Lemon
Well-Known Member
- Joined
- 19/10/09
- Messages
- 144
- Reaction score
- 53
@mb&b,
I agree management should be able to manage.
Rostering arrangements and alternatives or variations are commonly included in agreements. If you want to make a significant change you have to bargain. Fair enough.
Metro don't have to make a new agreement, changes to legislation means EBAs are not required to be renewed. The company can elect to make pay increases without a new agreement.
But, they want something for their proposed increase. So they need to bargain.
Withdrawing labour is a legitimate , and possibly the only, bargaining measure employees have.
Those efficiency improvements are again part of agreements, that the company have previously entered into. I.e. Reduction in numbers, major change, automation, etc. generally agreed to without much foresight for these type of game changing issues in the future.
I agree management should be able to manage.
Rostering arrangements and alternatives or variations are commonly included in agreements. If you want to make a significant change you have to bargain. Fair enough.
Metro don't have to make a new agreement, changes to legislation means EBAs are not required to be renewed. The company can elect to make pay increases without a new agreement.
But, they want something for their proposed increase. So they need to bargain.
Withdrawing labour is a legitimate , and possibly the only, bargaining measure employees have.
Those efficiency improvements are again part of agreements, that the company have previously entered into. I.e. Reduction in numbers, major change, automation, etc. generally agreed to without much foresight for these type of game changing issues in the future.