Roads and Maritime Services meeting notice

Nov 8, 2017

Roads and Maritime Services meeting notice – November 2017 (PDF version)

Your union, the PSA will be visiting your workplace to talk to all staff.

9 November 2017


Level 1, lunch area

Come along at any time to speak with your workplace organiser, Ben James, about any concerns you may be having.

Not a member? In addition to annual pay increases and representation in industrial issues, PSA membership entitles you to:

  • Five per cent off grocery shopping at Coles and Woolworths through Union Shopper website. Union Shopper also has a wide range of cheap deals for union members including electrical and white goods, cars, insurance and more. Visit to see the full range for PSA members
  • Salary Insurance if injured travelling to or from work – this is no longer covered by workers compensation. Further information can be found HERE.
  • Exclusive deals on home loans, credit cards, personal loans and insurance products from Sydney Credit Union (SCU)
  • Welfare Rights Centre – provides support on all welfare/social services, including family allowances, sickness benefits, births and deaths, Austudy, unemployment, and sole parenting.
  • Provident Fund pays $3,500 to nominated beneficiary if a union member under the age of 70 dies, regardless of cause
  • Free wills – through our associated law firm McNallys Jones Staff
  • A scholarship of $850 per year for three years for of union members’ children who start university.

See for the full details and remember, your union membership is fully tax-deductible.

It’s time to get involved!

Campbell Street Group Home Gymea review

Nov 8, 2017

Campbell Street Group Home Gymea review – November 2017 (PDF version)

Affected members contacted the PSA on 17 October 2017 following advice in writing from the Department of Family and Community Services (FACS) that all staff were to be temporarily relocated to an alternate work location. This was to enable the Department to conduct an independent fact-finding review and internal clinical reviews in order to address alleged ongoing incidents and injuries to residents.

The PSA wrote to the Deputy Secretary Disability Operations on 23 October 2017 requesting an urgent meeting which occurred on the 31 October 2017.

The PSA expressed concern that FACS’s action was in breach of the Consultative provisions of the Crown Employees Ageing, Disability and Home Care – NSW Department of Family and Community Services (Community Living Award) 2015 in relation to the involuntary transfer of staff.

The PSA secured agreement from FACS representative as follows:

  1. Details of the external fact-finding investigation to be forwarded to the PSA and affected members.

This has commenced initial advice Independent Investigator – Work logic (Ms Melanie Roberts).

Terms of Reference – the investigation will focus on Systems, Clinical Practice and Policy Compliance.

Each affected staff member will receive a letter from the Department detailing the issues and concerns in relation to the investigation.

Members are advised to contact the PSA in order to arrange a support person to accompany you to meetings requested by Department or the external investigator. Please call 1300 772 679 for assistance.

  1. The PSA also sought details regarding FACS advice that this process also includes a review of staffing for Campbell Street Group Home. FACS has advised the PSA any ongoing changes to staffing will be conducted in response to the recommendation of this comprehensive review. Copies of the existing and revised temporary roster have been provided to the PSA as part of the ongoing consultation process.
  2. FACS has agreed to a regular communication to affected members from the District office in relation to this review and investigation. An initial copy has been received by the PSA.

All member inquiries in relation to this review should be forwarded to the PSA Member Support Centre at

Water NSW – Don’t believe the hype

Nov 7, 2017

Water NSW – Don’t believe the hype – November 2017 (PDF version)

Water NSW has put most of their material on the intranet, however, the CPSU NSW believes that much of this is misleading. Over the next few weeks, your union will be updating members on different aspects the proposal so members can see the possible pitfalls.

Some key things you should know about now is:

Around 150 employees will get 1% pay rise a year from 2018 on. If you’re getting a pay rise, is it fair that your colleagues are having their pay reduced in real terms? Pay rises below CPI reduces the spending power for these co-workers.

No redundancy within the agreement meaning the only enforceable redundancy is the national minimum: a maximum of 12 weeks for 10 or more years of service. Will Water NSW apply their redundancy policy correctly every time? In recent months, management have already ignored their redundancy/redeployment policy and the Commission found the union couldn’t enforce it.

All pay rises are subject to performance, after 2017

The Grade or Band may increase by 2% but your salary may not! The base increases of 2% is dependent on good performance. Progression through the Steps or Zones within each Grade or Band is also based on good or excellent performance.

Bigger pay rises are not what they seem. Water NSW is combining progression within the Grade or Band to claim larger pay rises. But progression is also based on performance and not guaranteed. The level of progression ‘may’ increase, and increase by a variable amount based on your manager’s view (or perhaps the budget). As there are no ‘steps’ within each Grade or Band, how much you progress to the next ‘zone’ could depend on how close to the next ‘zone’ you are, and how much your manager approves your progression.

The Bonus Scheme cannot be guaranteed either. The performance payments in State Water Corp agreement were largely stopped due to the budget! Why wouldn’t the same people do the same thing again?? They could easily make the goals harder during the life of the agreement, or simply not approve the bonus at all.

