University of Sydney CPSU NSW bulletin

Dec 12, 2017

University of Sydney CPSU NSW bulletin – December 2017

Dear University of Sydney professional staff colleagues,

Tomorrow, Wednesday 13 December, the university will open a university-wide staff ballot asking whether you accept the 2017-2021 Enterprise Agreement as recently drafted.

CPSU NSW members at the University of Sydney have chosen to endorse the new agreement on the basis that, on balance, it provides improved conditions for professional staff. Therefore, on behalf of the CPSU NSW, I strongly encourage you to participate in the all-staff ballot and vote YES to accept the new Enterprise Agreement.

Amongst the many improvements that CPSU NSW worked hard to achieve are:

  • A flat-rate $500 salary uplift for professional staff. The CPSU fought strenuously for a flat-rate salary increase, which is more beneficial for staff at the lower end of the salary scale, in the last bargaining round – however, the other bargaining parties were not receptive. This time we had some success! This is on top of the $500 sign-on bonus and 2.1 per cent increases in 2018, 2019, 2020 and 2021 which apply to all staff
  • Enhancements to professional staff workload protections, including set indicators of problematic workloads that supervisors will be required to consider and the ability to appeal a decision related to your workload to the Delegated Officer (Staffing)
  • An enhanced Change Management process allowing for a preliminary staff consultation process prior to the establishment and release of a formal change proposal
  • The inclusion of a requirement to consider job retraining as a potential mitigating action in redundancy processes
  • Enhanced gender equity conditions not only in terms of salary and HEO level, but also in terms of career opportunities, and including the requirement to consider gender equity issues with regard to selection, probation and promotion procedures.

While the CPSU NSW was an active and vital contributor to the positive professional staff developments within the bargaining process, we made our displeasure known about elements of that process which took place once the pay offer was put on the table and we will work to prevent a repeat of those elements when the next agreement is negotiated.

If you are a professional staff member with an interest in improving your working conditions and those of your professional staff colleagues, please consider joining the CPSU NSW – https://membership.psa.asn.au/register. The CPSU NSW at the University of Sydney is wholly dedicated to protecting and improving the working lives of professional staff.

Thanks and regards,

Grant Wheeler
Branch President
University of Sydney Branch

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

Emails are sent to contact lists the CPSU NSW maintains from various sources such as petitions, surveys and public information. To stop receiving emails, please reply to cpsu.nsw@psa.asn.au with the words Unsubscribe in the subject line.

Crown Solicitor’s Office – Urgent PSA Union meeting – Open Plan Dispute

Dec 12, 2017

Crown Solicitor’s Office – Urgent PSA Union meeting – Open Plan Dispute – December 2017 (PDF version)

Friday, 15 December 2017

1.00pm-2.00pm

Heritage Room, Level 7

An urgent members’ meeting will be held regarding the Open Plan Office Dispute.

It is important that all members attend. These are your workplace conditions at stake; now is the time to get involved! All matters raised will be strictly confidential.

Encourage your colleagues to join the PSA at https://membership.psa.asn.au/register or see CSO Delegates for membership forms.

Your PSA Delegates are:

Leigh Plater: leigh.plater@cso.nsw.gov.au

Teri Southwell: teri.southwell@cso.nsw.gov.au

United we bargain, divided we beg – A unionised workplace is a fairer one!

Merry Christmas from CPSU NSW (PSA)

Dec 12, 2017

Merry Christmas from CPSU NSW (PSA) – December 2017 (PDF version)

We’re approaching another festive period and I’d like to take this opportunity to thank all the delegates and members who contribute to make the CPSU NSW (PSA) such a united, strong and respected union. As in other years, the Government has announced a Christmas closedown for the 2017-18 Christmas and New Year period.

The dates for this closedown are Monday 25 December 2017 until Friday 5 January 2018 inclusive.

You can read the Government announcement HERE.

Can I work during the closedown period?

While the NSW Government encourages all non-frontline areas to shut down over the Christmas and New Year period, you are not required to put up a justification or a ‘business case’ to explain why you do not want to take leave.

Staff who intend to work should contact their relevant manager with their proposed dates.

Some agencies will be required to maintain full or reduced services. This means at least some staff may have to work through this period.

Unless you can be directed to take leave (see below), it is your choice as to whether you work or not. If your office is going to be shut, a reasonable alternative work arrangement must be made available for you.

Can I be directed to take recreation leave due to the closedown?

You can be told to take recreation leave if you have an ‘excess’ balance of 40 days or more as defined by clause 90.2.3 of the TAFE Commission of NSW Administrative, Support and Related Employees Enterprise Agreement 2016. For shift workers, an ‘excess’ balance is 50 days.

Under Clause 90.2.5, TAFE NSW may direct an employee to take their annual leave to reduce all leave balances below 8 weeks or its hourly equivalent “within a reasonable time period and at a time convenient to TAFE NSW”.

The PSA encourages members to regularly take recreation leave for their own health and welfare. Christmas and the New Year are a great time to do so.

Can I be directed to take extended (long service) leave or leave without pay?

You cannot be directed to take extended leave, long service leave or leave without pay. However, if you have no recreation leave or not enough recreation leave available, and you want to take the time off, you can request to take leave without pay. You can also utilise your banked flex days or banked rostered days off.

