The PSA is aware that during the first phase of the COVID-19 response there has been a significant restriction to many members’ access to the newly agreed Flexible Working Hours Agreement (FWHA), causing a significant level of concern amongst the membership.
In response to this the PSA (Delegates and Industrial Staff) have now had a number of meetings with icare management in an attempt to resolve this issue.
The PSA wants to make its position to members very clear:
There has been no change to the icare FWHA
The PSA is concerned that some members believe that there has been a change to the FWHA. The PSA would like to assure members that the FWHA endorsed by members and agreed to on your behalf in December 2019 remains the agreement.
Standard hours
It is a general principle that work-from-home arrangements are usually made to your standard contract hours, which is your seven hours a day for 35 hours per week.
The general HR reasoning behind this is due to the minimal supervision of staff when they are working from home and to attempt to reduce overwork and/or underwork.
It would appear that one of the unintended consequences of recent communications from icare has been to restrict beyond the initial intention the flexibility that staff may require.
As stipulated by both the FWHA and icare Award, standard hours usually requires consultation with the affected employee.
As icare transitions out of the first phase response, the PSA expects a significant move away from this position.
Approval of flexitime by GLT
The decision by icare to move the approval of flextime to the executive level has been another move that has significantly impacted our members’ ability to reasonably discuss their flexibility needs at this time. While it may be necessary for GLT oversight at this time, the PSA expects that members should be able to seek approval from their immediate supervisor in the first instance.
Work loads
It has been another area of difference between the PSA and icare as to appreciating that in many circumstances members have experienced increased workloads not the opposite. This has exacerbated the issue for members as to the use of ordinary flexible working hours.
Recording of hours
The PSA is extremely concerned to hear that members are not recording the actual hours that they are working on their time sheets.
It is very important from a Work health and Safety perspective that you record accurate hours of work. The PSA considers that it is unlawful to ask members to record times different to that which a member works.
Consultation
While the most significant issue being reported to the PSA at this time is the access to flex, it has raised a number of other matters that will require ongoing consultation, these are:
Transitional Flex Arrangements
Excess Recreation Leave (more than 30 days)
Return from work from home arrangements and easing of COVID-19 restrictions
Further more detailed communications on these matters as they progress will be sent to members shortly.
Next steps
At the JCC meeting with icare on 28 May 2020, the PSA advised management that we were at the point where we would be seeking the assistance of the NSW Industrial Relations Commission in attempting to resolve this issue.
In response to that, icare management requested further meetings to explain its position and understand the PSA’s.
The PSA has now had an additional two further meetings with the most recent being on Monday 15 June 2020.
At this meeting the PSA was given an undertaking by icare that it will look to have a resolution to the PSA to address these concerns by Thursday 18 June 2020.
If this does not address the issue the PSA considers that at this time it will have exhausted all reasonable avenues of attempting to resolve the matter with icare and will seek the assistance of the Industrial Relations Commission.
Your PSA wrap-up: pay rise, award transition, COVID-19 and more!
It’s been a huge year for members in schools and we are only halfway through.
The PSA wants to extend our thanks to all of you who have been working tirelessly throughout the different crises that have hit our state. We respect and admire your professionalism and hard work in supporting your school community in extremely difficult circumstances.
Through it all the PSA has been there supporting you so you can be safe and protected. Below are just a few of the things the PSA has been working on and lobbying for so that your working lives can be improved.
In this update
2.5% Pay Rise
School Learning Support Officers and Student Health Support transition
Business Manager Transition
Staffing Methodology Review
Professional Learning
Staffing in New and Combining Schools
Service Transfers
Work Health and Safety (general)
Work Health and Safety (covid-19)
International Education Centres – employment during covid-19
Use of FMWeb
Student Support Officer position
SASS and the 2.5 per cent pay rise
The Government wants to freeze wages of all public sector workers despite the Public Service keeping the state and its people going throughout the drought, bushfires, floods and COVID19. The move to do this was defeated in the Parliament.
