Members will be mailed ballot papers next week for a vote to authorise protected industrial action – it is essential that all ETU members complete the ballot and vote ‘YES’ to every proposed action.
Only a strong majority ‘YES’ vote to every action will enable us to campaign effectively for an acceptable agreement, in the event that matters cannot be resolved in negotiations.
A clear, united “YES’ vote will send a powerful message to Ausgrid management that we are serious about achieving a fair outcome and will back our words with action, if required.
Your ETU negotiators will of course continue to do everything possible to achieve an acceptable result via negotiation. As I write this today, we have reached in-principle agreement on six items. However, two major issues remain outstanding.
Six items agreed in principle, but two key matters unresolved
Negotiations have continued this week with in principle agreement on the following major items:
Dispute Settlement Procedure Clause.
Redeployee incentive. On certification of the Agreement, for all redeployees a one off $75,000 incentive payment with a three-week acceptance period after which time the offer is withdrawn.
As at 1 July 2020 a cap of 250 on the number of redeployees that can be made forcibly redundant at the end of the job guarantee period. In other words, Ausgrid can make forcibly redundant up to 250 remaining redeployees as at 1 July 2020.
From 1 July 2020 an ongoing “global” annual cap of 250 to apply to both voluntary and forced redundancies.
An Annual Apprentice intake.
Remaining Major outstanding items
Career Capability and Remuneration (CCR) scheme. We are in the process of making sure that any discrepancy between the current skills structure pay rates and the proposed CCR pay rates does not result in any structural long term pay disadvantages as people progress through their career. The nature of how that progression through a career is determined, is also being negotiated.
Pay Rise: Ausgrid’s position remains; 2.5% year 1 plus a one off $1,000 sign on bonus, 2.5% in year 2 and 2% in year 3 (contingent on agreeing to the CCR). The ETU’s position remains 3% per annum, this is not unreasonable given the three to four year wage freeze.
The Protected Action Ballot Timetable
The Fair Work Commission has approved the conducting of a ballot of members for the right to take protected industrial action. We expect ballot papers to begin arriving at members addresses from Monday 11 December.
It is critical that on receiving the ballot papers that all members vote and return the ballots as soon as they receive the ballot papers.
Please ensure that you register a yes vote to all the questions so that the ballot result is effective. Members can either post back the ballot or give them back to their local workplace delegate who will post them.
While we continue to negotiate with Ausgrid on the outstanding matters outlined above, it is important for members to understand that these matters are part of a total package. If we are unable to resolve the outstanding issues, then we will proceed to a concerted industrial and political campaign to achieve an outcome which is acceptable to members.
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