The ASU hopes members at Berry St are safe and well at this challenging time.
Berry St Enterprise Agreement (EA) negotiations are nearing an endpoint.
The ASU had scheduled site visits, which in the current climate were pulled back.
In their place, we are asking members to complete a short survey below to indicate whether they agree in principle with the current EA offer put forward by Berry St.
The next negotiation meeting is scheduled for Friday 24 April. Please get your votes on the EA in by Wednesday 22 April to make sure we can represent members effectively.
Please find further info on the current EA offer below.
- The wage offer:
Stream 1 (Residential Care, Berry Street Services and Practice)
- 1 July 2020 – the % increase provided for by the FWC;
- 1 Dec 2020 – the final Equal Remuneration Order adjustment (relevant to your classification);
- 1 July 2021 – the % increase provided for by the FWC;
- 1 July 2022 – the greater of the % increase provided by the FWC or 2.1 %; and
- 1 July 2023 – the greater of the % increase provided by the FWC or 2.1 %.
- Ex gratia days
This claim is not agreed to by Berry Street.
- Items Achieved along the way (ASU Log Items noted where applicable)
- expansion of trade union training leave (Log Item 1)
- paid parental leave increase to 10 weeks for the primary carer and 3 weeks for the secondary carer (Log Item 2)
- reasonable workload clause (Log Item 3)
- First Aid allowance of $16.51 per week (pro rata) to be paid to Residential Services employees working at a Resi house who are first aid trained (Log Item 5)
- casual employees right to request to convert to permanent employment after 6 months of regular and systematic casual work (Log Item 9)
- replacement employee (Log Item 11)
- 20 days of paid Family Violence Leave with no evidentiary requirements (Log Item 12)
- lactation facilities and paid time for breastfeeding/expressing (Log Item 13)
- payment for hours worked and time off in lieu for overnight hours for employees
- expansion of the flexible work arrangements clause
- part time employees right to request to amend their contract reflecting the regular hours they have worked over the past 12 months
- minimum 10-hour break between shifts (with special conditions around sleepover shifts)
- higher duties to be paid to employees covering an employee who is absent for five or more days regardless of how many days the higher duties are performed by the on overnight excursions/contingencies/camps and the payment of the sleepover allowance
- time off instead of overtime (TOIL) by agreement
- paying night shift of 15% shift allowances on the PM and AM shifts linked to a sleepover Monday-Friday
- personal leave to be able to be used to attend medical appointments
- penalties to be paid on five days of personal leave each year for employees who work in 24/7 Programs e.g. Residential Services
- an ability to take long service leave more flexibly
- Increased sleepover allowance to $70
- Saturday and Sunday penalties of 150% and 200%
Complete the very brief survey here: