Community Corrections members’ update

In the past few weeks since the previous PSA update available HERE, much of the practice around working from home and related operational changes have been bedded down. Members should be proud of the work they have continued to be able to achieve despite these extraordinary circumstances.

The PSA is pleased to note there appear to be fewer concerns raised by members than in the earlier stages of the pandemic.

However, the PSA continues to be involved in the daily briefings of the broader CSNSW Command Post, as well as having a dedicated fortnightly teleconferences with Assistant Commissioner Sandra Crawford for Community Corrections matters.

Concerns should be raised with local management in the first instance. If unresolved, they can be sent through to the PSA staff below, or your Delegates.

Elections for Community Corrections Delegates

The Community Corrections Departmental Committee (CCDC) is the union’s elected group of delegates, with each delegate representing different groups of membership within Community Corrections. The Committee meets quarterly with PSA industrial staff, and then with Community Corrections management to discuss and progress issues.

The current CCDC Chair, Carmen Wells, has made the decision to stand down from the role. The PSA thanks Carmen for her hard work over more than 15 years on the Committee advocating for members and wishes her all the best for the future.

You can read more from Carmen and the Committee in their ‘State of the Union’ newsletter. The latest newsletter of your delegate committee is available HERE.

The election of this group is now due and the nomination process will be advertised shortly. The PSA strongly encourages members to get involved – this Committee is only as strong as its delegates. It is YOUR opportunity to be part of driving the union issues that matter to you and other members! If you would like more information about the role, please get in touch.

Flex time issues

The PSA continues to receive some localised concerns about arbitrary limits on flex time imposed as part of working from home. This is not supported by the flexible working hours agreement. The PSA has also been advised directly that it is not endorsed by the Community Correction Executive.

If your Manager is restricting access to flex time beyond the parameters of that agreement, please contact the PSA. A previously issued a bulletin on your flex time entitlements is available HERE.

Champions of the State

The ongoing pandemic continues to see unprecedented challenges in Community Corrections. The response from members in continuing to provide such critical services across the state despite these challenges is to be congratulated.

As with members across the PSA’s membership, it is YOUR essential work that keeps NSW running. The PSA is celebrating the fantastic and varied roles of our members through our Champions of the State campaign. You can see more on the PSA’s Facebook Page and we encourage any interested members to get in touch if they would like to become more involved.

Lastly, there has never been a more important time to have the protection of union membership and to stand together with members across the state. If any of your colleagues are not in the union, make sure you talk to them about JOINING THE PSA!

Your PSA industrial staff

Roland Harris Industrial Officer

Leonie Wright Organiser

Powerhouse Museum – long-term casuals update

Discussions between the PSA and MAAS surrounding the non-payment of long term casuals progressed yesterday.

MAAS has agreed to assess all casuals, with a view of continuing to pay long-term casuals in to the future.

Yesterday morning, the PSA contacted MAAS with regards to the ceasing of the casual support payment.

The PSA requested that MAAS continue to employ casuals who have worked regularly and systematically for a period of six months or longer and confirm they would continue to be paid.

As a result of this discussion, the PSA is pleased to advise that MAAS will now:

Assess long term casuals over the next few days, with a view to continue paying long term casuals who fit the above criteria.
Provide the PSA with clear guidelines in terms of how these assessments are made.
Agree to rectify this week’s non-payment for all who meet the criteria for payment.

The PSA will be in constant communication with management to ensure agreement on the above.

The PSA expects to hear from MAAS by Tuesday 19 May 2020.

The PSA is in the corner of MAAS members. If you haven’t already, we need you to join the PSA today at www.psa.asn.au/join.

MAAS suspends payments to long-term casuals

The PSA has been made aware that approximately 143 MAAS employees have had casual support payments ceased.

While cafes and restaurants start opening, this decision effectively sends 143 employees to Centrelink.

As previously circulated, MAAS is required to consider whether an employee is a true casual, that is that they have been carrying out irregular, intermittent, short-term, urgent or other work as and when required.

All long-term casuals who have been employed in a systematic regular fashion should be found other duties, and if none can be found, placed on special leave and paid as normal.

The PSA is currently in discussions with MAAS surrounding a commitment to continue the employment of long term casuals. Unless we can gain that commitment ASAP, we will seek the assistance of the Industrial Relations Commission.

Keep Our Icons Alive campaign

There is no doubt that MAAS, and other similar institutions in NSW, find themselves in a dire situation due to a lack of increased funding or support from the NSW Government to get them through this crisis.

