URGENT CPSU NSW MEETING NOTICE: Wednesday 5 August, 12:30pm via Zoom

Urgent Meeting Notice – Aug 2020 (PDF version)

Negotiations with UON breakdown over jobs commitment

Negotiations with the University of Newcastle appear likely to collapse as the parties have been unable to reach a consensus over cost saving variations to UON employment arrangements aimed at saving jobs.

The UON Branch of the Community and Public Sector Union invites you to a Zoom meeting to discuss the Vice-Chancellors’ recent announcement on the future of our university.

When: Wednesday 5th August, 12:30pm
Where: Zoom.meeting
zoom.us/meeting/register/tJApf-ippjsuHdxxK5v4cC6wXlILioR7J6X0

Why should you attend?

As has been well documented, the University of Newcastle will suffer substantial revenue shortfalls associated with the downturn in international student enrolments.

The CPSU NSW has been in ongoing discussions with the university and our academic colleagues (NTEU) about possible measures to mitigate the financial losses and protect jobs. These discussions have now reached a pivotal stage and appear likely to collapse without consensus.

We will provide an update on these discussions and attempt to answer your questions in relation to where the conversation currently stands and the future of our university.

CPSU NSW – The Professional Staff Union

Not a member?

Join today HERE.

CSNSW Bulletin – Inmate tests positive for Covid 19

The PSA was notified on late Wednesday evening, 29 July 2020 that an inmate who was received into custody and indicated that he had been in Victoria during the past 14 days has subsequently tested positive for COVID-19.

The inmate, who was moved from police custody to his current housing, has been treated as an isolation inmate and all current protocols have been followed. We believe the risk to staff and other inmates is low.

In discussions with Corrective Services NSW (CSNSW) we have been advised that contact tracing has begun for staff who have been exposed to this inmate.

The inmate, is being moved today to the Isolation Hub at MRRC and we have been further advised that staff at MRRC have been notified and all necessary safety measures have been enacted.

We have been advised that Forensic cleaning is being undertaken at Parklea Correctional Centre.

We would ask that if any member has concerns please contact the Command Post, PSA or your workplace delegate.

We will keep you updated as further information comes to hand as we are in discussion with both the POVB and COVB command post representatives.

Again, PSA reinforces that contact tracing has begun in notifying staff who may have been exposed to this inmate.

This is a reminder for all of us in taking the necessary safety precautions at work. Be safe.

Mental health survey

The challenges of the past few months have undoubtedly been stressful for workers at Taronga Sydney and Taronga Western Plains Zoos. Many members have approached the union with concerns for their mental health as a result of the current environment. Due to these concerns, the PSA has put together this anonymous survey to inform our discussions with management.

Please take some time to participate in this short survey. Your participation, experience, and knowledge are invaluable and will help your union in the fight to improve your working conditions.

www.surveymonkey.com/r/TarongaMentalHealth

If you are experiencing problems with your mental health, please speak to your doctor and seek assistance. No-one needs to battle mental health issues alone.

If you have any questions or concerns, please contact your PSA Organiser Chris Bird at .

Bulletin: Office of the Sheriff

SHO JCC update

On Thursday, 27 June 2020, your Sheriff’s Officers Vocational Branch Advisory Group (SOVBAG) and PSA industrial staff met with Sheriff Hall and her management team by audio visual link, for the second Joint Consultative Committee (JCC) meeting of 2020 (July JCC). JCCs are held every quarter and is the peak consultative forum between SHO management and the PSA and SOVBAG and where the PSA raise the concerns of our members.

At the June JCC, SOVBAG and the PSA raised a number of issues including:

a. SAP recording of span of hours for SOC SAP does not recognise the hours recorded by Sheriff’s Officers undertaking shift work for SOC (Sheriff Operations Centre). The issue being that SAP does not allow the time/hours worked to be entered outside of the ordinary spread of hours. This has been raised in September 2019 with Payroll and HR, who have been unable to rectify the problem and advised the affected Sheriff’s Officers to change the times worked, to reflect eight hours of duty at a different time during the day. The Sheriff’s Officers affected are not comfortable with falsifying their SAP entries. The issue was raised at the November 2019, February and June 2020 JCC.
SHO Payroll and HR are undertaking urgent work to rectify the problem. PSA to monitor progress.

b. Paid parking exemption for departmental motor vehicles The issue being currently SHO motor vehicles do not have exemption from paid parking areas when undertaking core business at locations without SHO parking bays or where there is operational requirement to access paid parking.
Management reported it has commenced formal application process to cover departmental motor vehicles and are hopeful of timely resolution.

