FSU Log of Claims for our new EA at CBA

What members most want to achieve in these negotiations

Your FSU Team will be pursuing an ambitious agenda of improvements to pay and conditions during enterprise bargaining negotiations. Check out the details on this page, and add your support here.

Strong endorsement from CBA employees builds a powerful bargaining position for our new EA at CBA.

. Click each topic to read more:

Industry Leading Pay and Super 

Safe Workloads and Staffing Levels

Secure Jobs

Improved Work/Life Balance

Progressive Leave Entitlements

Better Access to Training

Improved Consultation and Representation


Industry Leading Pay and Super

  • Industry leading pay and increases that ensure wages stay ahead of cost-of-living increases
  • Guaranteed, consistent, across the board, pay increases reflecting the valuable contribution of all employees
  • Retrospective pay increase back paid to July 2022 to compensate for below inflation increase
  • Allowances to increase aligned with pay increases
  • Improved pay transparency including providing information to employees about pay market and publishing actual pay bands
  • Increase superannuation contributions to support a dignified retirement for employees
  • Industry superannuation fund nomination to address CBAs mismanagement of members retirement funds
  • Uncapped and unconditional superannuation payments on periods of unpaid Parental Leave


Safe Workloads and Staffing Levels

  • Maintain safe staffing levels that meet workload demands
  • Ensuring that workloads are manageable and achievable within working hours
  • Introduce a step-by-step process for the filling of permanent vacancies to ensure employees are not subjected to unreasonable workloads


Secure Jobs

  • No further work performed by CBA employees in Australia will be outsourced or offshored
  • Where work is already outsourced, CBA will provide wages parity with employees covered by this agreement
  • No forced redundancies over the life of the agreement
  • No net reduction in retail branches across the network
  • Minimum 4 week notice period for change of work location
  • A redundant employee can only be redeployed into a role that is at the same level or above their current level
  • Increase retraining payment to $5,000 where an employee is unable to be redeployed


Improved Work/Life Balance

  • The formation of a committee to discuss and establish a trial of a 30-hour working week
  • Employees must be assured their right to disconnect at the conclusion of their working day
  • Introduce a Tea Break Penalty where tea breaks are unable to be taken providing employees with a 200% loading for the remainder of their shift or until the break is taken
  • Provide additional 22.8 hours ‘Life Leave’ to all employees regardless of annual leave usage or balance
  • Increase the eligibility for more employees to access Rostered Days Off


Progressive Leave Entitlements

  • 26 weeks of paid parental leave to all employees regardless of their gender or role in the family available from first day of employment
  • Aboriginal and Torres Strait Islander cultural observance leave and an enforceable First Nations employment target
  • Improved Gender Affirmation rights and leave
  • Access to unlimited paid Domestic and Family Violence leave
  • Religious and cultural observance leave for employees with diverse backgrounds
  • Introduction of Menstrual and Menopause leave


Better Access to Training

  • All training and e-learning to be rostered in paid time and factored into staffing arrangements
  • Mandatory Mental Health and Wellbeing training to include psychosocial hazards
  • Mental Health First Aid training
  • Training in dealing with disgruntled and aggressive customers


Improved Consultation and Representation

  • Consultation to occur before a definite decision has been made to provide a real opportunity to influence the decision
  • Introduction of status quo clause where parties are unable to agree on a matter in dispute
  • The right for arbitration on any matter in dispute
  • New employees to be provided with FSU membership form and 30-minutes paid time for an in-person FSU induction
  • Information about new employees provided to FSU for purposes of arranging in person induction
  • One hour paid time off per month for FSU representatives for purposes of meeting with FSU official (factored into staffing plans and without affecting reasonable paid time provision)
  • Access to noticeboard space at each level, department, worksite for FSU materials
  • Update of honorary official positions within Industrial Leave provision to reflect new FSU rules

 

FSU will continue to seek ongoing feedback and input from members. We reserve the right to raise additional claims during bargaining, including any other clauses required to give effect to this claim and to ensure that the Enterprise Agreement is compliant with relevant legislation.

This is our vision for what a Brighter Future for CBA Employees could look like. When workers stand strong together, they can achieve great outcomes.

If you are not a member of the FSU, join today!

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We are Stronger Together


In Enterprise Bargaining at other employers, we won better pay conditions for each other that we've enjoyed to this day. We couldn't have done it alone, and we can only imagine what we can achieve if we were all represented in our union.

The first step to improving working conditions into our future and ensuring that CBA is a great place to work, is always to join our union. We are stronger together.

Become a member today