Electricity, Water and Utilities

Electricity, Water and Utilities

Impact of Endeavour Energy’s EBA Offer 02/02/17 - Don’t be fooled

Paul Lister - Monday, February 06, 2017

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