Reminder to vote in PSA Ballot concerning the Rostered Leave Days on Public Holidays Dispute

Members are reminded, if they have not already to vote in our ballot concerning the proposed settled position in the Recurrent Leave Day on Public Holidays dispute. Members can be read more about this dispute in the previous bulletin we sent out HERE.

Voting will close very shortly, members are encouraged to vote by using the following link Vote Here

Forfeited Flex Hours – PSA Survey

The PSA has raised with management the growing issue of members forfeiting flex hours because they are unable to take their accrued flex leave within the settlement period.

To address this, the PSA is seeking to improve conditions around forfeiting flex leave.

This may include:

• A clear outline of provisions to reduce the amount of forfeited flex, and/or
• Ensure staff are fairly remunerated when they are unable to use accumulated flex leave that would otherwise be forfeited.

To assist the PSA in obtaining accurate information about how forfeited flex effects members, we ask that you take 5 minutes to complete the survey (link below).

The information collected will be used to inform our proposal, and following consultation with Sheriff’s Officers Vocational Branch Advisory Group (SOVBAG) delegates, the PSA will forward a draft proposal to the Sheriff’s Office for consideration.

Your feedback is essential in ensuring this issue is resolved in a way that reflects the experience of members across the state.

Please be assured that all information collected will remain anonymous.

This is an important step in ensuring members’ hard-earned time is respected and protected. The PSA is committed to finding a solution that benefits staff across all regions and roles.

We will keep members updated as consultation progresses. Fill out survey HERE

Your union is standing up for fair and flexible working arrangements.

Rural Fire Service: do you know about excess travel entitlements?

Excess Travel– Entitlements

Under Clause 27 of the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009, an employee who is directed to travel on official business outside of normal hours of duty will be compensated in accordance with the below formula or by taking equivalent time off in lieu.

These provisions only apply to situations outside of Major Incident Overtime Conditions. Travel for these incidents is to be in line with Clause 15 of the Crown Employees (Rural Fire Service) Award.

Excess Travel Formula:

For purposes of excess travel clause 7.9 of the Crown Employees (Rural Fire Service) Award applies: ‘Overtime is all time approved or directed to be worked before 7.30am or after 6.00pm on a normal workday between Monday to Friday, or on weekends and public holidays at the direction of the Commissioner.’

Eligibility Criteria

You are eligible for Excess Travel if:

• You were directed by your Department Head (or delegate) to travel on official business outside your usual working hours to perform duty at a location other than your normal headquarters.
• Travel was outside of the bandwidth as identified in Clause 7.9 of the Crown Employees (Rural Fire Service) Award
• Travel was outside your usual working hours (for working days).
• OR was on a non-working day (Saturday, Sunday or Public Holiday)
• The period of extra travel must be more than 30 minutes on any one day to qualify.

 Exclusions:

Exclusions under 27.3  of the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 apply, specifically:

• Travel is not your normal commute from home to HQ.
• Not travel where less than 30 minutes excess on any one day.
• Not travel associated with transfer if you had special leave.
• Not travel time between 11:00 p.m. and 7:30 a.m. if sleeping facilities were provided.
• Travel must be by the most practical and direct route.
• Not working on a ship where accommodation and meals were provided.
• Not if your salary includes an “all incidents of employment” component.
• Not time within your flex-time bandwidth (if you have flex-time arrangements).
• Not for overseas travel.

Example Scenarios

1. Staff member flying to Sydney for a meeting
   • Normal start time: 9:00 AM.
   • Flight departure: 6:30 AM.
   • Return home: 5:00 PM.
   • Eligible claims:
     • Excess Travel applies from 06:30am to 07:30am
2. Staff member travelling for training
   • Staff member must be at the State Training Academy for a training event.
   • Staff member must leave home at 06:00am to be at the Academy prior to training event
   • Eligible claims:
     • Staff is eligible for excess travel between 06:00am and 07:30am
3. Staff member returning home from training
   • Staff member must be at the State Training Academy for a training event.
   • Staff member leaves academy and returns home at 06:45pm
   • Eligible Claims:
     • Excess travel not applicable as travel is under 30 mins

Claiming Excess Travel

To claim your Excess Travel:

1. Ensure appropriate approval for excess travel is received prior to travel
2. Complete Excess Travel Claim
   • SAP → Employee Services→ Overtime & Attendance Request→ Select Excess Travel Time from drop down

Annualised Conditions Allowance Recipients

The Crown Employees (Rural Fire Service) Award 2016 allows for members to receive an Annualised Conditions Allowance, of which some staff may receive an Excess Travel component should confirm the hours of excess travel required as part of their component. Neither the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 or the NSW Rural Fire Services P3.2.3 Annualised Conditions Allowance outline the Excess Travel Component.

