New Bupa Agreement to be put out to vote
Since negotiations commenced last December, two versions of Bupa’s proposed Agreement have been put to the bargaining committee. Once the detail of Bupa’s proposed Agreement was explained, Union delegates and employee representatives put forward their concerns.
Whilst Bupa has responded to those initial concerns, your Union representatives are still concerned with the proposed Agreement. Primarily because Bupa are not offering much in the way of improvements to your terms and conditions in this Agreement.
Changes to Redundancies
Bupa intends to reduce the notice period on redundancies from 8 to 4 weeks. Bupa’s redundancy provisions are already very basic in comparison to other redundancy provisions in the sector.
No fixed rate wage increases!
It essentially means there is no guarantee of a wage increase for Bupa employees in this Agreement for the next 3 years. Bupa says staff must satisfactorily meet their targets to get the minimum of 1.5% and exceed satisfactory performance targets to get more per annum.
Members have told us that the practice of linking salary pool increases in the Agreement to performance reviews means you can’t plan or budget for your future and have no idea if your wages will meet the increasing cost of living. The negative impact does not stop there - the compounding value of your Superannuation is affected and capacity to prepare for times when you are out of work is also put at risk by unpredictable salary increases.
How do you feel about the offer? What will you and your colleagues choose to do?
Email your thoughts to firstname.lastname@example.org
You will soon have a choice…Vote ‘Yes’ or Vote ‘No’
If the majority of workers vote ‘YES’ to the Agreement, the Agreement will be submitted to the Fair Work Commission for approval and that will be your wages and conditions for the next 3 years.
If the majority of workers vote ‘NO’ to the Agreement, then you will need to have a strong union that is prepared to take action! A strong union is where the majority of staff are members of their union that are active! Workers have not achieved improvements to their wages and entitlements by ONLY sitting at a negotiation table! They have been achieved by workers sticking together in numbers and being prepared to take action in their workplace to show their employer why they are worth more!
Bupa’s proposed timetable from this point is:
- Access period commences 2 pm, Thursday 22 February 2018
- Access period closes 1.59pm, Thursday 1 March 2018
- Voting opens 2 pm, Thursday 1 March 2018
- Voting closes 3 pm, Monday 5 March 2018
The ballot will be conducted by an external provider (Australian Election Company) engaged at Bupa's cost, with internet voting made available to all eligible employees.
Instruction Sheets/Password Advice will be emailed to those eligible employees with current work email addresses, and physically mailed to “on leave” eligible employees, email and telephone Help Desk services, Ballot management, conduct and comprehensive Ballot reporting.
It’s important to us to hear your views about the EBA. We are here to support you no matter what you choose!
Talk to your colleagues about being a member of your union - they can join here.
For further information please contact your union at email@example.com.