General Trade, Mining and Manufacturing
General Trade, Mining and Manufacturing
Apologies for the late update, we have been waiting for Bluescope to finalise and confirm their offer which has continually changed since Friday.
Following 2 days in The Fair Work Commission last week the following is a Summary of The Company’s Current Position:
7.5% over 3 years or 9.5% over 4 years is NOT ACCEPTABLE given the sacrifices made by members.
Penalty Rates on weekend Sick Leave HAS NOT been addressed. What the company is offering will only benefit a few people over the life of the agreement.
The $4000 would normally be paid in September but is being brought forward to buy your vote.
One agreement for both sites with no real benefit to members.
The following mass meetings will be held at the North Gate Visitors Centre
Steelworks Mass Meeting (off shift) – Thursday 12th July 6am & 6pm
Springhill Mass Meeting (off shift) – Friday 13th July 6am & 6pm
The ETU will be asking members to Reject this offer and we will be discussing our Next Steps.
EBA (off shift) MASS MEETINGS
Purpose: Discuss Next Steps and Reject the Company proposal
When: Steelworks – Thursday 12th July, 6am & 6pm
Springhill – Friday 13th July, 6am & 6pm
Where: North Gate Visitors Centre
(Please note these are not paid meetings, members should select either 6am or 6pm depending on your Roster)
Come and join us on Thursday 14 June for pizza and beer and to talk about issues affecting electrical apprentices in the work place.
Come along and meet Tara Koot, the ETU's apprentice officer, have your say and meet other like minded electrical apprentices.
As previously reported, the Unions have lodged a “Bargaining dispute” with The Fair Work Commission in an attempt to bridge the gaps over our outstanding claims.
Today we had a brief phone conference with Deputy President Dean of the Fair Work Commission to set dates for the Bargaining Dispute.
On 4 June 2018 at 12:00pm we will be having our first meeting at the Fair Work Commission, with the 28 & 29 June 2018 also scheduled if required.
Why have the Unions lodged A Bargaining Dispute?
The Unions feel that negotiations have stalled, progress is not being made in relation to our key claims of:
% increases; penalty rates on personal leave; bonus system; two separate enterprise agreements; and the trade / staff operators.
With our enterprise agreements expiring on 23 July 2018 we could either continue discussions and hope progress is made to avoid protected action or seek assistance from the Fair Work Commission to help facilitate discussions between the parties on the issues.
As this is the Unions’ application to the Fair Work Commission, if we feel that the Bargaining Dispute is not helping to resolve our differences we can withdraw at any time.
The next negotiation meeting will be held on 24 May 2018.
In accordance with the requirements of the Fair Work Registered Organisation Act 2009 the CEPU Electrical Division, NSW Branch (the Branch) has made available to members the complete financial report and associated documents for 2017.
By law the Branch must provide a copy of their financial report to members, this can be downloaded from the members area after logging in.
ETU Secretary Dave McKinley is travelling across NSW and the ACT over the coming months to meet ETU members. Dave will report back on recent industrial matters and provide you with an update on the major Change the Rules campaign that the ETU in NSW is playing a leading role.
The State of the Union meetings will kick off with the following four meetings, additional dates and locations covering the rest of the state will be provided as they are confirmed:
Wednesday 23 May - Sydney West - Revesby Workers Club, 2b Brett St Revesby
Thursday 24 May - Sydney East - Randwick Labour Club, 135 Alison Rd Randwick
Wednesday 30 May - Central Coast - Erina Leagues Club,
Thursday 31 May - Newcastle - Hunter Workers, Level 3 / 406-408 King St Newcastle
All members are invited to attend and must RSVP for catering purposes, finger food and drinks will be provided from 7pm. Please email your name, mobile number and event location/date to email@example.com or call 02 9267 4844 and ask for Joanne.
We look forward to seeing you at your local State of the Union meeting.
No meetings were held over Easter and last week’s meeting was postponed at Bluescope management’s request.
The following is a summary of items discussed, some matters were positively progressed:
Classification Structure Review – Bluescope have provided words that we have indicated we are prepared to include in the final offer.
A review will be undertaken by a joint working group, made up of employee and company representatives. The review will take place during the life of the new agreement. From the unions’ side, the review will focus on establishing a reclassification process, access to higher levels and providing clear definitions and guidelines for each level. From Bluescope management’s perspective, the review will focus on maximising flexibility and efficiency, removing classifications no longer required or utilised and ensuring classifications reflect current and future work requirements.
Fixed Term Employment – Bluescope have provided a clause with the minimum 6-month and maximum 12-month engagement. The company have sought a 2-year maximum in certain circumstances. Once we have agreement for the 2-year option to be removed, we will have an agreed clause.
Part Time Employment – Bluescope are still pursuing part-time provisions in the agreement. We have been very clear that these provisions will not be agreed to by our membership. We have communicated that further pursuit of these provisions has the potential to derail discussions surrounding the agreement. The unions have communicated that we are only willing to explore job-sharing in context of employees who are transitioning to retirement. Further discussions will be held regarding job sharing and transition to retirement.
Bonus – Bluescope have talked through what a 7.5% PSP (Staff Bonus) would look like. When the PSP pays 100%, 67% of employees would be better off than on the current LSPS. When the PSP pays 150%, 93% of employees would be better off than on the current LSPS.
