There have ongoing discussions between the CPSU NSW and the university regarding its financial position affected by the COVID-19 pandemic.
The CPSU NSW has been advised there will be a Town Hall meeting with the Vice-Chancellor at 3:00pm Wednesday 15 July.
As a result, the CPSU NSW, UNSW Branch has decided to postpone its Professional Staff meeting scheduled for 12:30pm Wednesday 15 July. It will now take place at 12:30pm on Thursday 16 July 2020.
This ensures that we can adequately respond to any issues that arise from the Town Hall.
Please register for this meeting HERE. If you had already registered for Wednesday, you do not need to register again.
Victoria’s COVID-19 outbreak and current health orders
Working from Home
The current general health order repeats the ability to work from home if reasonably practicable. It states:
Direction of Minister about place of work
The Minister directs that an employer must allow an employee to work at the employee’s place of residence if it is reasonably practicable to do so.
The understanding of what is reasonably practicable has not changed, so if you were able to work from home previously, this is likely to still be available.
Border Closure
The NSW Government has announced the border with Victoria will be closed from mid-night tonight (i.e. Wednesday 8 July 2020 at 12.01am). Despite the inconvenience, this is likely to be the best way to ensure the spike in COVID-19 cases in Victoria does not spread to NSW.
For workers who travel cross these borders for work, we expect arrangements to be similar to those stablished with the closure of the Queensland border. In Queensland, workers make an application online stating the purpose for visiting/retuning to NSW is to undertake work. This should be a rolling authority for a defined period preventing the need to reapply on a daily basis. This form is shown at the checkpoints in order to be allowed to cross the border.
In Queensland exemptions were also made for people with caring responsibilities such those with elderly parents on the other side of the border. We have been informed by the Public Sector Industrial Relations this form will be made available on the Service NSW website. If the Service NSW website does not establish the application process in time for midnight tonight, we encourage workers to carry work identification and seek a letter from their employer stating they work in NSW and that it is essential that they be present at work. You should also print a payslip with your name and employer on it. We were advised by the media this morning that there will be exemptions for most of the workers the PSA/CPSU covers.
There are no forms available online at the time of this bulletin so we encourage members to check the Service NSW website regularly throughout the day.
Public Health (COVID-19 Interstate Hotspots) Order 2020
The NSW Government has issued a current public health order for people who have visited various COVID-19 hotspots in Victoria. The public health order requires all persons who have travelled to Melbourne postcodes to quarantine for two weeks.
Some employers have decided this also applies to the partners of people who have travelled to Melbourne, including for work. In this scenario we ask members to contact the PSA/CPSU if special arrangements or COVID special leave are not being made available.
Members who have difficulties in accessing working from home, accessing interstate work, or COVID-19 leave should contact their delegate, or ring the PSA Member Support Centre on
1800 772 679.
The PSA has been made aware of a number of members who are continuing to have problems accessing flex leave due to their excess leave balances.
This problem has only been exacerbated by the Covid-19 pandemic and the inability for some individuals to take annual leave.
The “Principles for requests to amend planned leave: Coronavirus context” allows for a common sense approach to managing excess leave balances, including that “Managers are required to take a sensible and considerate approach to managing excess leave during the Coronavirus outbreak”. If employees have a plan for reducing any excess annual leave at a forward date (before 30 June 2021) this should be taken in to account.
The PSA wishes to remind members who cannot access flex leave in equip due to an excess leave balance that they should email and clearly mark the email ‘timesheet problem’ in the subject line.
If any member is continuing to experience difficulties, they are encouraged to contact the PSA on 1800 772 679.
PSA member meetings support positive discussions with Early Childhood management
Many members over the last few weeks have let the PSA know that our regular Zoom meetings are a great way to stay connected, especially during this time when many people are working remotely due to COVID-19.
We thank you for dialling in and appreciate all the feedback we have received. We intend to keep these meetings going on a regular basis, so you can continue to share your concerns and experiences with the PSA. Your feedback and input has informed discussions with senior representatives from the Early Childhood Education Directorate.
