Forestry Corporation member bulletin

Dec 6, 2017

Forestry Corporation member bulletin – December 2017 (PDF version)

The CPSU NSW, represented by Industrial Officer Rachel O’Shea and Delegate Nigel Fuller, attended Forestry Corporation’s Hunting Risk Assessment Review on Wednesday 29 November.

Our CPSU delegate had put forward concerns to Forestry prior to the meeting to ensure we were on the agenda and that Forestry and DPI’s Game Licensing Unit (GLU) would be prepared to answer any queries members had.

The forum covered an overview of hunting incidents recorded in FCNSW, the union perspective on risk, a GLU update and a workshop on risk assessment review.

We were told during the “overview of Incidents” that FCNSW had identified more training on the notification process will be given to staff.

CPSU members are concerned about pig dogs and quad bikes and how they are regulated.

No incident had been reported relating to use of pig dogs, however a number of State forests (mostly in softwood districts, such as four forests in Walcha-Nundle) have recently been opened up for night-time hunting with dogs.

Tracking equipment for dogs has changed since the regulation originally written in 2004 – but revised in 2012 – which refers to “radio-tracking” collars.

They are now outdated with cheaper – arguably better – “GPS” collars more commonly used. FCNSW and GLU say the written permissions have been updated to reflect the use of GPS collars rather than “radio-tracking” collars.

CPSU noted that GPS reliability (number of satellites) can drop off in late afternoon and into the night. This has implications, not only for exclusion zone compliance, but also for tracking GPS-collared dogs should they become lost.

GLU says it has never had an R-licensed hunter report a lost hunting dog. However, there is no mandatory reporting of lost dogs to GLU, so this may not mean much. CPSU knows staff witness lost hunting dogs in state forests occasionally. However, staff cannot determine whether the lost dog is part of a legal pig- hunting sortie.

Staff should be encouraged to formalise this reporting in RiskWare, as lost hunting dogs are not in the direct control of their owners and present an uncontrolled risk to staff and visitors.

Neither the change to include hunting at night with dogs in some state forests, nor the change to approve use of GPS collars on dogs rather than radio-tracking collars, are to be captured in any revision of the regulation any time soon. These changes are approved by other means.

The incident which involved a quad bike was resolved by GLU as a case of “no person of interest” in that R-Licensed hunters (who GLU canvassed by phone straight away after the incident was reported to them) denied using quad bikes and said that some else must have used the vehicle.

It is important to obtain a vehicle registration wherever possible in reporting these incidents involving illegal activities. However, finding the vehicle that carried the quad bike to the bush is not always possible or reasonable.

Current exclusion signage at harvesting operations may be ambiguous when they notify a closure and say “a permit to enter is required”. Some hunters have interpreted their written permission as a permit to travel through the harvesting operation just as they do other hunting exclusions (without actively hunting). Contractors do not have the same view. The harvesting signage may require some review.

New fact sheets have been developed by Department of Primary Industries (www.dpi.nsw.gov.au). Licensed Hunting on State Forests in NSW will be distributed to all staff over the next few months which will close out an action item from last year’s risk assessment.

Also this year’s publication from the GLU – the NSW Game Hunting Guide from DPI was launched in May this year. It is a handbook for hunting anywhere administered by DPI in NSW.

This is being distributed out into stores targeted as hunting and outdoors businesses, and to programs linked with Crime Stoppers, trade shows and events. There will be three YouTube videos and suggestions were made regarding a Facebook page.

More work needs to be done on workers feeling unsafe and perceived risk where they interact with hunters. The issue of psychological harm was given the attention of the meeting and it was agreed that some sessions (such as annual staff safety days) where staff could be briefed by GLU of their compliance works would help to demystify the process and give comfort that risks are being appropriately addressed. CPSU expressed further concern that the reporting protocol (RiskWare incident) should not be considered finalised until the staff member who reported the incident is briefed with the response from FCNSW and GLU. This to ensure staff don’t think their concerns go unheard. There is a welfare benefit here.

FCNSW has also agreed to pass all hunting-related incidents over to GLU as a matter of urgency. GLU had not had all hunting incidents in Riskware reported to them in the last 12 months.

