During recent enterprise agreement negotiations IAG have confirmed they are seeking to keep the current pay system which is market and performance based.

The current IAG pay system gives managers a high level of discretion in deciding if employees get pay increases. IAG staff have told the FSU that the complex market and performance based system lacks transparency as staff are largely unaware of how increases are determined as they are not given access to information about the various pay scales.

The FSU surveyed staff at IAG and formulated a pay claim based on feedback from IAG employees. Our claim is for a fair and transparent system that rewards performance and provides security for all staff who contribute to the success and profitability of IAG.

IAG employee Sue Beck who works as a Customer Service Consultant in NSW puts it best; “I really like my job and wish the company in return would ensure staff can make ends meet with inflation increases”.

What’s the difference between the FSU pay claim and the IAG pay system?

FSU Pay Claim for 2011 IAG Enterprise Agreement:

• A guaranteed 4% annual salary increase which keeps all employees up with cost of living increases.
• Reward performance of high achieving employees.

IAG pay claim for 2011 IAG Enterprise Agreement:

• Salary reviews based on internal and external factors including individual performance, market movements in the salary range
  for the job classification, time elapsed since last salary increase, budget and IAG’s financial performance.
• Committed to rewarding performance.

How you can support the FSU campaign for fairer and
more transparent pay at IAG:

• Participate in FSU pay campaign activities currently taking place in your workplace.
• Add your pay story to the FSU pay blog A word with Wendy
• Join the FSU