CPSU NSW Secures Win Against Life Without Barriers Staffing Reductions at Jamieson Road
CPSU NSW has successfully stopped proposed changes to staffing arrangements at the Jamieson Road houses 26A and 26B in Emu Plains after raising concerns with Life Without Barriers regarding a reduction in staffing levels.
The proposed changes included reducing staffing by two roles in each house, which included removing the overnight floater position across both houses. Members raised concerns that these changes would impact a high-support environment, with House 26A supporting five wheelchair-using participants and House 26B supporting four wheelchair-using participants, as well as participants requiring complex support including PEG feeding, epilepsy support, continence care, regular repositioning, and overnight supervision.
Following concerns raised by members, CPSU NSW raised a dispute with Life Without Barriers regarding the proposed staffing changes and the lack of consultation with affected employees and the CPSU NSW.
The CPSU NSW advised that the changes had been implemented without adequate consultation in accordance with the consultation clause of the Social, Community, Home Care and Disability Services (SCHADS) Industry Award 2010, which requires employers to notify employees of proposed changes, discuss the impact with affected staff and the CPSU NSW and genuinely consider their views before making a final decision.
Life Without Barriers has since advised that they have retracted the new master roster and will revert back to the previous roster.
This outcome means the proposed changes to staffing levels will not proceed.
This result highlights the importance of workers raising concerns through their union and the role of CPSU NSW in ensuring employers comply with their consultation obligations before making changes that affect staffing, workloads and service delivery.
CPSU NSW thanks the members who brought these concerns forward. By speaking up, members enabled the union to act quickly and stop the proposed changes before they were implemented.
Office of the Children’s Guardian – Update for PSA Members
The PSA Industrial Officer and Organiser for the Office of the Children’s Guardian (OCG) met on Tuesday 3 June 2026 with the Director, People and Culture and other officers of the OCG.
The purpose of this meeting was to discuss a range of current organisational matters, including workforce planning, policy updates, and upcoming system and operational changes affecting staff and members.
This engagement forms part of broader efforts to ensure ongoing communication between the OCG and the PSA on behalf of members, and to support clarity and consistency across People and Culture functions and operational areas.
Organisational Functional Review
The Office of the Children’s Guardian is undertaking a functional review examining how services are structured and delivered across the organisation.
The review is considering how current functions operate, including reportable conduct, Working With Children Check, and general counsel. These functions have developed over time and in most cases operate with separate systems and processes, which can result in duplication and inconsistency.
A key focus of the review is improving coordination and consistency across the organisation and strengthening how work is allocated and managed.
One concept being explored is the potential establishment of a centralised intake function, where matters would be received and triaged before being directed to the appropriate area.
At this stage:
No decisions have been made regarding structural changes or staffing impacts
Consultation is not expected to commence for approximately two months; however the PSA will be included in the consultation process when this begins and will provide members with further updates.
Workload Management
The PSA raised the concerns from members regarding workload issues emphasising that staff are burnt out and changes need to be made now.
The OCG has advised that workload management practices are being reviewed as part of broader organisational improvement work.
Feedback from OCG staff has highlighted variation in how workload is measured and managed across different areas.
Work is underway to:
Develop a more consistent approach to workload measurement
Improve transparency around workload expectations and allocation
Support more consistent workforce planning across the organisation
This work is progressing alongside the functional review, and the PSA will continue to advocate on behalf of members for meaningful action to address workload concerns.
Phone Recording Functionality
PSA Members raised concerns that the call recording function had been switched off.
From 15 June 2026, service desk phone line changes for the OCG will take effect and the call recording function has been reinstated.
Abusive Clients Policy
The draft policy is currently with the WHS Committee for review and feedback, with responses due by 19 June. “Accidental Counsellor” training is expected to be rolled out to support staff.
Complaints and Grievance Policy
The Complaints and Grievance Policy remains under review. The Department has advised that progress has been delayed due to limited resources, which are currently focused on the implementation of myWorkZone. The matter has been placed on the agenda for the next Joint Consultative Committee (JCC) meeting with your union and the OCG.
The PSA will obtain feedback from members regarding the policy in due course.
myWorkZone Implementation
myWorkZone is part of the Government’s Shared Services Optimisation Program, intended to deliver a single platform for HR, payroll, finance, and procurement across agencies.
Go-live is scheduled for early July
We have been advised that the first pay in July 2026 will be processed under the new system.
The PSA acknowledges that some challenges may arise during the early stages of implementation, consistent with the experience of other government departments that have adopted the system. It is important that all issues are logged with OCG to support timely resolution and continuous improvement of the system.
Members are advised to:
Keep manual records of time worked.
Take screenshots of accrued leave balances
Check membership ID and superannuation details.
