At negotiations held with CPSU on 9 and 16 September, management tabled a proposed package that includes pay increases of 4% per annum. This is well below your CPSU claim of 5% per annum and less than inflation.
We need your feedback!
Please let us know what you think of the DVA management proposal in completing our short online below by COB Wednesday 1 October.
You have told us you will not accept such a low pay offer. In a move that will test staff unity, DVA’s package offers additional allowances and payments to staff at or above the APS6 level.
Bargaining
key points
Your CPSU
bargaining claim
Management’s Offer
Pay Offer
5% pay increase per annum
4% per annum pay increase over 3 years
No
Disadvantage
No employees shall be disadvantaged and all employees shall be treated equitably in respect of pay and conditions.
APS 1-5
-APS 1-5 staff would receive an increase to the Healthy Lifestyle Allowance from $100 to $200
APS6-EL2
- annual allowance (non-superable) of at least 4% and a professional lifestyle allowance of $750.
- An extra performance payment for IMU IT technical employees.
- AWA HDA & flex leave conditions extended to APS6 & EL staff not currently on AWA’s.
Consultation
Formal consultative mechanisms so DVA staff can have a say and influence decisions on matters
affecting them
DVA thus far have refused to introduce formal national and local consultative forums where DVA staff could take their workplace issues and have a real say in the decision making process
PD & R
Fair, transparent and
agreed PD&R arrangements
PD & R proposed to be taken out of the UCA and replaced with new “Guidelines” to be developed in “consultation” with staff and unions, ultimately subject to management prerogative
Staff Wellbeing
Positive measures to
improve the health, safety and well being of DVA staff.
Proposal includes the promotion of tools for use by managers
and staff in managing absences & the introduction of a 5 day per annum cap on Personal Leave use without documentary evidence
