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Decipha EBA Union Bulletin 12 - 24 October 2013

FWC approves the Decipha Pty Limited Enterprise Agreement

The Fair Work Commission (FWC) has approved the Decipha Pty Limited Enterprise Agreement 2013-2015 that was negotiated with the CWU. The Agreement covers operations employees who are engaged across the country in Decipha Pty Limited.

The 3% increase in rates of pay due to employees once the Agreement was approved has already been paid as of 23rd September 2013 after the union put to Decipha that members' pay increase should not be delayed due to the essentially procedural steps of the approval process.

The FWC noted that the union is to be covered by the Agreement on behalf of its members. This will enable your union to enforce all the terms and conditions in the Agreement

While the FWC was satisfied that the Agreement passes the Better Off Overall Test ('BOOT') when compared against the current Enterprise Award, it is worth noting that this Award will cease to apply from 31st December 2013 so that for the next Agreement the BOOT will be one of the new modern awards.

This means that we can make the next EBA even better. But we need your help. Bargaining power is everything. Make sure that our bargaining power is stronger with 100% membership. Keep asking your work mates who are not in the union to join.

Martin O'Nea
Divisional Assistant Secretary

Decipha EBA Union Bulletin 11 - 02 October 2013

Decipha Enterprise Agreement 2013 -2015 voted in

The results are in for the Decipha Enterprise Agreement ballot. A clear majority of Decipha workers have voted to accept the new Enterprise Agreement. The following table has the voting breakdown on a state-by-state basis.

         Voted Yes   Employees who voted         
VIC       90.50%       82.58%                     
WA       100.00%       84.62%                     
ACT      100.00%      100.00%                      
NSW      100.00%       90.80%                     
QLD       98.36%       85.92%                     
SA       100.00%       76.19%                  
Total     96.35% yes   85.92% voted across allsites

The final EBA is a vast improvement on what was initially on the table. We were able to improve the offer in anumber of ways during the negotiations,

This could not have been achieved without your involvement and particularly the involvement of local CWU Delegates Bambi Keep and Arithony Graeme.

This is the first time that local union representatives have been directly involved in enterprise bargaining negotiations in Decipha.

Their involvement and the clear messages that they gave to Decipha and your union at all stages during the campaign resulted in a much better Enterprise Agreement for all workers. This was particularly evident when Decipha proposed a 1% pay increase in the first year of the Agreement.

Following a representation by the union Decipha has agreed that the first 3% wage increase will be paid effective from 23 September 2013.

Under the Fair Work Act, agreements are made between the employer and employees, Unions can then make an application to be bound by the agreement as part of the process.

The agreement will come into effect when approved by the Fair Work Commission.

Now thatthe EBA has been voted on, it is time to focus on holding Decipha to account on all issues that affect our members' working lives. Clearly being a union member works so ask your work mates to join the union because together there is nothing that we cannot overcome.

Martin O'Nea
DivisionolAssistontSecretory

Decipha EBA Union Bulletin 10 - 30 August 2013

CWU recommends Decipha agreement to members

Following the agreement reached in principle between Decipha and the Union, the CWU's Divisional Executive (DE) has now voted to recommend that all Union members support the new EBA offer reached with Decipha.

The Union's DE expressed the view that "the proposed Decipha EBA offer provides for a fair and reasonable outcome in providing improvements in pay levels along with safeguards and protections for terms and conditions of employment of all employees covered by the EBA."

As well, the DE commended the CWU negotiation team for securing a new Decipha EBA for all Union members and potential Union members. This included full time CWU officials and local Union delegates.

Subject to majority employee endorsement of the Decipha EBA, DE has authorised the Divisional Secretary to take all steps necessary in making application to the Fair Work Commission for the CWU to be covered by the Agreement.

As you know the in- principle Agreement includes pay rises of 3% in the 1st year and 3% in the 2nd year, improved redundancy entitlements and a number of other improvements to your terms and conditions of employment such as, increase in tea breaks to 15 minutes, a new provision for a single day of leave to attend the funeral of an immediate aunt or uncle per occasion, 2 days paid domestic violence leave, night shift 30% penalty paid immediately - not after 4 weeks worked continuously and more.

This agreement is the first improvement to conditions since the Decipha agreements were first negotiated (outside of the inclusion of national employment standards).

You know that being a Union member works and you know it changes lives. So it is time all members asked people who have been getting a free ride to start paying their dues and join the Union.

Martin O'Nea Divisional Assistant Secretary

Decipha EBA Union Bulletin 9 - 7 August 2013

In-principle Agreement on this offer

EBA negotiations between Decipha and your union continued earlier this week and we were able to secure the following further improvements:

Pay rises of 3% in the 1st year and 3% in the 2nd year.

Redundancy pay increased to 16 weeks (currently 15) for 6 years and over and, 20 weeks (currently 15 weeks) after 10 years.

All improvements to conditions that were previously agreed and then taken off the table by Decipha have been put back and are locked in. These improvements include:

Staged removal of junior rates
Right to fair and reasonable access to overtime
Allowances increased in line with pay increases
Extra weeks' notice for decision on redundancy
Commitment to explore redeployment within Australia Post
Right to have hours of work and days of week in individual employment letters
Right to paid tea breaks - 15 minutes
Right to 30% night shift penalty immediately, not after 4 weeks worked continuously
Right to have union representative in discussions with management
No longer required to take annual leave in consecutive days for operational or audit reasons
Right to accrue annual leave for longer than 12 months
Right to sick leave without a medical certificate for up to 2 consecutive days
Right to 2 days paid domestic violence leave and to use personal leave for domestic violence
Trial of work life initiative 48/52 (purchased additional leave)
National consultative forum at least every 6 months
Right to dispute resolution training for union delegates after 3 months continuous service

While Decipha would not agree to apply the 15% shift penalty across the whole shift or extend it beyond the hours of 4am to 6am, OVERALL this agreement is a good outcome for our members. Many of your claims have been accepted and Decipha has withdrawn all their claims.

