SBS Log of Claims Endorsed: Let the Negotiations Begin
12 June 2008, 11:33am
CPSU and Alliance Organisers met with our members on the 5 June to review the collective agreement log of claims aimed to improve our pay and work conditions.
Workplace Survey
In the last few weeks, SBS employees have been asked to fill out workplace surveys produced and distributed by the CPSU and the Alliance to help us determine the core issues to be addressed to SBS management when we negotiate for our next collective agreement. Questions asked in the survey ranged from pay and performance (including people’s assessment of the PMP system), workplace training and development, access to leave, and morale at work. From your survey results, the log of claims was drafted and presented to our members by our joint union negotiating team Lena Lind (CPSU) and Mark Ryan (Alliance) on Thursday 5 June.
The Log of Claims
The following issues you raised as concern make up the core aspects of our member endorsed log of claims.
Pay – 5% pay increases per annum.
Performance Management Program – Performance assessment processes are not a vehicle to drive up employee workloads. Many of you have agreed that there is a need for a joint review of the current PMP system to ensure it is being carried out in a meaningful and transparent way. It should be independent of the annual pay increases and remuneration linked to performance should principally be in the form of salary advancement. Suggestions to improve the PMP include having a 360 degree process so that staff are able to assess management; facilitating career development; and be subject to employee review rights.
Forms of employment – SBS management to commit to ongoing employment as the standard form of employment wherever possible. Non-ongoing employed positions (eg. Specific period/specified task/freelance) to be annual reviewed to establish if position can be ongoing.
Allowances for special events – Extra allowances to be negotiated when an employee’s workload is significantly affected by a special event or unique production need (eg. Community events and festivals).
Parental leave – 14 weeks maternity leave and a further 14 weeks leave for a primary care giver. Supporting partners to have 6 weeks paid leave and establishment of adoption leave.
Occupational Health & Safety – Improving workers’ safety such as employees working unsociable hours having entitlement to cab charges for overnight shifts/early start/late finish and access to car parking.
