM:

Unions have sought, in the light of an Arbitration Commission National Test Case Decision:

1. that casual employees who are employed for a continuous period of 6 months, be entitled to:

2. choose to remain casual [with the 20% pay loading] or

3. choose to become a permanent employee

4. that the current level of employment of “Contractors Employees [e.g. Skilled Engineering] be further investigated and discussed with the Unions.

Management’s Response:

The Council believe that few “casual” employees are employed who might fall within the guidelines of the Arbitration Commission Decision. The Council has agreed that if any employees fall into this category their status will change to reflect the spirit of the Decision.

The Casual employees at the Aquatic Centre are employed under a differing set of wages & working conditions. Many of those who are employed, do so at their discretion to meet personal or career commitments. The Council are currently reviewing the procedures of the Aquatic Centre to reduce “casualisation” to a minimum & to maximise part time work opportunities at the THAC.

PAID MATERNITY LEAVE – UNIONS CLAIM:

The Unions Claim of Paid Maternity Leave has essentially been agreed to.

Management’s Response:

Council have agreed to pay 12 weeks paid Maternity Leave. The Council do not agree that Sick Leave should be able to be accessed during any period of paid or unpaid maternity leave.

OTHER MATTERS:

The following matters will be further discussed to clarify the detail:

Review of Salary & Classifications [during the next Agreement]
Review of training provision for career path progression [utilising the Local Government Training Plan]
Electronic Pay Advice
Leave without Pay Provisions
Long Service Leave to be shown in working days [not calendar days]
Redundancy provisions [re preservation of salary & benefits for 2 years – currently 1 year]
Protection against possible cumulative damage to the body & heart caused by Heat Stress
Change of Personal Protective Equipment standards to assist in reduction of heat stress
Council subsidy for the purchase of Computers by ASU/ Union members.

NOTICE OF MASS MEETING

Approval has been given for all employees to attend a PAID MEETING to allow the ASU to report to you the detail of progress with the Unions’ various Claims:

On: WEDNESDAY 1st AUGUST, 2001

At: The Town Hall

At: 2.00 pm

Hobart City Council EBA 2001 – Progress Report No 2

The ASU and other Union Representatives held further discussions with management on the contents of a draft Council document, on Wednesday 4th July, 2001, to further progress the Council’s Enterprise Agreement 2001.

Management have indicated that the following items are now not on the table for discussion in an Agreement:

1. An alternative Superannuation Scheme – to be considered by the Council’s Policy Committee

2. Disciplinary Procedures – not to be a part of an EBA

3. Phone Rental – to be dealt with administratively.

PAID MATERNITY LEAVE:

The Unions have already negotiated “in principle” agreement on paid Maternity Leave for 12 weeks for the Agreement.

BUT

The following Council items will require significant further negotiation before any level of agreement can be reached.

The Council seeks to:

SICK LEAVE ENTITLEMENTS -

Move to establish common sick leave provisions of 10 days per year, instead of the current 3 year triennium sick leave Award provisions for indoor staff.

REVIEW OF WAGES/SALARY & CLASSIFICATIONS –

Undertake a Review of Award classification/wages, to link them with current industry standards and that the outcomes to be the basis of the next future Enterprise Agreement in 3 years.

REVIEW OF HIGHER DUTIES ALLOWANCE –

Pay Higher Duties Allowance for indoor staff, only when a continuous period of not less than 10 days [currently 5 days] is involved. In some instances there will be the potential for employees to assume only a nominated percentage of the duties of a higher position.

The above changes have the potential to adversely affect “indoor staff” covered under the HCC Officers Award.

Negotiations will continue and Unions have sought a mass meeting to discuss progress to date as well as the Unions Claims.

MANAGEMENT HAVE NOT OFFERED ANY MORE THAN 2% PER YEAR WAGE INCREASE OVER THREE [3] YEARS.

All HCC employees will need to work together to achieve your objectives for this Enterprise Agreement.

Launceston City Council EBA – Final Progress Report

July 3, 2001

By now you would have heard that the ASU & APESMA have reached agreement with the General Manager on your next Enterprise Agreement. The Union Workplace Representatives are finalising the wording of the Agreement document. The Agreement will be sent to all Council staff for 14 days, for their consideration, before a formal vote by employees is taken on the document.

