Nuw and Amsro Market Research Industry Agreement

ACTU) – although these are relatively low in 2016 (according to previous standards)  Focus of the agreement on trade union rights  “One Size Fits All Approaches, Incompatibility Issues  Facilitate access for employees of AMSRO member companies An agreement has been concluded between NUW and AMSRO. A copy of the registered agreement can be found here NUW and AMSRO Market Research and Social Research Industry AGREEMENT (registered) 18 Industry Agreement – Benefits (continued)  Avoid future bona fide ad hoc bargaining disputes between members  Cooperative relations with NUW  Reduced union attention on individual members during negotiations (i.e. that the union is often less likely to target individual employers, if the negotiations have a more global orientation, although of course this will still happen sometimes)  Compromise on wage increases by providing industry “on a plate” for NUW  The last 4 years have anecdotally been the quietest industrial period in AMSRO since 2005. The most recent industrial agreement was signed between AMSRO and NUW in 2017 and runs until 2020. It sets minimum wage rates and conditions for all market and social research staff employed by AMSRO members. AMSRO has taken the NUW initiative to jointly conduct research aimed at reducing carbon emissions in industry. AMSRO had indicated that it wanted to be able to replace casual interviewers with independent contractors at will. The NUW categorically rejected this and made it clear that this was not a point of negotiation. The NUW acknowledges that this agreement would mean the end of the collective agreement as we know it and make it redundant.

AMSRO also abandoned this proposal. 7.1 A supplementary provision provides that the standard approach of an allocation provision may be derogated from by agreement between an employer and an individual employee or employer and the majority of the employees of the undertaking or part of the undertaking concerned. 7  Two federal industrial instruments and national employment standards (NES) are relevant to AMSRO members:  The NES in the Fair Work Act applies to virtually all workers at the national level (minimum leave rights, etc.)  The MSR Federal Industry Award 2010 (also applies to non-AMSRO MRSI employers)  The current statutory company agreement for several companies (2013-2016) Applicable industrial instruments The Price of the social and market research industry covers virtually all sectors of market and social research. Social research in Australia. Maintaining it as a separate price and avoided integrating market and social research into a general private sector office price – which would have increased costs across the industry. The award and successive sectoral agreements (which are higher than the price) have allowed the industry to have stable and flexible working relationships. 1. The cost of living is rising, wages are stagnating – Real wages have fallen by 2.1% this year due to inflation. The market and social research industry generates about $350 million in profits per year. Workers demand their fair share so that we can keep up with the cost of living. 15 wage increases in the industrial contract  1 January 2015 and 1 January 2016, increase in the CPI to the minimum rates in the branch agreements (2.3% and 2.3% respectively). 1.5%)  In 2005, the increase was 4%  Members` comments are consistent: for the CATI in particular, any significant increase in the minimum wage from 2017 onwards will not be commercially sustainable, member companies affected 14 Employment relationship options  A new “industrial” legal agreement with THE NUW  Pursue company agreements  Pursue company agreements for individual AMSRO member companies “unfit” (Note : “non-unionized” agreements no longer exist per se)  Do nothing and maintain the current agreement with common law contracts (maintained indefinitely).

 Common law contracts and modern coverage of powers (with individual flexibility agreements) 12 The legal framework  Fines for breach of company agreements  Unions can receive orders from the Fair Work Commission “forcing” an employer to the bargaining table, particularly if renegotiation is an existing obligation  Employees must receive a copy of the FWA notice stating: that they can be represented in negotiations by a union before the bargaining process can begin properly  There are still no individual legal agreements (such as previous AWA). However, individual flexibility agreements can be concluded under the arbitration award  Unions cannot be “excluded” by creating a “non-unionized” agreement in the same way as before the Fair Work Act Employers, employees and unions must negotiate in “good faith” The sectoral allowance offers the possibility of switching to permanent work after one year of employment, but in our current EBA, it is two years. We need permanent work that is accessible to those who want it, which is why we are fighting to reduce the duration of employment to six months. The price is the absolute minimum, we negotiate within our union so that workers are better off than the price. The first round of negotiations took place on 26 August, followed by a second round of negotiations on 8 September and a final round of negotiations on 22 September. September. Representatives of AMSRO and representatives of nuW, including delegates from across Australia, attended the meetings. After months of campaigning around our salaries and working conditions and with the support of our members, union members signed a 3-year AMSRO agreement. – In addition, they had initially referred to the average increase in private sector wages of about 2% as a reference for negotiations with the NUW for market research.

In the past, the union has repeatedly been able to secure a wage increase above the private sector average. AMSRO had led the JRC (Global Financial Crisis) and in particular the slowdowns in the US market and the shift to online research in the industry to advocate against a higher wage increase. This time, using the latest economic data suggesting that a double-dip recession in Australia is unlikely, we were able to argue that the industry can afford higher annual wage increases. The NUW continued to push for a salary increase above the proposed 2%, and we got a total salary increase of 9% (flat rate increase of 3% each year for the next 3 years). Industry Standard – ADIA covers much of the market industry and social research, and without us, businesses would be at a standstill. This is an opportunity for us to demand weekend penalties for casual workers as a new industry-wide standard, just like any other worker in the country. .