RTBU - PacNat Members' EBA 2005 Update Newsflash! 3

In this Edition of your RTBU PacNat Member's EBA - 2005 Newsflash: Hang on for the Ride......

Pacific National's Log of Claims.

During the first meeting between the RTBU and Pacific National to discuss the next Enterprise Agreement, the company, through the General Manager of Human Resources, Simon Beach, gave the RTBU an 'overview' of their Log of Claims.

The details as delivered to the RTBU negotiating team are outlined below;

• PN stated that they have a number of options available to them for the EBA and they have not ruled out any of them. Those options include a single Enterprise Agreement covering all employees and all Business Divisions, Multiple Enterprise Agreements for each Business Division, a core Agreement with functional attachments and "other" options. PN went on to state that they will commence negotiations with the understanding of negotiating a single Agreement, but that if in their opinion it makes sense to change, they will discuss it with the RTBU at the time.
  
• PN commenced the overview of their Log of Claims with the statement that their proposal would not be a "radical overhaul" and it would not be a Pacific National Queensland style of Agreement but there would be "very significant" changes.
  
• PN stated that they want the current change process in the current Enterprise Agreement to continue.
  
• PN stated that they want a framework that meets the needs of the Business Divisions, not Pacific National.
  
• PN stated that they do not apologise for wanting to be successful.
  
• PN stated that they want a workforce that is "engaged, looked after and treated well".
  
• PN stated that the current Agreement is a huge instrument with lots of rules.
  
• Term of the Agreement: PN will make an assessment nearer to the end of the negotiations.
  
• Remuneration: PN will apply the same principle as last time and not seek to discuss remuneration until the end of the negotiations. PN will look at the cost and benefit of the Agreement as a package. PN stated that they will have no option other than to look at the EA from a commercial perspective. PN also stated that they will apply payments from the date the new Agreement is agreed, but that employees would not receive any increases until the new Agreement is certified.
  
• PN commented that it is their intention to remove or modify a number of clauses from the current Agreement citing the Electrolux decision as the reason. Those clauses include Transmission of business, Occupational Health and Safety, Labour hire, Payroll deductions, Right of entry, Workplace relations training and Workplace delegates.
  
• PN stated that they want the next Enterprise Agreement to be a smaller document which is easier to implement and manage by management. PN stated that they want the new Agreement to be clear and that will minimise interpretation by "bush lawyers".
  
• PN stated that they want policy matters removed from the Agreement including Business needs changes, Contract of employment, Rostering and Uniforms.
  
• Local Agreements: PN want to abolish all local agreements. If there is a need for a local arrangements, they will be incorporated into the Business Division 'Guidelines' - outside of the EBA.
  
• Hours of Work: PN want each Business Division to have their own Rostering Code - outside of the EBA. PN also stated they want to introduce Annualised Hours and remove 4 weekly duty cycles in favour of a 12 month duty cycle. On issues such as fatigue management and shift lengths, PN want less rules.
  
• Public Holidays: PN want to incorporate payment for Public Holidays into an Annualised Salary.
  
• Leave Provisions: PN want all leave to be taken in blocks rather than individual days. PN want all leave to be deducted in hours rather than days. PN proposed to offer an increase to the length of Bereavement Leave for children and partners and Maternity Leave.
  
• Classification Structures: PN want toremove classifications which are not required and want those that remain to be clarified and simplified. PN also want Business Division specific career paths which will sit outside of the EBA.
  
• Rostering: PN want broad rostering principles which will sit outside of the EBA. Instead of rostering principles being in the EBA, PN want to have 'Business Division Guidelines'. Within the 'Business Division Guidelines will be standardise shift limits, reduced variations, extended shift limits where there is no logical reason not to do so, more flexibility, roster change provisions, turn of duty provisions - all of which would sit outside of the Enterprise Agreement.
  

  PN also stated that they want "more specific changes to rostering" including multi-sector crewing on long haul corridors and other alternative arrangements. The example given was crews would be rostered to work relay on the Melbourne to Perth corridor being rostered on for a period of 7 days and then off for 7 days with that crew staying with the train for the entire trip.

  PN also stated they want to increase remote sign ons, introduce multiple book offs and extend temporary transfer limits from 2 weeks to 8 weeks.

• Redundancy: PN stated that the redundancy provisions in the current Agreement are not private industry standard. Comments were made that 4 weeks per year of service were excessive in the company's view, however they will not change that. PN want the redundancy to be reduced to a maximum 18 months.
• Salary Packaging: PN stated they are prepared to look at the salary packaging of motor vehicles if it is cost effective to the company.
  
• Superannuation: PN will offer freedom of choice to employees provided it remains manageable.
  
• Recovery of overpaid monies: PN stated they want a clause in the Agreement to enable the company to recover money overpaid to employees. PN stated that they are "sick of employees jerking them around". PN went on to say that they are absolutely disgusted that they have to resort to having a clause in the Agreement to recover overpaid money.
  
• Contract of employment: PN stated that they want to tighten clauses around Permanent Part Time employee's provision of RDO's and also want to remove the casual conversion clause which is in the current EBA.
  

Nothing Agreed

Members are advised that nothing has been agreed and nothing has even been discussed at this stage. The RTBU merely allowed the company to put their wish list on the table. The company has been informed that the RTBU will respond to each of their wish list claims as and when appropriate.

The company will be reminded of the RTBU's commitment to the union 'shareholders', the membership, to uphold and pursue improved their wages and working conditions.

Further Information

If you require any further information regarding the content of this Newsflash, you should contact your local RTBU delegate, your respective State Branch or the National Office.

Newsflash at Home

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