Westpac Group
Enterprise Agreement
Details of New Pay and Conditions Revealed | Consultation: 7 September to 18 September 2015
Secure Pay
Job Security
Choice & Control
Background
What happens now?
After two months of negotiations supported by FSU member activities
our agenda for Secure Pay, Job Security and Choice and Control in a new
simplified enterprise agreement has delivered results.
Consultation meetings will be held across Westpac, St George, BankSA,
BT and Bank of Melbourne workplaces over the next few weeks. This is
your opportunity to hear the details of the “in principle “agreement, ask
questions and provide your feedback.
During July and August we received your feedback on improvements
needed following Westpac’s initial proposal. Over four thousand staff
members signed a petition calling on Westpac to improve its offer to
match the key elements of FSU’s claim in relation to Secure Pay, Job
Security and Choice and Control.
After tabling the petition, the FSU negotiators have now reached an “in
principle” agreement, that secures improvements on the key issues of pay,
hours of work, redundancy & redeployment, staffing, call monitoring,
district allowances, and leave provisions.
This kit outlines the key elements of the “in principle” agreement so
that you can have your say before a final new Westpac Group Enterprise
Agreement is voted on by eligible employees.
If you would like to view all 67 proposals, visit http://bit.ly/1LebuUZ to
view the comprehensive document (member only access).
The proposed new enterprise agreement is a move towards a more
consistent and simplified set of conditions. It’s important that you attend a
meeting to familiarise yourself with the key elements.
Legal drafting of the clauses that will make up the final agreement still
needs to occur. This means that it will be some time before the formal
approval ballot and Fair Work Commission process takes place.
In the meantime, make sure your workplace has an FSU Workplace
Representative. This person has the important job of coordinating
consultation locally and providing feedback during the drafting phase.
Talk to your workmates about which parts of the new proposed
agreement are important to all of you, so that when the new agreement
becomes operational you know your rights and can ensure you make the
most of the new conditions.
P: 1300 366 378 (Mon - Fri, 8am - 6pm EST) | Fx 1300 307 943 | W: www.fsunion.org.au | E: [email protected]
Authorised by Fiona Jordan National Secretary/September 2015
Westpac Group Enterprise Agreement
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What we’ve achieved:
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• Together we have broken the link between targets and annual salary
increases. This is a major step towards necessary cultural change in our
industry. It sends a clear message there’s no place here for the ruthless and
sometimes brutal “whatever it takes” attitude that has caused our industry
so much damage and has stressed out so many of our colleagues;
• This proposal delivers pay increases above cost of living that will flow
through to better living standards over the next three years. It comes at a
time when wage growth in the broader economy is at a 20 year low;
• We have new enhanced commitments for members paid in excess of
$100,000 p.a;
• A common grading structure that will assist career mobility and job security
between the Westpac Group brands.
Earlier this year we asked staff to identify the issues that needed to be resolved in a new simplified enterprise agreement. Secure pay was a key
element, with 90% agreeing that pay outcomes should not be linked to performance objectives.
The proposed new agreement includes a pay structure that breaks the link between targets and annual salary increases. The proposed new structure
delivers pay increases to an additional 4,500 staff not previously covered by pay rises through enterprise agreements.
The proposed new pay structure is:
Tier 1: $0 - $75,000#
1 January 2016
*3.5%
1 January 2017
*3.25%
Tier 2: $75,001 - $100,000##
*2% minimum increase
*2% minimum increase
Tier 3: $100,001 - $150,000### 2% pool of funds to be distributed 2% pool of funds to be distributed
based on remuneration review
based on remuneration review
1 January 2018
*3.25%
*2% minimum increase
At least 2% pool of funds to be distributed
based on remuneration review
*The above fixed pay increases are subject to meeting minimum behaviour ratings of 2 or 3, compliance requirements which means being up to date on compulsory training for your role, and
not being on formal performance management.
