The Finance Sector Union Claim for a New Enterprise Agreement at NAB. Agree
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- Tamsyn Richards
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1 The Finance Sector Union Claim for a New Enterprise ment at NAB Underpinning Principles Staff at NAB continue to deliver outstanding results at work through their professional approach, their commitment and their skills. The next NAB Enterprise ment must provide for safe, secure, well-paid jobs that put NAB at the forefront of workplaces in Australian banking and finance. Section 1 - Pay and Superannuation Across the Board Salary Increases NAB is on track to record another year of strong profitability and at the same time many NAB employees have concerns about cost of living pressures and living standards. There is a large number of employees at Levels 1 and 2, especially part-time workers, who fail to meet arbitrary and unrealistic performance targets set by the bank. Under the current system, the union estimates that up to 1 in 4 employees in Levels 1 & 2 missed out on the full value of promised pay increases in the last year. Meanwhile, despite working within a performance pay system, a disproportionate number of employees at Levels 3 and 4 met or exceeded performance requirements but were still denied an annual salary increase. At Level 3, 86% of employees met or exceeded performance requirements but just 61% got a salary increase. At Level 4, 90% of employees met or exceeded performance requirements but only 50% received a salary increase. (Note: this data includes promotions as well as performance based salary increases). FSU proposes an across the board annual salary increase of 4% for all Level 1 to 4 employees. This is both affordable and reasonable and will provide employees with a fair reward for their commitment and effort plus financial security and improved living standards over the life of the ment. 93%! Support guaranteed & across the board salary increases With our other major competitors now recognising the value of de-linking salary increases from performance targets it s now time for NAB to also cut the link between arbitrary performance targets and pay. Neutral Disagree Phone: (Monday to Friday, 8am - 6pm EST) Fax: FSU Website: nabmembers@fsunion.org.au Authorised by Fiona Jordan, FSU National Secretary The Finance Sector Union claim for a New Enterprise ment at NAB Page 6
2 Our Jobs, Our NAB The Finance Sector Union Claim for a New Enterprise ment at NAB Section 1 - Pay and Superannuation (con t) Minimum Rates Minimum rates for all jobs in Levels 1 to 4 will be increased by 4% per annum on 1 October in each year of the operation of the ment. This will ensure career progression brings improved pay and that talented individuals are attracted to NAB. Superannuation The research tells us that 10% employer superannuation contributions is not enough to fund retirement. In fact, NAB Advisors provide this same advice to customers. In recognising the additional costs associated with increased employer superannuation contributions, we seek a staged approach that includes a 1% per annum increase to employer superannuation contributions over the life of this ment, with a goal of achieving 15% over the next 5 years. 81% Neutral Disagree Improvements to employer Superannuation Contributions. Section 2 - Workloads and Relief Relief Having enough staff to do the job is essential and the current relief model is clearly failing. A joint review of staffing levels will be conducted by the bank and the union. It will include the impact staff shortages have on employees health and safety. An agreed approach to the provision of relief will be implemented within 12 months of the commencement of the new ment. Staff Vacancies We will seek commitment from NAB to fill permanent vacancies within agreed timeframes. In the interim NAB will use relief staff to temporarily fill roles. Where vacancies impact employee performance outcomes, scorecard measures will be adjusted for the entire period of vacancy. Workload Allowance Where staff vacancies exist in a workplace or team for a period of more than 20 days, employees in that workplace or team will receive a payment of $10 per day in recognition of the additional work and pressure placed on the team over this time. 50% of respondents disagree their team is appropriately staffed (including provision of relief staff). 46% agree staff shortages are a frequent problem within their team The Finance Sector Union claim for a New Enterprise ment at NAB Page 7
