CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION

NATIONAL DIVISIONAL POLICY ON ENTRY LEVEL TRAINING

ENDORSED BY THE NATIONAL DIVISIONAL EXECUTIVE 13TH May 1993

REVISED 25TH April 1994


ENTRY LEVEL TRAINING POLICY


This document sets out the Policy of the CFMEU FOREST AND FURNISHING PRODUCTS DIVISION on Entry Level Training for the information of Members, Representatives and Officials.

Included with this Policy is an introduction which provides a background for the reading and application of the Policy.

This Policy is binding on all CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION Members, Representatives and Officials.

Any queries about this Policy should be directed to either the Branch or Divisional Office.

INTRODUCTION

For many years the Forestry and Furnishing Products Division has had many concerns with the issue of Entry Level Training.

Entry Level Training is commonly thought of as applying to young people entering the workforce for the first time. However, from an industry point of view it usually covers all new entrants into the industry regardless of age.

The Forestry Industry has traditionally ignored formal Entry Level Training for the majority of its employees. Instead it has relied upon people "picking it up" as they went along.

The issues around Entry Level Training (ELT) differ depending on the circumstances and who needs the training.

1. ENTRY LEVEL TRAINING APPLIES TO THREE CATEGORIES OF PEOPLE:

  • School leavers who have just completed year 10, 11, 12;
  • People who are at present not employed in the industry (unemployed or working in another industry);
  • Workers who have secured employment in the industry.

2. THERE ARE TWO DISTINCT PATHWAYS FOR ENTRY LEVEL TRAINING:

  • Training in employment;
  • Training without being employed.

3. TRAINING IN EMPLOYMENT

  • Entry Level Training under a Career Start Traineeship, apprenticeship agreement or and employment based Australian Vocational Certificate program;
  • Entry Level training for workers covered by normal award conditions.

Both these situations require industrial conditions in the Award. For trainees to be employed a suitable award clause must exist to cover them as there presently is for apprentices.

The Union has the following Award clauses to cover both trainees and training under the normal award situation. Clause 57 – 'Training and Skill Development' and Clause 58 'Career Start Traineeship Scheme'.

2.2 TRAINING OUT OF EMPLOYMENT

  • This applies to the unemployed and to school leavers. Both will be supported by the Federal Labour Government for training which will prepare them for employment in the industry.
  • There will be no guarantee of employment but if training is completed and trainees are successful in getting employment in the industry they will enter the career path at Level 2 or above.

These trainees will undertake training outside the industry (at TAFE or skill centre) therefore no industrial conditions are required in the Award.

Work experience m be required as part of this training and the conditions for these people to get access to a suitable workplace environment are being looked at. No more than 6 weeks work experience for each year of training is a basic requirement set by the Union.

Concerns about the Traineeship System

Most of the traineeship concerns this Union has had in relation to E.L.T. have related to the issue of employing youth trainees in the industry.

The arrangements for employing trainees in many industries have often resulted in youth receiving less than Junior rates which are already too low. There is also the problem that these cheap trainee wages encourage the use of trainees as cheap labour and for employers to receive government subsides while not providing quality training for the trainee. Ensuring that trainees do not replace properly paid full time permanent employment is also very difficult.

For the above reasons many Unions, Industries and employers have not seen fit to have traineeships for young people under the traineeship system.

Traineeships predominantly occur in Office/Clerical, Retail and Hospitality Industries – industries that are known for their exploitation of young people and due to their nature difficult to organise industrially.

AIMS OF THIS POLICY

The Forest and Furnishing Products Division aims to ensure that:

  • Its existing Members retain job security, adult wages and have first access to training and career opportunities before new industry entrants;
  • Wage rates for youth are not driven down and used to apply pressure towards the lowering of adult rates of pay;
  • All new entrants to the Forest and Furnishing Products Industry receive sufficient training to ensure they can work safely and competently;
  • Entry Level Training does not reduce the amount of training for current Union Members;
  • The need for job creation for youth and the compromises being made to supposedly accommodate job creation do not reduce training and other conditions for our members.
  • Youth have a fair start in this industry, receive proper training and are not exploited.

POLICY DETAILS

The Forest and Furnishing Products Division strongly believes:

  • That all workers regardless of age should be paid for the skills that they possess and not on wages based on age. Trainees should be paid the appropriate Award rate for the skills they hold as soon as they obtain them;

  • Trainees should be paid the appropriate skill based rate for all of the 'on the job component' of their employment;

  • All trainees should work under a training agreement that provides them with a guaranteed opportunity to learn certain pre-determined skills through the life of the agreement;
  • That all training is based upon becoming competent in relation to National Industry Competency Standards;
  • The arrangements for training as outlined in the traineeship agreement are recognised as being different for training under normal award employment;
  • All new industry entrants are entitled to receive proper induction training and thereafter suitable training that will progress them up the career path.

The Forest and Furnishing Products Division has actively participated in the development of traineeship curriculum through the NFITC.

We also support many aspects of the training reform agenda and the Australian Vocational Certificate System as originally proposed by the Carmichael Report.

We do not accept:

  • The continuation of, or lowering of, junior rates as a viable method of job creation – it does not create jobs, it displaces adult workers, puts pressure on adult rates and reduces the efficiency of industry;
  • Junior rates as being the basis for the future rates of any youth training system;
  • The introduction of a training system for new entrants that jeopardises the current or future position of our Union Members.

POLICY ACTION

Within the parameters of this Policy, National Office and State Branches will, where appropriate negotiate traineeship arrangements to provide for skill development and employment opportunities for youth in our industry.

All trainees are encouraged to join the Union and have explained to them the benefits of being a Union Member and the workings of the Union. This is to be carried out as part of the trainees' formal training program.

Branches should ensure that the new entrants to the industry, if not covered by a traineeship agreement, receive the appropriate induction and career path training as per the Award and the enterprise skill development agreement.
HomePoliciesEntry Level Training Policy