The matter is now in the Industrial Relations Commission but the SASS Award is exempted at present because it is an ongoing award. It is possible that the Government will try to do something in 2022 when your award expires and the PSA will have to return to the IRC but, for now, you will receive the 2.5 per cent increase won for you by the PSA last year.
The PSA will continue to fight to protect your hard-won, hard-earned increases.
School Learning Support Officer (SHS) Transition
The transitioning of SLSO to SLSO Student Health Support (SHS) was due to begin in Term 2. This has slowed a little due to the Pandemic.
Any SLSO who has been carrying out Health Care Procedures (HCP) and who has HCP Training Certification can be directed to take on the new SHS duties. The PSA advises all SLSOs with this certification to make themselves aware of what it entails.
All classifications, but especially SLSOs, should familiarise themselves with their new statements of duties that were implemented in September 2019. Members are encouraged to make themselves aware of any changes within them. The statements of duties and PSA fact sheets can be found HERE.
Business Manager transition
The Department of Education (DoE) has begun working on the implementation of Business Manager classifications in to the School Administrative and Support Staff Award. DoE previously communicated with staff about the transition late last year following the making of the SASS Award in September 2019.
The introduction of the BM classification into the SASS Award strengthens the administrative career path within schools through the SAO, SAM and BM roles. The Business Manager classification also retains equivalency with other public sector roles which means staff can apply for Public Service positions and know their role’s equivalent
The PSA will continue to work with our BM delegates to ensure that the process of transition is implemented consultatively and will report back to members as discussions progress.
Staffing Methodology Review
The PSA has previously reported on the Staffing Methodology Review which aims to address resourcing issues across all classifications in schools. The review has progressed with the development of modelling on different staffing formulas almost complete. We will report back further as the review progresses.
Professional learning and training
The PSA has raised a range of issues with Department representatives from professional learning for Non-Teaching Staff (PLNTS) including release and relief for SLSOs, specific training needs for General Assistants, Farm Assistants, SLSOs and SAO Science staff as well as some positive feedback on a range of professional learning that has been developed and delivered remotely throughout the Covid-19 crisis.
The PSA is collating further feedback from members and delegates across the classifications to provide to PLNTS and will continue to work with them to ensure training and professional learning meets the needs of staff.
Guidelines on staffing for new schools
The PSA raised concerns at the last Joint Consultative Committee, as the guidelines do not adequately reference advising the PSA or work health and safety consultation processes that are required throughout the build of a new school, refurbishment or merging of two schools. The Department will now consult internally and report back to the PSA.
Service transfers
In December 2019 the Department of Education distributed information on the removal of service transfers. This change will be complete by September 2020. The DoE will consult with the PSA on the changes prior to that date and we will keep members informed.
Work Health and Safety – general
At the request of the PSA peak level Work Health and Safety meetings have been scheduled once a term to deal with a wide range of issues raised by members relating to their safety at work. PSA staff attend along with elected delegates of the union representing each classification including General Assistants, SAO Science, Administration and SLSOs. Delegates are able to raise issues affecting their classification directly with senior WHS staff.
Work Health and Safety – COVID-19
A key discussion at the recent WHS meeting was COVID-19 and. in particular. access to Personal Protective Equipment (PPE). The Department has prepared a significant amount of material around PPE which is available on the intranet. We encourage members to familiarise themselves with this information.
Each school needs to manage the situation locally and the Principal is ultimately responsible for ensuring protocols and protections are in place. The executive of the school should be dealing with the school community to educate them on new protocols and ensure that they are not breaching recommendations.
It is Important for members to raise issues directly with their supervisor and/or Principal so that it can be managed locally.
International Education Centres
The PSA was contacted by a number of International Education Centres across the state about the impacts of COVID-19 on enrolments and resulting staffing levels at IEC schools. DoE recognised that this is an issue and are working on ways that IEC staff can continue to be supported and employed for the remainder of the year.