3 Section 3 - Job Security & Change Industry Our Jobs, leading Our Future and NAB conditions The Finance Sector Union Claim for a New Enterprise ment at NAB 92%! Neutral Disagree Quality NAB Jobs in Australia matter retrenchments in NAB should be among the best in the country to support retrenched staff as they look for new work in a challenging environment. There should be a standardisation of severance payments across the NAB group and the cap on retrenchment payments should be removed. Investing in the Australian Community NAB will prioritise the creation of local jobs by immediately ceasing offshoring and partner arrangements that effectively result in the offshoring of local jobs. Career Development Large scale workplace change is an ongoing feature of the NAB workplace. To ensure that employees are properly supported to secure new and emerging roles that require a modern skill set, the new ment will include comprehensive provisions for career development and retraining to maximise employment opportunities for existing employees. Workforce Plan Performance Units often seem to operate in silos with inadequate forward planning in relation to diminishing employment opportunities. In this ment we will establish a central planning team for the management of redundancies, in order to minimise the effects of the large scale and ongoing change experienced by employees at NAB. Consultation Consultation must be genuine with early notification of proposals for significant change provided to employees and the FSU. To ensure maximum job security for NAB employees and as part of the consultation wherever job cuts are proposed, the bank will report all contract roles similar in nature and skill to redundant NAB staff roles. Retrenchment Payments Retrenchments should be the last resort. The formula for Redeployment NAB will provide a retraining allowance and/or, where requested, an extended redeployment period to assist redundant employees to be re-skilled. There will be a minimum 12 week redeployment period or a shorter period by agreement only. To maximise redeployment opportunities for aging or at risk employees through a time of digital disruption, there will be an additional entitlement to an extended redeployment period of up to 16 weeks. This is to maximise retraining opportunities and to allow sufficient time to secure an alternative role. 66% The volume of change at NAB requires more strategic enterprise wide approach The Finance Sector Union claim for a New Enterprise ment at NAB Page 8
4 Our Jobs, Our NAB The Finance Sector Union Claim for a New Enterprise ment at NAB Section 4 - Balancing Your Work and Your Life Preventative and Planned Health A proactive approach to health can be beneficial to both employees and NAB. The sick leave provisions of the ment will be available to employees for the purposes of attending preventative and planned health appointments. Extending Support for Carers The modern family is complex and often includes diverse non-conventional support and caring arrangements, including intergenerational care arrangements. It is not unusual for employees to have caring responsibilities for grandchildren, aging parents and step parents. The existing carers leave provisions will be extended to include care in non-traditional family arrangements. Rostered Days Off Given the high workloads experienced by employees across Levels 3 and 4 eligibility for RDOs, arrangements will be extended to offer improved work life balance for employees while also delivering improved productivity at work. Primary carers leave will include 18 weeks of paid leave on the birth or adoption of a child or within the first 12 months of the birth or adoption of a child, while concurrent leave will include 4 weeks paid leave. Keeping in touch days will be extended to 10 days per period of parental leave. Access to Annual, Long Service Leave and RDO s Access to leave will be improved through genuine agreement and at times suitable to the employee. All business units will notify employees in writing of any leave blackout periods at the commencement of the performance year. Parental Leave Parenting in the modern age is a difficult and expensive undertaking. It is mutually beneficial for NAB and employees to have a comprehensive parental leave scheme that balances work and family life. All parental leave payments will be in addition to any Government paid parental leave schemes in operation. The definition of primary carer will be amended to be the person with primary responsibility for providing care for the child during normal business hours. 93%! Neutral Disagree Work/life balance provisions should be available to all employees To support all new parents, service requirements for eligibility to parental leave will be removed and employees will be entitled to up to 24 months of primary carer leave and up to 8 weeks concurrent leave. The Finance Sector Union claim for a New Enterprise ment at NAB Page 9
