The last few months have been some of the most unusual and difficult for members working in schools.
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 have also been lobbying the Department to ensure temporary and casual staff are not disadvantaged as well as contacting any school that has had to close to ensure the support staff are doing OK.
We want to hear from you – take the 3 minute PSA survey
The PSA would like to hear from a wide range of members working in schools including Psychologists, Learning Support Officers, General/Farm Assistant and the thousands of Administrative Staff that are central to the school community.
This survey will only take you three minutes to complete and will give the PSA a better understanding of how you are feeling about the return to working at school.
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.
All temporary and permanent staff can join the PSA including all School Administrative and Support Staff, Psychologists, General and Farm Assistants, paraprofessionals such as Community Liaison Officers and Business Managers.
As all members would be aware CSNSW has been experiencing a high level of serious incidents, due to COVID restrictions, around the state in Goulburn, Mid North Coast, Shortland, Wellington and South Coast Correctional Centres.
We would like to say thank you to all our members for the amazing efforts in controlling these serious situations, for the exemplary teamwork shown and for the overwhelming support shown across the state to the effected centres.
These trying times have shown the dedication and professionalism by POVB, that we are a family and we thank you.
Staff in these centres who have had the serious incidents, if you are feeling any ill effects from them please contact the Welfare officer Trish O’Brien – .
Prison Bed Capacity Reform/Benchmarking/New Builds/ Human Resources
This week Cessnock went on strike due to their P28 staffing numbers and conflicting belief as to what the PBCAP staffing numbers were.
A meeting took place with local delegates and CSNSW management and an outcome was able to be reached that was palatable to all parties.
This incident highlighted what we already believed was a problem with PBCAP, new builds, benchmark reviews and Human Resources filling vacancies.
We have been concerned for some time that a similar approach was not being conducted for these individual processes like we did in benchmarking.
There was no checks or balances and centres were being asked to fill vacancies in centres without knowledge of what PBCAP would have on their centre.
For the situation at Cessnock it was a discrepancy of 7 staff to the full time employment numbers.
Discussions have occurred with the Commissioner and it was agreed that there will be one central process, not the three that we had and that it would be conducted in the same process as what we had with benchmarking.
This will mean that prior to the Commissioner signing off on documents it will come to PSA for the documents to be assessed and we liaise with PSA stakeholders as to whether what is stated in the documents is correct.
We are hoping to have a presentation on how we move forward given to us on Monday at the PBCAP meeting.
When we know more we will put it out in a bulletin.
Closures and restructures
Placement of staff is being worked through with Human Resources for Kariong and Emu Plains.
We are meeting regularly to work through the process to get the best possible results for members.
Unfortunately, the Government has pushed for early closures of Brewarrina and Ivanhoe and due to COVID-19 restrictions these centres will not see the send-off they deserve.
We want to thank the staff working in these remote locations for the job they did and for their dedication to these centres.
Very little incidents came out of these centres and that is a testament to the staff that worked there.
We also wish you all the best in your future endeavours and if you have decided to remain and work in other locations we know that you will be welcomed.
COVID-19
The field hospital based at MRRC will be officially opened next week. We have to congratulate and commend the staff that have assisted in this process and to the members of the Command Post congratulations. It has been a huge effort and put us in good standing if we get a second wave of the virus.
We must make sure that we do not reduce our efforts in ensuring that we do not come to work when we are sick, get tested, isolate if necessary and continue to work under the guidelines and measures put into place in the workplace.
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 CPSU NSW believes that it is ill-advised of TAFE NSW to proceed with its restructuring of BD International, People & Safety Recruitment and ICT while NSW faces an uncertain economic future.
As communicated by the Managing Director in the Friday at Five (1 May 2020), TAFE will be proceeding with the placement process for each restructure.
The CPSU will now be working closely with TAFE IR across each restructure to ensure the organisation stays true to its word and matches as many employees to roles as possible. Where matching does not occur we will assist members into suitable duties.
The CPSU also commits to work with TAFE to ensure no member will be made forcibly redundant until such time the NSW economy and jobs market fully recovers.
