The previous bulletin from the PSA stated we would be providing management with proposed wording and written feedback. After hearing from members that they want to provide input into any wording we have advised management that nothing is going to be provided.
The PSA has put together suggested wording for members to provide us with feedback. You can click HERE to see track changed version of the document.
The changes in the document has attempted to address the majority of the concerns raised with us. Below is a brief summary of the concerns and how the PSA has proposed to address these in the proposed amendments:
| Concerns | Explanation of PSA Proposal |
| The framework did not provide a clear trigger point. There need to be transparent checks and balances. | The PSA is seeking member input on what level staffing should be at for the framework to be utilised. |
| For the definition of what an emergency would constitute to be more specific and clear. | To ensure that the framework is only utilised in an emergency situation the PSA is proposing the framework not be utilised for ongoing vacancies. Therefore should only be utilised for one shift. Anything longer and TfNSW need to utilise normal procedures as it should no longer be a sudden or unexpected event. Further, to protect the conditions of employment the proposal is the framework not be utilised where employees are engaging in lawful industrial action. |
| Assurances that when looking to fill shifts that the employees who fill the role that the vacant shift relates to are asked to fill the shift first. | The proposed wording from the PSA makes it clear that the Duty Managers are to ask all substantive position holders if they can work before exploring other options. |
| This is not to have an impact on employee’s access to OT or their rosters. | The PSA has included that employees should be contacted even if it means they are to do overtime and further that there is not to be any |
| Employees may be covered by different Award than the work they are being asked to do. | To prevent the dilution of any conditions the proposed framework makes clear an individual is not to be disadvantaged. To provide further protection the framework is not be used for vacancies that are any longer than one shift. Other arrangements are to be made in those circumstances. It is important to note, though there are different Awards the employer under both Awards is TfNSW. |
| The role title of an individual when utilizing this framework is not to change from their substantive title. | The PSA is proposing this be spelled out in the framework. |
| Training for role is not sufficient. | Verbally the PSA was assured the intention is not have employees fulfill all duties of the role. It is purely an emergency stop gap. This is reflected in the background portion of the document. As such, we are proposing the framework makes clear the individual being asked to fill in is not expected to fulfill all duties but there to assist where they have the capabilities. The framework provides that employees will need to have been assessed to have the skills and capabilities before they are asked if they wish to be utilised as an emergency resource. |
| It is not to be utilised for the filling of ongoing vacancies. | The PSA is proposing the framework not be utilised for ongoing vacancies. Therefore should only be utilised for one shift. Anything longer and TfNSW need to utilise normal procedures in filling a vacancy. This will require TfNSW |
| It is not compulsory for the individual being offered the duties to undertake the work. | The view of the PSA is the framework currently cover this. |
| The framework is reciprocal | The framework currently provides ability for STOC/TOCS to be asked in emergencies to fill in for MOCS. |
To ensure the framework is not abused the PSA would also like to propose that the framework is reviewed in 6 months’ time and if it is utilised more than three times in six months.
You can provide feedback by contacting the PSA directly, attend a member meeting via teams, or you can fill in our anonymous survey HERE.
The PSA has not provided a view to management and the final view of the PSA will be that of the membership.
Meetings
Wednesday 30 March 2022,
Time: 3:00pm-4:00pm
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Thursday 31 March, 2022
Time: 10:00am-11:00am
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Time: 2:00pm-3:00pm