Vote for a new agreement at CSIRO

On Thursday 17 October, all CSIRO staff will get the opportunity to cast a vote to support a new enforceable enterprise agreement.

Don’t risk a determination

Vote No. Support bargaining for new agreement. It’s the only way to protect future pay rises and working conditions at CSIRO.

A ‘determination’ is not enforceable and could be retracted at anytime by Larry Marshall and the CSIRO Executive.

Staff Association representatives are committed to securing pay and conditions through bargaining.

Don’t risk a dodgy determination and rely on the promises of Larry Marshall and the Executive for future pay rises and working conditions.

Useful resources

  • Poster – PDF (print to A3)
  • Flyer – PDF (print A4 two sided)

Background

CSIRO Executive are conducting a non-binding snap poll of staff in a deliberate attempt to avoid bargaining for a new enterprise agreement.

Larry Marshall and the CSIRO Executive are proposing to use a section of the Science and Industry Research (CSIRO) Act to apply the ‘determination’ on staff pay and conditions.

Dodgy ‘determination’

The ‘determination’ that CSIRO Executive is proposing to staff is not enforceable and could be retracted at any time.

Consequently, staff must rely on trusting Dr Marshall and current and future CSIRO Executives in order to see any of the non-binding pay rises in the future.

If the CSIRO Executive genuinely want to guarantee pay rises and conditions, they can readily make the same offer they’re suggesting as a ‘determination’, through a bargaining process; the massive difference being that agreement pay and conditions are guaranteed and enforceable.

Who do you trust?

Simply put, do staff want to trust the promises of Larry Marshall and other CSIRO Executive leaders in coming years for their future pay rises and conditions?

There’s an added insult to staff in this approach by avoiding bargaining with staff; the section of the Act that Dr Marshall proposes to use is the very power that he has refused to utilise to counter the staffing cap or the Government bargaining policy.

Bad approach 

If the CSIRO Executive are really concerned about securing the working future of staff, why wouldn’t they use Section 32 of the CSIRO Act right now to refuse to apply the staffing cap and bargaining policy?

Regrettably in CSIRO, it all points to a Board and Executive that refuse to take the side of staff or the organisation; instead preferring the Federal Government agenda of driving down CSIRO working conditions and cutting jobs and careers in science and research.

Staff Association position

CSIRO Staff Association representatives are strongly committed to securing pay and conditions through bargaining.

We recommend that staff vote no and reject the determination option.

Only a new enterprise agreement will ensure our pay rises and working conditions are enforceable.

Stand up for staff’s collective future at CSIRO. Do not support the non-binding ‘determination’ proposed by CSIRO Executive.

Join the Staff Association 

If you’re not yet a member, join the Staff Association and support collective bargaining at CSIRO.

Visit www.cpsu-csiro.org.au or email csstaff@cpsu.org.au for more information on membership.

5 thoughts on “Vote for a new agreement at CSIRO

  1. Excellent bulletin. Clearly sets out the arguments. All the best to the many great Staff Association members in this fight.

  2. It is clear that due to the bargaining policy of the government that CSIRO will be limited/constrained what it can offer in both pay and conditions. If the staff association would be okay with keeping the same conditions and the 2% pa wage increases? This seems what the negotiation team would like to do that too as they told in today’s webinar. A quick bargaining negotiation could therefore ensue and this determination step would not be necessary. In this way we are more ensured to keep the conditions that we have at the moment?

    Is this what the Staff Association suggest or do you want to get new conditions in a new enterprise agreement? if we need to vote on this it would be good to know both starting potions for the potential E.A, negotiations

    • Thanks Leon. Yes, Staff Association representatives have said that a management offer on pay and conditions presented through a formal bargaining process, would be something we would take to members for consideration.

      In terms of other issues for bargaining, there is an opportunity through bargaining (not through a determination) to modernise the agreement by reflecting current staff views on provisions like classifications, pay scales, postdoc entitlements and parental leave flexibility (as examples). We know from bargaining that is occurring in other public sector agencies at the moment, that these type of issues can be progressed.

      The Staff Association’s initial position on bargaining will be directed by member responses to our current online bargaining issues survey – https://www.surveymonkey.com/r/csirostaff-bargaining-issues-2020-survey

  3. Is the CPSU arguing that the entire Enterprise agreement as it stands will be non-enforceable after a determination, or only the salary rises? My impression was that the salary rises were the only element of the determination and the EA would be rolled over for another 3 years.

    • Thanks Andrew. Yes, the determination proposes to deal with pay. CSIRO has said that they intend to keep applying the (expired) conditions of the current agreement after its nominal expiry on 14 November 2020. However, there is a distinct possibility that the Government would try to force public sector agencies including CSIRO to terminate expired enterprise agreements. In CSIRO, that would mean our conditions would fall to those that in the stripped down CSIRO Award. These processes are not uncommon in the current industrial relations landscape in Australia. Notably, this is not something the Government would be telling public sector workers now, but it is an obvious risk and threat for the future. It will be averted if we have a new agreement in place.

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