c. SHO provide update on the construction work performed at Downing Centre Staff at the Downing Centre were concerned with the lack of transparent information on construction workers inside the court undertaking construction work without prior notice. It relates to the PCBUs obligation to consult with the PSA and staff when undertaking workplace change that may impact staff health and welfare.
Management is cognisant of its obligation under WHS to consult with the PSA and its staff. It explained the fine window of opportunity to access substantial funding to undertake long much-needed construction upgrade to the entry and exit points at the Downing Centre which will improve security, safety and management of the court. The work needed to commence before end of the 2020 financial year.
d. Trauma kits pouch options and WHS risks The issue was raised in February 2020 JCC. The issue concerns staff experiencing discomfort, practicality use in confined spaces and safety in some situations such as driving long distances for regional staff.
Management responded there are multiple pouch options with some on belt and some on leg strap. Individuals have specific difficulty with their pouch option can discuss with their OIC/RC or PSA.
e. SHO uniforms for SOs injured, RTW or going reaccreditation process The issue was raised at November 2019 and February JCC. The PSA is concerned that the removal of patches has affected staff morale, is inconsistently applied, is unnecessary and punitive in consequence. Multiple scenarios were discussed with management.
Management has advised that it will return officers’ patches in the circumstances discussed.
f. Body-worn cameras The Sheriff informed the PSA that a trial of body-worn cameras will be undertaken by the SHO. The Sheriff will be calling for expressions of interest for a steering committee and working party to look at how the trial will happen. The cameras are the same as those worn by NSW Police and NSW Corrective Services. The trial will involve both metro and regional officers.
Management advised that PSA will be represented in the steering committee and consultative processes.

SOVBAG and PSA update

The SOVBAG meeting was held on Wednesday, 26 June 2020, via audio visual link due to COVID-19 restrictions. Issues discussed:

PSA Public Service Salary Case Ther General Secretary off the PSA, Stewart Little, addressed delegates regarding the PSA’s 2.5 per cent pay dispute in the Industrial Relations Commission. The PSA is the lead union on the pay dispute and is demanding the full 2.5 per cent be paid, whereas the NSW Government doesn’t want any pay rise for public servants. No formal offers from the Government have been put to the PSA.
Work Health Safety The PSA and SOVBAG believe the practice of assigning officers working one out, whether it be providing security at satellite courts or undertaking field duties, is inherently dangerous. The PSA letter to SHO on 1-out staffing at court and tribunals is HERE. The Sheriff’s response has been that security resources depend on risk assessments so this may mean one Sheriff Officer working by themselves is adequate. The response letter from SHO to the PSA is HERE.
COVID-19 temperature testing At the time of the meeting, the proposed temperature testing of court staff and users and the policies and procedures around this was discussed. This is a work in progress with the testing now rolling out across NSW courts. Please contact your SOVBAG delegates with specific issues as each court house may have different issues.
COVID-19 Special Leave What are your rights to access your special leave? Please contact your SOVBAG representatives or the PSA if you have specific concerns around your entitlements.
Reporting of WHS or Security Incidents SOVBAG strongly advocates members exposed to security and safety hazards, near misses and incidents report these formally through both the Sheriff Incident Reporting eReport system as well as the WHS reporting system on SAP. This will provide the Department’s WHS Unit with data on the number and type of risks faced by Sheriff Officers. The PSA cannot effectively advocate for the better allocation of resources if there is limited evidence to back up members’ issues.
WHS Workplace Committees and HSR elections across SHO Hubs The PSA and SOVBAG encourages members to take an active interest in the roles of their WHS workplace committees and HSR elections currently conducted across SHO hubs. Please contact the PSA or your SOVBAG representatives if there are no elections scheduled for your hub.
Changes to SOVBAG committee structure SOVBAG passed a motion to change the number of delegates to include delegates for SHO Court Officers (District and Supreme) and Clerical Officers (COU) as well as Sheriff Officers. It makes sense to include members from these two areas on SOVBAG. This motion has been approved by the Executive of the PSA. The structure of SOVBAG may end up being: seven Sheriff Officer delegates, two Court Officer delegates and one Clerical Officer delegate. The change will strengthen and unite SHO staff across court and tribunal locations.
SOVBAG elections The PSA will consider the election of new SOVBAG Committee for October-November 2020. We will look at the spread and distribution of new delegate roles to include Western Region, Central Coast Newcastle and Illawarra South Region. The PSA encourages all members to take participatory approach and interest in the running of your workplace and SOVBAG committee.
Unofficial uniforms, equipment and services SOVBAG discussed the increased sightings of unofficial unit type uniforms, equipment and service provisions within SHO. The concern is that the PSA and SHO staff have not been consulted on any of the changes. Please contact your SOVBAG or the PSA if you have any credible evidence of these matters.

