The current changes have highlighted serious concerns about consultation.

Consultation cannot mean management makes decisions and then tells employees what is happening.

Where major workplace change is proposed, employees and their representatives need meaningful information, a genuine opportunity to respond and proper consideration of alternatives.

The USU is using the Enterprise Agreement dispute and consultation provisions to ensure members have a voice before changes are implemented — not after decisions have effectively been made.

WHAT HAPPENS TO THE WORK?

Reducing positions does not necessarily reduce the work.

The USU is seeking clarity on whether work will be:

  • removed or automated;
  • transferred to other teams;
  • outsourced or performed by contractors;
  • redistributed to remaining employees; or
  • absorbed into new roles.

Members should not simply be expected to absorb additional workloads because positions disappear.

JOB SECURITY, REDEPLOYMENT AND REDUNDANCY

For affected employees, job security is the immediate concern.

The USU is pursuing information about voluntary and employer-directed redundancies, vacancies, redeployment and alternative employment opportunities.

If your position is affected, speak to the USU before accepting a redundancy, redeployment or significant change to your employment.

ENTERPRISE AGREEMENT BARGAINING

The restructure is occurring alongside ongoing Enterprise Agreement bargaining.

For the USU, bargaining is about more than wages.

It is about wages, allowances, classifications, career progression, consultation, union rights, dispute resolution, redundancy protections and job security.

Employees need an Agreement that provides enforceable protections as Essential Energy changes.

30% NIGHT SHIFT LOADING

The USU secured a 30% permanent night shift loading backpay for eligible employees.

With the relevant provisions now subject to review, the USU will continue to defend the conditions negotiated for members who work permanent nights.

A negotiated loading recognises the impact of night work on employees and their families. It should not simply be treated as a cost to be removed.

CHANGE ACROSS THE BUSINESS

The current issues extend beyond the broader restructure.

The USU is also dealing with changes involving areas including NIM, Control Room operations, Workforce Management, HR Services, People Planning and Delivery and Compliance, along with concerns about structures, workloads, resourcing and individual positions.

Each change needs to be considered on its actual impact on employees.

THE FUTURE OF ESSENTIAL ENERGY

Essential Energy provides an essential service across regional, rural and remote NSW.

The organisation is preparing for a rapidly changing energy system, increasing technology and significant future network investment.

That makes skilled, experienced employees more important — not less.

Workforce reductions must be considered alongside the need to maintain capability, safety, service delivery and regional knowledge.

STAY INFORMED. STAY UNITED.