This is disappointing.
Posted by
2831376
at
30/07/2010 12:24:39 PM
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Very disappointed with Suncorp's first effort. I thought we were aiming to keep the best of each of the current agreements. Appears Suncorp are choosing to pick the lowest common denominator from all agreements.
All staff at Suncorp Gympie have made reference to the redundancy entitlements and have asked for 8 weeks notice with 7 weeks pay for first year and 5.5 weeks pay for each additional year or part thereof as per the FSU proposal.
Posted by
404991
at
30/07/2010 2:23:38 PM
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Hi
I am under a TEC agreement. It is not clear at all what differences there will be to the TEC aggreement.
It appears STI are going to be cut of abolished, so not sure where this leaves one.
Posted by
1039349
at
30/07/2010 2:30:50 PM
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I did not expect more than this.They comming with legal minimum and to get more we need to use all data with comparable peers.
IAG 13% superanuation,2 RDO on month as one example.
What will be situation with GIO workers on old agreement with 10.5 % super
Redundancy for workers with less of 5 yr of service doesn't include pro rata entitlements for long service ,this is dicrimination,under cirucumstances they do not leave on their own,they are forced to do so.
Workers over 45 are removed as category in redundancy
Posted by
1035616
at
30/07/2010 6:43:17 PM
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This ‘proposal’ is very unfair to all employees and would hope that FSU is going to support all Suncorp employees.
No personal /carers leave should be effected nor any weekend penality rates
Redundancy is difficult time and should be handled with understanding, not by offering a "comparable position". As this is not always to the employee advantage.
Posted by
1054696
at
31/07/2010 10:00:21 AM
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Two queries on the first draft is that for those under the PFS agreement -
1 currently we get 14 days personal leave after 3 years sevice , the new agreement reduces that down to 10 days personal/carer’s leave + 2 days flexible. Whar has happened to the other 2 days
2 many areas have Group salary continuance paid by Promina, although not part of the agreement forms part of the TEC, but this has not been covered in the discussions as with the STI.
Posted by
160664
at
2/08/2010 4:20:12 PM
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Disappointing, but pretty much what I expected from Suncorp. I would like some clarification on what parts of the agreement apply to people on TEC, and written confirmation that any new agreement can't override the superior conditions contained in individual contracts that were the outcome of the previous GIO/Suncorp industrial relations conflict.
It's interesting to consider that TEC people who may be unaffected by a substantial part of the agreement, and those with existing better conditions that they will get to keep regardless will still be able to vote equally on the agreement along with those who are directly impacted.
Posted by
164566
at
3/08/2010 8:11:33 AM
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Response from FSU:
Thanks for your questions.
In relation to personal leave, under the current Suncorp proposal you will lose the other 2 personal leave days. In fact if we look at it closely its clear that the entitlement has been reduced to the minimum required under the National Employment Standards - 10 days.
This is because 2 flexible days are not leave days that can be used if you are ill or have to care for a dependent, these flexible days are only available with a minimum notice of 5 days.
In relation to TEC Contracts, in general, conditions of employment that form a part of your contract of employment are separate from those conditions of employment under an Enterprise Agreement. As long as the conditions are better than the conditions under the Agreement then they are not be affected by any new Agreement. That means that if the salary continuance is a term of your contract then you would continue to have that benefit until the contract of employment finishes or is replaced.
However, because every individual contract can differ, it is important to get specific advice about your contract of employment and what it provides. If you have any doubt about what your contract provides you can get advice by contacting the FSU Members Rights Centre on 1300 366 378 and provide them with a copy of your contract of employment.
Hope that answers your questions.
Posted by
lshingles
at
4/08/2010 2:25:32 PM
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As per our phone conference on Tuesday re- Suncorp enterprise Agreement offer being sent to all Suncorp Staff-It is hidden away and very hard to find.
It is on the Suncorp Intranet page-click on PEOPLE at the top of the page-then click on ONE TEAM PROGRAM and it comes up under July edition news with the proposals.No one would normally bother even looking or knowing about this page.
Posted by
10306
at
4/08/2010 3:22:22 PM
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I'm disappointed that Suncorp has jumped the gun - it does not built trust.
Since I'm an AAMI employee, I see the new proposals as a disaster - longer working hours, less personal leave, less bereavement leave, less superannuation. The only increases are to overtime and buying out annual leave (which is a smack in the face for work/home balance) and retrenchment. And to cap it off they suggest that the increased hours will be compensated in pay - so once again pushing work/home balance towards "work". I'm not happy, nor are my colleagues - unfortunately not union members
I'm concerned that in the original focus groups said that one of the reasons for the sinle EA was to get around issues of ex-AAMI people moving to Suncorp jobs - because of the transmission of business rules. What's irritating is that we are the people those rules are meant to protect, so the company just removes that protection by a new EA. The EA is a real problem for any of the minority companies such as AAMI, since their vote will never count against the bulk of employees who are already Suncorp
I just hope that the FSU is there gunning for the minority groups such as AAMI too
Posted by
364540
at
4/08/2010 5:23:03 PM
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Very disappointing but expected from Suncorp. It appears we will be worse off under Suncorp agreement. Many staff have left or been made redundant.
