The auditor's report on the financial statements noted that it 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
ASU Tasmanian Branch
265 Macquarie Street
Hobart TAS 7000

Download it here (PDF)!

ASU Aurora e-news edition 1

October, 2004

Download it here (PDF)!

ASU e-news edition 6

September, 2004

Download it here (PDF)!

Glenorchy city council EBA update

July, 2004

The Australian Services Union tabled its wages claim for the next Enterprise Agreement at the Glenorchy Consultative Group meeting held on 30^th June 2004.

The ASU has accepted the “no extra claims” approach on the basis that:

· It has widespread support from members

· No new issues arise out of management response to the claim

· No new significant issues are raised by the workforce, and

· The no new claims undertaking is for a limited time (three months)

· The Union understands that the Council does not intend to seek any offsets or trade off for the wage increases.

The ASU is committed to extending classifications and grades for employees under the country councils award but we insist the process should be straight forward and easily understood and implemented. The ASU position is supported by other unions with members at Glenorchy City Council.

Representatives will be canvassing employee responses prior to the next meeting of the GCG on 28th July. If endorsed by the meeting, the claim will be put to the Council’s management team. The claims are as follows:

Wage increase

· 4.5% or $30 per week or CPI which ever is the greater.

Other issues

· Additional levels for the Municipal Employee classifications to be implemented during the life of the Agreement;

· A commitment to free up and simplify the Salary Review Process.

· The Agreement to address payment of Long Service Leave (lump sum) on commencement of leave.

ASU e-news edition 5

July, 2004

Download it here (PDF)!

Launceston city council final progress report

July, 2004

ASU Representatives have undertaken further negotiations on your next Enterprise Agreement following the recent mass meetings of employees and an improved wages and conditions offer has now been made by management. The ASU sought 3.5% pw and 1% towards Superannuation each year for three [3] years. In response, management have now made the following offer:

3.5% pw and paid over 3 years
1% paid each year [3 years] to the Council Accumulation Fund of the Superannuation Scheme
1 week’s paid paternity leave – now agreed to by management.
Call out proposal [rejected at the mass meetings] has now been agreed to by management
Management to dictate that RDOs be taken on a Monday or a Friday – is now agreed to by employees, as long as family responsibilities are taken into consideration.
Flexible working patterns to be allowed on request (9 day fortnight and 19 day month) – not agreed to by management.
7 day a week operation for the organisation – now modified to read “parts of the organisation”
Subsequent to the negotiations, management have softened their stance on a compulsory 5 day week for Grades 6,7 and 8,

o Firstly by the removal of Grade 6 for existing employees. They then moved to a position where new employees and promoted people in Grades 6, 7 and 8 would work a 5 day week and existing employees would retain the status quo.

o Finally, agreement has been reached to move Grade 6 from the above scenario.

As a result of the Council’s revised offer, the ASU is prepared to recommend the acceptance of the wages and conditions package to ASU members. The Agreement will be soon sent to all Council staff for 14 days, for their consideration, before a formal vote by employees is taken on the document.

The ASU owes special thanks to:

The Workplace Representatives who put so much time and personal effort into the discussions & negotiations on your behalf.
Union members who believe in the value of collective negotiations with their Union and management.
Management, for positive outcomes during the negotiations.

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

Please also check out the Tasmanian web site at: http://www.asu.asn.au/tasmania/news.html

UNION MEMBERS AND EMPLOYEES WILL RECEIVE INCREASED WAGES AS A PART OF THE 2004 ENTERPRISE AGREEMENT PACKAGE.

NOTE:

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

West Tamar Council Enterprise Bargaining Agreement: Final Progress Report

1 June, 2004

The ASU participated in further negotiations this week, on your next Enterprise Agreement and an improved offer has now been made by management. The ASU sought 4% or $30 pw [whichever is the greater]. In response, management have made the following offer to be put to a mass meeting of employees.

The key elements of the management offer include:

• 4% or $27.00 pw, [whichever is the greater] over 3 years, payable in 3 annual instalments -BUT provided the Bonus Targets in T2 are achieved – if NOT achieved -

• 3.5% [or the relevant flat rate figure] in 3 instalments

• 8 weeks paid Paternity Leave.

