CORPORATE Q&A
Got a question? We’re here to answer it.
YOUR QUESTIONS ANSWERED
You can read more about the problems with FRV’s offer and the UFU’s position here. Still wondering about something? Ask us here.
When VPS parity comes into line in 2028, will it be at the VPS rate at the time or at 2026 levels?
Answer
The UFU’s position is that parity should be with the applicable VPS salary rates at the time parity is achieved, not frozen at outdated 2026 rates. Aligning to 2026 salaries would leave employees behind immediately. Genuine parity means matching the current VPS rates when alignment occurs.
Further, the UFU’s position is that Top of Band Payment must be maintained as part of status quo and any resolution of bargaining must ensure equity across the FRV band structure, particularly bands 6, 7 and 8.
As a UFU member, the current offer has never been put to me to vote. At what stage can FRV ask staff to vote without UFU agreement?
Answer
FRV can only put an Agreement to employees if it has met its legal obligations under the Fair Work Act. The UFU’s position is that those obligations have not yet been met because significant relevant information about FRV funding remains unresolved. This is currently a UFU Good Faith Bargaining Order before the Fair Work Commission. The Union is not preventing a vote — we are seeking to ensure employees vote on an agreement that has been lawfully bargained.
Why can't we proceed to a contested ballot if the Government has already approved the offer being put to staff?
Answer
Government approval relates to funding parameters. It does not remove FRV’s obligation to bargain in good faith. The issue is not whether an offer exists, but whether bargaining has been completed lawfully. Those issues are currently before the Fair Work Commission, due to a UFU Good Faith Bargaining Order Application.
Corporate staff are the only FRV employees without income protection. Don't Corporate staff deserve income protection?
Answer
We believe they do. Income protection has been one of the UFU’s claims throughout bargaining, but FRV has consistently rejected it. We do not accept that Corporate employees should receive lower employment conditions than other FRV employees. Illness or injury outside work can affect anyone, and we’ll continue pursuing this entitlement.
How does the proposed Agreement differ for fixed-term or part-time employees?
Answer
Most salary increases apply equally regardless of employment type. Part-time employees receive entitlements on a pro-rata basis where appropriate, and fixed-term employees covered by the Agreement receive the same Agreement conditions while they remain employed. Individual circumstances may vary depending on the specific entitlement.
Can you explain how FRV is funded?
Answer
FRV receives annual appropriations through the Victorian Budget. Funding is provided to operate the organisation rather than being allocated employee-by-employee. This is why we’ve requested further information about how funding has been allocated internally. That information has not yet been fully provided.
The detail of how a public sector organisation is funded is contained in Victoria Government resource management framework documentation (over 210 pages) on an annual fiscal year basis. The documentation describes the resource management and departmental funding frameworks.
Government has provided funding for wage increases over six years. Where has the money gone?
Answer
That’s one of the key questions we’ve asked FRV. We’ve requested relevant financial information during bargaining to understand how wage funding has been allocated. FRV has not yet provided all of the information requested. Until they do, employees cannot properly understand why wage outcomes have been delayed for so long.
When will FRV provide the remaining funding information?
Answer
We’ve repeatedly requested relevant additional financial information. The Fair Work Commission has become involved because of concerns regarding bargaining requirements. We will continue pressing FRV to provide the relevant information needed to properly assess its position.
I don't want employer-funded income protection. I'd rather arrange my own.
Answer
That’s a personal choice and we respect that. However, enterprise agreements establish minimum employment conditions. Many employees choose additional private cover, but that shouldn’t prevent everyone receiving a minimum employer-funded entitlement. The UFU believes Corporate employees should not be worse off than comparable workforces and other FRV cohorts.
Why did the AMWU secure income protection while Corporate staff have not?
Answer
The AMWU Workshops members were given income protection, above their EBA, in 2018 after the UFU secured it for operational staff. The UFU has claimed income protection, but FRV has rejected that claim for Corporate employees. We do not believe there is any principled reason why Corporate employees should receive a lower standard of employment conditions.
What happens if there's a change of Government after the election?
Answer
Enterprise bargaining continues regardless of election outcomes. A change of Government does not automatically end or restart bargaining. The Union’s focus remains securing the best possible Agreement, regardless of which Government is in office.
This is dragging on. Why not just let staff vote?
Answer
We understand members’ frustration, we are equally frustrated! Asking employees/members to vote before bargaining is properly completed risks locking staff into inferior conditions for years. Our responsibility is to ensure members have the opportunity to vote on the best achievable Agreement.
Why are other employee groups getting better outcomes?
Answer
Each enterprise agreement is negotiated separately. Some workforces have secured outcomes beyond the standard wages policy where Governments have agreed. That’s exactly why we’ve argued CTA employees deserve pay parity. We do not accept that Corporate employees should receive a lesser outcome.
Will everyone receive the $8,000 sign-on payment?
Answer
Under FRV’s current proposal, eligibility depends on the final terms of the Agreement. Members should carefully consider any eligibility criteria before voting. The UFU will continue seeking clarity from FRV, including how the payment applies to new starters and part-time employees, and will provide clear advice before any Agreement is put to a vote.
FRV’s proposed $8,000 “Patience in Bargaining” payment is a one-off lump sum. It does not increase your ongoing salary or improve your long-term earnings.
Importantly:
- It is a one-off payment, not a permanent wage increase.
- It is taxed as income, meaning many employees will not receive the full $8,000 in their take-home pay.
- It does not increase your base salary, so future wage increases are calculated from the same existing salary.
- It does not attract additional employer superannuation contributions, meaning there is no long-term benefit to your retirement savings.
- It does not flow through to allowances, penalties or other salary-based entitlements that are linked to base pay.
Once the payment has been made, it is gone. It does not compound over time or improve your ongoing remuneration. In contrast, increases to base salary continue to deliver value every pay cycle, increase superannuation contributions, and flow through to salary-linked entitlements for the life of the Enterprise Agreement and beyond.
Submit your questions
Union delegates and representatives are visiting worksites to talk about FRV’s offer. Submit a question anonymously so it can be responded to at site meetings and on this page.
Looking for something else?
We want members to feel supported and informed. To that extent, please be aware of the following resources for members:
Delegates are members – other FRV employees – who’ve stepped up into a leadership role. Delegates can help you understand issues, like workplace bargaining, protected industrial action, and FRV’s offer. Learn about your delegates here.
You need to know your rights before you can exercise them. To support members, we’re compiling information about your rights, the bargaining process, and protected action here.
WE'RE HERE TO inform, support & PRotect you.
If you need more information, just let us know.
Unions have fought for decades to defend your right to seek fair pay and fair conditions, and to ensure your job security. Under the Fair Work Act, there are legislated general protections that protect you from FRV taking any detrimental action against you. Therefore, you cannot be punished for joining your union or getting involved in protected industrial action. The UFU will use all avenues to defend your legal rights and your employment.
If you have any concerns about how you are being treated (or might be treated) if you get involved, let us know.