At our last EBA meeting, held on Thursday 13th Oct 2016, Endeavour Energy tabled a revised “EBA Offer” as a “Package”. An outlined summary copy of this “Package” has been attached for your perusal, consideration and feedback to be provided to your workplace Delegate for a Joint Union FULL Delegates Meeting to be held at the Liverpool Catholic Club on Thursday 27th October 2016.
All feedback from the Delegates will be consolidated and this feedback will be the directions your EBA negotiating team will base a response to Endeavour Energy Management.
Throughout ALL these discussions, your elected ETU Negotiating Team has stood fast on the members endorsed positions, ie;
- NO TRADE OFF’s,
- JOB SECURITY, AND None has been addressed
- A REASONABLE WAGE INCREASE.
Please see the Outline of Endeavour Energy’s Proposal below. EnE are selling it under 3 items; “Efficient Competitor”, “Flexibility & Change” and “Matching Employee Numbers to Work Requirements”.
1. 3 year agreement expiring on 24 December 2017
2. 2.5% Wage increase effective from the date of a successful vote of the agreement being reached
3. Freeze ESRA at $120.00
4. Change ESRA to a flat allowance
5. Freeze ELA at $32.80
6. Allow the Company to change employees start and finish time within the span of hours set out in the Enterprise Agreement, for up to 4 weeks by giving 1 weeks’ notice to meet customers’ needs
7. Change the overtime travelling allowance clause to only count extra travel distance only where travel required is more than the distance to their depot
8. Place a salary cap on coverage of the Enterprise Agreement for contract employees (currently
$169,855 including superannuation)
9. Preserve current conditions for contract employees who now fall under the EBA (and provide them with the 2.5% wage increase) via an appendix to the Agreement.
10. Freeze maturing allowance at its current value for all employees who are eligible.
a. Employees over 55 will be allowed to cash out the frozen entitlement at any time
b. Employees under 55 will have their frozen entitlement indexed until they are 55
11. Increase shift allowance for the Contact Centre to align with the payment levels of the Network Shift Work Agreement
Flexibility and Change:
1. Revise Consultation clause to:
a. Require consultation when a decision is made not a proposal floated
b. Focus on impacted employees and not necessarily require a committee
c. Have no requirement for an agreement on a consultation plan
2. Alter disputes clause to remove status quo after 5 working days if dispute not notified to FWC
3. Revise outsourcing/contracting out clause to align with recommendations of FWC
Matching Employee Number to Work Requirements:
1. Voluntary Redundancy – where an employee elects to take a management approved voluntary redundancy or is able to take redundancy as a result of a management approved mix and match process they will receive:
a. 4 or 5 weeks’ notice depending on age and length of service;
b. 8 week redundancy incentive payment;
c. 2 weeks per year of service redundancy payment;
d. Maturing allowance if applicable; and
e. Legal entitlements to annual leave and long service leave.
Employees in these circumstances will not transfer to Redeployment before leaving
2. Where an employee is in a position that is made redundant by the Company and they are in turn transferred to Redeployment the following will apply:
a. They will be given an extended notice period of 26 weeks which will commence 2 weeks after
the date of the written notice of their transfer to Redeployment;
b. Where the redeployee elects to leave prior to the end of the 26 week period they will be paid out the remaining balance of their extended notice period;
c. In addition to any payment of the balance of the extended notice period they will get:
I. 2 weeks per year of service redundancy payment;
II. 2 weeks additional redundancy pay for an employee with less than 5 years’ service;
III. Maturing allowance if applicable; and
IV. Legal entitlements to annual leave and long service leave.
d. The total payment for redundancy and extended notice will be capped 78 weeks’ pay;
e. The extended notice period will be paused where an employee goes on an approved secondment, so that any time a redeployee spends in a funded secondment position will not be counted as part of their extended notice period however, time spent in a meaningful work position, any period of leave or any other time will be counted as part of their extended notice period;
f. The Company will pay a $2,000 training fund for each person in redeployment;
g. If a permanent role is not found for the redeployee within their 26 week extended notice period they can be subject to forced redundancy with payment in accordance with 4 (c);
h. Where an employee has been in redeployment for in excess of 26 weeks at the operative date
of the agreement they will have a notice period of 13 weeks
i. In each of calendar years 2017, 2018 and 2019 we would set a cap of 20 people from
Redeployment who could be subject to forced redundancy under these arrangements;
j. There would be no cap on forced redundancies from 1 January 2020 onwards;
k. Employees currently in Redeployment at the effective date of the agreement will only be eligible for an extended notice period of 13 weeks.
l. This would be implemented through a revised policy which would be included as an Annexure
to the Agreement.
There will be other variations required to the EBA to comply with the National Employment Standards, Fair Work Act and other minor changes. These have been discussed and relate to the following:
• Compassionate leave (to include leave for a life threatening illness or injury)
• Carer’s leave (to include leave for an unexpected emergency)
• Absence benefit scheme (reference to NES prevailing if more beneficial)
• Domestic Violence (a slight change to the contact people and their training)
Again, please provide your feedback to your local Delegate for the FULL Delegates Meeting, 27th Oct 2016, at Liverpool Catholic Club…starting at 10:00am. Please be there about 9:30am.