Emergency ambulance cover available for all PSA CPSU NSW members
In uncertain times, it is good to know your union has your back.
As we still continue to deal with COVID-19 we have extended emergency ambulance cover for a further six months until February 2021 for all eligible members.
If members are hit by injury or sickness, for whatever reason, they will get emergency transport to the nearest available hospital equipped to deal with their condition, all without the nasty bill at the end.
We continue to assist members with all COVID-19 related issues, so please call Member Support Centre on 1800 772 679 or send email to so we can assist.
Ambulance cover is for eligible members of the PSA CPSU NSW who have no other access to coverage through private health insurance or other bodies.
As always, our members also have free journey insurance for travelling to and from work, free personal injury insurance, family insurance for $11 per year for the whole household, and a host of shopping discounts.
Emergency Ambulance Cover information
For full terms and conditions, or to make a claim, go to these sites:
The PSA has been in ongoing discussions with icare in relation to the current restrictions that have been placed on your access to your Flexible Working Hours Agreement.
Throughout those discussions, and in an attempt to resolve the issue, a further concern has arisen between icare and the PSA in relation to excess recreation leave, transitional flex leave balances and icare’s overall situation resulting from the COVID-19 pandemic.
In progressing the issue around access to flex, the PSA expects that from the next settlement period, icare staff will be able to resume pre-COVID-19 access to their Flexibility Working Hours Agreement.
However, the PSA is in dispute in relation to icare’s position that it can direct staff to take their recreation leave if they have a balance of more than 20 days.
In an all-staff email on 19 June, icare clearly directs staff who have more than 20 days’ annual leave as of 1 July to take leave by the end of November. The same emails directs staff who will have more than 20 days’ annual leave as of 1 December to take leave in the following 39 days.
These directions are in contrast to your Award conditions, which clearly only allows for directions to take leave once your balance has reached 30 days.
There is also a specific direction to take recreation leave over the Christmas Closedown. Once again, a direction to take recreation leave can only be given once an employee reaches 30 days, regardless of if the agency will be observing a Christmas Closedown or not.
The PSA has given icare the opportunity to revise its position. Unfortunately, it has not done so and we have listed the matter in the Industrial Relations Commission (IRC).
Your rights
At this time the PSA advises members that they should not engage in or initiate any discussions with management in relation to recreation leave balances that are less than 30 days.
It is the expectation that until the matter is resolved in the IRC that there should not be any such discussions.
If members who have recreation leave balances of less than 30 days are approached by their people leader to implement a leave plan, they should report this to the PSA by email to . Note “icare leave discussion” in the subject line note and provide details.
The PSA is committed to working with icare management in a reasonable and practical way to address the issue, but this is now a threshold issue in relation to your hard earned Award rights.
Survey
In order to assist with the dispute, the PSA has developed a short survey surrounding Flexible Working Hours and the direction to take leave. You can take the survey HERE.
Not a member?
With your conditions under attack, there has never been a better time to join. Join today at www.psa.asn.au.
In uncertain times, it is good to know your union has your back.
As we still continue to deal with COVID-19 we have extended emergency ambulance cover for a further six months until February 2021 for all eligible members.
If members are hit by injury or sickness, for whatever reason, they will get emergency transport to the nearest available hospital equipped to deal with their condition, all without the nasty bill at the end.
We continue to assist members with all COVID-19 related issues, so please call Member Support Centre on 1800 772 679 or send email to so we can assist.
Ambulance cover is for eligible members of the PSA/CPSU NSW who have no other access to coverage through private health insurance or other bodies.
As always, our members also have free journey insurance for travelling to and from work, free personal injury insurance, family insurance for $11 per year for the whole household, and a host of shopping discounts.
Download our Emergency Ambulance Cover flyer
For full terms and conditions, or to make a claim, go to these sites:
The Fair Work Commission (FWC) handed down a 1.75 per cent pay rise to Disability and Home Care Workers as part of its annual wage review process. The increase applies to employees covered by the Social, Community, Home Care and Disability Services Industry Award(SCHADS) and those staff covered by copied state awards including the Community Living Award (CLA), the Home Care Services Award and the Public Sector Salaries Award.
