Did you know PSA Organisers are essential visitors?
Over the last few weeks PSA Organisers have been visiting schools to drop off information and make sure members have access to advice and support, something that is even more important through the pandemic.
Unions have been declared an essential service. It is essential for all workers to have access to their union.
This means members and non-members having access to the PSA through visits and meetings.
Organise a meeting or visit now for updates on the wage freeze, safety during Covid-19 and more
If you would like a meeting at your school this can occur face to face, adhering to strict social distancing measures, or by teleconference or video call.
Our specialist Schools Organisers can update you on a range of matters including conversion to permanency, the upcoming Business Manager transition and Work Health & Safety including advice about how your school is managing Covid-19.
If you would like a visit or meeting, please don’t hesitate to contact your Organiser.
Alternatively you can contact the schools team at or Member Support Centre on 1800 772 679 to request a visit.
Tell us what you think – take the three-minute PSA survey
We want to hear from all classifications of support staff in schools about how things are for you.
If you can spare just three minutes of your time to fill in our simple survey it will give the PSA a better understanding of how you are feeling about your return to working on campus.
The survey is confidential and no individual respondent will be identified.
The past few months have been some of the most unusual and difficult for members working at the Ministry of Health.
The PSA has been working with your delegates to identify and resolve workplace issues and support individual members on a case by case basis. We are also at the forefront of the fight against the public sector wage freeze.
For more information, including links to our media release and video on this click HERE.
We want to hear from you – take the five-minute PSA survey
The PSA would like to hear from a wide range of members working at the Ministry that are central to the health of NSW during the Covid-19 pandemic.
If you can spare just 5 minutes of your time to fill in our simple survey it will assist us to continue to work on the things that members care about.
This survey is confidential and no individual respondent will be identified.
There have been significant media discussions over the weekend regarding your public sector pay rise.
This media has included suggestions of one-off cash payments, more jobs, and increased job security. At this stage, the PSA has had no offer put to it and has made no deal with the NSW Berejiklian Government.
On late Friday afternoon, the Government released a new Wage Freeze Regulation, freezing your pay. Although we are hopeful the Upper House will overturn this regulation this week, this Regulation is the sole action of this government in terms of your pay. Thank you to the thousands of members who showed their support after our bulletin last week HERE seeking the support of the crossbenchers.
The PSA has been negotiating with the Government for a pay rise through the Industrial Relations Commission since March. We are still looking to negotiate, but in the Commission we have been met with delays due to the Government not having a bargaining position until now.
The planned conciliation did not go ahead this morning. It will be rescheduled hopefully later this week, or next week.
All the while, the Government continues to use the media to run a campaign against the same employees who have this year saved the state during two of the worst events of living memory; the Black Summer bushfires and the COVID-19 crisis.
The PSA is fighting for a fair wage increase for members this year. We will also give members a say on any substantial offers, and any clearly articulated proposals put to us formally by the Government.
We also confirm that at this stage the pay rises in TAFE NSW, Transport and Schools will be paid as agreed. However, the Wage Freeze Regulation makes it clear that at the end of the current deals, the Government will try to impose its wage freeze on these members for 12 months.
Despite the media, the PSA has had no detail provided as to how a $1000 cash payment would work, how job security could be instigated when the Government’s own Regulation prohibits no forced redundancies, what effect this would have on the three per cent per annum efficiency dividend (budgeted job cuts) nor how assurances could be made to secure future years’ pay rises.
The PSA is meeting with other unions today and the PSA’s Central Council is meeting tonight. We will keep all members informed as these discussions continue.
Your union is the only body making wage claims on your behalf. Now is a good time to remind any colleagues who are not PSA CPSU NSW members it is time to JOIN their union.
Community Corrections COVID update: Temperature testing
The PSA continues to have fortnightly meetings with Assistant Commissioner Sandra Crawford to discuss matters arising out of changed work practices through COVID. The PSA is also involved in the daily CSNSW Command Post briefings to be updated on day to day matters. The last bulletin update sent to members is available HERE.
