United magazine • Summer 2021

THANK YOU DARREN GULLIVER
In recognising the dedication and
commitment of all USU Delegates,
Darren Gulliver is a genuine stalwart
of the USU. After more than 20 years
of service to the USU as the delegate
at Armaguard, Darren has hung up
his boots and announced his retirement
at years end.
Too often, with mention of
Armaguard, we think of the armoured
vehicles, heavy security and security
guards with dark shades loading up
ATM’s and banks at our local shopping
precincts.
BACKBONE AT ARMAGUARD
However, it is USU members, the clerical
workers, the coin and cash processors
who are the backbone to the
essential service many of us take for
granted when paying at the counter
or withdrawing from an ATM.
In his 20 years of service Darren committed
to ensuring fair representation
of the sector, working to ensure that
at the very least in his own company,
the work that his colleagues put in everyday
is not overlooked at the decision-making
table.
Senior Management have changed
many times in 20 years, some a lot
more hostile than others, but Darren
has always been there as the voice
USU Delegates
Darren Gulliver
and Maricel
Jaramillo.
of reason at the negotiation table
and the voice of confidence to his
colleagues.
After a 20-year innings, we wish
Darren the very best in his well deserved
retirement and recognise the
legacy he leaves at Armaguard.
USU MEMBERS AT NIB VOTE
Recently USU members at nib voted
in favour for a new 4-year Enterprise
Agreement.
This agreement focussed on several
changes most notably an overhaul
of the salary system which was outdated
and posed numerous issues for
members.
The new salary system is now focussed
on one classification structure
which consists of 4 bands. It allows
employees to progress through
the system in several ways and fully
recognises employee skills and competence
as a means to achieving
progression.
The salary system is also complemented
by a pay for performance structure
which members were seeking in the
log of claims. The pay for performance
has a safety net of 2.5% per year which
is the minimum wage increase and
goes to a maximum increase of 3.5%
per year based on an assessment of
employee performance.
A new flexibility clause has been introduced
into the agreement which
allows for any employee to seek a
flexible working arrangement with
their manager. This could be for reasons
such as study, family responsibilities,
undertaking a course etc.
Changes in the hours of work include
a 4-day week and 9-day fortnight roster
which is a huge win especially for
members who work in the Contact
Centre where they have previously
been plagued with problems of not
having flexibility to balance their
work and home life needs.
Members have also won the right to
have working from home become a
permanent condition of employment.
Following extensive consultation undertaken
by nib, which included the
USU, the organisation found overwhelming
support from employees
to continue working from home.
12 • United Summer 2021