WAMBO BARGAINING UPDATE: FRI 24 APRIL
Over the last round of lodge meetings and management presentations, workers at Wambo didn’t hold back. You took the proposal that management put forward and made it clear that it isn’t good enough.
We heard it across crews.
The biggest issue remains the same. The proposal introduces three tiers, the lowest of which has no bonus, with progression controlled by management rather than based on time or experience. It is not something you move through automatically, and it is not fair.
What is the point of an EA if we are not actually negotiating people’s pay?
What management heard loud and clear in those meetings is that people understand exactly what this is, and they are not buying it. After their presentations management were reportedly speaking with members individually and urging them to think only of themselves. Members were overheard responding that we are a union and we stick together.
The overall message from Wambo is straightforward. This proposal does not meet the mark.
We now move to a PABO.
This step was unanimously supported in lodge meetings.
Stay united. More updates to come.
WAMBO BARGAINING UPDATE: MANAGEMENT PUSHING “SHIFTY CUTS”
At the last round of meetings, we told you that management wanted to rush this agreement to a vote but that they had stepped back when we made it clear that we would not support an agreement that undermined wages here at Wambo, through an unfair tiered structure.
At that point, Members were also clear on the direction forward:
There would be no support for an agreement unless:
- No tiers, or
- At worst, a satisfactory structure where no one goes backwards
Since then, we’ve had further meetings and debated that position with management.
Management’s proposal breaches the guardrails set by members and introduces inequities that don’t exist today and shouldn’t be written into this agreement.
What’s in the updated proposal?
Tiered pay structure that cuts standards
- New lower tiers that would lock in cheaper labour hire rates
- This is about getting around Same Job Same Pay laws and keeping the labour hire rort open to undercut wages
- Once those lower rates exist on paper, they become the benchmark that applies to those workers reducing their current annual wage by 24% or around $38,000 per year.
Refusal to fix Rostering
At this stage management have said that they’ll only change the roster system if we support the other unfair elements of this agreement. Which we are obviously NOT prepared to do.
Refusal to agree to back dating and back paying the Agreement
The Company refuses to back pay any wage increases and continues to maintain that we go another full year from reaching agreement before seeing further increases.
Changes to conditions that members do not want
- Move to fortnightly pay
- Single crib on day shift
Members would have seen what happened at Mangoola last week. Members there voted the agreement down 93%.
Why? Because of the same issues – unfair tiers – plus key items Members care about left out.
What’s Next
At last week’s meeting, management made clear that their next step is to come and talk directly to you. This will be where they test whether they can get this deal over the line or not.
Expect to hear: “We want to give you a pay rise but the MEU won’t let us”
Let’s be very clear, this is about:
- Stopping a race to the bottom
- Protecting your agreement from being the thin edge of the wedge
We left this meeting with a clear understanding that: They will try to go around your delegates and sell this directly to you. We need to be just as clear in response and this where YOU come in:
What you should be asking management at these meetings
- Is the introduction of lower pay tiers about avoiding payment under the Same Job Same Pay laws?
- Why can’t progression between their proposed tiers be on the basis of time at the pit rather than skills? Wouldn’t this be fairer and more immune to favouritism etc?
- The Valley moved to a flat pay structure years ago, why do they want to move back?
- Why is the Company holding this over our head to give us a pay rise and a roster change for those that want it?
- Will the Company guarantee to employ people on the lower pay rates? Why is the Company so focused on the pay rates of others outside of our agreement?
- Why won’t the Company pay backpay?
Next Steps: Lodge Meetings
We need strong attendance to:
- Confirm our position on tiers given these new details
- Vote on a potential Protected Action Ballot Order Application
- Lock in our approach going forward
Location: GCOM Room
PRODUCTION
- Crew 1: 22nd April – 6:00pm
- Crew 2: 21st April – 7:15pm
- Crew 3: 22nd April – 7:15pm
- Crew 4: 21st April – 6:00pm
MAINTENANCE
- Crew 1: 22nd April – 5:15pm
- Crew 2: 21st April – 6:15pm
- Crew 3: 22nd April – 6:15pm
- Crew 4: 21st April – 5:15pm
Their proposed agreement requires trade-offs that are NOT ACCEPTABLE. It’s a fundamental structural cut dressed up as a deal.