Community Corrections advised last week that hand-held thermometers were being distributed to centres, accompanied by a SOP published this week.
Members using the thermometer should familiarise themselves with this SOP and raise any questions or concerns with their Manager in the first instance.
Some members have indicated to the PSA that they don’t want to be tasked with testing visitors and offenders due to health concerns for themselves or someone in their household. A/C Crawford indicated no staff would be forced to check temperatures of visitors and offenders against their will, and should advise their Manager if they are uncomfortable with performing this practice.
The PSA is supportive of the overall practice as it is aimed at protecting staff and detecting low-range fevers that may be indicative of an infection risk. The health advice is that the PPE prescribed in the SOP is sufficient given the very short time for which the person conducting the test is in proximity to the person being tested. The practice is also in line with what has been implemented in Correctional Centres for some weeks.
If you have further concerns that cannot be addressed through your Manager or Director, please contact the PSA.
A union workplace is a fairer workplace. Make sure your colleagues are covered too by encouraging any non-members to JOIN THE PSA!
MAAS casuals will have received notification by now as to whether they have been considered eligible for continuing payment equivalent to their average fortnightly earnings.
The PSA has been contacted by some casuals who believe they should be eligible for the payment but have been notified otherwise.
The PSA will advocate for any member who has incorrectly missed out on the payment. As such we have developed the following short survey.
The NSW Government should be thanking its essential workers in the public sector for their work during the COVID-19 pandemic and the catastrophic fire season, not handing them a pay freeze.
The public sector stopped the virus. It fought the fires. There is no group of worker in NSW more entitled to a pay increase.
Public sector workers are the community. During the pandemic, many PSA members continue to go to their workplaces to ensure NSW keeps running during the pandemic. For members in workplaces such as the Ministry of Health, prisons, Youth Justice facilities, national parks, Service NSW branches and schools, working from home was not an option.
Other essential workers continued to serve the state while working from home. While much of the economy shut down, NSW stayed open.
Asking for a 2.5 pay rise is not being greedy, it is ensuring members’ pay packets keep up with the cost of living.
Make no mistake, this is a pay cut: the difference will not be made up in future years. Even members receiving pay rises under existing awards and agreements this year will miss out on pay increases in years to come. For workers planning to retire, this will affect their defined benefits scheme payouts for the rest of their lives.
Not only is the move an affront to the hard work of PSA CPSU NSW members, it also makes no economic sense. From the Great Depression to the Global Financial Crisis, history has shown austerity just makes fiscal downturns more acute.
The most powerful economic stimulus for the NSW Government is its own workforce. The 2.5 per cent pay rise due to members represents almost a billion dollars. That is $1 billion more money spent in local communities. This could be the difference between small businesses surviving or going bust. Pulling spending money out of an economy will just entrench a recession.
The PSA will be contacting members in the coming days to get their feedback on this short-sighted decision by the State Government.
Our applications for pay increases to awards such as the Crown Employees (Public Sector – Salaries 2020) Award are still with the Industrial Relations Commission.
Your union has also issued a press release alerting the media to our opposition to the pay freeze. You can read the press release HERE. You can see a video presentation on the pay cut from General Secretary Stewart Little HERE.
The PSA has recently been advised by a number of members that they are required to return to the workplace, following a period of working from home during the COVID-19 pandemic.
The new Public Health Order which took effect on 15 May 2020 made changes to explicitly require an employer to allow an employee to work at the person’s place of residence where it is reasonably practicable to do so. This shows the Government is serious about workers continuing to work from home.
The NSWPF has advised there is no organisation-wide direction for employees to return to the workplace and that all circumstances are to be considered on a case-by-case basis. It is clear the requirements of individual roles need to be considered when assessing whether it is ‘reasonably practicable’ for an employee to work from home. As such, decisions regarding individual workplaces need to be made by local commanders/managers. Such decisions also need to take into account the operational requirements of that location to ensure that there is no impact on the provision of policing services.
