AMIEU Newsletter  Enterprise Bargaining Agreement 2002 No. 1

Attention!

All Meat room Butchers, Packers, Apprentices and Cleaners.

Your Wages and Conditions are under threat!

Survey: Following a survey conducted by the AMIEU of workers in the meat rooms of Woolworths stores in WA and an overwhelming support of a petition signed by workers who indicated their opposition to a Shop Assistants '4 walls agreement' - the Union has used it's resources and attempted to negotiate in good faith with Woolworths - using the results of our survey and feed back from our delegates as the basis of negotiations.The Union's attempts to secure your rights to fair pay and conditions in both the Australian  Industrial Relations Commission and the Federal Court have been opposed by Woolworths through their legal representatives, Clayton Utz. 

Union/ Woolworths preliminary discussions

Woolworths attitude from the outset was belligerent and commenced with them stipulating that any agreement reached with the company would depend on the Union giving a commitment to 5 non negotiable conditions to mirror the those contained in the Shop Assistants agreement (SDA Enterprise Agreement)

These conditions included the abolition of penalty rates, ordinary hours can be worked 7 days a week 24 hours a day, Junior rates of  pay to be extended to young adults up to the age of 21, a reduction in the wages of 3rd year apprentices from 85% to 75%, eligibility for the first smoko break to be increased from 3.5 hours of work to 4.5 hours of work before the break would apply., the removal of sick pay at the penalty rate if a worker was sick on a shift that attracted a penalty payment.

The union sought a minimum of 3.5% wage increase per year - the company responded with 3% per year in 6 monthly instalments. 

Delegates Meeting

The Union responded by stipulating that that it is their membership and delegates that give it the authority to make recommendations as to whether these conditions were acceptable to them - Woolworths conceded that and allowed a paid meeting of delegates on the 5th September - it was resolved at that meeting that the branch officials should seek a further meeting with Woolworths to evaluate what a total package would be worth before making any commitment to the demands from the company.

Further Meeting with Company

Branch Official met with Woolworths on the 6th September where the company was prepared to concede some conditions that were in the SDA agreement that were not present in our current agreement. these included the following::-           

• Blood Donors Leave - up to 2 hours to a maximum of 4 times per year
• Defence Force Leave - make up pay for workers who attend Defence Services Reserve activities
• Study Leave - unpaid - conditions apply
• Emergency Services Leave - limited to 2 days paid - may be increased subject to conditions.
• First Aid allowance - only applicable if appointed by management for the whole store.
• Provision of 5 single days annual; leave on request
• Yellow Alert Provisions re cyclone regions of WA.

The Branch Secretary, David Hopperton had already indicated in writing the major concerns of our members with 71% opposed to any changes to the penalty rates, 83% were concerned about staffing levels and relief butchers and packers, 78.5% prefer an incremental wage increases as opposed to National Wage increases, 80% were in favour of further pay increases via the introduction of realistically achievable Key Performance Indicators, 95% believed that the company should provide Nationally accredited training as opposed to 'in house' Woolworths training systems. Other issues from the survey included general dissatisfaction with ''staggered starts' with most workers preferring an 'early start- early knock off', Meat managers and 2 I/C's believed that their wages did not adequately reflect their valuable contribution to the financial viability of the meat rooms.

The company offered an increase of 0.25% on their previous offer bringing it up to 3.25% per year for a 2 year agreement. The Union restated that a 3.5% was the bare minimum that we were prepared to take back for consideration and that a 3 year agreement would be preferable.

The company indicated that it would need to put forward these and other proposals to the Woolworths National Office and they would get back to us.

Company Response by email

Robyn Atkinson, Woolworths Regional HR Manager responded with an email on 11th September and included a position for the Union to sign off stipulating that the AMIEU agrees to recommend that its members accept that proposal. The Union responded by saying that our delegates needed to be consulted prior to any decision of that nature and that we needed more time to evaluate the total offer.

The company appeared reluctant to accept any extension of time beyond Friday 13th September and indicated that it wanted a final position from the Union by close of business on that day.

The company authorised another meeting of our delegates for that purpose at 11AM Friday 13th September.

Latest meeting of Delegates

The delegates have evaluated the company offer and do not believe that any positive benefits would necessarily outweigh the negative aspects that involve the increased span of hours and loss of penalty rates.

Insofar as the 'savings clause' that stipulates that those changes would not effect existing employees, it was pointed out that existing employee penalty rates would be 'frozen' to the current rate and would not increase with each subsequent wage increase - in real terms over the proposed 2 year life of the agreement it would mean an reduction in percentage terms of 7% of the penalty rates for existing employees.

It was also pointed out that the company had already made significant concessions to the Union in Victoria in relation to the span of hours, that the Junior rates did not apply to Packers and that they would continue to get penalty payments for sick leave when it occurred on a shift where penalty rates applied.

The Union in Victoria is still in dispute with the Company over the proposed Slicer classification and a similar 'savings clause' on penalty rates. We will keep you advised on the Victorian Campaign.

Defence Service Leave - Employee or Company benefit?

It is difficult for the Union to know how many workers may seek to use the provisions of this clause - however on our investigations it would appear the Employer is entitled to an 'Employer Support Payment' known as the Australian Defence Force (ADF) Reserves Employer Support Payment. of Aprox. $850.00 per week subject to certain conditions - since the proposed clause only provides for a make up of wages if they are less than what the company pay it may be more of a benefit to the company than the worker!

Feedback from the delegates meeting indicated where it has occurred in the past there has been no attempt made by the company to replace the butcher who was absent due to defence Service Leave!

The delegates have requested that the Union communicate with the wider membership through newsletters and members in the various stores to gauge their support or opposition to what is on offer.

At present it would be very difficult for the Union to recommend the company proposal!