They have a very high staff turnover, surely this says there is a problem.
They should be making conditions better not worse.
Posted by
2829350
at
5/08/2010 10:59:59 AM
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I will be very interested in finding out more in relation to Suncorps proposed changes to redundancy. Suncorp is a company that likes to "restructure" every few months and from the last 1 I am still very unimpressed with the definition of a "comparable" role. My "new" role is the same role with a new title. Job descriptions are very generalised which is how I think Suncorp currently get away with offering "comparable" roles. Also realised from the last restructure that there is no point in asking for advise form Suncorps own HR area as they are definately not forthcoming with information. I only see Suncorp now (and becoming moreso) an employer that no one would choose to be employed by unless no other companies were hiring.
Posted by
2834689
at
6/08/2010 12:54:01 PM
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As a Vero employee i am not happy about the decrease to personal leave. Maybe the company should look to some sort of incentive scheme to stop people taking unneccesary sick leave days. If they impose 10 days per year, then for someone who has 10 years service then maybe 14 days. OR when someone has achieved in excess of 25 years service and retires a bonus be paid into their superfund.
Posted by
353596
at
6/08/2010 3:35:46 PM
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I'm disappointed in Suncorp , we are going through restructure and more restructure and a new name for my role with extra work load for the same pay, as an AAMI employee pay issues have dogged us and Suncorps HR are not as supportive as could be. The new agreement erodes at work home life balance.Longer working hours only puts stress into an already stressful job, no new penalty rates for weekend work, less personel leave and less bereavment leave, a lower hourly rate then most call centres, short staffed , overtime available but noone wants to work, extra work load ,staff leaving after only a few days out of training dose'nt make for a company you would want to apply for ,it certainly does not built trust in the company.
Posted by
1084660
at
7/08/2010 8:21:30 AM
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It is disappointing to see that our personal leave may be reduced to 10 to 'come into line' with other agreements in the group. I have been with the Promina side of Suncorp for over 10 years, and for the leave to be reduced from 14 to 10 is a slap in the face.
I also have concerns with the definition of 'comparable' in relation to redeployment of staff. I am in a situation where there will no longer be a position for me in my current environment, however have been advised that there will be a 'comparable' position for me. Suncorp's view of 'comparable' is different to my view of 'comparable'. Comparable in pay and location isn't enough in my eyes. Unfortunately I am left with no choice as it has been made clear redundency is not an option.
Posted by
2831004
at
9/08/2010 11:24:35 AM
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I'm currently on TEC agreement with Suncorp and have actually reached 104 weeks maximun entitlement if made redundant. How would I stand if 80 weeks is agreed.
I also have an employment agreement where the contract can only be changed if both parties agree in writing. If I don't agree in writing I assume my current agreement will continue.
Posted by
350092
at
9/08/2010 2:30:04 PM
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I am concerned that there is no formal agreement for the "Grandfather " agreement for long term GIO employees in regards to maximum(104 weeks) for redundancy.
Entitlements and Conditions to be included in the agreement should demonstrate that Suncorp a company that everyone wants to work with.
TEC increases in salaries are not in line with CPI increases, therefore we rely on bonuses.
Please adhere to Suncorp Values and "Walk the Talk' when considering agreements.
Posted by
164296
at
10/08/2010 12:38:16 PM
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this is very disappointing as the staff at aami thought that suncorp would agree to fair and achievable working conditions but as things stand there will be no incentive to stay at aami. this used to be a great company to work for. very sad day for all staff at aami totally discusted!
Posted by
1083350
at
10/08/2010 1:38:54 PM
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I am very dissapointed in much of the agreement that I have seen so far. Though not surprised. I was under the impression that a CA was to create better working conditions, protection and a level of certainty for employees.
I appears however that Suncorp disagrees as we have so far seen by their actions. The step backwards that many staff would have to take under this proposed agreement is utterly appauling.
Some of the proposed changes I will admit are good - such as the Parental leave, the loading for shift workers and the extra 5 days annual leave for permanent shift workers.
But those changes only benefit a minority.
I work for AAMI and we currently get 12 days personal /carers leave per year (past 3 years of service), this leave accumulates if not needed in any given year. Thus creating peace of mind that if you or a family member are involved in an accident or become seriously ill and need more than the proposed 10days per year - that you will be able to continue to pay your mortgage and survive. This should have been demonstrated by the Swine Flu eppidemic and other similar serious illnesses.
