Enterprise Bargaining in Aruma continues, with the last meeting being held on Wednesday 23 July 2025.
At that meeting, Aruma management was pushing to either put the draft Enterprise Agreement (EA) out to employees for a vote, or seek the assistance of the Fair Work Commission (FWC) to progress bargaining.
At the previous bargaining meeting, Aruma flagged two proposals adjusting Sleepovers and Shift penalties downwards, but with an above SCHaDS Award component.
Several times the Community and Public Sector Union (NSW Branch) (CPSU NSW) requested Aruma to provide information in writing on these without prejudice offers to the bargaining representatives so that CPSU NSW knows exactly what is being proposed that would enable consultation with our members.
Aruma has instead confirmed that those proposals are now off the table. It is a race to the bottom over three years to the SCHaDS Award.
Aruma continues to cry poor when it comes to improving your wages and conditions
With Aruma’s budget issues continuing, it was proposed existing staff would be grand-parented and future staff would revert to the bare basics of the SCHaDS Award when commencing work.
In consultation with members, it was made clear to CPSU NSW that our membership would not countenance the sell-out of the next generation of disability sector workers.
After all, for the better part of five years, due to grand-parenting arrangements, CPSU NSW members have been on a wage freeze thanks to the sale provisions of then NSW Liberal Government privatisation agenda.
We know better than anyone else of the unintended consequences of short-term grand parenting of wages and conditions in the long term.
It seems now that, Aruma management expect CPSU NSW members who are Disability Support Workers (DSWs) to accept further cuts to their take home pays. We’ve heard of potential $1000 cuts to take home pays from DSWs on the bargaining team.
Of course, depending on your roster, potential cuts to your wages may vary. It will be the Managers Supported Living (MSLs) who become the bad guys as Aruma rolls out these cuts to their workforce. MSLs will become the face of the failures of Aruma’s executive leadership to successfully navigate the NDIS funding model.
Aruma seem to forget that it is CPSU NSW members like you who are the income generating lifeblood for the company. Yet, all management seems to be able to propose is to reduce your income further during a cost-of-living crisis.
Unable to get off the enterprise bargaining merry-go-round
Aruma management bargaining reps are now making noises about the prolonged length of time bargaining has been taking. The management line: while the present HWNS EA 2013 is in force, Aruma’s budget continues to bleed out.
As previously reported, (previous bulletin) it seemed that Aruma management used their self-imposed 5-month hiatus over the Christmas/New Years period to cobble together a completely new draft agreement (version 7) for the first bargaining meeting in April 2025.
Aruma proposes that all above award payments be reduced to SCHaDS Award levels over the three-year life of the new EA.
CPSU NSW responded by reminding Aruma that between November 2024 and April 2025, excluding the holidays, our bargaining reps were ready, willing, and available to resume bargaining. Coupled with the delay in Aruma supplying requested information from time to time, CPSU NSW disagrees that we are responsible for any delay in reaching a new EA.
Seeking support of the Fair Work Commission
Aruma management now seem to prefer to have the Fair Work Commission (FWC) assist in bargaining.
CPSU NSW has never opposed the assistance of the FWC or any other independent arbiter to help resolve a stalemate, dispute, or other industrial issue.
Putting the draft EA out to vote
The Fair Work Act requires an employer to undertake several administrative responsibilities prior to circulating a draft EA for a vote.
CPSU NSW has asked about some of the components (e.g. a table that spells out changes to conditions of employment) and how ready Aruma are to circulate that required information.
Aruma advised that it did have some material but there was still considerable work to be done to ensure that compliance with the Fair Work Act could be achieved.
Considering the above, the CPSU NSW does not support putting the Agreement out to vote at this stage.
Frontline workers pay and conditions are the source of Aruma’s budget problems
An unfounded accusation that DSWs/MSLs are responsible for Aruma’s budget problems was the basis for an unlawful direction to withdraw paid OT and force extra hours as TOIL. Without delay, CPSU NSW notified Aruma of a breach of the 2013 House With No Steps EA. You can see the previous bulletins issued to members HERE. Any suggestion that DSWs rort and “abuse” paid OT is completely rejected by CPSU NSW.
MSLs have gained extra sites to manage, increasing the complexity of their role. Jobs in shared services have been slashed and the burden of that work offloaded on to MSLs and DSWs who now face an increased and excessive administrative burden.
What’s happening at the top of the tree? We can see roles being halved, additional high paid executives engaged and a general business as usual approach to the upper echelon executives and managers.
So, while you’re struggling with ever increasing workload, compounded responsibilities, and enhanced administrative burden, those at the top are coasting along without any idea of what life at the grassroots of the company is like.
Is it any wonder staff are fleeing to other employers and its difficult for Aruma to attract new employees?
Creative options sidelined in preference for Aruma management’s agenda
Two meetings ago, bargaining reps were asked to submit “creative options” which would minimise financial impacts on members to help reach a draft agreement that could be put to the vote.
While CPSU NSW did not make submissions on how to slash your wages and conditions, other bargaining reps put considerable time and effort to provide Aruma management with a comprehensive suite of creative options to consider.
At the last bargaining meeting, Aruma management only left 13 minutes to discuss these “creative options”, when the author of the options was no longer present to discuss their options.
What’s next?
CPSU NSW will be visiting Aruma workplaces over the coming weeks. We want to hear from members. Not only will we be visiting workplaces, but we will be having some combined meetings at other venues.
Keep your eye out for meeting invites! This is your chance to give CPSU NSW reps your views to take to the bargaining table.
Contacts
