The majority of our claims have now been tabled. In the coming weeks more work will be done on the Retail Transformation Services Agreement (RSTA), a range of issues that affect the technical workforce and some specific transport matters.
SUPERANNUATION
Your Union is seeking to have strong guarantees around superannuation included in the new Agreement.
Post suggested that members be able to cash in some of their superannuation benefit to effectively fund their own pay rises!
Your Union will not accept this. Feedback from the vast majority of members indicates that people will not tolerate having their superannuation in the Defined Benefit Scheme tinkered with in any shape or form.
DISCIPLINARY PROCEDURES
Your Union has previously indicated we are seeking a commitment that all warnings, under the Employee Conduct and Disciplinary Procedure, are subject to the same appeal process that occurs at inquiry level.
Despite numerous examples provided by your Union, Post is still refusing to concede that the process is being abused by management.
SICK LEAVE PAYOUT
Australia Post has indicated that they will not support the payout of sick leave when people leave Australia Post as it would cost several hundred million dollars.
LONG SERVICE LEAVE
Long service leave protections were sought in the Agreement.
Post has stated they are guaranteed in Commonwealth legislation. Your Union pointed out that the provisions could be changed by future governments and we will still be seeking firm commitments in EBA8.
TEA BREAKS
Your Union is still seeking to have at least one guaranteed tea break for all part-timers and two tea breaks for full-timers inserted into the new Agreement. Australia Post has acknowledged that tea breaks are an important component of OHS issues and are rethinking their current position.
INCOME PROTECTION
Australia Post has stated that an employee income protection scheme will cost in excess of $20 million per year. A number of factors were not taken into consideration by Australia Post and we have insisted they rework their calculations.
TELL AHMED IT'S TIME TO DELIVER A DECENT PAY RISE
Don't forget to sign up for campaign updates at www.eba8.com.au and spread the word to your workmates, family and friends to do the same.
While you're there why not send an email to the CEO and your local MP to tell them it's time they delivered a decent pay rise?
A further round of negotiations was held last week covering the recent employment freeze, allowances, full time employment, relief staff and the use of contractors.
EMPLOYMENT FREEZE
After significant pressure from your Union, Australia Post has agreed to revise elements of the employment freeze announced last week. Meetings will be held in each State this week to discuss further changes needed on a local level.
ALLOWANCES
Many of the allowances in the current agreement have not increased in well over 10 years and we have made it very clear we expect all allowances to be indexed to pay rises in the new agreement.
An increase in the level of allowances and broadening their coverage has been put on the table by the union. This includes:
FULL TIME EMPLOYMENT AND RELIEF STAFF
Consistent with our commitment to maximising full time employment opportunities, the Union wants part time workers who regularly work full time hours to be converted to full time positions.
In addition the Union is arguing that:
CONTRACTORS
The Union has put to Post that some of the existing work that has been contracted out should be brought back in house. Where contractors are used in other areas they should not be engaged on terms any less than Post employees.
You can now provide feedback straight from our Phone App.
EBA8 negotiations continued in Melbourne this week with a number of important issues being raised.
AUTHORISED HOLIDAY ARRANGEMENTS
Post wants to remove the one day National Post Holiday and add it to your annual leave credit instead. What do you think?
Go to the website www.eba8.com.au for more information and to have your say.
WORKING IN EXTREME HEAT
With weather extremes happening more and more often your union has proposed a study to identify how to best protect the health and safety of our members working in these conditions.
Your union has made it very clear that members must be involved in all such studies from day one.
SUNDAY ROSTERING AND ELIGIBILITY FOR A FIFTH WEEK OF ANNUAL LEAVE
Currently members who are rostered to work on Sundays are eligible for a fifth week of annual leave whether they work these days or not. The extra week's leave is compensation for the many shift workers who must work Sundays and miss the opportunity to be with family.
Post is proposing that to get the fifth week you have to work when rostered on a Sunday. If you swap your Sunday shift it will not count towards the extra week's leave.
What is your feedback on this issue? Send us an email at ebainfo@cwu.org.au with your thoughts.
