Newcastle EA update
Following the latest EA meeting on Monday 29 April, Keolis Downer has agreed to weekly bargaining sessions every Friday. This is a welcome shift and a sign that pressure from members is starting to move the company toward real engagement.
Here’s a quick update on where things stand after the most recent meeting:
Items Agreed to in Principle
Ability to cross days off for 3 days after the roster is first displayed.
All drug and alcohol testing to take place in paid time unless secondary testing is required or in the case of a major incident.
V/O work allocation-
Hamilton Depot shifts
Full time employees from the Hamilton depot
Full time employees from Belmont depot
Part time employees from Hamilton depot
Part time employees from Belmont depot
Casual employees
Belmont depot shifts
Full time employees from Belmont depot
Full time employees from Hamilton depot
Part time employees from Belmont depot
Part time employees from Hamilton depot
Casual employees
Items Under Company Consideration
48 hours’ notice for shift changes
The company is reviewing our proposal to increase minimum shift change notification to 48 hours, unless mutually agreed otherwise.
Fixing the trainee pay structure
For four years, trainees have been underpaid — with Keolis Downer saving around $5 per employee, per hour. The RTBU is pushing for a fairer structure that shortens pay progression and closes the gap faster.
The company’s latest offer would only fully remove the Grade 1 trainee rate after four more years, keeping those savings in the company’s pocket — not yours.
In response, the RTBU has made a counter-proposal:
- Year 1: All employees receive the agreed pay rise.
- Year 2: The Grade 1 trainee rate is scrapped. All new starters and existing trainees are paid the Trainee Level 2 rate for their first 12 months.
- From 12 to 24 months: Employees move to the Bus Operator Level 1 rate.
- After 24 months: Employees move to Bus Operator Level 2.
This is a fairer system that recognises experience and ends the long-standing underpayment of trainees.
Purchased leave scheme
- The company is considering a proposal to let employees purchase additional leave, allowing them to accumulate 4–6 weeks of leave for use over a 6-month to 3-year period, by application.
$20 sign-on allowance
- The RTBU has proposed a $20 allowance for rostered Mon–Sat shifts, paid on completion of the shift.
Response to the KDH pay structure proposal
- The union will provide a detailed response outlining concerns with the company’s trainee proposal, along with our revised structure.
Pay Offer: Still Not Good Enough
The company’s current wage offer remains:
- 4% in Year 1
- 3% in Year 2
- 3% in Year 3
This is well below what members need to keep up with the cost of living.
The RTBU remains committed to our claim of 8% per year, as endorsed by members.
Next Steps
Weekly meetings are now locked in. This wouldn’t have happened without members standing strong — taking action, showing up, and making your voices heard. We’ll keep pushing for fair pay, safe conditions, and real respect at the table.
Stay tuned for more updates, and keep speaking to your delegates and checking the Newcastle EA campaign site for the latest.