The key elements of the Agreement include:

1. 10% or $62.25 or the CPI [whichever is the greater] over 3 years, payable in 6 instalments

2. $18 pw back pay from 6/6/2001 to 1/7/2001

3. Maintenance of the Award Annual Review Process

4. Agreement on a form of words for the Transmission of Business [outsourcing/contracting out] clause

5. No additional conditions imposed on the payment of wage instalments, other than the conditions already agreed to in the draft Agreement

6. Annual Leave Loading - maintenance of the right of employees to elect to change the payment of the Loading.

7. Defer the seeking of Maternity Leave until the next Enterprise Agreement

8. Casual employees - Council will review the employment of Casual staff to remove any potential for abuse and to add a Reserve Matter to the Agreement re employment at the Museum & Art Gallery.

ASU Officials owe very special thanks to:

§ The Workplace Representatives who put so much time and personal effort into the discussions & negotiations on your behalf.

§ The Union members who stood firm in a time of severe pressure & who believed in the value of collective negotiations with their Unions and management.

§ The successful outcome of the negotiations & industrial campaign by strong members, shows that being a member of your Union will produce good results –

§ Are you a member of the ASU yet? If not – why not?

UNION MEMBERS HAVE ACHIEVED GOOD WAGE OUTCOMES, WITH A CPI REVIEW, AS A PART OF THE ENTERPRISE AGREEMENT PACKAGE.

NOTE:

Union membership is a basic industrial right to provide you with collective strength in bargaining with your employer. LCC members made a stand for all employees. If you haven’t joined the ASU, why don’t you take the opportunity NOW.

Launceston City Council Enterprise Bargaining Agreement - Progress Report No 3

Since the last report to you on Tuesday we summarised the position reached following further negotiations by ASU & APESMA Delegates with management.

On Wednesday the General Manager issued a “Dear Prudence” Newsletter which contained a number of misrepresentations. A summary of the Council’s Claims and the FACTS are on the back of this sheet.

On Wednesday afternoon the General Manager called a meeting of the Union Delegates to further discuss the position made public in the Council’s News.

The outcome of that meeting has already been the subject of an email sent to all staff and puts a series of Options viz:

8%[over3 years] & keep the Annual Review Process OR
11.5% [over 3 years], no payment for Annual Reviews in 2001 & remove the Review Process in the Future OR
10% [over 3 years], allot 1.5% for this year’s Annual Reviews & remove the Annual Review Process
Any $ increase over the above to be matched by operational cost reductions
One off payment of $18.00 pw from 6/6/2001 to 1/7/2001
the above payments to be in the form of $18.00pw [to the end of Band 2] & 3% thereafter
If the Award Safety Net payments or the CPI are greater than the agreed payment Option [to be voted on by the workforce] the higher amount will be paid.

It should also be noted that agreement has not been reached on:

Paid Maternity Leave
Transmission of Business
Options for Casual employees
Remove the 52 week cap on Redundancy
Taking of RDO’s [understanding been reached]

NOW IT’S YOUR TURN TO HAVE YOUR SAY ABOUT YOUR AGREEMENT – ATTEND MONDAY’S MEETING.

MANAGEMENT HAVE NOW ALTERED THEIR OFFER – MONDAY WILL BE YOUR CHANCE TO JOIN ASU & APESMA MEMBERS IN A MASS MEETING TO CONSIDER THE POSITION.

ASU & APESMA members are invited to attend:

on: MONDAY 25^th JUNE, 2001

at: 1.00 pm

at: Pilgrim Hall

NOTE: Potential members of the ASU will be welcome and able to attend the meeting by signing membership cards on entry to the meeting.

Launceston City Council Enterprise Bargaining Agreement - Progress Report No 2

Management have offered 2% per year wage increase over three [3] years.

This offer is not enough – let the Council know you are not happy to be the targets of low wage outcomes.

The ASU held discussions with Council management on Wednesday 6^th June, following a mass meeting of employees the week before. That meeting resolved, without dissent, that industrial action will be taken. This will commence on Thursday 14^th June, 2001, and the Council have been advised of the intention of staff.

