Over the last week there has been intensive bargaining between management and our Union Bargaining Team. We now have all the facts about what’s on the table. If you have any questions please come and see an organiser or delegate on site.
- 4% pay increases each year, for 3 years
- Full back pay from July 2013
New Table Games classification structure
Management has agreed to a classification system in Table Games that is based on time served and not games training. It will mean that Table Games employees will progress through the classification pay rates based on their number of years with Crown.
This new structure sees current dealers paid new rates as follows (these rates include the 4% pay increases):
- < 1 year service – $24.05
- 1 year service - $25.55
- 2 years’ service- $28.67(current 2-Game rate plus 4%)
- 4 years’ service- $29.95
- 5 years’ service - $30.22
- 6 years’ service - $31.23 (current 3-Game rate plus 4%)
- 10 years’ service- $32.32 (old 4-Game rate plus 4%)
- 15 years’ service - $32.58
- 20 years’ service- $32.84
Current employees will immediately move up to the classification rates above once the proposed Agreement is completed. Those employees who currently receive more than the rates set above will be maintained on their current rates, and continue to receive the annual 4% pay increases, until they fall back in line with the classification structure and then continue to escalate the same way as other employees.
Employees will be required to complete a form agreeing to undertake Workplace Coach training to escalate to the 5-year rate of pay, and Learning Development training to receive the 10-year rate of pay. All employees will be guaranteed this pay rate if they agree to undertake the training and do not have to wait until the training is completed to receive the new rate. Employees will not be required to take on any specific additional duties once they complete the training.
Junior rates will apply to future employees when they are under 20 years of age. This does not apply to current employees. This means future employees who are 18 years old will be paid 80% of the appropriate rate above, and 19 years old will be paid 90% of the appropriate rate above. The proposed Agreement will include a term requiring that younger employees are not given unfair preference when filling vacant roles or receiving additional hours.
Future employees will reach the rate of $28.67 at three years, rather than two years. This will not apply to any current employees.
New Security & First Aid classification structure
Security Officers and First Aid Officers will have a new classification structure that is based on length of service, certification and experience.
This new structure sees current Security Officers and First Aid Officers paid new rates as follows (these rates include the 4% pay increases):
• Undergoing Cert II - $25.05 (Level 4)
• Cert II & First Aid Officers - $27.14 (Level 5)
• Cert III plus 2 years’ service - $29.70 (Level 6)
• First Aid Officers plus 2 years’ service - $29.70 (Level 6)
• Cert III plus 3 years’ service - $30.40 (Level 7)
• Cert III plus 4 years’ service - $30.99 (Level 8)
• Workplace Coach - $30.99 (Level 8)
• Work Place Trainer - $32.06 (Level 9)
• Cert III plus 7 years’ service (by application) - $32.06 (Level 9)
• Venue / Event Leader (HD role by application) - $32.60 (Level 10)
Current employees will immediately move up to the classification rates above once the proposed Agreement is completed. Those employees who currently receive more than the rates set above will be maintained on their current rates, and continue to receive the annual 4% pay increases, until they fall back in line with the classification structure and continue to escalate the same way as other employees.
Security First Aid allowance
The First Aid allowance for Security Officers has been increased. Full timers will receive $34.00 (the current rate is $22.90 per fortnight). Part-timers will receive a minimum of $22.90 per fortnight with an additional $0.44 for every hour above 54 hours in a fortnight.
Employees will have ability to purchase up to 2 weeks leave each year. The cost of this leave will be spread over a 12-month period. This leave can be taken as if it was normal annual leave or cashed out if unused.
Time In Lieu on public holidays
Full-time employees who are rostered off on a public holiday will be able to elect to accrue TIL for that day (currently employees are automatically paid a day but do not have the choice to accrue TIL).This TIL converts to annual leave if unused.
Black-Out leave access
The proposed Agreement will include new rules about how employees are selected to be granted leave during black-out periods. This system will provide preference to employees with longer service, and who have not been granted leave during a black-out for an extended period.
Work-Life Balance Rostering Committee
A committee will be established to discuss ongoing rostering and ways to facilitate work life balance. One of the functions of the committee will be to consult about an annual review of the rostering system.
System to request part-time / full-time conversion
The proposed Agreement will include new rules about a system by which part-timers can request conversion to full-time work, or request to move between part time bands.
Crown-wide career progression
The proposed Agreement will include new rules to ensure Crown staff are given the opportunity to apply for new roles and have their service at Crown recognised in that process. This will apply in all major areas such as the Food and Beverage Department.
Consultation about contracting
The proposed Agreement will include a consultation mechanism to consult about engaging contract labour. This process will require management to go through a specialised consultation process that involves:
• Meetings with union representatives and affected employees,
• Translating of key information where necessary,
• Providing information about any sub-contracting work,
• Consulting about key issues like finding alternative work at Crown for existing employees, and any redundancies that may occur.
Major change consultation
A new consultation mechanism will be included in the Agreement for changes that affect people in their work. The new consultation system will involve:
• A month long period of meetings with union representatives and affected employees,
• Translating of key information where necessary,
• Rights for our consultative committee to address major issues, and
• Consideration of alternatives put forward by employees.
Health and safety
Management has not agreed to include changes to Health and Safety Representatives rights in the proposed Agreement. Management have proposed to provide a letter of agreement to the union committing to making the following changes:
• HSRs to sit on Central Coordination Committee
• HSR 1-hour paid meetings before all Coordination Committee meetings
• On-site HSR room with facilities
• Detailed HSR notice boards