The union has had feedback that some members who transferred to Water NSW from the Department of Industry have not been receiving updates.
We send updates to members where they work, but only if the union is updated about any changes to your contact details. If you have moved to Water NSW, please contact the PSA (CPSU NSW) Member Support Centre on 1300 772 679 to update your work details.
For previous member updates and further analysis from the CPSU NSW (the federal counterpart for PSA members) about bargaining, see the Water NSW page at https://psa.asn.au/state-owned-corps-water-nsw/.
Below is the most recent update, asking members to endorse or reject the proposed enterprise agreement being put out by Water NSW. If you are employed by Water NSW, please review the union update and have your say on whether your union should support or reject this proposal.
As a democratic organisation, the CPSU NSW is required to ask the members affected whether they support or reject proposed changes to pay and conditions affecting their employment.
This is a key part of the enterprise bargaining process and is an important feature of your union membership.
The CPSU NSW has serious concerns regarding the proposed offer, however, a significant number of members will have some excellent pay rises, while another significant number of members will have their pay cut in real terms as well as an increase in weekly hours for no compensation.
Have your say today – vote HERE.
The collective decision of the union’s membership will determine what the CPSU NSW campaigns for.
By members sticking together, and supporting each other, we can achieve outcomes for all members that benefit everyone.
But this decision is yours to make so please vote today on whether your union supports or rejects the changes to your pay and conditions.
Some key things to remember:
- 15 days sick leave to become 20 days per year
- Maternity leave to be available for the Primary Carer, regardless of gender.
As well as:
- Move from 35 to 36 hours a week without any compensation;
- A cut in wages in real terms when compared to CPI for those 170+ employees in Above Grade
- Loss of 12 months retention period when declared excess, down to 3 months
- Redundancy references the Managing Excess Employees Policy, which the NSW Government can change at any time
- No more guaranteed RDOs, which will become flextime and subject to manager’s approval
- Basic pay rises of 2% (or 1%) per year depending on performance
- Progression through Zones depending on performance
- Bonus Payments depending on performance, and subject to management’s creative designs
- Reimbursement of expenses moved into policy
- Job evaluation performed without union involvement
- For former DPI Water employees, loss of Fair Work Commission pay rises, which was (and should be following the CPSU NSW Commission application) 3.3% for 2017
If you have any questions or comments, you can provide feedback to your CPSU NSW Bargaining Team by emailing email@example.com.
For further analysis and reports from the CPSU NSW about bargaining, see the Water NSW page at https://psa.asn.au/state-owned-corps-water-nsw/.