CASA’s proposed Enterprise Agreement is ‘open to vote this week’.
The voting process is open from today, Monday 5 Feb 2024.
IMPORTANT NOTE: The vote is closing 1600 AEDT, Friday 9 February.
The proposed Enterprise Agreement (EA), as per the Fair Work Act's, Genuine Agreement Principles has been available to access via CASA website over the past week and is to be decided by all CASA employees (technical and admin), as a ‘Yes’ or ‘No’ vote.
The outcome of the EA vote is based on the majority (50% plus one person, or more) who actually vote – it is your right to cast a vote and to be counted (if you don’t vote it then you can not influence the outcome).
TECHNICAL UNION MEMBERS - JOINT LOG OF CLAIMS
The Technical Union’s Joint Log of Claims (LOC), did not achieve all the technical union members claims. Importantly the pursued separate EA never resolved, as CASA continued with its position to include technical workers and admin workers under one EA.
The proposed EA through negotiation (and also influence of the central public sector bargaining) resulted in the introduction of new matters the previous agreement did not include – such as TOIL access and options for FOIs/FTE outside of emergency work (by mutual agreement), a process to review workload matters, and a clearer prescribed process of workforce planning (already subject to consultation under the previous EA).
The joint technical unions members meeting last week, discussed this progress in detail. If you were not available and/or you would like to discuss further prior to casting your vote please contact jason@afap.org.au for further updates.
AFAP MEMBERS PRIORITY ITEMS
AFAP members had stated their priority at the commencement of bargaining, the AFAP worked with technical unions to pursue these (and further claims) in negotiation with CASA in the process, including;
- A Fair Wage increase
- FCAT improvements
- Minimum staffing for technical roles
- Workload matters
A FAIR WAGE INCREASE
When polled last week the technical unions members as a majority did not support the wage increase of 11.2% over the life of the agreement (3 wage increases). Some members remained unsure on whether they support the wage increase, and a minority provided some support.
Members feedback in the meeting raised the Consumer Price Index (CPI) movement over the previous years, moving from 3.5% to the recent high of 7.8% (change from Dec’ 2021 to Dec’ 2022). During this time administrative increases were significantly lower than the CPI, and effectively the value of wages in CASA decreased compared to the cost of living increases.
Although on average the CPI is decreasing since Dec’ 2022 high it continues remains above 4% currently, higher than average annual wage increase offered by CASA - a key reason for lack of support by members.
FCAT IMPROVEMENTS
The proposed EA does provide any direct FCAT improvements and concerns remain whether there may be continued issues under the new EA.
A potential improvement may be indirect through the application of the proposed new Technical Consultative Committee (TCC). It is hoped that the use of the TCC with regular updates and reporting on technical training matters, (including currency) can improve matters across CASA. The requirements of workforce planning (including considerations of ICAO feedback/guidance) may identify the critical training requirements and skills in CASA as an aviation regulator.
MINIMUM STAFFING IN THE TECHNICAL ROLES
This remains a matter of contention as it was not agreed during bargaining. The only CASA offer to the technical unions (PA and AFAP) was for unions to drop this claim in order to retain the FOI endorsements in the Agreement – although members disagreed in the approach the joint technical union members showed empathy to FOIs to protect your (existing) conditions.
A new clause has been included regarding workforce planning – if this EA is voted up the effectiveness of this clause may also rely on staff engagement, the TCC, and CASA listening to feedback in consultation. Potentially the feedback and guidance in the ICAO may have some influence on workforce planning.
WORKLOADS
A workloads clause has been included in the proposed EA in response to these claims. This clause is a process to report workload issues, it is not automatic but is subject to the enforcement by members (as many EA conditions).
It is also important to note nothing in the proposed EA removes existing rights under the workplace health and safety legislation, regulations and codes of practices - which may also be considered when approaching workload matters.
OTHER EA NOTES
The Agreement combines the Flight Operations Inspectors (FOIs) and Flight Training Examiners (FTE) under the common title of the Flight Operations (FO). The wage schedule includes 2 separate tables for the FOI and FTE employees, and FTEs that transition across can not result in becoming worse off.
During bargaining for this EA CASA did focus on pilot employed at CASA on multiple occasions, firstly reviewing the loss of licence allowance (later withdrawn by CASA), and also in their first pay offer targeted FOI endorsements (also withdrawn in negotiations, as mentioned above).
CASA EA VOTE - WHAT HAPPENS NEXT?
The process is now left up to all the CASA employees, both technical workforce and administrative workforce to decide on the outcome of this proposed agreement.
If it is a ‘Yes’ you have a new Agreement that will be sent to the Fair Work Commission for approval – if it is a ‘No’ then we continue bargaining for your new Agreement.
The CASA technical workforce, including AFAP members have been well engaged in the process, taken Protected Industrial Action throughout the process, and also kept up to date throughout negotiations - please continue to keep up the engagement and have your say on the outcome of this EA.
If you have feedback, queries or concerns please contact the AFAP Industrial team via jason@afap.org.au.
Kind regards,
AFAP Industrial Team