Newsletter
Newsletter No 02/2005
Issued 5 August 2005
Message from President
Welcome to another challenging year. I would like to start by thanking the out going President David Jack and his family for all the time and commitment given to the Association ensuring that it is now in a strong position to tackle the difficult issues.
This year leading up to a State election, the Association will be preparing to raise the profile of our industry and will be focusing on issues that need to be finalised or implemented which will contribute towards making our businesses sustainable. The big question we keep asking ourselves is how we continue to provide the quality service to the community under the current structure until at least 2008.
The Bus Cost Model is a priority for the Association and the directors are using professional resources and research to ensure that we get it right. The big challenge in the strategy is getting the BCM implemented as soon as we can. This will help the industry to provide the level of service expected by the Government and our community.
The review team plays a major role in the future of our industry and we are working VERY closely with John Pauley and his team. Thank you to all our members who have given their time to attend the review seminars around the state. It is vital that the correct message gets across and members get to have their say. When members travel from Ulverstone to Westbury for a seminar it shows the passion and commitment we have for our industry.
Another focus of the Association is to ensure we have good communication with all our members. You will read in the newsletter how we are looking at introducing regional information sessions together with regular newsletters and updating the internet site. The Directors will have key responsibilities in the areas that make up our industry such as small operators, safety issues, indexation, tour and charter and many other topics so you will have your business represented and to keep members up to date with progress in those areas.
I ask all members if you have comments or issues you would like to discuss or if you need the help of the Association please contact Geoff Lewis, myself or any of your Directors listed below.
I look forward to working with you all closely to achieve our rewards and goals we deserve.
Shane Dewsbery (Bubbles)
Annual General Meeting
Election of Directors
The following were elected at the AGM as Directors of the Association
President Shane Dewsbery
Vice President David Jack
Directors Jack Lane, Neville Wells, Ian Garth
AGM /CONFERENCE 2005
Once again a very successful AGM/Conference was held.
The Association is most grateful for the support by the associated industry suppliers with their support in sponsorship and donations to the annual charity auction which resulted in a record of $2850.00 being raised for future donations to charities.
The afternoon sessions of the AGM /Conference was attended by Members, Sponsors, Associated Industry Suppliers, and representatives from DIER.
Presentations at the Conference Session
DIER Safety Inspections - Paul Olendrowsky
Mr. Paul Olendrowsky Chief Transport Inspector DIER presented to the session statistics which showed that the number of vehicles being found with no defects at the six monthly Inspections has increased from 81% of total number presented in the year October 2003-September 2004 to 92% for vehicles presented October 2004 –April 2005.
The increase in compliance is contributed in part to the provision by the Association during August 2004 of the Heavy Vehicle Inspection Manual that outlines all tolerances allowable on certain components of the vehicle. The decrease is also due to members having implemented and following their accreditation systems.
Age School Buses/Contract payments – Geoff Lewis
The major presentation during the session was on the current position of the industry in relation to the age of vehicles and the payments received by operators.
From the information presented the following facts highlight the current industry position as a result of a survey undertaken by the Association of Thirty Five contracts.
Average Age per Class Vehicle
Small 14 Years
Medium 19
Large 28
X Large 26
Average Age
All Vehicles 23 Years
Medium, Large, X Large 25
Km Traveled per day
Small 80 Km
Medium 88
Large 87
X Large 97
Average all Vehicles 89
Rate payment compared to Travers Morgan (TM) Formula
Current Equivalent
Average payment TM Variation
Small $27841 $38001 $-10160
Medium $37765 $45211 $-7446
Large $41365 $47291 $-5926
X Large $44105 $54882 $-10777
Average variation $-8912
Industry representative presentations
Bernard Manion - John Usher – David Jack – Stephen Lucas – Michael Apps
Topics from presentations
Currently operators are not replacing vehicles due to increased second hand vehicle prices and lack of suitable vehicles available from Interstate.
The government needs to accept that the Industry is in trouble with lack of Capital in contracts for bus replacement.
The Government must be encouraged to implement the new Bus Cost Model upon its completion in order to commence upgrading the fleet before 2008.
The Chairman of the Bus Industry Confederation Mr. Stephen Lucas spoke to the conference on the issue of the age of the School Bus fleet in Tasmania. The Chairman verified that the age of the fleet is the oldest in any Australian State and steps must be taken by the government immediately to commence upgrading of the fleet to more modern safer vehicles.
The Executive Director of the Bus Industry Confederation Mr. Michael Apps encouraged members to lobby their local State politicians to the urgency of the situation in regard to the fleet upgrade and that operators require sufficient capital in their contracts to enable the upgrade to commence.
He encouraged all members to meet with their local member with the association providing to all delegates a list of contacts for all State Members, together with a list of all of the issues that are facing the industry that should be brought to the attention of your local member of parliament during the meeting.
