Bargaining wraps up for 2016


Members are now due to receive the final pay rise payable under EBA8 in their pay packets. That takes members to a 3% remuneration increase this year,

EBA8 provided members three successive years of 3% pay rises and as we negotiate EBA9, we want to build on that result.

Bargaining so far – working through Post’s jargon

Your CEPU/CWU leadership team has been at the negotiating table with Australia Post – working towards securing your next EBA. We have now concluded briefings with all key business units and their relevant heads. When bargaining resumes in the new year, we’ll be down to the nuts and bolts.

Our summary of Post’s Christmas wish-list this EBA so far is as follows:

1. A “sustainable” wages outcome

Our translation: Keeping wages low while the CEO Ahmed Fahour and his executive group’s remuneration pool increased by 35% in one year alone in 2016!

Our thoughts: What a joke. Members have worked with Post to turn the company around — they deserve to be remunerated fairly without delay.

2. Increased flexibility with the use of labour in regional areas

Our translation: A continued attack on permanent relief in the bush, rolling out the red carpet for  casual employment in all regional areas.

Our thoughts: Disgraceful attack on skilled permanent jobs.

3. Postie of the future in an e-commerce and parcels world (whatever that means)

Our translation: We haven’t cracked this one yet – it’s still in thought bubble stage.

Our thoughts: Let’s take a closer look once we understand what this even means

4. Insert a clause that recognises that over the life of the EBA, Australia Post will seek to trial and implement new ways of working to meet the needs of our customers

Our translation: Post want to reinvent the wheel where we already have a clause that deals with this (legitimately). However, our suspicions are that Post are looking to cut jobs and take home pay by removing penalty shifts.

Our thoughts: Keep dreaming – no more executive pay rises at the expense of jobs and services.

5. Increasing flexibility in payroll and leave applications

Our translation: 1) Post wants to be able to claw back overpayments without agreement with you. 2) Post want to remove cash meal allowances. 3) Post want to remove the up-front payment of annual leave.

Our thoughts: 1) Fix your dodgy payroll systems. 2) No way. 3) Get real

We know what the executives mean when they use words like ‘sustainable’ and ‘flexible’ without any explanation. They’re talking about taking away conditions and reducing job security. We will never accept that.

How about some transparency around the “sustainability” and “flexibility” of executive pay? 

While Australia Post is yet to table an EBA9 pay offer, we do know the CEO and his executive group’s remuneration this year alone increased by 35%! 

However, while we know that the total executive pay pool increased by this amount, Post is refusing to table the individual pay packets awarded to the CEO and his executives.

Disturbingly, we also know that the average contract management pay rises awarded this year are as low as 2%.

We say: deck the individual executive pay rises and let’s start from this benchmark.

Your Log of Claims

Your Union has developed a log of claims that has been compiled with careful attention to the issues you said mattered to you most in the recent EBA9 member survey.

Members sent a strong message in this survey identifying five clear priorities for their new EBA:

1. Safeguarding all current conditions and entitlements

2. Protecting superannuation benefits

3. Job security

4. Fair annual pay increases

5. Workplace health and safety

The complete detailed list of claims is available at 

While the claims are still subject to endorsement by your Union’s Divisional Executive, we’re encouraging member feedback on the matters listed.

You can have your say on the draft log by emailing   This email address is being protected from spambots. You need JavaScript enabled to view it.  or by calling 3255 0440.

Bargaining concludes for 2016

Last Friday, bargaining concluded for the year. 

In the new year when bargaining recommences, we’ll be working towards delivering an EBA9 that locks in fair pay and safe and secure conditions. 

With that, I’d like to take this opportunity to wish all members and their families a very merry and safe Christmas break.

Yours faithfully,



P.S. Although EBA8 nominally expires on December 31, all of your terms, conditions and entitlements remain in place until a new EBA9 is agreed to replace it.