Members who are from vulnerable groups or who are caring for members of vulnerable groups should continue to discuss their individual situation with their Command to ensure the appropriate mitigations strategies are put in place. This may include an extension of an interim work-from-home arrangement.
Police published an application form late in April in anticipation of children returning to school. The form allows staff to apply – or re-apply – to work from home for reasons other than looking after children at home. The form can be accessed on the NSW Police Intranet at:
The kind of issues which could be raised in an application include:
Difficulty getting to work on the reduced public transport services
Need to pick up and drop off kids from school
Grandparents not able to provide childcare assistance due to COVID isolation
Any relevant medical issues
Whether work from home has been working or would be practical
Where an application is declined by local management, staff can appeal to the Regional HR Manager and ultimately to Corporate HR.
Anyone currently working from home who is concerned they will be required to return to the workplace against their wishes should complete and submit the form to their commander.
The PSA will assist members with appeals against decisions denying applications to work from home.
Your PSA staff
Andrew Wright Industrial Officer
Roland Harris A/Industrial Officer
A union workplace is a fairer workplace. Know a colleague who’s not yet a member? Get them toJOIN ONLINE TODAY!
Please encourage colleagues who are not yet members of the PSA to join now. In times of crisis, it is more important than ever for public sector workers to be union members.
The PSA CPSU NSW has had a significant number of enquiries from members regarding the pandemic and pregnancy.
The PSA is advising members of medical resources to help keep members informed and safe, in consultation with their treating medical advisors.
Safety and pregnancy
The Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG) has issued arevised message for pregnant people and their families during COVID-19.
This message describes anyone who is pregnant as “vulnerable” due to the changes in their body that occur during pregnancy. RANZCOG refers to reduced lung capacity and immunity changes as part of pregnancy as well as other changes, and the need to regularly monitor in consultation with your doctor.
NSW Health has a YouTube channel with videos regarding its advice on pregnancy and COVID-19.
There are a number of conditions that can occur during pregnancy which may put you more at risk at work during the COVID-19 pandemic. You should see your doctor for specific medical advice regarding your ability to work safely in your job and any adjustments.
What industrial protections are available for pregnant members?
There are provisions for special leave for members suffering from COVID-19 infections or caring for someone in their family with a COVID-19 infection.
Through negotiating your industrial instruments, the PSA/CPSU-NSW has ensured all employment instruments (awards and enterprise agreements) provide for access to safe working environments for pregnant workers. These precautions are enshrined into your employment arrangements such as those endorsed bySafeWork, to ensure your ability to access safe work through adjustments whilst pregnant and enable rapid dispute resolution to gain these adjustments.
These provisions are included (for example) in the Crown Employee (Public Sector Conditions of Employment) Award through provisions such as the following:
75.15 An employee who is sick during her pregnancy may take available paid sick leave or accrued recreation or extended leave or sick leave without pay. An employee may apply for accrued recreation leave, extended leave or leave without pay before taking maternity leave. Any leave taken before maternity leave, ceases at the end of the working day immediately preceding the day she starts her nominated period of maternity leave or on the working day immediately preceding the date of birth of the child, whichever is
75.18 If, for any reason, a pregnant employee is having difficulty in performing her normal duties or there is a risk to her health or to that of her unborn child the Department Head, should, in consultation with the employee, take all reasonable measures to arrange for safer alternative duties. This may include, but is not limited to greater flexibility in when and where duties are carried out, a temporary change in duties, retraining, multi-skilling, teleworking and role redesign.
75.19 If such adjustments cannot reasonably be made, the Department Head must grant the employee maternity leave, or any available sick leave, for as long as it is necessary to avoid exposure to that risk as certified by a medical practitioner, or until the child is born whichever is the earlier.
How has workplace safety manifested across the sector during COVID?
