The new Qantas / ASU EBA 11 is a big win for ASU members, delivering better pay and conditions, improved job security and more flexible and fairer working arrangements. The agreement has benefits for all Qantas ground staff, across the country.
After sticking with the airline through the toughest of times, workers deserve reward for the part you have played in delivering a record profit at Qantas, and your union has been proud to play its part delivering on some key EBA changes for you, our members.
Better pay
There’s reward for members in the EBA for delivering the airline a record profit. The agreement gives:
- A 5% bonus on current rate of pay
- An additional bonus of $3000 for full-time employees and $2500 for part-timers
- 5% by July 2018 – 1.5% from January 1, 3% from July 1
- 3% from July 2019
There’s also been a breakthrough on Senior Professional performance pay issues.
Higher rates of superannuation protected in your EBA
10% employer super is mandated in the EBA for the first time. That means you’re better looked after now and into retirement and can plan for a more secure future.
Improved Job Security
Qantas has committed to no use of QGS/Qantas Ground Handling Subsidiaries in all ASU covered position for the life of EBA 11 plus 3 months. This is a win for ASU members who were worried about the threat of lower cost Qantas subsidiaries being used to undermine job security.
Extra parental leave or more super on retirement
Raising a child is a serious undertaking, and workers deserve security through the difficult early stages. Under this agreement, primary carers will receive 12 weeks leave and an additional 2 weeks of salary to be paid into superannuation unless they elect to take it as pay. For workers who do take the extra two weeks as leave, it is 14 weeks of parental leave on top of the government scheme. That makes this EBA among the most family-friendly going around.
For those that take the two weeks as super, that could mean up to an additional $46,000 at retirement on estimates by Qantas.
10 days domestic and family violence leave
New domestic and family violence leave means employees can take the time to re-set their lives when they are at their most vulnerable. The EBA provides for 10 days domestic and family violence leave as a specific response to the trauma and dislocation workers experience in these circumstances.
More flexible work arrangements
The EBA provides a comprehensive set of principles and clauses for part-time work, job-sharing and flexible work, coupled with work from home and transition to retirement provisions.
Access to days-off-in-lieu, leave and 20th days are improved.
