Does anyone have any idea how the years of service component of their "criteria" is actually calculated? 20% of what?
Precisely. The poor wee souls delivering this rubbish don't even know. "It's up for negotiation" they say. But a negotiation must have a starting point or initial position that both sides are aware of, then reach a mutually agreeable compromise. Years of service MUST be considered as per the Workplace Determination. To do otherwise invites legal action in the FWC. So... Put it on the table guys!
I cannot believe that the ops managers are expected to feed these presentations to the guys. On occasion they are being fed to the lions - I sometimes feel sorry for them when they get their ar$es chewed and handed back to them a masticated mess. And delivering the news that "last week you were looking pretty safe but now... not so much" and vice versa at 2am on a nightshift is an emotional roller-coaster and a human factors nightmare. "Oh but it's likely to change after the next consultation" is not exactly easing anyone's mind.
Failing to provide a COMPLETE initial position on licenses, operational skills, leadership AND years of service is to reveal the REAL reason for the selection criteria being disseminated. Conflate a sense of crisis. Have people tossing and turning at night. Scare the horses so they bolt for the exits - redeployment to BNE, PER or VR. Give people the sh!ts so bad that they are happy to walk away from the toxicity for the sake of their mental and physical wellbeing. They did it when they closed down H245 and they're doing it again. It is not consultation. It is fear-mongering. Frankly, it's cruel. And there are laws against it.
From the Australian Human Rights Commission:
What does
bullying in the workplace look like?
- repeated hurtful remarks or attacks, or making fun of your work or you as a person (including your family, sex, sexuality, gender identity, race or culture, education or economic background)
- sexual harassment, particularly stuff like unwelcome touching and sexually explicit comments and requests that make you uncomfortable
- excluding you or stopping you from working with people or taking part in activities that relates to your work
- playing mind games, ganging up on you, or other types of psychological harassment
- intimidation (making you feel less important and undervalued)
- giving you pointless tasks that have nothing to do with your job
- giving you impossible jobs that can't be done in the given time or with the resources provided
- deliberately changing your work hours or schedule to make it difficult for you
- deliberately holding back information you need for getting your work done properly
- pushing, shoving, tripping, grabbing you in the workplace
- attacking or threatening with equipment, knives, guns, clubs or any other type of object that can be turned into a weapon
- initiation or hazing - where you are made to do humiliating or inappropriate things in order to be accepted as part of the team.
How bullying can affect your work
If you are being bullied at work you might:
- be less active or successful
- be less confident in your work
- feel scared, stressed, anxious or depressed
- have your life outside of work affected, e.g. study, relationships
- want to stay away from work
- feel like you can’t trust your employer or the people who you work with
- lack confidence and happiness about yourself and your work
- have physical signs of stress like headaches, backaches, sleep problems
Your employer is allowed to transfer, demote, discipline, counsel, retrench or sack you (as long as they are acting
reasonably)
When you are being bullied it's important that you know there are
things you can do and people who can help.
Responsibility of employers
Your employer has a legal responsibility under Occupational Health and Safety and anti-discrimination law to provide a safe workplace. Employers have a duty of care for your health and wellbeing whilst at work. An employer that allows bullying to occur in the workplace is not meeting this responsibility.
My bold.
To the ops managers, I'd think twice before so amenably presenting more of the same. You're between a rock and a hard place, I know, but you have obligations under the law and the company's own policies that supersede your employment contract.
I think it was Lyell that said incremental change is not an option - they must make step change. People fearing for their jobs are more amenable to step change. THAT is what it is all about. Spreading FUD.
For a little light relief, read the union's
consultation 5 update. Laughed? I almost shat.
Hang tough.