Every pregnancy and every job is slightly different. Some employers have supported employees during COVID-19 working from home, or in the back office, whilst some have enabled workers being taken out of environments where they have higher physical demands, or restricting visits to outside clients.
We would advise members to consult with their medical advisors and their manager and contact the PSA to discuss any roadblocks you experience in gaining the adjustments you need.
NSW Health has advice and assistance through its Get Healthy during Pregnancy Program which includes a personal coaching service to assist HERE.
As members would be aware, the NSW Government has announced that from June 1, visitors will be able to return to Taronga Zoo. While the Zoo and the Government have referred to some protocols that will be in place, there is little in terms of specifics at this point.
The PSA is scheduling an urgent meeting with Zoo management so adequate consultation surrounding the work, health and safety of both the public and employees can be undertaken.
Some questions that the PSA will be asking include:
Has a full risk assessment been undertaken?
What PPE will be available?
What specific protocols will be put in place to ensure the safety of employees?
Will there be increased staffing to ensure protocols are observed?
The PSA would like to hear from members regarding any concerns they might have with the re-opening. We have put together a short survey for members to give us your feedback/concerns.
We will also be scheduling member meetings, details of which will be distributed shortly. Additionally, you can also contact your Organiser Chris Bird via email at .
While the re-opening of Taronga Zoo will assist in easing the significant pressure on the Zoo’s budget, the NSW Government needs to address the massive drop in revenue the COVID pandemic has caused, and will continue to cause for some time. The PSA will continue our campaign to call on the NSW Government to Keep Our Icons Alive through additional funding for Taronga Zoo and other tourism/cultural institutions. If you haven’t already, you can support our campaign by sharing or liking the Keep our Icons Alive video.
Not a member?
Join the PSA today to have your say on the re-opening of the Zoo atwww.psa.asn.au.
The PSA has been meeting with icare management over members’ concerns about COVID-19 restrictions and their impact on working arrangements.
Flexible Working Hours Agreement
With many employees now working from home, communications to staff have focused very much on working standard hours; that is your contract hours of seven hours a day.
The PSA is expecting further communications and with the GE for each of their areas of responsibilities regarding flexibility.
In the interim the PSA would like to remind members of the following:
Please record the actual hours you work – do not under- or over-record, this is important if there are any workers’ compensation issues,
Do discuss with your people leader if you need to have flexibility and how that might work,
Do not take sick leave to offset for flex leave – sick leave should be for when you are sick
If you are having any difficulties remember you can contact the PSA for assistance.
Working from home arrangements
There are a lot of discussions in the media on workers returning to offices and all school students returning to school from today – 25 May 2020. Therefore, it is understandable members will be concerned about how this will impact them.
In general, where it is reasonably practicable to do so, if you are able to work from home and are doing so, it is expected this arrangement will continue in icare for the time being. There are a wide range of issues that have to be taken into consideration in returning to the workplace and the PSA, on members’ behalf, will be engaged in ongoing consultation around this.
Again, any members who are experiencing difficulties with their arrangements are encouraged to contact the PSA for further assistance.
Next Joint Consultative Committee (JCC)
The next JCC meeting with icare management is on Thursday 28 May. The JCC is attended by PSA Delegates and industrial staff as part of the consultative arrangements so that matters such as the above can be addressed.
UNSW cool on NTEU/AHIEA National Framework Agreement
Professors Ian Jacobs and Anne Simmons have written to university staff to confirm UNSW will not be adopting the NTEU/AHIEA so-called National Jobs Protection Framework.
While the CPSU NSW cautiously welcomed the decision, and the opportunity to work with UNSW and our NTEU colleagues locally to discuss tailored and practical cost-reduction measures to support sustainability and jobs, we are concerned by the strong implication from UNSW that the framework would be too inflexible and stifle restructuring.
We expect to meet with UNSW again in the coming days to clarify the university’s decision on the framework and future discussions.
The CPSU NSW believes UNSW, as one of Australia’s premiere public universities, retains an enviable corporate reputation and will emerge strongly in a post-pandemic market. We hope to work constructively with all stakeholders to ensure this success.