• Annual Leave Loading to be paid in December

• Revised wording for the Flexible Working Hours arrangements

• 5 days Sick leave without a medical certificate

• Superannuation – maintenance of the 3.5% gap between the Super Guarantee Levy [currently 9%] to a total employer contribution of not less than 12.5%

• Continuation of the Bonus Scheme with payments to increase each year in line with the CPI

• Continuation of the Productivity/Efficiency Sharing Scheme

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 ASU owes 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 believe in the value of collective negotiations with their Union and management.

• Management, for positive outcomes of the negotiations

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

Please also check out the Tasmanian web site at: http://www.asu.asn.au/tasmania/news.html

UNION MEMBERS AND EMPLOYEES WILL RECEIVE INCREASED WAGES AS A PART OF THE 2004 ENTERPRISE AGREEMENT PACKAGE.

NOTE:

ASU e-news edition 4

May 2004

Download it here (PDF)!

ASU-Aurora negotiations: employees car parking agreement

May 17, 2004

Following the decision of the Aurora Executive to cease the provision of car parking for employees, employee Representatives and the ASU initiated a series of discussions with management to establish an agreement for the future.

The discussions between the Parties were positive and productive and have resulted in Aurora Energy and the Australian Services Union issuing this joint notice of Agreement.

Both Parties have agreed to a transition path for those people who will no longer have Aurora provided car parking. The transition path reflects the needs of the employees and provides for adequate time to make alternative car parking and transport arrangements.

The transition process will be:

§ Aurora provided car parking for employees who currently have access to parking facilities, will remain in place until 30 June, 2005. This will be a transition period of 18 months from the announcement of the decision of the Executive in January 2004.

§ Aurora will continue to provide and pay for car parking during this transition period.

§ From 1 July, 2005 employees will be responsible for providing and paying for their own car parking. Aurora will be working closely with the employees affected to facilitate the availability of car parking after 1July, 2005.

The Agreement provides for an extended opportunity for employees to seek alternative parking arrangements and reflects an outcome acceptable to both Parties. The Agreement also sought to reduce the level of inconvenience that would be experienced by Aurora employees.

The discussions also reflected the professional approach of the employees and management representatives who participated in the negotiations between Aurora and the ASU.

ASU-HYDRO agreement on new structure

April 19, 2004

ASU DRAFTS AGREEMENT WITH HYDRO
A/CEO re NEW HYDRO STRUCTURE

The ASU has initiated a conference on behalf of Members with The Hydro, to raise concerns held by members across the organisation seeking in particular for assurances, that while the Hydro is restructuring to meet the National Market framework, that positions and EBA/Award conditions of employees will be safe.

The ASU was represented at these discussions by Tasmanian ASU Secretary Sean Kelly and ASU National Assistant Secretary, Greg McLean. The Hydro was represented by the Office of the CEO with Roger Gill, and Rose Redpath Nixon.

The outcome of the conference was that Agreement was reached with the Hydro on both a consultation process, and a safety net to protect members affected by any restructuring.

As you know part of this process had been foreshadowed in past agreements negotiated by the ASU.

The ASU Outcomes secured in the proposed Agreement include –

A formal Consultative Process to be followed during the current staff restructure including at –

§ Office of the CEO Level

§ Partnership Consultative Group and

§ Local Business Unit discussions.

A recognition that some staff movement will be required but that the Hydro will be required to -

§ transfer employees as a direct appointment in the new role to the new Business Units in the first instance

§ that where current duties/functions are no longer required that redeployment to a “Best Fit” role at the same/similar Grade to occur

§ Provision of additional responsibilities/duties and training opportunities to be provided to ensure the retention of the current Grade/Pay rate (see above Redeployment)

§ Any displaced employees to be provided with the support of an external consultant to allow applications for vacancies to be made with more confidence

§ That the ASU be properly consulted to fully understand the necessity for restructure, prior to the finalisation of individual restructuring proposals for a unit/area/division in a particular Business Unit.