PSA Industrial Officer Katy Ambler and Delegates Ruth Disher and Kim Allen met with Sharon Gudu, Glenda Buckley and staff from the Department of Education’s Industrial Relations team, to discuss collective member concerns.
Agenda items included:
COVID-19 measures and guidelines for frontline staff
Vehicle use and the travel reimbursement policy
The staff move from Oxford Street
Ongoing consultation At the meeting it was agreed that ongoing consultative meetings will occur on a quarterly basis between the PSA and Early Childhood Education and Care management.
COVID-19 measures and guidelines for frontline staff The PSA reviewed and contributed to the guidelines document, in particular providing information about the National Coronavirus helpline, testing clinics and more details on how Assessment Rating visits can be adapted whilst remaining compliant during the COVID-19 period.
Vehicle use and travel policy Member concerns about vehicle use and mileage reimbursement for own car use, were also discussed. It was agreed that confusion around this issue needs to be rectified by clear communication from management about staff entitlements that is consistent with the department-wide and the Crown Employees Conditions Award. Management gave an undertaking to communicate with staff about entitlements in relation to vehicle use and reimbursement for mileage.
Move from 1 Oxford Street This issue was also also discussed and the option for some staff to work out of the Department of Education office at Eveleigh was raised. The PSA understands this option was explained to affected staff and was considered a good outcome.
We remind staff who have any individual concerns to contact the Member Support Centre on 1800 772 679.
Do you know someone who is not a member?
You can support the work of the PSA and delegates to get better outcomes for everyone just by asking your colleagues to JOINtheir union.
How to contact the Education Team at the PSA
You can contact the Education Team at the PSA via .
If you have an individual workplace issue or require specific advice, please contact your local delegate or the Member Support Centre on 1800 772 679.
The UNSW has confirmed that heavy job losses are likely to be “in the hundreds” at a meeting this morning with representatives of the CPSU NSW.
While the university expressed confidence in its financial position for 2020, it remain deeply concerned about the situation over 2021 and 2022.
Briefly, the main points coming out of today’s meeting were:
The university is saying that there will be job losses later this year. It would not give us an exact number but says it will likely be “in the hundreds”.
The recent Commonwealth Government announcement in relation to planned changes to course funding and fee structures are likely to amplify rather than ameliorate the University’s financial problems
Change management planning is proceeding and UNSW expects to call for expressions of interest in voluntary redundancy shortly
While the university is hopeful of achieving significant saving through voluntary measures they do not expect to get a sufficient interest to achieve the savings in employee related expenses sought
UNSW does not intend to seek variations to its enterprise agreements with staff, as the University does not believe sufficient savings could be achievable and they still would not be able to give any sort of guarantee in relation to job security
What can you do?
The financial crisis facing the UNSW and all our public universities has been exacerbated by the Commonwealth Government’s failure to adequately support one of our most successful and profitable export industries.
While the UNSW should be doing everything possible to ensure the wages, conditions and jobs of all university staff are maintained and protected, the Morrison Government must also step in to ensure the sector does not collapse and retains the capacity to compete and expand in a post-COVID global marketplace.
Sign the petition HERE to Education Minister Dan Tehan, and Treasurer Josh Frydenberg.
The CPSU NSW will also be approaching our local Federal MPs, Matt Thistlethwaite, Dave Sharma and Tanya Plibersek and seek their support for critical crisis funding for UNSW and our other public universities. If you would like to attend and/or have your story conveyed to them please contact CPSU NSW Organiser Kirra Jackson .
CPSU NSW Professional Staff meeting
The CPSU NSW will convene a meeting of UNSW Professional Staff on Wednesday 15 July at 12.30.
Office of the Director of Public Prosecution: JCC update
The PSA and the ODPP met this week for the quarterly Joint Consultative Committee. The PSA raised issues in regard to Work Health and Safety (WHS), and also workload in the context of the Workload Weighting Agreement.
In relation to WHS, the ODPP has advised that particularly within the context of the COVID-19 pandemic, WHS is paramount. The Director is sending members video messages weekly. The ODPP is taking a cautious approach (following on what has transpired in Victoria recently) so no changes in the short-term are expected.
