Significant progress has been made in negotiations on a range of matters in the new agreement. However before we can move to the next stage, we need your views on management’s latest pay offer. Please read this bulletin and provide your feedback via our online form.
Management’s latest pay offer
Following recent negotiations, management have an offer of 12.25% over 3
years which includes:
a flat increase of 4.25% in the first year offering some compensation
for shifting the date for wage increases to October, and
a potential increase of 4% in October of the second and third years,
with 0.5% of the 4% conditional upon the completion of 80% of workplace
conversations.
Where we started
Management’s first offer was 4% in the first year, followed by 3% for both
the 2nd and 3rd year, with 0.5% conditional upon the 80% completion of work
place conversations and another 0.5% conditional upon the achievement of
satisfactory organisational performance. All up, an increase of 12% over the
life of your agreement.
Other issues
Many of you have been following the progress of negotiations through the
staff representatives and Museum Central. Below is a summary of the most recent
claims to be discussed and resolved. If you have specific questions, contact
details for staff representatives on the CAWG (CA Working Group). Where to from
here?
CPSU is seeking your opinion before going to formal report back meetings
for all staff
CPSU Members will the get to vote on the Draft Collective Agreement,
All staff ballot on whether or not to accept the Draft Union Collective
Agreement.
Claim Report Back:
Superannuation to be paid at 15.4% regardless of scheme - NMA position
is that this union claim requires significant additional work and is not agreed.
Maternity leave, extension of part time return to work – from 2 to 4 years.
Varied current provision to say it will be considered using the normal framework
for requests to work part time.
Paternity leave – claim for increase from 3 weeks to 6 weeks has been
declined.
Changing Overtime provisions for non-rostered staff - This was a
management claim and has been dropped in response to problems with
implementation, in preference for using flex provisions, agreements to vary
hours, or a combination of payment at ordinary hours pay rates and Time off in
Lieu.
Averaging of shift penalty rates – representing a productivity gain
for management: costs less to administer and able to more accurately represent
income in advertising may assist with recruitment. From the feedback received, a
majority of Hosts are uncomfortable or opposed to the averaging of penalty
rates. The draft agreement provides that averaging of shift penalties will only
be implemented in a business unit following consultation and agreement of the
parties through the WCC.
Increasing rostered part time Additional hours available at ordinary rates
– from 130 hours per roster cycle up to the full time load of 155. Hosts are
divided on this management proposal and the compromise of an increase to 132
hours per roster cycle was agreed in principle.
Improved (WDC) Consultation provisions – now include the WDC’s new
title, Workplace Consultative Committee (WCC), the role of the WCC, how matters
are referred to the WCC, matters that can be considered and what to do where
there is disagreement over matters that can be referred to the WCC. The
composition of the WCC and the frequency of meetings including cancellation of
meeting arrangements.
Your action needed – will you accept this pay offer?
Please visit our
web site at to fill in the form
online.
