Members working for IGT Poker Machines would be aware of the discrepancies relating to the past payment for overtime and rostered on call periods.
To 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.
Following the report from the “independent” auditor the ETU sought legal advice and discovered that their report is flawed and calculations incorrect.
The 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.
IGT 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.
On 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
10.1 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.
10.2 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.
10.3 The parties may agree on the process to be utilised by Fair Work Australia including mediation, conciliation and consent arbitration.
10.4 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.
10.5 An employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause.
10.6 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.
Should 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.