Following months of negotiations, and FSU members’ overwhelming NO vote to reject BOQ’s first draft Agreement, we have now reached an Agreement in Principle. Your BOQ Union Representatives recommend voting YES for this improved offer.
This page summarises the key elements of our new draft BOQ Enterprise Agreement. For more comprehensive detail, we encourage you to review the Agreement.
If you have any further questions please email us at fsuinfo@fsunion.org.au or contact FSU Organiser Gavin Scott on 0438 596 472
Increased Scope
- The Agreement will extend to cover all BOQ employees, up to but not including the roles ‘Head of’, General Manager, Group Executive or equivalent and above.
- This means that approximately 1500 more employees will now be covered by the BOQ EA and will benefit from these improved conditions achieved through collective bargaining.
Duration
- The Agreement is for a three year term
Pay
- Improved pay increase of 4.75% for Year 1 (for those earning up to $120,000) – backdated to 1 September 2022
- Guaranteed pay increase for all employees earning up to $150,000
| Year 1: Salary Band and Range | Effective date 1 September 2022 |
|
| Band 1 | <= $90,000 | 4.75% |
| Band 2 | > $90,000 & <= $120,000 | |
| Band 3 | > $120,000 & <= $150,000 | 2% (+ Rem Review) |
| Band 4 | > $150,000 | 0% (+ Rem Review) |
| Year 2: Salary Band and Range | Effective date 1 September 2023 |
|
| Band 1 | <= $94,275 | 3.5% |
| Band 2 | > $94,275 & <= $125,700 | 3% (+ Rem Review) |
| Band 3 | > $125,700 & <= $153,000 | 1.5% (+ Rem Review) |
| Band 4 | > $153,000 | 0% (+ Rem Review) |
| Year 3: Salary Band and Range | Effective date 1 September 2024 |
|
| Band 1 | <= $97,575 | 3% |
| Band 2 | > $97,575 & <= $129,471 | 2.5% (+ Rem Review) |
| Band 3 | > $129,471 & <= $155,295 | 1% (+ Rem Review) |
| Band 4 | > $155,295 | 0% (+ Rem Review) |
Redundancy
- Preservation of redundancy entitlements for ME Heritage Staff
Work / Life Balance
- Improved working from home / hybrid working rights
- Enshrined right to disconnect (making it clear to you and your manager that you have the right to disconnect at the conclusion of your working day)
- RDOs and Flexible Days off remain for Heritage ME Staff
Hours, Workload and Training
- Overtime payable to those earning up to $95K except Team Leaders and Group Tech Roles earning up to $105K (thresholds increasing each year)
- For staff not eligible for overtime, additional hours without approval will be capped at 45 hours a week. If you work more than 45 hours a week, you will be paid overtime at the Award Rate
- Break times for phone based shift workers increased from 10 to 15 minutes
- Workload relief and staffing clauses
- Training and development clauses
Leave Entitlements
- Personal leave of 10 days per year
- Three days ‘special leave’
- Loading rolled into base pay
- Paid parental leave of up to 16 weeks for Primary care giver and 4 weeks for Secondary care giver
- Gender Affirmation leave of up to 6 weeks paid leave and 12 months unpaid
- Family and Domestic Violence leave of up to 15 days paid leave
- Cultural Leave of one days paid leave
- Aboriginal and Torres Strait Islander leave of 3 days paid per year and up to 5 days unpaid
- Proposed forced taking of Long Service leave has been dropped
Consultation and Union Rights
- Commitment to Trade Union rights across the BOQ Group
- Establishment of a ‘Joint Consultative Group’ consisting of FSU and BOQ representatives – ensuring your voice is heard!
- Within first 12 months of the Agreement, the JCG to consider the removal of Primary and Secondary carer status for parental leave