Uniting Care Campaign

The Claim

Details

Published on Monday, 01 September, 2008

 1. Removal of performance based pay.
UnitingCare employees be afforded the same entitlement to automatic annual increments as the rest of the industry. This does not remove an employee’s entitlement to regular supervision meetings, but simply removes its link to their pay progression.
Votes for…………………. Votes against………………………….

2. Overtime in line with industry standard.
At the employee’s election, employees should have the right to either accrue TIL or be paid at a rate in line with the industry standard. The Industry standard is that an employee be paid time and one half for the first three hours, and double time thereafter.
Votes for………………….  Votes against………………………….

3. Annual Leave Provisions Secured in the EBA. 
Your current agreement is silent on your leave entitlements. These provisions are contained in you organisations policies and procedures, which can be altered by your employer without consultation or negotiation. This clause should outline employees entitlements of 4 weeks standard annual leave, plus one week ex gratia leave to be taken over the Christmas/ New Year period and one additional week for shift workers (in line with the industry standard)
Votes for………………… Votes against…………………………..

4. Access to salary packaging, as per the SACS award and industry standard.
The SACS Award, and industry standard, is that employees are able to access salary packaging without having to “trade off” any other employment conditions. UnitingCare employees pay a fee to an external company who administers your salary packaging, as well as forfeiting their entitlement to Annual Leave Loading. 
Votes for…………………. Votes against…………………………..

5. Annual Leave Loading as per the SACS award for ALL workers regardless of whether they utilise Salary Packaging.
As mentioned in point 4 of the claim, employees who utilise salary packaging have their entitlement to Annual Leave Loading taken off them. This is an unfair and huge disadvantage to workers, and does not occur at any other organisation in the industry. Annual Leave Loading equates to 17.5% or shift penalties – whichever is the greater.
Votes for………………… Votes against…………………………..

6. Increase paid parental leave to 14 weeks at full pay or 28 weeks at half pay.
Currently under the Burnside agreement your maximum entitlement for maternity leave is 10 weeks, paternity leave is 2 weeks and adoption leave is 10 weeks. Other organisations in the industry provide up to 14 paid weeks for parental leave. This will be available as maternity leave, paternity leave, or adoption leave for primary carers.
Votes for………………… Votes against………………………….

7. Cultural or ceremonial leave provisions
Many agreements in the industry have these provisions. These are additional leave provisions to be taken for the purpose of attending events of cultural and ceremonial importance.
Votes for………………… Votes against………………………….

8. Secure employment provisions.
This should be in line with section 10 of the Social and Community Services (SACS) Award, to allow for causal workers employed on a regular and systematic basis, to apply to have their employment status converted to Permanent Part Time.
Votes for………………… Votes against…………………………..

9. Sick leave to be removed from policies and procedures and included in the EBA in line with the industry standard.
The industry standard may require an employee to provide a doctors certificate for absences greater than two days. It does not require the employee to disclose the nature of their illness to Human Resources. Your current policy does require you to disclose the nature of your illness for all absences. This is not a fair policy and invades employees’ privacy.
Votes for ………………… Votes against………………………….

10. Adequate work equipment including vehicles and mobile phones.
Many workers across the service group currently feel that they do not have access to adequate equipment for them to complete their required work duties in a safe and efficient manner. An example of this is access to adequate vehicles to travel on country roads for work purposes. This can pose and Occupational Health and Safety risk. Such equipment should be provided by the employer.
Votes for………………… Votes against………………………….

11. Genuine consultation procedures around the introduction of changes to the organisation.
These procedures would require the organisation to consult with workers and the union BEFORE any changes that affect employees are implemented. This process does not currently occur in most circumstances.
Votes for………………… Votes against………………………….

12. A clearer salary scale
Many workers find the current salary scale unclear, complicated and lacking transparency. This scale will need to be reviewed to become more user friendly.
Votes for………………… Votes against…………………………

13. Pay slips to show employer superannuation contributions and leave accruals
This currently does not occur and workers want to have regular updates of their accruals and superannuation contributions.
Votes for……………….... Votes against………………………….

14. An 80/20 model of pay.
This allows for employees to elect to be paid 80% of their wages for four years, and then have the fifth year off work and still be paid at 80% of their wage. It is up to an employee to elect to enter into this arrangement.
Votes for………………… Votes against………………………….

15. Ability to take Long Service Leave after five years on a pro rata basis.
Number for…………………Number against………………………….

16. A higher rate of Long Service Leave after ten years
Votes for………………… Votes against………………………….

17. Financial support for approved study
This is separate to the service group’s current allocation of workplace training budgets. This refers to study that an employee is not directed to undertake but the service group acknowledges that the study will also benefit the organisation.
Votes for………………… Votes against………………………….

18. Increase in vehicle allowance
This is to offset the higher expense incurred by use of personal vehicles due to higher petrol prices.
Votes for………………… Votes against………………………….

19. Increase in “On Call” allowance
This is to recognise the impact that being on call has on employees’ work / life balance. On call process will also need to have “Call Back” provisions in line with industry standards. The industry standard is that call backs be paid at overtime rates for a minimum of three hours.
Votes for………………… Votes against………………………….

20. Annual Pay Increase
An annual pay increase in line with other leaders in the industry. Three organisations of similar size to the Service Group have agreed to the following: one has agreed to a 4% increase or the Award increase plus 1% (whichever is greater). Another organisation has a $30 per week above award payment plus an annual increase of 4.5%. Another organisation has agreed to an annual increase of 4.75%. Please discuss the above increases and nominate an annual increase that your workplace would like to endorse:
…………………………………………………………………………………..

 

Name of Workplace: ……………………………………………………………
Contact Person (optional): ……………………………………………………...
Contact Person Details: Phone……………………Email……..………………..