NSW Reconstruction Authority (RA) staff find themselves in a bit of a pickle. A record-breaking flood event has occurred in the Hunter and Mid-North Coast regions, and NSW RA staff have already spent the past several weeks supporting disaster-affected communities. This involves extensive recovery operations with long hours, often in regional locations.
NSW RA staff have provided the PSA with concerns about forfeited flex because of administering previous lengthy recovery operations. The most obvious alleviant would be for the suspension of the flexible working hours agreement and despite several calls from the PSA (simply because of the magnitude of these natural emergencies which require extensive recovery operations), NSW RA has been reluctant.
The PSA has made it clear to NSW RA that if staff forfeit flex hours because of their involvement with recovery operations, then NSW RA isn’t living up to its requirements under the flextime provisions. NSW RA has the ability to suspend flex time, and pay overtime when staff work more than 7 hours. This avoids staff having to forfeit flex time due to working on recovery operations. NSW RA staff going over and above for their communities and shouldn’t be ripped off in the process.
The PSA has asked NSW RA for the facts and figures about forfeited flex hours, especially during the times of recovery operations where flex is not suspended.
To help monitor and build a case for the suspension of the flex time arrangements, PSA Members are encouraged to provide details if they have forfeited flex hours due to their involvement in recovery operations. These can be provided to PSA Industrial Officer, Shane Howes, on or via your local workplace delegates.
Want to Be a Voice for Your Workplace? Join the PSA Delegate Info Session!
Are you interested in improving your workplace?
Do you want to support your colleagues and make sure their voices are heard?
With delegate elections approaching for the Department of Climate Change, Energy, the Environment and Water (excluding Environmental Protection Authority and National Parks and Wildlife Service, as these organisations have separate delegate committees), now is the perfect time to get involved!
You’re invited to a lunchtime seminar to learn what it means to be a PSA Delegate—a key role representing PSA members in the workplace.
When: Thursday, 19 June 2025 Time: 12:00 PM to 12.30PM
Microsoft Teams Join the meeting now
Meeting ID: 471 870 092 306 1
Passcode: 7tj7HJ7H
Why become a PSA Delegate?
As a delegate, you’ll be the day-to-day face of the PSA—leading on workplace issues, connecting members with the union office, and helping protect and advance your colleagues’ workplace rights.
Whether you’re just curious or ready to step up, this session is for you!
We hope to see you there!
For more information please contact PSA Senior Organiser Anne Kennelly
PSA CPSU NSW partner Osara Health has regular webinars members can view for free.
Your union invites you to join an upcoming webinar, Bowel Cancer Awareness: Early Detection and Lifestyle Changes for Prevention. Participants will learn how to identify early warning signs, understand the importance of screenings, and implement lifestyle changes to reduce their risk.
Bowel cancer is one of the most common forms of cancer, but the good news is that it’s often preventable with early detection and lifestyle changes. Understanding the risk factors and adopting proactive strategies can make a world of difference in your health.
Why early detection is key to successful treatment.
Risk factors and common symptoms of bowel cancer.
How diet, exercise, and lifestyle changes can lower your risk.
When and how to get screened for bowel cancer.
The latest in bowel cancer treatment options.
This is your chance to get informed and take charge of your health. Don’t miss this important and informative session: register today.
About Osara Health
Available to PSA CPSU NSW members and their families, Osara Health is transforming the way we provide cancer care by empowering people and organisations affected by cancer to thrive using expertise, empathy and technology. Participants gain access to digital tools, dedicated health coaching and evidence-based educational resources, assisting them to feel supported, informed and in control of health outcomes and their wellbeing.
Cancer Coach by Osara Cancer Coach is an education, support and behaviour change program designed by oncologists to help people take back control of their cancer care and achieve better outcomes.
Cancer Caregivers by Osara Cancer Caregivers is designed to equip people with the support, information and skills to best look after their loved one living with cancer and improve their clinical outcomes.
Both programs are delivered flexibly and confidentially over 6-12 weeks through a mix of telephone calls with a Health Coach, via email and in-app. When you enrol, you will be contacted by a Health Coach who will walk you through everything.
How to enrol
Enrol You can enrol yourself HERE Referral Your union can refer you directly into the program. Members can also use this link to refers others into the program.
Want to learn more?
Visit the Osara Health landing page for further information and access to the two enrolment methods for either program: www.osarahealth.com/en-AU/psacpsunsw
or reach out to
Rural Fire Service Joint Consultative Committee meeting
Delegates of the Rural Fire Service (RFS) Departmental Committee and PSA Industrial staff recently met with management at the Joint Consultative Committee (JCC).