Further Assistance

Please contact your Area Command People and Business Team or Member Services

If you still have questions, please contact your local Delegate or the PSA direct on 1800 772 679.

Contacts

PSA staff

Michael Sinclair Industrial Officer

Graydon Plumridge Organiser

RFS departmental committee delegates

Chair
Jim Killen

Vice Chair
Ivan Perkins

Secretary
Cameron Gray

Vice Secretary
John Osmond

Delegates
Ben Plummer
Bruce Hansen
Lindsey Flynn
Brenton Pumpa
Cameron Gray
Guy Duckworth
Daniel Ainsworth
David Millsteed
Scott Hoy
Tim Allen
Brad Stewart
Adrian May

Sheriff’s Office Joint Consultative Committee update

The quarterly Joint Consultative Committee (JCC) was held on Thursday 28 August 2025 with PSA industrial staff and Sheriff’s Office Vocational Branch Advisory Group (SOVBAG) delegates and the NSW Sheriff’s Office senior leadership team.

Below are the key highlights:

Certificate III training

The Certificate III training is starting to open up and has commenced rolling out. If you are a Sheriff intending to retire prior to February 2027 you do not need to complete the Cert III training.

Flexible Working Hours Award

The PSA raised with management the issue that staff were forfeiting flex hours as a result of not being able to take their accrued flex hours within the settlement period. The PSA proposed that a Flexible Working Hours Award be created to specifically detail provisions to reduce the amount of forfeited flex or adequately remunerate staff who are unable to use their accumulated flex leave resulting in forfeited flex leave.

The PSA will forward a draft proposal to the Sheriff’s office after consultation with SOVBAG delegates.

CCTV

The Sheriff’s Office is currently developing a secure area network that will have statewide coverage. CCTV is currently all locally set up, and not networked requiring maintenance to be done locally.

The Sheriff’s Secure Area Network will be one network with the ability for all CCTV to be accessed remotely and managed remotely.

The duress signal notification capability during an incident will mean that the relevant staff can login and access the local CCTV to view what is occurring. Management assured delegates that the remote access will not be utilised to observe staff working.

The Surveillance policy is available on the staff portal .

Information Technology developments

An intranet is being developed to house policies and other information. This will make information more readily available to staff.

An online rostering platform is being developed to enhance the rostering capability. This will be rolled out centre-by-centre  for Sheriffs over a three month period and toward the end of the project for Court Officers. The online rostering system will provide visibility of rostering across the state. Tablet devices will be made available at court entrances to record staff entrance and exits.

Field laptops (Windows II) will be issued for each vehicle as well as thermal printers to allow document printing when in the field .

Court Officer incremental change

Court Officer delegates raised the issue of the increment level they were placed into when the change was made from General Scale Clerks to Clerk Grade 1 and 2. Delegates raised the issue that prior experience may not have been recognised when the change to Clerk Grade 1 and 2 was implemented. This will be an ongoing review to establish and consider whether there is a case to recognise previous experience and consider exceptions to how the transition was applied.

Contacts

Kim Villanti Organsier

Sharny Chalmers Industrial Officer

Sheriff’s Office PSA Online Member Meetings – Hunter North

The PSA has been working hard to connect with our Hunter North members, however due to staff shortages in your region we have not been able to find a suitable date to hold meetings. To make sure we can all still come together, we’ve scheduled 2 online member meetings this week.

These meetings are your opportunity to:

• Hear the latest updates on workplace and union matters
• Raise any issues or concerns directly with your union representatives
• Connect with fellow members in your area
• Discuss priorities and next steps for our branch

Your voice is vital – together we can continue to strengthen our union and protect the rights of all members.

We encourage all members to attend the session that best suits your schedule.