The Keep Our Icons Alive campaign is calling on the Berejiklian NSW Government to increase funding for our state’s most treasured venues.

The PSA and the Media, Entertainment and Arts Alliance (MEAA) is co-ordinating the joint campaign to highlight the plight of our affected members in the state’s most iconic institutions. These include Taronga Zoo, the Art Gallery of NSW, the Powerhouse Museum, Sydney Observatory, Sydney Living Museums and the Sydney Opera House.

We need your help to save cultural institution jobs and Keep Our Icons Alive.

What can you do?

We need you to bring community attention to this campaign.

We need you to boost the PSA Keep our Icons Alive video on social media.

Like the PSA Keep our Icons Alive video
Comment on the PSA Keep our Icons Alive video
Share the PSA Keep Our Icons Alive video on Facebook.

Your small action will help us save NSW jobs

Cafes and restaurants have started opening. Our cultural institutions will have an important role to play in boosting the domestic economy in a changed world. We need to ensure you are retained to Keep Our Icons Alive.

The PSA is in your corner. If you want to save your job, join the PSA. If you want to save your colleagues’ jobs, join the PSA. If you support saving cultural institution jobs, join the PSA.

CPSU NSW says ‘no deal’

CPSU NSW members would have read with disappointment today reports in the media regarding a deal that is being struck between the NTEU and Universities Australia to cut salaries in order to address the budgetary crisis of varying degrees facing the tertiary education sector.

To be clear from the outset, the CPSU NSW had no part in negotiating this ‘deal’. The CPSU NSW does not support this ‘deal’. And the CPSU NSW will do all it can to see this ‘deal’ is never implemented in universities where it has membership.

This is not, as it is being portrayed by the NTEU, a rescue package for the most vulnerable workers, but rather a sacrifice of the terms and conditions of employment of our members – Professional Staff in usually permanent roles on lower grades – in part, for those of casually employed academics.

If ever there was a time that the NTEU has shown where its priorities lay, this is it.

This clandestine agreement between the NTEU and the employers’ peak body proposes radical solutions such as salary cuts, stand-downs and redundancies before exploring what the CPSU NSW believes are obvious and less intrusive measures that would keep our universities alive and functioning during the crisis – ceasing capital works, exploring borrowing options, halting staff travel, terminating contingent labour such as casuals, consultants and contractors, and even mandatory leave.

Instead the NTEU has pursued a pact that opens the door to an employer wish list of more punitive measures, which also, not coincidentally, secures their position at the negotiating table at the expense of the voices of other organisations such as ours.

The CPSU NSW says all other measures, including those detailed above, must be explored before salary cuts are considered. And this must be negotiated at a local level by all affected parties, not imposed from above through secretive processes.

Members can be assured, however, that any radical changes such as those proposed in the agreement published in the media today will require a ballot of affected employees. This will be a ballot that we will not support until our approach is adopted and exhausted.

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 them.

The CPSU NSW recognises that among our membership are some of the lowest-paid workers in the sector. We look forward to working with and for you in defending your working lives from this extraordinary assault.

Transport for NSW: PSA members’ bulletin

Update: COVID-19 TfNSW Taskforce unions’ consultation

At recent Taskforce briefings the Transport Secretary has sought unions’ views on the NSW Government’s planning for the anticipated pandemic recovery phase.

Issues raised by unions

the maintenance of social distancing, PPE, sanitisers, continued regular cleaning of public transport and members’ workplaces
the maintenance of flexible working arrangements, especially for members with children or carers’ responsibilities and where transport issues exist in accessing worksites
priority for at-risk staff maintaining working from home arrangements or access to special leave or other leave
the ramping up of cleaning of workplaces in anticipation of eventual graduated return of staff to workplaces with the easing of restriction within public health orders
unions are seeking details about arrangements for staff prior to any return to worksites. This is especially relevant with the proposed Future Workplaces changes placed on hold for Sydney-based staff. Unions have requested feedback on the detail for any proposed recovery plan.

Please note the Secretary has flagged that the majority of staff currently working from home will continue to do so for some time. Obviously ample notice will be provided for proposed changes to current working arrangements, subject to changes in current health restrictions.

Other issues

Many members have sought advice in relation to planned leave/travel and cancellation of holidays due to the Pandemic. On 23 April 2020 TfNSW published principles for requests to amend planned leave. You can read them HERE.

Members should, in the first instance, raise concerns over any of the matters reported in this Bulletin with their manager.

