MSS Security Victorian Aviation Employees Agreement 2017

Transcription

1 MSS Security Victorian Aviation Employees Agreement 2017 Summary of changes This document provides a summary of the terms and employment conditions of our proposed Enterprise Agreement, MSS Security Victorian Aviation Security Employees Enterprise Agreement 2017 (2017 ) and highlights the main changes between the current MSS Security United Voice Victorian Aviation Security Employees Enterprise Agreement 2013 (2013 ) and the It is important you read this document. In addition to this document, you should also read and understand the proposed If the proposed 2017 comes into effect, it will set out your terms and conditions of employment. This summary is not a substitute for reading the If you have any questions regarding the proposed 2017, please contact Rebecca on , or via on rebecca.jansen@msssecurity.com.au or speak with your supervisor. You may also access the full agreement on the MSS Security TMS and the MSS Security Employee Portal. It was also ed to you on 28 May 2017 and copies may be found in tea rooms at the Tullamarine and Avalon airports. We have also attached a copy of the Security Services Industry Award 2010 (Award) to this document for your reference. Type 1. Agreement Title Administrative change 2. Coverage of the Agreement Update to reflect organisational changes Summary of changes between 2013 and 2017 The title of the document has changed from 2013 to The scope of the 2017 now specifically excludes MSS employees performing any work at the Tullamarine Airport Precinct in the Qantas Freight, Catering and Engineering (FEC) areas. The Agreement now also covers any Union rather than United Voice. The title of the Proposed Agreement is the MSS Security Victorian Aviation Security Employees Enterprise Agreement 2017 (2017 ). The title is how the document is identified and the change from 2013 to 2017 allows the new agreement to be distinguished from the previous agreement. This term identifies who is covered by the Any Union is listed as a party (rather than just United Voice), meaning those covered by membership of any relevant Unions will be covered by the agreement. This term explains the people or organisations covered by this Agreement, which are MSS Security and all MSS Security employees on site (excluding

2 3. of the Agreement Type Administrative change 4. No Extra Claims 5. Job Security Addition and change Summary of changes between 2013 and 2017 The nominal expiry date of the 2017 will be 30 June The title has been amended from Relationship between MSS Security and the Union to Job Security. References to the relationship between United Voice and MSS have been removed and the clause now provides for an arrangement which limits the use of alternate labour resources. site management) at Tullamarine and Avalon Airports. Given the loss of the FEC contract, the 2017 will not apply to FEC employees. This term means that the Agreement will come into effect seven days after it is approved by the Fair Work Commission and will have a nominal expiry date of 30 June This term means that for the life of the Agreement, employees are not permitted to seek anything additional in relation to wages and/or conditions. This term means that where a permanent position becomes vacant because MSS Security initiated the termination/resignation/transfer resulting in a vacancy, that the vacancy will be replaced with an MSS Security direct employee Employee Representative Delegates Consultative Arrangements Introduction of Significant Addition This term is substantially identical to clause 5 of the The references to United Voice have been replaced with references to the relevant unions. The aims of the Consultative Committee now includes providing an avenue for communication and feedback regarding major workplace changes and for concerns that affect the employee group. Further, employees on the Consultative Committee who attend a meeting scheduled on a day that they are not rostered to work will be entitled to two (2) hours of pay. The employee makeup of the Consultative Committee is now a maximum of two (2) Avalon representatives (which was three (3) under the 2013 ) and six (6) Tullamarine representatives (which was five (5) under the 2017 ). This term now provides greater detail regarding the meaning of significant change, when a major change is likely to have an effect on employees and MSS obligations when consulting with affected employees. MSS Security will provide an elected or nominated employee representative with up to sixty (60) paid days off each year to attend training and other duties approved by MSS Security. This term provides the provisions for the Consultative Committee, when it will meet, who will be involved, and that members will be paid 2 hours to attend meetings if they are not rostered on shift. The Consultative committee will be combined between Tullamarine and Avalon and one meeting will be held each quarter. The Consultative Committee will now be made up of a maximum of two (2) Avalon employees and six (6) Tullamarine employees. This term details the requirement to consult with affected employees and their representatives when a proposal for a significant change is being considered. Additional parts have been added to this term to define what a major change is, including: a major change to production, program, organisation, structure or technology in relation to MSS Security s enterprise; and

