PN Bulk EA- Update 15

Yesterday, we met via telephone conference before Deputy President Saunders of the Fair Work  Commission after Pacific National lodged their bargaining dispute. 

Pacific National requested for the Deputy President to attend three lots of bargaining meetings to which  he agreed. The RTBU pointed out to the Deputy President that until this point in time Pacific National have  refused to give serious consideration to Part A matters on Scope, Labour Hire and Arbitration and that we  can’t seriously bargain around the rostering issues that we have been trying to resolve, if PN refuse to  negotiate on Part A matters. It was agreed that these matters will be discussed as part of bargaining  moving forward.  

The meeting dates are: 

1. Wednesday, 1 June 2022, commencing at 9am and concluding by about 4/4:30pm

2. Thursday, 2 June 2022, commencing at 8:30am (with the Deputy President to depart at about  10:30am) and the meeting to conclude by about 12/12:30pm 

3. Thursday, 23 June 2022, commencing at 9am and concluding by about 4/4:30pm

4. Friday, 24 June 2022, commencing at 8:30am and concluding by about 12/12:30pm

5. Wednesday, 29 June 2022, commencing at 9am and concluding by about 4/4:30pm

6. Thursday, 30 June 2022, commencing at 8:30am and concluding by about 12/12:30pm 

We hope that PN will take this opportunity to genuinely put forward proposals that truly take members’ concerns into account rather than continue with the same old rhetoric and waste everyone’s time, including  the Commission’s, in an attempt to avoid giving their members a pay increase and new agreement that supports members claims. 

As we reported yesterday, the FWC have agreed to our Protected Action Ballot to go ahead. It is important  that members apply maximum pressure on PN and participate in the Protected Action ballot and Vote YES to all Questions. Bargaining does not prevent members from taking protected action. 

“The questions to be put to voters in the ballot are: 

In support of reaching an enterprise agreement with your employer, do you endorse the taking of protected industrial action by RTBU members against your employer, which may involve taking separately, concurrently and/or consecutively any or all of the actions set out below:

1. Taking protected industrial action in the form of an unlimited number of stoppages of work of 1 to 72 hours in duration; 

Yes [ ] No [ ] 

2. Bans, limitations or restrictions on the manner in which employees undertake work or accept work; 

Yes [ ] No [ ] 

3. Changes to the way that employees perform work that results in a delay or limitation in the performance of work; 

Yes [ ] No [ ] 

4. Interrupting work periodically, over an indefinite period or for specified periods, in order to distribute union and/or industrial campaign material by any means; Yes [ ] No [ ] 

5. Interrupting work periodically, over an indefinite period or for specified periods, in order to attach union and/or industrial campaign material to outgoing mail, emails, and adding it to Pacific National materials and displays; 

Yes [ ] No [ ] 

6. Interrupting work periodically, over an indefinite period or for specified periods, in order to attach union and/or industrial campaign material to Pacific National vehicles and assets (that does not impact on safety); 

Yes [ ] No [ ] 

7. Interrupting work periodically, over an indefinite period or for specified periods, in order to provide information, in any form, concerning the views of employees about any aspect of the bargaining campaign to any members of the public, including the media. Yes [ ] No [ ] 

7. NOTICE PERIOD 

For the purpose of s.414(2) of the Act, the period of notice required is seven (7) working days.”

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