Make Post Listen

Australia Post Enterprise Bargaining Agreement: What’s it all about?

In December 2006 the Australia Post EBA6 reached its nominally expiry date.

We commenced negotiations for EBA7 with Australia Post at the end of September 2006.

Under the Howard Government’s IR laws any conditions that are not explicitly contained in a workplace agreement will eventually disappear.

 This means we will have to negotiate with Australia Post about putting all current conditions in EBA7 to the extent that the new laws allow. 

So redundancy, shift penalties, overtime, meal allowances, leave loading, one week’s public holidays, rest breaks, the extra one week’s leave for shift workers, allowances, salary increments, paid special leave, even hours of work are all potentially on the table.

It is unlawful to even ask for some things including appealing unfair dismissals through a Board of Reference, union representation in dispute resolution, trade union training leave and restrictions on Australia Post’s use of contractors and labour-hire workers.

When EBA7 expires the agreement can be unilaterally terminated by the employer by giving 90 days notice. Then you may fall back on the government's 5 minimum conditions until you agree to a new EBA.

The new laws also make it more difficult to protect wages and conditions by taking industrial action. We have to have a secret postal ballot, where 50% must vote and 50% must vote Yes for the action to be protected. Then we have to tell Australia Post our plans in advance so that they can try to arrange for scabs to do your work.

So what do we want? We want a decent pay increase. We want current conditions of employment protected in EBA7 as far as the new laws allow.

Our core bargaining claim includes:

• A decent pay increase

• Protection of current conditions and redundancy entitlements

• Job security through retention of permanent full time jobs

• Conversion of part-time to permanent full time

• Flexible work conditions to balance work and family and caring responsibilities

• Safe workplaces and working conditions

• Maintaining job security regardless of franchising

• No extension of retail franchising

• Right to choose to be represented by a union

• Dispute settling procedure that allows AIRC to arbitrate

• No unilateral termination of agreement by Australia Post

Good campaigning is essential for getting the best results from what will be difficult negotiations in the current industrial relations environment.

Effective campaigning requires the union to:

• Seek to protect and improve wages and conditions through collective bargaining

• Keep the employer honest

• Organise collective action

• Keep members informed

• Campaign publicly

Effective campaigning requires members to:

• Become active in the campaign

• Learn about the new workplace laws and how these changes postal workers

• Talk to friends and colleagues about the campaign

• Organise together on the job to resist unfair treatment at work

• Participate in action activities and come along to union meetings

• Join the union – if you’re not a union member, join now!