The PSA has submitted a compilation of feedback to the “Workplace Presence” policy proposed by Transport for NSW (TfNSW). There were a number of key themes from the feedback received on the specific policy currently being proposed. These are:

• Discretionary basis of “standard hybrid arrangement” If the standard arrangement meets the definition of “principally” in an approved workplace, there should be no need for approvals for this “standard” arrangement.
• Accommodation issues An overwhelming amount of feedback was received regarding the lack of space at workplaces across TfNSW, including a lack of bookable desks, as well as acceptable equipment and facilities to ensure staff are working in a suitable, and safe, environment
• Undertaking Organisational Redesign at the same time as major changes to Workplace Presence Introducing major changes to workplace flexibility and where staff conduct their work, at the same time as considering organisational redesign exacerbates the adverse effect of both of those changes.
• Impact on women Any policy that reduces workplace flexibility affects workforce participation for women.
• Impact on regional staff, their communities and their economies A reduction in remote working will inevitably lead to poorer outcome for staff living in the regions, as well as their communities, and their local economies. TfNSW must put in place strategies to protect career opportunities for those that may live too far from a Team Hub.
• Team Hub locations Members raised multiple issues with Team Hub locations and want more information on how these issues will be addressed.
• Concerns around compliance There is a lack of clarity as to how the systems will specifically be used to track attendance, and how this will be checked by individual managers each month.
• Impact on Cost of Living, Efficiency, Work/life balance and wellbeing The increase in commuting to an office, in many cases simply to tick a box that staff have attended an office but have simply interacted with team members remotely anyway as they are dispersed across the state, leads to an invariable increase in cost of living for TfNSW staff. This cost of living increase comes with no tangible benefit to efficiency for TfNSW, and a huge impact on TfNSW staff work/life balance.

The PSA has put to TfNSW a number of questions that will need to be addressed. You can view the compilation of feedback HERE. The initial questions include:

1. TfNSW removes the need for a manager’s approval for a standard hybrid arrangement and enshrine this as a true standard.
2. As staff are required under a standard hybrid arrangement to work five days at their hub, and five further days at a TfNSW-approved workplace, the PSA requests a list of all Approved Transport Workplaces across the state so that staff can understand what the changes entail for them and their individual circumstances.
3. The PSA requests a full audit and risk assessment be undertaken on every approved Transport Workplace’s facilities and equipment, and the results shared, to ensure that adverse effects of this change are mitigated.
4. TfNSW needs to provide evidence it can accommodate all staff on their preferred days of working in the office. TfNSW should clarify how decisions will be made as to who is approved to work in an approved Transport Workplace on a preferred day, and who will not be approved to work in an approved Transport Workplace.
5. TfNSW should confirm that organisational redesign will be completed before any changes to workplace flexibility are implemented. The workplace flexibility status quo should remain until organisational redesign is complete.
6. If there is a lack of suitable workspaces in an approved Transport Workplace that a staff member is attempting to conduct their work from, will that be recorded and taken into account when it comes to compliance?
7. Will TfNSW be using data collected under the Transport Workplace Surveillance Policy to discipline their staff when it comes to compliance? If so has TfNSW considered the systems in place in each and every approved transport workplace to ensure that this data gives an accurate representation of a staff members attendance?
8. How many hours do staff need to attend in the office to constitute a day of “attendance”?
9. Can TfNSW confirm that the requirement to work five set days per month at a Team Hub, and a remaining five days (minimum) per month at either the team hub or an approved Transport Workplace, will meet the requirement to work “principally from an approved Transport Workplace” regardless of the number of work days in a calendar month, or will the “remaining in person days” increase in line with the number of work days in a calendar month?
10. That TfNSW provide further detail around the plan to review the currently assigned “Team Hubs” for their staff and how they plan to consult further around any changes.
11. That the consideration for an Individual Hybrid Agreement be amended from 90-minute commute from the nearest approved Transport Workplace to 90-minute commute from your assigned Team Hub
12. Given TfNSW is an employer of choice, how does TfNSW propose to mitigate the adverse effect on this major change on women?
13. Considering TfNSW is a state-based employer, not a Sydney-based employer, how does TfNSW plan to mitigate the adverse effect of this change for regional employees?
14. Can TfNSW confirm that job advertisements and Expressions of Interest will specifically state that roles assigned to a “Metro” hub can be undertaken remotely, and confirm that TfNSW will not advantage Sydney-based staff over regionally based staff purely on their ability to attend an office?
15. Given TfNSW is forcing their staff to increase their workplace presence, will TfNSW commit to providing Opal cards for all TfNSW staff, in line with promises previously made to their workforce?

Now that the initial feedback stage has been completed, the PSA has requested a meeting with TfNSW to fully explore our members concerns and seek their response.

What’s next?

Whilst the initial feedback stage is complete, discussions will continue over April and May in relation to the issues with the current proposed policy. Specific actions following this stage is dependent on the responses received from TfNSW. Additionally, the PSA is convening an extraordinary meeting of PSA delegates next week to discuss further action on workplace presence, and will keep members up to date with the outcomes from this meeting.