RailCorp Agreement
Bargaining 2010 - RailCorp's Offer
- Details
- Published on Monday, 30 August, 2010
What did we want?
- Job Security
- 4 year term
- No sell off of conditions
- A fair pay rise
What's on the table?
Job Security
- An offer to protect our "no forced redundancy" forever. The Combined Rail Unions have won the inclusion of our current redundancy policy into our agreement, protecting our jobs and providing a minimum amount should we get displaced from our position and choose to take voluntary redundancy. This means members at RailCorp will always have a job on the railways – this provides security that insulates our careers from any change in government or management. This is a win that will go down as your legacy, something you have won for future generations of rail workers.
- Inclusion of our redeployment and redundancy procedure and quantum in our agreement. This provides for a clear and thorough procedure should you be displaced from your position and should you chose to take voluntary redundancy it protects our current package.
- A contractors clause that allows us to monitor and scrutinize the use of contractors at RailCorp, further protecting us from increased use of contractors and privatization by stealth.
- Equality for administration and corporate staff in restructures – We used to have a restructures clause that provided less protection for us than anyone else – we've now won the right to the full consultation and disputes procedure everyone else has.
4 Year Term
An offer of a four year term, locking down our terms and conditions through the next term of government and keeping us in step with the election cycle, maximizing our ability to negotiate next time.
No Sell Off of Conditions
No sell off of conditions. RailCorp wanted us to agree to sell off our conditions like:
- Capping sick leave at six months prior to medical retirement
- Adopting NSW Government Policy on Managing Excess Employees
- Standardising hours across RailCorp to 76 hours
- Reduction of uncertified sick days
We said no and have negotiated an offer which does not sell off any conditions.
A Fair Pay Rise
An offer on the table of:
|
2010 |
4% (back paid to 1 April) |
|
2011 |
3.5% |
|
2012 |
3.5% |
|
2013 |
3.5% |
When it comes to negotiations on pay rises it’s important to note where CPI is so you can judge what the real pay rise is:
|
|
Sydney CPI* |
Pay rise |
Real Pay rise |
|
In the year to June 2010 |
2.9% |
4% |
+1.1% |
|
In the year to September 2008 |
4.9% |
4% |
- 0.9% |
Improved Conditions
We have won improvements like:
- clearer overtime provisions;
- greater protection for 35 and 36 hour weeks;
- an independent umpire to resolve disputes around the big restructures that will occur over the next few years;
- limitations on the scope of reform that RailCorp is proposing to implement over the next few weeks;
- more protections for part time workers;
- call out payments improved; and
- greater protection from contracting out RailCorp work.
