|
Visit the
2005 news archive.
Visit the
2004 news archive.
Visit the
2002 news archive.
Visit the
2001 news archive.
State Service EBA 2003
Government response
November
20, 2003
The agreement is currently being
negotiated by the ASU (in association with the other State Service Unions).
To view the employers response to the unions'
Log of Claims, click here: employers response.
The ASU is also seeking your views, so
please download the Workplace
Report document, fill it out and send it back to us.
Should you wish to receive further
information contact the ASU email Chris Dodds at cdodds@asutas.org
King Island Council Enterprise Agreement Update
Wednesday,
October 22, 2003
Good Outcomes
The Wage increases of 12% over three
years and other provisions of the proposed King Island Agreement make it a
top outcome for employees:
§
Wages will increase by 5% on
signing of the Agreement with a further 4% from January 2005 and 3% from
January 2006
§
Long Service leave will be
guaranteed after 7 years service, based on 13 weeks for each 10 years
service.
§
Wage increases in line with
national Wage Case decisions will be passed on if a subsequent agreement is
not negotiated.
Council considers ASU proposal
The General Manager has endorsed in
principle the ASU proposals around:
§
Redundancy and Redeployment
§
Salary Sacrifice
§
Transmission of Business
§
Right of Union Delegates.
The ASU accepts that the Council is
seeking advice on the above and we are optimistic of a positive outcome.
Time Sheets
The confusion around Friday time sheets
will be considered by the General Manager.
One option is to make the hours worked
line up with the time sheet.
You would work your 76 hours over nine
days: eight at 8½ and one at 8.
Air Fares
The Union proposes that the Consultative Committee further investigate the
employment practices of other employers on King Island. The ASU suggests that Council be asked to
review its policy decision not to fund air fares.
Skills Recognition and Training
The ASU has identified the issues around
licences, qualifications and training as matters that should be on the agenda
of future Consultative Committee meetings.
As a member of the State Training
Authority with considerable experience with the industry training framework,
Ian Paterson is well placed to advise and support members on these issues.
New Union Delegate
Gary Morgan is the new ASU delegate for
the outside workforce.
Thanks Gary.
For more information contact:
Ian Paterson
Email: ipaterson@asutas.org
Phone: 03 6224 3411
State Service EBA 2003
Unions Log of Claims
October
20, 2003
The various claims currently being
negotiated by the ASU (in association with the other State Service Unions)
can be viewed by clicking here: Log of
Claims (Word document).
Should you wish to receive further
information contact the ASU email Chris Dodds at cdodds@asutas.org
ASU Tasmanian Branch
Financial Statements for 2001-2002
October
17, 2003
The Workplace Relations Act requires that
the financial affairs of unions are checked and audited every 12 months to
make sure union funds are administered properly and to detect any shortcomings.
The National Executive and the Branches of the ASU each conduct their own
audit.
The audited
financial statements of the Tasmanian Branch for the financial year
ending June 30, 2002 are available.
As you will see, the auditor declared
that:
"In our
opinion, the attached summary of income financial performance, financial
position and cash flows, and the Statement by Branch Executive, presents a
fair and accurate summary of the financial statements of the Tasmania Branch
for the financial year ended 30th June, 2002.
Our auditor's report on the financial
statements of the Tasmania Branch did not contain particulars of any
deficiency, failure or shortcomings in relation to a matter referred to in
Section 276(4) of the Workplace Relations Act 1996."
A full copy of the accounts, statements
and auditor's report will be supplied free of charge to any member who so
requests by writing to:
Sean Kelly
Branch Secretary
265 Macquarie Street
HOBART TAS 7000
WEB NEWS
Monday,
October 6, 2003
TASMANIA PARTICIPATES AT ASU NATIONAL EXECUTIVE
The Tasmanian Branch is now represented
on the National Executive of the ASU and participated in discussions, with
the Branches from all around Australia, on a wide range of subjects including
National Organising Plan for the Clerical Administrative Sector, Legislative
Requirements under the Act re Legislative and Accountability requirements of
Unions, Returns such as finance, union membership etc to the Federal
Industrial Registrar, ASU coverage and representation rights, along with many
others.
Check out the ASU website at www.asu.asn.au or
email skelly@asutas.org
ASU STATE EXECUTIVE TO MEET IN NORTHERN TASMANIA
The ASU Branch Executive will meet with
members in Launceston in November and consider a number of strategies for the
union to progress in 2004.
Various members of the ASU Branch Council
will also be invited to meet with the Executive.
Contact
Sean Kelly for information skelly@asutas.org
ASU FAREWELLS CATRYNA BILYK
Catryna Bilyk leaves the ASU, in the
first week in October, with our very best wishes to take up a position in the
State Service with the Treasurer, Mr David Crean.
Catryna has been employed with the ASU
[formerly the MEU] for 10 years in a number of capacities including Training
Liaison Officer [TLO], Child Care Officer, Industrial Officer and Training
Development Officer.
We are sure that those members with whom
Catryna provided service and came in contact with, will want to wish her
every success.
We will be keeping contact with Catryna
in the future as she will fulfill a number of roles of direct relevance to
the very important industrial and political activities of the ASU on behalf
of members throughout Tasmania.
Contact Sean Kelly skelly@asutas.org
CALL CENTRE CODE OF CONDUCT
The ASU is party to discussion with
Unions Tasmania to establish a State based Call Centre Code of Conduct. For a copy of the draft code check out the
ASU web site
ACTU - Call
Centre Minimum Standards Code
contact Ian Paterson ipaterson@asutas.org
ASU MEMBER SERVICES
Check out the following Link:To refresh
yourselves of the range of some of the services and savings offered by the
ASU: http://www.asu.asn.au/tasmania/memberservices.pdf
ASU MEMBERS ARE UNDER STRESS
The ASU Tasmanian Workers Compensation
Officer Margaret Midgley has reported that work stress among ASU Members is
on the rise.
Many reasons produce this result but for
Members, the journey can be a nightmare.
Formal Stress claims from among ASU
Members now account for almost 50% of cases being officially supported by the
ASU at present.
If you believe you have a workers compensation
claim contact Margaret Midgley:
mmidgley@asutas.org
SAY NO TO BULLYING AND HARASSMENT IN THE WORKPLACE ITS NOT ON!
Recently the ASU has had a number of
members talk to Union Officials in regard to Bullying and Harassment in the
workplace.
Bullying and harassment are unacceptable
and should not be tolerated in any workplace. If you, or anyone else in your
workplace, are being bullied or harassed then remember that you are not
alone. You are not helpless - there are ways to deal with it.
Does your employer have a policy and
complaints procedure for dealing with bullying?
Quite often Awards or Enterprise
Agreements contain clauses on dealing with bullying or harassment.
