Bom Enterprise Agreement 2018

Since 2014, BoM management has maintained the restrictive bargaining policy imposed on all Australian public sector authorities. It states that workplace agreements contain “no improvements” and that wage increases are limited to 6% over three years, with no payment arrears. Later in 2018, delegates lobbied for a second round of voting on protected measures to approve a wider range of work bans, including refusal to attend meetings; a ban on business travel, which should have an impact on the maintenance of the Observatory; and the insertion of union messages and hashtags in BoM tweets and forecasts. The last company agreement expired in 2014 and three attempts to conclude a new agreement since then have failed. After a long and highly controversial campaign, employees of the Bureau of Meteorology (BoM) voted for a new company deal. The July 3 vote was the lowest with only 36 votes. It was the fourth time employees had to vote on a contract proposal in as many years. The previous three votes have yielded decisive results against the proposed agreements. “BoM`s refusal to make a fair offer to its employees makes it one of the few agencies in the Commonwealth that failed to negotiate a new company deal.” This allows the office to continue to provide the essential services we provide to the Australian community in an affordable and sustainable manner. Subsequently, in 2018, delegates insisted that a second vote on protected measures be introduced to allow for a wider range of work bans, including refusal to attend meetings; a ban on business travel, which may affect the maintenance of the observatory; and the insertion of union messages and hashtags in BoM tweets and forecasts.

Employees on the coin list intensified their campaign during lengthy wage negotiations and hijacked the weather office`s website and media appearances with news of the conflict. Wife. Vincent-Pietsch explained that the current working agreement on parts list staff expired in June 2014 and that the union has since stalled, with the office refusing to “create important conditions that other agencies have restored”. In April 2018, delegates from the three company unions (CPSU, ETU and Professional Australia) held rallies and mass rallies at BoM sites across the country. These events were well attended and helped to revive the campaign. Then BoM employees and supporters gathered outside the headquarters in Melbourne. The new deal is widely seen as a bad deal by employees. Some conditions were saved, but with the loss of real wages. A 51% approval is not an approval; This is a sign of a divided workforce that sees no convincing alternative to supply.

In the end, the BoM workers were starved. Meanwhile, the payment of the office`s 1,600 employees was frozen at 2014 rates. “It`s not the first thing we jumped on, but after five years without a raise and four years in a long struggle, we want people to know how difficult office workers find this,” said Beth Vincent-Pietsch, assistant secretary of PCSU. The new deal is widely seen as a bad deal by employees. Some conditions were saved, but with the loss of real wages. A vote of 51 per cent is not confirmation; This is a sign of a divided workforce that sees no convincing alternative to supply. In the end, the BoM workers were starved. The CPSU asks office workers to vote “no”,” arguing that this remains below average compared to the degrees available to employees of other government agencies. The BOM told ABC that the proposed agreement “provides for a substantially anticipated wage increase that protects the basic conditions, is financially viable and is consistent with the government`s workplace bargaining policy.” After a long and hard-fought campaign, staff at the Bureau of Meteorology (BoM) voted in favor of a new company deal. The July 3 vote was passed by the smallest margin – only 36 votes.

It was the fourth time in as many years that staff had been asked to vote on a draft agreement. The previous three votes have yielded decisive results against the proposed agreements. The “no improvement” clause ensured that office workers did not get anything substantial in this agreement. All the victories consisted in repelling certain attacks on the existing conditions. However, the lack of compensation for the four-year gap since the expiry of the old agreement means that these conditions have been paid in lost wages – a real wage cut of nearly 10% is now at an impasse. And not all attacks could be avoided. The rights of shop stewards have been restricted. One of the most important losses is the evolution of travel grants. The more than 100 technical staff who travel to maintain weather stations and automatic radars will lose thousands of dollars each year due to the cuts. After five years of wage cuts, BoM employees felt that compensation was the central issue. Delegates presented excellent documents revealing the extent of the pay cut suffered by employees.

To win on this issue, a change in the negotiating policy would have been necessary. But in May, the cpSU`s national leadership – led by Nadine Flood – decided to look for a solution within the policy and instead focus on protecting consultation rights. The union offered to take a neutral position on an offer if its consultation proposal was met. The management`s final offer did not concede it, but by that time, the sense of resignation had wreaked havoc. Without the case being advanced to fight for a better wage agreement through a modified negotiation policy, the final vote was not a surprise. “This allows the office to continue to provide the essential services we provide to the Australian community in an affordable and sustainable way. The Community and Public Sector Union (CPSU) defended the tactic. .

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