Please print and place this bulletin on your PSA noticeboards – please speak to your colleagues or any non-members to join the PSA.

Your SOVBAG delegates

Edward Lia Campbelltown Courts
Stephen Hancock Downing Centre Courts
Glenn Elliott-Rudder Wagga Wagga Courts
Monique Muir Coffs Harbour Courts
Joseph Safour Wagga Wagga Courts
Marko Petrovic Downing Centre Courts

Your PSA staff

Latu Sailosi Organiser
Gino De Candilo Industrial Officer gdecandilo@psa.asn.au

Community Corrections update and the COMCOR COVID-Safe Roadmap

Last week, Community Corrections released documentation to members regarding its COVID recovery planning. The PSA has had ongoing discussions with the Department about the recovery planning process over the past couple of months, including regular teleconferences with the Assistant Commissioner.

The documents released provide comprehensive policy and framework for how each centre can plan its recovery process and what different phases of this process would look like. The PSA encourages members to familiarise themselves with these documents and direct any questions to their managers in the first instance.

Cleaning

The Roadmap covers cleaning protocols, including what should be adopted into the future, post-COVID. Different centres may have different cleaning arrangements that reflect their requirements. Any members with concerns about the cleaning arrangements in their workplace should discuss with local management and escalate to the PSA where concerns are not addressed.

Working from home

Members are reminded to look after their work health and safety when working from home. There is information available from Safework about office ergonomics, including furniture, posture, and desk setup. Members are also reminded that working from home may entitle them to tax deductions – further information is available on the ATO website.

Flex Time

The PSA continues to receive some reports from members about concerns with access to flex time entitlements. A bulletin was previously sent to members on this topic and is available HERE. The PSA encourages members to familiarise themselves with this bulletin and with the Justice Flexible Working Hours Agreement.

Please contact the Member Support Centre on 1800 772 679 if you have concerns or would like advice about access to flex time or any other Award entitlement.

There’s never been a more important time to be a union member. Make sure your colleagues are protected as well – if they are not already members they should JOIN THE PSA TODAY!

Your PSA staff

Roland Harris Industrial Officer

Leonie Wright Organiser

COVID-19 risk assessments and transitioning to usual workplaces

Risk Assess – July 2020 (PDF version)

It has never been more important to join the CPSU NSW to ensure your workplace health and rights as a valued worker are maintained during COVID-19.

Whilst the CPSU NSW has been meeting at the peak level with TAFENSW on a regular basis to ensure risk assessments and PPE are in place, local workplace concerns have been raised recently.

CPSU NSW members have worked tirelessly to keep TAFE campuses open. If it wasn’t for your good work TAFENSW would be in a far worse place than it is.

Since the outbreak the CPSU NSW has successfully negotiated on the following measures with TAFENSW to be put into place at each campus.

Sanitation stations have been provided at all key points around workspaces.
Screens are in place in high contact areas.
Workspaces, meeting rooms and kitchen/breakout areas to have reduced capacities.
Worksites to have indications where people can and cannot sit, to ensure that there is safe social distancing being practiced.
Increased cleaning of workspaces will continue.
Staff to be required to record their attendance at the workplaces so that there are records kept of all employees on site and safe building capacity can be managed and traced.
Signage to be put up around the colleges reminding people of Covid-safe practices.

Many TAFENSW staff are returning to campus this week. This does not mean we undermine our previous good work by taking short cuts. We are in this together, it must be a collaborative effort to ensure the safety of all staff and students.

A number of CPSU NSW members defined as a vulnerable workers are seeking advice about returning to campus after working from home. The CPSU NSW is concerned that, in some cases, members have been told everything reasonable practicable has been done they are expected to return to work without been provided the required risk assessments.

The Safework Factsheet HERE outlines what is ‘reasonably practicable’ when transitioning back to workplaces. If you have concerns about returning to work on campus, discuss in the first instance with this with your first- and/or second-level manager(s). If you are unsure and still uneasy after bringing those concerns to management, you will be in a far better position reaching out to your local delegates and the union.

NOT A MEMBER OF THE CPSU NSW? JOIN ONLINE HERE.

COVID-19 variation put to ballot

Ballot – July 2020 (PDF version)

Over the last month the CPSU NSW delegates and industrial staff have worked toward a palatable option to the university’s need to cut employee-related expenses. This has been a tough road, however it was approached in a logical, pragmatic and reasonable manner by your delegates.

