Child Support Program Technical Support Officers just want the genuine article!

CSP made this announcement without consultation with employees or the CPSU. Following requests from CPSU, CSP have met representatives on a number of occasions to listen to member’s feedback and to properly consult.

TSO concerns...

As part of this process your CPSU representatives secured early agreement to:

• delay the release of the roster to allow time for proper consultation to occur and
• to hold half-hour, paid-time consultative meetings with affected TSO staff.

With support from CSP management, within just three days your local CPSU workplace delegates were able to run meetings in every affected site across the country where they collected pages of feedback to pass onto management. This feedback was collated and presented for discussion with management. Just a small sample of the many genuine concerns included:

• Disappointment at the apparent lack of consultation and information
• Confusion about why there is a need for TSOs to do the work
• Concerns about funding, staffing arrangements and workforce planning
• Desire for recognition that this will be additional work
• Concern about impacts on other work areas, the PMP process, advancement audits, planned and unplanned leave and access to appropriate training and support options.

…and solutions

Members didn’t only ask questions; they offered solutions as well. These included asking for volunteers and preferencing or having a cap of maximum shifts in a day. Members also wanted fair acknowledgement from management that TSOs are helping outside their jobs.

CSP commit to “genuinely consider”

CSP have now given a commitment to “genuinely consider members feedback, including letting members know how such feedback was taken into consideration in the decision making process.” CPSU is looking forward to seeing the CSP response in the next few days.

What does consultation look like?

Although in the past CSP employees have experienced change without much consultation, CPSU members should consider this process as the minimum benchmark when change is announced at work. Consultation should:

1. Discuss the reasons and need for change, including information, with you and your union
2. Involve you and your union in decision making by allowing input on the change proposals
3. Take all your feedback into account and develop support on the proposed change and
4. Once a decision is made, continue consultation with you and your union on the changes

You and your union are in every step of this process. Your union will support and assist you in enforcing your rights. Your involvement and your membership matters. Please share this bulletin and ask one of your workmates to join your union. Join your union by clicking here or calling 1300 137 636