§ That the consultation and disputes provisions of the ASU negotiated Award and Two EBAs, will be used in the first instance to settle Group and Individual concerns on any restructuring.

§ The ASU does not accept that redundancies should occur and that every step is to be taken to explore every possible opportunity before this is a consideration by Employees.

ASU Members who have concerns should contact the ASU for advice, before signing off on any local agreements or positions with the Hydro.

Click here to download the “Hydro Restructure 2004 Joint Statement of Agreement re: Consultative Processes with ASU”.

SEAN KELLY, ASU Branch Secretary

Burnie City Council Dispute

5 April, 2004

ASU talks last Friday with Burnie City Council management – so far so good.

ASU Representatives Hilton COHEN, Scott BLAIR and Will PEISKER along with Branch Secretary, Sean KELLY and ASU National Industrial Officer, Lisa HEAP met with Council’s Steve Gray and Manager, Infrastructure and Services, Depot Manager and Personnel Officer on Friday to discuss the wide range of matters in dispute as raised by members.

The purpose of the meeting was to discuss the current Dispute that the ASU had notified to the Australian Industrial Relations Commission. The dispute included a large number of issues ASU members had raised as genuine concerns.

The meeting with management took all day and the discussions were wide ranging.

Your ASU Representatives are happy to report that the meeting was extremely worthwhile.

Management has agreed to respond to the items raised and in fact was able to give a commitment to resolve some matters immediately.

The Union Representatives and management have agreed in principle on a process that will continue the discussions to resolve the issues and establish a working rapport between the union and Council management.

A report back meeting of Union members will be held after the Easter break for members to hear more details and consider future options to progress these matters.

We are all pleased that the discussions went well and that we now have a clear process to ensure that ASU members’ grievances can be dealt with.

Hydro Restructure Bulletin

Monday, March 1, 2004

The ASU and APESMA were recently given a briefing on the Hydro restructure which will change the way the business is currently structured. As you now know the Hydro will be organized into three interdependent businesses viz Energy, Renewables Developer and Consulting.

Support services such as Corporate and Human Resources will be realigned to support this new structure.

Some preliminary information was provided at the above briefing and the Unions will be provided with another briefing today. I will forward you more information following today’s meeting.

Although the known changes may affect members/employees it is important not to over react to unfounded speculation.

GM, HR, Amanda Vallance, had indicated that nothing had been settled at the time of the first meeting with Unions and will not be until the Hydro Board had signed off on the current process and planned changes.

Ms Vallance said it was important that the Hydro prepares itself for the National Electricity Market and the changes will be a part of that process.

The ASU has indicated to management that the Hydro should try not to create an atmosphere of fear through rumour and heresay. The ASU will seek a STRONG COMMUNICATION process of reporting to members /employees as a priority. Firm TIMELINES will also be a key to a successful process where there is planned change.

Ms Vallance has indicated that Union members and employees and will be kept abreast of the planned changes to reduce the concerns of the Hydro workforce

REDUNDANCY:

Ms Vallance said that there were NO planned Redundancies although some employees / members may have had too much change in recent times and may voluntarily seek such an option.

But she stressed that NONE are planned.

HELP AND ASSISTANCE:

IF any Member / Employee needs assistance regarding the planned changes or is concerned about any matter PLEASE contact the Union

Office or Industrial staff below .

Contact :

SEAN KELLY Branch Secretary, email: skelly@asutas.org

ROSS HALE Industrial Officer, email rhale@asutas.org

Phone: 6224 3411 fax: 6223 7115

Combined Public Sector Unions Wages Agreement 2004 - Report Back Summary

Thursday, February 26, 2004

Wages

3.5% or $20 per week 1st fpp 1.01.04

3.5% or $21 per week 1st fpp 1.12.04

3.5% or $22 per week 1st fpp 1.12.05

3.5% or $23 per week 1st fpp 1.12.06

14% over 41 months

Annual increase equivalent to 4.1%

Compound affect (difference between current salary & salary level at end of Agreement)

Equal to an increase of 14.75% or 4.3% per annum on base

Flat Dollar increase equates to 19.1% on lower level salaries

Work Overload

The Government has agreed:

1. Work Overload is an important issue.

2. Employees will not be allocated tasks in excess of those that they can perform within the hours for which they are employed.