I feel that the 10 days per year that does not accumulate fosters the use it or loose it attutude in many people as well - this is the very reason that some companies have added the accumulative leave or an incentive/bonus sceme for staff that do not constantly take days off when they are not really sick.
Compassionate leave down to 3 days - In the AAMI aggreement it is 5 days. What if you have to travel interstate for a family funeral? A death or serious illness in the family is bad enough to have to cope with but if you have to travel to the other end of the country or even overseas how is 3 days adequate for all circumstances. In 5 days at least you can make it to most places and back - not everyone has the finances to fly and have to take cheaper and longer methods of transport.
The lack of defenition around comparitive position is also of concern - what does this really mean and how much freedom does it give Suncorp? Is there any benefit/certainty for staff at all that they will be treated fairly? Not so far.
Base pay increases - a guarunteed 2% upon the effective date of the new agreement & then the Base pay and then the Salary increase pool to take effect. The information here is a bit limited - I think people need to sure that the increases that are prposed are at least going to keep up with the CPI.
So far the lack of accessability to information about this proposal has not engendered any confidence in Suncorp. In fact quite the opposite leaving me quite disturbed and frankly disenchanted.
These corporate giants seem to have taken on the attitude in this day and age of high unemlpoyment rates that it does not matter if staff leave there are always more out there. They seem to forget that well trained, experienced staff at the ground level are the very legs they stand on.
I hope to see a better outcome for staff than the current example of corporate betterment instead of employee betterment.
Posted by
2835864
at
10/08/2010 8:46:19 PM
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Guys from where I sit, I would urge that you keep up the preassure to ensure we at Suncorp are not again to be rail roaded into an agreement that does not stack up or meet industry standards.
Posted by
1058120
at
11/08/2010 11:34:44 AM
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A correction re the FSU email - it States that AAMI employees are currently entitled to 12 days personal leave. This is actually 12 days + Flexible Day + Emergency Day. So comparing the current situation to the proposed new one it should be 12+2 vs 10+2. Not a good deal!
Posted by
364540
at
11/08/2010 1:09:27 PM
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One of the meanest (and I mean MEAN) of the new proposal is to cut bereavement leave from 5 to 3 days. That gives one day for the death, one for the funeral, and one other. That is really low
Posted by
364540
at
11/08/2010 1:14:03 PM
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The wording in the latest message is meant to confuse many employees. It is that most employees will not understand what is being offered to them because of the terms and jargon used. What we are being offered is basically nothing. Why is it that remuneration increases will be linked to popularity contests and reference areas that are beyond our control. What happened to the values and behaviours “ CARING, TRUST, HONESTY, COURAGE, FAIRNESS and RESPECT”. that we are supposed to adhere to as employees and employer? Where do these actually fit in? We live in one of the highest taxing and most expensive states in the country and we are being asked to accept is tantamount to a pay cut because what is being offered does not even keep up with cost of living expenses. This is morally reprehensible.
The survey that was commissioned was supposed to give all employees the impression that the employees working for this enterprise are actually having some consultation in the outcome of the enterprise bargaining agreement that affects us all. We now are all painfully aware that it was all a case of smoke and mirrors and the visit by the so called “one team” was a sham. We are all aware that no one who partook of the survey would have actually asked for a pay cut, rather than a remuneration package that at least keeps pace with inflation. Again this is a glaring example of SML’s form of consultative dictatorship. All evidence indicates that we live in a state that has the highest inflation and yet our counterparts who are employed by the enterprise in the southern states earn approximately twenty percent more than we do. Where does “FAIRNESS” fit with that
To sum this up in two words. “ This stinks”
Posted by
2819847
at
11/08/2010 4:22:35 PM
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I will find it very difficult to sell Suncorp products to our customers knowing that I will not be rewarded for my efforts via a yearly payrise
Posted by
2817818
at
11/08/2010 5:03:35 PM
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I can't say that I would vote for this, I can see changes that are definitely negative setbacks, and the rest are not that enticing to make me want to give thoose up for something else.
Very disappointed with the reduction in Personal/Carers leave.
Supposedly the increase to 2 Flexi days to make up for it - Flexi days have a lot of restrictions as to being able to take them, so I don't see this as a positive.
Reduction in compassionate leave - big negative setback.
As for the One-Team visit, well that was just over a week prior to the proposal coming out, certainly don't think anything we had to say would have been considered, the proposal would have been written up by that time I am sure.
Posted by
1084634
at
12/08/2010 1:07:14 PM
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I cannot believe Suncorp's attitude re- wages let alone reducing the personal leave days.We are paid less then any other bank,have no RDO'S and more than often short staffed-yet we have to meet our exaggerated targets.The bank makes such a big profit but shows such a poor attitude in paying the staff that gets it for them.In my 30 years as a UNION REP. in banks,I have never seen a bank make such a PATHETIC and SHAMEFULL wage offer to their staff as Suncorp has.
