Bargaining update: CSU reluctant to move on pay offer while conditions claims remain unresolved

Nov 16, 2017

Bargaining update CSU reluctant to move on pay offer while conditions claims remain unresolved – November 2017 (PDF version)

Charles Sturt University has informed the union it wants further discussion on a range of non-salary issues, including academic workloads, casual and fixed-term employment before responding to the unions on any future pay deal for CSU staff.

In relation to both casual and fixed-term employment the CPSU has indicated it is the union’s preference to either adopt or retain modern award provisions for professional staff, rather than encouraging further casualisation and insecure work.

The university’s current pay offer of a 1.5 per cent per annum increase in salaries has been criticised by the unions as too low and would likely result in a reduction in real wages over time.

In an effort to break the impasse, the CPSU has floated a modest counter proposal, including annual increases of two per cent or CPI (whichever is greater) over a four-year period. The CPSU model is on par with other pay deals in the sector and would ensure n- one falls behind in real terms.

In the event the parties are unable to reach an agreement prior to Christmas, the CPSU has also called on the university to pay an administrative increase in line with our general claim.

The next bargaining session is scheduled for 27 November 2017.

For further information on bargaining contact Wayne Marr or our Senior Industrial Officer Thane Pearce at or Greg Corrigan

Not a member? JOIN today!

FACS Psychologists Vocational Advisory Group survey

Nov 16, 2017

FACS Psychologists Vocational Advisory Group survey – November 2017 (PDF version)

The survey below has been designed to measure the widely felt issues FACS Community Services Psychologists are currently facing in their role.

The data collected from the survey will be used to collaborate with the Psychological Services Executive and address issues that impact the role of Community Services Psychologists. Please note: all answers will be treated as confidential.

Any data provided to the Psychologists Vocational Advisory Group Executive will be on an aggregated basis only.

It will take less than 10 minutes to complete the survey. We also would encourage you to take advantage of the comments field after each question.

Please complete the survey HERE by Friday, 1 December 2017.

Update your details

If you have moved home or work location, or you have changed any of your contact details, please click HERE to update.


PSA update – Conversion of long-term temporary employment to ongoing employment at level

Nov 16, 2017

PSA update – Conversion of long-term temporary employment to ongoing employment at level – November 2017 (PDF version)

What is a long-term temporary employee?

If you have been employed in a temporary capacity for 12 months or more, you are considered a long-term temporary employee (formally referred to as a section 27 temporary employee). You can also request a review of your employment and seek conversion to an ongoing role.

Why is it important to ask for conversion?

Despite the best intentions of managers, conversion of temporary employees is not always a high priority. Long-term temporary employment has increased in the public service and is an example of insecure work.

The PSA fights for secure public sector jobs, which is why it is crucial that temporary employees who meet the threshold write to their supervisors to request conversion.

What are the requirements for conversion?

In accordance with Rule 12 of the Government Sector Employment Rules 2014 a long-term temporary employee may be converted to ongoing employment at level provided:

  1. the person has been employed in a temporary or term employment for a period of at least 12 months at level
  2. the employment is be based on the results of a comparative assessment
  3. is subject to the satisfactory conduct of the person.

Comparative assessments assess an individual’s claim against the pre-established standards for the role and any other claimants (applicants) for the role. This includes:

  1. screening for the essential requirements of the role
  2. application and resume
  3. at least three capability-based assessments, one of which is interview
  4. referee checks.

If you meet the above requirements, you are eligible to request the conversion of your temporary employment to ongoing employment.

What do I do to be converted?

The first step is to join the PSA and encourage all temporary staff at your office to join. You can do this easily online HERE.

Members are encouraged to contact the PSA for individual assistance, please call the PSA’s Member Support on 1300 772 679.

If you have a group of temporary workers in your workplace, contact us and arrange a PSA organiser to hold a meeting in your workplace. Discuss this with your colleagues and email your contact details and office location to

Public Holiday Shifts for Disability Staff employed under the Crown Employees Ageing, Disability and Homecare – Department of Human Services NSW (Community Living Award) 2010

Nov 16, 2017

Public Holiday Shifts for Disability Staff employed under the Crown Employees Ageing, Disability and Homecare – Department of Human Services NSW (Community Living Award) 2010 – November 2017 (PDF version)

The PSA recently sent a bulletin (15 September 2017) to members covered under the above award, as there may be discrepancies in members’ pay if they had worked a public holiday shift.