Review annual salary carefully during transition (including tax and pay changes)
Note that if a membership ID is missing, superannuation may be held in a central account until resolved.
Stay up to date with intranet updates and training materials.
myWorkZone learning hubs are available on the OCG intranet and provide training resources and guidance.
Remuneration Updates
Upcoming remuneration changes include:
A 3 per cent pay increase effective from the 16 July 2026 pay period which the PSA negotiated.
A Cost-of-Living Allowance (COLA) of $1000 (plus superannuation) to be applied in a later pay cycle. The PSA negotiated this one off, taxable payment should the Sydney Consumer Price Index (CPI) exceed 4 percent in the second or third year of the deal.
Workplace Adjustments Policy
The PSA identified the need for a Workplace Adjustments Policy. This has been acknowledged, and consideration is being given to developing the policy in line with existing arrangements across the Department of Communities and Justice (DCJ)
Hybrid Work Model
The PSA has submitted feedback based on meetings and discussions held with our members on the “Hybrid Working Model” and Flexible Working Policy. Feedback from members is currently being consolidated by the OCG.
Once the OCG provides further communication regarding the feedback the PSA will provide members with a further update.
We have been advised that the model will include flexibility and is not expected to impose rigid attendance rules (e.g. fixed “3 days in office”)
OCG has committed to maintaining flexibility within the model
The PSA expressed concerns from members regarding Interstate employees and the Hybrid Model. The OCG have advised that staff will be expected to attend the office, with an average attendance target of approximately 50% over a four-week period, rather than fixed weekly requirements.
Interstate and remote work arrangements will continue to be considered on an individual case by basis, depending on operational requirements and personal circumstances.
There is also consideration of allowing staff to work from other offices where capacity permits.
AP Psychology
Reports have now been distributed to Directors, who are required to discuss outcomes with their respective teams as soon as possible.
Most Directors have nominated an 11/12 officer to act as a change champion and developed a refined action plan, including timeframes, priorities, and accountabilities.
The three key themes identified to strengthen workplace culture are:
Leadership and Change
Workload Management
Workplace Culture
Further communications will be distributed to staff and the PSA regarding implementation plans and related activities.
TAFE NSW employees who apply for Personal (sick) Leave are required to provide supporting evidence either in the form of a Medical Certificate or a Statutory Declaration.
There has been some confusion about whether staff covered by the TAFE Commission of NSW Administrative, Support and Related Employees Enterprise Agreement 2024–2027 must give their manager a physical or electronic copy of a medical certificate when taking the leave.
A manager only needs to sight the certificate and may then record that it was provided if the appropriate information is provided on the certificate.
Can I be directed to give the physical or electronic copy?
If taking personal (sick) leave – NO – if appropriate information on the certificate is provided, such as the dates taken and nature of injury or illness.
There are some circumstances which require you to provide a physical or electronic medical certificate. An example of this would be if you have applied for Workers’ Compensation and the relevant section within TAFE requires this as evidence.
If you are unsure of an applicable scenario and how it applies to you, please feel free to contact your local union delegate for support or our member support centre,
University of Wollongong CPSU members endorse union’s log of claims
CPSU NSW Members at University of Wollongong (UOW) have endorsed the UOW CPSU NSW Log of Claims for Round 10 of Enterprise Bargaining. The CPSU NSW would like to thank members for their contributions and endorsement.
Professional staff bargaining
Your UOW CPSU NSW Bargaining Team has commenced discussions with the university to negotiate the bargaining protocols including meeting dates, times and meeting frequency.
What’s next?
The UOW CPSU NSW Branch will continue to engage with the membership via online forums, surveys and on campus meetings to get your feedback and input on issues of importance and update you on the bargaining process.
Your UOW CPSU NSW Branch
The CPSU NSW is the union for Professional Staff and will always put Professional Staff interests first.
Your UOW CPSU NSW delegates are all Professional Staff who know the university. You can email us at if you have any questions.
Not a member? Join the CPSU – The Professional Staff Union
Contacts
Your CPSU UOW Professional Staff Bargaining Team is:
Michelle Phillips UOW Professional Staff – UOW CPSU Branch President
Tas Fitzer UOW Professional Staff – UOW CPSU Vice President
Alison Rada UOW Processional Staff – UOW CPSU Secretary
Tiffany Bett UOW Professional Staff – UOW CPSU Women’s Officer
Mike Galvez CPSU Industrial Officer
Bart McKenzie CPSU Regional Organiser
PSA Member Meeting: Department of Education, Education Support Staff, Training Services NSW and Early Learning Commission
We warmly invite you to join a member meeting with your PSA staff and delegate representatives to hear important updates, ask questions, and talk about the issues affecting members across the department.
It will be a great opportunity to hear from your representatives about current industrial matters, PSA advocacy, and the work being done in support of members.
