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SCBA and SBEU
have held three round of negotiation since May 2006. Both parties have agreed to
21 Articles. These articles are mainly non-monetary items. Monetary items such
as Salaries have yet to be agreed.
However a
significant achievement is that SCBA has agreed to back date the effective date
to 01 January 2006 regardless of the outcome of the negotiation. This means
that salary arrears will be backdated to 1 January 2006.
This is indeed
a positive gesture on the part of SCBA. It also allows parties to work towards a
CA that is progressive and relevant to the changing business and job environment
of the Banking Industry.
JOB EVALUATION STUDY
SBEU realised
that clerical and non-clerical employees are being given higher job empowerment
and more diverse job descriptions, e.g. sales and marketing, higher approving
authorities and even non clerical performing jobs as Service Ambassador. We
must be paid in parity with the jobs performed.
SBEU therefore
has agreed with SCBA to do a joint study to evaluate jobs done to decide on the
pay band for each class of staff base on the complexity and variation of job
performed. This might entail introduction of several grades in the clerical and
non-clerical categories
with
the current pay band being the minimum.
This is in
line with our job empowerment policy as the way to increase the value of our
members job and consequently, their value and income.
Our officials for the negotiation |
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SCBA/SBEU NEGOTIATION TEAM MEMBERS
PAY FOR PERFORMANCE
Performance
pay continues to
remain a
major part of our agenda.
This is necessary as banks after banks have resorted to rewarding some employees
and not others in total secrecy. A control mechanism has to be in place to
ensure that this pay system base on performance is not abused by your immediate
superiors/employer.
Currently, pay
for performance is still at the absolute discretion of the management and some
employees are not benefiting from this.
SBEU wants
clear guidelines on the measurement of pay for performance - the system must be
transparent, with clear objectives and measurable targets. Rewards must
commensurate with achievement on that objective.
A member must
have the right
to take up grievance if he/she is not
satisfied with
the outcome of the appraisal. SBEU is sending a team to have an in depth study of
the Performance Pay system in Singapore.
OUR OWN DESTINY
As in the last
CA, SBEU is taking the lead in negotiating for better pay and benefits. Our
counterparts in West Malaysia and Sabah - NUBE and Sabah Banking Employees’
Union have yet to submit their proposal.
It is vital
that members continue to play an active role as we negotiate the difficult road
ahead.
The next round
is on 4 September 2006 |