The JCC serves as a formal consultation forum between RFS management and elected PSA representatives. Its primary purposes are to:
Promote effective communication between staff and management
Consult on workplace matters, including changes to policies, procedures, and working conditions
Raise and resolve issues early before escalation
Support workplace reforms that enhance employee wellbeing, fairness, and operational effectiveness.
The JCC is a key platform to ensure your voice is heard and workplace decisions are informed by staff perspectives.
Key items of discussion at the meeting included:
Award review
Commissioner Rogers noted the RFS’s commitment to working with the PSA to review the award. This process is expected to commence once the current Supreme Court wages case is settled.
Public Accounts Committee
The RFS has communicated to government that the fleet funding shortfall must be addressed. The PSA shares concerns about the capacity of the RFS to take on additional functions without extra resourcing from the NSW Government.
Employment status
The RFS is identifying ongoing contract positions to convert them to permanent Full Time Equivalent roles, expanding career options for current staff.
Mitigation Crew authorities and powers
The PSA raised ongoing concerns about mitigation crews and RFS staff not authorised under the RF Act 1997 to enter enclosed lands for hazard inspections. The RFS advised this issue is still under development.
Donesafe Safety Management System
RFS is implementing a new system to replace the current manual (paper/Jot form-based) work health and safety reporting systems.
“Clean Fire Fighter” initiative
Health and Safety are developing systems, procedures, and standards for post-incident decontamination, including mitigation crews.
Performance and conduct
Professional Standards Investigators are undertaking mediation training. However, investigators will not conduct both investigations and mediations on the same matter to maintain impartiality.
Medicals
Work is underway to consolidate various pre-employment medicals currently in place.
Inconsistent award application
The PSA raised ongoing concerns about inconsistent application of award conditions by management and supervisory staff across the RFS.
The RFS committed to following up with directorates to ensure consistency.
Recall to Duty: overtime
The PSA raised concerns that staff recalled for operational duties are sometimes not paid full entitlements under Clause 91 (Recall to Duty) of the Conditions of Employment Award. The RFS committed to ensuring full compliance by the Salaries Team.
Overtime and SAP
Currently, SAP does not automatically calculate the three-hour minimum overtime. Staff must continue using paper forms to claim where applicable.
Duty and on-call claims
Work is underway to digitise existing paper-based claim forms within SAP.
Fatigue management
A revised Service Standard is being developed to apply to business-as-usual duties, complementing the current fatigue management system focused on operational and major incident duties.
Volunteer health standards
The RFS confirmed that volunteer standards will not apply to staff, and there are no plans to introduce staff-specific health standards.
District Workload Analysis
The RFS continues developing guidelines to undertake a project reviewing workload analysis within districts.
Annual General Meeting guidelines
The PSA has completed a survey of members. Data collected will be provided to the RFS to help improve the proposed guidelines.
Volunteer behaviour and complaints framework
The PSA raised concerns that staff are discouraged from using the new Workplace Complaints Resolution framework to report matters involving volunteers.
RFS confirmed staff can report volunteers under NSW RFS Service Standard 1.1.34 – Workplace Complaints Resolution.
Leadership update
Commissioner Rogers confirmed his last day will be 4 July 2025. The PSA thanks the Commission for his engagement and contribution to the Joint Consultative Committee
JCC minutes
The PSA raised concerns the WAC minutes are placed on the intranet and not the JCC minutes. The PSA is of the view, the JCC is the industrial forum to discuss industrial issues that affect our members not the WAC. The RFS advised it would take this request on notice.
Building Commission (BCNSW) Consultative Sub-Committee of the Peak Joint Consultative Committee
Your union and local delegate Matthew Wunsch recently met with the Building Commissioner, members of the Senior Leadership team and Industrial Relations for the inaugural Building Commission (BCNSW) Consultative Sub-Committee of the Peak Joint Consultative Committee.
The following matters were discussed:
Psychosocial Risk
It was agreed that this is a Department of Customer Service (DCS)-wide issue. The Building Commission was established a year ago and is still in settling down period. The People Matter Employee Survey results are not where the Building Commissioner wishes them to be. Leaders formed working groups to identify and address the main issues, and work on solutions and have reported back to him.
It was noted that DCS is developing a Psychological Safety Strategy which will be rolled out in BCNSW when available.
Learning and Development
BCNSW are putting Foundation training in place. The Building Commissioner noted the high turn out for the Black Dog Institute mental health workshop which all staff were invited to attend.