Remember:
Bullying and Harassment are occupational health and safety issues
you have Rights
For further information contact: ASU
Industrial Officers at help@asutas.org
Additional information is available at: ACTU - Being Bossed
Around Is Bad For Your Health: http://actu.labor.net.au/public/resources/bullying
MATERNITY LEAVE
Not all ASU Members in Tasmania are
successful in their application for paid maternity leave. Some employers (even though the Enterprise
Agreement provides for paid leave) refuse to grant paid maternity leave.
For a list of employers granting paid
maternity leave contact:
Margaret Midgley mmidgley@asutas.org or
Ian Paterson ipaterson@asutas.org or
Ross Hale rhale@asutas.org
YOUR INPUT NEEDED TO WIN FAMILY FRIENDLY
WORKPLACES!
The ASU is participating in the Work and
Family Test Case which is currently running in the Australian Industrial
Relations Commission (AIRC). We need your stories so we can argue effectively
for the changes the Unions are seeking.
Check out the ASU web site : click on the
link here [full
story]
TASMANIAN STATE SERVICE ENTERPRISE AGREEMENT 2003 ASU
TO PARTICIPATE IN NEGOTIATIONS
The ASU will participate in negotiations
and discussions, along with a number of other Unions with members in the
State Service, to re-negotiate the above Agreement.
Check out the Industrial Claims being
made by the Unions on the ASU Tasmanian Home Page www.asu.asn.au/tasmania (Click Latest News, then scroll down to
the Heading State Public Service Enterprise Agreement 2003)
Contact: Chris Dodds at cdodds@asutas.org OR
Sean Kelly at skelly@asutas.org
STATE SERVICE ASU MEMBERS TO MEET IN LAUNCESTON
Key ASU Representatives and Members from
various State Service Departments will participate in a workshop in
Launceston in November to discuss a wide range of strategic initiatives
including the forthcoming negotiation of the State Service Enterprise
Agreement 2003.
For further information contact Sean
Kelly at skelly@asutas.org
ASU TO ESTABLISH AN ENERGY COMMITTEE
The ASU is seeking to re-establish an
Energy Committee of interested members to discuss a range of initiatives that
the ASU seeks to introduce in the Energy Sector.
For more information contact
Sean Kelly at skelly@asutas.org or
Ross Hale at rhale@asutas.org
ASU INDUSTRIAL STAFF ORGANISING PRIORITIES &
REPRESENTATION
Tasmanian ASU Industrial Officers have
outlined a series of objective for implementation in 2004 to promote the
Industrial role of the ASU.
Members will see some changes in
Industrial Staff representation next year.
Watch this space to see which Industrial
Officer will provide you with Industrial Advice and representation next year.
For further information contact Sean Kelly
skelly@asutas.org
ASU TO SUPPORT MEMBERS IN WOOLWORTHS TRANSACTION
PROCESSING CENTRE IN ROSNY
The ASU has been pleased with the
response from employees and new members at the new Woolworths Transaction
Processing Centre at Rosny Park.
If Woolworths employees need Industrial,
Occupational Health, Anti Discrimination and Equal Opportunity, Job
Classification and Performance Appraisal [to mention but a few of the
services of the ASU] assistance from the ASU Industrial Staff feel free to
contact Ian Paterson at ipaterson@asutas.org
or
check out the latest Woolworths brochure
Your Union at Woolworths TPC on the ASU Tas Website www.asu.asn.au/tasmania under Latest News.
ASU WATER INDUSTRY WORKSHOP
The ASU Assistant National Secretary Greg
McLean recently conducted a briefing workshop in Hobart for ASU Delegates and
Members to brief Members on the role of the ASU in the Water Sector and
discuss the training available for Water Industry Operators.
Mr McLean confirmed that the ASU is
Australias largest Water Industry Union.
We
are Australias largest utilities union its confirmed
For further information check out the ASU
web site at : ASU National Net - ASU
holds water industry workers meeting in Tasmania and ASU National Net - ASU
meets with Queensland & Tasmanian water industry ministers
ASU ENERGY BULLETIN HAVE YOU SEEN IT?
If you havent seen the National ASU
Energy Bulletin why not have a look at the last issue. Check it out at: ASU
Utility Bulletin - August 2003
TT LINE ENTERPRISE AGREEMENT CERTIFIED
The ASU advises that a new Enterprise
Agreement for TT Line Members has been certified by the Arbitration
Commission. For information on the
contents of the Agreement see WageNet:
Agreements AG824599 Tt Line Shore Based Employees Enterprise Agreement 2002
or contact Ian Paterson at ipaterson@asutas.org
HOBART AQUATIC CENTRE
The ASU will soon commence negotiations for
a new Agreement for the Hobart Aquatic Centre. The current Agreement expires in November
2003 and Members at the Aquatic Centre are encouraged to contact the ASU for
more information:
Contact Sean Kelly at skelly@asutas.org
RACT INSURANCE
The Australian Services Union is meeting
with RACT Insurance to ensure that members are not disadvantaged by the sale
of the RACTs insurance arm to Suncorp Metway.
The Union has been given assurances that
Suncorp Metway will honour the recently negotiated ASU RACT Agreement.
The ASU will be holding further
discussions both with Management and ASU Members on issues raised by Members
about employee entitlements and job security.
Contact: Ian Paterson at ipaterson@asutas.org for more
information.
DO YOU KNOW ABOUT THE ASU COMPUTERS OFFERS?
Are you interested in getting a new
computer or computer add ons?
Check out the following web site for the
latest news: http://www.vtown.com.au/catalogue.html
ASU National Net News
What does my union do for me?
Encourage your fellow ASU Members to
subscribe to ASU National Net News so they can be tuned in to what their
Union is doing for them! Subscribe at the website: www.asu.asn.au or send an e-mail with a
request to:
Brigid Marasco: bmarasco@asu.asn.au
BREAKTHROUGH WITH CONTRACT CALL CENTRE AWARD
The ASU, through an ACTU coordinated
campaign along with the CPSU and NUW, has won an Award for contract call
centre workers. The Award was approved by the Australian Industrial Relations
Commission (AIRC) on Friday, August 15, 2003.
Call centre workers now have a dedicated
Federal Award which stops the outsourcing of in house call centres to cut
labour costs.
The Award includes a modern competency
based career structure and minimum conditions relating to hours of work and
allowances.
A feature of Award negotiations was the
cooperation between the call centre Unions, working under the ACTU coordinated banner
"Call Central".
Employers in the contract call centre
industry now know they are dealing with a united workforce and the
fly-by-nighters will be watched very closely by the call centre Unions
seeking that they maintain standards.
Check out the latest on the above new
Award at ASU National Net - Call centre
award breakthrough
Contact Ian Paterson at ipaterson@asutas.org
LADY GOWRIE AGREEMENT
The ASU-Lady Gowrie certified agreement
includes a first for child care employees in the Community Sector - provision
for paid maternity leave. The six
weeks paid maternity leave available to employees upon the birth of their
first child complements the existing conditions of the Agreement which
support flexible leave arrangements and reduced work hours up until the child
is two years of age.
