Union calls for answers as regional job cuts hit NAA

CPSU is seeking more information from NAA management to clarify the impact on affected staff and the quality of the services that Archives provides in these areas.

Archives have identified these site closures as ‘efficiency measures’ which are subsequently reflected in the government’s Mid-year Economic and Fiscal Outlook (MYEFO) which indicates a cut to the Archives budget of at least an additional $0.7m in this financial year and $1.4m each year for the next 3 years of forward estimates.

What’s happening?

• Darwin, Adelaide and Hobart offices are going to close
• 20 jobs are in line to become excess
• Other regional offices are safe from job losses at this stage
• Any additional savings will be through natural attrition in the Canberra offices
• Darwin and Hobart collections are to be moved to other cities in 2010

What’s CPSU doing?

CPSU is working to ensure:

1. Management provide information about the impact of the cuts on service delivery to residents of South Australia, Northern Territory and Tasmania.
2. Directly affected staff receive their rights as per the union-negotiated NAA collective agreement. Read below for an outline of the redundancy/redeployment process and your rights and entitlements;
3. Indirectly affected staff are not burdened with unrealistic and unmanageable workloads; and
4. Proper funding for the public service through our Essential Services campaign.

Know your rights

Your union has worked hard to secure rights and entitlements for employees who directly face redundancy. See below for details of your rights under the union-negotiated NAA collective agreement. CPSU members can access individual advice and support at our Member Services Centre on 1300 137 636. Not yet a member? Join online or call 1300 137 636.

Protecting essential services

Australians rely on public servants to provide quality essential services, especially in uncertain economic times. Yet as demand for support is increasing, Commonwealth Government agencies are cutting jobs and services because of ongoing Budget pressures and the so-called “efficiency dividend”.

If you have any questions or concerns, please speak with your local CPSU delegate or contact your CPSU organiser ben.petersjones@cpsu.org.au

Know your rights – RRR provisions at Archives

Important information if you are identified as EXCESS.

As per Clause 79 of the NAA agreement, you have two options:

1. accept Voluntary Redundancy (VR); or
2. seek Redeployment.

Once your ongoing position is formally identified as excess, you will have one month to decide if you want to accept or reject an offer of VR. To help you make the right decision up to $400 will be provided to you to obtain financial advice, career advice or counselling. It is recommended that you obtain advice before making your decision.

VOLUNTARY REDUNDANCY

• A VR is a pay out in lump sum. It consists of a severance payment based on 2 weeks pay for each year of service and payment in lieu of notice (4 weeks or 5 weeks if over age 45).
• Previous employment with a government agency may also be included in calculating your severance benefit – you should check with HR.
• The maximum severance payment is 48 weeks (this does not include the payment in lieu of notice).
• Upon receipt you are no longer an employee of NAA.

RETENTION

• If you reject an offer of VR you will have access to a retention period of either 7 or 13 months.
• 13 months if you have 20 years of service OR are over age 45.
• 7 months for other employees.
• During this period you continue to work at NAA where redeployment will be facilitated.

REDEPLOYMENT

If you choose to be retained by Archives, redeployment will be facilitated and may result in you moving to another agency or another part of Archives. You can expect that:

1. You will be referred to the APSC career transition centre. If a suitable position is found you are no longer excess. http://www.apsc.gov.au/careertransition/index.html
2. NAA may only be able to find you work at a lower level; however NAA will pay you at your substantive level for the balance of your retention period (income maintenance).
3. If there is insufficient work during your retention period, NAA may pay out the balance of the period as a lump sum. Subject to financial advice, this may be an option worth considering for those employees who have a short period of employment that would affect their VR package.
4. Your employment will be terminated (involuntarily retrenched) at the end of the retention period.
5. You cannot be involuntarily retrenched if NAA has not offered a VR first.
6. You cannot be involuntarily retrenched if you elected to accept a VR but NAA refused.

Note: Rules covering APS and Parliamentary service following receipt of a redundancy benefit (e.g. VR) have changed. You will be barred from pursuing ongoing employment in the APS for a period equal to the number of weeks of severance pay received by you, e.g., 20 weeks severance pay (for 10 years service) will preclude you from obtaining APS employment for 20 weeks.

CPSU members can access individual advise and support at our Member Services Centre on 1300 137 636. Not yet a member? Join online or call 1300 137 636.