University of Newcastle – Enterprise bargaining update

Sep 18, 2017

Uni of Newcastle Enterprise bargaining update – Sept 2017 (PDF version)

Your union, the CPSU NSW, met with the university representatives and other bargaining representatives on 13 September 2017 to begin substantive bargaining for a new Professional Staff Enterprise Agreement.

Activity began in May and there have been a number of meetings as preparation and background to develop protocols for bargaining with a view to avoiding the delays that have characterised previous negotiations. We also received preparatory briefings on the university’s financial situation and sector-wide contingencies.

The university has explained the factors affecting its current financial position, and the likely impacts of current Federal Government proposals. The university has costed our claims in their totality and characterised our modest claims as “extensive”, emphasising concerns about additional costs. An additional briefing was given by the COO and CFO. This of course is how EB sessions begin. The CPSU NSW emphasised there are a number of issues in our log of claims that go to the improvement of the working environment and increase in job satisfaction, and have little or no cost impact. We approach discussions knowing that it is rare to achieve all items in our Log of Claims and our negotiations will be modified in line with instructions from the CPSU NSW membership. In this first meeting, each party prioritised the issues generally, and particularly the clauses in the current Agreement using a “red/orange/green” classification to distinguish the level of change and discussion required on each topic. Your responses to our earlier survey allowed us to prioritise your concerns around Classification, Organisational Change, Redeployment/Redundancy, Categories of Employment, Flexible Work, Union Rights, and of course the Salary Rates to be Paid, seeking improvement in each of these areas.

The university has prioritised its aim to streamline PART B Performance and Conduct by removing or limiting the use of Committees and Inquiry Officers. They aim to address changes affecting only one person in PART D Managing Change as well as streamlining that general change process without affecting entitlements. The university also aims to modify  PART F Working Environment to simplify the issues they see as procedural or policy matters. With the increase in online work they wish to review PART H employment categories to provide for hybrid positions that cross academic/professional boundaries. The university also questions the contemporary relevance of the Classification Descriptors. All of this will make for some robust negotiations in the coming weeks.

We set a schedule of further meetings on a fortnightly basis, the next being 27 September with an agenda to discuss the ATSI Employment clause, Superannuation, Flexibility, Performance Review and Development, Job Redesign, and Incapacity. At the end of each meeting we will set the agenda for the next and we will continue to report to you on progress.

We will also be calling General Meetings or conducting further surveys as necessary when the issues under discussion require further direction from you, and you are reminded to contact your bargaining representatives at any time if you have any concerns affecting the substantive matters or the process.

This is your Agreement being negotiated by your CPSU NSW representatives. Stay involved in the process to ensure we can take your voice to the table. 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.

Help maintain a strong union voice. Ask your colleagues to stand with you by joining the CPSU NSW today.

Your bargaining representatives are:

Staff representatives

Sue Freeman – sue.freeman@newcastle.edu.au
Nick Koster – nick.koster@newcastle.edu.au

CPSU NSW staff

Ron Hunter – rhunter@psa.asn.au
Jann Jeffries – jjeffries@psa.asn.au

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

 

Transport for NSW Burwood meeting notice

Sep 15, 2017

Transport for NSW Burwood meeting notice – September 2017 (PDF version)

Your union, the PSA, will be attending your workplace to talk to members and non-members about a range of important issues.

20 September 2017

12-1pm and 1-2pm (you may attend either meeting)

2-14 Elsie Street, Burwood. L1 Wirragulla room

Agenda

  • Procurement review
  • Change management framework
  • Current union campaigns
  • General business.

Membership forms will be available for those wishing to sign up on the day. All staff are encouraged to join the PSA and be involved by having a say in how their workplace is run.

It’s time to get involved!

ADHC – Pay on public holidays

Sep 15, 2017

ADHC – Pay on public holidays – September 2017 (PDF version)

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

It has recently been brought to the attention of the PSA/CPSU NSW that some members have had anomalies in their pay whilst working on the night shift of a public holiday.

We urge members that are rostered on the night shift for the upcoming Labor Day public holiday to be vigilant and to check their pay to ensure they are paid in accordance to the clauses set out below in the award.

(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 payroll has rectified the situation, in some cases, there may be members who have anomalies of their own from working previous night shifts on public holidays.

Please check your payslips and contact FACS payroll there are any discrepancies. If there is no resolution after contacting FACS payroll then contact the PSA at disabilitycpsunsw@psa.asn.au.

NSW Police – Re-Engineering update

Sep 15, 2017

NSW Police – Re-Engineering update – September 2017 (PDF version)

The PSA met with NSW Police on 14 September 2017 to discuss the Re-Engineering Project.

The PSA also met with NSW Police HR to discuss the Change Management processes.

Re-Engineering

NSW Police advise that at this stage there have been no decisions made about LAC amalgamations or other significant structural changes.

The PSA is very concerned about the lack of information to date, especially given the PSA wrote to NSW Police seeking consultation on 26 May 2017, and lodged a dispute in the Industrial Relations Commission (IRC) on 17 August 2017.

The PSA notes that NSW Police are having discussions in regional NSW about LAC amalgamations and staff being affected by amalgamations, but have failed to provide the PSA with any information of substance to date.

The PSA opposes job losses in regional NSW, and has not been provided with any information that would justify the reduction of unsworn officer positions.

The PSA is also concerned that NSW Police is making business decisions without understanding the nature of the work of unsworn officers, and without taking into account crucial factors such as workload, service delivery obligations and the need to support sworn Police Officers in their duties.

The PSA notes that an obligation under the State Government’s Agency Change Management Guidelines is that NSW Police must prepare a Rural Impact statement and are required to take into account the impact of job losses on a rural community and the limited opportunities of re-employment for regional staff.

