Frequently
ASKED
QUESTIONS

  • The Industry is being inundated with new technology which if left up to V/Line to implement unchecked, may see significant impacts on our industry and our jobs.

    To best deal with this the RTBU is seeking a new 4 year agreement which empowers the membership and the RTBU to best deal with these changes, improve job security, and deliver better wages and conditions.

  • No, no further increases will apply until such time as the new EA is agreed.

    All other provisions in the current agreement remain in effect e.g. Consultation, rostering, annual leave, long service provisions etc.

  • The RTBU will present a log of claims to V/Line.

    The RTBU and V/Line will negotiate until an outcome has been agreed.

    Agreement requires majority endorsement of those covered by the new V/Line EA.

    On the job meetings will be arranged to update members and delegates on progress.

  • A log of claims is a list of items that the RTBU has put forward to be included in the proposed agreement. In this case the claims are based on feedback from members, delegates, officials, utilising our industry knowledge to cater for the future of the industry.

  • Updates will be placed on this website frequently to inform members of any developments. You can speak to your union official or a member of the bargaining team. Email us on vlineea@rtbuvic.com.au

    On the job meetings will also be held and RTBU delegates will be regularly updated on progress.

  • Unfortunately, in a bargaining round many rumours spring up based on: misunderstandings, untruths or partial information.

    Don’t let rumours fester- If you hear something concerning call Rumour buster Sally van Bragt to clarify!

  • Like every bargaining process, neither party has to agree to the others claims, if V/Line refuse to negotiate a fair deal for our members, the RTBU has the option to take protected industrial action, including bans and stoppages.

  • The RTBU will never seek to unnecessarily take protected industrial action, however in the event it is required, we are not afraid to use it.

    The process around seeking protected industrial action through the Fair Work Commission is extensive and job meetings will be held to further explain this requirement and the various steps.

  • Once a new agreement has been voted on and endorsed by a majority of those covered by the agreement, the proposed agreement needs to be certified through the Fair Work Commission.

    Some payments may be back dated as a result of negotiation outcomes.