Further, the ODPP advised that more than 400 staff have had the flu shot and sick leave has decreased by 50 per cent from this time last year.
No COVID-19 cases have been registered at ODPP.
In regard to workload, the ODPP has advised it may have engaged an officer to undertake a review of the allocation of tasks and workload within the context of the Workload Weighting Agreement. The ODPP is also consulting with IT to determine if any technological solutions are available in regard to workload. It is expected that at least one staff member from each ODPP office will be invited to assist. PSA delegates will also be involved.
What can you do?
Ask a work colleague join the PSA today
Make the union strong by forwarding this bulletin to your colleagues
The PSA and NCAT met earlier this month for the quarterly Joint Consultative Committee meeting. The PSA raised the following agenda items:
Vacancies at CCD Sydney
Counter arrangements CCD Sydney and
Working from home
A summary of the meeting is provided below.
Vacancies at CCD Sydney
Cathy Szczygielski, Executive Director/Principal Registrar noted that there were 4.5 CCD vacancies not filled by temporary staff. There were difficulties training new staff in the early stages of the COVID-19 pandemic. Action is now being taken to fill through talent pools and EOIs.
The Principal Registrar advised that staff had done a fantastic job implementing changed procedures and moving work online to support NCAT to continue to deliver its services. She noted that NCAT work to date has been very good. The Principal Registrar also noted a reduction in social housing and tenancy matters due to policy changes and the tenancy eviction moratorium and that there was approximately a 19 per cent decrease in filings in May from May 2019.
Counter arrangements CCD Sydney
The Principal Registrar advised that courts and tribunals, as an essential service, and have not closed their counters. NCAT did however implement strategies to support non-contact registry services by encouraging people to contact NCAT by phone and email, by implementing drop boxes for people wanting to provide files and documents, and by advising tribunal users and the public on the Tribunal website about these alternatives to attending a registry in person. She also advised that sneeze guards were being installed at NCAT registry counters.
The Principal Registrar confirmed that NCAT would be following the guidelines provided by NSW Health and did not expect there to be any changes to the way in which NCAT services were being delivered before July 2020.
Working from Home (WHS) policy
The Principal Registrar noted that NCAT COVID-19 flexible working information and supporting documents had been distributed. She advised that the approach to flexible working arrangements accounted for issues such as medical vulnerability and the need to meet the four metre square per person and the 1.5 metre distancing requirements. She advised some staff were working from home where the nature of their work supported this, and others were working sometimes in the office and sometimes WFH on flexible roster arrangements. The Principal Registrar advised she was not aware of anyone who had requested a flexible working arrangement and had been denied.
Further, the Principal Registrar advised that she can be contacted in regard to issues members may have with WFH. Alternatively, members can contact the Divisional Registrar.
Chris Moore, PSA Delegate sought information about a likely timeframe for any proposed changes to the current WFH arrangements stating that members were concerned that there would be a sudden end to or a phased return to usual working arrangements.
The Principal Registrar advised that, as with the rest of the Public Service, the approach is that if staff are able to work at home there is no reason to change those arrangements and that they should continue to do so. She indicated that any return would likely be done gradually and noted it would require considerations such as meeting the need for 1.5 metre social distancing in both registry areas and in the future in the hearing rooms.
What can you do?
Ask a work colleague join the PSA today
Make the union strong by forwarding this bulletin to your colleagues
We will be holding an urgent members’ Zoom meeting today, 29 June at 12:30pm to discuss the university’s new proposal to address the financial crisis effecting SCU as a result of the COVID-19 pandemic.
Following intense lobbying by your CPSU NSW representatives, the university has tabled the following:
The university proposes:
Foregoing the scheduled 2020 EA salary increase of 1.4 per cent; and
Deferring the scheduled 2021 EA increase until the same time in 2022 (a 12-month delay), and increasing the 1.4 per cent component to 1.8 per cent.