If members wish to forward any issues related to planning for the COVID-19 Recovery phase to be raised with the Transport for NSW Taskforce, OR any industrial matter please contact the PSA Member Support Centre – %20"> or call 1300 772 479.

Please Stay Safe

Greg Shaw Senior Industrial Officer

Ben James Organiser, Transport Cluster

PSA disappointed Weekend Bail Court AVL trial terminated

The Weekend Bail Court Trial has been terminated by Legal Aid after only one weekend. The trial, which was intended to run for six weeks, was pulled by Legal Aid management following reported concerns about social distancing, service delivery and cost. The PSA was not properly consulted about this decision.

Preliminary indications are that the decision to terminate the trial was unnecessary. Participants in the trial have advised the PSA as follows:

There were no objections from Judicial Officers, Courts or other agencies.
All bail appearances were successfully conducted via AVL.
The problems with congregation around the AVL facilities could largely have been avoided had more security passes been available.
Difficulties with receiving and service of documents which necessitated staff going to the courthouse require further investigation to ascertain whether they could be avoided in future.

The PSA is conducting a further review of the available information with a view to providing a submission to management. Any members who participated in the trial are encouraged to provide information to the PSA on a confidential basis.

PSA Delegates and Senior Management have been meeting twice weekly throughout the CV19 crisis.

At these meetings, the PSA has been able to raise issues in confidence on behalf of staff from across NSW. The principal concerns have been the health, safety, working conditions and continuity of employment of staff and families.

Mr Brendan Thomas, CEO of Legal Aid, has been at the forefront of discussions to see that all Courts as far as possible can be serviced remotely minimising risk to our staff. The PSA is most appreciative of his efforts. In co-operation with the PSA, major preventive health and safety measures have been put in place at LAC. More than 80 per cent of Legal Aid’s 1365 staff are now regularly working from home with the support of management. This is a fine record of collaborative achievement.

Sadly, in relation to Weekend Bail Courts, this record of consultation and policy boldness has been lacking. Commitments to trial Week End Bail Courts Option 2 for six weeks were reversed without the opportunity for the PSA to consult with our membership or meet prior to the decision to cancel the trial. The lack of consultation and vision in this case is lamentable.

At yesterday’s CV19 Meeting the PSA protested at the lack of consultation and argued that the safety and service concerns raised to management could be assuaged. We argued that the trial should not have been terminated. The PSA’s principal concern remains maximising the health and safety of LAC Staff across the Commission.

The PSA’s position is as follows:

Bail Courts are a whole of Commission health issue, not least because staff are drawn from offices and homes across the metropolitan area.
The advice provided to Management is not consistent with the advice the PSA has received from members. The trial shows that OPTION 2 did work albeit requiring fine tuning.
Staff and their family’s health take priority over service delivery.
A one weekend trial is inadequate – there were failings relating to technology, training, social distancing and delivery of materials but Option 2 can work.
The trial should be continued as agreed for six weeks.
The PSA will put this position in a submission to management.

The PSA is heartened by the assurance yesterday from the Deputy CEO that she understands the PSA’s legitimate health concerns and the argument that better processes training could be put in place to trial Option 2.

Contacts

Justin Hutchinson ">j or 0419 287 985

PSA staff

Andrew Wright Industrial Officer "> or 0408 400146

Glenn Duncan Organiser "> or 0409455682

What can you do?

Encourage your colleagues to JOIN the PSA online
Give a copy of this bulletin to your colleagues
Print this bulletin and put it up on your notice board
Get involved as a PSA Delegate/Contact – get in touch with your Organiser

COVID-19 response – temporary variation of Flexible Working Hours Agreement

NOTE – Apart from Employee Relations this email only relates to those covered by the current Department of Premier and Cabinet Flexible Working Hours Agreement.

The PSA was recently contacted by the Department of Premier and Cabinet seeking temporary variations of the Flexible Working Hours Agreement (FWHA) for all non-executive employees at DPC.

As you will have been advised, the changes suspend core time, increase the bandwidth to 6.00am – 10.00pm and postpone the forfeiture of banked flex days from 30 June 2020 to 31 December 2020.

This would also cover the Public Service Commission, Parliamentary Counsel’s Office and the Western City & Aerotropolis Authority who are also under the DPC FWHA. In regard to Employee Relations Branch who have recently joined DPC with an existing FWHA, the only impact is an extension to their bandwidth.

What does it do?