Use of FM Web and third-party software
Many of you would be aware that the PSA was involved in a dispute with DoE regarding the use of FM Web and third party software by SAS Staff and General Assistants. The PSA has used all available industrial and legal means to protect member’s interests through this dispute.
With the advice of the IRC we reached agreement on the requirements that this work be undertaken including that the Principal is responsible for management of workload and provision of training. DoE has also made it clear the scope of the work that fits within both the General Assistant role description and SAS Staff statements of duties.
If you would like more information on this issue, please email or contact the Member Support Centre on 1800 772 679.
Student Support Officer position
The Department has received additional funding to increase recruitment of Student Support Officers (SSO). SSOs fulfil a Youth Worker type role, mostly in High Schools and are eligible to be members of the PSA. The PSA has been involved in consultation around the introduction of this role into schools and has been in discussions with existing SSO members. If you are an SSO or have one in your school please let us know via .
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.
As you would be aware the PSA lodged a dispute with the Industrial Relations Commission (IRC) in relation to the pending closure of the Heritage Core part of the Powerhouse Museum.
The basis of the dispute is the PSA’s view that management have not properly consulted with the PSA over the first stage Museum closure impact on employees’ jobs.
The PSA estimates up to 120 employees will have their work impacted by the first stage closure.
Under s.65 of the Crown Employees (Public service Conditions of Employment) Award 2009 the employer is obliged to consult with the union on change that significantly impacts on employees.
The PSA is seeking:
That the closure of the Heritage Core be deferred in line with earlier expectations to enable proper discussions regarding this matter, particularly as it relates to employees of the organisation.
That the Powerhouse provide the PSA with a Change Management Plan and appropriate detail relating to those affected and that this include casual, those on fixed term contracts, and any ongoing employees (if any).
That those on fixed-term contracts be extended for the course of these discussions.
That other opportunities be explored and canvassed by the Powerhouse Museum to enable continued employment to occur for affected employees.
That if it reaches a point where options do not exist consideration be made to severance or voluntary redundancy payments for affected staff including fixed-term employees and casuals.
To date the PSA have been advised that a proposed Change Management Plan for discussion is yet to be signed by the Minister.
As a result of the matter being before the IRC on 11 June the parties are to meet on 17 June and report back to the IRC on 19 June.
The first stage closure could impact up to 120 people’s livelihoods. The PSA is in the corner of those estimated 120 people to ensure their employment is protected.
You can read further comments from the PSA’s Assistant General Secretary HERE.
Thank you to those that attended our Zoom meeting last week to discuss the announcements made by the Vice Chancellor with respect to the upcoming wage increases and large scale university restructuring.
As we stated clearly in the meeting, we are firmly opposed to the proposal to cancel wage increases without any consultation with your elected staff representatives and unions and we will vigorously campaign for the university to explore alternative cost-saving measures.
The university had scheduled a meeting with union representatives last week. However, that was cancelled due to the extraordinary University Council meeting. Fortunately, our CPSU NSW Branch President, Toni Ledgerwood, was invited by the Chancellor to attend the meeting as a trusted observer and was given the opportunity to address Council on the issue of the wage increase cancellations.
Following the Council meeting we met with the Vice Chancellor and other management representatives. In this meeting we spoke of our desire to work collaboratively with the university to develop a response which supports our ongoing success without implementing measures which would have a punitive effect on staff.
We voiced our concern about fear-mongering and our dissatisfaction with the disregard we felt had been shown to staff in the context of how the recent announcements were made. We made it clear that staff needed to be heard.
During the meeting we proposed a series of measures which we believe may have a more comprehensive impact on the university’s bottom line than wage cuts. We pushed hard for the university to explore the $750 million NSW Government Loan Scheme announced on the weekend.
In addition to non-labour related measures, we suggested the university consider cost-saving measures such as voluntary fractional appointments, initiatives to reduce leave liabilities, a banked annual leave scheme and the possible deferral of next year’s wage increase.