Water NSW bulletin

Dec 6, 2017

Water NSW bulletin – December 2017 (PDF version)

The members of all unions at Water NSW have voted to REJECT the proposed Unified Enterprise Agreement pushed through by Water NSW. While CPSU NSW understands some members will benefit, there will be many members who do not benefit, and will in fact be worse off.

Through being united and standing strong, CPSU NSW members with the members of the other unions can VOTE NO to the proposed Enterprise Agreement. We encourage all our colleagues to VOTE NO, and demand a better outcome for all our members, not just a few. By being Stronger Together, unions can fight to protect the pay and conditions for all employees.

Please find attached HERE a Joint Union Flyer encouraging all employees to VOTE NO. For this we need the help of all our members. Print off copies of this flyer, provide copies of the flyer to your colleagues, and leave copies of the flyer in lunch rooms, on desks and on notice boards.

If a majority of those who vote, end up VOTING NO, then members’ current conditions remain the same and negotiations continue. CPSU NSW will be focusing in developing a pay and classification structure that is a lot fairer for all employees, and provide genuine benefits, transparency and equal base pay rises for everyone, leaving no-one behind.

Please share this email with your colleagues, ask your colleagues to JOIN the CPSU NSW (also known as the Public Service Association of NSW) and help achieve a better outcome for everyone.

CPSU NSW members are also members of the Public Service Association of NSW. The PSA is the Associated Body for, and resources and manages, the CPSU NSW.

www.facebook.com/CPSUnsw
www.psa.asn.au
www.cpsunsw.org.au (new website coming soon)

1300 772 679

Feedback on enterprise bargaining at Water NSW can be sent to watereb@psa.asn.au.

University of New England enterprise bargaining update – December 2017

Dec 5, 2017

University of New England enterprise bargaining update – December 2017 (PDF version)

Today was the last EB meeting of 2017 and as much as we would have liked to end the year on a high note with in principle agreement on a clause, it wasn’t to be – despite our best efforts. However, progress was made on the PPDR clause and we may be close to in principle agreement on the domestic violence leave clause, which is just sticking on one or two specific points.

We hope you and all you loved ones have a fantastic holiday season. Enjoy your hard-fought, union-won leave entitlements this festive season.

We are back at the table on 13 February 2018 to continue our work for you.

For any further information or feedback, please contact one of your CPSU NSW Bargaining representatives:

Jen Mitchell, Industrial Officer:  jmitchell@psa.asn.au;

Ross Bennetts: rbennett@une.edu.au

Amanda Lang: alang13@une.edu.au

Lynda Creedy: lcreedy@une.edu.au

You can support your Professional Staff Bargaining Team by

  • sharing this update with your colleagues
  • asking your colleagues to JOIN the CPSU NSW online at (psa join link)
  • and provide feedback to your Bargaining Team.

Please note:

CPSU NSW members are also members of the Public Service Association of NSW. The PSA is the Associated Body for, and resources and manages, the CPSU NSW.

www.facebook.com/CPSUnsw

 

University of Newcastle enterprise bargaining update

Dec 5, 2017

University of Newcastle enterprise bargaining update – December 2017 (PDF version)

The sixth and seventh meetings of the Enterprise Bargaining teams were held on 22 and 28 November 2017.

The 22 November meeting dealt with the following issues … and a small number of other matters affecting academics only.

Performance review and development

Discussion was largely about finding appropriate terminology for the staff accountable for performance review and development. The current clause talks of “supervisors” and “mentors” but this has given rise to some confusion over the past four years. The university will come back with suggestions.

Annual leave

CPSU NSW tabled a draft to give effect to your Log of Claims 62 and 63 relating to limitations on the discretion of managers to direct the taking of leave or to deny applications, and 58 (ii) requesting an additional week of paid leave to cover the Christmas shutdown. Our tabled claim was based on the wording in the Modern Award (HEGSS Award 2010) that underpins our agreements. The award text is clear on the circumstances permitting a direction to take leave, the notice to be given, the amount of leave to be taken and the balance allowed to remain.