Posted by
10306
at
12/08/2010 1:40:16 PM
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Suncorp needs to show it values it's staff as much as it's customers. Other Bank's are offering their staff a 4% pay increase which is more in line with the cost of living increases. Staff who pride themselves on looking after Suncorp's customers should settle for nothing less than this.
Posted by
404991
at
13/08/2010 9:56:32 AM
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From Motor Vehicle Assessing Sydney.
We are disappointed in Suncorp, in that they intend to take advantage of a minority group in Motor Vehicle Assessing as a whole. Our conditions are again under threat. A.M.P. did to GIO Staff, and then Suncorp had the take over. `Suncorp under guidance of A.A.M.I. Management team won't be offering any redundancies. Old GIO staff will be disadvantaged the most. It will appear Suncorp will be ruling with a big stick, on a take it or leave the company. This is why A.A.M.I. have a huge turn over of staff. Listed below are some of the items that concern us at this point in time.
List Of Questions.
[1] Work Life Balance.
* Travel time and distance [Home/Work Centre].
* Shifts [Hours of work].
* Saturday [Should be paid o'time at correct rate].
* What is reasonable o'time. We need to know a number of hours.
* If rotation we need to take into consideration distance from home to work/ to the next closest centre eg. not the other side of the Sydney metro area.
* Being sent to an other centre on loan, then having to stay there.
[2] Car
* Do we still have the full use of he company car, as we do with our contract.
* Holiday usage [Full use service and petrol, as per our currents agreements]
* Do we have a E-TAG [Does this include personal use also]. As we have now.
* As per our current agreement to-date, full use by family member's.
[3] Mobile Phone.
* Do we keep the company mobile phone.
* Do we have personal use of the mobile phone.
*If no, can we keep the mobile number for our personal phone, if requested.
[4] Redundancy
* Is there redundancy available[Due to work life balance].
* We should retain currant settlement agreement.
* Change of work hours [Affecting home life and family situations].
[5] Working in the centre.
*Do we keep our status as equivalent Assessor's, when merged.
* Pay rates, conditions, etc. Do we retain current pay rate, or do we get increase if A.A.M.I Assessors are in front of us for our positions.
Posted by
163989
at
13/08/2010 10:44:42 AM
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Suncorp sent out a survey to find out how people felt before empoyee's were notified of any changes. Now we have started to see the changes they want to make there should be another survey so people have the chance to directly notify know how they feel. They want all pay bands under one. They have not shown how this will affect people on their current payband. will they go higher up the band or lower. Bet it won't be lower but higher with less room for movement.
Posted by
1045629
at
13/08/2010 1:04:16 PM
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I am completely disgusted with the changes being put forward.
Coming from Promina, we only just signed an agreement last year for three more years. Now they want to change it again. There is no way that this is going to be of any financial benefit to us.
The current Suncorp agreement is inferior to ours. Bonuses and salary increases are not as structured or favaouable. If they offer the Suncorp staff a slightly better deal overall, then it is likely that they will vote 'yes'.
As were are now a minority in overall numbers, we will be forced to accept the agreement even if we vote 'no' as only 51% 'yes' vote (of those that do vote) for the entire Group is required.
How is this fair when we are already under an agreement?
The whole thing stinks. I'm sure that Snowball will be a fat bonus if it goes through before he scoots off back to England in two years as I was informed by Senior Management that he will be doing.
Get ready for more staff resignations, angst and a general feeling of being disrespected, used to work longer hours, take on more responsibility (no pay rise) and get less benefits than what are in our existing agreement.
I do not understand how this 'company' honestly thinks that they can get away with this and hold a reputable place in the market and be an 'employer of choice'.
Who would you recommend work for this regime?
Posted by
450678
at
13/08/2010 1:25:54 PM
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How ridiculous is this proposal from Suncorp. Are we really surprised at their "bully boy" tactics....The "take it or leave it" attitude is typical of big companies these days because they think they have staff "running scared" because of the economic climate. What they fail to realise is that the very people they are treating with total disrespect are the front-line staff who keep the company afloat...the ones who constantly put in the time and effort over and above the call of duty. As an ex-Promina employee I voted against the merger with Suncorp and this is the very reason why...I'm surprised it's taken this long for the "ugly" side to be exposed. C'mon everyone....(is there anyone(other than management) out there who is actually happy with the the proposed agreement), let's fight this with FSU's help. We're not asking for anything more than a fair agreement...give us a break!!!