Public holidays for Christmas and New Year

The following dates are Public Holidays as set out in the 2016 Christmas Closedown Premier’s Memorandum:

  • 2017 – Monday 25 December,
  • Tuesday 26 December (Boxing Day)
  • Monday 1 January

Many agencies, including TAFE NSW, also have a Public Service Holiday around this time, usually on the day following Boxing Day, Wednesday 27 December.

Season’s greetings

Let me take this opportunity to wish all members and their families best wishes for Christmas and a Happy New Year from me, my family and all the staff here at the PSA/CPSU (NSW).

I hope you have a joyous and restful break, and return to work with the same dedication to public service you have displayed throughout 2017.

Should you have any questions about this bulletin, or require the support of your union during the Christmas period, please contact the CPSU NSW (PSA) Member Support Centre on 1300 772 679.

As always, the CPSU NSW (PSA) will be there to support you when you need us, just as you support the people of NSW.

Merry Christmas and Happy New Year!

Stewart Little
General Secretary

University of Newcastle enterprise bargaining update

Dec 12, 2017

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

The eighth meeting of the Enterprise Bargaining teams was held on 6 December 2017, the last for the year. So far we have a score of 20 out of 73 clauses agreed in principle, most of which were uncontentious matters that simply needed to be checked for currency and accuracy, with the parties agreeing to roll them over into a new agreement. In 2018 we will return to the table in February to tackle some of the more contentious matters and continue to work towards a new agreement and associated pay outcomes.

Pay rises

Salaries are traditionally the last item for negotiation after all other claims have been dealt with and costed. We will be seeking a pay outcome that keeps you ahead of projected cost of living increases over the life of the agreement. CPSU NSW representatives will also continue to pursue the objectives you endorsed in your Log of Claims, many of which have little or no monetary cost but are important benefits for your working environment.

Employment relationship

These measures include greater security of employment and a clear suite of procedures to cover all aspects of the employment relationship. We will be proposing a comprehensive and easily accessible section of the agreement that will give guidance on related matters.

Classification

We want to review the processes for classification and reclassification to ensure your personal role in that process is not overlooked and you have an opportunity to make a case on your own behalf whether in PRD or otherwise.

Workplace health and safety

In the areas of health, safety and the environment a small investment can give large benefits. Part of that has to be the maintenance of flexible working arrangements to allow you to balance work and life. Realistic workloads and workflows are critical considerations in a context of constant organisational restructuring and adequate rest and recreation are an important element of this balance.

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 with you.

Next meeting

Our next meeting on 7 February 2018 will deal with the university’s claims on Performance Conduct and Discipline, and our claims on Annual Leave. The EB representatives will meet fortnightly thereafter. The university is expected to provide a statement on its objectives for the clauses where it sees a need for major textual and procedural change and clearly we have some strenuous discussions coming next year before we can conclude the negotiation, but that is for next year.

For now we can count our achievements and reflect on what makes the CPSU NSW a strong voice for professional staff.

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.

UoN Professional Staff representatives

CPSU NSW staff

A Happy Christmas and New Year to all.

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

Sheriff’s Officers – Work Health and Safety consultation survey

Dec 11, 2017

Sheriff’s Officers – Work Health and Safety consultation survey – December 2017 (PDF version)

At the request of PSA members in the NSW Sheriff Office, your union is currently involved in representing members in the course of negotiating workgroups and Health and Safety Representatives (HSRs) for each region.

HSRs are elected by workers and represent the interests of workers in their workgroup for work health and safety (WHS) matters.

Your PSA Sheriff’s Officers Vocational Branch Advisory Group (SOVBAG) has been addressing a range of safety issues concerning the risks to your safety, including security issues.

We are now seeking your comment and endorsement on a proposed WHS consultation model based on proximity rather than Sheriff structures. The HSRs would then consult with their local and peak Sheriff management representatives.

HSRs have a number of functions based on consultation around WHS matters. Trained HSRs also have the power to direct other workers and management to cease unsafe work.

We propose the following HSR representative workgroup structure:

  • Metropolitan Sydney – 10 HSRs
  • Hunter Central Coast – 3 HSRs
  • North Coast – 3 HSRs
  • New England – 2 HSRs
  • Western – 3 HSRs
  • Riverina – 2 HSRs
  • Illawarra South Coast – 3 HSRs

Please complete this brief survey to review this proposed model for WHS consultation. Your comments are appreciated.

Contact the PSA WHS unit for further information on whs@psa.asn.au.

Museum of Applied Arts and Sciences visitor service officer newsletter

Dec 11, 2017

Museum of Applied Arts and Sciences visitor service officer newsletter – December 2017 (PDF version)

Members would be aware the PSA conducted a ballot through Survey Monkey for you to consider the offer made by the museum to settle the matter of the VSO pay dispute.

Please find attached HERE the report to that ballot.

The response from members was exceptionally high and the outcome was an overwhelming rejection of the offer as contained in the letter of 7 November 2017.

Members should be reminded this matter is set down for arbitration in February 2018.

Consultation regarding this matter will continue throughout the interim period.

If you have any concerns regarding this matter please contact Harry Wall at hwall@psa.asn.au.

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