NEA Bargaining Meeting 2
An update on the bargaining process
Note Aug 16: Apple has confirmed that another bargaining meeting is to be held this Friday August 19. This meeting has been termed a “listening” meeting. The following bargaining meeting where Apple intends to responds to claims logged will be on Monday August 22.
Hello,
Today another bargaining meeting was held; here’s a brief recap and some updates.
Today’s meeting was held via WebEx, making it much more comfortable than the conference call last time. Apple presented a keynote highlighting the changes of the new EA, not really providing any new information or details we didn’t already know.
One thing of note is that Apple provided details around the ballot:
Team are not required to vote
It will be a Yes or No vote
CorpVote will be acting as a third-party organiser and voting details will be emailed to Apple email addresses
Voting will be conducted online or by telephone
Voting is anonymous and you can only vote once
For team that are unavailable or on leave during the voting period, instructions can be requested to be sent to a personal email address
Ballot details were not discussed, and again, Apple did not consult with any of the bargaining representatives around the ballot process.
Bargaining representatives were then called on to present claims and questions for Apple’s representatives.
We had an opportunity to speak about a few of the most pressing issues concerning us:
Suggesting an increase to weekend penalty rates to 150% on Saturdays and 200% on Sundays; to make Apple a leading employer that is able to go above and beyond the minimum imposed by the award, and to bring Apple in line with other retail employers, and to compensate the team appropriately given Apple’s requirement for full weekend availability for all team.
Introducing the ability for team to cash out unused sick leave in excess of 15 days accrual again in line with other employers and awards — By allowing team to cash out their sick leave it reduces the incentive for team to use this leave unnecessarily just because it’s available. This will hopefully encourage less absenteeism among team.
Amending the clause pertaining to night work pay so that it becomes effective from 8pm rather than 10pm — To benefit the team that most often work in the evening and often end up travelling home late at night and are unable to spend time with family or prepare a meal.
Increasing the proposed roster notice period — While Apple has claimed that the 3-day minimum is to be used for NPI/Special Events, we would like to see a more clear clause to stipulate this to prevent the potential misuse and abuse of this clause. As it stands under the current agreement, Apple has had no issues scheduling team for these reasons so there needs to be a justification, consultation, and a clear definition of terms for this change.
The adjustment to a 15.2 hour minimum for part-time rostered hours while “promising/planning/guaranteeing” a 19 hour minimum in communication regarding the policy was also raised. — If Apple intends to promise a 19 hour minimum, we would like to see it in the agreement.
A removal or amendment of the TOIL expiry clause — Apple has introduced this clause without explaining why TOIL is now paid out after 6 months; this is detrimental change to many of our team who consolidate their TOIL and Annual Leave in order to take time off.
We asked to seek clarification around the clause allowing Apple to force team to take their own accrued Annual Leave in the instance of a pandemic or other reasons. — We asked specifically what happens to team who do not have a sufficient balance or run out of leave during a period of store closure and if their wages are guaranteed.
And finally raising the ‘higher duties’ clause and what is encompassed by this clause (e.g. career experiences, interim roles, store ‘teams’), and if this will impact the future availability of these higher duties and if the clause has any bearing on the recruitment decisions made now that Apple is obligated to pay employees.
All of these points were recognised by Apple’s ELR team and entered into the log of claims. Apple has indicated that it will respond by the next bargaining meeting.
The next bargaining meeting has been tentatively planned for next Monday August 22nd. Discussions were had about delaying this meeting further so as to allow representatives to canvas their represented team. Apple has affirmed its position that it will continue on its own schedule of meetings. A secondary discussion was raised about potentially holding a secondary meeting this coming Friday (Aug 19) but did not commit to one.
Further feedback was given by a number of representatives about the way this bargaining meeting was led and how there was no set agenda.
Once again, we implore you all to join your relevant union; having each team member representing themselves — while a noble and respectable decision — leads to delays and lengthy bargaining meetings that are not productive. Having unions represent team, allowing them to consolidate claims and deliver them succinctly is key to an effective bargaining process.
Planned meetings
RAFFWU is holding a member meeting this evening (Aug 15) at 7pm — Members should have received communication about this already.
The ASU plans to hold another whole team meeting this week, with the date to be confirmed shortly.
The next official bargaining meeting is tentatively planned for Monday August 22.
Apple has begun publishing recaps of bargaining meetings on the People website.
We will continue to keep you updated on the latest bargaining meetings and any other meetings with the unions.
In solidarity,
Apple Together Australia
Appreciate the update and your continued attention and informed commentary. Thank you!