3. Working hours will be monitored and where employees regularly work hours in excess of those for which they are engaged, changes will be implemented.

4. Vacant positions will normally be filled within 3 months. If they are not to be filled, employees will be provided the reasons the position will not be filled and the work will be managed without employees working hours in excess of those for which they are engaged.

5. Temporary vacancies (i.e. relief) will normally be filled. If a temporary

6. vacancy is not to be filled employees will be provided the reasons the position will not be filled and the work will be managed without employees working hours in excess of those for which they are engaged.

7. Unions and the DIRSSM will initiate a project aimed at identifying, minimising and dealing with excessive workloads.

8. Reasonable working hours test case to be inserted into Awards.

9. Employees who work additional hours for TOIL will have TOIL paid out at the appropriate penalty rate if TOIL is not taken within 28 days of being worked. (applies only to employees eligible for overtime)

Bullying, Harassment and Discrimination

1 Procedures will be developed to identify, minimize and deal with instances of workplace bullying, harassment and discrimination.

2. The Government will fund joint supervisor/manager and Union delegate training to ensure a common understanding of acceptable workplace behaviour and to encourage a joint approach to eliminating unacceptable behaviour.

Life of Agreement

From 1 August 2003 until 31 December 2006 (41 months)

Review of Awards

Agreed to review Awards with particular focus on classification standards, progression and overtime barriers. Will also work towards consolidating Awards and making them ‘readable’

Salary Sacrifice

Employees in the RBF Defined Benefit scheme will be able to salary sacrifice their compulsory contributions. This equates to a saving of between $5-$10/wk. All employees will be able to access salary sacrifice arrangements for the full range of benefits in a similar manner to Public Benevolent Institution (PBI) employees

Email and Internet

The Govt has agreed that wherever practicable, all employees will have access to email and internet. And that Unions web sites may be linked to Agency intranet pages.

Family Friendly Arrangements

Agreement includes provisions that acknowledge importance of FFA such as variable hours or job-share. Where a request is made an employee’s circumstance must be considered and reasons provided if the request is not granted.

Breast Feeding

Facilities will be provided to Assist mothers in combining work commitments and continuing breast feeding

Childcare Costs

Where an employee is directed to work outside normal hours or work patterns and as a result incurs additional commercial childcare costs, such costs shall be reimbursed.

Adoption Leave

Paid adoption leave will be increased from 6 to 12 weeks.

Bereavement Leave

The entitlement will increase to 10 days paid leave in respect of the death of a parent, partner or child. Additional leave may be granted at the discretion of HOA

Change Management

A detailed changed management clause included that commits the employer to consult employees and their Unions at the concept stage of a change process.

Charter of Union Delegates Rights

A charter has been agreed that recognises the role of the Delegate, provides them with the resources to perform their role and gives an entitlement to 5 days union training leave per year.

Phased in Retirement

A scheme will be implemented to encourage employees to phase out of the workforce over an agreed period rather than immediate retirement.

Training, Development and Career Opportunities

Clause mandates equitable access to training, particularly accredited training and requires managers and employees to meet and discuss career options and training requirements to increase opportunities for skill development and career progression through access to temporary and/or permanent transfers within and between Agencies

Professional Development

Parties agreed to establishment of professional development programs/activities and that the employer will pay for agreed PD training.

Long Service Leave

LSL Act will be amended to allow LSL to be taken in blocks of 5 days. NOTE: lobbying needed for other changes!

Call out, Standby and Availability

The Govt has agreed to address the anomaly of employees doing work from home via internet or telephone and only being paid an availability or standby allowance. Recognition that this work is effectively the same as a call out. Govt have not agreed to increase these allowances but they have agreed to address the need for employees to be on availability and standby as part of the classification review process.