As a result, your union has informed Decipha that there is an in-principle agreement on the above offer. Of course, Decipha workers will have the final say in a ballot to be conducted on the in-principle agreement.

Thank you to CWU delegates Bambi Keep and Anthony Graeme and CWU members in guiding us during the negotiations - without your support this agreement could not have been reached. It is time all members asked people who have been getting a free ride to start paying their dues and join the union.

Martin O'Nea Divisional Assistant Secretary

Decipha EBA Union Bulletin 8 - 2 August 2013

Decipha's attempt to take back agreed improvements to EBA - a try on

After months of negotiations and having reached agreement on many issues that improve workers' wages and conditions, Decipha is taking all of this off the table and instead is proposing a roll over agreement with a 3% p.a. pay increase for the next 2 years.

This means the following agreed improvements to wages and conditions will not occur if we accept Decipha's current offer:

Staged removal of junior rates
Right to fair and reasonable access to overtime
Allowances increased in line with pay increases
Increased redundancy pay ( total number of weeks not agreed)
Extra weeks' notice for decision on redundancy
Commitment to explore redeployment within Australia Post
Right to have hours of work and days of week in individual employment letters
Right to paid tea breaks - 15 minutes
Right to 30% night shift penalty immediately, not after 4 weeks worked continuously
Right to have union representative in discussions with management
No longer required to take annual leave in consecutive days for operational or audit reasons
Right to accrue annual leave for longer than 12 months
Right to sick leave without a medical certificate for up to 2 consecutive days
Right to 2 days paid domestic violence leave and to use personal leave for domestic violence
Trial of work life initiative 48/52 (purchased additional leave)
National consultative forum at least every 3 months
Right to dispute resolution training for union delegates after 3 months continuous service

Members need to be aware that the 3% p.a. pay offer is just 1.5% more than the previous Decipha offer of 2% in the first year and 2.5% in the second year and does not provide for a $200 sign on bonus. And, there is no improved redundancy pay with this offer.

Hardworking Decipha members should not have to pay for management failures.

Taking back agreed improvements to wages and conditions is Unacceptable. Decipha workers demand respect!

Your union believes this latest offer is unjust and a try on and we will continue to pursue an acceptable agreement.

Martin O'Nea Divisional Assistant Secretary

Decipha EBA Union Bulletin 7 - 22 July 2013

After an overwhelmingIy negative response from members Decipha has revised its pay offer to your union. Their current offer is for pay rises of:

1.5% in the first Year; and

2.5% in thesecond year.

This offer is still nowhere near the 5.4% per annum forthe nexttwo yearsthat your union has put on the table for discussion.

Members need to be aware that:

the current offer is well behind in terms of average pay increases overthe last 2 years;

the 1.5% in the first year is well below the current rate of inflation; and

the 2.5% in the second year is also below the cost of living rises expected next year.

The current offer is particularly not fair in the context of Decipha's refusal to improve redundancy pay and to apply the current 15% shift penalty across the whole shift, riotjust between 4am and 6am.

Decipha can do better on these claims and on pay.

Members have a right to expect to not only keep up with the cost of living increases, but to improve their standard of living.

Your feedback and emails have been invaluable in guiding us during the negotiations. Please continue to let us know your thoughts on the offer. You can give us Your feedback at ebainfo@cwu.org.au Martin O'Neam - Divisional Assistant Secretary

Decipha EBA Union Bulletin 6 - 16 July 2013

Decipha offer unacceptable to members

EBA negotiations between Decipha and your Union continued early this week and we were able to secure further improvements.

However, Decipha's current offer still leaves some major issues that need to be addressed.

These are:

Decent pay increase - particularly as Decipha workers are already 3% behind in terms of average pay increases over the last 2 years (ABS data) and the cost of living rises expected next year. Decipha's current offer of 1% in the first year and 1.5% in the second year is not fair. In fact the 1% offered this year is well behind inflation. And it definitely does not allow hard working members to improve their financial wealth.
Better redundancy pay - particularly as the entitlement in the current EBA is little better than the minimum in the national employment standard. Decipha's refusal to change to the current redundancy pay is not reasonable. If people are not made redundant then improving the amount of redundancy pay will cost Decipha nothing. But if there are redundancies then members must be properly compensated for the loss of future entitlements.

Changes to 15% shift penalty - particularly as work commencing before 6.00am only attracts the 15% shift penalty for 4.00am to 6.00am and not the whole shift. Decipha's refusal to apply the 15% shift penalty across the whole shift is not fair. It fails to acknowledge that workers who commence work on early morning shifts should be compensated for the inconvenience as they are in other similar industries.

Members have reacted strongly to the Decipha pay offer - expressing outrage and disgust.

As one member said, 'I think this is an insult to the people that work hard for Decipha and nowhere near fair. Some people have taken second jobs just to make ends meet, me included. Where I work the people go without morning and afternoon tea just to get the jobs done.'

Your feedback and emails have been invaluable in guiding us during the negotiations. Please continue to let us know your thoughts on the offer. You can give us your feedback at ebainfo@cwu.org.au

Martin O'Nea Divisional Assistant Secretary