Over the past few months members have identified the main issues to be addressed in a new Collective Agreement via FSU workplace visits, surveys and polling.  Overall it is clear that members want to keep and build upon the culture that makes St George/BankSA a great place to work and ensure that a new Agreement rewards and recognises the contribution of its employees.

The following is the Union’s proposed Claim for a new and improved St George/BankSA Collective Agreement:

PAY

• Guaranteed 4% annual pay increases for all employees including packaged employees, that keep you ahead of the cost of living

97% of all respondents to the FSU St George/Bank SA Collective Agreement survey supported this claim.

• Progress Pay Equity

Women in the finance sector still earn on average just 72% of what men earn. Whilst the current St George/BankSA Agreement has provisions to consult on pay equity, these need to be strengthened to identify gender pay gaps and progress equity issues.

• Classification Review Processes to properly reflect job skills

Fix anomalies that leave certain jobs underpaid
and limit career advancement. Have differentiated pay ranges for different grades.   

• Increase in employer superannuation contribution

WORK LIFE BALANCE

• Fair and achievable performance objectives adjusted for all approved absences.
  
  

• Maintain current 13 weeks employer paid parental leave entitlement in addition to Federal Government scheme of 18 weeks at the minimum wage.
  
  

• Superannuation paid for the entire period of parental leave

3 out of 4 members that raised paid parental leave wanted superannuation to be paid during parental leave.

• Proper protections for BankSA employees working Flexi Part Time (eg reasonable locations, cap on numbers)

Survey feedback raised the uncertainty of locations that some Flexi Part Time staff face, as well as the significant numbers in some regions of Flexi Part Time staff.

“Staff movements can also make morale within the branch low which flows on to customer service. The Same applies to sales expectations.”*

• Better access to family friendly initiatives and leave arrangements (e.g. additional purchase leave & Grandparental leave)

“Purchased and Grandparent leave is a big concern now we are Westpac. It would be great if this could be included in the new EA rather than simply in bank policy.”*


INVEST IN AUSTRALIA

The FSU Plan for Job Security

• No offshoring
• Better retraining
• Enhanced retrenchment benefits
• No forced retrenchments

35% of survey responses indicated that they did not feel their job is secure. Of the reasons given, the largest was fear of ongoing flow-on impacts from the merger between Westpac and St George/BankSA, followed by fear of achieving targets.

“There is still uncertainty after the 3 years, what will happen with the Westpac/
St George merger.”*

“If targets aren’t met than you could be out the door”*

“Takeover by Westpac has left me wondering whether I’m going to have a job in the near future.”*


PROTECT CURRENT ENTITLEMENTS

• Maintain current entitlements

“Keep St George as St George. All entitlements from the previous Agreement to stay.”*

• Incorporate National Employment Standards, Fair Work Act mandatory Enterprise Agreement terms and Union Rights into the Agreement.

AGREED USE OF ELECTRONIC FACILITIES

• Provisions for the use of email, phones and internet for union and workplace communications.

BETTER ACCESS TO CAREER DEVELOPMENT OPPORTUNITIES

• This includes study leave and secondments.

A SAFE AND ENVIRONMENTALLY SUSTAINABLE WORKPLACE

• This must include a real commitment to occupational health and safety and measures to involve employees in making the workplace more environmentally sustainable.

* Member comments from the 2010 FSU Collective Agreement Survey