||Issue No. 234||20 August 2004|
Interview: Trading Places
Safety: Snow Job
Politics: In the Vanguard
Unions: Gentle Giant Goes For Gold
Bad Boss: 'Porker' Chases Blue Ribbon
International: Cruising For A Bruising
History: Under the Influence
Economics: Working Capital
Review: Fahrenheit 9/11
Poetry: Bad Intelligence Rap
Satire: Osama Bin Manchu
The Locker Room
Tom Relieves Himself
System Screws Workers
Letters to the Editor
We refer to your article headlined "Vic Bosses Spit Dummy" and we are concerned about the continued and deliberate mis-interpretation of our article and the denigration of CCCAV not only by your organisation but as a consequence by the Shadow Minister for Workplace Relations,Craig Emerson who
has done so with impunity under parliamentary privilege.
As you are obviously uninformed, Victorian Children‚s Services employees, besides Local Government, are covered by the Children‚s Services Victoria
Award 1998 (Federal Award) and the Health and Community Service Industry Sector Minimum Wage Order - Victoria 1997.
It is the latter employees‚ wages, conditions and career paths that the CCCAV, through the employer members, seeks to improve by suggesting the
adoption of AWAs. Nothing to do with the Federal Award work value case currently being considered by the AIRC.
How does this pejorate the working conditions of employees covered by Section 1A of the Worplace (sic) Relations Act 1996?
Furtermore the pay rise increment fixed in the AWA is for 2.5% per annum, not over 3 years as you incorrectly report.
How can your organisation continue to get it so wrong?
Australian Workplace Agreements (AWAs) provide employers and employees with
an opportunity to develop flexible pay and conditions that suit their particular circumstances and acknowledge the industry's requirement. AWAs
can also help employers to attract and retain skilled workers, and reward them according to performance.
AWAs are formal agreements made directly between employers and individual employees under the Workplace Relations Act 1996. Unlike informal
agreements, an AWA can override award provisions, provided that the total terms and conditions of employment under the AWA at least, pass the „no
disadvantage test‰. Our Framework does precisely that.
Had you and Mr Emerson taken the time to read through the Victorian Children‚s Services Framework Agreement available from both our website and
that of the OEA such an inexperienced interpretation might not have occurred.
As a media outlet, lack of research and verification of issues before reporting, is incompetent, unacceptable and unforgivable.
We request that a retraction and apology be published on your website.
We look forward to hearing from you.
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