University of New England Enterprise bargaining update

Sep 15, 2017

University of New England Enterprise bargaining update – September 2017 (PDF version)

This week’s Enterprise Bargaining meeting saw the five parties engage in extensive discussion on the UNE Common Interests document as well as the current clauses in the Agreement for Grievance, Misconduct and Unsatisfactory Performance.

It seems that last round’s revisions are not working as well as they could for management. We expect the university will be presenting us a flow chart of the current processes and draft amendments at the next meeting for discussion. While the CPSU NSW does not have a claim to significantly change these clauses, we are open to modifications so long the processes remain fair and equitable for our members.

Meanwhile, your bargaining rep Lynda has been hard at work mapping our Log of Claims alongside the current agreement and the university’s Common Interest document. We hope to have this completed to table for discussion at the next meeting and create some forward momentum to transition the discussions into more practical exercises.

While the discussions thus far have been somewhat useful for the parties to develop a greater understanding of each other’s rationale, we think it’s time get into the real serious work and find out where the parties stand on the existing clauses and get the real negotiations started.

For any further information or feedback, please contact one of your Bargaining Representatives:

Jen Mitchell – Industrial Officer

Ross Bennetts

Amanda Lang

Lynda Creedy

Water NSW attacking employees and unions

Sep 15, 2017

Water NSW attacking employees and unions – September 2017 (PDF version)

After months of further delays, a clearer proposal has been released by Water NSW and approved by the NSW Government. The result is a clear attack on wages for most employees and conditions for all employees from SWC, SCA and DPI Water. Water NSW’s proposal also includes the complete removal of all union delegate rights and the provision of payroll deduction for union members.

The next bargaining meeting is scheduled for 25-26 September. The CPSU NSW will know more details about the proposals, and any potential changes the unions win, after these dates. What we do know so far from their complex offer is below.

The cuts to conditions that we know about so far are:

ONLY ONE GUARANTEED PAY RISE, the proposal offers an initial two per cent based on the 30 June 2017 salaries. For former DPI and SCA employees, the Fair Work Commission pay rise will off-set the two per cent.

  • Former SWC – 2 per cent 2017
  • Former DPI – 0.35 per cent 2017
  • Former SCA – 0.1 per cent 2017

In addition to this, Water NSW is offering one-off bonuses each year. This will not increase your base salary but be a lump sum. The badly named STI (Short Term Incentives) may provide a bonus to some employees based on performance.

The current State Water enterprise agreement has a trial performance based salary scheme.

In the first year, many employees received the increases. After the budget was impacted, the numbers of employees getting the further increases reduced significantly.

And there is more! There are no steps within the “Band Range” for the top three level classifications, and no steps in the “Grades” for the first seven level classifications. The additional two per cent increase to base salary applies to the Band and Grades, not the individuals. Water NSW has already indicated it wants the Band Range to be performance-based, so employees can move up and down within the band based on performance.

It is not clear how this would work, but with no steps for any classification, employees’ salaries are significantly more subject to management discretion. Even with a (yet to be provided) promise that employees within each grade won’t have their salaries reduced from year to year, there is no guarantee that the two per cent will actually apply to their salary.

EXAMPLE: John is on Grade 1, earning $49,000 a year. The Range for Grade 1 is proposed at $46,700-$51,600. The two per cent pay rise (if John is not on a ‘performance plan’ at that particular time) applies to the Range. So the bottom of Grade 1 will move from $46,700 to $47,634 and it’s not clear whether John’s salary will increase or not. Any increase would likely depend on performance as measured by his manager.

For 296 employees, pay rises to their base salary will be one per cent or nothing meaning any additional income would be from getting an STI, as a one-off payment. As the increase applies to the ‘range’ we are still not sure if employees will actually get the one per cent at all!

Former DPI and SCA employees to still move to 36-hour weeks with no increase in pay. This has already been rejected by the unions as not acceptable, and remains as part of the Water NSW proposal.

And the proposal includes more conditions stripped!