Posted by
454780
at
15/08/2010 5:04:54 PM
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Suncorp needs to demonstrate it lives by it's values by treating staff with honesty, courage, fairness, respect, caring and trust. Front line staff have kept this company afloat during a very rough patch - a 2% pay increase is an insult. Our 2007 Agreement fell far short of the cost of living increases during that period. Suncorp needs to show it truly cares about it's most valuable asset (staff) and offer a 4% annual increase for the next 3 years.
I will not be voting Yes to anything less than this.
Posted by
404991
at
16/08/2010 11:10:20 AM
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A lot have already been covered but here is one that directly affects me that I haven’t seen mentioned elsewhere and has the potential to reduce my Superannuation greatly.
How am I (and other Defined Benefits staff members) expected to grow my Superannuation when (if???) there are no pay rises over the next 4 years?
Defined Benefits is linked to my finishing TEC unlike normal Accumulation Funds.
I shouldn’t be prejudiced by the fact that I am on defined benefits!
If receive no pay rises over the next 4 years my understanding is that my superannuation will essentially be the same in 4 years time, in fact if any fees are charged I will most likely go backwards..........this is untenable!
As someone mentioned earlier, Suncorp staff far outweigh the rest of the voters and staff with defined Benefits is a very small component of the total but we should be considered not be outvoted by what is essentially a
'gerrymander".
Posted by
353621
at
16/08/2010 2:42:15 PM
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I use to be proud to work for a company whom had "Work life balance, TRUST, HONESTY, COURAGE, FAIRNESS, RESPECT and Caring ethics". I would refer my friends so that they could be part of such a wonderful environment…………………..now I wouldn’t embarrass myself to do such a thing.
Our Team would always go that “extra mile”, work 150%, now we are short staffed, scared to take sick days and simply cannot apply for annual leave because of the shortage. We work overtime for nothing more than purely to help our mates out, not for this company. We all now live day to day in hope we have a job to come to, we watch our backs as everyone is now protecting themselves not working as a team…………..because we have too! We cannot approach our Managers or Team Leaders anymore to ask what is happening as they have been told by “the Top” it’s a need to know basis?
We need to stand up and unite together across the board and show Management them a new meaning to “One Team Many Brands”
Posted by
2835812
at
19/08/2010 10:25:16 AM
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The latest info sheet says the minimum award wage is about $43000. On my payslip it says the annual salary for a full time sales and service assistant is $38563. What happens to those of us earning below the award and why aren't they paying us the minimum.
I have been with Suncorp for nearly 3 years. There should be a salary band that for people who do their job well they are acknowleged with a higher rate of pay than those who just start. Suncorp uses us to train new staff in branch. They are a drain on our resources until they get up to speed. Yes I know we all start this way but Suncorp should do something to hold onto their more experienced staff and acknowlege their loyalty and efforts .
Also Suncorp tried to bill me an extra $400 for one insurance policy this year. My annual payrise since last year was about $270 for the year. So I took my business elsewhere. Now when customers come in to complain about price rises I shall tell them to go elsewhere too. If they want to pay me what is essentially just appearance money then that is all the effort they will get out of me..an appearance.
On the subject of bonuses, I always get a rating of 3 and yet this year no mention of a bonus. Last year it was a miserable $600 which after tax was about $300. This barely covers the unpaid overtime we do every morning because we are not paid to set up for work in the morning (get computers running, set up cash etc)
It was pretty evident to me that Suncorp does not stand by the values it preaches. Last year I queried why a social club event started at 5-30pm on a Friday when the braches did not close until 5pm. the reply was..not all staff work in branches...yep just goes to show how little we mean to them..I thought we were the coalface and backbone of the whole operation...without us they don't have a business
Posted by
2817818
at
21/08/2010 8:14:50 AM
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has anyone sent their comments to oneteam. I am scared to do so in case they persecute me for speaking up. They will know who we are by our email address
Posted by
2817818
at
21/08/2010 8:20:28 AM
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I find it frustrating what a ridiculous situation we are currently in. Suncorp has put out basically a set of dot points on what the new agreement might look like. No detail. So we cannot tell if the absence of an item (esamples whether sick leave will be cumulative or wheter super admin and insurance fees will be covered) means that it is not in the new agreement or just it just mean that it was assumed so not mentioned? We are boxing at shadows.
This is no way to proceed dialogue. But I fear that it will be stated that employees have given feedback over a period of x weeks so things can now proceed. What needed is an open an honest discussion of what the current status of the new proposal is.
The fact that we can email askoneteam and get answers means that the details ARE already known but not being shared.
I would also encourage the negotiation team to encourage Suncorp to post all the questions and answers they have received from employees on a intranet page (suppress names of course) so people can know what is being discussed (ie just like this blog on the FSU page). A challenge for honesty and openness!