If members would like a copy of all the members of State parliament, together with the list of current issues please contact the Association office.
Activities by the Association
BAV Maintenance Conference
The association together with other states was invited to present to the Annual Maintenance Conference held by the Bus Association of Victoria on the issue of bus maintenance. The association took the opportunity to present to the large number of industry delegates the excellent record of the industry in Tasmania on maintenance together with the lack of funding as presented at the AGM/Conference.
Bus Industry Confederation (BIC)
Representatives from the board attended the BIC council meeting following the maintenance conference in Melbourne. The BIC council recognizes the state of the industry in Tasmania and support the Association in its endeavors to convince the government to upgrade the school bus fleet in Tasmania.
School Bus Safety
The Association for several years has been lobbying for the reintroduction of the School Bus Safety week which has not been held for the past five years. The Association met with the DIER and other stakeholder groups late in 2004 but was unavailable to gain support for funding of a safety program such as bus safety week.
Recently due to unfortunate incidents in the North of the state in the first six months of this year the Association has had several meetings with Stakeholder groups to discuss the issue of safety around school buses.
The Association in conjunction with road safety is developing information to address the issue for both short and long term in conjunction with all other stakeholders.
AGM/CONFERENCE 2006
The AGM/Conference for 2006 will be held in Hobart on Monday 5 June 2006 at a venue to be advised
New Wage Rates
The Tasmanian Industrial Commission has approved a flow –on of the 2005 National Safety Net Review decision to Tasmanian Awards.
The effect of the decision is to increase adult weekly rates of pay in the Public Vehicles Award by
$17 per week. This increase is fully absorbable against over award payments or enterprise bargaining increases.
The Commission has also;
OPERATIVE DATE: from the first full pay period to commence on or after 1 August 2005
Weekly wage rate Casual rate per hour
Grade 3 $542.00 $17.1221
Driver charter under
25 passengers
Driver single day tour
Under 25 passengers
Driver route service
Under 25 passengers
Grade 4 $553.30 $17.4726
Driver 25 passengers
And over
Driver single day tour
25 passengers and over
Driver route service
25 passengers and over
Grade 5
Driver extended Tour $560.80 $17.7095
Association Web-site
www.tasbus.com.au
To keep informed and up to date with industry information visit the association website.
Regional Information Sessions
The association intends to hold information sessions for members throughout the state. The purpose of the meetings is for the Directors to hear from Association members their local issues in a less formal basis than a structured meeting. Details of the venues and times will be sent to all members.
The Directors would encourage all members to attend the session that is in your area.
Bus Cost Model
The association is continuing to work with consultants in negotiations with DIER on the new model.
Travel to Bus Inspections
The Minister for Infrastructure Energy and Resources Mr. Bryan Green M.H.A announced at the Annual Dinner that payment would be made for travel to Inspection Stations for selected public passenger vehicles. Since the announcement the Association has had discussions with Department of Infrastructure Energy and Resources to identify the number of vehicles that will be paid under the scheme and the amount per vehicle dependent on distance of travel to an approved Inspection station.
BIC COLUMN
The New Workplace Relations System – What It Means For Bus and Coach Operators
At the last election the Howard Government committed to ensuring that high productivity, increasing real wages, choice and flexibility remained the central focus of its workplace relations reform program.
Delivering on this commitment, the Government has announced a comprehensive package of reforms to put in place a new workplace relations system, following is an overview of what the Government is trying to achieve.
The objective of the workplace relations reforms is to continue to boost productivity growth, provide more jobs, higher wages, deliver a stronger economy and greater security for Australians and their families.
The reforms will, according to the Government;
ü Retain federal minimum wages and conditions
ü Retain a role for the AIRC
ü Retain collective union and non union agreements
ü Ensure a stronger inspection service
ű Not cut award wages
ű Not abolish awards
ű Not remove the right to join a union
ű Not take away the right to strike
ű Not outlaw union agreements
The reform package from Government announcements will put in place a new workplace relations system, which will:
§ Establish the Australian Fair Pay Commission to protect the minimum and award classification wages;
§ Enshrine minimum conditions in legislation for the first time;
§ Introduce the Australian Fair Pay and Conditions Standard to protect workers in the bargaining process;
§ Simplify the agreement making process at the workplace;
§ Provide modern award protection for those not covered by agreements;
§ Ensure an ongoing role for the Australian Industrial Relations Commission;
§ Fix Labor’s ‘unfair’ unfair dismissal laws; and
§ Introduce a national system of workplace relations.
A New Workplace Relations System
Pay and Conditions
The Government will establish a new body called the Australian Fair Pay Commission (AFPC) to set and adjust minimum and award classification wages. Minimum and award classification wages will operate as a genuine safety net for agreement making. Decisions of the AFPC will be guided by parameters set in legislation to ensure minimum and award classification wages operate as a genuine net safety net. This will strike a better balance between fair pay and employment. It will make it easier to create more jobs.