The temporary suspension of core time and extension of bandwidth will provide staff with greater levels of flexibility when and how they work their contract of employment hours especially if:

they are required to work from home/alternative work locations or;
they are working from or travelling to the office very early, or very late in order to maintain social distancing or:
they have school aged children or other primary caring responsibilities that would ordinarily preclude them from working during core time or in bandwidth due to the current schooling arrangements

The aim of these variations are to better support employees balancing work and personal responsibilities due to COVID-19.

Whilst seeing benefits for our members in these arrangements, the PSA was also wary of any potential negative outcomes. With those in mind, the PSA communicated its concerns with the DPC before agreeing to the temporary variation.

There will be two opportunities for review with the PSA during the time frame of this arrangement. They will be scheduled around the finalisation of a settlement period to ensure feedback and concerns are captured.

The PSA raised concerns in relation to overtime provisions. We sought, and received, confirmation that there was no change to existing Award provisions. Overtime is applicable where a staff member is directed to work beyond 7 hours.

We further made it clear that the variations did not enable managers to make people work unreasonable hours. DPC advised that they actively intend to educate their Senior Executives on what this might mean for their employees, given they are not covered by the FWHA.

Arrangements for employees should be developed through communication between employee and manager with proper recognition of the unusual circumstances in which we all find ourselves.

Where concerns arise in regard to this matter you can contact the PSA on 1800 772 679

PSA Recognition Week 2020: Celebrating SAS Staff is more important than ever!

SAS Staff Recognition Week: 24-28 August

2020 has already been a huge year that has shown the absolute best of what school support staff do in difficult times. Through fire, flood and now the Coronavirus epidemic, you have kept schools running continuing to support students, teaching staff and your school community.

PSA SAS Staff Recognition Week is more relevant than ever. The PSA will promote the amazing work you do and will be working overtime to encourage your school communities to recognise you and thank you.

Let your Principal and P&C know the 2020 Recognition Week dates so they can plan a thank you for everything you and the other support staff in your school do.

A PSA tradition just for you

Recognition Week is a great PSA initiative we organise and celebrate each year for our members and the important work you do. In the early 2000s the PSA launched the first ever SAS Staff Recognition Week and it is still going strong today.

Have you liked the PSA Facebook Page?

Don’t forget to Like and Follow the PSA’s Facebook page for regular SAS staff updates.

Visit the PSA website to connect with all our social media.

JobKeeper: What is it? And what does it mean for me?

The Commonwealth Government has introduced a financial assistance package called JobKeeper to help employers retain staff during the COVID-19 health crisis.

We are aware that some disability providers (Aruma and Ability Options) have already applied for funding and others are planning to. Employers are asking their “eligible employees” to complete a Nomination Notice, which is a requirement of the scheme. Before your employer can receive government funding, each employee who wants to participate in the scheme and receive a payment must complete a Nomination Notice.

Before you sign a Nomination Notice and return it to your employer, here is some basic information about the JobKeeper Scheme. This is intended as general information for CPSU NSW members only and is based on the current Government advice as at 30 April 2020. This information is not specific to individual circumstances; if you would like to discuss your specific circumstances please contact the CPSU NSW.

What is the JobKeeper Scheme?

The JobKeeper scheme has been implemented to assist businesses significantly impacted by COVID-19 supplement their employees’ wages.

The scheme includes a payment of $1,500.00 (gross) a fortnight for each eligible employee.

At this stage, it is not certain how long the JobKeeper program will be in place.

Who is eligible for the JobKeeper Scheme?

Your employer will be eligible for JobKeeper if, as a registered charity, they can demonstrate their turnover has fallen, or is likely to fall, by 15 per cent since the same time last year.

You will be eligible if you are:

employed on a full-time or part-time basis, or were a long-term casual employee;
an Australian resident or 444 visa holder; and
as at 1 March 2020, you were an employee of the employer.

A long-term casual means and employee who has been employed by the business on a “regular and systematic basis” for at least 12 months prior to JobKeeper beginning. Unfortunately, at this stage, casuals with less than 1 months’ continuous service are not eligible for JobKeeper.

Government parental leave payments and workers’ compensation payments may affect your entitlement to JobKeeper. You may wish to seek advice from Services Australia.

My employer has asked me to nominate with them for JobKeeper. Do I have to do it? What happens if I don’t?

It is not compulsory to nominate your employer for JobKeeper. If you don’t nominate them, they cannot receive the JobKeeper payment for you.

What happens if I work multiple jobs and both of my employers are eligible?