We noted that the current clause in the enterprise agreement has been separated into two parts, the first of which (clause 57.9) if read separately can be interpreted as a right to direct staff to take “annual leave for which the staff member is eligible” without regard to circumstances, notice, amount or balance. This far exceeds the provisions in the Modern Award. The university and CPSU NSW have been in dispute over this clause in the past. Our clause would provide a clearer statement of the reciprocal rights and responsibilities. We are also seeking to replicate here the leave planning elements already found (and not objected to) in long service leave (Agreement clauses 59.5 to 59.8).

This goes also to the arrangements for the Christmas shutdown in respect of which we tabled an associated claim that the shutdown should never exceed one week and that all working days which are not public holidays should be concessional university holidays. The university and CPSU NSW are also in dispute over this year’s shutdown. Our university holidays clause will have to wait until the dispute is resolved.

The university representatives are resisting our annual leave claim but are continuing with their cash out claim with which, as explained in the previous bulletin, we have serious concerns. We are prepared to consider a hardship clause with some restrictions on frequency and quantum but a general ability to cash out leave is not something the unions could agree to. The matter will return to the 6 December meeting.

Long service leave

CPSU NSW has a claim to provide pro rata access to accrued long service after five years (currently 10). The university is opposed and is considering its response. The matter will return to the 6 December meeting.

Study leave, examination leave and reimbursement of fees

Discussion here focused on the need for a broad view to approve a program of study related not only to the current role but also to potential roles within the university that may lie outside of the current unit or division. This could facilitate transfers and redeployment in organisational change. The university will consider and respond.

Casual staff period of engagement

A proposal to increase the minimum period of casual engagement from three to four hours was taken on notice.

Casual staff orientation

A proposal to pay a minimum of four hours for casual staff induction/orientation was likewise taken on notice.

Superannuation

A claim to extend 17 per cent super to fixed term and casual employees is being resisted by the university on grounds of excessive costs. No movement at all on this front.

The 28 November meeting was devoted to a review of a number of clauses previously identified by the negotiators as uncontentious. (The numbers below refer to the current agreement.) These included:

Availability of the agreement (clause 5) – agreed without change.

Incremental progression (clause 10) – agreed without change.

Staff reports (clause 16) – with minor change discussed to improve access to personnel file.

Transfer or placement ( clause 24) – agreed without change.

Abandonment of employment (clause 26) – agreed without change.

Intellectual property rights (clause 28) – agreed without change.

Intellectual freedom (clause 29) – agreed in principle, but academics may make a further claim.

Dependent care support (clause 35) – agreed without change.

Compensation for loss of personal property (clause 36) – agreed without change.

Salary packaging (clause 39) – agreed without change.

Relieving allowance (clause 44) – agreed without change.

Higher duties allowance (clause 45) – agreed without change.

Rostered staff – work rosters (clause 52) – agreed without change.

Purchased leave scheme (clause 58) – agreed without change.

Compassionate leave (clause 61) – agreed without change.

Emergency services leave (clause 63) – agreed without change.

Jurors leave (clause 64) – agreed without change.

Witness leave (clause 65) – agreed without change.

Public holidays (clause 67) – agreed without change.

This meeting covered a lot of easy ground. The university is flagging that more strenuous discussions will be had around performance conduct and discipline, organisational change and redundancy, categories of employment, and dispute procedures. Most of this will be up for consideration in early 2018.

Next meeting

For discussion on 6 December:

  • Parental leave
  • Annual leave
  • Long service leave
  • VSP – moratorium on re-employment
  • Any other matters referred from previous meetings
  • Schedule of meetings for 2018

Become involved

Please take the time to read through your current agreement to identify opportunities for improvement and contact your bargaining representatives to discuss any concerns you have. We will be calling general meetings or conducting further surveys as necessary when the issues under discussion require further direction from you.

At the end of the negotiation you will be asked to vote on the package and we want that to be an informed and deliberate vote by staff whose working lives are covered by the agreement. Ask your colleagues to stand with you by joining CPSU NSW today HERE.

UoN Professional Staff representatives

Sue Freeman
Sue.Freeman@newcastle.edu.au

Nick Koster
Nick.Koster@newcastle.edu.au

Lyn Keily
Lyn.Keily@newcastle.edu.au

Stephen Hopkins
Stephen.Hopkins@newcastle.edu.au

CPSU NSW staff

Thane Pearce
tpearce@psa.asn.au

Ron Hunter
rhunter@psa.asn.au

Jann Jeffries is taking extended leave to mid-2018 and we thank her for her leadership of the CPSU NSW UoN bargaining team to date.