Click HERE to see how the CPSU NSW secured the FWC increase for staff covered by copied state awards.
In this year’s decision, the FWC has staggered the increase to lessen the impact on industries most effected by the recession. The Stage 1 instalment will commence from the first full pay period that starts on or after 1 July 2020, Stage 2 from 1 November 2020 and Stage 3 from 1 February 2021 respectively.
Both the SCHADS and copied state award increases will apply from the first full pay period on or after 1 July 2020.
For further information, contact the CPSU NSW on 1800 772 679.
A survey was recently circulated in an email from Secretary Coutts-Trotter to members working in the NSW Department of Communities and Justice (DCJ).
The PSA strongly encourages all members in Non-Custodial Corrective Services and Community Corrections to complete this survey and provide feedback on how they have personally handled the challenges in the workplace that the pandemic has brought over the last few months.
This survey also provides an opportunity to give feedback about how Management and the Department have handled the pandemic, as well as assessing what practices DCJ should consider adopting into its business as usual into the future.
The PSA remains engaged with the Command Post on behalf of Non-Custodial and Community Corrections members via daily briefings and can use this forum to escalate matters. If you have COVID-19 related issues or concerns not being addressed, please contact the PSA’s Member Support Centre in the first instance on 1800 772 679.
Members all across Corrective Services NSW have done a fantastic job keeping COVID-19 out of correctional centres whilst continuing to provide critical services to the people of NSW.
You can follow the PSA’s Champions of the State campaign on our Facebook page to celebrate the many roles your fellow union members are doing HERE.
If you’d like to be involved in providing a photo and a short summary of the wonderful work you do for the people of NSW, please get in touch with us!
Ministry of Health and PSA Joint Consultative Committee (JCC) meeting – 10 June 2020
BREAKING NEWS – PSA raises concerns around lack of consultation on the introduction of Performance and Talent program (PAT)
The PSA has written to the Ministry raising a potential dispute resulting from a lack of consultation on the introduction of PAT to staff. The PSA was advised this week that MoH plan to introduce PAT on 1 July 2020. This was the first we were aware of it. We will provide more information as the matter develops.
With the Ministry of Health being up front and centre with the COVID-19 pandemic, there has been little time for concerns to arise.
Ministry employees are working tirelessly to provide current, solid and reliable information to the people of NSW. The PSA would like to thank you for all you have done to not only prevent the spread of the virus but to stay on top of infections, provide invaluable information and research to the NSW Government, design and implement various emergency measures and continue to do your job on a day-to-day basis.
The change in work practices, with many working remotely, has had a big impact on members and will continue to do so for some time to come.
New Ways to Work – 1 Reserve Road
The PSA’s Graydon Welsh and Siobhan Callinan and Delegate Peter Gilfedder inspected the new premises on Tuesday 9 June 2020. We were shown through three floors and the ‘End of Journey’ room and carpark.
The facilities are very well presented and, with the open-plan style office, should create a robust workspace with plenty of room for collaboration with teams and areas to have quieter, smaller discussions. The Work Health and Safety and accessibility considerations are very current and inclusive.
Work around specialised equipment and workstation adjustments is still going on in some areas and large monitors are available at most workstations. If you are in need of specialised equipment or adjustments, make sure to speak to your Move Champion to discuss how your needs can be met.
With the new workspaces being as accessible and inclusive as they are, any reasonable adjustments for injuries or disabilities should be managed with ease. If you want to make sure the new office spaces will be suitable for your needs, you are encouraged to speak to your manager or change champion to make sure your needs are met, if they’re not already.
If you require assistance with you can contact the Member Support Centre on 1800 772 679.
The footprint of the offices means that the current requirements for social distancing are met. The Ministry has advised that all current sanitation requirements are met with sanitisers and wipes available as well as ongoing additional cleaning occurring.
