HBF makes significant changes to their offer
HBF changed their position on some items of their claim, which was disclosed at the negotiation meeting on 15th March. You may have read about this in their communications loaded onto the ‘Pulse’.
It’s all about pay – HBF decreases offer to employees
HBF’s original claim included an across the board pay increase. Across the board increases are part of FSU’s claim, however, we have always had different views on the quantum. Initially HBF offered 1% for each year of the agreement. This changed recently to 1.25% for year 1 and 1.5% for years 2 and 3 of the agreement.
On 15 March HBF advised the negotiators that their offer had changed again. The newest offer is 1.25% for year 1 and Perth CPI for years 2 and 3. This is a worse offer than before.
If this offer is accepted, there is no certainty of what pay increase you will get in years 2 and 3. HBF says they are prepared to gamble on the Perth CPI, in that it could improve to over the 1.5% previously offered. However, it may not. Perth CPI is currently 0.8% and since the December 2015 quarter it has not been above 1%. Are you prepared to gamble? Is it worth the risk?
By the way – BUPA employees have just voted YES to 2.5% for 2018, 2.8% for 2019 and 3% for 2020.
Principles for setting performance objectives
Part of FSU’s claim has been to include a clause in the agreement that details the parameters for setting performance objectives. The clause would ensure the company takes into account external factors that may impact an employee’s ability to reach these objectives or sales targets, e.g. staffing levels, geographical locations and approved leave. Without this clause employees will not have the right to provide feedback and have their targets reviewed or adjusted. Not reaching objectives or target could lead to disciplinary action. Is it worth the risk?
Short term performance rewards
HBF has rejected FSU’s proposal to include a commitment to a bonus pool which would have a percentage amount of total salaries to be paid into the pool for distribution as incentives to employee, based on performance. Without an agreed amount there is no guarantee a performance payment would be paid. Is it worth the risk?
Negotiations not over yet!
By “grandfathering” Long Service Leave, Redundancy entitlements and Superannuation and then reducing those entitlements for new employees, this is a significant saving for HBF. FSU does not believe the offer to you from HBF is good enough.
Have your say. Send your feedback to us by clicking on the hyperlinks in the bolded sections Is it worth the risk?
Share this email with your work colleagues.
If you’re not already an FSU member, join today by clicking on the green “Join FSU” button at the top right of this page.
Authorised By: Dianne Marshall, Local Executive Secretary WA