Posted by
364540
at
21/08/2010 10:03:37 AM
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In Reference to the ‘proposal for a collective agreement’
My Comment
I have worked with Suncorp for nine years now. I am a shareholder and have other investments in the company. This is my company. I want it to prosper. I work very hard in my position, many days not stopping for breakes, eating lunch as I continue to work so that our customers receive the best service I can deliver. I am proud to work for such a wonderful Australian Company. I would like to continue my career with Suncorp.
It is with some concern that I make this comment. The ‘proposal for a collective agreement’ put forward falls short of my expectations. Personally I am finding it more and more difficult to cope with the cost of living.
As I devote myself to being the best I can at work, I would expect some consideration in remuneration. I will make only two points here.
1. Arguably a decent wage linked to the increase in the CPI is fair.
2. Weekend work is worth something.
I urge all concerned employees to have your say before it is too late.
Thank you for your consideration.
Posted by
2836224
at
23/08/2010 7:26:25 PM
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Suncorp should be prepared to spend a lot of time and effort on this new agreement as they are going to spend a lot of time and effort putting it to the vote. We employee's are happy to keep voting no until we are offered something to vote yes to.
Posted by
351748
at
25/08/2010 4:06:39 PM
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have sent this to the one team..
I am writing this to establish some answers to the Suncorp Proposal on the Enterprise Agreement.
I am with AAMI and from the proposal it seems we will be disadvantaged on almost every proposal.
Yes 95% of people surveyed wanted consistent terms across the board, but NOT TO PICK THE LOWEST LEVEL OF EACH BRAND AND OFFER THAT!!
It advises the “One Team” has been listening to our views about employee arrangements – but obviously not HEARING US!
The current proposal advises MORE work hours – very conducive to home life there....
Our current Personal leave will reduce from 12 days to 10 days.... NOWHERE does it mention if this leave ACCRUES???? Does that mean that we are allowed 10 days Leave and if not taken in that year then you lose it??? If this is the case what is that encouraging? Constant taking of that leave that is what it encourages.
I would like it confirmed if this leave accrues or not..as nobody seems sure on this.
Access to pro rata Long Service Leave after 7 years... my award is currently 5 years and I have already used some, does that mean I will have to pay you back??
Compassionate leave goes DOWN from 5 days currently to 3 days... very sympathetic proposal in view that this time is used to grieve the loss of a loved one.
Our Company contribution to our super which is currently 9.5% will decrease to 9.00% under your offer so ultimately we could outlive our superannuation.
Also on the pay offer for base employees -
Suncorp are apparently offering a pool of 4% in 2011 and 4% in 2012, with this pool reduced to 3.5% in 2013 and 3.5% in 2014. So that means we have no certainty over how much of this pool we will receive. It sounds like it will depend on “manager’s discretion” who is to say what that could be and if we receive any of the pool at all once it has been allocated to the top end staff.
Do we not deserve to know what we will be getting, it is uncertainty that breeds dissention. There are no guarantees of a pay increase here at all.
The list goes on and on with the fact that Suncorp appear to be trying to offer the lowest awards possible to keep that Net Profit of $780 million increasing..... but at what cost to us??
We were obviously confused when we thought the people who attended out sites to ask about what was important to us were actually interested in what we had to say.
It appears they only heard one thing.... people wanted awards to be consistent, YES BUT NOT TO OUR DETRIMENT, Awards are supposed to increase our working life not make it harder.
Most companies realise that their staff is their biggest asset!!! And strive to keep that asset not to destroy moral and lose staff by offering a pittance.
Very very disappointing..
Posted by
2836006
at
26/08/2010 12:07:01 PM
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Just had a read of our CEO’s latest email and his last paragraph or should I say his last sentence is a bit hypocritical. We are ALREADY delivering, that is why we have made Suncorp $780 Millon in profit even with the 2 major hail storms.
Suncorp’s Proposal Offer of 20% LESS pay for Queenslanders than our southern counterparts, taking days away from parental leave and compassionate leave. Charging us 3% superannuation if the bill comes through is not DELIVERING.
I think Patrick really needs to have a look at what he is writing and instead of talking the talk, walk the walk. That IS a SUNCORP VALUE isn’t it.
Words from our CEO “Patrick Snowball”
We have within our ability the potential to create a truly great company. I believe this is achievable. But it’s only achievable if we all pull together and really start to deliver.
Patrick
Posted by
2819847
at
27/08/2010 1:11:30 PM
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Comment submitted via email to FSU:
Why does the claim that Suncorp have put forward not give a guaranteed pay increase that reflects CPI and also the claim in re-deployment pool why has Suncorp gone away from like for like jobs which might mean that you did work in total loss dept. but now you have been offered a job in the call centre which you do not want is definitely not like for like but under the claim put forward because you have the skill set that is all you get instead of a redundancy even though the actual tasks of this “new” role are not where near the “tasks” of the old role.
