New Agreement News

Why VF Management Refuse to Reveal its EBA Agenda

The first VicForests negotiations today for a new Agreement ended in nothing really, a bit of a stalemate to a degree as the talks seemed to be happening on different planets.

Whilst the Union's position is that our comprehensive Agreement should be maintained in line with our VPS objectives, we indicated to VF management that we were, as always, prepared to look at any other proposal they may have, and then make this available to our members for discussion.

Unfortunately, and despite repeated requests, VF management would not provide us with any proposal they had preferring instead to snipe and pick at our claims.

Because of this, negotiations did not proceed much further today and the parties have agreed to go back to Government (Workforce Victoria) to clarify and try to resolve an impasse.

What we do know of VF management's position however is based on information provided to us from other sources and gives us an insight into the secrecy around VF management's position and it is deeply troubling.

VF management seem to want to abolish progression steps, and link ALL wage increases to performance and VicForests profitability, and therefore exclude any annual percentage increases.

Under such a system, basic cost of living increases would not be available to you if your manager decided your performance wasn't up to scratch or if VicForests failed to make a profit.

Again, this would not just apply to one off bonuses, but also to the basic wage increases the Government is making available to the rest of the public sector.

CPSU is pursuing consistent claims across the public sector, ensuring equitable outcomes and preventing smaller agencies that are established from time to time to adopt the kind of divide and conquer approach that existed under the previous Government.

VF management's rationale, it was stated, for wanting to treat VicForests staff differently from the rest of the public sector, seems to be that the current arrangements, in their view, rewards mediocrity, and there is evidently no incentive to work harder or smarter.

CPSU has long opposed performance bonus systems as the only form of wage movement and for good reason.

Research shows that such systems do not improve performance at all*, and that the reason management prefer them is because they reduce the overall amount of money spent on wages.

* http://home.ubalt.edu/tmitch/641/kohn_93_why_incentives_don%27t_work.pdf

So whilst a select few staff (usually the more senior) may do better, on average most people are worse off.

With rumours abounding about the future of a stand alone VF corporation and the State Opposition making public noises based on their view about VF's profitability and performance it makes no sense to demolish bridges between employment arrangements of VF staff and the wider public sector.

CPSU again re-iterates that we are keen to look at the detail of any proposal VF management want to put to us, but thus far none has been forthcoming.

Your CPSU reps are working hard to ensure that VicForests staff don't become second class public sector workers.

Help them to do so by distributing this bulletin widely, and talking to your colleagues about the benefits of CPSU membership.

Our 7 day a week, 24 hours a day, 365 days a year industrial protection ensures you have the principal public sector organisation looking after your working rights, winning wage increases, protecting your conditions, and providing personal industrial assistance when you need it.

CPSU MEMBERSHIP IS PROTECTION FOR YOUR MOST IMPORTANT ASSET. YOUR JOB.

Speak to a colleague today about the benefits of CPSU membership and have them contribute to our successes rather than just enjoying the benefits.

Please distribute this bulletin and ask your colleagues to join CPSU to have their voice heard.

TOGETHER WE DO BETTER!

http://www.cpsuvic.org/public_docs/Work-Can-Change-membership-flyer.pdf

http://www.cpsuvic.org/public_docs/memform.pdf

KAREN BATT

Victorian Branch Secretary

Tuesday 13 January 2009