# Note: This ceiling cap will be indexed 3.25% in 2017 and 2018.
## Note: This range will be indexed by 3.25% at the base and 2.% at the top in 2017 and 2018.
### Note: This range will be indexed by 2% in 2017 and 2018.
Ensuring Fairness in Tier 3 Fixed Pay Increases. Important additional information for staff in Tier 3
In an improvement from the previous offer, eligible staff in Tier 3 will be able to challenge their fixed pay increases if they believe that the result
of their annual fixed remuneration review is unfair. Under the new arrangements, Westpac have committed to reviewing fixed pay of eligible
employees in tier 3. In reviewing the fixed pay, Westpac will consider and reasonably apply relevant factors, including:
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The skills and experience of an employee;
Fixed pay relative to internal and external benchmarks;
How pay compares across groups eg male & female, part time & full-time;
The period of time since an employees last fixed pay increase and;
Meeting minimum behaviour and training criteria.
Remuneration review time is fast approaching. It’s important to make sure you know your rights and how to raise any concerns regarding fixed
pay increases. The first step is to be prepared, so talk to your local FSU Workplace Representative or Organiser.
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Minimum Rates Increases
New higher minimum rates in a new 5 band grading structure in 2016 plus an increase in the minimum base
rates for 1 January 2017 and 1 January 2018 by the following amounts:
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• 3.25% for grades 1 to 3 and;
• 2% for grades 4 and 5.
Grading and Classifications
Establish a new common broad banded grading structure, consisting of 5 grades. A review of each of the Westpac and St George roles will be completed to
assign them to the applicable new grade.
The table below outlines the proposed new grade structure, including indicative grades and roles:
Current Westpac Grade and Example Roles
Grade: 02, 03
Example Roles: Teller, Personal Banker Assistant, Planner
Assistants, CCC Banking Essentials Banker
Proposed New
Grade
1
Grade: A1, A2
Example Roles: Personal Bankers, CCC Consumer Connect
Banker, CCC Lending Solutions Banker, CBS Team Member
2
Grade: A3
Example Roles: Home Finance Managers, Credit Managers,
Relationship Bankers, CBS Team Member
3
Grade: M1, M2
Example Roles: Team Managers, Relationship Managers,
Local Business Bankers, Bank Managers.
4
Grade: M3, M4
Example Roles: Bank Managers (large), Senior Relationship
Managers, Senior Managers
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Current St George/ BankSA and Bank of Melbourne Grades
and Example Roles
Majority Grades: 45, 46
Example Roles: Customer Service Officer, Senior Customer
Service Officer, Hybrid Customer Service Officer, CCC Banking
Essentials Banker
Majority Grades: 47, 48
Example Roles: Customer Service Specialist, Senior Customer
Service Specialist, CBS Home Finance Officer, CBS Lending Officer
(Assessor, Loan Clerks and Lenders), CCC Consumer Connect Banker,
CCC Lending Solutions Banker
Majority Grades: 49
Example Roles: Branch Managers, Loan Requisition Officer
Majority Grades: 50, 51
Example Roles: Branch Managers, Relationship Managers
Note: Westpac have provided a commitment that staff will not receive a pay cut as a result of the new grading structure.
Note: This table is for guidance only. Once the review has been completed further information will be communicated and provided.
Allowances
Establish a consistent rate for allowances for Westpac, St George, BankSA, and Bank of Melbourne staff. In most cases allowance rates have been increased
to the higher applicable Westpac or St George rate.
For example Westpac and St George staff eligible to receive a meal allowance will now get the same rate of $15.36, adjusted annually.
District Allowance
Current eligible Westpac employees will continue to be eligible to receive a district allowance. However, the method of payment will change. Westpac
have proposed to replace staggered fortnightly payments for district allowances with a yearly payment, calculated as the current value of the allowance as
at 1 January 2016. The payment will be made early in the calendar year and is effectively paid in advance for the whole year.