There have been a number of member queries in relation to the MD’s Friday Five newsletter, so the following information is for clarification:
Redeployment v suitable duties
When a position is declared excess as part of a restructure the Managing Excess Employees policy applies and employees are entitled to a VR or redeployment. Since TAFE is only proceeding with the placement processes for each restructure at this time, no-one will be declared excess, so there will not presently be an option of VR or redeployment. Instead, TAFE will look at finding suitable alternative work for those who are not matched to a new role for the duration of the COVID-19 situation.
If an individual is unsuccessful in the placement process and seeks to take a VR now (rather than commence suitable duties) then please contact the union – we can look at this option for you.
What does this mean for temporary staff?
Information we have obtained from the organisational design and change team provides the following TAFE NSW staff mix:
Business Development International (BDI) there are approximately 45 employees impacted of which 67% (30) are permanent and 33% (15) are temporary; and
People & Safety Services (P&SS) Recruitment there are approximately 40 employees impacted of which 90% (36) are permanent and 10% (4) are temporary.
CPSU can confirm that any temporary employees who do not secure a role in Steps 1 – 3 of the Placement Process will NOT have the temporary position they occupy made redundant and so will not forcibly be retrenched.
In other words, they will be treated in the same way as permanent employees that don’t secure a role during the Placement Process, so will not have their position declared excess and will not be made forcibly redundant.
CPSU NSW meetings reject NTEU/AHEIA pay cut deal for university staff
Members of the CPSU NSW have overwhelmingly voted to reject the NTEU/AHEIA so-called National Jobs Protection Framework at mass meetings held across all NSW university branches yesterday.
A whopping 98% of members voted against the NTEU deal and have endorsed a CPSU NSW campaign to fight pay cuts and protect Professional Staff jobs.
The Zoom meetings were addressed by CPSU Branch Assistant Secretaries, Troy Wright (PSA) and Shelley Odewahn (SCU) and called on universities to negotiate directly with their staff and local union branches to tailor cost reduction measures to suit their circumstances.
“We know savings can be found locally through measures like reducing travel, capital expenditure, executive salaries and bonuses, consultant and contractor fees,” Troy said.
“The so-called National Jobs Protection Framework is a neo-liberal one-size-fits-all Orwellian check list of anti-worker measures that will do nothing to protect jobs in the medium term.”
“We’ve gone to members directly and asked them to vote on it. The numbers speak for themselves, and we’ll be campaigning against it.”
“What the sector needs is an economic life-line from the Commonwealth Government, to protect critical learning infrastructure and retain capacity to succeed in a post-pandemic market.”
“We urgently need a government plan to save our third largest export industry and get international students safely studying again in our world class public universities. Dan Tehan and Scott Morrison must do more for higher education.”
On 21 May mass meetings of CPSU NSW members adopted the following resolution:
The CPSU NSW –
Acknowledges the financial crisis facing many of our public universities in the wake of COVID-19 and restrictions on international student travel.
Condemns the Commonwealth Government for failing to develop a comprehensive rescue package for the higher-education sector, Australia’s third largest export industry.
Rejects the NTEU/AHEIA so-called “National Jobs Protection Framework”, secretive deal making and pay cuts for university staff.
Calls on universities to prioritise savings in non-essential expenditure and, where necessary, tailor other cost-saving measures directly with their staff and unions.
Endorses a Union campaign to protect jobs and the employment interests of Professional Staff in universities.
Moved: Marnya Flanagan (SCU)
Seconded: John Jones (CSU)
For more information or to get more involved contact Kirra Jackson on 1800 772 679.
The PSA has received confirmation that MAAS has undertaken an analysis of its casual workforce and identified 50 staff who fit the criteria of being “long-term casuals”. MAAS has confirmed that these long-term casuals will continue to be employed, and paid an average of their hours worked over the preceding six months.
The PSA acknowledges the productive way MAAS engaged in discussions this week, and is pleased this outcome has prevented an extra 50 people joining the Centrelink queue.