Travel Allowance

The Govt has not agreed to increase these allowances at this stage. Parties will review the allowances and if an agreement can be reached applications will be made to vary Awards.

The Govt restated that reimbursement of actuals is available to all employees where expenditure exceeds allowances.

First aid Allowance

Allowance to be increase from $400 per annum to $538 per annum.

Roster provisions

Agreed roster provisions are to be included in Awards that don’t currently have rostering provisions.

Protective clothing allowance

The protective clothing allowance paid to some staff in Education and TAFE will be increased by $100.

Testing & tagging allowance

Employees required to perform testing and tagging of electrical equipment will be paid an allowance of $500 per annum if they have the appropriate qualification,

Reserve matters

A number of issues affecting specific groups of employees have no been resolved in this Agreement. The Govt have agreed these issues may be reserved and dealt with during the life of the Agreement. Reserving these matters acknowledges that issues covered by this Agreement may need to be reviewed in addressing the issues for Allied Health Professionals, Legal Practitioners, Correctional Officers and School Support Staff.

Effect of Salary Increases over the term of the Agreement

Salary 01.01.04 01.12.04 01.12.05 01.12.06 Total

$ 20,000 $21,040 or $22,132 or $23,276 or $24,472 or $4,472 or

$20 per week $21 per week $22 per week $23 per week $86 per week

$ 30,000 $31,050 or $32,142 or $33,286 or $34,482 or $4,482 or

$20 per week $21 per week $22 per week $23 per week $86 per week

$ 40,000 $41,400 or $42,849 or $44,349 or $45,901 or $5,901 or

$27 per week $28 per week $29 per week $30 per week $113 per week

$ 50,000 $51,075 or $53,561 or $55,436 or $57,376 or $7,376 or

$34 per week $35 per week $36 per week $37 per week $142 per week

Launceston City Council EBA - Progress Report

11 February, 2004

The Launceston city Council Enterprise Agreement will expire on 30th June, 2004 and the Representatives on the EB Committee have been meeting with Union Officials to develop the Claims for the next Agreement.

ASU and APESMA Staff Representatives from the indoor and field workforce along with Union Officials subsequently met management to present the Union Claims for the next EBA as follows:

WAGES CLAIM:

3.5 % plus 1% employer contribution to Superannuation [accumulation fund] each year over 3 years.

CONDITIONS CLAIMS:

§ Introduction of paid Parental Leave

§ Payment of 25% of accumulated sick leave at the end of service

§ Introduction of Phased In Retirement

§ Protection of employees re Legal Liability

§ Introduction of an Incidentals Allowance

§ Amend Salary Sacrifice to include the payment of overtime as “Nominal Salary” at the Award rate

§ Extend the current RDO system to allow all employees to work on request a 9 day fortnight, a 19 day month or a 5 day week.

§ Introduction of a standard Clause for the employment of Casual employees.

MANAGEMENT POSITION:

Management Representatives have proposed the following to date:

§ Introduction of a combined Enterprise Agreement and Award document

§ A Project to modernise Award Classifications.

Management will consider the employees Claims and respond at the next meeting of the Committee in 4 weeks time [10th march 2004].

Sean Kelly, ASU Branch Secretary

ASU REPRESENTATIVES ARE NEGOTIATING YOUR ENTERPRISE AGREEMENT – NOW IS THE TIME TO GIVE THEM SOME FEEDBACK

NOTE:

UNION MEMBERSHIP IS A BASIC INDUSTRIAL RIGHT TO PROVIDE YOU WITH COLLECTIVE STRENGTH IN BARGAINING WITH YOUR EMPLOYER. IF YOU HAVEN’T JOINED THE ASU, WHY DON’T YOU TAKE THE OPPORTUNITY NOW?

Stage set for wage increases for Tasmanian Community Services workers

Friday, February 6, 2004

The Australian Services Union has won recognition from the Tasmanian Industrial Commission of the need to revalue community services work in Tasmania. Deputy President Watling accepted the ASU’s claim that there has been a significant increase in the value of the work performed by community services workers and that this should be reflected in wage increases.

