After considerable success, the ASU bargaining team are close to finalising bargaining with Foundation House Management on your next Enterprise Agreement (EA).

Outstanding ASU Claims – We need your input.
There are a few outstanding claim items that your bargaining reps need your feedback on via an important survey.

Most survey questions only require you to rank the claim’s importance to you.

The pay claim will need more consideration from members. 

What is the Issue?
Classification levels and rates of pay at Foundation House are linked to the Social, Community, Home Care and Disability Services (SCHCADS) Industry Award. The Employer has claimed, in the past, that all Foundation House employees are paid above the Award.

Pay rates for some staff are above the Award, however, the majority are paid at minimum rates, that is, on the Industry Award rates of pay.

The previous EA maintained the % gap between the minimum rate and the amount over the minimum that some employees were being paid. Since the expiration of the previous EA, many staff have not received increases where they were being paid over the minimum, thus pegging them back to the minimum. See the table below and check your Classification Level.

Why the Survey?
At the members’ meetings, held earlier in the year, there were mixed feelings about the disparity between those already paid above the minimum, some as much as 12%, and those who are paid at the minimum rate. There also appeared to be a reluctance from Members to discuss the issue in an open meeting.

What are the options?
Three potential scenarios have been proposed for members to vote on. The ASU Pay claim includes the proposition that all employees are paid a % above the minimum Award rate to reflect the skill required and complexity of the work undertaken at Foundation House.

The question in the survey puts three options regarding how you wish to form our pay claim going forward.

For example:

  1. Same EA % increase for all. Retain the conditions and disparity from the previous EA. Employees being paid above the Award continue to keep that advantage, plus any future increases on top. Other employees being paid at Award rates get a flat percentage above the Award.
    Example: 3% above Award rates increase for all staff. Employees who are paid 12% above the Award receive the 3% increase on top of their 12%. Employees who are on the Award receive 3% above the Award only.
  2. A gradual return to parity, or scale back process. All employees who are being paid more than the agreed % above the Award receive a lesser % at the time of each increase until they are at the agreed % above the Award. Over time this would result in all staff enjoying the same % above Award regardless of Classification Level.
    Example : 3% above Award rates increase for staff paid on the Award, smaller 1.5% increase for those paid above Award. Employees who are on 12% above the minimum receive a 1.5% increase on top of their 12%. Employees who are on the Award receive a 3%. This will result in a slow paring back of the disparity.
  3. An absolute return to parity. No wage rises for employees who are paid more than the agreed percentage above the Award until they fall back to the agreed % above the Award. All other employees get a flat % above the minimum.
    Example: 3% above Award increase for staff paid Award rates of pay. Employees who are paid more than 3% above Award rates do not get a pay rise until their rate falls to 3% above Award rates. The gap recedes more quickly, however, some staff will not receive a pay rise

Please complete this survey by close of business 30 June 2020

Wage Clause in Current EA
The existing clause can be viewed at Clause 22 of this agreement

ASU Delegates:
Tess Jolley |
Amy Kludas |
Emilie D’Acre |

For further information please contact: one of your delegates
ASU Organiser Karrie Bowe | 0400 917 845 |

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