Allgemein

Australian Unity Home Care Service Nsw Enterprise Agreement 2019

We have facilitated ongoing meetings with our UCS ADVISORY GROUP of the CPSU IN New South Wales, which is composed of delegates and members from a number of AU branches. This group was created to lead our negotiations at the negotiating table. After careful consideration of the current offer and possible alternatives, your advisory group, delegates and the CPSU recommend that you vote yes to this proposal. We are pleased to report that we have largely achieved these objectives and that we have reached an agreement in principle with Australian unity. As members are aware, the Australian Unity (AU) began negotiations with negotiators in August this year. This was done with the goal of reaching a corporate agreement covering all care administration employees who directly support the provision of services in the areas of residential communities, home care, disability services and Indigenous services. This included bringing together employees from different workplace agreement settings, including those covered by existing compensation, agreements and individual contracts, such as . B Crown employees transferred. We will come to see you next week with more details about the proposal and an online meeting schedule for members, where we will explain all the elements of the agreement and answer all your questions. Many of our members currently have individual 12-month contracts that retain many of the terms of previous state-based awards.

In the absence of a company agreement, former Crown employees would find themselves in much worse conditions after these contracts expire if they moved to the appropriate modern award (SCHAD). CPSU NSW ensured that the majority of the existing conditions were maintained and ensured that no employee accepted a salary reduction despite the expiry of the individual contracts. You told us that we need to address the current workload that is not sustainable. We have had discussions with the AU on this issue. Discussions included ongoing projects to address your concerns. It is important to note that it was agreed to include in the EA a mechanism that will allow the CPSU NSW, as a representative body, to have ongoing dialogue and consultation specifically on workload issues and more generally on any other issues you would like to see addressed. Bringing together a group of employees at such a diverse level of compensation would always be challenging. Although the AU initially proposed a wage freeze for transferred employees, while all other employees covered by EA would receive two percent, CPSU NSW fought hard to get one percent for former Crown employees with higher rates of pay.

In addition, the AU wanted to remove the burden of annual leave for all employees. However, at the insistence of CPSU NSW, the AU agreed to reintroduce the 17.5% burden on annual leave. Your employer is expected to obtain your consent by vote in the week beginning November 8. If you have any questions about the above or other issues, please contact CPSU NSW.. .