Here is a list of the survey results.  We received surveys from approximately 50% of our membership.  Thank you for your interest and support.  These results form the basis of your Log of Claims.  We are currently working with the other ASU Branch to develop a joint Log of Claims to be included in the combined Queensland Council of Unions Log of Claims. It is important that we are working together with other Unions to achieve the best outcome.

BCC have not completed their Log of Claims at this stage as Civic Cabinet has not agreed to their list.  They expect their Log to be presented to the Unions on 17 May 2005.

If you do not have a delegate/contact in your area please make contact with Christine Collyer on Ext.39025.  We will ensure you will receive up to date information.

It is clear that some of the key findings of the results relate to:

• proper consultation;
• workload management;
• the limiting of casual and temporary (precarious employment); and
• limits on organisational change.

Organisational change is taking place on a grand scale and the high level of casual and temporary work in these areas belies commitments on job security and stability, and contributes to our members feeling under-valued.  However, it is interesting to note that 57% of staff have no opinion about the redeployment process.

EBA6 presents the Brisbane City Council with a very real opportunity to move towards achieving a workforce which is:

• Highly skilled, motivated and satisfied;
• well-resourced;
• respected and valued in the workplace; and
• appropriately remunerated.

BCC have indicated that these issues are likely to be important to them:

• greater flexibility with working hours, rosters, RDOs; contingent workforce; redundancies and service review.

SURVEY FINDINGS

• the majority of members are happy to receive EBA updates via their Delegate/Contact and via Bulletins;
• members were happy with how they received information during the negotiations for EBA5;
• members mainly want to ensure the best possible outcome from EBA6 negotiations by supporting their co-workers to get fair outcomes and by distributing information;
• the majority of staff want:
• to preserve current working conditions and entitlements;
• to retain the current redundancy provisions;
• the recruitment and selection process to be based on fairness and merit.
• 20% of staff believe their role description does not reflect their duties;
• 22% of staff think their workload is not manageable;
• 17% of staff are not able to take their accrued flex leave within the next pay period;
• 19% of staff did not know of an expression of interest for a position of higher duty;
• 7% of staff had their substantive role filled while acting in a higher position;
• 59% of staff have contractors, consultants and/or agency staff in their area;
• 12% of staff have missed out on development opportunities or acting duties because of these contingency staff;
• 11% of staff have had difficulties accessing flexible work arrangements;
• 10% of staff have had difficulties accessing the option of eight weeks leave at half pay;
• 83% of staff would like the union to continue to pursue work, life, equity and diversity issues;
• 58% of staff think public holidays and carer's leave should be paid on a pro rata basis;
• 47% of staff think there should be an allowance paid to cover increased bank charges and ATM charges;
• 47% of staff think there should be changes to the superannuation scheme;
• 21% of staff would like BCC to subsidise their childcare expenses;
• 31% of staff believe there should be further broadbanding of Bands;
• 46% of staff think all positions should be advertised internally first;
• 57% of staff have no opinion about the redeployment process;
• 32% of staff are not happy with how management communicates with them.