The Agreement is important to the
Australian Services Union (ASU) because it recognises and rewards the
resource advisory and support staff.
Employees with relevant qualifications
received significant pay increases.
The Agreement demonstrates a commitment
by Lady Gowrie Tasmania to support the retention of valued workers and
demonstrations what can be achieved through constructive collaboration with
Unions.
Ian Paterson: ipaterson@asutas.org
BALANCING WORK AND FAMILY
Tasmanian businesses are being invited to
apply for the Australian Chamber of Commerce and Industry (ACCI) and Business
Council of Australia (BCA) National Work and Family Awards 2003/2004.
The Minister for Women Tasmania, Paula
Wriedt, said today the awards were open to all workplaces small, medium or
large, private, public or community sector.
The program is looking to identify and
acknowledge workplaces which have family-friendly policies and practices in
place.
We believe these workplaces deserve
public recognition and this year the Government will fund for the first time
a new Award The Tasmanian Work and Family Award.
This Award will be for the most
outstanding State entry in the 2003/2004 National Work and Family Awards.
Balancing the needs of work and family is a
challenge for all employers.
Applications for the Awards close on 27
October 2003.
This is a great for opportunity for
Tasmanian businesses who have family friendly policies in place to gain
well-deserved public recognition, Ms Wriedt said.
For more information or application
guidelines, contact Wendy Fogarty at the Council for Equal Opportunity in
Employment Ltd (CEOE) on (02) 9699 5399, or email wendy@ceoe.com.au
Information on the Awards is also
available at the Department of Employment and Workplace Relations website: www.workplace.gov.au/WorkFamily.
Your Union in Woolworths TPC
Tuesday,
September 30, 2003
Why people join the ASU
ASU members are working men and women who
have joined together in the ASU to win a better life at work. You meet us
every day. We provide quality service in the private, public and community
sectors.
In the private sector, we work in
clerical and administrative positions across a wide range of industries. We
work for national retail companies such as Woolworths, Myer and Qantas, and
Tasmanian companies like Island State Credit Union and the RACT. We work for
lawyers, accountants and doctors.
Download
the full Your
Union in Woolworths TPC brochure
ASU Tasmanian Branch Web News
Tuesday,
September 2, 2003
INDUSTRIAL AGREEMENTS
In the past two months a number of
Industrial Agreements have been finalised with Public Benevolent Institutions
(PBI) to facilitate salary sacrifice, or remuneration packaging.
If your employer is exempt from fringe
benefits tax, you might be able to get the advantage.
An industrial Agreement with the ASU
protects your rights when you enter remuneration packaging arrangements.
See Fringe Benefits Tax Reform -
Information for Public Benevolent Institutions (other than Hospitals)
Fringe Benefits Tax and Salary Sacrifice
Arrangements
DISPUTES
The Union is concerned about the
inappropriate use of fixed term contracts in Job Network Services.
The Community Employment Training and
Support Services (CETSS) Award has clear limits on the use of fixed term
arrangements.
Just because your employer is under a
fixed term tender does not mean your employment should be fixed term.
CETSS Award: go to Wagenet: Federal wages
and conditions and enter AW772299 in document code.
ASU PUSHING FOR NEW IT AWARD
CLASSIFICATIONS
The ASU has drafted new classifications
for IT and IT support employees.
The classifications will be based on
national qualifications at Certificate III, IV, Diploma and
Advanced Diploma.
The Award will apply to Information and
Communication Technology businesses, that design, manufacture and install
computers and IT systems as well as computer consultancy services.
We are committed to relevant award and
equitable pay.
There is no point in an industrial safety
net with gaping holes safety,
Contact: Ian Paterson for further
information: ipaterson@asutas.org
SUPERANNUATON
Not sure about your Superannuation
entitlements?
Try the ASIC site for lots of information
such as Do you have money in Superannuation and dont know it.
Check the web site: http://www.fido.asic.gov.au
Click on Unclaimed money
ASU HEALTH & SAFETY REPRESENTATIVES ACCREDITED
TRAINING AVAILABLE:
Do you need to be trained as an OHS
Representative click on OHS on the Unions Tasmania web site.
www.ttlc.org
ABOUT UNION AID ABROAD-APHEDA
Justice and Solidarity
A commitment to justice and human rights
is the cornerstone of the work of Union Aid Abroad-APHEDA, the ACTU's overseas aid
organisation. Union Aid Abroad-APHEDA was established in 1984 by the ACTU in recognition of
the union movement's responsibility to contribute directly to countries and
regions of the world where men and women workers are disadvantaged through
poverty, a lack of workplace / human rights and civil conflict.
Self-reliance, not charity
Union Aid Abroad-APHEDA's international
program has developed from a rights based approach. Our work aims to build
self-reliance through support to educational and training projects for
workers and their organisations. Over 50 training projects, working through
40 separate project partners in 15 countries assist many different
communities in Southeast Asia, the Pacific, the Middle East, Southern Africa
and the Caribbean.
Union Based
Support for these projects comes from
many individual union members throughout Australia, the ACTU, unions and
workplaces, as well as from the Australian government aid agency, AusAID.
Click here to view a list of affiliated
unions - including the Australian Services Union.
www.apheda.org.au
for further information
ASU MEMBERS
DO YOU NEED SOME HELP COUNTING YOUR BEANS?
We could all use some help counting our
beans.
How much money is enough to retire upon?
What should you do with a redundancy
package?
How do you save for a home, a new car or
the trip of a lifetime?
Almost everyone, and most certainly ASU
members want to maximise their hard-earned money and build their assets.
For guidance and advice about money which
can help get you the things you want, when you want them maybe you should
think about visiting a financial adviser.
The ACTU Endorsed Financial
Advisers Directory 2003-2004 has a list of endorsed advisers throughout
Australia. They have put them through the hoops so that you dont need to and
the first consultation is free and no obligation.
You must be a union member to access this
information.
For your copy of the Directory call 1300
362 223.
ASU FIRES UP WORK VALUE CLAIM
The Unions claim for significant
increases in wages for employees under the Community Services Award will
recommence in the Tasmanian Industrial Commission on 29 August. Union officers and members will be
presenting substantial evidence to the Commission in September.
Stay tuned for more info.
IMPORTANT THINGS TO BE AWARE OF WHEN MAKING A WORKERS
COMPENSATION CLAIM
All work related injury or disease;
including stress; is a workers compensation claim it is not sick leave.
Do not use your accrued sick leave for any
work related injury as this may cause problems with your claim at a later
date.
Give your employer or supervisor notice
of your injury as soon as practicable. This notice must given on the proper
form (available from your employer or supervisor) and accompanied by a
medical certificate from a Workers Compensation approved Doctor.
Time frames are very important when
making a workers compensation claim.
Medical certificates must never be more
then 14 days apart; therefore it is vital to keep certificates current at all
times.
Workers Compensation claims must be made
within six months of the occurrence of the injury.
