Electricity, Water and Utilities

The ETU offer six general scholarships every single year with each scholarship valued at $2,000. These scholarships are available to ETU members, their children and their grandchildren. To qualify, you must be enrolled in studies in an approved course at a registered training organisation at diploma level or higher.

To apply for one of six annual general scholarships download the application form. Conditions apply (see application form). Applications are being accepted for 2017 and close at 4.30pm Friday 30 June, 2017. Successful applicants to be notified by 31 July, 2017.

Endeavour Update: NO means NO!

Posted on 24-3-2017

It’s little surprise that Endeavour Energy members voted overwhelmingly to reject Rod Howards and Managements “generous offer” to slash your conditions in the EBA vote this week. We always knew that this offer would go down in a ball of flames and management should not be surprised.

I want to recognise the efforts of your delegates, among the most committed ETU members, who without their contribution and dedication this EBA negotiation would be so much more difficult. I also want to congratulate all ETU members for taking a stand against these attacks on your working conditions by a CEO and management team who hold nothing but total disregard for fairness.

Yesterday’s result should send a clear message to Rod Howard and management that the offer they put on the table, an offer that would strip away your legislated protections, is just not good enough. This should also stand as a message to the new CEO of Endeavour Energy, whoever that might be once the company is sold, that they should not waste any more time or money in putting forward so called “offers” that leave workers worse off, unless of cause they too want a bloody nose like your current management team.

The ETU, on behalf of our membership, remain committed to securing a fair outcome and will continue to negotiate towards an offer that delivers on our three bargaining principles – no forced redundancy, no loss of conditions and a fair pay increase. I am hopeful that the new CEO and new owners will be more pragmatic when it comes to reaching an agreement.

As you are aware the negotiating committee will meet on 30 March and it now appears highly unlikely that a fair offer will be put before the Liberals privatisation transaction is complete, none the less we will keep you informed of any developments.

Again, congratulations to all ETU members for standing together in protecting our rights and for rejecting a disgraceful offer from a disgraceful management team lead by Rod Howard. If you look at Essential Enegry and Ausgrid, both company’s moved to dump their CEO’s and clean out management that presided over failed EBA negotiations, one can only guess the same will apply at Endeavour Energy.

Oh and by the way, I have included an interesting snapshot that appeared in yesterday’s paper outlining just how well Endeavour Energy are doing despite the AER’s ruling with the company posting higher than expected and very healthy profits.

In Unity,
Dave McKinley
Secretary

Endeavour Energy to go to Ballot

Posted on 13-3-2017

Dear Members,

On Thursday 2 March, at the EBA Negotiating meeting, your EBA Bargaining Team informed EnE of the outcome of the feedback sessions held with the members and the Joint Union delegates meeting.

Prior to us informing EnE of the outcome, as above, EnE had already made its decision of which “Option” they would choose to include into the proposed EBA to go to vote, and presented it to the bargaining team.  True to form, your employer chose the absolute worst option for the employees of the 2 options.

On Friday 10th March 2017, Endeavour Energy will be making available the EBA that they want for the required access period prior to the voting period which is from the 21st to 23rd March 2017.

Remember our 3 key principles, which has been repeatedly endorsed as an outcome to an acceptable EBA, which are;

  1. Job security
  2. Maintain Conditions of Employment; and
  3. A reasonable wage increase.

Their offer doesn’t tick the box for any of our above principles… Click here to read the full notice about the ballot and what it means for ETU members.

In Unity

Brad Currey - Organiser - 0431 838 852 / bradc@etunsw.asn.au

With the footy season gearing up the ETU Footy Tipping Comp is now open for people to join. Try your hand a tipping your weekly favourites and get you workmates to join in the fun.

We will again be giving away periodical prizes through the season based on weekly results while the overall competition winner will receive one free week accommodation at the ETU Holiday Cabins at Nambucca Heads on the NSW Mid-North Coast.

CLICK HERE TO BE REDIRECTED TO THE ETU FOOTY TIPPING COMP HOME PAGE.

The competition password is: Electric

In order to be awarded a prize participants must be financial members of the ETU NSW and ACT Branch.

In Unity,

Dave McKinley - Secretary

 23/2/2017

“This Joint Union Delegates meeting reject “Both Options”, as presented by Endeavour Energy.  Therefore neither option is preferred.  The unions are committed to continue the negotiations in good faith and re-affirm our 3 key principles of;

1. Job security;

2. Maintain conditions of employment; and

3. Reasonable wage increase.

Carried unanimously

Dear Members

On Thursday last week your EBA Negotiating Team met with the Company Reps (meeting #50+) where the Company tabled an EBA offer which they intend to put out for the employees to vote upon in early March 2017.

Their offer was broken up into 2 parts, their “Core Proposal” (which is substantially unchanged from their offer of October 2016) and an additional 2 Options Proposal which relate to:

  1. Duration of the Proposed Agreement
  2. Wage Increases
  3. Payment of ESRA
  4. Redundancies
  5. Redundancy Payment for Redeployees; and
  6. Increase to the Proposed Training Fund for employees who find themselves in Redeployment from $2000.00 (as per previous offer) to $3000.00.

Remember our 3 key principles, which has been repeatedly endorsed as an outcome to an acceptable EBA, which are:

  1. Job security, and
  2. Maintain Conditions of Employment, and
  3. A reasonable wage increase.

Their offer doesn’t tick the box for any of our above principles…

In brief, please see below for the proper interpretation and impact of Endeavour Energy’s recent EBA Offer (2nd Feb 2017).

Endeavour Energy's “Core Proposal”

Job Security & Conditions of Employment still under attack.