Our claim remains at 15%. We have asked for figures on the PSP at 10% rather than 7.5%. Discussions to continue.
Disputes procedure – the unions’ claim has been for a procedure that covers all workplace matters. To date Bluescope has refused to entertain this claim. Yesterday an alternative was tabled by Bluescope to cover all workplace matters, that being:
linking the “Fair and Just culture for all” policy to the agreement. This is a policy that provides a clear and transparent approach to incidents and investigations.
linking a “Fair Treatment System” to the agreement. This system will allow for disputed issues to be reviewed by the one-up manager. If either party is not satisfied with the outcome following that step, a review can be conducted with the General Manager of Manufacturing and/or a Review Panel.
Unions have also asked that Timeframes be placed on Warnings:
3 Months for Informal Warnings
6 months for Formal Warnings
12 months for Final Warnings
Bluescope are maintaining their position of one agreement for both sites. The combined unions will now seek the assistance of the Fair Work Commission with this issue.
Other Claims still being discussed which have not yet been finalised:
Penalty rates on Personal Leave
The next negotiation meeting will be held on 26th April 2018.
Following last week’s meeting, the unions sought feedback from members regarding the offer tabled by BlueScope management. The offer was rejected by 99.28% of the membership.
Members indicated they were angered by the offer. Members consistently felt the offer was well short of their expectations and didn’t deal with the claims the unions have been pursuing.
The Unions tabled draft clauses on the following claims:
Casual Labour (employed by Bluescope)
Conversion from casual positions to permanent positions after 6 months
Measures ensuring that Labour Hire and Contractors are paid no less than employees engaged under the agreement.
Fixed Term Employees should be employed for a maximum 12 months, after which time they become permanent.
Disputes Resolution Procedure – to allow all matters to be covered under the Disputes Procedure. Status Quo provisions would also be put in place to ensure that the situation that existed prior to the dispute arising will be maintained.
Discussions were also held around updating departmental agreements, classification structure review, deduction of Union fees and two separate agreements.
Bluescope have expressed concerns over clauses relating to casuals, contactors, labour hire and disputes procedures and are continuing to push for one agreement for both sites.
We are pushing for two separate agreements.
We are agitating around the issues above relating to casuals, contractors, labour hire and enhanced disputes procedure as these are vital protections which are key within any future agreement.
The offer you’ve been waiting 3 years for!
BlueScope proposed Introduction of Change Clause
BlueScope proposed Retention of Rate Clause
BlueScope proposed Part-Time Clause
Changes to Individual Flexibility Clause to support Job Share and Transition to Retirement
Additional 1% bonus if absenteeism drops below 4%
4-year Agreement with 2% pay rise per year
One EA to cover Steelworks and Springhill
The AWU, AMWU and ETU ended the meeting when this offer was put forward.
Whilst we appreciate this is only the first offer made by BlueScope, the offer does nothing to address your claims!
2% is by no means a fair and reasonable pay rise given the sacrifices members have made.
A 1% possible bonus increase is way off the mark when compared to the bonuses Bluescope management receive. You should note that no concern was raised over the cost of relining the Blast Furnace when management bonuses were paid.
Part-Time provisions – We are having enough problems currently with Labour Hire and Fixed Term Employment.
You will receive another message shortly which will allow you to reject this subpar offer and send us back to negotiations next week to refocus the company on your claims.
ETU Organiser - 0431 838 852 / firstname.lastname@example.org
Dear ETU Members.
Product Safety Australia, a division of the Commonwealth Governments Australian Competition and Consumer Commission, this week issued a product recall relating to Takata Airbags. This recall is compulsory due to significant safety risks and affects a large number of car makes and models and a small number of motor cycles.
THE ETU IS ADVISING ALL MEMBERS TO REVIEW THE LIST OF VEHICLE MAKES AND MODELS AFFECTED BY THIS PRODUCT SAFETY RECALL AND TO TAKE APPROPRIATE STEPS, UP TO AND INCLUDING REFUSAL TO DRIVE AFFECTED VEHICLES, UNTIL NECESSARY REPAIRS HAVE BEEN COMPLETED.
If your employer has any of the affected vehicles in their fleet you should first contact your supervisor to find out if the mandatory recall work has been completed or to report that your vehicle is impacted by the product recall.
The ACCC has advised the following:
It is critical that owners of cars with alpha airbags installed take immediate steps to have the airbags replaced because of the significant risk of injury or death involved in using cars with these airbags. All other consumers whose vehicles are on the full recall list are urged to arrange for the replacement of Takata airbags in their vehicles as soon as possible due to the safety risks involved in the use of these vehicles.
If you have any issues arising in the workplace relating to the operation of affected vehicles please immediately contact your workplace delegate or ETU organiser.
- Launch of ETU Active for ETU Honoarary Members
- Bluescope EBA Update - 5 July
- ETU Youth Meeting - June 14
- Bluescope EBA Update - 23 May
- CEPU Financial Accounts 2017
- ETU State of the Union Meetings
- Bluescope EBA Update - 23 April
- Bluescope EBA Update - 12 March
- The Offer You've Been Waiting 3 Years For!
- SAFETY ALERT - TAKATA AIRBAGS
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