working for IGT Poker Machines would be aware of the discrepancies
relating to the past payment for overtime and rostered on call periods.
recap, the issue of past pay discrepancies was raised by members at IGT
and as a result the union contacted management who appointed an
“independent” auditor. Following an audit some members were advised that
they in fact owed the company money from working overtime and on call –
a situation that was just ridiculous.
the report from the “independent” auditor the ETU sought legal advice
and discovered that their report is flawed and calculations incorrect.
ETU met with management a month ago about this issue and proposed a
number of remedies and the company gave an undertaking to consider the
union’s proposal and get back to us.
have now advised the ETU that they are recalculating the underpayments
however, should the company return with an unsatisfactory outcome the
union will apply to undertake an inspection of the wages book and take
all action necessary to recoup what you are owed.
another matter IGT is now trying to impose a new roster which we know
will simply not work. Under your award IGT must first get your agreement
to implement these changes and for this reason we are advising member
to follow clause 10 of the Manufacturing and Associated Industries and
Occupations Award 2010, which says:
10 Dispute Resolution
In the event of a dispute in relation to a matter arising under this
award, or a dispute in relation to the NES, in the first instance the
parties will attempt to resolve the matter at the workplace by
discussions between the employee or employees concerned and the relevant
supervisor. If such discussions do not resolve the dispute, the parties
will endeavour to resolve the dispute in a timely manner by discussions
between the employee or employees concerned and more senior levels of
management as appropriate.
If a dispute about a matter arising under this award or a dispute in
relation to the NES is unable to be resolved at the workplace, and all
appropriate steps under clause 10.1 have been taken, a party to the
dispute may refer the dispute to Fair Work Australia.
The parties may agree on the process to be utilised by Fair Work
Australia including mediation, conciliation and consent arbitration.
Where the matter in dispute remains unresolved, Fair Work Australia may
exercise any method of dispute resolution permitted by the Act that it
considers appropriate to ensure the settlement of the dispute.
An employer or employee may appoint another person, organisation or
association to accompany and/or represent them for the purposes of this
While the dispute resolution procedure is being conducted work must
continue in accordance with this award and the Act. Subject to
applicable occupational health and safety legislation, an employee must
not unreasonably fail to comply with a direction by the employer to
perform work, whether at the same or another workplace, that is safe and
appropriate for the employee to perform.
our members NOT agree with the introduction of this new roster the ETU
is available to assist in pulling together a roster that meets the needs
of both our members and the company.