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IAG Enterprise Agreement: We’re in the home straight
Tuesday, 22 November 2011



 

Have your say on a new enterprise agreement at IAG. Post your comment below.

LATEST BLOG:

Hello everyone,
 
I am very pleased to be able to report to you that negotiations for the next IAG Enterprise Agreement have now concluded, and you will be able to see the proposed Agreement later this week. Next week, FSU members will also receive information from the Union about the improvements we were able to achieve at the bargaining table. These improvements were only possible because of the support and activity of FSU members in workplaces such as posting comments online, attending meetings, handing out and wearing stickers, and talking through some of the more complex parts of the Agreement, like pay.
 
The activity and support of FSU members nationally across all of IAG’s business units has enabled us to negotiate an Agreement that has achieved improvements across Sunday loadings, Parental Leave, whilst maintaining entitlements like the NSW Bank Public Holiday and mutual agreement in varying the pattern of hours. Staff won’t move backwards on any conditions thanks to the work of FSU members.
 
In regards to pay, although the claim developed by FSU members at IAG was for a higher across the board annual increase than the pay increase we were able to achieve, it is really important to note that because of the pressure applied by FSU Reps and members, we were able to convince IAG to improve their original pay offer. So while we didn’t get everything we wanted on pay, the pay on offer in the Agreement is better than the original offer from IAG – and that is a significant achievement. Just think what we could achieve with the next Agreement in 3 years time if we had more members and our union was even stronger.
 
The ballot for the proposed Agreement will run from Tuesday 6th December to Tuesday 13th December, and I encourage you all to make sure you have your say by casting a vote.
 
FSU Organisers will be in IAG workplaces from next week, so keep an eye out for them and attend your workplace FSU Agreement consultation meeting. In the meantime, if you have any questions or comments, feel free to contact me: awordwithwendy@fsunion.org.au

Thanks,

Wendy Conlan

Previous Blogs:

Blog No.1 - 3 May 2011
Blog No.2 - 17 May 2011
Blog No.3 - 10 June 2011
Blog No.4 - 21 June 2011
Blog No.5 - 7 July 2011
Blog No.6 - 22 July 2011
Blog No.7 - 23 August 2011
Blog No.8 - 12 September 2011
Blog No.9 - 24 October 2011

 
Contact Details
FSU Member Rights Centre
 Ph: 1300 366 378
 awordwithwendy@fsunion.org.au

Authorised By: Leon Carter, National Secretary

Your comments

Hi Wendy

I am pleased you are representing members at the IAG negotiations table. As I am a member and FSU Rep I am extemely interested in what happens in our EBA.

Thanks for your support

Sue.B

Posted by 1067930 at 16/05/2011 2:23:49 PM
Wendy

I work a permanent shift every Sunday. We are always short staffed. We have to work twice as hard to cover staff shortages, and we do all this for a penalty rate of 50%!

It is an "unsociable" day of the week to work and to add insult to injury, we are receiving less compensation than staff who work for IAG's competitors.

I have been lobbying for a long time to have Sunday penalty rates increased to 100%. I will be making my feelings known to my Ambassador. I appreciate the FSU's effort in this regard.

Incidentally, we are informed by management that the business is growing, but staff numbers are not increasing. In fact, when staff leave they are not replaced. We all have to work harder and/or do more overtime.

Trisha

Posted by 1079846 at 17/05/2011 9:45:52 AM
Hi my concerns are that me as an employee of NRMA 4 1/2 years in my role i have been rotated to carried out all areas of assessing.

Staffing issues play a large problem in assessing as I then carry out 4 different roles in each day at times.

One particual time we were asked to show interest in an Imerging Leader Programme which I responded by email and I didn't recieve a respone which I think is quite poor.

Management at times have there favorites which I dont like too see or say.

Flexible hours must be brought in as I do arrive at work 1 1/2 hrs before my start time In accumiulating these hours should be given a day off.

NRMA pays are much lower than other Insurer's that's true.

Posted by 2846372 at 18/05/2011 8:57:36 AM
I believe that all companies should be keeping up with paying their staff in accordance with the cost of living and that includes IAG.
Also it would be great when jobs are advertised internally or externally that the pay scale ( grading) should be listed so you know how far you can move within your job.

Posted by 157315 at 30/06/2011 12:35:03 PM
I believe that keeping the public holiday is important to the staff especially for moral and also this will enable the amount of public holidays to remain equal in all states . This is also a benefit that is given to staff from the company as the company always believes in given flexibility to staff and are proud of the conidtions given to their staff so why take this away from an written agrreement .

