Office of the Director of Public Prosecutions Penrith Office – PSA meeting notice

Feb 15, 2018

Office of the Director of Public Prosecutions Penrith Office – PSA meeting notice – February 2018 (PDF version)

Tuesday 20 February 2018


Conference Room


  • Joint Consultative Committee (JCC)
  • Early Appropriate Guilty Plea (EAGP) Reforms
  • Flexible Working Hour Agreement

It’s time to get involved!

For more information contact the PSA on 1300 772 679.


UNSW bargaining bulletin

Feb 15, 2018

UNSW bargaining bulletin – February 2018 (PDF version)

Dear CPSU NSW Members,

As many of you would probably know, the current Professional Staff Enterprise Bargaining Agreement is shortly to expire. Accordingly, a new round of bargaining between the unions representing Professional Staff and the university has begun.

The first full session of this round was held last Thursday (8/2/2018). In the room as the CPSU NSW team were Alister Wareing (Library), Jane Knowles (Library), Warassamon Kate Brown (Engineering) and Lisa Nelson from the CPSU NSW. A meeting was also held in December last year, where the logs of claims were exchanged.

We are seeking a range of improvements to the Agreement for the benefit of Professional Staff. These include:

  • Improvements to dispute-resolution procedures
  • A stronger union role in change-management processes
  • Improved job security
  • An improved processes in dealing with disciplinary matters
  • An improved process concerning probation (so that it cannot occur twice)
  • Improved processes for staff who are coming up to retirement
  • Improvements to parental leave, domestic violence leave and annual leave
  • Improvements to provisions concerning flexible-work arrangements.

One part of these claims is a proposal to remove or significantly increase the cap on payments to staff who are being made redundant. Currently it is three weeks’ pay per year up to a maximum of 52 weeks. This equates to 17 years’ service, so no additional benefit accrues to a staff member who has worked longer than 17 years. We discussed this issue in the session last Thursday. Your team argued removing the cap would mean better recognition of staff who have worked for the university for many years, and that the larger amount would assist and protect older workers who might find themselves facing redundancy late in their working lives.

We will see how this claim goes. The university’s representatives listened and took notes.

Moving forward it is vital that UNSW Professional Staff join the CPSU NSW, because united we bargain, divided we beg.

Worried about CHANGES in Revenue NSW?

Feb 15, 2018

Worried bosses aren’t consulting? Your union is actively working towards getting the best outcomes for you.

Please put this poster up in prominent areas in your workplace.

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Revenue NSW (2)

Service NSW Award negotiations 2018 – PSA members update

Feb 15, 2018

Service NSW Award negotiations 2018 – PSA members update – February 2018 (PDF version)

Thank you to the many PSA members who took the time to provide feedback to our log of claims for your Service NSW Salaries and Conditions Employees Award 2018 negotiations. This feedback is crucial to forming your union’s position to negotiate for your entitlements.

Thanks to our members, the PSA is already prepared to start bargaining, and fight for the best deal for you. These negotiations will commence once Service NSW receives their “bargaining parameters” from the NSW Government.

After analysing the large number of responses, we can report that the main claims raised by members fall into the following categories:

Wage rises above 2.5 per cent

The current NSW Government has a Public Sector Wages Policy in place which limits pay rises to 2.5 per cent unless sufficient employee related cost savings are implemented. While this policy is in place, recent events that have been occurring with the NSW Trains negotiations will be taken into consideration by the PSA. The remuneration will be considered once any changes to the Award have been discussed.

Flexible work practices and roster issues

There was a lot of feedback from members on a range of issues concerning access to more flexible work practices, including job sharing and roster issues.

Uniform clause

The current Service NSW Award doesn’t provide any provision for a uniform allowance, unlike the Crown Employees Conditions of Employment Award. Based on your feedback the PSA will seek to insert a clause that provides like conditions for Service NSW employees.

On-call allowance

Likewise, the Service NSW Award does not include provisions for an on-call allowance within the Award, although we are informed that there is a relevant policy in place. The PSA will look to include these as part of the Service NSW Award.

Overtime for employees above Grade 9

The current award only allows overtime payments for staff on Grade 9 or below. The PSA will seek to remove any restriction on the grade level for overtime.

Part-time to full-time preference clause

A number of members have asked that part-time staff who are working full-time hours over a sustained period of time be provided with the option to convert to full-time employment.

Further to the above, the PSA along with members and delegates have identified a number of other areas that we believe should be part of our log of claims. These include:

  • Strengthening the right for employees to take their tea breaks
  • Part-time rostering
  • Study assistance
  • Higher duties
  • Overtime for Sunday work.

There were also a number of issues raised in the survey that fall outside of your award provisions. The PSA will seek to resolve these issues with Service NSW via other means, including through the Joint Consultative Committee (JCC).

These issues include staff concerns about access to recreation leave at the time of their choosing, understaffing, unpaid work for set-up and close-down processes and transparency around transfer and recruitment processes.

When negotiations are underway we will keep you up to date with our progress and developments.

Remember that success in bargaining is strongly influenced by the strength of a union’s members, so make sure you stay active and involved with the PSA, and encourage all of your fellow Service NSW employees to join together with us. To join the PSA go to

For any other workplace issues that may arise, the PSA is always available to assist and provide advice to members.

To contact the PSA please call 1300 772 679.

University of Newcastle bulletin – Combined Staff Consultative Committee (CSCC)

Feb 15, 2018

University of Newcastle bulletin – Combined Staff Consultative Committee (CSCC) – February 2018 (PDF version)

This committee is set up under the current Enterprise Agreement to review the implementation of the agreement and any workplace issues arising from it. The CSCC met on 31 January 2018.