  • Attacks on consultation clauses - NO more consultation just “Presentation and Implementing”. This will eliminate your right to “Procedural Fairness” and having an input and say into your future…
  • Inability to dispute decisions of the Company if their Consultation Clause is agreed to.
  • Dispute Resolution Procedure - Massive reduction to your rights to fight for what is reasonable and fair with the proposed changes.
  • Substantially weaker Contracting Out/Labour Hire Clause – taking into account the impact of the above 3 dot points. You will see more and more of your work being either contracted out or outsourced altogether without any input from you.
  • You will no longer get the hours component on “Travelling on OT”.
  • Uncertainty around your shift start and finish times – Company can change with a weeks’ notice.
  • Attack on the Long Serving Loyal Employees (employed before 1996 with more than 20 years of service) who are entitle to the “Maturing Allowance”
    • Freeze the entitlement to all (approx. 25% of EBA staff), and:
      • If you are over 55 years of age, then your frozen amount will not increase in value by CPI, unlike someone under 55 years of age – but they could request to have it cashed out, and taxed at the marginal rate…
      • If you are under 55 years of age, you have NO ability to cash out, but the frozen amount will increase by CPI until you reach 55 years of age…

BLATANT DISCRIMINATION AGAINST EMPLOYEES WHO HAVE BEEN LOYAL AND LONG SERVING.

• CIC Shift Allowance - this should have been adjusted/rectified in the Agreement before the current EBA (As Per “Network Shiftwork Arrangements”).

Endeavour Energy's Optional Proposals

 

BE ADVISED:

  • A “YES” vote for any EBA with these Redundancy Provisions in it WILL take you out of the legal Employee Protections of NO Forced Redundancy within the Transitional Sale Act.
  • This will affect EVERYONE – office and field workers alike. 

Make no mistake – this is a serious threat to your way of life:

  • If you have family responsibilities - YOU SHOULD BE CONCERNED!
  • If you have career responsibilities - YOU SHOULD BE CONCERNED!
  • If you value financial stability in your day to day life - YOU SHOULD BE CONCERNED!

Endeavour are trying to buy your rights to Job & Financial Security, Workplace Stability and Procedural Fairness!

YOUR RIGHTS ARE NOT FOR SALE!

Yours In Unity
Brad Currey
Organiser

Working in Heat

Posted on 13-12-2016

Weather forecasters are predicting that temperatures will be in excess of 38*C across NSW while the ACT is expected to reach temperatures exceeding 33*C.

All members should be aware of the dangers of heat stress please follow the links below for further information from SafeWork NSW on working in heat.

SAFEWORK NSW HEAT RELATED ILLNESS

SAFEWORK NSW HOT & COLD ENVIRONMENTS

SAFEWORK NSW MANAGING THE WORK ENVIRONMENT CODE OF PRACTICE

ETU members should take appropriate action depending on your individual health and work situation, including but not limited to taking regular breaks, conducting individual (personal) risk assessment and/or ceasing work completely.

Members should exercise extreme care as temperatures rise. If you have any questions about working in heat please contact your workplace delegate or ETU organiser.

In unity,

Dave McKinley - Deputy Secretary

 

There has been an incident in South Australia involving injuries to an employee that occurred as a result of a failure of an EWP.
 
A knuckle on an 18M GMJ EWP failed while the employee was aloft. The employee suffered a broken leg and other injuries.

The EWP was at working height (9m) when the top knuckle pin dislodged, the bucket fell back to its rest position (about 2.5m) with the worker and tools in the bucket. This bucket is 8 years old and had not undergone major rebuilds. 

The pin retaining device appears to have failed. The fulcrum on GMJ EWPS are covered by a shroud and cannot be seen during start up inspections. 

SA Safe Work is investigating and all similar EWPs have been removed from service.

All similar EWPs should be removed from service until such times as members can be assured of their safe operation.

Specifically, and in addition to all other prestart checks, members are to physically check fulcrum pins and pin retaining devices on all similar EWPs prior to any use.

On the 25th July 2016, the ETU and Endeavour Energy were back at the Fair Work Commission (FWC) continuing discussions as per the decision of the Full Bench of FWC. At this hearing it was agreed to identify all employees who currently receive ELA into 3 categories.

Categories are as follows;

  1. Grandfathered Employees,
  2. Employees required by the regulatory regime to carry out their duties, and
  3. Employees who potentially do not fall into the above 2 categories.

On the 17th October 2016, Endeavour Energy sent correspondence to FWC and the ETU in relation to the above.  This correspondence identified how many employees are currently receiving ELA and outlined the methodology Endeavour used to establish and quantify employees into the above mention 3 categories, ie;

  1. Total receiving ELA = 466
  2. Category 1 – Grandfathered Employees = 319
  3. Category 2 – Required by the regulatory regime =  21
  4. Category 3 – Others = 118

Last Wednesday 2nd Nov, 2016, Endeavour Energy and the ETU were back in FWC providing a report back to FWC and discussing the above mentioned correspondence.  At this conference Endeavour Energy confirmed details around the 3 categories, such as;

  1. Cat 1 – Would retain the ELA while they remain in their current role,
  2. Cat 2 – Would retain the ELA due to their job requirements, and
  3. Cat 3 – Potentially could lose the payment of ELA.  This will be subject to further discussions between the Company and the ETU in the near future. The discussions will be based around if anyone identified in Category 3 should be re-evaluated into Category 1 or 2. These would need to be evidence based discussions.

I will keep you informed as further information comes to hand.

Yours in unity
Brad Currey
Organiser