The PSA remains concerned about potential problems for staff arising from the move to the “agile” working environment with minimal staff personal storage space, and members are encouraged to seek support with these issues as they move into the new building.
MoH JCC
There was only one reportable Work Health and Safety incident in the last two months. This is an improvement from the previous quarter.
Defence personnel continue to assist with COVID 19 tracing and still have a small presence in some of offices.
The Centre for Aboriginal Health review continues with few changes due to the pandemic. A draft has been released and they are looking to finalise priorities. Further information will be provided as it comes to hand.
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 to JOIN the PSA.
For well over 10 years, the POVB Executive have been working to increase staffing levels on shifts at court locations that work one out.
This matter has been on the POVB books for a long time and at all the meetings we attend, we raise the matter and the risk to staff in these locations.
We are pleased to tell our members that we have been successful in getting this rectified. This is a great result for the court locations that have worked for years in an unsafe environment.
The delegates in these locations need to be commended for constantly highlighting the risks the staff have faced over the years. We would also like to thank CESU management for hearing our concerns and for addressing the issue.
Uniform Committee meeting
The Uniform Committee meeting was held yesterday. As all members would know, there has been some difficulty in getting uniforms and correct sizing since the new company has taken over.
The main points out of the meeting are:
A change request has been submitted to ADA in relation to High-Vis vests being available for CSI staff. ADA has said it will put in a cost submission by the end of June for approval by CSNSW Executive.
Boonie Hats (cricket hat style). ADA has supplied quotes and purchase orders have been completed for samples to be delivered and trialled at different centres.
Undershirts for IAT – these are a breathable fabric undershirt with normal shirt sleeves that can be worn under IAT vests. They have recently been trialled by NSW Sheriffs. CSNSW has requested samples to be available for trial and they will be delivered to the next Uniform Committee meeting which will be towards the end of September.
Another trial will be undertaken with the Cargo pants now that ADA is the new supplier. It will be delivering a visual format (artwork) and some material samples to CSNSW around mid-July. There was a large amount of feedback from the last trial and this has all been passed onto ADA to help it develop a suitable cargo pant.
Maternity pants are ready to be trialled. If any female would like to trial the pants, contact Darren King or Natalie Howes.
A review is underway in relation to uniform budgets. It has been $250/officer. However, we are looking at getting that raised to $450. This is approximately an increase of $1.4 million.
The launch of the portal for ordering uniforms will be at selected centres shortly, then rolled out to all other centres approximately two weeks later.
Business and Finance Managers will be contacted and informed to keep an appropriate amount of PPE pouches and Lanyards in stock. Currently they are showing up in Officer order forms but these will be removed so that it doesn’t affect the Officer’s budget.
All footwear is now sized in US standards. A size guide has been sent to every centre, and is also available on the intranet.
Maternity Blouse: feedback has been that they are a small sizing, therefore, a size chart will be delivered to each centre and also available on the intranet.
A review has been conducted on the availability of all staff to be able to access the cold climate jackets and beanies. This has been endorsed by the committee and is currently with AC Corcoran and AC Wilson for final approval. Beanies will only be allowed on C, B and N watches.
ADA is looking at changing the material of the beanies to ‘Thinsulate’ due to WH&S concerns (beanies are hard to hear through), samples will be supplied to the next uniform meeting.
PBCAP numbers
PSA/POVB are still waiting on the Prison Bed Capacity numbers for the remaining centres around the state that have not had their presentations.
The PSA/POVB were hoping that CSNSW would supply the numbers on 9 June 2020. Prior to 9 June PSA/POVB had written to CSNSW asking if privatisation, outsourcing or contracting for any parts of CSNSW projected for the future of any part of CSNSW.
Commissioner Severin wrote back to General Secretary Stewart Little, stating that there was no privatisation, outsourcing or contracting in the PBCAP process. It was also stated in the letter that the PBCAP number would not be completed by 9 June, 2020 for the PBCAP meeting and they would require several more weeks to get the data and figures correct.
We have a meeting on 22 June, 2020 for PBCAP and we are hoping to have the numbers presented to us then.