We encourage all members to come along, take part in the discussion, and share any questions or concerns.
We hope you can join us and look forward to seeing you there.
PSA are aware that Service NSW are in the process of finalising role-based model payments for those who have accepted their individual offer by the end of this financial year. Payment offers that are accepted after 12:00pm Friday 5 June 2026, will be processed once the myWorkZone transition is complete – this is expected to be no earlier than late August.
Please note that you do not need to accept the offer determined through the Role-Based model at this time. You can wait until the Individual Assessment pathway is confirmed before deciding on your preferred approach. For team members who defer a decision or are seeking more information on the Individual Assessment pathway, you will receive more information and another notification by email next financial year. The Role Based Model will remain an option open for consideration.
PSA and Service NSW are still in consultation and working through finalising the Individual Assessment details.
PSA are working with Service NSW to understand the process for how former employees can apply without having access to SNSW email and systems.
NSW Department of Climate Change, Energy, the Environment and Water, Water Group: member feedback on changes to the Plan
The Public Service Association met with members in the Water Group on Friday 22 May 2026. Consultation on the Change Management Plan has now closed and a Final Change Management Plan has been provided to staff and your union
The PSA is calling a members’ meeting to provide an update on changes so far and outstanding issues.
At the last members’ meeting on Friday 22 May 2026, several members reported concerning instances of the process to fill roles as outlined in the Final Change Management Plan not being followed, and of staff being told they would potentially be directly assigned despite not participating in the EOI process. The PSA wrote to management on Monday 25 May 2026 seeking an urgent response to these reports and to other concerns raised throughout the consultation process.
On the afternoon of Friday 29 May 2026, Water Group management met with the PSA and confirmed they had considered directly appointing staff. Management then confirmed following PSA member feedback and discussions with the DCCEEW 2026 Industrial Relations Advisory team that the process would revert to what had been agreed.
Roles not filled by the ringfenced EOIs will cascade to the following step, and on to subsequent steps until filled.
If a role remains unfilled at the end of step 5, management stated they intend to check back in with ringfenced staff who chose not to participate in the EOI process to confirm whether they would still like to progress to the Mobility process. If the role remains unfilled at the end of these steps, the role will then proceed to external advertisement.
Your Engagement Gets Results
In addition to solidifying the process for filling vacant roles, management have made other changes to the Change Management Plan following PSA Member feedback.
Additional roles are being retained across multiple teams
The additional steps in the process for filling roles will recognise the contributions and experience of those acting in higher duties, and those long term temporary staff who have been part of the Water Group for longer than 12 months
Your union is continuing to pursue a number of issues relating to Aboriginal employment goals within the Water Group.
The POVB State Executive and PSA Senior Industrial Officer David McCauley attended the IRC this afternoon due to the Statewide Industrial Action regarding the closure of Goulburn Correctional Centre Victorian Era wings.
Meaningful discussions were undertaken this afternoon at the IRC and through agreement with the Goulburn POVB Subbranch the current industrial action will be suspended with the Industrial Relations Commissioner giving an undertaking to commence conciliation between affected parties.
University of Wollongong Enterprise Bargaining Set to Begin for Professional Staff
Your CPSU NSW University of Wollongong (UOW) Union delegates and Industrial staff will begin negotiating the next Professional Staff Enterprise Agreement with UOW management shortly.
The Academic Union has historically pushed for a single agreement. Where this has happened Professional Staff conditions are little more than an appendix in the back of the agreement. The CPSU NSW strongly objects to this.
The CPSU NSW is the only union which exclusively represents Professional Staff. This means we can focus on what Professional Staff need. At UOW, CPSU delegates have always represented and advanced the interests of Professional Staff in all rounds of bargaining. A critical part of advancing those interests has been having a separate Professional Staff agreement.
A separate Professional Staff Agreement has meant:
Self-determination: Only Professional Staff vote on a Professional Staff Agreement thereby endorsing Professional Staff pay and conditions.
NO trade-offs: There is no trading off Professional Staff pay and conditions against Academic Staff pay and conditions.
A faster outcome: Negotiators are focused on Professional Staff needs. That means negotiations will not be affected by any delay in academic negotiations and vice versa.
Better Outcomes for Professional Staff: When negotiating a Professional Staff agreement only Professional Staff matters are discussed and prioritised.
Your UOW CPSU NSW Branch
The UOW CPSU NSW Branch is made up of your Professional Staff colleagues who work alongside you and understand how conditions of employment operate and affect you in your workplace. They are ideally placed to advance and advocate for your interests.
The branch will be sending members a bulletin early next week with a survey and meeting dates to get your ideas and feedback for a log of claims which we will present to UOW. Please keep an eye out for the bulletin and come along to the meetings to have your say.
