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Insulting. Disappointing. Unacceptable.

These are just a few words that members have used to describe the recent pay offer tabled by BOQ during negotiations for our new BOQ Enterprise Agreement.

If you haven’t seen it, here it is:

A snap poll of those who came to our meetings last week told us that over 80% would vote against this offer if it was put to a ballot of workers.

This isn’t surprising given the increased cost-of-living pressures we are all feeling.

What makes this even more inadequate is that over the past four years, our wages have gone backwards by between -4.45% and -18.7% compared with inflation.

Need more reasons not to love BOQ’s offer? Take a look at the status of our claims and other changes proposed by BOQ here.

BOQ is also still refusing to:

• commit to no further outsourcing, offshoring, or branch closures.
• provide guarantees that the in-office attendance mandate won’t change.
• provide real additional flexible work options.

It’s time to send BOQ CEO Rod Finch a clear message: workers are feeling the pinch and will not accept the offer as it currently stands.

Will you commit to vote ‘no’ and reject management’s proposed Agreement if they don’t improve their offer?

Your details and responses will remain confidential, but will help us show BOQ management that employees are prepared to do what’s necessary to get a fair deal.

Commit to vote ‘no’ and send Mr Finch a message he cannot ignore.

An update on our CapGemini Dispute

We have now settled our dispute with Bank of Queensland regarding the CapGemini redundancies.

Our dispute has resulted in some improvements to consultation processes, as well as some additional protections in our Enterprise Agreement for workers who are made redundant. Here’s what we won:

• Recognition from BOQ of the need to communicate where appropriate about plans, and to consider broader consultation beyond those who are directly impacted.
• Redeployment period extended by four weeks where employees request it.
• BOQ will take steps to enable employees to adapt to new technology, including undertaking training.
• Retrenchment will be a last resort and only after considering other measures such as natural attrition, ending fixed-term contracts, contractors and casual engagement.
• BOQ will seek expressions of interest from impacted workers about their priorities, including voluntary redundancies.