The university provides additional commitments to the following:
If the university achieves a surplus above a break-even Base Operating Result for the year ending 31 December 2021 (as reported to Council), the University will, after discussion with the JCF, proceed to:
pay a salary increase equivalent to the surplus up to a maximum of 1.4 per cent (based on the cancelled 1.4 per cent in 2020);
If any staff member is subject to a redundancy following a successful all-staff vote (to amend the EA as above), their separation payment will be calculated as if the staff vote had not occurred (i.e. the pre-varied Enterprise Agreement salary rate).
The University will continue investigating cost-saving measures and will engage with staff representatives on suggestions/ideas.
SCU will not pursue a mandatory “purchased leave scheme” at this time.
We will as always continue to make representations on your behalf to ensure that your interests are protected however we felt it was pertinent to bring this offer to you for consideration. Please join us to discuss this offer in detail and to provide any feedback you may have on the process.
This meeting is for members only. If you know of any non-members who would like to participate in the discussion please encourage them to join the CSPU NSW.
Charles Sturt University has released its Change Management proposals for phase 1 of the “Sustainable Future” program. If CSU proceeds as proposed, it is likely 110 jobs will be lost across the university.
Based on the feedback we have received, it’s clear university staff have many questions in relation to CSU’s Sustainable Future and the reorganisation process moving forward.
The CPSU NSW will host a Zoom briefing for all CSU Professional Staff on Wednesday 1 July at 12:00pm.
Our Branch President, John Jones, will address the meeting and be available to answer questions.
After registering, you will receive a confirmation email containing information about joining the meeting.
We appreciate this is a very difficult for the CSU community and we are, as always, committed to representing professional staff as effectively as we possibly can.
If you are unable to make the meeting but have questions about Sustainable Future, please contact John via email at or the CPSU NSW on 1800 772 679.
Recently the POVB (Professional Officers Vocational Branch), under the PSA constitution, moved to change the name of the group to the National Parks Vocational Branch (NPVB). The change of name to NPVB ensures it is inclusive off ALL staff in the NPWS. This will strengthen the vocational branch and we encourage all of you to join. Joining details can be obtained from Branch Secretary ">Janet Cavanaugh.
NPWS JCC meeting 10 June
Due to the significant range of issues specific to NPWS the DPIE decided to have a separate JCC to the rest of the Department. At the recent meeting, Atticus Fleming, Rob Quirk and Naomi Stephens were in attendance representing NPWS. Simon Kempson was there representing DPIE. The PSA were represented by delegates of the NPVB with the assistance of PSA staff Michael Sinclair and Kim de Govrik.
Matters discussed included the need to fill all vacant positions in the NPWS organisational charts, as agreed during the Future NPWS restructure. Unfortunately, during discussions DPIE indicated that it did not support the structure. If this matter is not resolved by further discussions, the PSA will have the matter listed in the IRC.
A new draft housing policy has been released by NPWS for comment. The intention now is to put Parks staff back into housing from which they were removed. The proposal is this will be at full market rent.
The PSA was thanked for its submission to the Royal Commission on fires. It is believed the recommendations from the submission assisted in additional fire staff being assigned to NPWS. Whilst at the moment funding for these roles is for one year, the PSA is advocating for them to be permanent. The PSA also advocated for funds to fill all vacant positions in the FIMS RTO to expedite training of the new fire fighters. These positions will be recruited in the coming weeks. New staff will be located in depots and form part of the current works crews.
The PSA also advocated for additional staff in the Ranger, administrative and Project Officer ranks to support these staff. They have had a significant increase in work load with post-fire recovery; capital works projects; additional vertebrate pest control programs and roads and walking track projects.
The PSA also acknowledged that visitor numbers to National Parks during the COVID-19 pandemic had doubled, yet no additional staff were recruited to assist. Additional law-enforcement training is also required to support staff to deal with an increase in illegal activities.
Corporate systems were also discussed and the failure of these systems to support staff during the fire season and recovery period. The DPIE gave undertakings to have further meetings with the PSA and with staff who maintain these systems to discuss a range of issues.