Further information will be put in a bulletin after the PBCAP meeting.
Mary Wade Correctional Centre fire
On Friday, 12 June 2020, two inmates lit a fire in their cell whilst locked in due to a staff meeting and a union meeting.
Mary Wade staff responded and put their own lives at risk to put the fire out and save the lives of the two inmates in the cell as well as the other inmates in the wing.
We want to commend all the staff that day who went above and beyond in protecting the lives of inmates and the centre buildings.
This situation could have been dramatically different, with loss of lives and infrastructure, if it was not for the heroic efforts of all staff.
Staff responded from Silverwater Women’s to assist, as 10 staff suffered from smoke inhalation and three inmates were required to be taken on a hospital escort.
We want to congratulate all the staff for the team work and professionalism shown on the day. The heroic efforts put in by everyone and also to the staff of Silverwater Women’s Correctional Centre for coming to assist your colleagues.
CSNSW past six months
We would again like to highlight the efforts of all staff of CSNSW around the state during the past six months. We have worked under the most difficult circumstances and we have done this when our lives have been put at risk.
The frustrations that our membership feel in not being recognised as Front Line Emergency Workers by the public and the Government is frustrating for us also. However, we want to assure you that the PSA and the POVB Executive are so proud of your professionalism and dedication to our uniform and to each other. We will work tirelessly to get the recognition we deserve.
To put it in perspective the following is what we have dealt with:
Catastrophic Bush Fires
Glen Innes CC – evacuated due to Bushfires
Oberon CC – evacuated due to Bushfires
Mannus CC – evacuated due to Bushfires
South Coast CC – Fires on the fence line
CC – Fires on the fence line
Mid North Coast CC – Fires in surrounding areas
Incidents since COVID restrictions
Wellington CC – Riot
Shortland CC – Riot
South Coast CC – Riot
Mid North Coast CC – Riot
Long Bay Hospital CC. – Riot
Goulburn CC – Riot
Lithgow CC – Riot
Mid North Coast CC – Hostage situation
MSPC 1-3 – Gas used in yards
Mary Wade CC – Significant Fire
And we are only halfway through the year.
We would like to recognise the efforts of the Security Operations Group and the support they have given many of these centres and these incidents. When SOG arrives it gives the centre staff confirmation that no matter what, things will work out.
Take a bow everyone; it is well deserved.
Contact details
Nicole Jess Chairperson 0427 609 199
Jason Charlton Vice Chairperson 0401 500 976
Amanda Cotter Secretary 0404 042 600
Thor Sutherland Assistant Secretary 0447 633 476
Darren King Country Vice Chair 0407 935 039
Natalie Howes Country Vice Chair 0407 011 441
David McCauley POVB Industrial Officer 0419 022 767
The Community and Public Sector Union has written to the University of Wollongong to propose a suite of cost reductions measures aimed at saving the University millions, protecting pay and securing ongoing employment. Click HERE for a copy of our letter.
On Friday, 12 June the UOW Branch of the CPSU NSW voted unanimously to endorse the potential savings measures in an effort to work constructively with the university.
The university has advised the CPSU NSW it needs to offset around $90m in lost revenue due to an anticipated decline in international student enrolments in 2021.
While the CPSU NSW appreciates the pressure this places on UOW, we believe the university is strongly positioned to weather the financial short-fall by dipping into cash reserves ($800m), exploring the NSW Government’s newly minted $750m loan program for universities, and a combination of cuts to non-essential spending and, where absolutely necessary, employee-related savings measures.
We hope our proposals can reset the conversation and kick-start some genuine, constructive negotiation with the university, its staff and unions.
The CPSU NSW is deeply committed to ensuring UOW is sustainable and successful now, and into the future.
For more information, contact the CPSU NSW on 1800 772 679.
The Community and Public Sector Union (CPSU NSW) has reached agreement with Charles Sturt University in relation to voluntary redundancy arrangements under the Sustainable Futures Program.
