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Westpac

With the current Westpac Group Enterprise Agreement due to expire on 31 December 2018, the FSU and Westpac will commence negotiations for a new Enterprise Agreement (EA) in July.

This round of negotiations comes at a critical time for Westpac workers and more broadly our industry. At a time when there is increased scrutiny on workplace culture, conduct and pay structures through the Royal commission hearings we have a unique opportunity to lead the way on changes required to re-gain the trust and confidence of customers and our community.
 
We are also facing the challenges of a rapidly changing work environment and practices due to digital disruption and technology advances.
 
It is vital that we respond to the challenges we face together by campaigning for a new EA that ensures the work Westpac Group workers do today and into the future is Valued, Secure and Fair.


 

Results Are In - 90% Vote Yes!
Westpac Group Workers Secure Three Years of Pay Increases 

The official results of the ballot for a new Westpac Group Enterprise Agreement are in, with 90% of employees who voted, voting Yes to support the agreement.

This means that pay increases for the next three years are locked in for Westpac Group staff. Employees who are eligible to receive a fixed pay increase as negotiated in this agreement, will receive it in the first full pay period in January as outlined below:

  • A 3.25% fixed pay increase for staff earning up to $82,500;
     
  • A minimum 2.25% fixed pay increase (with discretion for more), for staff earning between $82,501 and $106,500;
     
  • A 2% annual pool of funds to be spent on fixed pay increases for staff earning between $106,501 and $160,000. The pool of funds will be distributed based on remuneration review;

 

The Agreement will be lodged with Fair Work Commission for final approval.  It contains a list of additional improvements such as:

  • Introduction of a Future of Work Role;
     
  • Twenty (20) days paid leave for staff experiencing domestic and family violence;
     
  • Extending RRR, procedural fairness and allowances clauses to wealth employees;
     
  • An increase in compassionate leave from 2 days per occasion to 3 days per occasion;
  • Introduction of a casual conversion clause;
     
  • An increase in paid parental leave for support carers from 2 weeks to 3 weeks.

 

Congratulations to everyone who participated throughout the campaign to ensure key issues of pay, job security and fairness were addressed.

 


Vote Now! Westpac Group Staff voting Open to Secure Industry Leading Pay Increases

Friday, 26 October 2018

The FSU National Councils in Westpac and StGeorge/BankSA/BOM have endorsed the final outcome of negotiations for a new Enterprise Agreement covering the Westpac Group. The Councils, comprising FSU members from around the country voted to endorse the proposals in the ballot of all effected staff that is now underway.

The proposed new enterprise agreement has a range of improvements and industry leading conditions. The improvements include:

  • A 3.25% fixed pay increase in 2019,2020 and 2021, for staff earning up to $82,500;
     
  • A minimum 2.25% fixed pay increase in 2019, 2020, and 2021,(with discretion for more), for staff earning between $82,501 and $106,500;
     
  • A 2% annual pool of funds to be spent on fixed pay increases for staff earning between $106,501 and $160,000. The pool of funds will be distributed based on remuneration review;
     
  • Introduction of a Future of Work Role;
     
  • Twenty (20) days paid leave for staff experiencing domestic and family violence;
     
  • Extending RRR, procedural fairness and allowances clauses to wealth employees;
     
  • An increase in compassionate leave from 2 days per occasion to 3 days per occasion;
  • An increase in paid parental leave for support carers from 2 weeks to 3 weeks;
     
  • A commitment to removing Leader boards and introducing ‘performance dashboards’, that are consistent with principles outlined in the Sedgwick Recommendations, and to change reporting systems to ensure that employees only see information about their own results;
     
  • Introduction of a casual conversion clause.
     

Vote to Secure Your Pay Increases

A staff ballot will be conducted by independent company Corpvote, who will send out instructions on the voting process. The ballot will open at 6.00am AEDT Friday 26 October and close at 8.00pm AEDT Thursday 1 November.

If a majority of staff who votes, vote “Yes” all the improvements we have campaigned together for will become a reality. We will secure our conditions and pay increases for the next three years.

