Finance Sector Union
The Finance Sector Union exists to promote, improve and protect the working conditions and entitlements of its members.
The principal activities of the union are:
- Representing members in workplace and industry wide negotiations with employers and employer organisation.
- Representing members before the Australian industrial relations commission, state industrial tribunals and other court and tribunals on matters relevant to workplace issues.
- Providing information to members about their employment and related rights and obligations.
- Lobbying state and federal government and other relevant bodies about matters of concern to members and their families in relation to employment.
- Publicising to members and to the community issues of concern to members and proposals to address their concerns.
- Conducting research and other activities in order to enable the union to effectively carry out these functions.
- Providing members and their families with access to a range of services on favourable terms.
New Campaign Campaigns
Let's Win Gender Affirmation Leave @NABImagine a situation where you wake up and realise, you’re living in a body that does not feel like your own, that the way you look and the way the world perceives you, does not align with who you are. Put simply, this is gender dysphoria. It is an everyday distress that affects most, though not all people who are transgender. Easy and unhindered access to assistance for people experiencing gender dysphoria is extremely important. Gender dysphoria can be alleviated in a multitude of ways including (but not limited to) counselling, hormone therapy, surgery and updating legal paperwork. We believe people who have to go on this journey should have access to an additional paid leave to assist with their affirmation simply and easily. As union members, whether this is a situation that affects us directly, indirectly, or something we have no experience of, we stand for equality. We ask you to stand with us.436 of 500 SignaturesCreated by Finance Sector Union
End CBA's Pay GagDraconian Pay Secrecy clauses that prohibit employees from talking pay with their colleagues create environments in which the gender pay gap and other inequalities are hidden and cannot be addressed. This only benefits employers who line their pockets while employees unknowingly continue to be paid less than they're worth.235 of 300 SignaturesCreated by Finance Sector Union
CBA - Don’t Send Our Jobs OverseasIn what is likely the first wave in a plan to offshore many hundreds more jobs, the Bank told 119 staff in their processing teams that they can expect to have their jobs sent over to India by April next year. While many of their competitors look to bring jobs back to Australia, the Commonwealth Bank has decided that the opportunity to exploit overseas workers is just too good to pass up. CBA staff have spent years hearing from the Commonwealth Bank about doing what they should do rather than what they can do, and here they are, locked down, working from home, trying to home school and having their jobs sent to India. It’s an absolute disgrace. When it suits CBA, they put out ads patting themselves on the back publicly for having Australian call centers. They’re doing this because they think they can get away with it. Help us stop them.1,415 of 2,000 SignaturesCreated by Finance Sector Union
Hands off our RDOs!Cutting RDOs from new employees would create a second class of employees who will have limited access to our union-won entitlements. We should not be asked to sell out our future colleagues who cannot vote on this agreement. We are deeply concerned about what this divisive proposal signals for the future of the fund. RDOs are a fantastic entitlement and contribute to the positive workplace culture that makes Cbus so good - for employees and fund members.154 of 200 SignaturesCreated by Finance Sector Union
Don't cut sick leave in a global pandemic!It’s not fair to expect CBA workers to take a cut in their sick leave entitlements going forward in order to accommodate an increase for their colleagues who are on less favourable Commsec contracts. Nor should they have to sacrifice their sick leave safety net to pay for extra leave days with strings attached. Everyone at CBA should get 15 sick leave days per year in the 2020 agreement. CBA Group employees who currently get 10 & 12 days should have their sick leave increased in line with their colleagues.1,165 of 2,000 SignaturesCreated by FSU Finance Sector Union
Hands Off our Health & Wellbeing AllowanceOur Health & Well Being Allowance is one of the many entitlements included in our union-negotiated Enterprise Bargaining Agreement. We negotiated and won this entitlement as union members to help pay for the things that protect and improve our mental and physical health. But now Cbus has suddenly decided to make unilateral changes to what should and should not be claimed under this allowance. This allowance is not a gift - it's an entitlement. Everyone at Cbus should be able to use their allowance for its intended purpose, whether they improve their health by going to the gym, walk in the park or play sport in their community. CBUS have said that these changes were made in order to prevent improper claims under the allowance – but these changes go much further than that, and were made without consulting your union representatives. Entitlements like this, and respectful engagement with our union is what makes CBUS such a great place to work, we urge CBUS to engage constructively with us over the policy that governs proper use of OUR entitlements.109 of 200 SignaturesCreated by Finance Sector Union
Don't Steal Our SuperThe Superannuation contributions of all Australians are legislated to increase from 9.5% to 10% on July 1 this year, and then rise 0.5 per cent each year, until they reach 12% by 2025. These increases were legislated in 2012 to ensure that Superannuation remained at a sustainable rate that was fit for purpose. Superannuation – no matter the rate - has always been required to be paid as a percentage of, and on top of your pay. ANZ have signaled their intention to make use of a loophole in some of their employment contracts to avoid passing on the legally mandated increase to employees. In fact, they’re going to make employees fund the increase themselves. It's not right, and they ought to reconsider. They can certainly afford to do the right thing. **Your details will not be shared with ANZ**568 of 600 SignaturesCreated by Finance Sector Union
No Offshoring at Westpac Lockleys Broker Partnership Unit (BPU)Every Westpac employee contributed to the bank achieving $7.45 billion profit last year. Westpac can afford to invest in Australian jobs and skills. That’s the way to support Australia!5 of 100 SignaturesCreated by Ellie Sibbald
Our Leave is not a KPICBA have added a new KPI: To meet this KPI employees must reduce their annual and long service leave balances. Annual leave and long service leave are entitlements of employment, they're earned, and to link taking that leave to employee performance at the Bank is not appropriate or fair. CBA have plenty of options if they want to ask staff to reduce the amount of leave they’ve got saved up - to make this a KPI is not fair. What staff do with their leave is their business, their ability to meet their KPIs and get their bonuses should not be linked to getting their leave balance down!601 of 800 SignaturesCreated by FSU