WORKING ALONE
The health and safety risks of members working alone were put to Post. Examples such as potential attacks on box sorters in high crime areas and a driver being trapped underneath a roller door for hours were provided to Post. Your union has made it clear we are opposing changes that would allow Post to roster members on to work alone.
MEAL ALLOWANCE
Post is proposing that all overtime meal allowances be paid directly into your bank accounts instead of in cash at the time. Your union has opposed this as the meal allowance is meant to provide cash at the time of working to allow members to buy a decent meal. Members working overtime should not have to go out of pocket or hungry. Send us an email at ebainfo@cwu.org.au with your thoughts.
CONSULTATION REGARDING PURCHASE OF NEW PLANT AND EQUIPMENT
Your union is seeking agreement that there will be a formal process when Post is buying new plant and equipment such as machinery and uniforms. In the past purchases like wet weather gear in Delivery, vans in Transport and uniforms in Retail have bypassed the consultation process with members.
Your union has placed Post on notice that firmer commitments will be sought in this EBA. A particular focus was on the poor quality of some uniform items and the potential for longer term trials.
EBA8 NEGOTIATIONS BEGIN
Negotiations started on the next EBA last week with an initial three day session held in Melbourne. Your union presented an overview of the log of claims that has been developed from membership feedback.
Several sub-committees to deal with specific issues have been established. These sub-committees, which will involve direct member involvement, will deal with issues in areas such as the RSTA, Call Centres, Transport/Line Haul and the Technical Workforce.
PAY CLAIM
At this stage a formal pay claim has not been presented to Australia Post but the union has been clear that the new agreement should not only include pay rises in line with community standards but also include a catch up amount given that under the current agreement your wages have not been keeping up with inflation.
INCOME PROTECTION
As part of the three day session, a presentation was given by a company that provides income protection in a number of industries.
Many members have indicated interest in an income protection scheme being included in our new agreement. Further details on the scheme will be provided to members for feedback as the negotiations continue.
NEXT ROUND OF NEGOTIATIONS
Payroll and call centre issues will be the focus of the discussions at this week's negotiating meetings, with a further round of negotiations scheduled for the week after Easter.
EBA8 WEBSITE LAUNCHED
To make sure that all members can keep up to date and play their part in the EBA8 campaign the National Office of the union has launched a dedicated EBA8 website.
Sign up today to receive regular campaign updates and for more information on how to get directly involved in your campaign at www.eba8.com.au
As well as all the latest news on the EBA8 negotiations it also has easy ways for you to get involved in the campaign.
Our web page:
www.eba8.com.au
EBA8 STICKERS
Keep an eye out for the EBA8 stickers your union will be distributing to Australia Post workplaces around the country. If your workplace doesn't receive the stickers send us an email at ebainfo@cwu.org.au and we'll get some out to you.
Please place on your Notice Board.
EBA8 BEGINS
This is the first of what will be a series of regular updates on the upcoming EBA.
As most of you are aware the current EBA is due to expire on 31 July this year. Talks with Australia Post on a new agreement are currently scheduled to start around mid-March.
SURVEYS UNDER WAY
Branches are currently undertaking surveys of members to determine our claims. The survey results will enable us to prioritise our EBA8 claims.
The responses so far indicate that members are looking for:
EBA8 SLOGAN
A winning slogan, EBA8 TIME TO DELIVER, for the campaign has been chosen. The slogan is a combination of two suggestions from members. A gift card will be forwarded to both members. A smaller value gift card will be given to the best entry submitted from each State.
Thank you to all the members who submitted well over 200 slogan suggestions.
SECURE EMPLOYMENT
Protecting permanent employment is a key issue in the forthcoming EBA8 discussions. Protecting your job security and maintaining permanent full time positions is vital to a successful EBA8. Be part of this campaign to protect secure employment in Australia Post.
STAY INFORMED AND HAVE YOUR SAY
State branches of the union will be holding information sessions for members in the coming weeks.
In the meantime you can get the latest EBA8 news from:
Our email:
ebainfo@cwu.org.au
Our Phone App
Search for CWU at the app store
Our web page:
www.cwu.org.au
Our email:
ebainfo@.cwu.org.au
Our Phone App
Search for CWU at the app store
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