If you have not received any information from CorpVote, email support@corpvote.com.au or ring 1300 147 797.

 


NEGOTIATIONS BREAKTHROUGH!

Westpac improves offer in response to FSU member feedback and “We Deserve Better” workplace activity.

During August and September, FSU members provided feedback on improvements needed following Westpac’s initial proposal. Thousands of members participated in “We Deserve Better” workplace activities calling on Westpac to improve its offer and to match the key elements of FSU’s claim for Fairness, Security and to be Valued.

After tabling FSU member feedback, Westpac have moved on key outstanding issues of pay, performance objectives and comparability. Your feedback and activity were critical in reaching the final outcome –  congratulations to everyone involved.

 

Tier 3 Pay

Westpac has proposed no change to their approach to Tier 3 pay. The FSU understands that cost of living pressures are the same for all workers and is committed to continuing the fight with our members to change this unfair system.

Industry Leading Conditions

The proposed new enterprise agreement has industry leading conditions that value employees’ contributions, and deliver secure jobs which address the challenges that members are facing today and tomorrow.

Together we have achieved:

  • Introduction of a Future of Work Role;
     
  • 20 days paid leave for staff experiencing family and domestic violence;
     
  • Introduction of a casual conversion clause;
     
  • Maintained part time loadings;
     
  • An increase in compassionate leave from 2 days per occasion to 3 days per occasion;
     
  • Extending RRR, procedural fairness and allowances clauses to wealth employees;
     
  • An increase in paid parental leave for support carers from 2 weeks to 3 weeks;
     
  • A commitment to removing Leader boards and introducing ‘performance dashboards’, that are consistent with principles outlined in the Sedgwick Recommendations, and to change reporting systems to ensure that employees only see information about their own results;
     
  • A commitment to establish joins FSU and Westpac working groups, Gender Pay Equity and RRR, Consultation, Future of Work.

 

Next Steps

The FSU National Enterprise Councils in Westpac and St George / BankSA have endorsed the final outcome of negotiations for a new Enterprise Agreement covering the Westpac Group.

FSU report back meetings will be held across Westpac, St George, BankSA, BT and Bank of Melbourne workplaces over the next few weeks. This is your opportunity to hear firsthand the details of the “in-principle“ agreement. Look out for a meeting near you to attend and make sure your workplace is represented.

An all employee ballot will be held from Friday 26 October to Thursday 1 November 2018.  The ballot will be conducted by independent company, CorpVote, who will send instructions and details on the voting process closer to the ballot opening.


WE DESERVE BETTER!

14 September 2018

Download the FSU Flag "We Deserve Better"' HERE, print it out and display it in your workplace. Together, we can WIN.

 


 

Westpac’s Current Enterprise Agreement Offer Falls Short

Tuesday, 24 July 2018

Negotiations are underway between FSU and Westpac for a new Westpac Group Enterprise Agreement.

Westpac’s current proposal fails to address staff’s expectations on key issues of pay, job security, workplace culture, and fairness.

Here is the FSU assessment of Westpac’s current offer:

Valued

Failing to guarantee tier 3 staff (earning between $106 501 and $160 000) a fixed pay increase in the EA is failing to deal with conflicted pay models, which undermines trust and confidence.

Offering just 2% to tier 2 staff (earning between $82,501 and $106,500) is inadequate.

Behaviour ratings need to be able to be disputed on a quarterly basis.

No increase to super over the life of the agreement will leave staff short in retirement.

Secure

The Future of Work Role and Westpac Institute are good initiatives but require more details.

Any changes to the definition of comparability without protections for workers risks workers being forced into jobs without any choice as they endeavor to fairly transition to jobs of the future.

Denying BT workers the same Redeployment, Redundancy and Retrenchment rights, as other staff is unfair.

 

Fair

An increase to 20 days Domestic Violence leave for staff experiencing domestic and family violence is industry-leading and welcomed.