3 Type Summary of changes between 2013 and 2017 a change to the regular roster or ordinary hours of work of employees. There is also a part which provides situations where a major change is likely to have a significant effect on employees, including: major changes to the composition, operation or size of the employer s workforce; the alteration of hours of work; the need to relocate employees to another workplace; or the elimination or diminution of job opportunities Agreement Flexibility Dispute Resolution Procedure Categories of Employment One-Off Payment Administrative change Addition A clause has been added which provides that a flexibility agreement cannot include any term that would be an unlawful term under section 194 of the Fair Work Act 2009 (Cth). Further, there is now a time limit by which MSS Security must provide an employee with the agreement within fourteen (14) days of agreement. There is only a minor addition to this term that the dispute resolution procedure can be used to address a matter relating to the National Employment Standards. This is only one minor change to rename voluntary additional hours to Voluntary Overtime Hours. This term provides for a one-off payment of $1,300 for fulltime employees and $1,000 for part-time and casual employees who are employed by MSS Security as at the MSS Security is now required under this term to provide all relevant to affect employees in writing and give prompt and genuine consideration to matters raised by relevant employees and their representatives. This term means that employees can negotiate an arrangement with MSS Security in relation to: when work is performed; overtime rates; penalty rates; allowances; and/or leave loading; that better suits both the employees and the Company s needs. This term is a requirement of the Fair Work Act 2009 (Cth). This term sets out what items may be disputed (i.e. terms arising under the Agreement or the National Employment Standards) and the process that the parties must follow to resolve the dispute. It means that both MSS Security and the parties covered by the Agreement must follow this process to resolve disputes. Matters relating to the National Employment Standards, that is the minimum employment standards under the Fair Work Act 2009 (Cth) can now be raised in this process This term explains the categories of employment, which are full time, part time and casual, and the conditions that surround these categories. This one-off payment will be paid in the first full pay period twenty-one (21) days after the approval of the It is only available to employees who are employed by MSS Security as at the date on which the 2017 was approved by a majority of employees who cast a valid vote.

4 13. Classifications and Wages Type 14. Hours of Work 15. New Employees Addition Summary of changes between 2013 and 2017 date on which the 2017 was approved by a majority of employees who cast a valid vote. Wage increases are as follows: 1.5% from 1 July 2018; 1.5% or CPI (whichever is greater) from 1 July 2019; 1.5% or CPI (whichever is greater) from 1 July 2020 Aviation Allowance, First Aid Allowance and Broken Shift Allowance will be as per the rate in the Award. Aviation Allowance, First Aid Allowance and Broken Shift Allowance will be increased on 1 July each year in accordance with the increase in the Award. There is also provision for the underpayment of wages to be paid within two (2) business days of the employee notifying MSS Security. This term provides that any employee hired on or after 1 July 2017 will be paid in accordance with the rates of pay outlined in item 1 of Part B, as applies to all existing employees. New employees do not include employees who were dismissed by MSS between 1 January 2017 and 30 June 2017 and then re-employed on or after I July Unlike existing employees, new employees will be paid allowances and shift penalties as at the rate in the Award. This term explains how and when wages will be increased for all employees, as well as how they will be paid and how underpayment of wages will be managed. Each pay rise will be effected from the first full pay period on or after 1 July of the relevant year. The Aviation Allowance and Broken Shift Allowance will be reduced to be in line with the Award, but will increase on 1 July each year in accordance with the increase in the Award. The First Aid Allowance will be in increased in line with the Award, and will increase again on 1 July each year in accordance with the increase in the Award. This term outlines parameters around the normal hours of work for all employees by category, full time, part time and casual. The ordinary hours of work for a full-time employee will be an average of thirty-eight (38) hours per week which may be required to be worked over a roster cycle of between four (4) to sixteen (16) weeks. The ordinary hours of work for a part-time employee may vary between a minimum weekly average of eight (8) and a maximum weekly average of thirty-seven (37) in any four (4), eight (8) or sixteen (16) week roster cycle. The term outlines the conditions for new employees. New employees (hired on or after 1 July 2017) will be paid at the same rate of pay as existing employees (which is higher than the applicable rate in the Award). However, new employees will be paid allowances and shift penalties in line with the relevant Award rates.