Your Union, Your Voice, Your Power

Meeting 1:

Date: Thursday 18 September 2025

Time: 12:30pm – 1:30pm

Join the meeting now

Meeting ID: 490 379 619 742 5

Passcode: d577tS35

Meeting 2:

Date: Thursday 18 September 2025

Time: 5:00pm – 6:00pm

Join the meeting now

Meeting ID: 496 653 530 461 4

Passcode: MZ2Nj7Pn

PSA Staff

Sharny Chalmers Industrial Officer

Kim Villanti Organiser 

Have your say on the new NSW Government Workforce Mobility Placement and Employee Transition policy

The PSA is seeking your input into the new NSW Government Workforce Mobility Placement and Employee Transition policy.

Members have laboured under the 2012 version of the Managing Excess Employees (MEE) policy for far too long. It is this policy that has forced thousands of public servants to take a so called “Voluntary Redundancies” (VR). The MEE contained financial penalties to anyone who did not take a VR “up front” and attempted to find another job within the government sector.

That was why the PSA negotiated the new Workforce Mobility Placement (WMP) policy with the incoming government, a policy that forces Agencies to undertake a compulsory period of assessment for redeployment prior to the MEE policy being activated.

As part of the Memorandum of Understanding negotiations in 2024 the PSA and the government agreed to consolidate the new WMP policy with the former Liberal government era MEE policy, to create one clear policy that focused on redeploying public servants whose roles no longer exist.

The clear aim of both the government and the PSA is to promote policies that work towards rebuilding the NSW Public Service and providing improved services to the people of New South Wales.

The draft policy has now been negotiated and is being put out to members for consideration. You can view the draft HERE

The new draft policy has as its core aims:

• To serve as a mechanism to retain public servants within government;
• Maintain the new eight week period of intensive redeployment efforts as created by the WMP policy;
• Afford each public servant a total of 12 weeks period of intensive redeployment efforts before any employee can be forcibly made redundant; and
• No employee to be disadvantaged financially from exercising their right to seek redeployment.

Once you’ve had a look at the new policy, please take the time to fill in the survey linked below (estimated time two minutes) and give us your thoughts. The survey cane be found HERE.

Members comments will guide the PSA as it continues to work with the government on improving its policies to protect the jobs of public servants and rebuild the Public Service.

Rostered leave days on public holidays dispute

Over the last few months, the PSA has been in dispute with the NSW Police Force (NSWPF) regarding the long-standing practice of not affording any compensation to rostered employees where their Recurrent Leave Day (RLD) falls on a public holiday. For years, members have raised this issue with the PSA, with the internal rostering guidelines strictly prohibiting roster manipulation that may have benefited employees including in situations where their RLD falls on a public holiday.

This matter was rapidly moving towards an arbitrated hearing in the Industrial Relations Commission.  However, we have recently come to an in-principle agreement with the NSWPF that we are happy to present to the membership for ballot. Summarised details of this settlement are as follows:

1. The NSWPF will apply clause 89.6.2 of the Crown Employees (NSW Police Force Administrative Officers and Temporary Employees) Award 2009 to any RLDs which fall on a Public Holiday. Clause 89.6.2 provides:

89.6.2 A shift worker rostered off duty on a Public Holiday may elect to be paid one day’s pay for that public holiday or to have one day added to his/her annual holidays for each such day;

2. The NSWPF will undertake a review of all administrative shiftworkers and apply the above clause to any RLDs which fell within the six-year claim period. Being 28 February 2019 to 28 February 2025.
3. The NSWPF will backpay any employees that point 2 applies to over the identified 6-year period. The parties will engage in further discussions regarding the process to affect this backpay.
4. The PSA agrees that clause 89.6.2 of the Award does not apply to an employee rostered on a free of work day.
5. The PSA agrees that a “days pay” and “one day” in respect of Clause 89.6.2 is either 7 hours (for 35 hour per week employees) or 7.6 hours (for 38 hour per week employees).
6. The PSA agrees that the revised Flexible Rostering Guidelines for Administrative Employees (Attachment A document found HERE) reflect the agreed position between the parties in the form of a local arrangement as set out in clause 12 of the Crown Employees (NSW Police Force Administrative Officers and Temporary Employees) Award 2009

The PSA endorses this offer of settlement for these proceedings. The only item that we foresee as being a discussion point for our membership is point No. 4. – where we are agreeing that if a public holiday falls on a free of workday, there is no claim. Those on rosters would be aware of free workdays and where they are present on a roster.