Your claim as it stands now – I will be voting no.
Posted by
lshingles
at
27/08/2010 1:23:46 PM
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Suncorp proposal is a sham. Having just announced their grand vision for Commercial Ins to write $3.2b worth of premium in their 20/20 vision, which can only be achieved by a dedicated hard working employee force, they then have the gall to put this up & call it a fair & equitable agreement for all!
The opportrunity existed for Suncorp to create a really purposeful & market leading CBA however they have chosen not too & the employees will be the poorer.
Suncorp- your current claim or proposal or whatever you tag it, is nowhere near good enough & i will be voting no.
nb: this proposal in market terms will be rated as "average"...when we head hunted Patrick as our CEO did we do so offering an "average" package?
Posted by
350169
at
27/08/2010 2:38:05 PM
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One company many brands and a lot of lot of unhappy Staff - Is this really what suncorp wants to be known for amongst our competitors .
The brand name of Suncorp is already Queensland icon and has been delivering for many years . The proposal put forward by Suncorp is unacceptable, what they are asking is that the employee's accept this offer to make up for the bad business decisions and losses that where made last year . In 4 years time it will be a hand shake for Mr Snowball a big payout and a see you later, You and I will still be here strugling to make ends meet . Shame on you Suncorp
Posted by
2836026
at
27/08/2010 4:50:57 PM
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One Company Many Brands
Listening to our employees????????
I am not convinced.
So far this proposal has reduced the benefits that we have currently – contrary to what we (myself and my colleagues) discussed at the One Team Meeting.
It has left many questions, created uncertainty and demonstrated the true lack of regard that this One Company holds for the backbone of the business – Its staff.
Suncorp values – Honesty, Courage, Fairness, Caring & Trust
So far this proposal has fallen down on a number of these values – disappointing for a company that prides itself on its values.
Reducing employee’s current benefits is hardly fair & equitable, is not caring & certainly does not treat them with respect. So far all it has done is erode trust.
Many of the Brands within this company have over the years been working profitably under far better agreements. Why do the standards have to fall?
Surely it is not too much to ask that we at least keep the same standards or better, thus ensuring an agreeable work life balance and making the company we work for one that people want to work for. Not one that people are forced to leave due to unacceptable working conditions or an inability to maintain their current standard of living.
I think that one agreement across the board and being able to move freely between the brands is a good idea. But I do not believe that people should suffer under a poor agreement for that to happen.
Longer working hours - disrupt work life balance and reduce the amount of time people get to spend with family and loved ones.
Personal/Carers Leave - cut to 10 days with 2 flexible days.
Our Current agreement is 8 days for 1st year, 10 days for 2nd year & 12 days for 3 years and over.
This leave accumulates in the leave bank for use when needed.
10 days per year is less than we get now for staff over 3 years of service and my understanding is that it will not accumulate.
Therefore fostering the use it or lose it attitude.
There is no peace of mind that if you do become very ill or have an accident and cannot attend work for more than 2 weeks that you will be able to keep up with the bills or put food on the table or even keep your job.
I feel the current agreement that AAMI have is far more acceptable & reasonable.
Long Service Leave - Access after seven years
What happens to the people who under the AAMI agreement have had access to theirs after 5 years of service and have taken some of those hours?
Compassionate leave - reduced to 3 days. Not very compassionate
AAMI currently have 5 days - this is far more reasonable, particularly for those who have to travel interstate or even international.
The loss of a loved one is stressful enough - people need time to grieve.
Comparable Position - What is a comparable position?
We need clarification as to what this means. Some peace of mind that our idea of a comparable position and Suncorps idea of a comparable position are the same. For example someone who works in a Branch environment on the same set hours per day is not going to find a position in a call centre on a rotational roster at all comparable to their current position.
Across the AAMI Brand the role of the branch officer has been reclassified from Motor Claims to Retail - Is this related to the future of comparable position for Suncorp to broaden their availability of comparable position for redeploying staff? Are redeployed staff subject to the same probationary periods as new staff? What happens to staff if in their new role they don’t work out?
Guaranteed Pay Increase - the current proposal is ludicrous and would mean staff pay going backwards. How is this supposed to keep up with the cost of living?
A guaranteed in crease of 4% per year is not unreasonable and will at least stay close to CPI increases. Staff incentives/bonuses should be kept separate from this, be based on a set of criteria & not solely at the discretion of your manager. After all not everyone is able to remain objective particularly when personalities clash.
Paid Parental Leave - 9 weeks for the first 3 years and 12 weeks from there on.
I think this is great. After all which new mum is really going to be up to leaving a few week old baby at home and going back to full time work.
Many parents these days simply cannot afford to take any extra time off or go to part time and have no choice but to go back to full time work straight away.
