Newcastle Permanent Building Society: YOUR NEW AGREEMENT UPDATE
By Paul Sansom
USU Organiser
Nov 3, 2009
Recently the USU sent a flyer to all branches and departments outlining the progress of Enterprise Agreement negotiations. In that flyer we mentioned USU members would receive more detailed reports on the negotiations and this is the first!
There’s a lot in this one – it’s important you know the details.
A rundown of our requests and management’s response is as follows: A competitive pay increase: Much debate has arisen over who “The Perm” should compare themselves against. Previously management have stated “we wish to retain our position in the top 25% of Regional Non Bank Financial Institutions” meaning they leave out the BIG 4 banks. However, they now feel it is warranted to compare the percentage pay increases these banks recently gave their employees. Why? Because most of them are small increases.
The USU maintains your increases should be either:
in line with other Building Societies which have received around 4% pa increases, or
salaries be adjusted equivalent to the BIG 4
Review of current hours provisions/Overtime and Time in Lieu: You have told us, particularly Branch staff, that you work up to 2-3 hours more than your average 38 hours per week and at times do not receive time in lieu or overtime payments.
The USU has put forward a proven mechanism to monitor hours worked and if you do work more than 38 hours you either take time in lieu or are paid overtime. This mechanism also works in allowing flexibility in start/finish times to accommodate such issues.
Your Union has, and will always, support any claim that if you work the time, you get paid for the time.
Penalty Rates for Saturday work: Most competitors pay penalty rates for Saturday work and the Union believes the Society should be doing the same. This issue was also put forward by Bargaining Representatives on behalf of non-union employees.
Review of Allowances: Agreement has been reached that Management will review and if required adjust allowances such as First Aid Allowance, Meal Allowance etc.
Review/benchmarking of MSC wages: This is a complex task as many “like” industries have considerably more restrictions and monitoring systems. Management has agreed with the Union to investigate the current pay structure through a “benchmarking” exercise. This will not occur before the vote for this Agreement, however, the USU will be seeking written confirmation that this will occur as a priority following these negotiations.
Increase in paid Parental Leave provisions: There has been lengthy discussion around this subject, particularly how the Perm’s provisions might inter-relate with the Federal scheme being implemented from 2011. The USU put forward a claim to increase the current NPBS entitlement, with Management agreeing to this. This will be part of the agreed overall package.
Increase in Loan Discounts: This matter has been discussed and as the details of the current entitlement are contained in Society policy and not the ECA, this issue has initially been referred to the Consultative Committee for discussion (of which your delegate Helen Loxley is chairperson). They will in turn report back to the Enterprise Agreement Committee.
Staffing levels: This issue tends to tie into the hours of work issue.
Access to unpaid leave/ career break: Management advise this process is already widely used and they have had very little problem in this area. If you have any specific instances contrary to their position please advise the USU so we can progress the matter for you.
Equity in the PMP process: This is another area that has been referred to the Consultative Committee however staff representatives and the USU clearly stated there appear to be issues in the equity of the process and what is actually being assessed.
Access for USU officials to attend inductions: Although the Society will not grant USU officials access to address staff during their initial training they will allow USU documentation and contact information to be displayed. At this time we see this as an acceptable compromise.
Access to paid trade union training leave for USU delegates: In an effort to have better trained Union delegates the USU runs training courses which require delegates to either take annual or unpaid leave. The Society has agreed to grant 3 days leave (in total) per year for USU delegates to attend such training. This is welcomed by the USU.
In summary, Management has put forward a wage increase proposal that the USU and other bargaining representatives are considering, however, no agreement has been reached on this proposed increase or on hours of work, overtime or penalty rates.
Management have also put forward a proposal to lower the redundancy entitlements for employees who commence with NPBS after this agreement is registered. The USU will continue its opposition to this proposal.
What is happening next? The USU and staff representatives have agreed to meet regularly to exchange information and determine a collective position on behalf of employees. The USU office resources provide a depth of knowledge that is proving invaluable to the negotiations.
Management will at some point decide that they have negotiated a fair package and put it to a vote by employees. The USU will look at the overall package and make a recommendation to members.
If you feel you have any data which may assist these negotiations or just want to make a comment to support your team, please email any of your USU representatives or contact the USU Support Team on 1300 136 604. Also it is always a good time to encourage your fellow employees to join the union. By strength of numbers we have a stronger negotiating position.