Weekly compensation payments commence
from the date the claim is received by your employer so lodge your claim as
soon as you possibly can.
For further information please contact:
Margaret Midgley mmidgley@asutas.org
or
www.workcover.tas.gov.au/node/workcomp.htm
THE ASU THE HEALTH FUND UNION
The ASU is co-ordinating a national
survey of MBF employees in preparation for bargaining around the 2003
Agreement. ASU members in NSW have already been consulted and have drafted a
log of claims that needs input from other States. This survey will ensure
there is an opportunity for feedback from all MBF sites.
The best way to win better working
conditions is to negotiate collectively with the assistance of your union.
All MBF staff are being invited to
complete the ASU survey. The survey
can be answered anonymously. All personal details provided will be treated as
highly confidential.
Burnie City
Council Meeting
Tuesday,
September 2, 2003
MEETING
OF ASU MEMBERS AND INTENDING MEMBERS
SEAN KELLY, Branch Secretary of the ASU,
will conduct a meeting for all ASU members and intending members at the
BURNIE CITY COUNCIL.
You may have questions about:
Implementation
of the Enterprise Agreement
Changes
within the ASU
General
Business members may wish to raise.
Please attend the meeting as follows:
On: Wednesday 10th September, 2003
At: 4.30 pm
At: The
Burnie City Council Chambers
State
Public Sector Enterprise Agreement 2003
August
27, 2003
Unions with membership in the State
Public Sector have been meeting to develop the Claim for the forthcoming
State Public Sector Enterprise Agreement 2003.
The EBA Campaign will be set around the
theme:
Decent Rights
Decent Work
Decent
Pay
The Unions claims will include changes
to:
Award
Classifications
Notification of
Change
Family Friendly
Conditions of Service
Emphasis on Health
& Safety re
Bullying and
Harassment
Anti Discrimination
Safety Committees
& Workplace OHS Representatives
Workers Compensation
changes
Improvements to
Conditions of Service
Career /
Professional Development
Charter for Rights
of Union Representatives
Workload & Work
Intensification
Security of
Employment
Phased in Retirement
Legal Liability of
Employees
Employer
Superannuation contributions improvement
Wage
Increases
And a range of additional matters.
Sean Kelly,
Branch Secretary
Industrial
Officers contact:
cdodds@asutas.org
ipaterson@asutas.org
cbilyk@asutas.org
rhale@asutas.org
mmidgley@asutas.org
The ASU will participate in the
negotiations for the State Public service Agreement 2003.
If you wish to receive a copy of the
complete claim document just contact one of the ASU Industrial Officers [see
email addresses above].
ASU Tasmanian Branch Web News
Tuesday,
August 5, 2003
Tasmanian Local Government Act Review - ASU
Participation
Sean Kelly, Branch Secretary was
requested by the Government to participate in a review of the Local
Government Act. Mr Kelly was part of a
Working Group that looked at a wide range of issues around ACCOUNTABILITY in
Local Government. The recommendations
of the Working Groups (including 2 others) will be put to the public for
consultation with formal recommendations for change being put to the Minister
later this year.
For further information email: lgdiv@dpac.tas.gov.au
Substantial Wage Increases Won for Butter &
Cheesemakers
Clerical and administrative employees
under the Butter and Cheesemakers Award are in line for significant wage
increases over the next 18 months.
The Award is being brought into line with
the general award wage standard.
Industrial Officer Ian Paterson said
This has been a drawn out process but the ASU and the AWU today (17 July)
put the final variation to the Tasmanian Industrial Commission. The ASU in Tasmania remains committed to
ensuring that Tasmanian Awards provide a genuine safety net for all clerical
and admin employees. Refer: http://www.pat.tas.gov.au/industrial/privateawards.html
Unions Tasmania Survey Employees Physical Activity at
Work
The TTLC has just completed a study for
the Tasmanian Premiers Physical Activity Council. The survey found 75% of Tasmanian Employers
and 87% of employees recognised that regular physical exercise at work was
important.
Simon Cocker said a General lack of time
prevented many employees from exercising especially those employees required
to balance work, family and home life.
Less than 25% of the 35,000 employees
surveyed have access to showers and lockers.
To view the survey visit: www.unionstas.com.au/questions.html
ASU Officials Meet Minister for Infrastructure and
Minister Assisting the Premier on Local Government.
Greg McLean, Assistant National Secretary
and Sean Kelly, Branch Secretary met with the Minister for Local Government,
Mr Jim Cox to discuss the role of the ASU in Local Government and the Water
Industry.
Greg briefed the Minister on the role of
the ASU in the recent GATS negotiations, Cost Shifting in Local Government
and the provision of Quality Public Services.
For further information visit: www.dier.tas.gov.au/staff.html
ASU Supports Water Industry Training Board Workshops
ASU members recently participated in
workshops conducted by the Water Industry ITB dealing with an assessment of
the competencies required for employees in the water industry (reticulated
and waste water).
The ASU in Tasmania is a major
participant in the provision of water services both in Local Government as
well as in the water statutory authorities (Hobart Water, Esk Water and North
West Regional Water).
ASU Members can participate in the
competency review process by completing a feed back survey questionnaire (see
link). www.teuitb.com.au
Maternity Leave and Return To Work
An enquiry this week from a member
regarding her rights on returning to work after a period of maternity leave,
especially when there may have been a restructure of her position during her
absence.
In general an employee will be entitled
to the position which they held immediately before proceeding on
maternity/paternity leave.
Should that position no longer exist but
there are other positions available which the employee is qualified for and
is capable of performing the employee will be entitled to a position as
nearly comparable in status and pay to that of their former position.
Also any replacement employee must be
informed of the temporary nature of the employment and of the rights of the
employee who is being replaced.
Check your award and / or Enterprise
Agreement for exact details or contact your local ASU delegate or the ASU
helpline at help@asutas.org
The ASU at both State and National levels
continues to push for paid maternity leave through the Australian Council of
Trade Unions and the Enterprise Bargaining process.
For further information go to: www.actu.asn.au/campaigns/maternity.html
Win To Victorian Local Government Child Care Workers
In Victoria the ASU has achieved a major
success for Child Care workers in Local Government. Following lengthy negotiations an agreement
between the ASU, the Victorian Employers Association (VECCI) and the
Municipal Association of Victoria (MAV) will see wages for childcare workers rise substantially. This is
a significant victory for one of the most underpaid and under recognised
groups of professional workers.
Historically childcare workers have been
predominantly women (96%), whose work has had low status, low rates of pay
with little recognition for skill, qualification or career path. The settlement the ASU has reached with the
Victorian Local Government employers to improve the rates of pay for childcare
workers recognises the value of professional care provided by the workers in
that area.
The Tasmanian Branch of the ASU has
played a large role in improving wages, conditions and appropriate
recognition for Child Care workers for decades and will continue to lobby at
all levels of government for appropriate funding in this important area.
