As you are aware the negotiations for your next Enterprise Agreement have commenced and at present your Bargaining Representatives are canvassing co-workers for what they would like to see in their log of claims.
Recently, the USU sent out a survey to members to discuss what you as members would like in your log of claims.
Below is a list of what you told us were your issues and claims that you would like us to take to the table for discussion.
The log of claims is not to be finalised until mid-January so please take the time to look at what the Bargaining Team have so far and if you would like us to table additional items please contact you USU Bargaining Representative Courtney Lowe or your Union Organiser Melissa Pond on their contact details below.
Courtney Lowe – C.Lowe@nib.com.au
Melissa Pond – firstname.lastname@example.org
If you also wish to look up additional information you can also go to Workplace and go the nib Enterprise Bargaining Page.
The USU would also like to take the opportunity to wish you all a Safe and Merry Christmas and Happy New Year and look forward to us negotiating a great EA for 2021.
- Salary Increase to bring employees back up to being in line with costs of living.
- Salary Banding
- Review the salary Banding Structures to take into consideration changes in skills and tasks, the incorporation of other areas of the business into the service department and issues associated with employees working across areas.
- KPI’s and incentives – need to be reviewed in line with changes due to working from home and logistics issues associated with this.
- Work From Home
- Ergonomics allowance for employees to be able to maintain comfort whilst working from home i.e. a new chair, lamp etc.
- Tools of trade are nib’s responsibility and should not be at a cost to the employee. The employee should be provided with all of the necessary equipment and have it maintain by nib at nib’s expense to be able to fully carry out the customer service role at the service level expected by nib. i.e computer, monitors, headsets etc.
- Definition of where home exists;
- Flexibility of where I can work? i.e. if I go to stay with a relative or kids on school holidays somewhere and I don’t have enough leave, can I work from where I am?
- Can I work in the office fulltime or part time?
- What happens if I move away, can I still work for nib remotely?
- 4 day working week? Employees have canvasses the option of a 4 day working week or something similar such as a 9a day fortnight.
- Shifts times – Members are requesting a review of the hours of work to allow for flexibility and to review what the requirements of the shift times are for varying roles across the service department.
- Travel Allowance – with the closure of the Gosford Office and the opening of a satellite office in Wyong, many central coast employees’ roles are now permanently based in their homes. Employees requiring training and support will therefore more than likely have to travel to Newcastle for this. Employees require a travel allowance to compensate their travel to and from Newcastle.
- 6 minutes a day – a review of shift hours take the 6 minutes into account?
- Access to AL and or Long service leave – many members have reported that they cannot get access to leave when they want to take it. This needs reviewing to ensure fairness for all employees.
- Dispute Resolution Procedure – Requires review to ensure that it encompasses any dispute involving Flexible working Arrangements. Currently the DSP does not allow the Fair Work Commission to be able to make a decision around any dispute concerning this which is unfair for an affected employee and leaves a dispute hanging which is not good for anyone. The DSP must allow for this in accordance with the Fair Work Act and the USU will table a draft clause for consideration. Recent changes to the act allow for the Commission to conciliate but the union wants them to be able to arbitrate as well which would make the decision binding on both parties and end the dispute.