Industrial Officer Ian Paterson said this represents a substantial move forward in improving the conditions for these workers. It clears the way for the next round of the Australian Services Union’s campaign for fair and equitable wages for employees under the Tasmanian Community Services Award. The Union will now initiate negotiations with the Tasmanian Chamber of Commerce and Industry on new wage rates and classifications for the Community Services Award.

By any reasonable measure, Tasmanian Community Services workers are underpaid. They receive far less than employees in the State Service and interstate community workers. This decision recognises the increased skill and responsibility of dealing with increasingly more complex client needs. It recognises the demands of workers that arise from new legislation such as privacy and mandatory reporting. It recognises that new ways of working with government and in community organisations demand a higher level of skill.

The ASU is pleased that the decision also recognised the increased responsibility of managers and coordinators, particularly the role they play in developing and implementing partnership arrangements with government departments and Agencies.

The ASU acknowledges the employers’ concerns about the funding for wage increases arising form the decision. The Union remains committed to collaborating with employers to lobby State and Federal Government to fund the cost of the final outcome in this case.

Employers are already claiming that without increased funding, services will be cut and redundancies will be more likely.

We have demonstrated that value of work in the community sector has increase significantly. We now need to ensure cost of this recognition does not fall on those workers, clients and voluntary board members. To a significant extent the change in work value relates to the heightened expectations and requirements that funding bodies have place on community services. It is only fair and reasonable that they cover the costs.

Click here for the full text of decision:

http://www.justice.tas.gov.au/tic/decisions/2004/t9925_s23_2004.htm

Members Vote on Boags Site Agreement

Friday, January 16, 2004

Union Members have voted on the new site agreement after many months of negotiation by Unions and Delegates.

ASU Members salary rates contained in the Agreement are currently well ahead of many industries both at the State and National level.

The agreement overall is a win for both the Union Members and employer with many of the table of contents a bonus for employees and would be envied by many other organisations.

Dean Draper must be congratulated for his input and enthusiasm during the negotiations of the new document. He certainly stood up for members on many issues.

The document is now being prepared for presentation to the Australian Industrial Commission.

For further information please feel free to contact Ross Hale on: Phone: 6224 3411 or Email: rhale@asutas.org

Qantas Bulletin

13 January 2004

ASU Meets with Government

Last Friday afternoon, a delegation, lead by ASU Branch Secretary Sean Kelly, met with representatives of the Tasmanian State Government to ensure that Premier Jim Bacon was aware of the very real concerns which ASU members have arising out of the proposed introduction of low cost carrier Jetstar by parent company Qantas and the implications not only for ASU members but also for others within our community.

It was reassuring to learn that the Premier shares many of our concerns and we welcome the assurance given by Government representatives that they are committed to genuine on going consultation with the ASU.

As part of this process, Government representatives have reported back to the ASU following Premier Bacons’ meeting in Sydney yesterday with Jetstar EGM Alan Joyce and QF Head of Government and International Relations David Hawes.

The ASU and Government representatives have agreed to meet again prior to the briefing of major stakeholders by Jetstar and before the public release of fares and schedules due to be announced in mid February.

We shall continue to keep our delegates and members informed as and when information becomes available.

Airport Bid Teams

Contrary to advice given to the ASU by Qantas late last year that there was no intention to form bid teams, this appears to have changed without any consultation. The ASU has recently become aware that employees at some airports, including Hobart and Launceston are being asked to form bid teams for the work of Jetstar.

As a consequence of this new development, the ASU has written to Qantas seeking urgent clarification. We have posed the following questions to Qantas:

§ Is Qantas now invoking the contracting out provisions in EBA IV?

§ What exactly are people bidding for?

§ Where are the teams to be formed?

§ What happens if Jetstar rejects the bids?

§ Who else is bidding?

§ Who is assessing the bids?

§ What are the parameters for the bids?

§ What training is being held for bid teams?

Obviously there are a range of other questions that arise from this issue. Questions which the ASU shall put to Qantas once a response is received to those questions posed above.

* Bid Teams no longer being established as at 14.1.04.

United we Bargain – Divided we Beg!

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