We also demanded that the Planning Ahead Committee include union representation to ensure that members have an active voice in decisions that will affect workforce restructuring and change management.
The university has now written to us to advise that it has considered these options and at this point, still intends on pursuing the wage increase cancellations and a program of forced redundancies.
We will oppose the university’s preferred options which, if adopted, would result in a protract wage freeze and heavy job losses. It is a blunt instrument when we need surgical precision, collaboration and basic human decency.
The CPSU NSW has signed a Memorandum of Understanding with Western Sydney University to protect Professional Staff jobs and make sensible, pragmatic savings to support the University’s financial position moving forward. Click HERE for a copy of the MOU.
The deal is the first of its kind in NSW and involves a combination of proposed mandated leave arrangements in exchange for job security, as WSU seeks to achieve a range of cost-reduction measures in collaboration with campus unions and staff.
Under the terms of the deal, university staff will be required to take seven days of annual leave between September and December 2020 in an effort to reduce the university’s leave liability and save an anticipated $8 million.
Additionally, HEW 3 to senior Professional Staff covered by the enterprise agreement will also purchase leave under a Banked Additional Leave Scheme according to the following sliding scale:
HEW 1-2: No BAL requirement
HEW 3-5: 3 Days
HEW 6-7: 4 Days
HEW 8-9: 5 Days
Senior Staff: 8 Days
* casual and short-term contract staff will not be required to purchase leave through the BAL scheme
The proposed changes come in response to the downturn in international students studying in Australia, as the sector grapples with the fallout from the global coronavirus pandemic and anticipated losses in operating revenue.
While many universities are pursuing cost-savings measures including heavy pay cuts (5-15 per cent) and mass job losses, WSU and the CPSU NSW have been able to find alternative measures that we believe can win staff support and ensure the university remains sustainable and well positioned to continue its success into the future.
The changes outlined in the MOU will be put to a vote of all Professional Staff covered by the existing agreement.
The CPSU NSW strongly encourages members to VOTE YES in favour of the package.
For more information, contact the CPSU NSW on 1800 772 679.
The CPSU NSW has signed a Memorandum of Understanding with Western Sydney University to protect Professional Staff jobs and make sensible, pragmatic savings to support the University’s financial position moving forward. Click HERE for a copy of the MOU.
The deal is the first of its kind in NSW and involves a combination of proposed mandated leave arrangements in exchange for job security, as WSU seeks to achieve a range of cost reduction measures in collaboration with campus unions and staff.
Under the terms of the deal university staff will be required to take seven days of annual leave between September and December 2020 in an effort to reduce the university’s leave liability and save an anticipated $8 million.
Additionally, HEW 3 to senior Professional Staff covered by the enterprise agreement will also purchase leave under a Banked Additional Leave Scheme according to the following sliding scale:
HEW 1-2: No BAL requirement
HEW 3-5: 3 Days
HEW 6-7: 4 Days
HEW 8-9: 5 Days
Senior Staff: 8 Days
* casual and short-term contract staff will not be required to purchase leave through the BAL scheme
The proposed changes come in response to the downturn in international students studying in Australia, as the sector grapples with the fallout from the global coronavirus pandemic and anticipated losses in operating revenue.
While many universities are pursuing savage cost savings measures including heavy pay cuts (5-15 per cent) and mass job losses, WSU and the CPSU NSW were able to identify a range of non-salary related measures before negotiating proposed variations to the enterprise agreement that we believe staff can support, and ensure the university remains sustainable and well positioned to continue its success into the future.
The changes outlined in the MOU will be put to a vote of all Professional Staff covered by the existing Western Sydney University Professional Staff Agreement 2017.
For more information, contact the CPSU NSW on 1800 772 679.
The Community and Public Sector Union (CPSU NSW) has slammed the University of Wollongong for employing “dirty tactics” in an effort to skew the university’s options survey towards vicious pay cuts and big job losses.