5 16. Rosters 17. Shift Work Allowances Type 18. Weekend Work 19. Overtime Voluntary Overtime Hours (VOT) Unpaid Meal and Paid Crib Breaks Summary of changes between 2013 and 2017 Rosters will now provide for a minimum nine (9) hour break between rostered shifts (rather than 7.6 hours in the 2013 ) and an eight (8) hour break where overtime hours are requested. Further, employees will now be paid for hours they actually work on a shift that has been swapped, rather than for the hours of the shift that was swapped. Minor change to insert other than a New Employee to clause 17.2 to clarify that the rate of shift allowances in the 2017 do not apply to employees employed on or after 1 July The terminology of Voluntary Additional Hours in this term has been amended to Voluntary Overtime Hours (VOT). Further this term provides for the priority in which VOT will be offered, where practical: first to permanent employees, then to casual employees and then alternate labour. Introduction of unpaid meal breaks of not less than thirty (30) minutes for a shift that exceeds five (5) hours (in accordance with the Award). There is also provision for paid crib breaks of not less than ten (10) minutes on a shift of four (4) hours, not less than twenty (20) minutes on an eight (8) hour shift and not less than thirty (30) minutes on a twelve (12) hour shift (in accordance with the Award). This term outlines how the shift roster will be managed, that the minimum break between rostered shifts is nine (9) hours, and between overtime shifts is eight (8) hours. This term also outlines shift swaps, roster swaps and broken shifts and casual rosters. This term explains the details of when shift work allowances are paid. Existing employees will be paid an allowance of 20% of the appropriate hourly rate per hour for any afternoon shift, night shift or early morning shift worked. Further, existing employees (other than casuals) will be paid an allowance of 30% of the appropriate hourly rate per hour for any permanent night shift worked. This term does not apply to New Employees. New Employees will be paid a shift work allowance in accordance with the relevant allowance in the Award. This term explains the details of penalties that will be paid for weekend work. This term outlines the rates that employees will be paid for overtime. Overtime will be paid where employees work in excess of the ordinary hours. This term outlines employees entitlement to work VOT, which is working additional hours beyond those provided for on their rosters. The rates of pay for any VOT hours worked are set out in Part B of the This term outlines the conditions around unpaid meal and crib breaks that employees are entitled to. The 2017 now provides for unpaid meal breaks and paid crib breaks in accordance with the Award. The effect of this is that there will be a reduction in paid crib breaks when compared to the current arrangements in the 2013.