The PSA became aware of this after a number of members raised it as an issue.

As there was an upcoming public holiday on Monday 2 October 2017 (Labour Day), the PSA urged all members to check they had been paid in accordance to the award.

It has since been bought to the attention of the PSA that a number of members were not paid correctly if they worked on that day.

If you worked the night shift on Monday 2 October 2017 or any previous night shifts on a public holiday, the PSA urges you to contact FACS and request a review of ALL public holidays where you have worked a night shift for the past SIX years as per Clause 24 Arrears of Income, of the Limitations Act 1969 No31.

When contacting FACS please refer to Clause 14 (1) General (v) (vi) (vii) of the Community Living Award 2010 as set out below:

  1. Public Holidays

(v) Staff members who are rostered off duty on a public holiday shall:

  1. be paid one day’s pay in addition to the weekly rate or, if the officer so elects,
  2. have one day added to their period of recreation leave.

(vi) Where a staff member is rostered for a shift that crosses midnight on a public holiday, and the total rostered hours on the public holiday are less than the equivalent of a full shift, for the purposes of subclause (v) above, the shift will be deemed to have been worked on the day on which the majority of time was actually worked.

(vii) Where because of the majority of hours falling on a non-public holiday the shift is regarded as a non-public holiday shift, the staff member shall be deemed to have been rostered off duty on the public holiday and shall be paid in accordance with subclause (v).

Whilst FACS has rectified the situation in some cases, there have been instances where they still remain unresolved.

If your particular case still remains unresolved contact the PSA at

Water NSW Interim report by the NSW Ombudsmen

Nov 16, 2017

Water NSW Interim report by the NSW Ombudsmen – November 2017 (PDF version)

The NSW Ombudsman Interim Report on Water Compliance and Enforcement was handed down yesterday. A key aspect of what the Ombudsman has been looking into, and will continue to look into, is:

“Whether the water compliance and enforcement function has been properly understood, supported and resourced within Government; and whether the function has suffered rather than benefitted from a frequent history of administrative restructuring.”

This suggests the ongoing intervention into DPI Water, State Water Corporation and other water regulators as well as the persistent restructuring that changes in management seems to bring, is one key aspect of the problems with water compliance and enforcement.

CPSU NSW members have reported that compliance-related functions have been removed, and replaced and removed again over the years. That, with new upper and middle management changes that occur on a semi-regular basis, means changes are inevitable and these changes do not always bring about better outcomes in relation to compliance and enforcement.

The forced transfer last year of employees and related functions from DPI to Water NSW was a rushed moved the union does not consider was well thought out. It has resulted in ongoing major changes to personnel directly related to water regulation and compliance.

CPSU NSW members are dedicated to their work, dedicated to ensuring the highest level of integrity and compliance in our activities in supporting the people of NSW. The mismanagement of agencies, departments and years and years’ worth of budget cuts, ‘efficiency dividends’ and rolling restructures have taken their toll.

You can read the media release HERE and the full report HERE.

The NSW Ombudsman reports that:

“Over the past two decades the administration of functions related to water management and regulation have been restructured and moved between different government agencies close to twenty times. At least eight of those changes in the last fifteen years were major restructures that resulted in substantial staff relocations and retrenchments, carving up of functions, splitting of departments, amalgamation of units and establishment of new agencies. Since 2003 when the Department of Land and Water Conservation was abolished, there has been a restructure involving water management functions approximately every two years.

The opinion of the Ombudsman’s office is that the impact of these changes on staff, loss of expertise and corporate knowledge, disruptions to systems and strategy, and continuity of service delivery, have been devastating.”

The report also notes there was significant and consistent under-spend on compliance activities of about $1.9 million per year (less than 30 per cent of the budget) over the period 2012-2016, even after the Ombudsman had repeatedly indicated they were under-resourced. There was also a substantial drop in compliance activity following the Transformation to WaterNSW.


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