The university has been in discussions with the staff unions as it seeks to address a significant deficit and restructure its academic programs and future operations.
The agreement with campus unions over voluntary redundancies is intended, where possible, to match the university’s future operational arrangements with employee preference and ultimately reduce any adverse impact on staff
The parties have also agreed to review other measures including part-time employment arrangements, job swaps and pre-retirement packages to reduce job losses and redundancies.
We understand the university will release Draft Change Proposals next week as part of the first phase of its organisational review, which we expect will identify up to 110 prospective job losses. CSU has agreed to extend the consultation period for staff from two weeks to three weeks.
The CPSU NSW remains deeply critical of the Commonwealth Government failure to respond adequately to the impact COVID-19 has had on our highly successful public universities, particularly those universities in our regions who provide much needed employment and educational opportunities for the communities they support.
For further information, contact the CPSU NSW on 1800 772 679.
Where to from here for SCU? Responding to the COVID-19 pandemic
All SCU Professional Staff are invited to join our local Branch representative for an update on crisis talks with the University.
With the next pay rise due at the end of this month, and continuing uncertainty around job security, it is vitally important for professional staff to be proactive, engaged in the broader conversation around our future, and working constructively with all SCU stakeholders.
Our SCU representatives will provide an update on local developments and give you the opportunity to ask questions and share your opinions on the Vice Chancellor’s Q&A session held earlier this week.
You will also have the chance to hear from our representatives at other universities and get their insights on what’s happening across the sector.
This is a undoubtedly a difficult time for SCU staff and the university community. Please look out for each other, and do not hesitate to contact us for help.
DPIE Joint Consultative Committee 4 June 2020: members’ update
The PSA representatives and delegates continued discussions with DPIE at the Joint Consultative Committee on Thursday 4 June 2020. In keeping with the spirit of the times, the meeting was held via the Teams system and there were many topics discussed at length.
COVID-19 response
Within the DPIE cluster there were three confirmed cases of COVID-19 and no reported cases within the past eight weeks. Those offices where cases were identified had an evacuation of the office, appropriate tracing and subsequent extensive/deep cleaning.
COVID-19 return to office-based work
DPIE has informed the PSA that it has completed risk assessments for every office work location throughout the cluster and has developed a return to ‘normalised’ operations with the focus on four primary drivers:
the paramount risk to the health of staff
the setup of current facilities in particular IT
the management of teams
building facilities.
Responding to concerns from delegates, DPIE reaffirmed its commitment to continue with outfitting of ‘agile workplaces’ including the Armidale Office. DPIE was confident it was compliant with the current COVID-19 restrictions and the building/workspace specifications complied with Safework Guidelines.
The DPIE Secretary and representatives were very clear that a staged return to offices was the best and preferred option and there was little hurry in returning staff to office locations if there was no business imperative. The Premier’s guidelines also stress the importance of work-from-home arrangements to relieve stress on the NSW public transport system.
The current Public Health Orders are very specific in that staff who can work practicably from home and ask for work from home can continue to do so. The obvious issues focus on a demonstration of the work done and the hours taken to complete.
Staff who are new to Parramatta Square would take priority in moving as they currently have no work ‘residence’ and are able to complete their induction to SPQ without other staff in the building.
Office relocations
DPIE has confirmed COVID-19 will not affect the timing of the staff transfers to new office locations, with Orange confirmed for late 2020 and Newcastle confirmed for 2021. There appeared to be some issues with respect to the movements of EPA and EES staff from the Newcastle office and DPIE was to tasked with confirming the previous advice given.
Annual leave accruals & leave plans
The COVID-19 response has seen a massive reduction in the annual leave, as well as sick and flex leave, taken by DPIE staff over the past 12 weeks. DPIE has relaxed the Treasury-mandated requirements surrounding the accruals of annual leave. The 30 days’ accrual limits technically still applies and will be revisited when there is a relaxation or lifting of state and international borders. Those members with balances heading towards or past 30 days should begin discussions with their managers in earnest and have a plan developed on the eventual taking of annual leave in order to meet those requirements later on this year. No plan, no excuse.