This news, combined with the news that Cultural Institutions will be allowed to re-open from 1 June, is a significant win for the PSA in our campaign to Keep Our Icons Alive. The campaign continues however, as we call on the NSW Government to increase funding to our cultural institutions and zoos to make up for the massive budgetary pressure that is faced due to the drop in revenue.
As previously circulated HERE, the WHS implications of re-opening will be discussed further over the next two weeks.
Not yet a member, or know someone who isn’t? Join the Union that stands up for you at www.psa.asn.au.
What sort of world do you want to see emerge from the pandemic?
COVID-19 has changed our world forever. Unions NSW is surveying the people of the state asking how they see the future for their workplaces and what issues they think governments need to prioritise.
We’d like to thank those members who attended our first ever state-wide CPSU NSW Zoom meeting. We’re still finding our way with the technology, but it’s a great way to connect.
We hope we were able to answer some of your questions, and for those we didn’t get too, we’ll circulate a QandA package in the next few days.
A reminder for those members who weren’t able to attend the 12:30 meeting, we’ll be hosting another one at 6pm tonight. You can register for that here:
You are invited to a Zoom meeting.
When: May 21, 2020 06:00pm Canberra, Melbourne, Sydney
After registering, you will receive a confirmation email containing information about joining the meeting.
If you are unable to attend , but you have questions or concerns, please reach out to us. Well also be posting highlights from the meeting on our Facebook page, which you can find here:
“National Jobs Protection Framework?” Responding to the impact of COVID-19 on university finances
Reminder – State-wide (Zoom) Meeting – 21 May 2020
Join our Assistant Branch Secretaries, Troy Wright and Shelley Odewahn (Southern Cross University) as they discuss the impact of COVID-19 on university finances, the so-called “National Jobs Protection Framework” and our plan to protect jobs and pay.
Due to the Zoom limit on attendee numbers (500), please only attend one meeting. If you find that you are unable to get into the 12:.30pm meeting, try for 6:00pm. Please register early to ensure that you don’t miss out.
Questions will be taken via the chat function.
If you are unable to enter either meeting, contact your local delegate or CPSU NSW organiser and they can give you an update.
12:30pm meeting
When: May 21, 2020 12:30 PM Canberra, Melbourne, Sydney
Delegates Mark Behan and Tim Smith, plus PSA staff and officials participated in the regular tripartite meeting with NHVR and TfNSW representatives today to establish what progress had been made with respect to the transition.
We were advised that the NHVR done its ‘concept of operations’ which essentially was an election as to what functions of the Heavy Vehicle Inspection Service it intended to adopt and deliver.
At this stage NHVR’s preference, and it is only a preference, is to undertake all the duties of the HVIS under both State and Commonwealth law. The alternative, as has been discussed with all members previously, would have meant the HVIS was potentially split in two.
This decision was forwarded in February to the NHVR Board, where it was endorsed and forwarded to TfNSW.
In turn, TfNSW representatives indicated that they are continuing to undertake some governance and diligence obligations. Whilst they had hoped to put it before NSW State Cabinet before June this year, the coronavirus pandemic has made this impossible. The representatives are hopeful the transfer to NHVR will be considered by Cabinet before the end of 2020.
Members may be aware that your counterparts in Victoria transferred to the NHVR earlier this year and we were advised that this had gone smoothly.
All parties agreed to meet again later in 2020 once some progress had been made to report on.
Members may be experiencing some frustration at the appearance of glacial progress. The counter to this is that the transition is being undertaken thoroughly and forensically, which hopefully should ensure there are no hiccups when and in whatever form it is to occur.
In the meantime, the status quo obviously remains. The PSA will continue to provide representation and advice for you with your employer, and keep you informed of developments as they come to hand.
DCJ Communities update: PSA support and access to flex
As restrictions slowly start to ease the PSA wishes to remind members that if you have any questions or concerns you can contact us for support, advice and advocacy.
If you and your colleagues are concerned about any changes that are occurring in your workplace please contact your Delegate, Organiser or the Member Support Centre on 1800 772 679.