Meetings will be organised with the Local
Government Association to discuss any flow on effect from the Victorian
result that may benefit childcare workers in Local Government in Tasmania.
For further information contact Margaret
Midgley or Catryna Bilyk @
mmidgley@asutas.org cbilyk@asutas.org
ASU Museum Curator appointed to National Industry
Training Board
The ASU not only works with members at
the local level, but also pursues many broader issues on behalf of workers
regarding career pathways and future employment opportunities. One such example of this is with CREATE
Australia - the national training body for the cultural industries. CREATE ensures that employees in these
industries receive high quality, relevant and accessible vocational education
and training.
ASU involvement ensures that all local
government library, art gallery and museum workers have the opportunity to
have a say in what are national qualifications. Training is delivered at local level
through TAFE or similar recognised training organisations.
Glenda King, is employed at Queen
Victoria Museum Launceston and is the ASU national representative on CREATE
Australia.
Contact CREATE: create@createaust.com.au
www.createaust.com.au
Contact Glenda KING: glenda@qvmag.tased.edu.au
State Wage Case Safety Net
Workers under private sector award of the
Tasmanian Industrial Commission will receive a wage increase from 1 August.
The flow on of the national wage case means an increase of $17 per week for
employees currently earning up to $731.80.
Work based Allowances such as call out
and sleepover will increase by 3.24% and meal allowances will rise to $12.30.
The ASU expects the orders to be issued
by the Commission in the next few weeks.
Contact Ian Paterson ipaterson@asutas.org for advice on how
to access award updates on the web.
National Wage Case Safety Net Local Government
The ASU has made an application to the
Australian Industrial Relations Commission (AIRC) to vary all Local
Government Awards by increasing the base Award rates by $17 and $15 per
week. All Awards will be varied from
18th July, 2003 [except the Municipal Officers Award, which will be in
October 2003] to increase the wage rates.
Some Councils will be required to pay the
above increases to employees.
Contact: cdodds@asutas.org
www.airc.gov.au
Beware of AWAs
The Australian Services Union has been
involved in making representations to the Office of the Employment Advocate
regarding the application of the no disadvantage test (NDT) to an
Australian Workplace Agreement (AWA). The Union argued that
the proposed AWA did not meet the No Discrimination Test [NDT].
The employer operates 24 hours per day 7
days per week. The AWA included a flat
rate of pay for all hours that was only marginally above the relevant award,
with no penalties for evening or night shift or weekend work.
The AWA was recently
approved by the Office of the Employment Advocate on the following grounds:
The employer
has given an undertaking that no employees will be directed to work outside
ordinary hours as specified in the Award.
Employees may voluntarily elect to work Saturday, Sunday and Evenings
and accordingly will be paid at the ordinary rate of pay specified in the AWA.
So there you have it: there is no disadvantage if you chose to be
disadvantaged.
And if the choice is volunteer or lose
your job, then where is the choice?
Contact: ipaterson@asutas.org
Annualised Hours Transend Network (Shift Operators)
After many months of negotiations the annualised
salary for Transend Shift Operators has now been completed. Areas covered were:
- Working Additional Hours
- Remuneration
- Remuneration Review
Operators will now receive a salary that
encompasses shift and day work which will be very rewarding. Jan Dittman must be thanked for his effort
on the Agreement!
Contact Ross HALE rhale@asutas.org
Hydro Tasmania EBA
Hydro Tasmanias Enterprise Agreement is
now completed. The new Agreement will
see employees receiving an extra 12% over the next 3 years. The EBA had unanimous support from members
as there were no offsets.
Contact: rhale@asutas.org
J Boag & Son Brewery EBA Negotiations Underway
The Boags Site Agreement is being
negotiated by the Unions [including the ASU] and should be completed
soon. Major issues are:
- Superannuation
- 35 Hour Week
- Duration of Agreement
- Public Holidays
- Payment of Sick Leave.
Contact: rhale@asutas.org
Hobart City Council EBA Newsletter No.2
July
1, 2003
ASU recommends acceptance of final EBA offer
Further negotiations with the Council
were held on 25th June & 26th June which have resulted in a final offer
being made by the Council to which the ASU and the Employee Representatives
on the Negotiating Committee have recommended approval by members.
Managements final offer is:
Year 1 [July 2003 - 04] - 1.5% each 6
months and
Year 2 [July 2004- 05] - 3.4 % in one
instalment.
Total: 6.4%
As you know the Unions sought 7% over 2
years, with an annual instalment in Year 2 of the Agreement.
The table on the other side of the
Newsletter shows that the Councils offer produces almost the same wages
outcome over the 2 years as the claim of the unions.
Whilst the Unions wages claim has not
been totally achieved, the overall outcome when viewed as a package shows a
reasonable wages offer with the Council agreeing not to seek wages offsets in
the form of Award reductions.
In addition, the Council have agreed to
ensure that employees are paid the first instalment from the first full pay
period after 1st July, 2003 even if the Agreement is not Certified in the
Commission by that date.
Employees will now be given 14 days to
consider the detail of the Agreement and meetings of indoor and field
employees will be conducted to brief you about the contents and to vote on
the document.
THE ASU RECOMMENDS APPROVAL OF THE
COUNCILS FINAL WAGES OFFER.
For direct contact with SEAN KELLY: Email: skelly@asutas.org
Union Representatives have negotiated this agreement. Why dont you
join your union to support their efforts for all employees?
Ansett
in administration update
June 2003
Superannuation:
The Trustees of the Ansett Ground Staff
Superannuation Plan, have served notice to appeal the Decision and Orders
handed down by Justice Warren in the Supreme Court.
The judges decision found in favour of
the Ansett Administration, on behalf of all employees.
The Trustees decision to appeal means
that the Ansett Administrators are unable to distribute any part of the $360
million raised through the sale of Ansett assets and Ansett debt recoveries.
On 7th May 2003, Ansetts Administrators
sought Expedition orders in the
Supreme Court for the Appeal to be heard as soon as possible.
The Administrators have now been advised
that the Appeal of the Ansett Ground Staff Superannuation Advisory Decision
has been set down for a four-day hearing in the Court of Appeal, commencing
on 11 August 2003.
All known employer and member
superannuation contributions have been paid by the Deed Administrators to NSP
Buck and any queries concerning contributions should be directed to them on
1800 815 903
PROOF
OF DEBT PROCESS:
While awaiting the outcome of the appeal,
and to expedite the preparations for the payment of dividends, the
Administrators have now issued a Proof of Debt form to former Ansett
employees.
As this process is required under the
Ansett Deed of Company Arrangement, it is in the interests of former
employees to promptly return the proof of debt form and to immediately notify
the Administrators of any changes in contact or banking details. This will help expedite the distribution of
redundancy dividends, on resolution of the legal impediments.
The
Proof of Debt form outlines:
Former employees personal address
details;
the total amount of an employee
entitlements;
the gross amount of entitlements paid to
date (including tax); and
the remainder of entitlements owing to
the employee expressed as a gross figure prior to any deduction of tax.