So far, no requests for learning and/or development opportunities have been turned down. BCNSW has instigated a secondment program called View From Another Desk, with staff able to volunteer to try other roles. This would be for roles at grade in the same or other areas. Staff are also being given the opportunity to do training to get a white card.
Building Bills
It was noted that the government is looking at harmonising legislation. Staff have submitted views.
Consultation, Communication, Rewards and EAP Drop-In Days
It was noted that Branch Meetings are not the same as Town Hall meetings. The PSA is requesting more regular communication and consultation with employees through Branch Meetings. While some areas do it well, others have only had one meeting this year. It was agreed that more regular, possibly bi-monthly meetings, should occur in all areas.
BCNSW is working with Police, Australian Securities and Investments Commission, Australian Skills Quality Authority, Fair Trading and SafeWork to establish and develop relationships which should provide greater support for the work of BC NSW employees. This includes having developed Memoranda of Understanding with both Police and SafeWork.
A member of People and Culture (P&C) sits with BCNSW staff at the 4 Parramatta Square location and is able to talk with employees without them having to raise a ticket. The Building Commissioner is also dropping in to sit with teams and visit employees in 4 Parramatta Square as often as he can.
The Building Commissioner also commented on a new increased rewards and recognition plan he wants to implement. He is meeting with Indigenous groups at DCS and a new Employee Assistance Program (EAP) initiative where, for the month of June, there will be a drop-in day one day a week with someone from EAP in attendance.
We were advised that Toolkits have been uploaded, an asset register has been created and Inspectors have now been provided with Badges/IDs.
An Investigations Policy is being developed which will be consulted on in due course. Standard Operating Procedures are being drafted for Investigators which should be available in the next month.
A monthly dashboard is also being developed which will provide data which BCNSW hopes will make it easier for certain employees (eg licensing team) to work from home. There will be more to come on this.
Recruitment
Leadership roles are being filled, including those appointed prior to current Building Commissioner’s appointment. BCNSW confirmed that recruitment is compliant with the GSE Act and all recruitment will be managed by DCS P&C.
P&C are doing an overview of BCNSW for legal recruitment. The temporary staff in Digital and Strategic Programs are not BC NSW employees, they are on loan from DCS and are involved in the digitising of PINs.
There will be a 1 – 2 month training program after onboarding for new employees including new starter online learning modules.
360 Deg Feedback
There are 16 leaders involved in the Hogan 360 Deg Feedback. Staff will be advised in advance when a feedback form is being sent to them.
The PSA found the meeting to be constructive and looks forward to continuing to progress member matters with the new Building Commissioner.
We will advise members when further meetings are due to occur and encourage you to speak with your delegate about matters that can be raised there. Please note that consultative committee meetings are for collective matters only. Individual concerns should still be logged with member support on or 1800 772 679
We want your feedback: University of Technology Sydney Job Cuts
The CPSU NSW UTS Branch Committee is concerned about the Operational Sustainability Initiative (OSI).
How are professional staff like you affected? Given the ongoing costs of engaging external consultants, how is UTS’ intended cost savings of $100m justified?
We remain committed to UTS members and will continue to engage with the leadership to ensure the best possible outcomes for professional staff.
Creative Industries/New Faculty
Your union has met with New Faculty leadership for an update and monthly meetings are proposed until the second half of the year.
We would like to hear from members impacted by the Creative Industry/New Faculty merger.
Survey
We invite you to submit any thoughts, questions or feedback about the OSI or Creative Industries/New Faculty merger that you wish to have addressed in the members meeting below via this link here.
Members Meeting
Come to discuss any issues or questions you might have about the matters above.
Should you have any further questions or issues you would like to discuss, please do not hesitate to contact your UTS CPSU NSW Team via our Member Support Centre on 1800 772 679.
Vote NO: Serco to ballot Case Correctional Officers on new Enterprise Agreement despite union opposition
Ballot opens today and your union advises you to VOTE NO!
After months of negotiation the parties have been unable to reach agreement on a new package for staff, with the company formally rejecting the union’s offer of settlement on Wednesday afternoon.
While the company’s position is disappointing, it is not unexpected and we will be recommending Case Correctional Officers to VOTE NO.
“Unfortunately SERCO’s offer just doesn’t meet our bottom line and we can’t endorse it,” said Thane Pearce from the CPSU NSW’s bargaining team.
“We have to be confident any package will see growth in real wages, and we are not confident a 3 per cent up-lift in the second year does that.
“While the Australian economy remains strong, the global outlook is very uncertain.
“For that reason we need to be careful to ensure correctional staff do not go backwards in real terms.”