The PSA is working with your Departmental Committee and workplace delegates to advance issues that may be affecting you throughout the current crisis and preparing for what comes next.
The PSA is back on the road – organise a meeting or visit now
The PSA values your safety, the safety of your families and your colleagues. During the coming months, PSA Organisers will be able to visit workplaces to drop off information and to keep members informed.
PSA meetings can occur face-to-face, adhering to strict social distancing measures, or by teleconference or video call.
If you would like a meeting of staff in your workplace by teleconference, videoconference or in person please don’t hesitate to contact your Organiser discuss what best works for you and how we can connect with members and potential members safely.
Alternatively, you can contact the Member Support Centre on 1800 772 679 to request an in person or virtual visit or meeting. Any face-to-face visit will be conducted with strict social distancing and safety measures.
Help your colleagues stay safe, protected and supported with the PSA
Do you know someone who is not a member?
It’s been a difficult time for everyone over the past few months and as a member you know the PSA always has your back.
You can support the work of the PSA and delegates to get better outcomes for everyone just by asking your colleagues toJOIN.
Yes, flex time still applies when working from home
The PSA has received reports that there are still inconsistencies in how state-wide safety measures and application of conditions of employment are being implemented in different workplaces.
While varying work and environments may need additional or different measures, there are still some principles that the PSA expects to be applied across the board.
The PSA reminds members that they can accrue flex time when working from home. You can read centralised DCJ advice on this HERE.
The PSA encourages all members to review the DCJ Website and Intranet for updates on:
Safety measures and risk assessments in both Housing and Community Services for all home visits, assertive outreach, front counter work and triaging.
Casework practice support for Community Services
Housing Service Delivery – online daily updates
You can access further information for DCJ staff HERE or on the DCJ intranet.
Home office, salary sacrifice and tax
The PSA has been contacted by members in relation to purchase of additional items to support them working from home.
The PSA cannot provide financial advice or direction however, you can find further information on this on the Australian Tax Office WEBSITE. You should also familiarise yourself with this ATO FACT SHEET.
We also remind members that there are a number of MEMBER BENEFITS that are part of your PSA membership that offer financial advice services.
Members are also reminded that salary sacrificing arrangements are available through DCJ.
The DCJ COVID resources also outline of the resources available on its REMOTE WORKING TECHNOLOGY page.
Members will hopefully have seen the concerns we’ve raised in relation to the so-called “national framework agreement” for universities, negotiated between the National Tertiary Education Union (NTEU), representatives of Universities Australia and the Australian Higher Education Industrial Association.
The CPSU NSW wants to make it clear that this ‘deal’ is not a fait accompli.
It still needs to be approved by affected employees at any university where it may be adopted, including CPSU NSW members. The path to implementation is far from certain.
What is clear however, is how poorly targeted the package is. There is no question international travel restrictions have had, and will continue to have, a profound impact on the sector. We accept that universities will need to review their expenditure and have suggested a range of cost-reduction measures to save ongoing jobs, including areas such as non-essential capital works and infrastructure, travel, executive bonuses and contingent labour. None of these measures require changes to enterprise agreements or cuts to employee pay packets.
What is increasingly apparent is that the CPSU NSW is not alone in its opposition to this deal.
A large number of NTEU members are similarly voicing concern over the breadth of measures contemplated under the “framework”.
Further, as outlined below, numerous universities have distanced themselves from the proposal:
Australian Catholic University No
Charles Sturt University Undecided
Macquarie University Undecided
Southern Cross University Undecided
University of New England Undecided
University of NSW Undecided
University of Newcastle No
University of Sydney No
University of Technology, Sydney No
University of Wollongong Undecided
Western Sydney University No
The unpopularity is not limited to NSW. Prominent interstate institutions such as Melbourne University and University of Tasmania are also walking away.
This confirms what the CPSU NSW has said from the outset, that the priorities of the package are wrong, the enforcement is non-binding and more appropriate solutions can be found at a local level.
Come to a CPSU NSW Zoom meeting
Last Friday our peak advisory Council resolved to hold a state-wide meeting of members to discuss the proposals contained in the framework agreement and plan our campaign moving forward.