You are only able to receive the JobKeeper payment from one employer. You should contact your employers and tell them which employer you want to receive the JobKeeper payment from.

What will I get paid if I am participating in the JobKeeper scheme?

I am still working. What will I get paid if my income is more than $1500 per fortnight?

If you are still working your usual hours you will continue to be paid for the hours you work. If you are working reduced hours, the JobKeeper payment will assist your employer to subsidise your wage.

Your employer receives the same payment for every eligible employee no matter your income or hours of work, so even if you earn less than $1,500.00 (gross) a fortnight, you are still entitled to receive the full JobKeeper payment. You will still receive the full JobKeeper payment regardless of your usual income, if you have been stood down or have had your hours reduced.

What do I get paid if I my income is less than $1,500 per fortnight?

With JobKeeper, you will still receive the full JobKeeper payment regardless of your usual income, if you have been stood down or have had your hours reduced.

How will I receive this payment?

If you and your employer are eligible and have chosen to participate, you will be paid by your employer. This payment will be treated the same as salary or wages for tax purposes, so your employer must withhold income tax and any other amounts that are ordinarily withheld from your wages or salary.

At this stage, it is not certain whether you will receive superannuation on the JobKeeper payment or any additional wages your employer makes when you are receiving the JobKeeper payment.

Receipt of the JobKeeper payment may affect other welfare entitlements, Government parental leave payments and workers’ compensation payments. You may wish to seek advice from Services Australia.

What changes can my employer make if I am participating in the scheme?

For more information on the changes your employer can make to your duties, location, days or times, click HERE.

If you think a direction from your employer may be unreasonable, you should immediately contact the CPSU NSW on 1800 772 679.

Do I have to take annual leave if my employer asks me to?

If you are covered by the copied State award, Ageing Disability and Home Care – NSW Department of Family and Community Services (Community Living Award) 2015, the usual provisions in relation to your employer directing you to take leave still apply.

In addition, if your employer is claiming the JobKeeper subsidy there are additional circumstances in which they can direct or request that you take leave. For more information, click HERE.

Where can I find more information on JobKeeper?

If you would like further information about JobKeeper you can visit the ATO and Fair Work Commission websites.

Remember, we are here to help! Contact the CPSU NSW on 1800 772 679.

Not a member? Join today.

CPSU NSW – With You at Work!

COVID-19: the Ruby Princess and a great big thank you

It’s been a difficult time for everyone over the past few months and, as always, the PSA has your back.

Like our members who were first and second responders to the bush fire crisis, it is again PSA members whom the State Government and the general public have relied upon in the past weeks and months. And the Government will continue to rely on you in coming days, weeks and months to deliver critical advice and services to the community.

No-one has done more than Ministry of Health staff, who are the backbone of the COVID-19 response in NSW. As you all know, it is the work of Ministry staff, many of them PSA members, that informs the health response for the entire state.

The PSA stands shoulder-to-shoulder with members to support you throughout the crisis.

Inquiry into the Ruby Princess – the PSA is here for you

As the inquiry into the Ruby Princess continues, the PSA wishes to reassure members that your union is here for you.

While this may be an uncertain and difficult time for members who have been working tirelessly and persistently to protect the state of NSW, you can always rely on the PSA to be behind you.

If you and your colleagues are concerned that you may be caught up in this inquiry and would like some additional support or have any questions or concerns, you can contact us for support, advice and advocacy.

We also encourage you to take advantage of your Employee Assistance Program and other support that is made available by your employer.

Need to update your details?

You can update your details with the PSA by sending your up to date signature block including your new work address and any other information necessary with the Subject line: ‘Update my details’ to .

Department of Customer Service – Restructure Joint Consultative Committee

This bulletin is an update to members from the regular meetings that are held between DCS and the PSA on the restructures/realignments that came out of the 2019 Machinery of Government changes, it also provides an opportunity for regular discussions between the PSA and DCS during the COVID-19 pandemic and the DCS response.

Restructure update

It was reaffirmed that the previous commitment not to declare any impacted staff from restructure excess during the COVID-19 response remains in place, unless individuals request otherwise. At this time the delay is expected to remain until August-September 2020.

Customer Engagement Integration – flexibility issues

The CEI is still progressing and the PSA raised at the Committee concerns with a communication sent to staff in Revenue on 29 April 2020.

Issues raised relate to backtracking on an offer of increased hours for some part-time staff and confusion as to what flexibility is available to staff.

This has caused a level of anxiety and outright anger from members as this information has a direct impact on the decision making process.