Enforceable redundancy entitlements will to the National Employment Standards, or the bare minimum. This means enforceable redundancy of 12 weeks’ salary for employees with 10 or more years of service. Water NSW is seeking to have the MEE Redundancy sit within policy, meaning it is not enforceable like conditions in the enterprise agreement and subject to change by the Government.

  • Forced annual leave subject to more management direction, further details to be confirmed
  • OVERTIME cut with standard double time after two hours reduced to time-and-a-half
  • Delegations under Legislation imposed onto employees without higher duties when supervisor on leave for less than eight weeks
  • Union leave for your delegates will be lost, as will payroll deduction for members’ union fees
  • Flexible Working Agreement to be replaced by a ‘negotiate with your supervisor’ scheme where many employees will work ‘flexible’ hours on set rosters
  • Consultation for restructures stripped back to the bare minimum for workplace
  • Management of Declared Incidents removed
  • One week of Annual Leave removed for employees in Western NSW for all new employees, placing this entitlement at greater risk for the next agreement.


Former DPI Water and SCA employees have all conditions continued plus pay rises provided by the Fair Work Commission. CPSU NSW lawyers are continuing to claim the full 3.3 per cent for 2017 for those employees from DPI and SCA.

Former State Water Corporation employees have all conditions continuing under current enterprise agreement. However, pay rises need to be agreed.


The CPSU NSW strongly recommends all employees reject this proposal by Water NSW. All employees deserve better with conditions protected and improved, and fair pay rises across the board.

A single classification system is not needed for a new enterprise agreement.

There is no need to place hundreds of employees on ‘above headroom’ where salaries are higher than their classification, and more pressure on managers to reduce employee salaries or limit pay rises for budgetary purposes.

If Water NSW does not drastically alter their proposal then the CPSU NSW will be asking members to consider possible industrial action. Members from DPI have certainty with conditions and pay rises, and SWC members should be afforded the 2.5 per cent that the rest of the government services get.

Industrial action under the National System requires the union to formally ballot all members, through a Protected Action Ballot Order, or PABO. Often just the process of members endorsing a Protected Action Ballot is enough to show management employees are serious in demanding a better offer. The CPSU NSW will be consulting with members about taking these next steps if major changes are not proposed by Water NSW.

The “unification” of multiple state and federal industrial instruments and classifications can be a long complex process. Union members should not have to accept a bad package, or wait indefinitely for a pay rise while this happens.

What can members do now?

The stronger the CPSU NSW is, the better outcomes we can get for all members at Water NSW. Ask your colleagues to JOIN the CPSU NSW. Share this update with your co-workers. Discuss this proposal with your co-workers and ask them to JOIN in the campaign for a fair outcome for all Water NSW employees.

TAFE NSW – Leave without pay

Sep 15, 2017

TAFE NSW – Leave without pay – September 2017 (PDF version)

The CPSU NSW has received a number of enquiries relating to the rejection of Leave Without Pay and the issues this raises around the flexibility for our members to be able to balance their work and life obligations.

We have been advised there is a lack of clarity over Leave Without Pay and when it can and will be approved and if other forms of leave need to be taken first.

We are seeking feedback from our members to put together a submission to direct TAFE to have clear policy and guidelines around the approval process as well as consideration for members’ needs.

If you have had your Leave Without Pay declined recently, we’d like to hear from you.

Please provide your information to to allow the CPSU NSW to have a clear and concise view or the issues and give us the information to raise the concerns with TAFE.

If you have any concerns, please forward them to us at

The CPSU NSW will be advocating for members only, so staff who are affected and not yet members will need to join the CPSU NSW today. If you know anyone in this position, please talk with them about joining now.

Share this update with your colleagues; ask your colleagues to JOIN the CPSU NSW; remind your colleagues that they can also save money if they JOIN THE CPSU through the Union’s Value Added Services.

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

Value-added services: only for members of the CPSU NSW

Journey Insurance comes automatically for all CPSU NSW members. This covers you for lost wages if you have an accident to or from work. Workers’ compensation does not cover journey claims.

A Provident Fund is including for all CPSU NSW members. This provides a one-off payment of $3,500 to the nominated beneficiary or estate for any member under 70 who dies.