Given the likely number of participants and the importance of the contents, it has been decided that two meetings will be held, chaired at 12:30pm and 6:00pm respectively.
Department of Customer Service: Realignment Joint Consultative Committee update
Your local delegates and Industrial Officer met with the Department on 14 May for the fortnightly RJCC.
At the meeting the following matters were discussed:
COVID-19
The Department advised that a number of programs have been put in place to support staff, including a 30-day Wellness Challenge. They had expected to see an increase in workers’ comp claims as a result of long periods of working from home, which has not materialised.
The Department is setting up a project looking at fatigue issues pre- and post-COVID and starting to put together Return to Office plans. They expect increased flexibility and a greater ability to work remotely. Your union has taken note of that comment, particularly in relation to members in the CEI program who are considering a move to Service NSW.
The Department has also highlighted it is putting Perspex screens into public offices and limiting numbers in areas to work with the latest social isolation measures. There are no plans to increase the number of staff in offices at the moment and, although essential staff are continuing to come in, it’s expected that public service staff will be the last to return to predominately office based work.
RMP updates
Digital Middle Office All staff have been placed and external recruitment is underway.
Revenue Digital Approvals are pending for stage 2. Local delegate commented on how frustrated members are at the length of time this has taken.
BDM
Staff in Grade 11/12 roles are now at stage 3 in the process. The question of what happens with temporary employees whose contracts run out on 30 June was taken on notice and management will come back on this. We will advise members in the area when we have further information.
CEI
It was agreed to defer discussion of CEI as there is a meeting with senior management in relation to this on 15 May 2020. A stand-alone bulletin in relation to this RMP will follow.
However, the Department noted that Letters of Offer had gone out and as of 14 May 186 staff members had not decided what they wanted. As per your union’s request, a pack explaining the rostering arrangements for ServiceNSW had been sent out to staff. HR have said that individual enquiries are coming through and being attended to.
It was clarified that if staff are in a talent pool, taking a role in ServiceNSW will not remove them from the pool.
There are a number of staff wanting to move into Revenue roles. There are no roles available at the moment but once the dust settles on the RMP any left-over positions will be available by expression of interest to internal staff. Our advice to you if you have been offered a ServiceNSW role and want a Revenue one, is to wait until the last minute to accept the Service role, then make an EOI for a Revenue position.
It was confirmed that part-time staff in Revenue who have been offered increases to hours will have those increases honoured. We are still negotiating about ServiceNSW and this will be part of the separate meeting scheduled for 15 May.
In relation to Voluntary Redundancies, we raised member concerns about not being able to make an informed decision about whether to take a role or a VR without having an idea of what a VR amount would look like. The Department will help staff with estimates. They will prepare full VR estimates when it comes to a choice between VR or redeployment.
If you reject a job offer and choose a VR based on the estimate HR gives you and it is significantly different to the full one you get from GovConnect, the Department has committed to offering you a role, but it will be in ServiceNSW. For members who want to take up the offer of an estimate from HR right now, please contact the enquiry email address.
Exit dates will be negotiated with individuals. There is no expectation that people will leave before September unless they want to.
PSA members had raised issues with being offered roles in Debt Resolution (which may not have been their first choice) and not knowing what the role entails. Management have taken this question on notice and will come back to your union on this. We will advise members when we have further information.
The PSA raised the question of job swaps and it was agreed that this would be on a case by case basis.
The End Users Team in CTO was discussed. There will be a separate meeting for this matter. Your local delegates will attend.
We appreciate that this is a very stressful time for members, particularly those impacted by the Customer Engagement Integration. We are meeting regularly with the Department to progress this matter, particularly in relation to those members who have been offered a role in ServiceNSW and have concerns around flexible work patterns, lack of shift allowance, no availability of compressed hours and confusion around increases to part-time hours being offered and then retracted.
Concerns have been raised and addressed at three meetings now and a fourth is scheduled for 15 May. We are committed to negotiating with the Department on your behalf to improve individual outcomes. We will provide further information to members as it becomes available.
