When: 3:30pm, Wednesday 22 November
Where: Out the front of CSL Head Office, 655 Elizabeth Street Melbourne
Members of the Australian Manufacturing Workers' Union (AMWU) and the Electrical Trades Union (ETU) at CSL Behring will take their concerns to the public for the third time.
The initial public action took place on the 30th of October, with a second on the 15th of November, both drawing a crowd of several hundred protestors and highlighting the significance and widespread support for the workers' cause. A third public protest is set for Wednesday afternoon from 3:30pm.
Their actions at CSL's head office underscore the urgency of the situation, with further escalations expected as negotiations have paused. CSL management has engaged in delaying tactics, and most recently pulled out of assisted bargaining at the FWC to put an EBA out to vote without endorsement, raising concerns about the company's commitment to fair and transparent negotiations and wanting to reach agreement with their workers.
The relocation of CSL Seqirus from Parkville to Tullamarine has presented additional challenges. While the move itself is underway, CSL has failed to engage in meaningful discussions regarding a new EBA for the affected workers, particularly concerning shifts and working hours with CSL suggesting a move from 8-hour to 12-hour shifts and an increase in the working week from 36.75 to 38 ordinary hours in a clear move to reduce workers entitlements.
Meanwhile, CSL's treatment of production workers in Broadmeadows is raising alarm as the company is systematically altering work hours, resulting in a 15% reduction in loading for workers. The perceived lack of consideration for employees' well-being and work-life balance has led workers to voice their dissatisfaction, characterising CSL's approach as profit-driven at the expense of its workforce.
Despite legal threats from CSL, the workers remain steadfast in their commitment to fair labour practices and are prepared for an escalation in industrial action if necessary.
CSL's proposed roster changes are particularly contentious, as they would lead to a 15% reduction in take-home pay for affected employees.
The company also seeks the flexibility to alter rosters as needed, disregarding the impact on workers' pay and family life. The workers emphatically reject any notion of a pay cut, underscoring the importance of proper consultation and shared decision-making in future roster and workplace changes.
In light of the escalating tensions, workers demand certainty, a voice in decision-making, and proper consultation in all matters related to their employment conditions. They are advocating for a fair pay increase that recognizes their work's skilled and sometimes hazardous nature.
The campaign extends beyond individual interests, as workers are committed to securing clear rights for apprentices in the EBA. This includes paid time at TAFE, without shared costs, to ensure apprentices' rights and future prospects across the board.