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2018-09-10

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Decipha EBA talks conclude in Agreement - members urged to vote YES

Negotiations for your new EBA have now concluded and we are urging members to vote yes to secure their conditions. 

Throughout negotiations, we were guided by the issues you said were most important to you and your family. We’d like to thank members for participating in workplaces meetings and surveys which allowed us to formulate a claim that truly reflected your views. 

Despite the Liberal Government’s workplace bargaining policy which limits pay outcomes to a maximum average of 2% per annum and aims severely water-down existing conditions, we have secured all your current conditions, including categories of employment, meal and tea breaks, penalty rates, overtime and redundancy payments, along with improvements to existing leave entitlements and consultation arrangements. Furthermore, all Decipha employees will be eligible for the annual Australia Post One Team bonus, which is equivalent to 1% of your financial year actual gross earnings.

Why you should vote yes: 

  • 2% per annum wage increase for the next three years
  • 1% One Team Bonus each year for three years subject to achievable conditions – the first will be paid 7 days after the Fair Work Commission approves the Agreement
  • Protection of all your current entitlements and conditions
  • Facilitate local and state joint consultative forums involving your local representatives and your Union
  • Genuinely explore opportunities for employees transferred to lower duties, due to redundancy, to return to their previous level, subject to availability of positions and the employee being able to meet the role requirements
  • Facilitate discussions with the Union to develop a set of protocols to ensure fairness when allocating duties, workload, training and opportunities to earn additional income through higher duties and overtime
  • Improvements to personal leave – now three days total without a medical certificate (more than two consecutive days still requires certification)
  • Improvements to Annual Leave accruals – members are no longer forced to avail of all their annual leave accrual within 12 months. This has been increased to 24 months, allowing members to save more leave if they are planning a longer break or a special trip
  • Improvements to paid domestic violence leave – permanent employees 10 days, casual employees 5 days available immediately without exhausting other available leave first

This week, all employees will have access to the proposed new agreement and from September 12, joint information briefings led by your Union officials and management will take place at workplaces across the country – giving you a further opportunity to seek clarification on any matter you may need further information about. 

Following these briefings, there should be no delay in progressing to a vote. The current Agreement expires on 22 October and we are hopeful of completing the ballot process and lodgement with the Fair Work Commission for approval without delay — allowing pay increases and bonus payments to flow to you immediately.  

In the meantime, should you require any further information, please contact your State Branch Official.

 

Yours faithfully,

Greg Rayner
DIVISIONAL SECRETARY.

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