You may remember a recent PSA bulletin informing you your union was attempting to meet with Transport for NSW (TfNSW) to discuss the current and emerging workload issues in Transport Shared Services (TSS). If you happened to miss that bulletin, you can read it HERE.

With your delegates, the PSA met with TfNSW on 25 November to canvas the apparent workload issues and the consequences as outlined below.

Restriction on flex days

When TfNSW introduced the Flexible Working Hours Agreement two years ago, the PSA understood that management in Payroll, by email, imposed an arbitrary restriction that employees could take no more than three flex days per 12-week settlement period. As put to TfNSW, such an approach to flex time was outside of the agreement.

Despite our members having suffered this restriction for two years, TfNSW asserted there was no such restriction, as it had been lifted. However, TfNSW could not state when the restriction was lifted or explain why it had been acknowledged in its correspondence.

Instead, TfNSW attempted to assert that:

• Any reports of members having their fourth flex day declined was based on operational reasons, not a blanket approach; and
• Members must discuss with their manager to work any hours above their seven hours. TfNSW made this assertion whilst simultaneously acknowledging staff regularly work nine-hour shifts

These are propositions the PSA plainly disagrees with.

We have asked that TfNSW, in writing, clearly outline its position as it relates to flex time as well as provide the data on how many employees in TSS have taken more than three flex days in the past two years. After 22 days TfNSW is yet to provide us with a response.

Workloads

As far as the PSA is concerned, and was expressed to TfNSW, the restriction to flex time is a symptom of the unmanageable workloads reported to the PSA. The workload issues that are apparent at this time are reflected in the results of the PMES survey, with resourcing being the top issue.

Payroll Integrity and Compliance 

The PSA expressed deep concern for our member’s health and well-being in Payroll Integrity and Compliance. The reports on workloads and the impacts this is having should be cause for concern for TfNSW and their duty of care.

Whilst some representatives from TfNSW were focused on the past and not on how we move forward to resolve the issues and ensure employees have a manageable workload providing their safety, we are hopeful saner heads will prevail. We understand TfNSW has said it will provide extra resources for the area. The proof will be in the Christmas pudding.

Personnel and Payroll 

Despite exhaustive negotiations over a long period, the PSA and TfNSW have not reached an agreement about what happens when 19 positions are replaced by a net outcome of between seven and nine positions. That is up to 2000 employees’ pays to be distributed amongst the remaining 31 staff (this is Sydney Trains payroll only).

It remains extremely unclear to the PSA that the payroll processing has gained that much efficiency that a loss of 10 roles can result in remaining workloads being manageable. As such, we requested that TfNSW involve and provide details to the PSA in reconfiguring and distributing the work for the remaining roles. Further, we want TfNSW to give the PSA a copy of the co-design and the data from the time in motion study to assist us in understanding the TfNSW position that the remaining employees can manage the workload. After 22 days TfNSW is yet to provide us with a response.

Where to from here?

After several weeks, no written response has been provided from TfNSW. The organisation recently advised a written response should be provided this week.

A members’ meeting is going to be held on Thursday 13 January 2022 2021 at 12:00pm to inform members further and provide an update about the response from TfNSW.

You can join the meeting HERE.

What can you do in the meantime?

1. As we requested in our last bulletin continue to record your hours correctly in your time sheets.
2. Apply for leave. We know TfNSW has asked you to speak to managers before you make the request. In our view, this is to hide the restrictions in flex and the workload issues.
3. Discuss your workloads with your manager in particular if you are about to forfeit hours. As explained in our last bulletin this is important because:

1. 1. if they require you to keep working ask your manager to approve you carrying over more than the 30 hours per settlement period;
   2. Where there are repeated patterns of employees forfeiting hours your manager is supposed to address this with you and formulate a plan so that you do not continue to forfeited hours.
   3. if you are regularly working in excess of 8 or 10 hours discuss this with your manager.

We want to continue working with members of TSS to address the current and emerging workload issues. If you are not member of the PSA now is the time to join.

If you have any further questions around any of the content of this bulletin, feel free to reach out to your organiser Ben James at .