Posted by 157315 at 11/07/2011 3:24:09 PM
Hi Wendy
I work in Customer Service at Parramatta TBC & am disgusted.

We already have a constant turn over of staff & have an issue relating to rekeys of policies. I have had 4 instances during September 2011.
Rekeys are one of the tools of the dishonest consultant to enhance their statistics or the last measure of the desperate consultant to avoid being placed on an action plan. This behaviour is in conflict with our corporate values.
We have a goal to be "Australia's favourite local insurer" which is what we were most of the time before demutualisation.
However, if staff are not paid a fair wage & long serving staff are not given any recognition for their loyalty young people will continue to move to better paid jobs & older staff will either stay for the convenience or because of the caliber of their colleagues; certainly not for the pay.
Customer's will continue to receive indifferent service unless they are lucky enough to be serviced by an experienced consultant.
If the money wasted on recruitment could be pooled I am sure that all staff would benefit.

Posted by 1041880 at 24/10/2011 8:35:47 PM
hi Wendy,

It is most interesting to see how the top end executives reward themselves so well for the hard work of those people on the front line delivering service to our main customers from assisting them when they are seeking insurance to being there for them when our customers are in times of crisis, no matter if it is the smallest of incidents to major emergencies.
Seems that the IAG executive must believe that it it their efforts that help up become the best local insurer not those at ground zero.
How is the executives salaries reviewed that give them 30% increases whilst they determine that the only way a ground roots employee can get a pay rise is based on performance?
How is it they the IAG executive do not seem to have any cap or maximum to their pay range so they continue to get pay rises that are determined by them and an independant body to whom the executive should be able to show how they have exceeded it their performance KPIs the same as they place requirements on ground roots staff?
The present system does not take into consideration rises in cost of living and I believe that there should still be a base annual increase to all employees then performance based incentive for meeting and exceeding KPIs.

Posted by 2845807 at 31/10/2011 12:26:01 PM
Hi Wendy,
Keep up your efforts to secure a fair and equitable remuneration system to the WORKERS of this organisation. I am over the arrogant excesses of corporate management - miserly when it comes to remunerating staff and yet not shy in patting themselves on the back by taking over the top rewards for themselves. Where's their accountability? This management group have continued for some years to oversea significant losses in our UK business and they give themselves pay rises of this size. It's pretty hard to take them seriously - it's a do as I say not as I do attitude. My area too like other comments submitted have suffered reductions in staff numbers and expected to pick up the slack with no extra pay. The amounts offered are a joke - tell em to stick it.

Posted by 850838 at 31/10/2011 2:27:43 PM
There is nothing fair happening about salary reviews in this company, unless you call one increase of 2% in 13 years fair. Most years I am told my review has resulted in a zero increase as I sit close to the top of the band. Many others might find themselves in the same circumstance after 30 years of loyal service. However, my last review was a complete non event. Nothing was said....at all. Now, after complaining that the entire process didn't even happen, I have had my review, if you call a salary review being handed an envelope. Oh, and yet again the contents of the envelope says the same thing. Zero increase.

Posted by 1018443 at 31/10/2011 4:47:33 PM
Hi Wendy

I find the IAG offer inadequate & insulting.
I work at Parramatta TBC NOT for the wages but because it suits my stage of life.
Other colleagues work here because the work fits in with child care or other family requirements & also the people are nice.

I feel that our direct managers are also under pressure to drive us to meet ever increasing targets which are in turn passed on to workers.

Please try to make IAG see some reason. If you pay peanuts you get monkeys!

Posted by 1041880 at 2/11/2011 8:22:47 PM
Member post submitted via email

Hi Wendy, I work in Corporate Office (388 George St) & have recently become a Workplace Rep because I believe in being fair - both to staff & to the company. This offer, as noted in other comments, is inadequate & unfair nor does it seem to be in good faith as required by the Fair Work Act.
Apart from offering a min of 1.5% (the claim was made for 4%), it encourages no development, as you can't move roles within IAG for the 12 month period in order to be eligible, it also confirms poor performers are not correctly managed - if they were it would not be a requirement for the minimum increase (which really should be about keeping up with the cost of living!).
Couple of notes
• 1.5% is well under current CPI (3.9%)
• The current average increase for the Finance & Insurance Services Sector is 4.3% and trending up
• The salary pool available for remuneration adjustments has fallen to 3% from the 2003 EBA 3.5%
• I can see no evidence of a review of the 2003 EBA against the Fair Work Act

Can you please help me do something to highlight the inadequacy of this proposal to the rest of IAG staff before it's too late????

Posted by lshingles at 9/11/2011 1:01:02 PM

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