For further information, contact our UNSW Professional Staff representatives Alister Wareing (), Kate Brown () or branch organiser, Kirra Jackson on 1800 772 679 or .
The Service NSW Joint Consultative Committee Meeting was held on 21 May 2020, the following is a report back to members on the issues discussed at that meeting.
Phased return to Driver Testing
The PSA has been involved in ongoing discussions with the Department around Driver Testing and COVID – 19. While the current restrictions to only essential testing are in place discussion is now about how to return safely.
At this time, it is proposed to have a four phased approach to resuming Driver Testing starting from 1 June 2020 which, in brief will be:
Restore all Heavy Vehicle Testing
Cancelled Driving Tests rescheduled (1800 tests)
Overseas License Holder Testing
Full testing resumed
The proposed phasing will allow for Service NSW to either accelerate or pause between the phases depending on the situation.
In addition to the proposed phased return, current ongoing controls and PPE will continue for Driver Testers, that is the requirement for applicants to provide health statutory declarations, provision of disposable seat covers, face masks and gloves for DT’s.
The Department is also looking to use the COVID-19 app to assist with increased notification if an applicant were to later test positive to COVID-19.
Driver Testers who are at ‘high risk’, will continue on alternative duties.
There will also be the addition of a further 50 temporary Driver Tester roles for a period of at least 6 months to assist with the backlog in testing which is currently estimated at 32,000 tests.
The PSA has made representations to Service NSW to progress the appointment of the Customer Service Representative/Driver Tester to full-time Driver Tester/CSR roles and it was confirmed at the JCC that an EOI for those roles had been sent out to staff.
COVID – 19
As with the return to Driver Testing, the focus now in response to COVID – 19 is how and when those Service NSW staff who are working from home can safely resume to work.
It is expected for the time being that all current Work from Home arrangements will be extended as an attempt by the Government to take some pressure off public transport systems.
In addition to this, there are a large number of factors that also need to be taken into consideration such as maintaining safe social distancing within the workplace, for example lift capacity, foyer/reception areas and ‘hot-desking/ABW/etc’, just to name a few all need to be coordinated.
The PSA also wants to emphasise to those members who have WFH arrangements due to medical reasons that these will continue until the health advice changes.
Members are reminded that if they are having any issues in relation to needing work from home arrangements or any other COVID – 19 related work issue, such as the provision of adequate PPE equipment, they can contact the PSA for further assistance.
Service 1000
In response to the additional workload that COVID-19 has seen in Service NSW a temporary engagement for an initial 6 months for an additional 1000 temporary staff in a range of roles will be deployed across Service NSW.
The Department reported that there over 400 new staff in these roles, a number of these are engaged with providing additional hygiene services in Service Centres.
Customer Engagement Integration (CEI)
Following the creation of the Department of Customer Service (DCS) in 2019 the Department undertook a review across the entire Department with a view to areas which could be moved into Service NSW.
The outcome of that review was that a substantial part of the Revenue and Fair Trading Contact Centres were to be transitioned to Service NSW.
Affected staff from those areas have been made offers which close on 21 May 2020. At the finalisation of the CEI staff who have accepted the offer will be transferred to roles within Service NSW under the Service NSW Salaries and Conditions Award.
There is no impact on any existing Service NSW staff as a result of the CEI and the PSA will look to how we amend our Delegate structures to incorporate those members coming from Revenue and Fair Trading into our Service NSW Delegate structures.
Customer Concierge Operator/ Customer Service Representative (Contact Centres) Dispute
The Department has assured the PSA that we will be provided with a formal response by 22 May 2020.
The Department has looked to improve access to HDA for CCO’s undertaking CSR work through providing additional CSR numbers for managers to use and allowing for a pro-rata HDA for staff who have shared CCO/CSR for the CSR portion of their work.
Following the Departments formal response, the PSA will report back in full to members as to our position in relation to this dispute.
