A preference for collective bargaining, respect for union delegates in the workplaces, effective communication and practical dispute resolution guidelines - all key features of a new policy agreed to by ABS management and CPSU.
Designed to benefit both the workplace rights of employees and the organisational goals of the ABS, the agreement is a step towards an improved relationship between management and CPSU, based on respect and collaboration.
The new policy is a settlement of a dispute between CPSU and ABS management over the rights of CPSU delegates to distribute union information in the workplace.
It also represents the first workplace within CPSU coverage to introduce elements contained in the ACTU Charter of Workplace Rights.
Background: To read previous CPSU news on this issue, click here.
CPSU Deputy Secretary Nadine Flood described the new policy as an example that the rest of the APS should take notice of.
"This agreement provides some clear ground rules that accommodate the the needs of employers while respecting the rights of employees to be represented by their union, if they so choose."
"However we would have never have been in the position to make this agreement if it wasn't for the bravery and courage of CPSU members and delegates in ABS who took a stand for workers rights," she said.
The policy is built around five key principles:
Collective Bargaining: Confirmed as the preferred method of general agreement making with non-SES employees of the ABS.
Recognition: ABS to recognise the role of the CPSU, its representatives and workplace delegates and will respect and facilitate the role of workplace delegates.
Information sharing: The ABS and the CPSU will share relevant information to facilitate effective communication on ABS workplace issues.
Communication: ABS acknowledges the right and responsibility of the CPSU to communicate with all employees and the right of employees to have fair and reasonable access to CPSU in the workplace.
Resolving disputes: Dispute and grievance resolution should, in the first instance, be informal and then progress through a more formal escalation process. In this connection, the need to ensure adequate training at all levels to ensure the integrity and effectiveness of dispute settlement machinery.
The new policy will be reviewed after six months to assess any transition or implementation issues.
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Recent media: Read an article from Workplace Express here.