Vote NO!
For more information, contact one of your CPSU NSW representatives at work:
Mark Bathgate
Keri Parbery
Craig Dennis
Kody Richards
Luke Binskin
Our industrial team can be reached on 1800 772 679. Please ask to speak with Tom Whitton, Michael Smart, Rebecca Reilly or Thane Pearce. Thane can be contacted on 0408 223 276 for any urgent inquiries.
Update on Statement of Duties pilot at Mid North Coast Correctional Centre
On Friday 30 May 2025, a joint meeting was held between the Prison Officers Vocational Branch (POVB) State Executive, Commissioned Officers Vocational Branch (COVB) State Executive, the Senior Executive Advisory Group (SEAG), and Corrective Services NSW State-Wide Operations to resolve outstanding issues from the Statement of Duties pilot at Mid North Coast Correctional Centre.
Offender tablets
The POVB State Executive maintains a firm position that tablets constitute new business. As such, any new duties related to the tablets will not be undertaken by POVB members.
However, POVB members will action E-forms where they are a like-for-like replacement for existing paper-based forms; excluding inmate applications and grievances.
The POVB and COVB State Executives agreed that allowing inmates to submit unlimited digital requests amounts to role overload.
A state-wide limit of two digital requests and one application per inmate per week has been proposed to Corrective Services NSW (CSNSW) but has not been agreed upon yet. We will keep you updated.
Protection Orders and Segregation Orders after hours (C/B/N Watches)
The POVB and COVB State Executives have agreed that when an offender is required to be isolated after hours, the Night Senior is to:
Submit an incident report and case note outlining the reason for the isolation.
Email the report to the Functional Manager/Manager of Security/Governor for a formal risk assessment and protection order to be issued during the next A Watch.
Urinalysis
The POVB State Executive has agreed that members will assist with urinalysis. However, POVB members will not perform any administrative tasks associated with the process unless there is an already agreed dedicated member assigned.
The POVB will:
Ensure the inmate is escorted to the test area.
Observe the inmate producing a sample.
Escort the inmate back to the accommodation or work area.
Staff searching
The POVB State Executive maintains its long-standing industrial position that POVB members will NOT conduct targeted or random staff searches.
POVB members will conduct the normal screening process, which includes asking the person being screened to identify anything unusual that is indicated by x-rays, metal detectors, etc. If the person refuses to identify what the object is, a Functional Manager (FM) or above will be called. If no FM or above is on duty, then the person will be refused entry and directed to leave.
Following the Astill Inquiry, CSNSW has proposed a policy requiring 10 per cent of staff over a 24-hour period to undergo both property and personal searches, in addition to standard entry screening.
State-Wide Operations has agreed to review this proposed policy and will return to all sub-branches for further feedback.
First meeting of the Fair Trading Consultative Committee
As you may be aware, your union has been pressuring the Department of Customer Service (DCS) to engage in consultation with us through a Fair Trading Consultative Sub-Committee of the Peak Joint Consultative Committee.
Despite a number of suggested dates, DCS continued to drag its feet until we invited them to attend the Industrial Relations Commission with us to explain their failure to consult.
Your union, the PSA, is pleased to advise members we now have a meeting date of 18 June 2025 for our inaugural Fair Trading Consultative Committee meeting.
Local delegate Richard Ryan will attend with the PSA Industrial Officer to raise member concerns.
Consultative committee meetings are for collective matters such as Work Health and Safety and restructures. Individual matters should still be logged with Member Support to or by calling 1800 772 679.
If you have concerns or think there is something that should be raised, please contact your local delegate in the first instance.
PSA will provide an update to members after the meeting.
Join your PSA organiser and delegates for a members’ meeting to discuss how your union can best support your workplace.
This is an opportunity for members and non-members to meet with your PSA organsier and delegates to learn about the role of the PSA in your workplace and discuss any issues.
Members are encouraged to send any agenda items that they would like discussed to
If you know any non-members who would like to learn more about your union, invite them to attend.
Details
Date 13 June 2025 Time 1:00pm-2:00pm Location Centenary Auditorium
Members not onsite can join the meeting via Microsoft Teams at the link below. Join the meeting now Meeting ID 482 679 089 850 Passcode gq2fz3Mv
Delegates
James Ricupito
Nik Rieth
Sharne Fielder
Daniel Kilp
Owen Lewis
William Newell
Emma Hayman
Organiser
Claudia Bianchi
The PSA NSW has 125 years of proud history, and you stand on the shoulders of more than 40,000 members who know we are stronger together.
