Workplace Authority - it’s amazing the difference a day makes

This is a positive outcome and a change from the advice the CPSU received earlier in the week. HR previously said that AWA staff would only translate across to the first pay rate in the CA that was higher than the AWA and CA, even if that was only $1.00 pa. Management’s first advice would have seen many employees significantly worse off once they translated form their AWA to the CA. This process will also apply to members who move to a new salary increment point on 1 September this year following the performance appraisal process.

Translation clarified and fair

WPA management have now confirmed that employees who translate from an AWA to the CA will translate at their respective classification level. This ensures you maintain your pay relativity. Management have also committed to providing translation advice to the CPSU members in our letter by Tuesday. We are holding a Phone hook-up next Wednesday to discuss.

CPSU Phone Hook-up

Your union is holding a phone hook-up for all WPA staff affected by this issue to discuss management’s proposal and to help address anyone who feels that they have been disadvantaged in the translation of their AWA, CA or determination.

Time: 12.30pm
Date: Wednesday 13th August 2008
Call 1800 658 960 followed by the pin # 515735.

Do you feel you were disadvantaged when you translated from your AWA, CA or determination? Your union is keen to ensure that all WPA staff receive or have received a fair translation from their pay classification under their AWA, CA or determination. If you feel that you have been disadvantaged please contact email matthew.wood@cpsu.org.au 

So what happened on the conditions front?

As management have now confirmed that staff on OEA AWAs will translate at their current level we now need to seek your opinion on the totality of the issues.

Performance Bonus Payments

Management would not provide a one off payment to pay out your bonus payments as they claim that, according to their calculations, maintaining current classification level will ensure that no employee will receive less than their current remuneration. It is now up to members to decide if the translation advice addresses this.

Redundancy Provisions

Management said that DEEWR and the Public Service Commission advised that retaining the right for an employee to choose to have the retention period paid out was an enhancement of the redundancy provision and contrary to Government policy and so could not be included in the CA.

Purchased Leave

Management advised that it was not their intention to reduce the right of employees on the OEA AWA to purchase leave. They confirmed that they would support any claims for purchase leave submitted before your terminate your AWA. This would provide certainty for the coming 12 month period. Management also committed to review the purchase leave policy with a view to removing ambiguity in its interpretation and application.

Fitness allowance

WPA would not grandfather the fitness allowance as this was rolled into the WPA CA pay increase. We suggest that members make a claim for it before terminating their AWA.

Temporary Performance Loading

WPA would not grandfather the TPL entitlement of 10 days, however they would support any claim already approved. They also stated that the 5 day period would apply if the member was required to exercise a delegation.

Bereavement Leave

WPA would not grandfather the bereavement leave of 5 days. They feel the WPA CA provides more access bereavement leave beyond 2 days using the “other leave” entitlement, though this is discretionary. The CA provides a wider definition of how personal can be used.