Following the PSA members’ meeting on Wednesday 6 November the following bulletin is provided for further information.
Potential transition of L&G staff to Service NSW
The PSA is aware that discussions have been had with staff as to a possible transition of L&G staff into Service NSW. This follows a review that has been done across the DCS cluster by KPMG.
At this time the PSA can assure members that there are no immediate plans and that any proposal will be well into 2020. Further, the PSA can also assure members that there will be full consultation with them as required by both your Award, the Consultative Arrangements Policy 1997 and Agency Change Management Policy.
Currently the entire Better Regulation Division of which Liquor and Gaming is now part of, is undergoing a review. PSA industrial staff and Delegates meet regularly with the Department through the Realignment Joint Consultative Committee (RJCC).
Any proposed changes impacting on members in L&G will be first raised through this process and members will be afforded the opportunity at the time to have input into any draft Restructure Management Plan (RMP).
If any staff are to be transferred in the future into Service NSW there will also need to be a Transition Management Plan (TMP) to manage the complexity of moving you from the Crown Employees Public Sector Salaries Award onto the Service NSW Salaries and Conditions Award.
The GSE prohibits the Department from placing staff onto a lower remunerated role than your current ongoing role.
The PSA recently sent advice to all members concerning the Christmas New Year closedown provisions. Click HERE for the PSA Bulletin.
Members who work on Christmas Eve as part of your ordinary working week are entitled to the half day concession.
Flexible Working Hours Agreement
As part of the transition into DCS L&G will eventually transition across onto the DFSI FWHA, again there will be consultation with the PSA and members as to when and how this is going to happen.
Following the meeting, the PSA has a number of concerns that were raised by members as to your access to flexible working hours.
Unless you have been placed onto standard hours (this can only occur by way of consultation), the main requirement as to working hours is for staff to be present during core hours which is from 10:00am-3:00pm.
There is an incumbent responsibility on the employer to ensure that you are provided with your minimum contract hours of seven hours per day but this should not be confused with a requirement of having to work seven hours a day.
The point of an FWHA is that it recognises the need for flexibility and currently you can go into 14 hours’ debit over a settlement period.
The PSA is always available to assist members in dealing with your management in assuring that you have your appropriate entitlements under the FWHA.
Next meeting – mark your diaries!
Wednesday 11 December 2019, 12:00pm-1:00pm
A meeting notice will be sent closer to the date.
Membership Support Centre
1300 772 679
Join the PSA online: www.psa.asn.au