The PSA, is and always will be a democratic union, therefore it has been decided to put this offer to members. Members can have their say by using the following link HERE.

Legal Aid NSW: guidance on Flexible Work update

Independent Formal Mediation

We are awaiting further information from Legal Aid in relation to the scheduling of mediation to progress the issues arising from the changes to flexible work arrangements.

Individual Flexible Working Agreements

We welcome the decision of Legal Aid to allow staff who have not completed Individual Flexible Working Agreements to be able to continue working under their existing agreement to the end of September, however this does not resolve the dispute.

Members who have not renewed their agreements are encouraged to do so, based on their individual needs and circumstances. If your agreement is not approved, please contact PSA Member Support Centre .

Members who have renewed their agreements but feel they were unable to request arrangements beyond those outlined in the policy or guidance – whether due to short time frames or difficulty articulating their needs –   are encouraged to contact the PSA for assistance.

Flexible Working Hours Agreement 1997 and core hours

Members are reminded that the Flexible Work Policy and Guidance do not replace or override the Flex Hours Agreement, it remains in place and unchanged. You are entitled to flexible work hours regardless of whether you are working from home or in the office.

Flexible working arrangements and workers compensation

If you are at work and are injured, you are entitled to make a claim for workers compensation. It does not matter if you are working from home, the office, another office location or court – and whether or not those arrangements are covered by your Flexible Work Agreement – you are entitled to make a claim for any injury you receive at work.

Next Steps

The PSA is seeking Legal Aid to withdraw the Guidance document.

Legal Aid, your delegates and PSA staff will participate in the independent mediation process.

Legal Aid must ensure that current approvals remain in place until new applications for flexible work are finalised.

The PSA will continue to update members on the progress of this very important issue.

As previously advised, the PSA will support all members who have flexible work arrangements denied to them by Legal Aid because of the Guidance document including, where necessary, seeking assistance of the NSW Industrial Relations Commission.

Contacts 

Member Support Centre

Greg Corrigan Senior Industrial Officer

Alex Sala Organiser

Have your say: People Matter Employment Survey

The annual People Matter Employment Survey (PMES) will be closing this Friday 12 September 2025. Your union encourages and urges all our valued members to take a few moments to complete the PMES survey.

Here’s why your participation matters:

1. Drive improvements Your candid responses help us drive improvements in various aspects of our workplace. The insights gained from your feedback can lead to positive changes that benefit everyone.
2. Support union submissions The PMES results yield valuable statistics that we use to advocate for our members on a wide range of employment-related matters. Your input provides us with evidence to back our proposals and negotiations.
3. Make your voice heard We encourage you to participate actively in the survey and share your thoughts and experiences. Your perspective matters, and by having your say, you contribute to shaping the future of your workplace.

This survey provides you with a confidential platform to express your views on how Corrective Services NSW is being managed. Your feedback is vital; and entirely confidential; and can serve as a catalyst for positive changes within your workplace.

Your voice matters, and your feedback is invaluable.

Update for PSA members at the Museums of History

On Tuesday 2 September 2025 the Museums of History NSW (MHNSW) wrote to the Public Service Association of NSW (PSA) to inform of an underpayment that has occurred in the salaries of Part-Time Visitor & Interpretation Officer and Visitor Services Experience Officers with the organisation.

Following an internal review, it has been identified that the Part-Time Visitor & Interpretation Officer and Visitor Services Experience Officer roles are entitled to receive shift loadings in accordance with Section 87.1 and 87.2 of the Crown Employees (Public Service Conditions of Employment) Award.

Eligibility for shift loadings commenced following changes to the roster working patterns from January 2013.  The review included analysis of more than 90,000 shifts worked from January 2013 to August 2025 and took nine months to complete.

MHNSW has consulted with Government Shared Services, myWorkZone (mWZ), and will commence repayments from payday 11 September for those staff still on mWZ.  This will include monies owed up to 20 June 2024 (reflecting transition date to mWZ).

Affected staff will be notified in writing from Monday 1 September, including the number of shifts involved and the total amount due. The Director, Heads of Portfolio and Visitor Service Coordinators (managers and supervisors of the roles) have been updated and together with MHNSW P&C will support staff with any questions.

Where applicable Shift Loadings will be paid to staff automatically through mWZ from 11 September 2025.