Please note:

CPSU NSW members are also members of the Public Service Association of NSW. The PSA is the Associated Body for, and resources and manages, the CPSU NSW. www.facebook.com/CPSUnsw

Corrective Services benchmarking bulletin

Dec 5, 2017

Corrective Services benchmarking bulletin – December 2017 (PDF version)

The benchmarking dispute was back in the Industrial Relations Commission on 30 November 2017 before Commissioner Newall. The PSA was represented by its solicitor and there were representatives from the NCDC, POVB, COVB and SEAG present. There were extensive negotiations facilitated by Commissioner Newall.

Between the last hearing on 17 November and 30 November 2017, there were several meetings between PSA staff, delegates and Corrective Services. There was some agreement and some issues remained unresolved.

Corrective Services has agreed that initially only Assistant Superintendents (AS) will be able to apply for vacant Senior Assistant Superintendent (SAS) positions once all current SAS have been appointed. Corrective Services had previously argued that it should be open to anyone to apply for these positions which clearly disadvantaged AS members who were having their positions abolished. The PSA also argues POVB members should not be disadvantaged by having any vacancies open for anyone to apply.

The Commissioner acknowledged the PSA’s joint branches’ position that each centre should be ring-fenced with only employees at that centre able to apply for vacancies at that centre. This is based on previously benchmarked centres being treated this way. However, Corrective Services attempted to change the procedure more than halfway through. Despite our arguments, Commissioner Newall recommended* these centres should be ring-fenced:

  • Grafton and Glen Innes
  • Emu Plains and Dillwynia
  • The Long Bay complex as a whole
  • Tamworth and St Heliers.

Corrective Services is proceeding based on the Commission’s recommendation and the branches will closely monitor its actions.

Commissioner Newall did not recommend the OMMPCC should be ring-fenced with any other centre.

Commissioner Newall required that expressions of interest for voluntary redundancies at the Long Bay complex should be re-opened given his recommendation about the ring-fencing of the complex. Corrective Services agreed to this and the EOI will be open from Monday, 4 December until Monday, 11 December 2017. Members who express interest in a VR are not obligated to accept a VR if one is offered.

Corrective Services advised that those SAS and AS who applied for benchmarked positions at Silverwater were successful.

The following matters have not yet been resolved or been subject to a recommendation from Commissioner Newall:

  • OSP issues including supervision and specialist programs
  • Cyclic rostering
  • COPP
  • Weekend staffing and responsibilities
  • Re-evaluation of the Senior Correctional Officer position
  • Case management allowance
  • Grandfathering of ‘L’ shift allowances at Berrima, Kirkconnell and Glen Innes. The Commissioner has asked for specific information about this shift allowance and delegates will contact members to discuss.

The dispute has been listed for a report back on Tuesday, 19 December 2017 and members will be updated soon after.

If you have any questions please feed them back through your respective delegates.

*A previous bulletin incorrectly said these were directions

NSW Police – Police Radio (Sydney) PSA meeting notice

Dec 5, 2017

NSW Police – Police Radio (Sydney) PSA meeting notice – December 2017 (PDF version)

PSA staff will be in attendance at your site as follows:

Wednesday, 6 December and

Thursday, 7 December 2017

2.30pm-4.00pm

LUNCH-ROOM

PSA staff will be in attendance at your site on these two days to hear feedback and answer any questions on the two recent ballots put to members:

  • Resolution of meal/crib break dispute
  • Conversion to full time positions

All Police Radio staff are strongly encouraged to speak with us during their breaks to discuss these or any other matters of concern. Non-members are also welcome to come and have a chat about the benefits of joining the PSA and membership forms will be available.

It’s time to join your colleagues and get involved in defending your rights and conditions at work – strong membership means a strong union!

Pages:«1234567...362»
 PSAMSCLogoSmall

unionshopper.com.au
PSA-Journey-Insurance-icon-July-2017
PSA-website-penalty-rates

Indigenous flag dot painting small