CPSU has made clear to management that our aim is to reach agreement prior to Easter but this requires a prompt return to negotiations at the bargaining table.
There will need to be a change in approach from DEEWR management once
negotiations resume. There are positive signs that they will engage with your
bargaining team to reach agreement on the key issues identified in the CPSU
agenda late last year – management yesterday stated “Its in everyone’s interests
to move forward with the clear intention of reaching agreement with the CPSU.”
We’re meeting management again next week with a view to resuming negotiations
as soon as possible.
DEEWR management do need to start demonstrating at the bargaining table they
are working towards resolving key issues identified in the CPSU agenda late last
year. You can download a poster version of the ‘to do’ list
here.
Improvements are necessary and achievable It is imperative that certain
aspects of the agreement be improved to protect staff in an environment where
you may be asked to do even more with less.
It is now even more important for staff to achieve TPL for all periods of
acting, consistent TOIL arrangements for EL staff, the right to seek a workload
review, and a fair pay offer.
CPSU bargaining team understands that MYEFO has an impact on how far
management can move. The goal remains to reach agreement on a package that
provides significant improvements and can be afforded by the Department.
So what’s on the ‘to do’ list?
A fair pay offer
Consistent time off in lieu (TOIL) for Executive level staff
TPL for all periods of acting
The right for staff to seek a workload review
Remote localities assistance for all staff in Cairns, Townsville and
Darwin
Cash for meals when travelling
IT classifications for all IT professionals
Protecting fair dispute resolution processes to cover all workplace
matters.
CPSU maintains the right to bring up additional items depending on member
feedback. Some members have identified improving the redundancy and redeployment
provisions of the agreement to action the 2011 APS Redeployment Principles.
Members have also identified concerns with the definition of ‘family’ that we
are looking into. If you have additional items for the agenda for settlement
please send an email to
deewrmembers@cpsu.org.au
Where to on pay?
CPSU will continue to push for a fair pay offer that keeps up with the cost
of living. The previous pay offer could be improved in a range of ways, such as
bringing the pay rises forward, improving the pay quantum or looking at a DIAC
type model where improvements are made through adjusting the salary pay points.
Such methods have been used in other agencies and found to be consistent with
the Government policy.
Join to support better pay and conditions CPSU is a non-profit organisation
working to improve your pay and conditions. By joining you are picking the CPSU
to be your representative. Join the CPSU
online.