Commissions of inquiry to the bushfires
The PSA has tendered submissions to the Royal Commission and the Independent Inquiry into the bushfires. The Association thanks all members who assisted the PSA with our submission by completing the survey on fires. The Royal Commission is currently hearing evidence from the respondents.
PSA visits to NPWS workplaces
Industrial Officer Michael Sinclair and Organiser Kim de Govrik are visiting NPWS workplaces around NSW. The PSA intends to visit on a regular basis over a 12-month period. If you wish to host such a meeting at your work place, please call the PSA on 1800 772 679. If you wish to discuss an individual matter you can also arrange a meeting by calling that number.
PSA members’ pay rise
The PSA is currently in the process of negotiating your Salaries Award with the Government in the Industrial Relations Commission (IRC). Despite vague statements in the media, the PSA has not received an offer of “no forced redundancies” from the Government as part of the negotiations which have been in the IRC since March. The Government attempted to introduce a wage freeze via Regulation which contained no such job security protection; it was subsequently disallowed by the NSW Upper House.
The only thing the Government is offering is a wage freeze, with no guarantee of any future increase in 2021 or beyond. However, if this position changes, we will give members a say on any substantial offers, and any clearly articulated proposals put to us formally by the Government.
The granting of a pay rise to all public servants will put much-needed spending money into the economy and this will create jobs for many people looking for work.
Your job security is only guaranteed until the next restructure and the Government will not agree to guarantee that there will be no more cutbacks to jobs in the NPWS. Further to this, they are yet to honour the promise given when Future NPWS developed new organisational charts that all the positions in the new organisational charts were fully funded and would be filled. Unfortunately, at least 100 positions remain vacant.
When it comes to job security, the Government’s track record speaks for itself.
Not a member?
Join the PSA today to protect your working conditions at www.psa.asn.au.
DCJ Communities: PSA win for temporary staff, plans for a gradual return to offices and more
Covid-19 and return to offices
PSA Delegates and Staff recently met with the Department of Communities and Justice (DCJ) to discuss COVID-19 conditions and how DCJ is looking at moving forward with restrictions easing and some workers starting to return to offices.
DCJ advised strategies and arrangements that are in place would continue until at least July. There will be flexibility for Districts to make some adjustments, based on their local needs and circumstances. There is no one rule that applies to all.
It is expected that staff will continue to work from home (WFH), where this is possible. DCJ confirmed that most WFH arrangements will remain in place until at least July and possibly later.
PSA win for temporary staff at the Helpline
The PSA raised concerns for 43 contract caseworkers working at the Helpline whose contracts were due to expire at the end of June 2020. DCJ advised it will renew these contracts for a further six months ensuring they are gainfully employed at least until December. This is a great win by our Delegates at the Helpline.
Improvement plans and unsatisfactory performance
The PSA made a request to postpone any Performance Improvement Plans until after staff return to the office, due to concerns about the ability to support staff remotely at this stage. DCJ understands the issue but as it impacts on the whole of the Department and Public Sector, it is looking further into it. DCJ advised it is not aware of any new formal Performance Management matters since the WFH arrangements were put in place.
DCJ reinforces ability to accrue Flex when working from home
DCJ reinforced that there have been no changes to current Flexible Working Hours Agreements and that this information remains on the Intranet. DCJ has asked the PSA to let it know of areas where policy may not be consistently applied. Please raise this in the first instance with your PSA Delegate.
DCJ is looking at how to best manage this issue. It understands staff are currently not in a position to take leave and that many have cancelled plans. The PSA has advocated for managing excess leave protocols to be put on hold until staff are able to travel. At this time no employee is being directed to take time off due to excess leave balances.
Workload and child protection reports
The PSA raised that there is expected to be a significant spike in child protection reports now that children have returned to school and asked what strategies to deal with this have been put in place to manage the expected spike in reports, both at the Helpline and in the Districts.
The PSA highlighted the fact that casework staff are already working to, and in many cases beyond capacity. PSA pointed out, that based on its own Caseworker Dashboard, some Districts are seeing 90 per cent more children subject to ROSH reports than four years ago, with negligible increase in caseworker numbers. DCJ has stated there are contingency plans in place for the Helpline and that Districts have to work with what resources they have.