All payments made to employees to date
have been paid as net amounts (i.e.after tax has been deducted).
The figures disclosed on the Proof of
Debt form are gross amounts and correlate to the amounts quoted on employees
most recently issued redundancy schedule.
Former employees are urged to review the
entitlements listed on the Proof of Debt form, and if they are correct, tick
the box agree, sign the form and return it to the Deed Administrators.
If employees do not agree with details on
the form, please provide in writing the basis of that assertion as well as
any documentation that may assist the Administrators in recalculating your
entitlements.
The Ansett Employee Hotline (1800 151
604) and email address (employeehotline@ansett.com.au) are available to
answer any queries.
Proof of debt process
Frequently asked questions and answers
Q.1 What will happen if I do not sign and
return the Proof of Debt form?
A.1 The Proof of Debt form must be
completed and returned before the Deed Administrators will make any further
payments to employees. Please note the
Ansett Deed of Company Arrangement, the Australian Corporations Law and
Corporations Regulations governs the formal Proof of Debt process.
Q.2. Does this Proof of Debt process mean
my entitlements are to be paid shortly?
A.2 Unfortunately the Deed Administrators
are unable to make any further payments to you at this time because of the
claims of the Trustees of the Ansett Ground Staff Superannuation Plan to a
priority over the claims to their unpaid redundancy. Although the court held
at first instance that the Trustees do not have priority, the Trustees have
appealed that decision. Until the appeal is heard and determined or the
Federal Court upholds the Ansett creditors decision that employees should be
paid their redundancy ahead of the Trustees, the Deed Administrators cannot
make any further payments to employees.
Q.3. I have already filled out a Request
for Review form to query my redundancy entitlement calculation, do I have to
return the Proof of Debt form?
A.3 The Request for Review process has
been replaced by this Proof of Debt process which supersedes all previous
claims and processes. Accordingly, you
must complete and return the Proof of Debt form to request a recalculation of
your entitlements. If you believe your redundancy calculations are incorrect,
tick the box marked disagree, and provide the basis of your assertions in
the Any Comments area of the form, as well as any documentation that may
assist the Deed Administrators in recalculating your entitlements.
Q.4. If I tick the disagree box, how
long do I have to wait before my redundancy calculation is corrected?
A.4 The Deed Administrators have
assembled a team to run the Proof of Debt process in order to ensure that you
receive a decision on your redundancy entitlements as soon as possible. This
team will investigate your claim and inform you of the outcome. They hope to
have this process completed prior to the release of the next redundancy
payment but ultimately the time taken to recalculate your entitlements will
depend on the nature of your claim and other matters such as the SEESA
Federal government audit process. If you disagree with your entitlement, the
Deed Administrators will write to you to advise whether they accept or reject
your claim and if they reject your claim, they will state the grounds for any
such rejection.
Q.5. Is the 20% proposed dividend all I'm
likely to receive or can I expect more later on?
A.5. Future dividends will be paid as and
when sufficient assets are sold.
Q.6. Why do I need to fill in the Proof
of Debt form?
A.6. The Proof of Debt Process is
regulated by the Ansett Deed of Company Arrangement and must be undertaken
before further redundancy entitlements can be made to employees in accordance
with the provisions of the Ansett Deed of Company Arrangement and the
provisions in the Corporations Law and the Corporations Regulations. If you
not respond, you will not receive further redundancy monies.
Q.7. If I sign and agree to my
entitlements under the Proof of Debt process, do I have another opportunity
to query my redundancy entitlements?
A. 7. No, you will not have another
opportunity to query your entitlements if you agree in the first instance,
unless you receive the express written consent of the Deed Administrators.
Howard government profits over $250 million from Ansett
workers!
June 2003
When the Howard Government were telling
stories about children overboard, they were also telling the public that it
was necessary to impose a new tax, the so-called Ansett Levy. Mr Howard said
the new tax was to support Ansett workers after the Airlines collapse.
The truth is that the Ansett Levy has not
been used by the Howard Government to support Ansett workers. Instead Mr
Howard has used Ansett workers to support a new tax that has raised over $250
million for the Howard Government.
The Howard Government has profited from
the terrible misfortune of over 12,000 Ansett workers. Nearly two years on
many of these workers are still out of work or working part-time or casual
jobs to make ends meet and many are still waiting for most of the money they
are owed.
Since the Levys inception it has always
been the Howard Governments intention to recover the advanced money from the
sale of Ansett assets. If, as Deputy Prime Minister John Anderson says there
is likely to be sufficient funding available from the Ansett Administration
to repay the $335.5 million in taxpayers money advanced from December 2001
then all the taxpayer money collected from the levy will be surplus. If the
Ansett Levy was really for Ansett workers it should go toward paying the
outstanding workers entitlements which are estimated at well over $700
million.
Not one cent of the Ansett Levy has gone
to Ansett workers and if the Howard Government has its way it never will. The
only thing that Ansett workers are likely to see from the Howard Government is
the back of Mr Costello as he stands first in line to collect the money
advanced to the Ansett administration after the sale of Ansett assets. Mr
Costello looks set to walk away with an additional $250 million that
taxpayers were untruthfully told was going to support Ansett workers.
Whats happening at Qantas?
June 2003
Since Qantas announced that there would
be job cuts there have been negotiations in many areas of Qantas focusing on
reducing the business costs. There have been a number of areas that have been
significantly effected with restructuring being brought forward, e.g. QFIT,
QFCL, and Operations Resources. In general terms the affect upon most other
ASU areas has been minimal.
Due to the strength of the clauses that
ASU Members fought to include in their Enterprise Agreements, ASU members
have had the ability to negate many of the adverse affects which are
occurring in non-ASU areas of Qantas.
This has limited the number of compulsory
redundancies in ASU areas. Where redundancies have occurred, the majority
have been voluntary. Our job swaps and job share provisions have made
this possible.
And, the Accelerated Leave Programme
has had an impact across all ASU areas and will continue.
ASU Members are encouraged to participate
in this programme wherever possible. If any difficulties accessing leave or
taking unpaid leave are encountered, local ASU Delegates and/or the local
Organiser will take up the issue.
Local level negotiations are continuing
in Airports, Freight and QFCL regarding rostering and structural changes.
Delegates are working hard in all areas to ensure that wherever changes are
implemented, any adverse effects are mitigated against for all ASU members.
What
happens next?
The good news is that the next EBA VI
Wage Increase of 3% is due in the first pay period after 1 July 2003. This
means that many wage related allowances will increase as well, e.g. buddy
training allowance, weekend and first aid allowances etc.
The
new Wage Rates and Allowance are as follows:-.
Qantas EBA VI Rates
All Salary rates are Dollars per annum.