Award wages will not be frozen and will not go backwards. The starting point will be existing minimum and award classification wages. The AFPC will periodically adjust the minimum and award classification wages to provide reasonable and sustainable increases to meet changes in the cost of living.
A Clear Set of Minimum Conditions
For the first time key minimum conditions of employment will be set in legislation and together with the minimum and award classification wages set by the AFPC will form the new Australian Fair Pay and Conditions Standard (the Standard).
§ Less complex process for determining employee wages. The Standard will give employers and employees a single, simple point of reference for identifying minimum wages and conditions.
§ The Standard is simple and will be easily understood by business and employees. Annual leave, personal/carer’s leave, parental leave (including maternity leave) and maximum ordinary hours of work will be set in legislation. This will give employers a simple and clearly understood safety net of minimum conditions to refer to, making workplace bargaining quicker and easier.
§ Assistance will be available. Staff from the Department of Employment and Workplace Relations and the Office of the Employment Advocate (OEA) will provide education and assistance to employers to ensure they comply with the new workplace relations system.
Simpler Workplace Bargaining
The Government believes that the best way to improve productivity is through bargaining at the workplace. To further encourage agreement making under the new system, all agreements, collective and individual, will be lodged with the OEA, overcoming the current complex and adversarial agreement certification or approval processes.
§ A simple and single point of reference to replace the old “no disadvantage test”. Employers will only need to check their agreement against the Standard to ensure it complies. This will mean agreement making is faster and simpler and will reduce the cost of agreement making.
§ Removing the red tape. Streamlining the agreement making process will reduce the costly and time-consuming processing delays experienced by many businesses. All agreements, both collective and individual, will be lodged with the OEA.
Simplifying Awards
The new workplace relations system will reduce the complexity of awards by removing matters already covered by legislation and reviewing the existing classification structures.
§ Making awards easier for employers and employees to understand and ensure they perform the role as a true safety net. As jury service, notice of termination, long service leave and superannuation are already covered by legislation, removing them will reduce duplication and make awards simpler and easier to understand for small business and employees.
§ Updating the classification structure to reflect current work practices and skills. With almost 40,000 different wage classifications across Federal and State awards, the review will ensure the award classification structure remains relevant to the needs of modern workplaces, is less cumbersome and recognises the different skill sets of employees.
Resolving Disputes
The role of the Australian Industrial Relations Commission (AIRC) will be changed to keep pace with the needs of our modern economy. The AIRC will be able to focus on its role of dispute resolution.
Employers will continue to have access to the AIRC to assist in resolving disputes with employees.
Changes to Unfair Dismissal Arrangements
The Government will legislate to exempt businesses with up to 100 employees from unfair dismissal laws. This will generate jobs in small to medium business, the engine room of the Australian economy. In addition, the qualifying period for employees covered to pursue unfair dismissal remedies will be raised from three to six months.
§ Generating jobs in small and medium businesses. Changing the unfair dismissal laws will free small and medium businesses from the burden that unfair dismissal claims can place on their businesses, and will encourage jobs growth.
§ Achieving a better balance for unfair dismissal laws. Extending the time before employees can pursue an unfair dismissal remedy from three months to six months, allows business to focus on retaining the best employees for the job and provide greater certainty for employers and employees.
§ A single system for unfair dismissal laws in Australia. The Government will legislate to create one national unfair dismissal system, removing uncertainty caused by the existing and competing State and Federal systems. The new single unfair dismissal system will reduce the confusion for employees and the compliance burden on business.
A National Workplace Relations System
There are currently six different workplace relations systems across Australia with thousands of Federal and State awards. The Government will work towards a unified national system either in cooperation with the States or by relying on the corporation’s power.
§ Reducing the complexity and confusion of the current system. Removing the confusion caused by the six separate workplace relations systems in Australia will make running a small business a less costly and complex undertaking.
§ A single system allowing for further growth of the Australian economy. A modern workplace system with a single set of rules for minimum terms, conditions, awards and agreements will provide the framework needed to drive the productivity improvements necessary for creating more jobs and increasing the standard of living for all Australian workers.
The Government will also:
§ Protect the status of independent contractors and support the right of people to make a choice about their working arrangements;
§ Ensure the rule of law is restored to the building and construction industry;
§ Establish the Australian Safety and Compensation Council to oversee implementation of national occupational health and safety standards and pursue a national approach to workers’ compensation throughout Australia;
§ Exempt small business from making redundancy payments;
§ Remove ‘industrial’ barriers to the take up of school based new apprenticeships and part-time new apprenticeships; and
§ Introduce all the stalled legislative measures into the Parliament, as amended to reflect current Government policy, to amongst other things provide tougher laws in relation to industrial action, secret ballots before industrial action, establish a single right of entry regime and stamp out pattern bargaining.