5 Industry Our Jobs, leading Our Future and NAB conditions The Finance Sector Union Claim for a New Enterprise ment at NAB Section 4 - Balancing Your Work and Your Life (Con t) Right to request flexible working arrangements The right to request flexible working arrangements is to be broadened to include: parents who have responsibility for the care of a child who is school aged or younger, or is under 18 and has a disability, and carers who care for someone who has a disability, or is 55 years or older, or is experiencing family or domestic violence, or providing care or support to a member of their household or immediate family who requires care and support because of family or domestic violence. NAB will provide a response in writing within 21 days of receiving a request for flexible working arrangements. NAB will only refuse a request on reasonable business grounds. Where the request is declined, the written response will include details of the reasons it was declined. Domestic Violence Leave Domestic Violence has been identified as a significant problem across our community. To best support victims, we seek to incorporate an improved definition of Family and Domestic Violence and best practice principles as per the Australian Unions key principles. 28% of respondents disagree they can take Annual or Long Service Leave at times suitable to them and their families. Section 5 - Pay Equity Our industry has the worst gender pay gap in the country where men and women, especially at the higher levels, have very substantial differences in salary. Since the first audit in 2007 there has been limited progress on pay equity at NAB. We seek an action based approach through the establishment of agreed benchmarks and reporting in order to make real improvements in this area over the life of the ment. The average Australian woman retires with around half the superannuation balance of the average man. NAB will make a $500 superannuation top-up payment on 30 March and 30 September in each year to all women employed at NAB. similar in nature to the one being undertaken by the employee making the request. Superannuation on Periods of Parental Leave The reality is that women in Australia are the biggest users of parental leave resulting in reduced superannuation balances at retirement. Employer superannuation contributions will be extended by 12 months to cover periods of parental leave up to 24 months. To ensure employees on parental leave are not disadvantaged, regular employer contributions will be made through this period. Transparency is central to pay equity. Upon request, NAB will provide to women the spread of salaries by gender for roles The Finance Sector Union claim for a New Enterprise ment at NAB Page 10
6 Our Jobs, Our NAB The Finance Sector Union Claim for a New Enterprise ment at NAB Section 6 - Respect at work Performance Principles Annual performance objectives will be in writing and set and agreed within 4 weeks of the commencement of the performance year. All changes to performance objectives during the performance year must be communicated in writing and mutually agreed. Dispute Resolution Any disputes under the previous ment replaced by this ment or the National Employment Standards that remain unresolved at the date of commencement of the new ment, will be progressed under the procedures of the new ment. Anti-Discrimination Scorecard measures are reasonable & achievable in my ordinary hours: 36% 24% Unsure 39% Disagree Anti-discrimination provisions will be improved to ensure the parties to this ment respect and value the diversity of the workforce and support the objects of the Fair Work Act and State and Commonwealth anti-discrimination laws, which aim to prevent and eliminate discrimination. employees or provides an entitlement or benefit to employees. Breastfeeding in the Workplace Employees who are breastfeeding will be provided with the facilities and support necessary to enable the employee to work while breastfeeding. This includes a suitable place to breastfeed or express milk, as well as access to a storage area for equipment, washing facilities and a refrigerator to store expressed milk. Reasonable time will be allowed during an employee s rostered hours to enable breastfeeding or expressing of milk. No Trade Offs In recognition of the profitability of NAB and the contribution that employees make through their hard work and commitment, there will be no trading off of employee pay, conditions and rights through this round of enterprise bargaining. The Technical Stuff With the termination of the NAB Group Award, we seek the inclusion of all relevant terms of the NAB Group Award into the new ment. This includes but is not limited to: Anti-Discrimination Accident Make Up Pay Supported Wage Training Wage Salary Grades Job Evaluation Adjustments to Allowances Facilitative Provisions Calculations of Rates Definitions A Productive Working Relationship To facilitate a fair and equitable workplace and to be role modelling NAB values, the bank will provide to the FSU a copy of all policies that apply to employees or provide an entitlement or benefit to employees covered by the new ment. This will occur at the commencement of the new ment or 14 days prior to creation, alteration or removal of a policy that applies to The Finance Sector Union claim for a New Enterprise ment at NAB Page 11
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