In having open discussion in regional NSW about LAC amalgamations without providing the PSA with relevant information, NSW Police are denying the PSA and our members the opportunity to have meaningful input into any business decisions.

There is no official documentation on the proposal/restructure/re-engineering, however, we are aware that your workplaces are full of rumour and suspicion fuelled by leaks of differing reliability.

We are calling on NSW Police to release its proposal and Change Management Plan as soon as possible and end stressful speculation.

As soon as it is released and the full facts are provided, and it includes job or station cuts, we will vigorously represent your interests and your communities through every industrial avenue available.

Re-Engineering HR

The PSA has commenced its fortnightly meetings with NSW Police to discuss HR processes.

NSW Police HR has advised it is working on a Draft Placement Strategy and Change Management Plan which will be provided to the PSA shortly for consultation.

The PSA has been receiving constructive feedback from members and invites continued feedback to ensure that all relevant matters are raised with NSW Police during consultation.

WHAT YOU CAN DO

Look out for meeting notices and bulletins and advise the PSA of any developments and matters of concern.

Please remember that the PSA can only represent its members.

Call the Member Support Centre on 1300 772 679

Or email: membersupport@psa.asn.au with ‘Police Re-Engineering’ as the subject.

PSA wins caseworker inherent requirements dispute

Sep 15, 2017

PSA wins caseworker inherent requirements dispute – September 2017 (PDF version)

As members would be aware from previous bulletins, the PSA lodged a dispute in the Industrial Relations Commission (IRC) in relation to the Inherent Requirements Caseworker Position document. You can read our previous bulletin on this dispute HERE.

The Inherent Requirements Caseworker Position was introduced by the department a number of years ago without any consultation with PSA. PSA delegates and industrial staff have been involved in numerous individual matters over recent years where this document was used by local and district management to target caseworkers, in some cases resulting in medical retirement of our member.

We initially wrote to FACs secretary Michael Coutts-Trotter, who dismissed our concerns, resulting in the PSA lodging the dispute in the IRC.

A win for members

The PSA is happy to advise that the IRC supported the PSA’s position and we reached agreement on a newly worked document which has all references to “inherent” and “requirements” removed.

We will distribute a copy of the new Description of Casework Roles Tasks and Activities document once it is finalised with the Department. This document will replace the Inherent Requirements Caseworker Position which is a significant win for members.

We will follow up with the department to ensure that the old document is withdrawn and that all managers and Work Health and Safety (WHS) staff involved in return to work process are provided with the new document.

Members and delegates, remain vigilant

It is important to remain vigilant in identifying incidences where caseworkers, casework specialists or managers casework are not been afforded a fair go – be it in relation to suitable duties or options of change-of-work location.

It is not acceptable that this department fails to accommodate members who have suffered a workplace injury, or have a medical condition, and arrange for their transfer to a more suitable casework program area. WHS legislation and internal policies place the onus on the employer to accommodate the specific needs and restrictions of injured workers.

Congratulations and thank you to all those involved in the dispute, we are only as strong as our members and delegates.

Want a visit to your CSC?

Contact your organisers to arrange a visit to your workplace, email Jose Vasquez JVasquez@psa.asn.au or Robin Croon RCroon@psa.asn.au today.

You can support the work of the PSA and your local delegates by asking your colleagues to JOIN their union.

NSW Police – Managing excess leave balances

Sep 15, 2017

NSW Police – Managing excess leave balances – September 2017 (PDF version)

Members from across NSW Police have raised concerns about directives they are receiving around the management of excess leave. After making repeated enquiries with NSW Police at the Joint Consultative Committee (JCC) without progress, the PSA raised the issue formally via a letter in August 2017. We have not yet received a response but had been previously advised verbally that the problem came down to a SAP issue.

The PSA trusts this matter will be addressed in due course by NSW Police but in the meantime, it is important members are aware of their award entitlements and are not being asked to follow unlawful directives.

Clause 78.2 of the Crown Employees (NSW Police Force Administrative Officers and Temporary Employees) Award 2009 outlines the ‘Limits on Accumulation and Direction to take leave’.

Specifically, Clause 78.2.3 states that:

‘The Commissioner shall notify the staff member in writing when accrued recreation leave reaches 6 weeks or its hourly equivalent and at the same time may direct a staff member to take at least 2 weeks recreation leave within 3 months of the notification at a time convenient to the NSW Police Force’

And Clause 78.2.4 states that:

‘The Commissioner shall notify the staff member in writing when accrued recreation leave reaches 8 weeks or its hourly equivalent and direct the staff member to take at least 2 weeks recreation leave within 6 weeks of the notification. Such leave is to be taken at a time convenient to the NSW Police Force’

Members have informed us that they are receiving directives that are not in line with the award. Specifically, they are being directed to take two weeks of leave within six weeks when they reach 210 hours (six weeks) of accumulated leave. In fact, this is only a requirement when 280 (eight weeks) hours of accumulated leave has been reached. Sometimes members are being asked to take leave immediately outside the award conditions to reduce their leave balances.

Furthermore, where a member has leave scheduled within the above timeframes in their leave planner, they are not required to take further additional leave beyond what is contained in these clauses as they already have a plan to reduce their balances.

Any member facing directives or pressure from supervisors or managers on this issue should direct them to a copy of this bulletin and the Award. If there are further problems, please contact our Member Support Centre immediately on 1300 772 679.

The PSA will not hesitate in enforcing the award entitlements of its members.

Get your colleagues involved in the PSA and protecting your rights and conditions at work!

To organise a meeting in your workplace, contact:

Roland Harris – PSA Organiser
rharris@psa.asn.au

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