CPSU has met with Victoria Police who have advised that an Organisational Review will be undertaken.  The objectives of the review we were advised are:1.    Categorise current Victoria Police functions/activities as:core and fundedcore and unfundednon-core and fundednon-core and unfunded2.    Identify options to support an organisational structure, having regard to fiscal responsibility and sustainability, including the associated risks and impacts of ceasing or reducing functions/activit... -->

CPSU's lawyers Maurice Blackburn have now served a letter of demand on DJCS after 18 months of raising these concerns while DJCS continues filibustering and stone walling.CPSU has been in dispute with DJCS over this non payment since March last year because DJCS like other depts have applied language selectively (to avoid our VPS Agreement requirements) like ‘demonstrate measures of excellence’ to ‘exceed expectations’ to deny progression payments to Grade 5-7's staff ostensibly as a bud... -->

Union members from Grades 5-7 at the Department of Jobs, Skills, Industry and Regions reported that they were being denied progression, because they had either not "exceeded expectations" or because their agreed goals were insufficiently difficult.CPSU raised this with DJSIR, making clear that under our VPS Enterprise Agreement:The goals set by the employee and their manager are the agreed Progression Criteria which must be assessed;If the Employee is eligible for Progression and has met their P... -->

CPSU and Victoria signed a head of agreement that will deliver improved salaries and new conditions over the next four years.The proposed Agreement is now being circulated to VPS employees by employing agencies.    It’s time now to vote ‘YES’YES for a BOOST to salaries and a $5,600 cost of living cash paymentYES for a BOOST to entitlementsYES for Alternative Ways of Working feasibilities to improve work/life balanceYES for a BOOST to enforcement of common policiesSummary of the salary a... -->

Employees classified at VPS Grade 5 and above may be expected to undertake reasonable additional hours to support service delivery.  New Overtime arrangements for these employees will be included in the Best Practice Employment Commitment (BPEC) and consequential amendments will be made to clause 41 (reasonable hours of work) of the Agreement to give effect to the BPEC commitment.Overtime (certain provisions), hours of work, and workload review clauses in the Agreement will apply.New guidance i... -->

A new reproductive health leave clause providing five days non-cumulative paid leave for full-time employees, pro-rata for part-time employees will be included in the proposed new Victorian Public Service Agreement 2024.Workers can use the leave when they are unable to work because of a reproductive health reason, or when they are receiving treatment for endometriosis or poly cystic ovary syndrome, menopause or menstruation, complications associated with a pregnancy, or if they are receiving fer... -->

After negotiations over the last two weeks to settle the outstanding items arising from a suggested way forward by the independent bargaining facilitator Julius Roe, the respective negotiating teams will now recommend that a head of Agreement can be entered into for a four-year Agreement between Victoria and CPSU that locks in payment dates and condition improvements.CPSU’s Victorian Branch Council is scheduled for Monday afternoon to endorse this way forward.Pay quanta and entitlement improve... -->

Our negotiating team is working hard to squeeze out the best possible outcome in the context of the government’s pay policy and are continuing negotiations on smaller changes to improve the Agreement.Key issues that the union remains focused on include:•    Salary Increases – Wages policy provides 3% per annum pay increases, plus CPSU has confirmed the mobility allowance payment from VPS Agreement 2020 of 1.25% every year remains from 1st July 2024 and would apply also in the 2025, 2026... -->