The last of the negotiations finished at 11.59pm Wednesday 15 July 2020 which was the deadline that the VC had set. At the end of that, although there was no particular agreement the CPSU NSW took this Variation to a members meeting on the 17th July where the changes were discussed and voted upon so that our members endorsed this Variation to go to an All Staff ballot

It is now in the 7-day access period and you will need to make a decision as to whether or not you will vote this up.

The Main points are as follows:

The Variation will run till 30 June 2022. However, the special additional leave scheme will continue for 2 full years.

Salary increases that were due on 15 November 2020 and 15 November 2021 will be deferred until the first full pay period after 31 January 2022. Those increases will be paid prospectively from the first full pay period after 31 January 2022.

You will however still receive salary increments, as normal, if you are due one during the time of the variation.

Purchasing of Special Annual Leave (SAL)

Special Additional Leave Scheme

Classification Level and Step on date this Schedule commences	Number of Special Additional Leave days:	Corresponding annual full time salary range	SAL Category	Approx. salary reduction to purchase days of SAL
Level 1/2, Level 3/4 and Level 5 step 1	5	Up to $70,000	1	1.92%
Level 5 step 2 to step 5 and Level 6/7 step 1 to step 5	10	More than $70,000, less than $90,000	2	3.83%
Level 6/7 step 6 to step 8 and Level 8/9	15	More than $90,000	3	5.75%

Within the first full pay period following the commencement of this schedule eligible employees may apply to purchase additional SAL in blocks of five days. Applications will not be unreasonably refused by the University. Eligible employees in:

SAL category 1 may purchase up to an additional ten days of SAL, pro-rata parttime;
SAL category 2 may purchase up to an additional five days of SAL pro-rata parttime.

Super contributions will continue to be made in accordance with a staff member’s salary prior to any adjustment for SAL.

During the operation of the variation, staff will not be made forcibly redundant under the enterprise agreement in response to the impact of COVID-19 from the commencement of the variation until 30 April 2021.

Please contact your local delegate if you would like any further information and talk to your colleagues.

NOT A MEMBER? JOIN THE CPSU NSW HERE

Your chance to win

Along with the PSA CPSU NSW Bushfire Relief Fund, we are giving away 10 $1000 BIG4 Holiday Parks accommodation vouchers that can be used at any BIG4 location, including 18 venues on the NSW South Coast.

The PSA CPSU NSW is committed to helping our members and communities recover and rebuild after the devastating 2019/2020 bushfires.

We also understand many of our members have been working tirelessly during the COVID-19 pandemic, and have had holidays cancelled during this crisis.

As a thank you, the lucky 10 member winners will be able to take their families for a short- or long-term holiday to one of a number of locations across the state.

A randomly selected member will be drawn each Thursday from 23 July to 24 September at 4:00pm.

No need to fill out an entry form. If you are a financial member you are automatically in the draw.

If you wish to opt out, click HERE. For further terms and conditions please visit link HERE.

To ensure we have all your correct details, such mobile numbers, worksite details and address, please click HERE.

UTS meeting update

Meeting Update – July 2020 (PDF version)

Senior UTS Management has been meeting with representatives from the CPSU NSW and the NTEU to discuss the impact of COVID-19 since late summer 2020.

The university has taken steps to minimise COVID-19’s impact prior to any suggestions raised by the unions. UTS has exhausted every avenue to review/reduce expenditure. It is now asking your assistance by asking you to taking your annual leave. The university waited on the response to its request but unfortunately it did not produce the dollar savings outcome it had hoped for.

As of 17 June 2020, both unions and the university have outlined their positions. In the near future, staff will be required to vote on a proposed Enterprise Agreement variation.

In brief, the university has proposed:

Reduction in maximum leave balances from 40 days to 20 days
Extension of end-of-year shut down by four days.

The university has guaranteed that if these measures are implemented, there will be savings of approximately $15 million. That will go toward maintaining positions across the university and avoiding job losses in 2020.

In these challenging times, the CPSU NSW UTS branch is committed to achieving a sensible and realistic outcome for the university, while being mindful of the need to maintain staff conditions and a right to negotiate outcomes.

The NTEU is strongly committed to obtaining guarantees that no position will be lost, especially those that are vulnerable, such as casual and fixed term. We acknowledge their efforts. The CPSU NSW does not believe this will achieve what is needed for the long term. It will see that all staff will need to make the ultimate sacrifice. This may include; reduction in pay, loss of promotional increments and possibly voluntary or forced redundancies. It is this union’s understanding that this guarantee comes with an end date of February 2021.