Workload is a significant and genuine issue in Community Services and the PSA advises all members to utilise the workload planner. For your own health and safety, do not forfeit Flex hours by working excessive hours. Further updates on the workload planner will be distributed shortly.
Do you know someone who still needs to join the PSA?
You can support the work of the PSA and delegates to get better outcomes for everyone just by asking your colleagues toJOIN the PSA.
How to contact the DCJ Communities Team at the PSA
You can contact the DCJ Communities Team at the PSA via.
If you have an individual workplace issue or require specific advice, please contact PSA Organiser or the Member Support Centre on 1800 772 679
There has been an ongoing issue around the ARUMA representatives on the JCC. ARUMA is considering the make-up of the Management representatives on the JCC. This is a result of requests by the CPSU NSW for a decision-maker from ARUMA to join the JCC. This would enable decisions to be made at meetings or soon after meetings rather than having to wait for extended periods of time while information is passed on to and from Senior Managers.
ARUMA suggested several options, including Managers from Operations such as CARS, MARS, Regional Managers who understand the operations of the Service as well as Senior Managers including Rob Watkins (CEO A & R) and Laz Cotsios (COO).
We suggested a combination of two HR representative and one Senior Operations such as the Chief Operating Officer (COO) or CEO.
Project Focus
Les Sharpe, Project Manager of Project Focus attended the meeting to provide information around the project and the consultation partners involved.
Project Focus aims to review, then align, the operations across the organisation with a focus on customer service delivery. You can find out more about project focus through the articles that are published in WATTSON.
The Project has been consulting with support services to research and develop better ways of delivering services to people with disabilities. ARUMA stated the project is not a cost-cutting exercise.
Concerns were raised that changes to processes including leave approval, rostering and other processes initiated using RITEQ and SCOUT do not sit neatly with the Team Leader position and responsibilities.
ARUMA pointed out that if staff have ideas around processes they should use Openhouse the Continuous Improvement tool which is located in Periscope. This is a systemised way to provide updates on things that have changed.
We pointed out that transferred staff may not know about the continuous Improvement process and that Learning around this may form part of the Project Focus work.
Team Leaders over two Group Homes – T2
We also raised that there seemed to be Team Leaders working across two Group Homes over long periods of time and without notifying the CPSU NSW of the arrangement as per Clause 3. Salaries of the Community Living Award.
We have received feedback from members that Team Leaders have not been replaced.
We also gave background information about the historical trials of Team Leaders over two Group Homes and how this had been a failed model of service delivery.
COVID-19
As restrictions ease, there was discussion around WHS issues that may arise.
The Jobseeker Scheme has cause some confusion in terms of who was eligible.
Communications during the pandemic were sent to all staff as a matter of transparency. We pointed out that the Team Leaders and other Line Managers needed to be able to explain new information to teams so that DSWs and other would know that the information was current and authorised.
Social distancing
Management advises resources are available to staff on the CORONAVIRUS Hub.
ARUMA has announced the introduction of the COVID-19 Allowance, which at this stage will be available until September. The criteria for receiving the allowance is available in WATTSON. The policy should be sent all Team Leaders to post on site for all staff.
At the time of the JCC meeting (20 May) there had been 169 Coronavirus tests completed with only one support co-ordinated customer testing positive.
PPE – as a practice to reduce risk – it was proposed to centralise the purchasing of PPE so that ordering PPE would not be done ad hoc. Also proposed was to add the stocktake of PPE in each home to the audit process to ensure that stocks did not run short. Instructions around when to utilise PPE should also be provided to staff.
Team meetings
Management will forward a request to the Pandemic Response Team about when team meetings can resume. This should be possible if Group Homes can meet the social distancing requirements.
Contact the CPSU NSW
CPSU NSW Organisers
Shane Elliott Cora Sarmiento Stephen Meares (North West Region) Asren Pugh (Northern Region)