Attacking the loadings for additional part time hours worked at short notice shows a lack of respect for staff by providing greater flexibility for customers at the expense of workers, and is unacceptable.

A range of new stuff like ‘Sorry Business’ leave and Australian Defence Force leave is welcome.

Removing the call for volunteers 8 weeks before a public holiday in some circumstances based on rostering requirements is not good enough – a more transparent process is required.

Changes to notice requirements for ceasing night, early morning or weekend work as part of ordinary hours should not mean an employee bears the responsibility to find a suitable replacement.

Let us know what you think of Westpac’s current offer by emailing your feedback to
wbccampaigns@fsunion.org.au

Not a member yet? Want to be part of the movement building a better finance sector?
Join online today.

 


 

Members Endorse FSU Claim

4 July 2018

Members Endorse FSU Claim for New Westpac Group Enterprise Agreement

Over the last month FSU members across the country attended workplace meetings to hear and discuss the details of the FSU claim for a new Westpac Group Enterprise Agreement.  Members overwhelmingly voted to endorse the claim, identifying pay, job security, workplace culture and conduct as key issues to be addressed in negotiations.

FSU Team Presents Claim to Westpac


On 3 July the FSU Negotiation Team – comprised of Westpac National Enterprise Council Deputy President Sacha Hammersley, St George National Enterprise Council President Susanne Pearce, and FSU Officials Joanne Nava and Lien Sutherland – presented the FSU members’ claim to Westpac.

Next Steps

Negotiations will continue: Westpac are due to provide their proposals for a new Westpac Group Enterprise Agreement to the FSU Negotiation Team over the coming days.

Look out for updates on negotiations as progress is made over the coming weeks.

 


Westpac Group - Results are in!

A union survey of more than 3000 staff across Westpac Group shows pay, job security, workplace culture and conduct as priority issues in a new Westpac Group Enterprise Agreement.

A series of meetings have been held over recent weeks to hear the full details of the FSU Claim.
 
 
The survey results have been incorporated into the FSU Claim document, which was endorsed by a vote of FSU members. 
 
Not a member yet? Join now to have your say at HERE

The FSU National Councils in Westpac and StGeorge/BankSA/BOM have endorsed the final outcome of negotiations for a new Enterprise Agreement covering the Westpac Group. The Councils, comprising FSU members from around the country voted to endorse the proposals in the ballot of all effected staff that is now underway.

The proposed new enterprise agreement has a range of improvements and industry leading conditions. The improvements include:

  • A 3.25% fixed pay increase in 2019,2020 and 2021, for staff earning up to $82,500;
     
  • A minimum 2.25% fixed pay increase in 2019, 2020, and 2021,(with discretion for more), for staff earning between $82,501 and $106,500;
     
  • A 2% annual pool of funds to be spent on fixed pay increases for staff earning between $106,501 and $160,000. The pool of funds will be distributed based on remuneration review;
     
  • Introduction of a Future of Work Role;
     
  • Twenty (20) days paid leave for staff experiencing domestic and family violence;
     
  • Extending RRR, procedural fairness and allowances clauses to wealth employees;
     
  • An increase in compassionate leave from 2 days per occasion to 3 days per occasion;
  • An increase in paid parental leave for support carers from 2 weeks to 3 weeks;
     
  • A commitment to removing Leader boards and introducing ‘performance dashboards’, that are consistent with principles outlined in the Sedgwick Recommendations, and to change reporting systems to ensure that employees only see information about their own results;
     
  • Introduction of a casual conversion clause.
     

Vote to Secure Your Pay Increases

A staff ballot will be conducted by independent company Corpvote, who will send out instructions on the voting process. The ballot will open at 6.00am AEDT Friday 26 October and close at 8.00pm AEDT Thursday 1 November.

If a majority of staff who votes, vote “Yes” all the improvements we have campaigned together for will become a reality. We will secure our conditions and pay increases for the next three years.

If you have not received any information from CorpVote, email support@corpvote.com.au or ring 1300 147 797.

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