Transcript AFMA Powerpoint Presentation template

Enterprise Agreement 2011
BACKGROUND
• APS Bargaining Framework
released on 31 January 2011
was
• Notice of Employee Representational
Rights (NERRS) issued on 7 April
2011
• 11 meetings have been held (28 April
2011 to 2 September 2011)
ENTERPRISE BARGAINING GROUP (EBG)
• Management
representatives
(John
Bridge, Evelyn Walkden, Libby Jenkins
and Sophie Dening)
• CPSU delegate and representatives (John
Ridgeway, Paul Ryan, Pieter Wildekamp,
Steve Hall)
• Individual/group
staff
representatives
(Heidi Prislan, Michelle Wilson, David
Power, Josh Van Limbeek, Rebecca
Williams, Malcolm Southwell).
WHAT HAS CHANGED?
• Streamlined easy to read document
• Includes terms and conditions previously
contained in Employee Administrative
Arrangements, Remuneration, Remote Localities,
Leave and Classifications Policies
• Home Based Work, Performance and
Development Scheme, Recruitment & Selection,
Relocation, Salary Packaging, Studies Assistance
and Travel Policies to be retained
THE OFFER
• 3% Average Annualised Wage Increase
(AAWI) i.e. 9% over life of the agreement
• A “one off” productivity improvement
payment of $750 to be paid to all eligible
staff employed on the commencement of
Agreement.
• Nominal expiry date 30 June 2014
• Improvements to terms and conditions
WHY NOT BACKDATE?
• APS Bargaining Framework states
that remuneration increases are to
apply prospectively, other than in
exceptional circumstances
WHY NOT INCREASE THE PAY INCREASE TO MAKE UP
THE DIFFERENCE SINCE 1 JULY 2011?
• AAWI is calculated from the NED of the
previous agreement to the NED of the new
agreement. These dates are fixed, and
hence
unaffected
by
a
later
commencement date.
• Any later date of effect of an increase
does not provide scope to provide a
greater percentage increase and remain
within a 3 per cent AAWI.
How is AFMA paying for increases
• Efficiency Savings for bonus payment include
restructure of performance scheme (bonus
payment), changes to graduate recruitment,
JADE, automation of organisational charts,
introduction of graduate broadband, removal of
CED, and restructure of AFMA vehicle fleet.
• Productivity Savings for other increases include
online travel bookings, MINCOR, changes to
Induction process, KIOSK, Visual Basic tool for
compliance risk assessment, online training for
code of conduct, E-recruitment scheduler,
changes to performance assessment and
moderation, matching salary with other APS
agencies for new staff, and RMU Portal
ENHANCED TERMS AND CONDITIONS
PERSONAL LEAVE
• Increase to personal leave to 18 days per year (all
staff will receive an additional 3 days or pro-rata
amount on commencement of agreement)
• Leave to attend a funeral now included as
personal leave
• All approved personal leave will be deducted
from an employee’s available credit.
Single
absences of less than one day can be taken as
either personal leave, or leave under flexible
working arrangements i.e. flextime or time off in
lieu (TOIL).
ENHANCED TERMS AND CONDITIONS
PARENTAL LEAVE
• Adoption and foster care provisions that
mirror maternity and parental leave
provisions
• Parental leave available at half pay and
can be taken by supporting partners
within 3 months of birth of the child
ENHANCED TERMS AND CONDITIONS
• Individual Flexibility Arrangements
• Commitment to Health and Wellbeing
program
• Payment of Professional Expenses
ENHANCED TERMS AND CONDITIONS
CONCESSIONAL LEAVE
• Three days compassionate / bereavement
leave per occasion
• Cultural Leave (without pay)
• NAIDOC Leave
• War Service Sick Leave
• Community Service Leave
ENHANCED TERMS AND CONDITIONS
Other Provisions
• Clarification regarding time
executive level employees
off
for
• Increase in maximum carry over of flex
time credits to 37.50 hours
• Payment of flex credit on separation from
AFMA in some circumstances
• Minimum period for long service leave
reduced to 7 calendar days
ENHANCED TERMS AND CONDITIONS
Shift Workers
• Annual leave loading for shift workers
• Retention of shift penalty rate for overtime
performed directly after shift
• Minimum hours payment for on-call,
emergency and restriction payments
ENHANCED TERMS AND CONDITIONS
OVERTIME
• Removal of different rate for part time staff
• Overtime now available for periods where
the employee is required to work in
excess of eight and a half hours in a day
or on day s not usually worked
ENHANCED TERMS AND CONDITIONS
Allowances
• Increases to most allowances by 3% per
annum
• Increase to district allowance for TI staff by
3.6%
• Increase to observer at sea allowance to
include overtime and adverse conditions
• Increase to private accommodation allowance
to $50 (travel policy)
WHAT ELSE HAS CHANGED? - Continued
CLASSIFICATIONS
• Removal of Cullen Egan Dell classification
system
• Classification assessments will involve
consultation
• Classification
review
for
Fisheries
Observers within 24 months after
commencement of agreement
WHAT ELSE HAS CHANGED? - Continued
• Clarification of public holidays / agency
holidays i.e. Easter Saturday and first day
of Xmas close down
• Clearer explanation of moving house leave
provisions (i.e. per occasion)
• Inclusion of provision for agency head to
approve concessional leave when moving
from one AFMA office to another
WHAT ELSE HAS CHANGED? - Continued
• Associated policies subject to dispute
resolution clause outlined in agreement
• More
info
regarding
possible
circumstances for LWOP applications
• Workplace Bargaining Team replaced by
Workplace Consultative Committee
WHAT ELSE HAS CHANGED? - Continued
• Removal of junior rates
• Matching salary for transfer at level from
other APS agencies
• Inclusion of overpayment clause
• Broadbanding
for
graduates
successful completion of program
on
WHAT ELSE HAS CHANGED? - Continued
• Change to portability of leave i.e.
types of leave accepted from other
agencies on commencement with
AFMA
• Excess leave – removal of deeming
provision
WHERE TO NOW
Brief agency minister regarding outcome of negotiations
and draft agreement
If the draft EA adopts ALL terms, conditions and
approaches without exceptions from those of the approved
bargaining position approval can be given directly by the
APS Commissioner (indicative timeframe – 10 working
days)
Submit proposed agreement for assessment against
the Bargaining Framework and approval before putting
to staff for a vote
If the draft EA differs AT ALL from any of the terms,
conditions and approaches for the approved bargaining position,
the APSC will brief the SMoS and seek approval on the
agency’s behalf (indicative timeframe – additional 14 working
days)
Give a copy of the proposed agreement and any other material incorporated by reference in the agreement to relevant
employees and commence the consideration / access period, at least 7 days for the employees to “consider” the proposes
agreement
Commence the voting period for employees noting that the employee vote cannot be conducted until at
least 21 days after the NERRs have been issued
Majority of staff vote YES
Majority of staff vote NO
Lodge agreement with Fair Work Australia
Negotiations recommence
Agreement commences 7 days following approval
from FWA
ABOUT VOTING
• Minimum of 7 days to consider proposed
enterprise agreement
• Vote conducted by Corpvote
• Internet or telephone voting
• Instruction sheet including personal
password to be emailed to each employee
• Confidentiality guaranteed
HAVE YOUR SAY
Any Questions?
www.afma.gov.au