The PSA is a major public sector union which for more than a century has proudly fought to secure and advance the pay and work conditions of public sector employees in diverse roles across NSW government departments.
The PSA assists and acts on behalf of fee paying members state-wide in all aspects of their working lives, providing support, expert advice and collective, as well as individual representation with any difficulty that may be encountered in the workplace.
In addition to the PSA’s yearly submissions and arbitration to increase your pay and improve conditions, members also receive assistance with a range of other workplace issues including the protection of flexible working hours, relocations, bullying, worker’s compensation, leave entitlements, disciplinary matters, women’s rights, work practices, and work health and safety. That’s why you support your union! And for less than what you pay for a large coffee a day.
There are a number of benefits to membership, including:
Personal representation on individual Industrial Relations matters, including after critical incidents, Workers Compensation claims, disciplinary and misconduct issues, flexible working agreements and arrangements, return to work, etc. The union is your protection in the workplace.
Collective representation on issues affecting employees, such as rosters, staffing, health and safety, Allowances and Award entitlements, etc. We are stronger when we fight for these things together. A united, unionised workplace means a united voice. United we bargain, divided we beg. It’s that simple
Journey Insurance to cover wages of members for up to two years if they are injured while travelling to or from work, even when working from home.
Provident Fund – payment of $4000 to nominated beneficiary in the event of a member’s death.
Union Shopper access giving discounts on a wide range of gift cards (including discounts at Coles and Woolworths), petrol, entertainment, activities, whitegoods, electronics, and more for union members. www.psa.asn.au/member-services/member-benefits
12 days of paid leave for union activities, including various free training courses the PSA runs for its members – www.psa.asn.au/training-you
Australian Unity: CPSU NSW meets with your managers regarding work overload
Since Australian Unity (AU) has been in the process of a significant restructure of its business in supporting the elderly, members have advised of an increase in their workloads.
The CPSU NSW has raised workload concerns on each occasion it has met with AU management. AU management has advised it will complete a “Time and Motion Study”. The benefits of a time and motion study, a HR relic of the early 20th century, is debatable.
Time and motion studies are simply a snapshot in time of a role. As can be seen in the present restructure of service delivery at AU, processes are constantly evolving. This means that any time and motion study is unlikely to successfully capture and quantify the evolution of a role.
Need proof? Members talk about the inadequate time for:
Emails Some emails are easy to deal with, others, far more complex. Some days few emails are received, other days, our inboxes get bombarded. How can a time a motion study factor in these variables to allocate appropriate time for email tasks?
Travel time When performing field work with the clients you support, those in metro areas may face traffic queues, school zones, unexpected road works or traffic accidents, all of which can seriously impact travel time. Those in rural areas have longer distances to travel which they claim are mostly insufficient.
Site visits Sometimes a visit becomes longer as the client health deteriorates, or hazards and risks are identified at their residence.
Donesafe processing and actioning all Donesafe reports and corrective actions.
Reports Daily actioning of all reports.
Further, as many of the tasks you perform often rely on human elements involving creativity, analysis, research, reasoning, and problem solving (particularly with more complex client needs), these are all factors which are unlikely to be successfully captured in any time and motion study.
If you are overloaded with work, fatigue will negatively impact on your performance the work output you can reasonably achieve. Members have also relayed that since the restructure was announced, their morale has tanked as their future employment at AU has left them uncertain.
Whether it be ad hoc one-off tasks (such as the Client Uplift project) or additional new work (including working with Clinical Care Partners and complex case conference outcomes and actions) members advise they are finding it increasingly hard to meet the unrealistic productivity expectations of AU.
Further, the union is advised by members that they feel compelled to work outside of their contracted hours – essentially working for free and donating their toil to AU – without any recompense.
When you are approached by your manager with a new task (job or report to action) if you already have a full load for the day, ask your manager what tasks you should deprioritise. Alternatively, review your task (current workload to include KPI’s) at hand and reprioritise your workload yourself. Advise your manager of what tasks you will be unable to complete during your contracted hours.
In 21st century Australia, workers should not be expected to work for free. If your workload requires you to work beyond your daily contracted hours, you should approach your manager and ask if AU is willing to pay overtime for you to complete your work. in the absence of some form of recompense (either paid overtime or time off in lieu), you should cease work and go home.
CPSU NSW workload survey
The CPSU NSW has developed the below short survey surrounding workload matters, which members are encouraged to complete.
The union will share de-identified information with AU management at the conclusion of the survey.
The survey is open now, for two weeks, and will close on 6 June 2025.