University of Technology Sydney Enterprise Bargaining and OSI: Key Updates
Enterprise Bargaining
The CPSU NSW has taken on board feedback provided in the members meeting conducted 17 April 2026 and have submitted a settlement proposal in response to the University’s final package of conditions and entitlements for the next Enterprise Agreement.
This proposal rejects the university’s pay offer of 3.25 per cent over four years and demands improved preliminary consultation with staff at the commencement of any major change process. In line with our log of claims, it also seeks to introduce amendments to clarify processes around investigating complaints, definitions on fixed term appointment categories, and to retain positive obligations in the current agreement to convert eligible casual staff to permanency.
We were extremely disappointed with the unilateral decision made by the University to cancel a scheduled bargaining meeting for Tuesday 28 April 2026, where the CPSU NSW was expecting to discuss our settlement proposal in greater detail.
The CPSU NSW will continue to negotiate in good faith to secure an agreement that improves your conditions and entitlements, whilst ensuring your pay offer is fair and better aligns with pay offers in the sector, current economic conditions, and reflective of your dedication and hard work at University of Technology Sydney (UTS).
Release of OSI Operating Model (tranche 1) Change Implementation Plans
Following the release of the first tranche of OSI Operating Model Change Implementation Plans last Thursday 23 April 2026, your branch president Andreas Dalman attended town hall sessions for different worksites and divisions to support you as the change moves into its implementation phase.
We highly encourage any members whose roles are affected to reach out to your delegates or union staff below. Any feedback shared with us supports the union’s position and will be raised collectively to highlight the issues with the implementation of the change plans.
We encourage you to speak to your colleagues who are not union members and encourage them to join the union.
The CPSU NSW will also be coming to visit UTS soon – watch the space for further details.
Ambushed at work? You have the right to a support person
Have you been blindsided or ambushed in the workplace?
Have you ever been caught off guard by phrases like “Can we have a quick chat?” or “Maybe this job isn’t for you”?
“Can we have a quick chat?” is a phrase sometimes used by managers to draw an employee into an informal sounding meeting without notice. These conversations can quickly shift into discussions about alleged performance concerns or complaints often raised for the first time and sometimes referring to events from many months earlier. Employees may be expected to respond immediately, without preparation, support, or written detail. For many members, these meetings end with comments such as “Maybe this job isn’t for you.”
Know your rights
If you find yourself in this situation, it is important to know that you have workplace rights.
If a discussion with management turns to performance, conduct, or complaints about you, you have the right to pause the meeting. You are not required to continue an impromptu or informal discussion about performance matters.
Before the meeting reconvenes, you are entitled to:
request clear written information outlining the concerns, issues, or allegations being raised
ask for an agenda and the purpose of the meeting
ask who will be attending the meeting on behalf of management
advise that you will be bringing a support person this can be a PSA official, PSA workplace Delegate, or another trusted staff member
You do not have to respond on the spot
You are not required to answer performance allegations immediately. You may advise management that you will attend the meeting to hear and understand the concerns only, and that you will provide a response at a later time after you have had an opportunity to consider the issues, gather evidence, and obtain advice or representation.
Taking time to respond is part of procedural fairness. Employees should not be pressured into responding to allegations without proper notice, information, or support.
If you are unsure of your rights or feel that process has not been followed, you should contact your PSA delegate or PSA Organiser for advice as early as possible.
The role of a Support Person
Having a support person present in a meeting with management to discuss performance concerns is essential. A support person helps ensure that the issues raised are clearly understood and that the meeting is conducted in a fair, respectful, and professional manner.
When you are invited to a meeting by management, they must advise you of your right to have a support person present. You also have the right to choose who that support person will be. This may include:
a PSA workplace Delegate
a PSA Organiser or Industrial Officer
an independent staff member you trust
The role of the support person is clearly defined and includes providing support, observing the meeting, and bearing witness to the process and conduct of the discussion.
Further details about the role of a support person are available in the PSA fact sheet:
Congratulations to your newly elected Industrial Relations Commission Delegate
The PSA is pleased to announce the following member has been elected unopposed as the new Industrial Relations Commission Delegate:
Christopher Nicolaides –
The power of unity: encourage your colleagues to join
As we celebrate our new delegate, we’re reminded of the importance of a strong and united workforce. If you have colleagues who haven’t yet joined our union, now is the perfect time to encourage them to become part of a strong and growing union that represents your interests at work.
Remember: our strength lies in our numbers. Every new member makes our voice stronger!
Update your details
As your union, it is vital for us to have your correct member details. By having accurate information, we can ensure that you receive relevant updates and important announcements promptly.
Since you’ve joined the PSA, you may have moved home, changed work locations, changed your email or phone number. All you have to do is go to the Members area HERE. There you can update your details.
If you have any questions, please don’t hesitate to reach out by emailing your organiser Mel Ciraolo or membership .