The CPSU NSW UTS Branch respects the right of the NTEU to hold these positions. We are, however, concerned that an unwillingness to compromise may require the university to take the drastic actions we have seen recently at UNSW, Sydney, Monash University, University of Wollongong and Southern Cross University.

Contact the CPSU NSW

We are interested in your views and concerns. If you wish, please email them to .

Join the CPSU NSW at cpsunsw.org.au/join.

CPSU NSW Zoom meeting for Professional Staff

Your union will be holding a meeting of Professional Staff on Friday 24 July at 12.30pm

Please register for this meeting HERE.

Staff contact lists are obtained by the CPSU NSW through publically available sources. To unsubscribe contact .

UNSW’s job losses show urgent need for Federal Government funding to save higher education

Cuts – July 2020 (PDF version)

The Federal Government’s failure to support Australia’s higher education sector will see the University of NSW cut 500 jobs, says the CPSU NSW.

The CPSU NSW, which represents professional staff on NSW university campuses, said the offer of 493 voluntary redundancies, announced by UNSW today could have been avoided had the Morrison Government backed higher education during the COVID-19 crisis.

“It is clear that Australia’s high education sector is in a perilous situation – we need JobKeeper in our universities now, and then we need a fundamental rethink of the higher education system,” said Troy Wright, assistant secretary of the CPSU NSW.

“We will hold a mass meeting of members tomorrow to make sure their voice is heard clearly during negotiations with the university. We will support our members every step of the way and work with the university to minimise the disruption to members’ lives.

“The university sector is in crisis, but it was under pressure long before COVID-19. A lack of proper investment made the sector fragmented and over-reliant on international students.

“The Morrison Government must provide support to the sector, now. The CPSU NSW is not looking for a short-term sugar hit to the sector but a sustainable solution that will deliver stability to the system.”

Professional Staff Zoom meeting

There is a Professional Staff Zoom meeting today at 12.30pm.

Please register for this meeting HERE.

Not a member? Join ONLINE.

Centre for Future Work webinars for union members

The Centre for Future Work is holding a series of webinars on our rapidly changing workplaces. Titled What’s Next? Rebuilding after COVID & Mythbusting Austerity, the webinars will give union members throughout Australia an insight into how COVID-19, and government responses to the pandemic, will affect the way we work.

The pandemic has created enormous disruption in the lives of working people, shutting down whole sections of the economy, causing job losses and income cuts for hundreds of thousands of Australians, especially those in insecure and precarious work.

As Australia faces a recession we’re starting to see familiar arguments for hand-outs for the top end of town, and “belt tightening” for the rest of us.

The Centre for Future Work’s Director, Dr Jim Stanford, and Senior Economist, Alison Pennington, will help participants read between the headlines, bust some of the common myths about austerity budgets and show how such moves will send us into deeper, longer recessions. The webinars will discuss what governments can actually do to rebuild a better, fairer Australia after the pandemic.

The webinars are open to all PSA CPSU NSW members. To register, members will need to provide their name and email. Login details will be sent to that email address.

The presenters will talk for 20 minutes, with questions from the floor to follow. Participants will be able to use the chat function to suggest questions.

There are three webinars scheduled.

22 July, 2020 12:30pm
Jim Stanford
Register HERE

23 July, 2020 02:30pm
Jim Stanford
Register HERE

23 July, 2020 06:30pm
Alison Pennington
Register HERE

PSA consultation on COVID-safe workplace measures

On Tuesday 7 July the PSA and other unions were consulted on COVID-safe workplace measures and a return to the workplace for TfNSW employees. It is important to note that while strategies will be implemented to reduce the risk in workplaces, staff will be encouraged to continue to work from home wherever possible.

Key takeaways from this meeting:

Sanitation stations will be provided at key points around workspaces.
Workspaces, meeting rooms and kitchen/breakout areas will have reduced capacities.
ABW worksites will have decals showing where people can and can’t sit, to ensure that there is safe social distancing being practiced.
Increased cleaning of workspaces will continue.
Staff will be required to sign into workplaces so that there are records kept of all employees on site and safe building capacity can be managed.
Signage will be put up around the office reminding people of Covid-safe practices.
Prior to returning to offices employees will be required to complete an induction.

Further information can be found by viewing the briefing pack HERE.

If you have any concerns around returning to the workplace feel free to contact the PSA on 1800 772 679 or your organiser Ben James at .

URGENT CPSU NSW MEETING NOTICE: Wednesday 5 August, 12:30pm via Zoom

Negotiations with UON breakdown over jobs commitment

Why should you attend?

Not a member?

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