6 22. Minimum Payment Type 23. Allowances 24. Uniforms and Personal Protective Equipment Summary of changes between 2013 and Daylight Savings 26. ination of Employment For existing employees, the Melbourne Airport allowance remains at the current rate until the end of From 1 January 2018 the Melbourne Airport allowance will be reduced to 50%, and then removed from 1 July Aviation Allowance, First Aid Allowance and Broken Shift Allowance will be as per the rate in the Award. The Laundry allowance as set out in item 7 of Part B of the 2013 is now removed. 27. Redundancy 28. Abandonment 29. Annual Leave 30. Cashing Out of Annual Leave The term outlines that the minimum period of payment when an employee is called for duty will be 4 hours. This term explains the allowances to which employees may be entitled to and in what circumstances they will be paid. It means that you will be paid the specified allowances if you qualify for them. This term does not apply to New Employees. New employees will be paid the relevant allowances at the Award rates. For existing employees, the Aviation Allowance and Broken Shift Allowance will be reduced to be in line with the Award, but will increase on 1 July each year in accordance with the increase in the Award. The First Aid Allowance will be in increased in line with the Award, and will increase again on 1 July each year in accordance with the increase in the Award. This term explains the allocation of uniforms and personal protective equipment. This term explains how hours worked for shifts impacted by daylight saving will be paid This term explains how much notice the employer/employee is required to provide upon termination of employment. It means that the employer/employee must provide a certain amount of notice depending on the employees length of service. This term explains the entitlements of an employee whose position has been made redundant, as well as the conditions surrounding this. This term outlines the provisions and requirements that must be met if an employee has abandoned their employment. This term outlines how much annual leave employees will be provided with each year and how/when it may be applied for and taken. It means that employees can take annual leave if they follow the process outlined. This term outlines when and how an employee may cash out their annual leave entitlement.

7 Personal/Carer s Leave Notification of Personal Leave and Other Entitlements Compassionate Leave Long Service Leave Type Summary of changes between 2013 and Parental Leave 36. Community Service and Jury Leave 37. Public Holidays 38. Superannuation 39. Accident Make- Up Pay Permanent employees will no longer be paid 7.6 hours when they are not rostered to work on a public day 40. Training 41. OHS Committee Addition 42. Vaccinations This term outlines MSS Security s commitment to OHS processes and procedures which include maintaining a OHS Committee and designated work groups as set out by the OHS Committee or MSS Security. This term explains how much personal/carer s leave employees accrue; when it can be taken; and what evidence is required. It means that employees can take personal/carer s leave if they follow the process outlined. This term explains that employees can contact the company and find out the balance of their leave. This term explains when an employee can take compassionate leave. It means that employees are entitled to additional leave in certain circumstances in relation to the health of the employee s family or immediate household. This term refers to the Long Service Leave entitlement which is determined by the Long Service Leave Act 1992 Victoria. Parental leave will be in accordance with the National Employment Standards. This term explains the provisions for employees to take time off for community services or Jury Duty. This term outlines which days are considered public holidays and also outlines the way in which employees will be paid for public holidays worked. This term explains the Company s obligations to employees to pay superannuation and that you may salary sacrifice superannuation contributions. It means that you can choose which superannuation fund your contributions are made to and choose make additional salary sacrifice contributions to that fund. This term explains the employees who are entitled to accident make up pay and how this applies. This term outlines that MSS Security will provide for employees site requited training at no cost to the employee, except for Security Licences. This term outlines MSS Security s commitment to the OHS Committee This term explains that MSS Security will provide for employees to received influenza vaccinations.

8 Type 43. Car Parking Part A - Classification Summary of changes between 2013 and 2017 Item 1 of Part B (hourly rates of pay) sets out the applicable rates of pay and allowances. This term explains that MSS Security employees will be provided with free parking on site at the airport they work at. This term outlines the current job titles; minimum qualifications; and typical duties for positions covered by this Agreement. It means that employees must possess the minimum qualifications to be eligible to be employed in each position. Part B - Rates of Pay and Allowances The rates of pay will increase as follows: 1.5% from 1 July 2018; 1.5% or CPI (whichever is greater) from 1 July 2019; 1.5% or CPI (whichever is greater) from 1 July 2020 The term explains the rates of pay, as well as the allowances that may be applicable. If you (or you are concerned that any of your colleagues) have reading difficulties, have difficulty reading and/or speaking English or may have difficulties understanding any part of this document or the proposed 2017, please contact Rebecca Jansen. If you have any questions or queries about this document or the proposed 2017, please contact Rebecca Jansen on the details outlined above.