Union Shopper is also available, which provides discounts on a wide range of products and services from cars, whitegoods, travel, wine, restaurants and grocery shopping. Through Union Shopper you reduce your grocery costs by five per cent through Woolworths and Coles gift cards.

For members who spend $150 a week on groceries, this can save you $15 a week, or $780 a year. Membership fees for the CPSU NSW range from $3.55 per week to $14.50 per week and are tax deductible.

For further details around even more Value Added Services, see visit our website HERE.


ATSI members called to lunch meeting

Sep 15, 2017

ATSI members called to lunch meeting – September 2017 (PDF version)

Dear members,

Enterprise bargaining at the University of Newcastle is picking up pace after a cautious beginning.

At the next session on 27 September the agenda will prioritise the Indigenous Employment clause.

CPSU NSW has prepared a draft we need to have endorsed by the people who will be affected by it, namely all our members who identify as Aboriginal or Torres Strait Islander.

We are organising a meeting for that purpose and ask you to attend. Copies of the draft will be available on the day.

Wednesday 20 September 2017

12 noon – 1.00pm

Wollotuka, Callaghan Campus

RSVP to to let us know you will be attending.

CST members: Know your union, stay united!

Sep 14, 2017

CST members – Know your union, stay united – September 2017 (PDF version)

The past month has been a very challenging time for Clinical Services and CST members across the state as you moved into the private sector and adjusted to your new employer.

Many concerns members had before the privatisation have been realised. These have resulted in your union, the CPSU NSW, initiating legal proceedings in the Fair Work Commission in an effort to enforce your rights.

This is not our first preference, which is to resolve issues at the local level.

The only way we can build strong consultative structures that are respected by your employer is by remaining vigilant and united as CPSU NSW members.

The strength of your union comes from you.

To support the work of the CPSU NSW in your workplace make sure everyone knows who the delegates are and encourage all non-members to join their colleagues and become a CPSU NSW member.


 Your CST Advisory Group delegates are:

»    Bronwyn Couch »    Susan Lappan
»    Cheryl Jones »    Itaru Yamamoto
»    Helen Goltzoff »    Kim Ainsworth
»    Kathy Nash »    Jessie Hartley
»    Kylie Fulton »    Craig Maynard
»    Tomas Buratovich »    Wynette Sheather

If you’re interested in becoming a delegate let your organiser know or email us at

Still haven’t switched to Direct Debit payments?

Or don’t know how you pay your fees? Email us at to check, we will let you know if you need to switch.


Download the switch form HERE, fill it in and email it back to us at You can contact our membership department direct on 1300 772 679.

Protecting your membership so that you have your union and its collective strength behind you when bargaining for conditions is the only way to make sure you get fair outcomes.

PSA/CPSU NSW has won! Your rostering principals are protected

Sep 13, 2017

PSA/CPSU NSW has won – Your rostering principals are protected – September 2017 (PDF version)

The fight to protect the rostering principles has been long and hard.

At every turn the Government has refused to safeguard the conditions you already enjoy, putting in jeopardy your access to penalty rated shifts and a fair and equitable workplace.

But we did not give up! On 30 August 2017 your union the PSA/CPSU NSW won the court case to protect your conditions post privatisation.

Download the pay rise poster HERE and put it up on your notice board.

An important win for members

Your rostering principles and paid special leave have been locked in and protected. We have also won your pay rise this year which will be backdated until 1 July 2017.

Only by the PSA/CPSU NSW fighting for your conditions has this win been possible.

Now more than ever it is important to be a member of your union. With so much uncertainty in a privatised world having your union behind you is the only way to protect your conditions and win in the future.

Make sure everyone in your group home is a member. Join easily online at or email us at for a form.

Members and delegates, remain vigilant

It is important to remain vigilant. If rostering issues arise, make sure you let your delegate know so that they can be easily and quickly resolved using the rostering principles.

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 team meeting?

Contact your delegate or organiser to arrange a visit to your workplace.

You can contact the PSA direct at or 1300 772 679.

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


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