The UOW staff poll released today asks staff to select one of three options, all involving pay cuts or job losses.
The UOW branches of both the CPSU NSW and the NTEU have rejected the university’s proposals and have called on staff to vote for Option 3 (status quo) and push instead for a negotiated outcome.
In response to the position jointly adopted by the campus unions, the university has tweaked the online poll to insist staff indicate a second preference in order to submit a valid vote.
Vicki Dodd, Chair of the UOW Branch of the CPSU NSW, labelled the decision “deplorable” and “nothing more than an attempt to rort the outcome”.
“This survey has no credibility, none,” she said. “Universities around the country are looking at ways to mitigate the financial pressure brought on by the pandemic and restrictions on international student travel.
“We understand that, and staff and the unions are willing to work constructively with UOW to find solutions. Remember, it’s UOW’s staff who have earned our university its place in the top one per cent of universities in the world. Where would we be without their contribution?
“We’re calling on the Vice Chancellor to stop the farce. Stop the chest-beating. Stop the fear-mongering. Sit down with staff and their unions, and talk.
“Let’s behave like adults.”
For more information, contact the CPSU NSW on 1800 772 679 or .
The University of Wollongong is polling staff on three wrecking-ball options to cut wages and shed jobs in what it says are critical measures as it seeks to reposition in response to the Coronavirus pandemic and anticipated losses in operating revenue from international students.
However, little detail has been provided to substantiate the extent of any expected losses, and comes in spite of recent analysis showing the university’s exposure was “low-risk” and confirming UOW maintained strong cash and asset reserves.
The CPSU NSW has condemned the approach taken by UOW and has called on the Vice Chancellor to sit down with staff and unions, and identify sensible savings measures that can win the broad support of the university community.
Until there is a cool-headed attempt to work in partnership with staff to find local solutions supported by evidence, the CPSU NSW will not be supporting any variation to the professional staff enterprise agreement.
If that means voting for option 3 in the Vice Chancellor’s Clayton’s poll to leverage further discussions, then we are recommending staff Vote 3. We would like to recommend a vote for “none of the above.”
At this point we are highly suspicious of UOW’s tactics, which we believe exploit staff fear and insecurity in an effort to drive sweeping changes to employment arrangements and justify big job losses.
We note the NSW Government has just announced a new $750 million package to assist the sector to weather the immediate financial impact of the crisis.
Further discussions are also continuing in relation to a so-called “secure corridor“ for international students returning to study safely in Australia.
In short, while we appreciate the sector faces a genuine financial crisis, and we have argued governments must do more to help our universities, we are also conscious that things are moving rapidly and Australia is well positioned as a safe haven for international students seeking to study at our world class public universities.
We will work constructively, as we always have, with the sector to find solutions and support success.
We will not, however, allow university staff to be trampled and silenced when they have a right to be included in the conversation, and their opinions heard and properly considered.
For more information contact the CPSU NSW on 1800 772 679.
CPSU NSW invites you to attend a Lunch-and-Learn session on organisational restructuring
As a member of the CPSU NSW you would be aware that we are passionate about education and employee rights.
As the sector confronts unprecedented financial challenges, we are doing our best to keep university professional staff informed through regular updates and online forums.
To complement our work, we are also pleased to offer members training so you have a better understanding of your enterprise agreement and how it operates.
The CPSU NSW has put together an online Lunch-and-Learn package on organisational restructuring. The sessions run for an hour and are open to all members with the aim of giving you a better understanding of your enterprise agreement and the processes involved during a restructure.
There are two sessions and the details to enroll and log in are below.
The CPSU NSW is the union for professional staff in universities, we only cover Professional Staff and will always put professional staff interests first.
We are taking the unusual step of inviting all Professional Staff employed by the University of Wollongong to this Zoom meeting because your pay and job security is so important.
Assistant Branch Secretary of the CPSU NSW, Troy Wright will address the meeting.
This meeting will be held Friday 5 June at 12:00pm.