Westpac have also agreed to include a commitment to consider a range of measures to attract and retain staff working in remote locations and apply these
measures where appropriate.
For more details and other key improvements on Secure Pay visit: http://bit.ly/1LebuUZ (Member only access).
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Westpac Group Enterprise Agreement
Job Security
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Rostered Day Off (RDO): The move to 152 hours for all full time staff
will bring a guaranteed right to one day off in each four week cycle for
all full time unpackaged staff. Existing unpackaged full time St George,
BankSA and Bank of Melbourne staff will have the opportunity to convert
to full time hours (152 hours over a four week cycle) and access a RDO.
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• We’ve maintained a strict test on comparable roles during
redeployment while introducing a common grading system
that enhances job prospects;
• We’ve separated the redeployment period from the
retrenchment notice period. This improves the chances of
redeployment and saving jobs;
• We’ve maintained or increased severance payments when
retrenchments are unavoidable.
Staffing
Westpac have agreed to include a commitment to adequately staff
all workplaces so that unpackaged staff can complete predicted work
in ordinary hours. In addition to this, packaged staff will only be
expected to work reasonable additional hours in line with the National
Employment Standards.
Severance Pay
Existing Westpac and St George staff will maintain current severance
payment calculations, while new staff working in St George or Westpac
will be eligible for the Westpac severance payment schedule.
Redeployment
In order to provide improved choice and control during times of
redeployment, the Westpac definition of “comparable role” has been
maintained. This definition includes a reference to test comparable roles
when moving between grades.
St George and Westpac staff will also have the added protection during
times of redeployment by ensuring that the redeployment period
and retrenchment notice period must run one after the other and not
concurrently. This means that the redeployment period and retrenchment
notice period will be two separate and clear steps, and allow maximum
opportunity for staff to be redeployed.
For more details and other key improvements on Job Security visit:
http://bit.ly/1LebuUZ (Member only access).
Choice and Control
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While these new commitments are genuine opportunities to
ensure staff members can achieve work life balance and workplaces
are adequately staffed, we need to implement them properly
to make them work. So make sure you have an FSU Workplace
Representative, talk to your workmates and work with an FSU
Organiser to implement this provision in your workplace.
Call monitoring
A new, single, call monitoring provision. Under the new provision, calls
will only be monitored for two reasons:
• Coaching, training and development;
• To ensure compliance with legal and regulatory obligations e.g.
FOFA, Consumer Credit Code.
The new provision will be based on the current St George clause, with the
above amendments and include the ability for an individual to request
on a quarterly basis information about the number of calls that have
been monitored during the proceeding quarter.
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• All full time Westpac, St George, Bank SA and Bank of Melbourne
unpackaged staff will have access to Rostered Days Off;
• New tools to ensure staffing is adequate and workloads are
manageable;
• Strong protections for all contact centre staff around call monitoring;
• Improved parental leave arrangements;
• Guaranteed support for staff dealing with family and domestic
violence.
Hours of Work
Implement a consistent 152 hour, four week cycle for full time
employees. St George, BankSA and Bank of Melbourne full time staff
will have the option of increasing their hours from 150 to 152 and
attract an additional pay increase of 1.33% (this is on top of a fixed pay
increase). If a staff member chooses to remain on 150 hours, they will
be classed as part time but their hours cannot be reduced or increased
without prior agreement.
Domestic and Family Violence Support Leave
A new provision in the EA which guarantees 10 days paid leave for
employees dealing with Domestic and Family Violence. Keeping a secure
job is often the key to economic independence and this leave will allow
eligible employees to deal with court matters, health issues and even
changing residence if necessary.
Paid Parental Leave
Paid Superannuation on up to two years of unpaid parental leave, at
employees’ election. An increase for primary carers to take a combination
of paid and unpaid leave, up from 12 months to two years.
For more details and other key improvements on Choice and Control
visit: http://bit.ly/1LebuUZ (Member only access).
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