5 July 2004     CASTRICUM   Whilst the members who have been at Castricum since 1988 or earlier, when the Ferntree Gully Plant was operating, would be aware of the history of how the wages and conditions at the abattoir came about, a number of the more recent employees may not.  This newsletter will set out a brief background.   During the 1970's and 80's a Victorian Award known as the V.M.A. was created by the combined efforts of AMIEU members over a number of large industrial campaigns.  These struggles won the conditions you now enjoy, such as wages hundreds of dollars in advance of the Federal Award, leave loadings, rostered days off, penalty rates, Superannuation (long before the Labor Government legislated for compulsory Super), increases in sick leave, improvements to long service leave, compassionate leave and redundancy, to name but a few.   By the mid 1980's this Victorian Award operated at 90% of meat processing plants in the State, including Castricum's at Ferntree Gully.    When Castricums built the new abattoir at Hammond Road, the Castricum family agreed to have the V.M.A. apply to the workers at the plant.  This was negotiated with the Union and over the years was updated from time to time.  This was achievable because there was always 100% Union membership at the abattoirs; a situation that remained until the company, no doubt buoyed by the draconian provisions of the Howard-Reith Workplace Relations Act, decided to attack your wages and conditions.   The Union has opposed this vicious campaign.  So far we have been successful in preventing the company having the current agreement set aside.  The appeal is set down for later this month.  If the appeal is lost, we must be prepared to take action to protect our wages and conditions.   Lies, Deceit and Confusion Since the Company employed Mandi Bryant as their Works Manager, industrial relations have been characterized by dishonesty.  Whether Ms Bryant has been instructed by the Company Board or whether it is her own initiative is obviously not known, but the effect is the same.   A recent example of this was the Union application to the Australian Industrial Relations Commission (AIRC) to have overtime paid properly to employees who have been employed over 40 hours per week.  Mandi Bryant and Barrister Smith agreed in conference before Commissioner Simmonds that they would pay this overtime, but to date it still hasn't been paid.   The Union has written to Ms. Bryant about this but has not received a reply.    In fact on the last few occasions the Union has written to the Company on behalf of its members we have not been given the common courtesy of an acknowledgement or response. The last few years have seen numerous instances of underpayments and improper denials of various entitlements under the Agreement.   The Big AWA Con Mandi Bryant persists in attempting to fool gullible employees into signing AWAs despite the Company saying in the AIRC that they have no intention to have AWAs if the current Agreement is set aside.   New employees of course have little choice, as the Company does not tell them that they have the option to work under our EBA.  They are basically blackmailed into signing an AWA in order to get a job.  We have also seen the Company, through Mandi Bryant, attempting to fool workers in some of the more vulnerable departments into going on AWAs.   When she does this, she of course doesn't tell them that the AWA contains cuts to long service leave, cuts to Superannuation entitlements, cuts to penalty rates, leave loadings and of course no RDOs.    The Imperative of Unity and Solidarity It is of course more important than ever to be solidly behind your Delegates and the Shop Committee in the defence of your entitlements and wages.  The Company, again probably on the initiative of Mandi Bryant, has stopped deducting Union dues and the Delegates Lost Time Fund (this is the fund that has paid for various amenities such as fridges, pie warmers, microwave oven, TV etc as well as looking after numerous workers who have suffered misfortune over the years).    No doubt Ms Bryant thinks that by stopping the deductions some of the workers will avoid their obligation to pay for the Union tickets.  It is important not to allow this to happen.  Most employees have signed up to be on direct debits, but some have indicated a preference to pay accounts in full each half year.  Delegates will be supplied with a list of those who have yet to pay, and we urge those who have not signed a direct debit or paid their accounts to do so as soon as possible.   It is interesting to note that some of the members who have not yet paid for their ticket are among those who have sought the assistance of the Union to help them with WorkCover, underpayment of overtime, health and safety issues and numerous other industrial matters in the past.  The Union urges those who have not yet made the necessary arrangements for maintaining a financial ticket to seek out their Delegates and assist the Shop Committee so that the Delegates do not have to seek them out.   Annual Leave The Company is pressuring members into agreeing to take their annual leave.  You should be aware that you do not have to take annual leave unless it is due, that is until you have in excess of four weeks leave owing.  It may well be that the company is trying to con people into taking holidays so they do not have to stand down employees who have been duped into agreeing to AWAs.   Language Difficulties The Company has recently employed a number of workers whose first language is not English.  It is clear the Company has taken advantage of some of these people.  It has done this by denying them the right to employment under our Agreement, and we are aware of instances where some of these workers have had legitimate WorkCover claims that have not been lodged due to lack of understanding of their legal rights.  Workers who have a problem in these areas should seek out their Delegates for assistance or contact the Union's Claims Officer Gwynnyth Evans.  The Union can arrange interpreters if necessary.