Last week, your union put practical proposals to ABS aimed at resolving the ongoing job cuts dispute.
Our proposals rely on voluntary redundancy first and then merit based competition only as a last resort. This approach aims to minimise harm and disruption in workplaces at what is a very difficult time for employees. CPSU is consulting with ABS on Friday 5 June. Our aim is an agreed way forward with ABS.
Meanwhile, CPSU continues to hear confusing reports that ABS appears to still have the option on the table of hypothetical assessments against future capabilities. In our view enough damage has already been done because of a lack of genuine consultation and the previous flawed process based on hypothetical assessments.
What’s proposed?
CPSU has provided ABS with practical proposals aimed at mitigating harm, which are consistent with the collective agreement and follow models that have been effective across the APS. These proposals are set out in the next three pargraphs.
1. Consultation
CPSU seeks to consult with ABS over measures to reduce and mitigate adverse effects of terminations. This includes:
the budget announcement of around 106 additional staff
likely attrition
the long standing approach to redundancy in the APS
APSC principles focused on reducing the harm of redundancy
applying the terms of the CA reduce harm of redundancies.
2. Correcting the current damaging situation
In CPSU’s experience, redundancy processes that are quick, with minimum disruption are best for all employees., This is achieved when there is a general consensus that processes are fair and voluntary. ABS has chosen to adopt a different path and that needs to be unwound. This includes:
withdrawing the flawed assessments and explicitly ending the flawed assessment process
committing to an agreed process if terminations are necessary.
3. Applying the terms of the collective agreement
Consultation with CPSU that genuinely tries to seek agreement (c265 and c10)
Consultation before any employee is declared potentially excess or excess (c264 and c266)
Clear redeployment processes at level for affected employees including tracking and allocating employees to vacancies occuring at level (c267 and c268)
Identification of specific excess employees only if agreed that voluntary measures won’t resolve situation (c269)
If needed, a fair and transparent merit process that allows employees to advance their claims. The process will need to build employee trust given the damage of the previous flawed process
Full protections and services set out in the CA and in APSC principals for excess employees.