Part A- Airline Officers (Qantas Airways
Ltd) Award 2000 - Levels 1 to 9
EBA VI
3% at 1 July 2003
Level 1/1 27 466
Level 2/1 28 723
2/2 29 440
2/3 29 880
2/4 31 242
Level 3/1 31 770
3/2 33 270
3/3 34 515
3/4 35 767
Level 4/1 36 055
4/2 36 743
4/3 37 726
4/4 38 709
Level 5/1 39 409
5/2 40 214
5/3 41 018
5/4 42 021
Level 6/1 42 329
6/2 42 952
6/3 43 584
6/4 44 434
Level 7/1 45 094
7/2 45 903
7/3 46 731
7/4 47 570
Level 8/1 48 427
8/2 49 298
8/3 50 191
Level 9/1 51 089
9/2 52 007
9/3 52 945
Senior Professionals Dayworkers *
EBA VI rate
3% at 1 July 2003
With 20th Day Grossed Up
SP 1 Min 57 501
Max 63 654
SP 2 Min 64 715
Max 78 613
Without 20th Day Grossed Up
SP 1 Min 54 742
Max 60 577
SP 2 Min 61 638
Max 74 900
(effective from 1 July 2003)
Senior Professionals Shiftworkers *
EBA VI rate
3% at 1 July 2003
With 20th Day Grossed Up
SP 1 Min 56 652
Max 62 805
SP 2 Min 63 866
Max 77 552
Without 20th Day Grossed Up
SP 1 Min 54 000
Max 59 729
SP 2 Min 60 790
Max 73 945
These rates are subject to performance
assessments for more information on these rates
Contact your local organiser.
Allowances
EBA VI rate
3% at 1 July 2003
Afternoon & Night shifts on Weekends
& Public Holidays ($ per shift)
10.50
First Aid ($ per week) 10.50
Buddy training ($ per day) 10.30
Part B Salaried Staff (Qantas
Information Technology Ltd) Award 1988
EBA VI
Rates at 1 July 2003
Salary
Range $
Level
1 28
300 29 529 30 761 31 989
2 33
343 34 697 36 051 37 403
3 38
816 39 790 40 765 41 738
4 42
713 43 963 44 940 45 912
5 46
884 47 861 48 833 50 085
6 51
754 52 728 53 702 54 675
7 57
043 58 015 59 129 60 379
8 61
634 62 881 64 136 65 666
9 67
197 68 726 70 119 71 648
10 73
316 75 127 77 215 79 301
Derwent Valley Council Enterprise Agreement 2003
June 2003
FINAL Consultative Committee Report
The Consultative Committee again met with
the General Manager on 18th June to discuss members claims for the next
Enterprise Agreement.
The Employee Representatives advised the
General Manager that 70% of the respondents to the straw poll had voted for
Option 2 which provides for:
Year 1 - $20.00 per pay
Year 2 - $20.00
per pay
30% of Sick
Leave payment on leaving Council.
The Employee Representatives again
requested the General Manager to reconsider his position on Option1
[especially the removal of the cap on Redundancy payment to a max. of 52
weeks pay] but without success.
The Council will now distribute an
Agreement document for consideration [for 2 weeks] prior to a ballot on the
Agreement for acceptance or otherwise.
After the ballot, the General Manager
will seek the approval of the Council for adoption of the Agreement.
Whilst the money offer is not as good as
that provided for in Option 1, the package improves the sick leave payment,
provides the opportunity for productivity recognition and payment and
maintains the redundancy payment standard.
READ THE EBA DOCUMENT CAREFULLY DURING
THE 2 WEEK PERIOD FOR DISCUSSION & THEN CAST YOUR VOTE AT THE EBA BALLOT
IN DUE COURSE.
YOUR ASU TEAM IS:
§
SEAN KELLY
§
Tony McKenzie
§
Colin Priest
§
Kim Jones
§
Debbie Hutchinson
§
Julie Triffett
Hobart City Council Enterprise Agreement 2003
June 2003
Management wages offer rejected by employee negotiation
committee
Following further negotiations [on 11th
June 2003] with management over the contents of the next Enterprise
Agreement, I have to advise that the Unions Negotiation Committee has again been
forced to reject the latest wage instalment offer put forward by management
Representatives.
Management have offered:
Year 1 [July
2003 - 04] - 1.5% each 6 months and
Year 2 [July
2004 - 05] - 3.25 % in one instalment.
This latest offer was in response to the
Unions claim of:
A minimum of 7%
over 2 years, with annual instalments.
Management were not prepared to alter the
offer for Year 1 [above], but were prepared to consider an annual instalment
for Year 2, unfortunately the amount offered falls far short of your
expectations as decided at the mass meeting.
The above offer by Council has been the
result of improved money offers during the negotiations from 5.5% to 6.0%
[and now 6.25%] with the Unions initial position being reduced from 9% to a
bottom line of 7% over the 2 year
period of the EBA.
Management have indicated that the above
offer is their final position and that if agreement is not reached by 30th
June, no retrospective payment will be considered in their offer.
Given that the requirements of the
unanimous Resolution of the mass meeting have not been achieved, meetings of
employees will be conducted next week to determine your position on the
offer.
Substantial agreement has been reached on
the Conditions part of the Agreement.
If
you want to support fellow employees to achieve reasonable wages gains, as
recognition for your continued commitment to efficiency and effectiveness,
and to reflect wages outcomes elsewhere, continue to support your
Representatives in this
WILL
YOU HELP EACH OTHER TO ACHIEVE REASONABLE GAINS?
UNION
MEMBERS ARE URGED TO STAND FIRM & SUPPORT YOUR
CLAIMS FOR AN ENTERPRISE AGREEMENT.
Recent wage outcomes
Council/Organisation EBA OUTCOME
Wynyard 2003 3% OR $20.00 PW 1/7/2003
3.5%
OR $20.00 PW 1/7/2004
3.5%
OR $20.00 PW 1/7/2005
Devonport 2002 1% AND $20.00 1/1/2002
3.5%
- 1/1/2003
3.5%
CAPPED at 4% (if CPI) greater than 4% - 1/1/2004
Sorell 2002 2.5% - 1/7/2002
3.0%
- 1/1/2003
3.0%
- 1/7/2003
2.5%
- 1/1/2004
Tasman 2002 3.0% OR $15PW 1/7/2001
2.0%
OR $15PW 1/1/2002
4.0%
OR $15PW 1/7/2002
4.0%
OR $15PW 1/7/2003
Kingborough 2003 3.4%
- 1/7/2003
3.5%
or March to March CPI 1/7/2004
3.0%
or March to March CPI 1/7/2004
Circular Head 2003 POTENTIAL:
Year
1 5%
Year 2 0%
Year
3 3% = 8% - 3 Years
George Town 2002 $30.00
PW (above Award rates) for each of 3 years from 7/5/2002
Northern Midlands 2003 $9.60PW (based on 1.5% on a Grade Level 6B salary rate 17/1/2003
$19.50PW
based on 3.0% on a Grade Level 6B salary rate 1/7/2003
$20.10PW
based on 3.0% on a Grade Level 6B salary rate 1/7/2004
Clarence 2002 10% in 6 instalments over 3 years
Glenorchy 2002 10% or $60.00 pw in 4 instalments over 3 years
Tas. Public Service 2000 9% or $54.00 pw in 4 instalments over 3 years
Kingborough Council Enterprise Agreement 2003
April 2003
Following negotiations yesterday
[29thApril, 2003] with management over the contents of the next Enterprise
Agreement, I have to advise that management have again rejected the Claims
put forward by your Union Representatives.
