Negotiations for a new Agreement have been occurring with state government representatives. 

The agreement nominally expired on 30 June 2011.  The current agreement remains in place until replaced. 

Weekly meetings are taking place and the parties are working through our log and the Employer’s claims on workers.  This process in now largely completed.

These negotiations are occuring against the backdrop of the government’s unacceptable 2.5% pay policy and that payment is only being made available from October 2011.

Where government claims are prejudicial to our interests, such as extending fixed term employment, or would constitute reductions to conditions then CPSU has rejected these.

The government has rejected any of our claims which have a cost impact such as improved annual leave and the salary and other cost components (super, classifications) of our claim.

Their wages policy allows for increases above 2.5% for “cash at bank” productivity improvements but the options for this have so far largely been about savings from the same old notions of “efficiency” that have happened in previous rounds.

Hence, as with extending fixed term employment these have been rejected by CPSU.

It has not been possible to generate a “productivity model” as it does not exist anywhere in the world other than in the old terminologies that mean losing something to pay for it.

Nevertheless CPSU has persisted in good faith to consider a number of items which may in the end form a package that delivers 2.5% or/and more, depending on how these items are costed in efficiency/productivity terms and in dollars.

In “good faith” we are considering matters in some existing clauses that could provide productive enhancements for a pay rise greater than 2.5%.

 

  ** Items **

The matters which departmental Human Resources Directors seek are:

 • Splitting performance management and discipline into distinct “streams”.

 • Defining consultation requirements in terms of “major” and significant”.

 • Personal Leave/Sick Leave/Carers Leave management arrangements.

 • Making clear that performance progression is not “automatic”.

CPSU has argued to include means to redress the unacceptable staff turnover figure each year of 16% and the shocking loss of productivity due to the large number of workplace claims relating to various forms of associated stress e.g. bullying.

Reducing these costs would produce real productivity in a sustainable fashion.

Members should now be thinking about the next steps.

If it becomes necessary to apply for a Protected Action Ballot to progress our claims then this will occur in the next few weeks.

 

  ** What Action Can You Suggest? **

CPSU’s Branch Council is now determining the options available.

You should be considering in workplace meetings the types of protected action you will take to get a better offer and to highlight our operational work to the public.

Contact your CPSU Organiser now for an update and to prepare for the next stages in our bargaining to secure a real pay rise.

E-mail enquiry@cpsuvic.org with your Protected Action Initiatives and say this in the subject line.