Budgetary situation for 2020/21
Budgets remain a cause for consternation as the fall-out from the COVID-19 crisis and previous bushfires, droughts and floods continue to be realised. The DPIE Secretary advised there are no budgets set down from 2020/21 as yet and a realistic scenario is that these wouldn’t be finalised until much closer to the end of the year.
Previous PSA correspondence highlighted the need for the DPIE to find $81 million in savings for the period 2019/20 with a further, more significant savings to be found for the period 2020/21/22. The fundamental concern is that any such arbitrary figures that can’t be found in an office chair, consultants or advertising will require restructuring and the subsequent loss of programs and jobs.
It would be a smart Government that realises such cuts to programs and staff during a time where communities are reeling from one crises to another would be a recipe for disaster. NSW needs more funds and programs not further cuts.
DPIE Dr Care
DPIE has engaged a health provider to provide free an independent online health care for staff for any health or allied health issue, similar to the mental health service (EAPS). The main driver is for reduced work compensable issues and subsequent claims. The PSA sought information on the information that would be collected by DPIE and was heartened to hear that there is no involvement or information collection from DPIE.
No staff freeze
Whilst there is no effective staff freeze, the DPIE has made conscious decisions on what roles to fill and not to fill in order to meet the savings target prescribed by NSW Treasury and this Government. The PSA is concerned about staff doing more than one job in order to provide the service to our stakeholders at a time when they are relying on those services the most.
The question for members and for DPIE is what work doesn’t get done and how does that affect the communities they are supposed to help. The PSA will continue to hold the DPIE Secretary to the previous commitments that less staff will not be doing more work.
Creation of DRNSW/movement of corporate staff to DRNSW
During the first weeks of the COVID-19 response, the NSW Government announced the creation of the Department of Regional NSW and following Administrative Orders, picked up a number of agencies and transferred them to the new entity. Corporate DPIE staff, who have just been brought together, are being transferred to DRNSW using Clause 29 of the Government Sector Employment Rules.
The information sought by the PSA was what corporate services will be done in-house to DRNSW and what will be provided as fee for service by DPIE. This includes matters such as Service Level Agreements and those Senior staff members with overall responsibilities. This kind of thought has many of the hallmarks of a ‘shared services’ model.
Temporary & casual staff
The DPIE Secretary provided commitments to temporary and casual staff until 25 September and was quick to retort the PSA concern that the 25 September 2020 date was a cliff where swathes of temporary staff would not be renewed. The DPIE confirmed that all temporary contracts are to be reviewed and some agencies have already informed staff that some contracts will not be renewed past 25 September.
The fundamental concern is the amount of contracts that will not be renewed, the extra work that will be heaped onto staff to fill those gaps, the regional communities that will be affected by the loss of jobs, and the numbers and types of programs that will be curtailed in a process to find arbitrary budget savings.
DPIE Flexible Working Hours Agreement – consolidated
DPIE has identified 12 differing Flexible Working Hours Agreements that currently exist in the agency, in part due to the Government Administration Orders from October 2019. The DPIE has the notion to streamline and consolidate these agreements into one cluster-wide FWHA. Staff would be aware that with all ‘Local Arrangements’ or Flex Agreements there is a duration, review and termination clause. DPIE has flagged this proposal and has not done any work discussions within individual agencies.
Some agencies, such as Sydney Olympic Park Authority, have very limited arrangements and the PSA has pursued this issue in order for the current DPIE agreement to be provided to those staff as the first step in any process.
When/if DPIE continues with the process, the PSA will seek the input from all members and as with all local arrangements, will ballot the membership in order to obtain consent.
Aboriginal Cultural Heritage Branch transfer – administrative order
The DPIE has confirmed that the Aboriginal Cultural Heritage Branch will transfer to the Department of Premier & Cabinet on 1 July 2020. Administrative Orders will be provided by Government before 1 July 2020. This includes temporarily appointed ACH staff through to 25 September but does not include those same commitments from contingent labour.
