Is this good enough?
|Item||IAG Pre-COVID||IAG August 2020||IAG September 2020||IAG Final position?|
|Pay 2020||2% guaranteed||Not included in EA||Not included in EA||?|
|Pay 2021||2% guaranteed||Pay freeze||1% Performance based||?|
|Pay 2022||2% guaranteed||Pay freeze||1% performance based||?|
|Pay 2023||For next EA||Unclear but performance based||1.5% performance based||?|
|Short term incentives||Remove from EA||Remove from EA||Remove from EA||?|
|Superannuation on unpaid parental leave||13% superannuation paid on the unpaid period of parental leave (without a cash out option)||No additional super||13% superannuation paid on the unpaid period of parental leave (without a cash out option)||?|
|Parental leave||Broaden eligibility so that both parents can access paid parental leave. This would mean that there is no longer a “secondary carer” – both parents can access this leave||Retain distinction between primary and secondary carers. Secondary carers can still access 3 weeks paid secondary carer’s leave.||Retain distinction between primary and secondary carers. Secondary carers can still access 3 weeks paid secondary carer’s leave.||?|
|Future of work||Provision of a pathway for employees to transition to new jobs with a 3-month trial period. Available to those in the redeployment pool OR those who want to upskill||IAG is now proposing to remove this provision from the enforceable EA and implement as policy only.||IAG is now proposing to remove this provision from the enforceable EA and implement as policy only.||?|
|Gender affirmation leave||Paid leave to support employees who are going through gender transition||Unchanged – consideration to keeping in policy||Unchanged||?|
|Family and Domestic Violence leave||10 days paid leave
Additional leave available on case by case basis
Provide Supportive return to work program
|NAIDOC leave||1 day paid leave for indigenous identifying employees to attend NAIDOC week events||Unchanged||Unchanged||?|
FSU believes that IAG’s September 2020 proposal falls short in 3 key areas
Job Security – IAG refused to include any job security commitments in the Enterprise Agreement
Working from home (WFH) – IAG refused to include WFH set up payment and monthly allowance in the Enterprise Agreement
Pay System – IAG insists that they will not guarantee pay increases, instead pay increases will be related to performance and meeting targets. Targets that haven’t been uniformly adjusted even though the economic circumstances have changed radically.
What do you think?
Is this offer good enough?
Tell us what you think!