On Wednesday the negotiating committee met with Ausgrid management to continue negotiations on the Ausgrid Agreement. Most of the meeting was occupied with Ausgrid providing dollar amounts attached to their proposed Career Capability and Remuneration scheme. We will shortly be providing detailed individual examples of why this scheme will result in pay and career paths being shut down.
It is important that members understand how this scheme works and why Ausgrid are so desperate to implement it – because it will save them millions of dollars on their wage bill going forward. Under the current skills progression scheme employees can progress up a career path so long as they provide evidence that they:
have the skill.
Ausgrid needs the skill and
use the skill.
Points are allocated to each skill as they are attained, and progression is based on provision of that evidence. Ausgrid do not like this scheme because they say it results in a level of progression which is too automatic – in other words it costs them too much to pay everyone what they’re worth.
Under the proposed Ausgrid scheme you will no longer proceed up your career path based on evidence but on managerial discretion. If you are a Line worker or Jointer or Subs fitter and you could have reasonably expected to progress up to a certain level in your structure by gaining skills, now you will be expected to use those skills and perform the higher-grade duties with no extra pay. If your manager decides that this “exceeds expectations” then they may grant you some extra pay points along the way – but they don’t have to. Then when you apply for a vacant role via the normal merit appointment process you will be appointed at the new level pay point of that role which in most circumstances is significantly less than the current value of those roles. For some classifications for example - the top of the structure - will drop by $20,000.00
Ausgrid are saying is that they are going to save a huge bucket of money over the life of the agreement by supressing your career paths and in return you’ll get a few crumbs – if your manager says you can have them!
At the same EBA meeting the combined unions also asked Ausgrid what their position on a cap on forced redundancies is and Ausgrid’s response was to say that they had not considered the cap. In other words, they came back to the meeting with nothing. Ask yourself why would Ausgrid not agree to a cap on how many people they can force out the door after July 2020? The only conclusion one can come to is that they want to sack everyone. Currently they can’t do that because the current agreement contains no forced redundancies and we will not negotiate a new agreement that does not include a cap which is necessary to provide job security for you.
In a bid to progress negotiations - the combined unions suggested that we present a package of 4 contentious clauses which have previously been identified as road blocks by Ausgrid for them to respond;
Forced Redundancy provision with an annual cap – (Ausgrid concession needed)
Tightened up contracting out clause – (Ausgrid concession needed)
Modified consultation clause (Union concession needed).
Modified Dispute settlement clause (Union concession needed).
This package will be presented at the next EBA meeting on Wednesday 25th October. We are doing everything in our power to get a negotiated outcome but Ausgrid are making this much more difficult than it needs to be by demanding concessions and taking from workers while not giving anything back.
In the meantime, the unions will be applying to the Fair Work Commission early next week for the right to ballot our members to take industrial action – this is in line with last week’s delegates resolution.
I will shortly be touring depots and updating members on these matters. It is important that members remember that we only get decent outcomes when we are prepared to stand up for our fair share and fight. We will always talk to Ausgrid but there comes a time when we need action, now is that time.
Lets not forget that between 2014-16 Ausgrid executive’s received an increase averaging 5.33% while everyone else’s real wages went backwards. You deserve an unconditional annual wage increase and 3% is very reasonable.
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