Union Representatives also proposed an
amended wages claim from 13.5 % over 3 years down to 12.5% - this sign of
good faith was not acceptable to management and rejected.
Also, management representatives were not
prepared to discuss the amended list of claims put forward on behalf of
employees on 31st March 2003.
In order to attempt to deal with the
impasse that has been reached, the Unions proposed that a Working Group of
Union and management representatives continue discussions to seek agreement.
This was agreed to. The first meeting should take place early next week.
Management seemed to be of the view that
if agreement cannot be reached, that the Arbitration Commission will assist
to reach an agreement, the Unions differ with this view and will not notify
the breakdown of discussions since they wish to continue negotiations to
reach a settlement prior to the expiry of the current Agreement [30th June ,
2003].
The management representatives are well
aware of the key claims supported by employees, but appear to not be prepared
to modify their original proposals regarding wages and conditions.
If you want to support fellow employees
to achieve reasonable gains, as recognition for your continued efficiency and
effectiveness, continue to support your Representatives in this next phase of
the negotiations.
ASU MEMBERS ARE URGED TO STAND FIRM
& SUPPORT YOUR CLAIMS FOR AN
ENTERPRISE AGREEMENT
Tasmanian local government delegates congratulate Sean Kelly
Tuesday,
April 1, 2003
Delegates attending a workshop for Local
Government Representatives in Burnie, unanimously passed a Resolution
congratulating Sean Kelly on being elected Tasmanian Branch Secretary of the
ASU.
Michael Lynd, newly elected MEU Division
President, confirmed the support of delegates for Sean and thanked him for
his ongoing commitment to ASU members and the ASU as a whole.
Delegates were participating in Workshops
in the three Regions of Tasmania over three days at which the National
Secretary, Paul Slape, and Assistant National Secretary, Greg McLean,
participated by briefing them on the potential outcomes and danger for Local
Government and the Water Industry, of the current round of GATS [the General
Agreement on Trades in Services] negotiations (see the ASU National GATS webpage
for further details).
Mr Kelly thanked the delegates and
indicated that the Tasmanian Branch continues to grow primarily due to the
commitment and concern of delegates for the rights of fellow members.
He said that a strategy will be
established to further expand the membership of the union and that the Branch
Executive will seek the ideas of ASU delegates accross each of the 3 divisions
of the Union to implement the ideas in various workplaces around Tasmania.
Sean Kelly and Catryna Bilyk, Training
Development Officer also briefed delegates at the Workshops on:
- the current status of Local Government Awards following the
Award simplification process; and
- the provisions of a Charter of Rights for ASU
Representatives.
ASU will lodge Enterprise Agreement 2003 Claim on King
Island Council
March 2003
The current Enterprise Agreement expired
a long time ago and the ASU will now lodge a formal set of Claims on the
Council with which to commence negotiations in this year.
I have attached a Newsletter for
employees (see below), which lists some initial Claims [they will be subject
to changes as discussions proceed].
The new Agreement will cover all Council
employees and your input during the negotiation process will be invited
through the ASU and elected Representatives from among the employees and
Council.
The ASU will call for expressions of
interest from employees to nominate for membership of:
§
A central EBA Consultative
Committee to consist of equal representation of field & indoor employees
and management.
I suggest that you and your fellow
employees informally discuss the ideas that you wish to see included in the
final Claims the Union puts to management during the negotiation process.
The participation of the Union and
employee representatives on the Consultative Committee during the last
Agreement discussions was most appreciated and I believe resulted in a most
acceptable outcome lets see if we can improve on the past results together.
Your future wages and conditions may be
improved through the development of the next Enterprise Agreement please
carefully consider the part you will play to produce reasonable outcomes.
An Officer from the ASU has been invited
to speak with staff and assist in the development of the next Agreement.
This visit will occur over the next few
weeks.
The ASU looks forward to supporting you
in the next stages of producing an Enterprise Agreement.
Newsletter
The ASU will soon lodge a claim for a new
Enterprise Agreement with the Council on behalf of ASU members.
The current Agreement has expired.
The ASU will soon conduct meetings of
employees at the Depot and Office to brief members on the contents of the
claim & any additional matters.
The ASU will seek that a joint
Consultative Committee of employees & management be established to
develop the ideas of members, as they are suggested, for possible inclusion
in the ASU Claim.
The Council will call the Central
Negotiating Committee together to commence the negotiations for an Agreement.
What are some of the ASUs initial claims?
§
A 2 or 3 year Agreement
§
Annual wage instalments
§
Paid Maternity leave [12
weeks].
§
Establishment of Redeployment
& Redundancy standards
§
Non union employees Council
bargaining fund
§
Protection against heat
stress
§
Change of personal protective
equipment
§
Charter for rights of Union
Representatives
§
Union Reps leave to attend
courses
§
Key performance indicators.
§
Casual Employees protection
§
Transmission of Business
protection against Contracting Out
§
Salary Sacrifice Provision
Kingborough Council Enterprise Agreement 2003
January 2003
Following a series of negotiations with management
over the contents of the next Enterprise Agreement I have outlined below the
response to the Unions Claims.
All Union members have been provided with
the list of Union Claims, listed below is the response of management to each
of the claims:
§
Paid Maternity Leave rejected
until legislation or awards are varied
§
Salary Sacrifice rejected
for items other than Superannuation on the basis of the cost
§
Rights of Union
Representatives & Leave for Reps to attend Courses- to be further
considered
§
Agency Bargaining Fee rejected
§
Casual Employees right to
choose permanency not an issue for management given the low number of
casual staff employed
§
Transmission of Business essentially
rejected
§
Long Service Leave rejected,
Council will wait for any changes to be made on a State wide basis
§
Change clause AGREED
§
Redundancy conditions rejected
§
Superannuation Contribution
for new employees rejected
§
Abolition of Junior Award
rates of pay - rejected
Wage instalments:
Management have estimated the Unions wage
claim would require a rates increase of 11% [we assume 11% per year for the
duration of the agreement] rejected.
Staff meetings to discuss the EBA process/outcomes to
date:
All employees will be invited to Depot
[7.30am] & Office [9.00 & 10.30am] meetings on 30th
January, 2003 to discuss the above outcomes and any that arise from the next
meeting with management on 29th January, 2003.
Visit the
2005 news archive.
Visit the
2004 news archive.
Visit the
2002 news archive.
Visit the
2001 news archive.
|
