A.R.G. (ASR SA & NT) E.B.A. - RTBU NEWS BULLETIN NO. 2

MANAGEMENT RESPONDS TO MEMBERS LOG OF CLAIMS

The RTBU EBA negotiating team consisting of National and Branch Officers and delegates Bill O'Reilly (Port Lincoln), Dave Yelland (Adelaide) and Peter Coffey (Port Augusta) meet with ARG/ASR representatives in Adelaide on 25th & 26th September, 2004.

The two day meeting focused on management's response which was divided into five key areas:

• Transfer of employees
• Working hours and arrangements
• Payment and allowances
• Leave
• Rostering principles

A significant number of items were agreed to in principle, others need detailed investigation and a number were downright opposed.

ASR wants increased flexibility in a number of areas and the union wants ASR to come into the railway mainstream as far as wages and conditions are concerned. This will play a major role in preventing the steady loss of employees to other companies. Without a satisfactory outcome to these negotiations the steady loss threatens to turn into a flood as workers vote with their feet.

Transfers:

Management's proposals covered 2 areas.

1. Ability to transfer employees in case of permanent down turns relocation. The RTBU want voluntary relocation.

   Compulsory transfer as a last resort. Parties agreed that there must be provision for employee's social/family circumstances to be considered. Could some older workers be given opportunity to have work share or part-time work arrangements as an alternative? For some employees it could mean redundancy because of an inability to transfer for a variety of reasons.
   

2. An option to provide work at away locations as a feature of the depots rostered work with detailed discussions needed on locations, length and frequency.

   The union's first reaction is that bringing staffing levels up to acceptable levels would cut out the need for this type of provision. Train crew already have chaotic family and social lives. Regular stints away from their home station would only increase this. Issues of standards of accommodation and expenses, are major items associated with transfer of employees.

Working Hours:

Management have responded to the RTBU claim for a 76 hour fortnight by offering an 80 hour fortnight. They want the ability to roster up to 48 hours per week over the roster cycle. This raises many issues about short and long weeks and what is reasonable overtime. More discussions will be required.

A significant issue for these negotiations is length of shifts. As we pointed out it is fine to have on paper a commitment to twelve hour shifts from sign on to sign off but if train crew levels are inadequate or transport controllers don't have protocols to ensure crew aren't sent out if it is known there won't be relief or the job won't be finished within shift limits then the commitment is shaky.

There are a host of issues to do with DOO shifts. The RTBU is opposed to DOO for relay van working. ARG want nine hours for DOO mainline and 10 hours for a mixed mainline/shunt shift. They want an ability to extend in defined circumstances on a "case by case basis as occurs in ARG's operations in WA.

Rostered Rest Away From Home:

SA is the only state where employees do not receive a held away from home payment. ARG "will consider a held away from home payment after 12 hours as part of the total package." The RTBU argued that special consideration be given to Eyre Peninsula employees who work double book offs and that payment over 12 be made when the combined hours of any double book off are calculated.

Meal Break Provisions:

ARG have accepted the RTBU proposals for meal breaks with further discussions on operational shifts eg training shifts.

Relay Work:

ARG have indicated rest periods on return to home location to be on sliding scale based on the total length of the relay job (they will present a more detailed proposal at the next meeting) but have rejected the RTBU claim for a minimum break of 72 hours. This is a crunch issue for members.

ARG/ASR view is that they:

• "Will need to consider an increase to relay van payments as part of the whole package, but 100% will not be an option."
  
• Want relay van working to be used to satisfy the guarantee. This proposal is not favoured by the RTBU.

Classification Structures:

The RTBU and ARG have agreed to look to introducing an advanced trainee level and an assistant driver level into the classification structure. The current structure does not reflect competency based training. ARG have asked the Union to consider a Terminal Driver classification to be used for discipline and health failure circumstances.

The parties will review the Power Shunter classification both for the range of duties such as train examination and minor mechanical repairs and for integration of the classification in to a single stream from off the street trainee to Locomotive Driver.

ARG have opposed our claim for inclusion of 5% DOO payment into the total rate. Detailed negotiations on DOO issues shall occur at the next meeting.

Wage Increases:

ARG have said two 7% increases on top of a recalculated rate of pay (weekend penalty payments on ordinary time standing alone) is too high. They responded "if a new base is struck then the current average wage increases of 3.5% and 4% will be closer to the mark". With this type of increase we are still at the bottom of train crew wage rates.

ARG have agreed to a 1.9% leave loading going into the base rate together with weekend penalties being calculated at the rate of an additional 70%. They support the principle of annualising the number of shift work hours at the rate of $2.85 per hour but want to look at the shift work hours actually worked by loco crew and power shunters.

District Allowance:

The RTBU claim for a district allowance at Thevenard is still being considered as part of an overall "attraction and retention review".

The two days of intensive negotiations have addressed many issues. Much more negotiating needs to be done. Make sure your views are known to your delegate. The next negotiating round will be held on 14 and 15 October.

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