The Melbourne City Mission Enterprise Agreement will be out to vote from Saturday 5 October until Friday 11 October. The access period, during which employees can view and ask questions on the proposed agreement, will begin on Monday 23 October and run until Friday 4 October.

The ASU’s position has always been that this agreement, in almost every way, improves on the agreement currently in place.

Negotiations have been occurring over a long period through the commitment of Delegates David Gridic, Katie McMonagle Marita Hagel, Troy Johnson and Douschka have been able to secure several significant gains and improvements.

Gains in the proposed Agreement:

  • Family violence support: up to 20 days paid family violence leave per year, along with access to other forms of leave and workplace flexibilities to assist employees experiencing family violence
  • Guaranteed wage increases of 3% for 2020 and 2021.
  • Aligning classification descriptors to the Social and Community Services classification descriptors in modern award, to promote simplicity and industry standardisation.
  • A new flexible work arrangements clause that aligns with best-practice standards set by Fair Work.
  • Flexible casual conversion options, providing clear guidelines to enable casual employees to request to convert to part-time or full-time after 6 months.
  • Recognising and complying with the portable long service leave scheme that applies to eligible employees under the Agreement.
  • Agreement wording that is gender pronoun neutral, reflective of best practice.
  • Up to 5 hours study leave per week for courses relevant to the employee’s work with wording improved to now read “entitled to 5 hours” rather than “permitted to 5 hours.
  • Improvements to Job search entitlement now at 1 day over the notice period to I day per week of the notice period
  • Broadening the criteria applicable to Individual Workplace arrangements
  • Paid Trade Union Leave for Delegates at 5 days per year per Delegate

Maintenance of existing over-award conditions

  • Incremental personal (sick/carers) leave accrual, that increases on a cumulative pro-rata basis based on length of service with employees accruing 21 days per year after 5 years’ service
  • An extra day of compassionate leave
  • Paid parental leave of 8 weeks for the primary carer and 2 weeks for the secondary carer, with an updated parental leave provision reflecting best practice, including gender-neutral primary carer leave, adoption leave, personal illness, the right to request flexible return options, and lactation breaks for nursing parents.
  • Blood donor leave.
  • Above award sleepover and on-call allowances.
  • Afternoon penalty rates commencing after 7pm.
  • Dispute resolution: either party can advance matters to Fair Work for arbitration after utilising options at a local level and mediation at Fair Work have been exhausted
  • Current span of hours to remain

However, there have been some reductions in current entitlements and certain key claims that were not able to be secured.

Loss and/or reduction of current entitlements: 

  • In the current Agreement MCM is to notify employees when contemplating changethis will now read when MCM has made a definite decision to introduce change;however, the ASU will be formally notified in the event of this definite decision.
  • Reference to ADO’s for CEETS staff has been removed
  • Ability to reduce the rest break between shifts from 10 hours to 8 hours, subject to fatigue, for shift work employees who wish to consolidate their roster.

Claims unsecured:

Entitlements to ADO’s

Recognition that Sleepovers are shifts and should be paid as such. The ASU acknowledges that MCM is committed to address the matter of sleepover in terms of OH&S during the life of the agreement and also that any party attached to the agreement can agenda EBA related matters can be discussed at the EBA Consultative Committee. However, our principled and stated position remains an employee that performing a sleepover shift is not there to sleep but is there to work.

Inclusion of “ no adverse action” in the Family Violence Clause. MCM have however committed to establish best practice protocols in how the organisation best supports victims and survivors of Family Violence across MCM and to monitor any impacts of not having this reference included in the EBA.

Sleepover shifts have not been formally recognised as being a shift free from duty in the proposed agreement.

The ASU’s opinion is that agreement is on balance good. However due to sleepovers not being recognised as a shift and as a consequence, an employee who works either side of a sleepover, not receiving an 8-hour break

If the agreement is voted up it will be in place until September 30 2021. 

If the agreement is voted down MCM will be forced back to the bargaining table. This may lead to a further opportunity for the ASU to improve the agreement or the employer to decrease the current offer.

Participation at this point is key. Those who vote will decide on whether this agreement becomes the new Industrial agreement in place after Fair Work Australia have approved the Agreement. Enterprise agreements are approved based on a majority of eligible staff voting yes.

That is if 3 staff vote and two vote yes, it will be approved.

ASU delegates and members have been able to make significant gains through what has been a very long bargaining period. However, we didn’t achieve all of our claims, most notably a new sleepover clause. Not getting everything you claim is not unique to Melbourne City Mission.

This is your agreement, so it’s up to you how you choose to vote.

For further information about the agreement and voting process please contact your ASU delegates.

David Gridic: 0408 891 390
Marita Hagel: 0416 658 926
Troy Johnson: 0433 928 243



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