Workplace relations - Corporate Responsibility

Workplace relations

2009 results

2008 results

Our approach

Workplace conditions

The minimum employment conditions of our staff in Australia are derived from the Banking Services - ANZ Group - Award 1998 and ANZ/FSU Agreement 1998, including a process for dispute resolution and access to the Finance Sector Union.

In New Zealand, staff are either covered by our Collective Employment Agreement, negotiated with financial services union Finsec, or Individual Employment Agreements.

In some of ANZ's operations in the Asia Pacific region, including Fiji, the Solomon Islands and Papua New Guinea, staff are covered by various collective agreements made between ANZ and the representative union or staff bargaining group.

Human rights
ANZ's commitment to human rights is represented by the Group's corporate values, our Code of Conduct and Ethics, and policies such as those related to freedom of association, equal opportunity, and the right to a safe and secure workplace. For more information, visit Human Rights (PDF 32kB)

Freedom of association
ANZ respects the right of employees to join, or not join, associations of their choice. We do not interfere in an employee's decision to associate or not associate, or discriminate against the employee or a representative of the employee. We believe our employees have the right to freely hold and express opinions provided they do not infringe on the fundamental human rights of other people. We do not make any distinction between employees based on their membership or lack of membership of a representative organisation. We recognise the right of representative unions and staff to bargain collectively. We respect that under relevant workplace relations legislation unions have certain rights of entry into the workplace and access to relevant information.

Freedom of association

ANZ respects the right of employees to join, or not join, associations of their choice. We do not interfere in an employee's decision to associate or not associate, or discriminate against the employee or a representative of the employee.

We believe our employees have the right to freely hold and express opinions provided they do not infringe on the fundamental human rights of other people. We do not make any distinction between employees based on their membership or lack of membership of a representative organisation.

We recognise the right of representative unions and staff to bargain collectively.

We respect that under relevant workplace relations legislation unions have certain rights of entry into the workplace and access to relevant information.

Code of Conduct and Ethics
ANZ's Employee Code of Conduct and Ethics (PDF 600kB) sets ethical standards for ANZ employees. This ethical framework was reviewed in 2008 and is based on eight guiding principles. For more information visit Codes of Conduct.

Communication and dispute resolution
ANZ seeks to engage constructively with representative unions in the countries in which we operate. In Australia and New Zealand, we have established regular consultative forums with the Finance Sector Union and Finsec, involving senior ANZ business representatives. These forums enable information sharing and communication about employee relations matters that may affect our people. Our people are encouraged to have their say through multiple communications channels and face-to-face forums. These include regular employee surveys, direct mail access to the CEO and division heads, a CEO blog and regular 'skip level' meetings where teams are able to discuss ideas and issues in a confidential forum with their manager's manager. In circumstances where these channels are not appropriate for raising a particular concern, where appropriate, external mediators are engaged to help resolve disputes. Whistleblower Protection ANZ also has mechanisms in place that enable and encourage staff to escalate serious issues or matters of misconduct on a confidential basis without fear of reprisal, dismissal or discriminatory conduct including our Whistleblower Protection Policy (PDF 30kB).

Communication and dispute resolution

ANZ seeks to engage constructively with representative unions in the countries in which we operate. In Australia and New Zealand, we have established regular consultative forums with the Finance Sector Union and Finsec, involving senior ANZ business representatives. These forums enable information sharing and communication about employee relations matters that may affect our people.

Our people are encouraged to have their say through multiple communications channels and face-to-face forums. These include regular employee surveys, direct mail access to the CEO and division heads, a CEO blog and regular 'skip level' meetings where teams are able to discuss ideas and issues in a confidential forum with their manager's manager.

In circumstances where these channels are not appropriate for raising a particular concern, where appropriate, external mediators are engaged to help resolve disputes.

Whistleblower Protection

ANZ also has mechanisms in place that enable and encourage staff to escalate serious issues or matters of misconduct on a confidential basis without fear of reprisal, dismissal or discriminatory conduct including our Whistleblower Protection Policy (PDF 30kB).

2009 results

ANZ has continued to build on its constructive working relationship with the Finance Sector Union (FSU) in Australia, Finsec in New Zealand, and with counterpart unions in Asia Pacific and the other countries in which we operate.

In Australia, we resumed discussions with the FSU on a new collective agreement to cover the majority of ANZ's Australian staff.

In New Zealand, we met quarterly with Finsec's Council to discuss employee relations issues that affect our people. A new collective employment agreement was successfully concluded in New Zealand in 2009.

In 2009 ANZ also worked with representative unions in Australia and New Zealand on a package of assistance for employees impacted by the relocation of some roles and functions to our operations in India.

In the Asia Pacific region, ANZ is looking to create new partnerships with unions in these countries to help achieve our aim to become a super-regional bank by 2012.

This year we made enhancements to our Whistleblower Protection Policy and processes, including the introduction of a 24 hour external hotline staff can use to report any issues covered under the Policy. Details of the Whistleblower Protection Policy, including obligations to report issues covered by the Policy, were also covered in our Code of Conduct and Ethics training and general compliance training, both required to be completed by all ANZ staff. Information on the Policy and its requirements was also made more prominent and accessible to staff through ANZ's intranet site.

Whistleblower Protection 2009

Reports	Number
Received	12
Closed	8
Remain under investigation	4

The future

In Australia, ANZ aims to reach a new agreement with the Finance Sector Union in 2010 as part of ongoing discussions that resumed in 2009. In New Zealand, negotiations will be held with Finsec in 2010 to renew the collective employment agreement.

We will continue to engage constructively with representative unions on issues that affect our people, by establishing forums or other appropriate consultative processes where union's have expressed a willingness to engage constructively with ANZ.

2008 results

In early 2008 ANZ conducted a major review of how future salary increases for Group 5 and 6 Australian staff would be determined. The FSU was formally invited to be part of the review Steering Committee and was able to put its views and ideas throughout the review process.

In Australia, as part ANZ's implementation of its new business model announced in September 2008, ANZ has established a consultative forum with the FSU. The forum is comprised of FSU representatives, including FSU staff delegates from around Australia, along with senior ANZ management. The forum meets on a regular basis to ensure our people are given a consistent voice as ANZ works through its organisational redesign.

In New Zealand, we meet quarterly with Finsec's Council to discuss employee relations issues that affect our people.

In the Asia Pacific region, ANZ is looking to create new partnerships with unions in these countries to help achieve our aim to become a super-regional bank by 2012.

Whistleblower Protection 2008

Reports	Number
Received	5
Closed	3
Remain under investigation	2

The future

ANZ will seek to negotiate new or replacement collective agreements with our representative unions. In Australia, ANZ aims to reach a new agreement with the Finance Sector Union in 2009.

We also will continue to engage constructively with representative unions on issues that affect our people, by establishing forums or other appropriate consultative processes where union's have expressed a willingness to engage constructively with ANZ.

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