PSA will be taking concerns to our JCC with the Secretary on Monday 4 May. If you have received written confirmation of an increase in part-time hours which was walked back in the recent email, please provide your document to and quote call number 127366

Employee safety and wellbeing and COVID-19 update

The meeting was reminded of enhances to the EAP resources available to DCS employees with the new provider from February 2020 – Benestar and the benefit that this can provide to staff during the current COVID- 19 response.

Along with a doubling of the available counselling (from three to six hours) for staff there is also a range of other support available to staff.

In addition to the increase EAP support, the Employee Safety & Wellbeing teams (ESW) team has also been developing tools for staff including ergonomic assessment and working from home checklists which should be available to all staff from next week.

Another significant body of work reported on was the provision of chairs and monitors to staff working from home.

DCS reported that it is now working with the Government on the recovery program which is taking into account how the way of working has changed, including flexible work and how DCS may look to continue this and the Public Service Commission is coordinating this across the Government

It was reported that the Government was expecting Government Departments to delay a full return to the office to help offset demand on public transport as restrictions begin to ease.

PSA members who have any issues with their WFH arrangements or other COVID – 19 work related matters and are having difficulty in resolving it with their local management can contact the PSA for further assistance.

Support your union

Support the work of the PSA and delegates by asking your colleagues to JOIN their union, you can join right HERE.

2020 Salaries Claim update

The Government says it has still not decided if it will support the PSA’s application for a three-year pay deal.

The PSA had further discussions with the Government at the Industrial Relations Commission (IRC) on Thursday 30 April to discuss the union’s claim to lock in 2.5 per cent wage rises each year for three years.

The PSA had lodged its 2020 Salaries claim with the IRC in March. In addition to the 2.5 per cent increase for salaries and related allowances each year for the next three years, the awards would also take into account the planned Federal Superannuation Guarantee increases scheduled for July 2021 and 2022.

Recognising the Government would be distracted for some months by the issues arising from the bushfire emergency, the PSA commenced the process in December last year.

In line with our long-term aims, the PSA continues to pursue multiple-year agreements that provide members with surety around their pay. Historically, the PSA has always gained multiple-year agreements, usually of three or four years in length, with the Government. This allowed both parties to focus on more pressing matters without the yearly squabbles over pay detracting from the work of government.

The bushfires and the COVID-19 pandemic have proven the value of this strategy. At a time when the Government should be focused on ensuring the health and wellbeing of this state, it is instead caught up with bargaining.

Although COVID-19 has made the process more difficult, the PSA continues to work for members at a time when NSW has never needed you more!

Given the short time frame between now and when Public Servants should be receiving their hard-earned wage rise, the IRC has set dates for this matter to be heard by the Full Bench for mid-June.

Further efforts will be made by the IRC to try to resolve this Award by negotiation between the parties, with the Commissioner setting aside time on 1 June for conciliation.

It is hoped the government will have decided its position by then.

The PSA will continue to keep members informed.

Community Corrections members’ update

Elections for Community Corrections Delegates

Flex time issues

Champions of the State

Your PSA industrial staff

Recent News

Powerhouse Museum – long-term casuals update

Recent News

MAAS suspends payments to long-term casuals

Keep Our Icons Alive campaign

What can you do?

Your small action will help us save NSW jobs

Recent News

CPSU NSW says ‘no deal’

Recent News

Transport for NSW: PSA members’ bulletin

Update: COVID-19 TfNSW Taskforce unions’ consultation

Other issues

Recent News

PSA disappointed Weekend Bail Court AVL trial terminated

Contacts

PSA staff

What can you do?

Recent News

COVID-19 response – temporary variation of Flexible Working Hours Agreement

Recent News

PSA Recognition Week 2020: Celebrating SAS Staff is more important than ever!

A PSA tradition just for you

Have you liked the PSA Facebook Page?

Recent News

JobKeeper: What is it? And what does it mean for me?

What is the JobKeeper Scheme?

What will I get paid if I am participating in the JobKeeper scheme?

What changes can my employer make if I am participating in the scheme?

Recent News

COVID-19: the Ruby Princess and a great big thank you

Inquiry into the Ruby Princess – the PSA is here for you

Need to update your details?

Recent News

Department of Customer Service – Restructure Joint Consultative Committee

Restructure update

Customer Engagement Integration – flexibility issues

Employee safety and wellbeing and COVID-19 update

Support your union

Recent News

2020 Salaries Claim update

Recent News

Become a member today