The meeting also determined that the Council agree to the Union’s position on the following:

WAGES – the amount & the timing of instalments
Removal of conditions attached to wage increases
RDO’s –any change to be by mutual agreement only
Transmission of Business – to ensure job security in the event of outsourcing/privatisation of Council operations

The offer of management was as follows:

WAGES – 2% per year over 3 years
REDUNDANCY – offer of 3 weeks pay for each year of service, BUT with a payment cap of 52 weeks pay
Conditions attached to wage increases were relaxed a little – more discussion will be required
TRANSMISION OF BUSINESS – the management position is not acceptable at this stage
RDO’S – management sought to have some direction over when an RDO can be taken, this position was not accepted.

The future of the remainder of the EBA claims made by the ASU is not clear, although some items have been the subject of positive discussion over the last few weeks.

The Unions Negotiating Committee has determined that the offers by management are not satisfactory. The Delegates have therefore been unable to defer the resolution of the staff meeting and have given notice of the taking of protected industrial action by employees.

Your Union Delegates are now awaiting a further response from the Council to request the recommencement of the negotiations towards a more positive outcome than exists at the present.

Support your fellow employees & make a stand at this time.

Hobart City Council Enterprise Bargaining Agreement 2001 - Progress Report No 1

The ASU and other Union Representatives held preliminary discussions with Council management on Tuesday 12^th June, 2001.

The Council have put the following items on the table for negotiation, in response to the Claims forwarded to the Council by Unions recently.

THE MANAGEMENT AGENDA INCLUDES:

2% wage increase per year, from July 1, 2001
Any wage increase to be a % figure, with no flat rate equivalent to benefit the low wage earner
Establish a Consultative Committee to evaluate current salary scales – to be completed by 2004
3 year Enterprise Agreement
Sick leave for inside staff to be altered to 10 days per year, fully accumulative each year, taking into account the interests of long serving employees and low use sick leave employees
Credit Long service Leave from calendar to working days
Introduce one common allowable maximum Long service Leave balance for all employees
Provision of electronic payslips for employees who have a dedicated work email address
Consider the moving of Superannuation to an alternative Fund Manager to provide more options to employees
Introduction of Paid Maternity Leave to mothers only, for 6 weeks prior to & 6 weeks after the birth
Extend the qualifying period for the payment of Higher Duties Allowance for inside staff from 5 days to 10 days
Incentives & flexible arrangements for staff to join Fitness Programs & gym membership
Extension of Job Share, Part Time work &
Leave Without Pay arrangements to be made consistent in the approval process
Seek to include “Counselling & Disciplinary Procedures” in the Agreement
A review of the refunding of private telephone rental [having regard to operational requirements]

MANAGEMENT RESPONSE TO UNION CLAIMS

Mangement have offered 2% per year wage increase over three [3] years.

This offer will not be enough – let the council know you are not happy to be the targets of low wage outcomes.

The Council have made the following response to the Claims made by the Unions:

12% OVER 2 YEARS – NOT ACCEPTED
Performance Measurement – not appropriate
Personal Computers for Union Members – not supported
Heat Policy/Rest Breaks & variation in Personal Protective Equipment [PPE] – refer to Occupational Health & Safety Committee
Bargaining Fee payable by non-union employees – not supported
Council contribution to Union training Fund – opposed – current provisions for Union Delegates Training considered adequate
Options for Casual Employees to become permanent – part time temporary staff conditions to be altered to reflect true status
Rights of Union Representatives – opposed
Redundancy Provisions – current Enterprise Agreement provisions to be maintained
Defence Force Leave – flexibility of leave to be restricted to non – mangerial employees
Introduction of Local Government Training Program [of accredited, assessed training for help in accessing Career Path Progression] – to be discussed further
Transmission of Business Provisions [in the event of outsourcing Council work/business] – to be discussed further.

Take an interest in your next enterprise agreement – ask your local union representative for more detailed information.

Visit the 2005 news archive.

Visit the 2004 news archive.

Visit the 2003 news archive.

Visit the 2002 news archive.

Visit the 2001 news archive.

Authorised and published by Sean Kelly,

Secretary, Australian Services Union Tasmanian Branch,

265 Macquarie Street, Hobart, Tasmania, 7000, Australia

URL: www.asu.asn.au/tasmania/news2001.html

General E-mail: help@asutas.org

Last Modified: 8 August 2007

Privacy Statement

E-mail the Webkeeper