Those staff no longer employed by MHNSW will be contacted, asked to submit documentation, onboarded to mWZ, paid, then offboarded.

For the period 21 June 2024 to 19 August 2025 shifts on mWZ are being analysed. When completed any outstanding monies will be paid in the following payday.

MHSW has made every effort to expedite the repayment as quickly as possible and has apologised to staff for the inconvenience caused.

Any PSA member who has any ongoing concerns in relation to this matter please contact or 1800 772 679. Please quote Case ID C00220341.

Your industrial support

Claudia Bianchi PSA Organiser

Greg Shaw PSA Senior Industrial Officer

Prison Officers Vocational Branch update

Roles and Responsibilities in Goulburn

Representatives of the Prison Officers Vocational Branch (POVB) Executive attended Goulburn Correctional Centre to establish roles and responsibilities and update post duties into the Statement of Duties format.

Casual-to-Permanent Process

The POVB Executive has been consulting with Corrective Services NSW (CSNSW) to streamline the process by which casual staff can transition into permanent positions.

CSNSW is currently developing the policy.

Section 24s

The POVB has been in consultation with CSNSW regarding one-out C classification escorts. CSNSW has agreed that all C1 Cat 3 escorts will be two-out for the initial escort, with the arrangement reviewed after the inmate is admitted; subject to the risk assessment process.

Consultation on this issue continues, with the POVB Executive and Medical Escort Unit Delegates currently providing feedback to the department.

Shortland update

The proposed hybrid model for Shortland Correctional Centre has been submitted.

Shortland Correctional Centre is now awaiting feedback from CSNSW.

POVB and COVB meet over Roles and Responsibilities​

The POVB and Commissioned Officers Vocational Branch (COVB) Executives recently held a meeting at PSA House to discuss duties and roles.

The meeting aimed to provide a clear guide on the functions each branch will undertake moving forward. It was relatively positive, with common ground found on most issues.
More information will be provided once the process is complete.

Special Operations Group

Special Operations Group (SOG) has commenced consultation on a new SOG P28 to include Junee Correctional Centre within its staff profile. Four new delegates have stepped up at SOG to assist.

Colleagues not receiving bulletins/Updating details

If you know a fellow PSA member who is not receiving bulletins, please ask them to log in at www.membership.psa.asn.au using their membership number and password. If they don’t have a password, they can generate a new one on the same page.

Once logged in, they should scroll down to Communication Preferences and ensure that Main Members List is ticked.

It’s also important to ensure your own details are correct. Classifications and work locations are often not updated when Officers are promoted or change roles. Keeping your information up to date ensures proper coverage and effective communication.

POVB Executive

Chair Darren King

Vice Chair Andrew Brown

Country Vice Chair Nadina Avenell

Country Vice Chair Liz Reid

Secretary Tori-Lee Taylor

Assistant Secretary Gregory Clark

Overseer Delegate Gareth Ballard

Crown Solicitor’s Office: Information on overtime and meal allowances

Not sure if you should be paid overtime? Are you entitled to a meal allowance?

The Crown Employees (Public Service Conditions of Employment) Review Award 2009 (Conditions Award), SECTION 8 – SHIFT WORK AND OVERTIME contains the provisions for when overtime and a meal allowance should be paid.

Click HERE to view the Conditions Award. These provisions apply to all employees who are covered the Conditions Award. Entitlement to these provisions is not subject to different interpretation by individual Managers and should be clearly explained to employees on request.

Meal allowance

You are entitled to a meal allowance while working overtime if the following conditions apply:

94. Overtime Meal Allowances

94.1    If an adequate meal is not provided by the Department, a meal allowance will be paid by the Department at the appropriate rate specified in Item 19 of Table 1 – Allowances of Part B, Monetary Rates, provided the Department Head is satisfied that:

94.1.1 the time worked is directed overtime;

94.1.2 the employee properly and reasonably incurred expenditure in obtaining the meal in respect of which the allowance is sought;

94.1.3 where the employee was able to cease duty for at least 30 minutes before or during the working of overtime to take the meal, the employee did so; and

94.1.4 overtime is not being paid in respect of the time taken for a meal break.

If you think you have not been paid correctly email Sharny Chalmers at or call her on 1800 772 679.

Contacts

Vivette Horrex Organiser

Sharny Chalmers Industrial Officer