PSA members in Transport for NSW have voted to accept the State Government’s three-year Salaries offer.
Seventy-six per cent of respondents to our TfNSW Salaries Survey have accepted the Government’s offer.
The offer, which equates to a compounded increase of 11.4 per cent over the three years to 2026-27, can only be paid once the Memorandum of Understanding is signed and the Awards are altered and signed off by the Industrial Relations Commission (IRC).
As stated in the previous bulletin, the offer has been put to all the Unions in the Combined Transport Unions (CTU) to consider. We will now indicate to the other unions, and TfNSW, of our members’ vote and clear acceptance of an immediate pay rise. However, the offer cannot be settled unless all parties agree.
The offer
- 4 per cent 2024-2025 increase in salaries plus 0.5 per cent superannuation
- 3 per cent 2025-2026 increase in salaries plus 0.5 per cent superannuation
- 3 per cent 2026-2027 increase in salaries
This offer will be backdated to the first full pay period on or after 1 July 2024.
The offer includes a safeguard mechanism to protect wage-earners if the Sydney Consumer Price Index exceeds 3.5 per cent (March quarter) in the second or third year of the deal. If this is the case, there will be negotiations for a one-off, non-cumulative, cost-of-living allowance (COLA).
If the Sydney Consumer Price Index exceeds 4 per cent (March quarter) in the second or third year, members will receive a $1,000 taxable, one-off, non-cumulative cost-of-living adjustment payment, plus superannuation.
As part of the offer, the PSA will negotiate changes to the Managing Excess Employees (MEE) policy to bring it into line with the new Workforce Mobility Placement (WMP) policy implemented late last year. This has seen great improvements in the retention of public servants affected by workplace change.
Conditions claims still being negotiated
The claims from the CTU will continue to be negotiated. Some of the major claims for PSA members that will continue to be conciliated include:
- Flexible working arrangements, including the right to work from remote locations
- Provisions to eliminate the forfeiture of flex hours, including increasing the allowable accrual of flex per cycle to 42 hours
- Inclusion of TSSMs in the Award
- Staff Opal Cards on the same terms as Sydney Trains
- Improvement on disciplinary processes
- Pay equalisation across RMS and TfNSW/Metro Salary Groups including the addition of a Shift Work Clause to the TfNSW Award
- The inclusion of bereavement leave
- Overtime being paid at your grade
The CTU were in the Industrial Relations Commission to continue conciliation on Friday 11 October 2024. A separate bulletin will be distributed regarding this conciliation. However the negotiations on conditions continue without agreement, with a further report back listed in the IRC for Tuesday 29 October 2024.