Conditions removed or reduced for all employees means that for everyone, there are losses to your employment conditions in addition to the optional 2% a year pay rise from 2018. Changes include maximum 3 months Long Service Leave before being required to reduce your balance; moving the right to be compensated for work related costs into policy; higher duties allowance optional with managers able to reallocate work to team members without higher duties. For former DPI Water members, many allowances are removed, and conditions ‘streamlined’.

Classification is moving to a ‘desktop’ system where HR will perform the evaluations. These changes can see your ‘Mercer points’ increase or decrease with some recently changing quite dramatically.

Without a union delegate part of the evaluation, the transparency and reliability of the system is questionable.

The decision to approve or reject is up to CPSU NSW members. Whatever members decide, your union will convey to management and promote to employees. Water NSW has indicated they will go to a vote of all staff, regardless if the union supports the agreement or not. When non-members have a say in whether to approve or reject the agreement, union members will need to work together to support each other and to campaign for the outcome members collectively decide on.

The CPSU NSW will be hold meetings around the state to discuss with members the proposal and to seek members’ feedback. A vote of union members will occur later this month to decide to support or reject the proposal. Whatever members collectively decide is what your union will promote. Through the collective power of members working together, we can influence the vote and the outcome based on what members want.

Keep an eye out for future updates with more details around the changes and proposals. You can support your union by:

  • sending this update to colleagues
  • talking to your colleagues about the proposal and what is good or bad about it; and
  • importantly, ask your co-workers to JOIN the CPSU NSW today.

Your CPSU NSW Bargaining Team – feedback can be provided to

  • CPSU NSW Delegates: Tim Budd, Andrew Harrison, Scott Butler, Richard Wheatley
  • CPSU NSW Industrial Staff: Thane Pearce, Senior Industrial Officer. Blake Stephens, Industrial Manager; Lisa Nelson, Senior Organiser; and
  • CPSU NSW Regional Organisers; Michelle Mackintosh (Riverina), Tony Heathwood (Illawarra); Belinda Pearce (Western); Steve Mears (New England); Asran Pugh. (North Coast) and Paul James (Hunter/Central Coast).

Instructions on your rights: Christmas closedown

Nov 7, 2017

Instructions on your rights – Christmas closedown – November 2017 (PDF version)

The Christmas closedown

As Christmas approaches, many staff will begin to receive directions from managers or supervisors in relation to the Christmas closedown. The Christmas closedown period for 2017/18 will take place between Monday 25 December and Friday 5 January, inclusive. The PSA has already been informed of a number of instances where staff have been told that they must take leave over this period.

Can I work during the closedown period?

While the NSW Government encourages all non-‘frontline’ areas to shut down, you are in no way obligated to take leave. Despite what may be said, staff are not required to present a justification or “business case” to explain why they wish to keep working. Unless you can be directed to take leave (see below), it is your choice of whether you work or not.

If your office is going to be shut, a reasonable alternative work arrangement must be made available for you. If practicable, this could include working from home for some or all of the time. You may have to work at a different location, but you cannot be expected to travel unreasonable distances and you may be entitled to be reimbursed for the additional costs of travel.

The PSA encourages members to regularly take recreation leave for their own health and welfare.

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

You can be told to take recreation leave only if you have an ‘excess’ balance:

  • if you have accrued eight weeks’ (40 days) recreation leave, you can be told to take two weeks’ leave sometime within the following six weeks
  • if you have accrued 6-8 weeks’ (30-40 days) recreation leave, you can be told to take two weeks’ leave sometime within the following three months.

Other than in these two scenarios, you cannot be directed to take recreation leave.

Time in-lieu clause

As some of you may remember, at the last round of award negotiations the PSA was able to bargain a clause which allows the banking of additional time-in-lieu hours. That is, hours in which you work over the +10 hours in a settlement period, which would normally be lost. These hours can now be banked away. The Christmas closedown would be an ideal time to use any of these hours you have accumulated. This clause is now in force and as such if you have been keeping a paper record of the hours you have worked then now would be the time to take these forward to your manager. We encourage all members to keep track of the hours they work and ensure that no hours are ‘thrown away’, instead being banked away in their time-in-lieu provisions.

Need help?

If you are a member and have any questions or are having difficulties in relation to the Christmas closedown, please contact the PSA’s Member Support Centre on 1300 772 679.

Land and Housing Corp survey reminder

Nov 6, 2017

Land and Housing Corp survey reminder – November 2017 (PDF version)

Closing date Friday 8 November 2017

Click HERE to view our previous bulletin regarding this survey.

Why is the PSA doing this survey?

Over the past few months, our Land and Housing Corporation members have reported some issues we believe might be of concern to the wider membership and staff.

The following survey has been designed to measure how widely felt some issues are for staff.

The data from this survey is being collected by the PSA and all responses will remain strictly confidential.

The data collected will be used to address the issues impacting Land and Housing Corporation members.

If the PSA decides to discuss the results of this survey with Housing NSW, any data provided will be on an aggregated basis only.

It should take less than 10 minutes to complete the survey and we encourage all members to take advantage of the opportunity to provide feedback to their union.

This is your chance to have your say!

Click the link HERE to complete the survey.


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