Following the recent Fair Work Commission (FWC) wage increases of 5.75 per cent to minimum award wages, the CPSU NSW met with Aruma management last week to learn of your employer’s intentions in passing on the 5.75 per cent pay rise. We made representations seeking to have the increase passed to members who have transferred off their preserved NSW State Government awards and onto the House With No Steps Enterprise Agreement 2013.
We made strong submissions around the cost of living pressures faced by members and put to management that a continued wage freeze would see many of its employees struggling in the current harsh economic climate.
Our visits across the state to discuss enterprise bargaining gave a clear message that staffing issues and having full rosters is challenging. We also heard that you would not settle for a wage freeze with pay rises nowhere in sight.
Aruma sent out a Staff Memo explaining why transferred staff are being denied a pay rise. Here’s the CPSU NSW take on management’s industrial logic.
The CPSU NSW position is that Aruma’s classification structure is based on an ancient decade long enterprise agreement which is long overdue for review.
Aruma are justifying the withholding of the 5.75 per cent pay rise to transferred staff by comparing the Community Living Award (CLA) increment 10 (the top rate of the CLA) to the mid-Level 2.4 of the current 2013 HWNS EA.
This logic has created an artificial barrier that effectively limits the majority of legacy staff, and all transferred staff, a natural ability to progress to Level 3 within the HWNS EA 2013.
For example, increment 10 CLA grandfathered staff members who are on approx. $37 per hour are expected to wait until successive pay rises see EA mid-Level 2.4 wages reach parity with their own, before enjoying their next pay rise. The selectively managed Level 3 positions will now be over $38.00 per hour.
Yet, highly skilled, dedicated and experienced transferred staff are told they are earn too much and will have to wait years for ANY pay rise.
Aruma should understand that wages for legacy and transferred staff across the organisation have already met parity.
CPSU NSW believes that a more viable alternative to the current situation is required to eliminate the perceived wages rivalry between (L2.4 EA and L3.4 EA) legacy staff and now L10 CLA transferred staff which causes resentment and disharmony in the workplace.
While Aruma can utilise its legal right to withhold a much deserved pay rise, passing on the pay rise to all employees would do little damage to Aruma’s bottom line.
The CPSU NSW is exploring all options to learn if there is any way that the FWC pay rise can be passed onto you regardless of your wage being preserved post-transition from privatisation.
Thane Pearce * Industrial Manager
Anthony Wright * Industrial Officer
Vivette Horrex Metro Organiser
Alex Sala Metro Organiser
