BCYF have now provided their final response to ASU member concerns raised at the membership meetings last month. Frustratingly they have not moved on their position.

Despite their continual rhetoric of the BCYF values it appears those values aren’t extended to you, the employees of BCYF.

Some of the key points of the BCYF final proposal are;

  • Refusing to provide wage certainty by not providing wage increases outside of the minimum wage decision each July and after the ERO payments finish December 2020. In addition, blackmailing headspace staff that they will only receive back pay on their long awaited pay parity if they agree to erode all their other conditions away.
  • Maintaining their position to limit what you can dispute with them and in addition that you must seek their agreement to lodge a dispute in the Fair Work Commission. This is an outrageous attack on your rights as an employee and makes it almost impossible to have an independent umpire assist with your dispute. This is hardly fostering a workplace that provides “a community where people are safe, connected and empowered to live well”
  • Not only maintaining their archaic view on accessing compassionate and carers leave for significant relationships but stating that limiting their definition of family “is reflective of generally accepted lifestyles”. How does this align with the values of inclusion which they continually promote? It can only be assumed that BCYF executives don’t believe the same values of inclusion should be applicable to their staff!
  • Shamefully only granting Special Maternity Leave if a baby is lost 12wks prior to the expected birth date, not 20wks prior. Clearly the executive have little to no compassion for women who experience the loss of their baby during pregnancy.
  • Maintaining their position on your annual leave claim of 5 weeks leave per annum. Also insisting on dividing the workforce by making members who are currently on the Time 4 Youth and Barwon Youth agreements choose between maintaining their 5 weeks leave or having improved long service leave provisions.
  • Insisting that fixed term contracts can and will be used repeatedly at their discretion.
  • Introducing Broken Shifts to all programs and services “by mutual agreement”.

And if that wasn’t enough, they also want to lock you into all this for a minimum period of 4 years!

There are numerous other claims that you made at the beginning of this process that have been outright refused by BCYF. Your Delegates can provide you with more information on these.

Frustratingly BCYF have advised that they won’t enter into any further negotiations to reconsider their positions and will be putting their position to the vote in the very near future. Details of that process will be made available once it’s known.

What is important is that you are aware of what’s at stake – there is much to lose and not a lot to gain.

There is something you can do though to change this;

Why join?

The only way to stop this erosion of conditions and entitlements is to stand together and send a strong message to BCYF that you will not accept their proposal. Your work is the foundation of your life: doesn’t it make sense to protect it? The ASU protects your rights at work, provides expert advice and support and delivers members only savings and discounts. We are not-for-profit, member-owned and run. We exist only for the benefit of our members.

For further information please contact:
ASU Organiser Joanne McEvoy | 0437 035 721 | jmcevoy@asuvictas.com.au

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