Dr Glenn, Dean of Central Coast Campus, reported on the NewSpace post-occupancy four-month review, in which more than 1000 responses were received to a survey of staff and students and a range of issues identified as challenges and areas for improvement. Dr Glenn will report again after the 10-month review.

The DVC(A) Darrell Evans spoke at length on preparations for the Organisational Design Project (ODP) Stage 2, outlining his vision of the student journey and the processes and systems that could be needed to achieve it. After a period of consultation with 200 staff and students, he is now ready to commence developing processes and designing structures, focussing on Academic Division and the Faculties. There is no timeline for this at present.

The meeting also received a report from Dr Goldie, Associate Director Health and Safety, on the operation of the EAP scheme. There has been an increase in 2016-7 in the number of new clients, staff members rather than family, and an increase in the number of work-related issues for which assistance is being sought. This, it may be observed, coincides with ODP Stage 1 and the many restructures that came with it.

Enterprise bargaining update

The ninth meeting of the Enterprise Bargaining teams was held on 7 February 2018, the first for the year. To date we have 20 out of 73 clauses agreed in principle, most of which were uncontentious matters that simply needed to be checked for currency and accuracy, and the parties agreed to roll them over into a new agreement. We have no interest in prolonging the discussion unnecessarily and would like to depend on the willingness of the parties to move to a result in the next few months, rather than the 12 or 18 months that have typified negotiations in the past. It is already close to a year since your last increase.

Pay rises

Salaries are traditionally the last item for negotiation after all other claims have been dealt with and costed. The higher education sector generally will suffer considerable revenue loss under the funding changes being imposed by the Federal Government and nobody at the bargaining table wants to see the university indulge in another round of cost-driven job cuts. There is, at the same time, widely felt concern about the effect of repressed wage growth on the economy. As a minimum we will be seeking a pay outcome that keeps you ahead of projected cost of living increases over the life of the agreement. We have to trim our sails to catch the current wind.

Rights, conditions and entitlements

The over-riding consideration that arose from our member surveys was that members want existing conditions preserved, and improved if possible, and a fair pay increase. The university has flagged it wants to “simplify” several clauses to “streamline processes”. We have to keep a close eye on what might fall through the net – the text of the current agreement stems from decades of EB negotiation rounds each addressing concerns experienced in the operation of the agreement to date. There is a cumulative wisdom in the way clauses have evolved, that simplification runs a risk of ignoring.

Performance concerns, unsatisfactory performance, misconduct, discipline, inquiry officer, and committee of inquiry

The university tabled some parts of this nexus of clauses and flagged other changes. We have very serious concerns that important elements of the current procedure, built up from decades of experience, are in danger of being jettisoned. We will revisit these clauses over coming weeks and no doubt the details will change, but at the moment the university proposes to delete performance concerns from the sequence, truncate the unsatisfactory-performance process so that in the space of only three paragraphs you could be facing dismissal, delete committees of inquiry altogether and leave decisions to a single person. They argue that the unfair dismissal regime of the Fair Work Act removes the need for an internal process as detailed as we currently have. In counter, we wonder why the university would choose an expensive litigation process over an in-house investigation.

Suspension without pay

One very alarming issue arising from this for Professional Staff is the proposed ability for the university to suspend a staff member without pay pending an investigation.

Although this has been allowed in the Academic Agreements for quite a long time, it has never been a feature in our General Staff or Professional Staff Agreements since bargaining began. We have always objected to a concept that imposes a penalty at the commencement of an investigation rather than at its conclusion when a case has been proved. It is a severe penalty in fact, because, although not receiving salary while a protracted investigation is under way, the staff member would also be ineligible to seek any Centrelink or other welfare benefit since they are still employed by the university. Pressure would exist to make the staff member resign. We indicated we will resist this part of the proposal strenuously and argued for retention of the current wording.

Union rights

We also want to improve the formal recognition of your delegates and their ability to represent you in any meeting with the university, and we want clearer access to promote the CPSU NSW to new staff during induction to ensure your colleagues are aware of the work the union does and encourage them to join you. You can also play your part in this by talking to new staff about the union.

Next meeting

Our next meeting on 7 March 2018 will deal further with the university’s claims on Performance Conduct and Discipline, Resignation and Termination.

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 HERE.

UoN Professional Staff representatives

Sue Freeman

Nick Koster

Lyn Keily

Stephen Hopkins

CPSU NSW staff

Thane Pearce

Ron Hunter

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.

Nominate to be a Delegate on your Departmental Committee Elections Open Now!

Feb 15, 2018

Nominate to be a Delegate on your Departmental Committee – Elections Open Now – February 2018 (PDF version)

  • Would you like to become more involved in your union?
  • Interested in working with PSA members across Court Services and Petty Sessions Officers Association?
  • Become a PSA delegate!

Nominations are open for delegates to the Court Services and Petty Sessions Officers Association DC.

The notice of the DC Election appeared in the January-March Red Tape. Nominations have been extended until 23 February 2018.

You can download a nomination form from the PSA website at:

You can also view Red Tape online on the PSA website click HERE – go to page 33 to see the notice of the DC election.

If you would like to find out more about the Court Services and Petty Sessions Officers Association DC or how to nominate, please email

If you want to have a say and be part of a collective effort to protect and improve your workplace conditions then this is an opportunity to do so.

Delegates: The Backbone of the Union


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