Not exactly safe on our roads or fully functional in the office on a few hours of interrupted sleep per night.
Independent Umpire???? - I have seen nothing about an independent umpire/external disputes resolution process being available to staff should there be a dispute of any sort. Particularly regarding reasonable workloads, achievable targets and staff incentives.
I think not having an independent umpire to go to should a dispute arise is plain irresponsible and shows a lack of respect and concern for staff welfare. Leaving the door open for bullying tactics and condoning oppression.
Loyalty Program - There is no mention of a loyalty program in this proposal. AAMI have a very good loyalty program included in their agreement. I would like to see something like the loyalty program in the AAMI agreement in this one. It is important to staff that the company recognise their years of service with these sort of incentives.
One Team asked for our feedback and honest opinions on the proposed agreement.
The proposed agreement as it stands would get a resounding NO VOTE from me. I feel that what we have seen so far is completely unacceptable.
Posted by
2835864
at
27/08/2010 8:10:17 PM
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“”””After discussing with my work colleagues the pathetic offer made so far by Suncorp.
We agree that the conditions included mean that we will be going backwards in every way.
We had hoped that after much effort by staff we would be rewarded by a decent agreement offer to almost catch up with comparable employees of other organisations.
As usual we continue to be disappointed. “”””
Posted by
169586
at
31/08/2010 11:16:03 AM
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can someone please verify that sick leave will no longer accumulate under this new agreement. if that is the case I shall be taking every single sick day and I will no longer dope my kids up with panadol and leave them home alone. I only allow my sick leave to accumulate in case of a real emergency like broken bones or something serious like a car accident. I have been with Suncorp for 3 years and I have only taken 3 days sick leave. The stress of this is making me ill...too ill to go to work
Posted by
2817818
at
6/09/2010 4:23:23 PM
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I have a number of concerns regarding the Proposed Enterprise agreement.
The information that I have been given states that Suncorp are not offering guaranteed pay increases for the lower pay bands.
This is not fair and cannot keep up with the cost of living. How can such a large company that has an enormous profit margin and supposedly prides itself on certain core values conscionably offer no guarantees to their staff.
Any offer less than a 4% guaranteed pay increase per year for ALL STAFF is not acceptable.
Penalty Rates for Saturday – should at least meet the industry standard – anything blow that is not fair to those who give up their weekends to work outside sociable hours.
Independent Umpire – surely it is not too much to ask to have the availability of an independent arbitrator in the event that a dispute arises that cannot be settled by any internal process. This has potential benefits to both staff and the company.
Staff deserve to have some certainty and security that they have avenues outside of the company if required. This would also demonstrate that the company is showing a willingness to be fair and transparent in its handling of disputes resolution.
Posted by
2835864
at
6/09/2010 7:05:39 PM
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This was sent to the ONE TEAM
I am not happy with the first proposal that has come out 1 week after we had a ONE TEAM MEETING
There isn’t anything in the proposal that we spoke about on the night.
It very much surprises me that all employees are losing benefits that they have earned over the years with the companies that they have worked for prior to coming under the Suncorp Banner
Sick leave has gone backwards
Superannuation contributions have gone backwards.
Lose of penalties for those that work on Saturdays
Long Service leave now after 7 years.
Bereavement Leave has gone backwards - Shame on you at a time of sadness and heartache
2% payrise well below CPI
Gee Suncorp can’t get the pay system to work
How do you think you will get this to go through if you don’t listen to the employees.
Please have a long hard look at what the employees spoke about at the
ONE TEAM MEETINGS and then put forward a positive proposal.
In life we all have values and at work we work use those values but Suncorp has forgotten all about them
“CARING, HONESTY, TRUST, FAIRNESS and RESPECT”
“Not Happy Jan”
Posted by
364707
at
7/09/2010 3:55:14 AM
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That SUNCORP is an aboriginal word meaning 'management chaos' is probably an urban myth. Still, staff who have experienced the ongoing payroll fiasco, large scale indiscriminate retrenchment of highly skilled Promina staff, the indecisiveness of a public service style 'meeting culture', the churn in senior HR staff (3 GMs in 12 months), the cronyism in appointments and the invisibility of CEO Patrick Snowball could be forgiven for believing it! Now we have this disaster of an enterprise bargaining process. What a disgrace! Being rammed through with staff being kept in the dark about who the bargaining reps are and what the actual detail of the offer is. What is on the table at the moment takes away benefits at every level. It seems Suncorp is playing poker and keeping their winning 'last hand' until last. What a way to build a trusting culture and whatever 'one company many brands means'. Not that Patrick Snowball cares. He will leave the mess of his functional model behind him when he leaves in 2 years No wonder there is so much ill feeling about it all. I will be voting NO
Posted by
2838638
at
9/09/2010 8:18:02 AM
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