The CPSU NSW UOW Branch is extremely disappointed about the path the university has chosen to take. We acknowledge the significant impact of the pandemic and have repeatedly asked to work with the university, and be consulted about its financial situation, during this trying time.
We have repeatedly posed questions and sought information to be able to inform our members of reasonable steps we can take together. The university has chosen to go alone without any staff or union consultation.
UOW management has ignored staff questions, concerns and requests for information. Staff should not be alone when considering this incredible assault on their conditions and salaries.
We will not be ignored! CPSU NSW membership gives you a voice and a vote in determining your working conditions. We put the interests of Professional Staff first.
Never before have your terms and conditions of employment, which we have developed and negotiated over many years, been under such a threat from such unusual quarters. But also never before has your membership of our union been more important in protecting these conditions. We want a sustainable UOW and to save as many jobs as possible.
The CPSU NSW is outraged this proposal has been dumped on Professional Staff without any negotiation with your union. The university must exhaust all other options and look at less-intrusive alternatives to cutting salaries and staff.
This is not the end of the process: it is only the beginning. We demand to be at the negotiating table to get the best outcome for you, the members.
We look forward to standing with and for you in defending your working lives from this extraordinary assault and putting your interests first.
Stand with us today!
How to stand with us
Get in touch with the CPSU NSW Member Support Centre on 1800 772 679.
Not a member ? Now is the time to sign up for the fight: join online HERE
As the Government begins to ease restrictions and continues to monitor new COVID-19 cases, your union is here for you.
We’ve been active in your workplaces and online, supporting members during this time, and we are working together to wrap up the things you might need to know for the next few weeks. As always, if you have any questions about workplace conditions you should speak to your elected workplace leaders: your Delegate, Departmental Committee Delegate, Aboriginal or Women’s Councillor, or Central Councillor. Your Member Service Centre (MSC) is only a phone call away, as is your workplace Organiser. We are here to help. Here’s our quick round up of helpful links and tips.
Wanting to know what to claim back on tax? The ATO has a guide HERE.
Need support with an issue or injured at work (including at home)? PSA is here to support you.
We made a number of changes to operations to better support members during COVID-19. This included expanding our Member Service Centre (MSC) hours and operating seven days a week during the peak COVID cases and changes to your workplace. We are now back to our usual operating hours as calls have slowed, but we are still available to take your calls about any workplace issues Monday- Friday. You can call us on 1800 772 679 or 02 9220 0900.
We have dedicated officers helping out members with Workers’ Compensation claims and Injury Management, whether this is work-related or not. You can be referred through our MSC when you call.
If you are injured at work, the Workers Health Centre can help you with your queries and return to work too. They have dedicated providers in NSW. See more HERE.
Every Department has its own EAP (Employee Assistance Program) you can use for yourself, or members of your own family. Please refer to your own Department or Agency’s Intranet for contact details.
Sitting at the dining room table for the next six weeks?
Take advantage of the Workers Health Centre Ergo (ergonomic) check HERE.
Want to upskill, or struggling with some aspect of doing your work at home?
Hardworking PSA CPSU NSW members at TAFE NSW have supported TAFE to provide a range of free online COVID-19 support courses. You can find them all HERE.
Stressed?
Working at home and dealing with changes brought about by COVID-19 can be stressful. If you need assistance, here are some services you can contact:
Lifeline You can call 133 11 14, text or online chat HERE. Beyond Blue you can call 1300 22 46 36, and find their Covid support resources online HERE. DV Hotline 1800 656 463
Want to get moving at home?
Physical health can help your psychological wellbeing. Many gyms and fitness organisations have shifted online. You might find your favourite class has too or a free view class on YouTube. Several PSA CPSU NSW staff like the Australian Ballet class for beginners HERE.
With fitness and exercise activities, members are encouraged to undertake activities at their own level and under medical guidance if at risk. Despite your workplace now being your home for people working from home, if you increase your risk, it is unlikely that any injury will be covered by workers’ compensation.
