Embedded Files
1. New Enterprise Bargaining Agreement (EBA) Updates The core focus of the meeting was the recently negotiated EBA, which is now in its viewing period before voting.
1. New Enterprise Bargaining Agreement (EBA) Updates The core focus of the meeting was the recently negotiated EBA, which is now in its viewing period before voting.
- Negotiation Success: New organiser Steve commended management, delegates, and Alan McGill for securing a robust agreement.
- Key Improvements:
- Delegates' Rights: 16 hours of paid delegates' leave per year (accruing), separate enterprise bargaining meeting leave, and enhanced rights to workplace facilities and communication with employees.
- Workplace Culture: New external review by June 2026 (Clause 30) and an internal complaints process (Clause 33).
- Policy Development: New consultation requirements with access to external specialists (Clause 32).
- Mental Health: Health and Safety Representatives (HSRs) can attend mental health first aid training.
- Wages and Allowances:
- New tiered wage structure: 1000 hours at 2%, 2000 hours at 4.5%, and 4000 hours at 6.5% (replacing the old 2000+ hours at 4.5%).
- XL trainer driver's allowance (medium rigid and above) is now a distinct, separate allowance.
- New Detail Categories: Seven new categories with duty descriptions, including customer service (a new tier), logistics, fleet/depot management, and expanded communications policy management.
- Leave: 20 days of paid family and domestic violence leave (upfront, non-accruing), in addition to access to personal leave.
- Worksite Meetings: Paid time for any employee wishing to participate, with no specified time limit (previously 12 employees, 30 minutes).
- Work Engagement: Clarified 4-hour minimum engagement with 12-hour cancellation notice.
- Policy Changes: Require majority agreement from designated work groups and committees.
- Casual Conversion: Reduced from 12 months to 6 months.
- Consultation: Enhanced requirements for changes related to technology, drug/alcohol policy, and operational structure, with changes not to be implemented until consultation is exhausted.
- Representation: Employees and Transport Workers Union delegates must be notified by email in advance of any representation matters.
- Next Steps for EBA:
- A union meeting will be held on Friday afternoon at 4 pm in the conference room to review the agreement.
- A 7-day viewing period is currently underway, during which employees received an email from Windsor to read the agreement.
- Voting will commence next Friday and last for one week, with notifications sent via text or email.
- Employees are strongly encouraged to vote 'yes'.
- Back Pay: Once the 'yes' vote is confirmed, back pay (the difference between current wages and the new rates from 1st July) will be processed, not contingent on the Fair Work Commission's eventual approval (which could take 1-4 months).
2. Occupational Health and Safety (OHS) Committee Updates Thom Lidgerwood provided updates from the OHS Committee:
2. Occupational Health and Safety (OHS) Committee Updates Thom Lidgerwood provided updates from the OHS Committee:
- Training Videos: Great training videos are being used for inductions and are available for all staff.
- DNI (Do Not Initiate) Procedure: A new procedure for reporting inappropriate conduct from customers or third parties has been implemented via the reports page on every truck.
- Safety Shoes: It is a legal requirement to wear safety shoes. Enforcement will become stricter, with potential warnings for non-compliance.
- Ramp Safety: Ramps are a significant source of injuries. Employees must report issues like peeling grip or poor connection and position trucks to minimise steep ramp angles.
- Injury Data: The committee aims to collect more granular injury data for statistical analysis to identify root causes and improve safety.
- HSR Vacancy: A new Health and Safety Representative (HSR) is needed for Amersford; nominations are open.
- Monthly Truck Cleans: Ongoing checks for missing or broken items (e.g., ramps, lights, cracking shields). Due to keeping trucks longer, extra vigilance in reporting issues to Richie is crucial for maintenance and safety.
3. New App and System Development Tim provided an update on the ongoing development of a new digital system:
3. New App and System Development Tim provided an update on the ongoing development of a new digital system:
- Interim App Release: An interim app is being rolled out to address frustrating login issues with the wiki (due to personal vs. staff Google accounts). This app will offer jobs roster functionality, wiki access, and reporting, with persistent login.
- Purpose: This is not the full new system but a preview to test the app rollout process and provide easier wiki access.
- Full System Timeline: The full system is still under development (noting it's 6 years into a 2-year rebuild), but Tim is optimistic about progress, with some benefits expected this year.
- Location Tracking: Concerns were raised about the app asking for location. Tim assured that privacy is paramount and the company does not intend to track employees outside of company time. Future automation (like Uber-style customer notifications) will adhere to privacy policies.
- Surveillance Policy:
- Depot cameras have audio recording capability. Audio is *not* recorded in offices, meeting rooms, or the courtyard.
- Audio *is* recorded downstairs in the general depot area for safety reasons, to assist in reviewing incidents.
- Notices about audio recording will be posted.
- Access to surveillance footage requires a legitimate reason (e.g., locating lost parcels, truck keys). An updated surveillance policy is included in the EBA.
4. AFRA Accreditation Man with a Van is pursuing accreditation with the Australian Furniture Removalist Association (AFRA):
4. AFRA Accreditation Man with a Van is pursuing accreditation with the Australian Furniture Removalist Association (AFRA):
- Background: The company previously shelved the idea over 10 years ago due to a requirement to on-sell insurance, which has now been waived.
- Benefits: Accreditation is expected to attract more business from government departments and larger enterprises that rely on AFRA's list of accredited movers. It also enhances the company's perceived authenticity with AI browsers and chatbots.
- Status: The application has been approved by AFRA's council, with final accreditation expected by April next year, including an interim approval period.
5. General Company Announcements
5. General Company Announcements
- Lifties Celebrations & Awards: The date for the Lifties celebrations and lawn bowls has been announced. Staff are encouraged to vote for Gold Lifty and other awards.
- New Staff: Many new staff are joining for the busy Christmas period; existing staff are encouraged to make them feel welcome.
- Busy Period: The company anticipates a significant increase in work from Melbourne Cup onwards through Christmas.
- December Roster: The December roster will be released next week. Staff are urged to carefully consider their social commitments and recovery needs when declaring availability.
- Christmas Party Date: The annual Christmas party has been moved from January to December to avoid coinciding with Invasion Day and to ensure better attendance.
- Inactive Roster Policy: A new written policy states that employees inactive on the roster for two months will be removed. They can re-engage by contacting the company. This was acknowledged as a major workplace change requiring consultation, which this toolbox meeting served as part of.
- Uniform Policy: The company will gradually enforce stricter adherence to the Man with a Van uniform, starting with safety shoes and progressing to branded shirts and jumpers, which are a condition of employment. A small allowance for non-branded headwear will remain.
Page updated
Report abuse