MyState is pushing ahead with their latest dud offer 2.0 for our new Enterprise Agreement. It does not have the support of our union or bargaining team and we strongly urge you to vote ‘no’.
The ballot will open from Monday 24 November to Thursday 27 November.
The below information outlines what is (and isn’t) in MyState’s proposed offer, as well as further context around management’s disappointing approach to negotiations to date.
Scroll down to also read our FAQs regarding MyState’s proposed stream A/B arrangement (which would apply to employees on bands D/E).
Why has MyState refused to backdate wage increases?
We can only assume this is their retaliatory response to the first ballot result, where we rejected their offer. MyState previously offered backpay to 1 July 2025, demonstrating that this is possible.
Did the FSU and bargaining team shift their stance on backpay and how did MyState respond?
Yes, we proposed a concessionary position of back pay from 1 October 2025. MyState refused this offer.
Why is MyState proposing a pay rise from the date of a ‘yes’ vote?
We assume this is management’s attempt to pressure workers to accept their dud offer 2.0.
Why should I care about long service leave and redundancy payments being reduced for new starters?
MyState is proposing to reduce these payments for new starters but ‘grandfather’ or ‘grandparent’ them for existing staff (meaning you continue to receive your current entitlements). This proposal should be a concern to everyone as it creates two classes of employee entitlements and represents a threat to your enhanced entitlements in future negotiations.
How does the proposed Enterprise Agreement help me if I do not agree with my pay or classification?
It doesn’t. We proposed inserting a pay dispute clause into the Enterprise Agreement. MyState refused.
How does the proposed Enterprise Agreement protect our current work from home arrangements?
It doesn’t. MyState could change its policy at their whim, as it’s not protected by our Agreement. We have already seen their initial proposal to have you work in the office a minimum of four days per week (which we successfully fought against).
How does the proposed Enterprise Agreement help with staffing and workload issues?
It doesn’t. We presented a clause that proposed to deal with these issues by recruiting for vacancies as soon as practicable, as well as giving you the opportunity to request a review of staffing levels if you believed there were ongoing insufficient staff. MyState refused.
What happened to wellness days?
Auswide staff previously received four wellness days per year until MyState removed this benefit. These leave days did not accumulate and could be used for whatever purpose the employee wanted in addition to annual leave and sick leave.
The FSU and bargaining team sought to have these introduced for all staff, making numerous proposals including a tapering arrangement, and even a reduction in the total amount.
Rather than improving the leave entitlement overall, MyState responded by attempting to cut the number of personal leave days and trading for wellness days. Our last proposal sought to introduce just one wellness day. MyState refused.
What are the proposed changes to parental leave?
MyState currently provides 12 weeks of paid parental leave to the primary carer and 10 days to the secondary carer. The FSU and bargaining team sought to improve this to 18 weeks paid leave regardless of caring status, which better aligned with industry. We later made a concession to 16 weeks. This was on the basis that it was available from day one of employment.
MyState improved the offer to 14 weeks but has now claimed that 12-month service eligibility criteria has always applied (the Agreement did not specify). They have also updated the clause to provide leave where an employee experiences miscarriage and to align with recent changes to the Fair Work Act, which provides paid leave in the event of stillbirth.
What items were agreed to before the June ballot, and remain agreed?
- The pay increases have been agreed and removal of Company Performance Bonus.
- Removal of the salary maximums clause, which meant you would not receive a wage increase if you had reached the top of your pay band/level.
- Relaxation of requirement to take 10 days annual leave, which is now ‘encouraged’.
- Including reference to your right to disconnect (which is now law).
- The special paid leave clause, which sets out examples where you could request this leave.
- The classification structure.
FAQs about MyState’s proposed stream A/B arrangement (for employees on bands D/E)
The proposed ‘stream A’ and ‘stream B’ arrangement was only proposed by MyState in one of the very final negotiation meetings. Management did so without providing any indication of the value of the items you’d be trading off and the potential salaries.
MyState had previously discussed offering employees a common law contract, which is an individual contract that sits outside the Enterprise Agreement, so it was not a matter for negotiation.
I am in band D/E – tell me more about stream A
The default is stream A – you do not need to do anything and will continue as you have been. You would continue to receive your long service leave, redundancy and personal leave as is, along with guaranteed wage increases over the life of the Agreement.
I am in band D/E – tell me more about stream B
You could opt to be in stream B when the opportunity comes around. This will be at a time determined by MyState. Management have said that once you opt in, you can never go back to stream A.
Under stream B:
- Your personal leave entitlement goes down from 12 days per year to 10 days per year.
- Your long service leave entitlement will reduce from 13 weeks per 10 years of service to 8.667 weeks per 10 years of service.
- Your redundancy benefit reduces from the current more generous entitlement, which tapers up to a potential maximum of 40 weeks after 16 years or more of service, and down to the legal minimum that caps out at 12 weeks after 10 years of service.
- You will no longer receive the guaranteed wage increases that have been negotiated.
So what do I gain from being in stream B?
Your salary, your wage increases and your bonus payments are all at the discretion of MyState.
There are currently no differences in salary ranges if you are on stream A or stream B for band D/E under the Enterprise Agreement.
MyState has said that those on stream B could be eligible for a higher incentive payment. However, these are discretionary, subject to business performance and are not contained within the Enterprise Agreement.
Is it possible that I could receive no bonus if I am in stream B?
Yes – bonuses are not guaranteed.
Is it possible that I could receive no wage increase at all in stream B?
Yes – wage increases are not guaranteed.
