Community and Public Sector Union Victoria (CPSU)

  • VPS2020 Logo

    VPS Bargaining Update

    Bargaining for our new Victorian Public Service Enterprise Agreement is underway.

    The VPS Enterprise Agreement is the largest EBA that the union negotiates and is one of the largest EBAs in Victoria.

    The Agreement covers approximately 40,000 public service employees in a diverse range of departments and jobs.

    If you’re a union member, CPSU automatically represents you at the bargaining table.

    It’s been great so early in the process to see CPSU members engage in conversations at their workplaces about what bargaining may bring and how important it is that our rights and conditions, fought and won long ago, are maintained.

    Bargaining can be a stressful and uncertain time for members, but rest assured your CPSU bargaining delegates and organisers are working hard for you at the table.

    CPSU will send email updates and will be out and about at all sites to keep you informed of our progress at the table at key stages.

    VPS Enterprise Agreement - How is it different to other EBAs?

    The VPS Enterprise Agreement is unusual in that it covers tens of thousands of employees in hundreds of different workplaces across 40 separate employers.

    The Agreement has two parts – the 'Core' and the 'Appendices'.

    The Core contains all conditions that are common across the Victorian Public Service, such as Annual Leave, Personal Leave, Parental Leave, Pay and Long Service Leave.

    There are also 14 'Appendices' that cover specific departments and that is where allowances and specific provisions like rostered hours of work provisions are documented (Appendix).

    How does bargaining work

    Negotiations for the Core entitlements, those that apply to everyone, and each of the Appendices are conducted separately.

    CPSU is negotiating the Core directly with the State of Victoria represented by Industrial Relations Victoria and Departmental reps.

    Negotiations for the different departmental Appendices tend to be conducted directly with specific government departments/employers.

    The government has imposed a requirement for complete confidentiality, so CPSU will update members as possible.

    What is CPSU taking to the table for me?

    CPSU formulated our members claims for both the Core and Appendices in many ways:

    • Conversations with delegates
    • Analysis of disputes/grievances raised by the union during the time of the current EA
    • A survey sent to all members in March (with two follow-up reminders sent in April)
    • Meetings and discussions in workplaces
    • And of course, by talking directly with members.

    But what about pay?

    The Government has imposed a wage cap on employees of 2% across the sector despite receiving 3.5% themselves in September after pocketing 2.92% on 1st July.

    A 2% 'pay rise' is effectively a cut when compared to rising costs of living. The double standard is obvious.

    CPSU has claimed in summary for all VPS workers

    • 3.5% per annum
    • Additional week of annual leave
    • Increase superannuation contribution to 12%
    • Audit use of fixed term and casual employment and convert to ongoing
    • Remove overtime calculation and eligibility caps
    • New night shift rate
    • Extend paid leave to casual employees
    • New regional mobility mechanism with allowance for regional or rural location 'hard to fill' jobs
    • Review qualifications related to salary minimums, progression outcomes in line with Gender Pay Equity principles
    • New clause on Gendered Violence
    • New Jobs and Skills Exchange

    Discussions have been sought with Government by all public sector unions to raise the cap arising from the recent decision to award state MPs a 3.5% increase.

    CPSU Branch Secretary Karen Batt has reiterated our rejection of a 2% pay rise.

    We need all members to be united and ready to fight for what they deserve.

    How do we win?

    Our pay and conditions of employment did not just appear from thin air – everything that we have has been fought for and won.

    Just as CPSU fights to protect and advance the rights and interests of our members, the Employer will fight for what it considers to be in its interest.

    This unfortunately often means trying to minimise pay increases and removing conditions.

    Our Union has a proud record of keeping our members well ahead of average Australian wage growth and the cost of living.

    In fact, the improvements to wages and conditions that we have fought for and won are amongst the very best in Victoria.

    Under our 2016 EBA CPSU won 3.25% annual wage increases paid in two instalments during each of the last four years.

    This time around the Victorian Government is trying and force a wage increase on their employees that is less than the anticipated cost of living.

    This is not good enough and our members demand better.

    We expect the State of Victoria to recognise, value and respect you and the work you do.

    We expect the State of Victoria to compensate you fairly for every minute you spend at work, sacrificing time with your family and friends in order to keep delivering services to our community.

    But ultimately, respect isn't given – respect is won.

    If we are going to win, we need to be united, we need to be strong and we need to be ready to fight for what we deserve.

    It is critical that in the lead up to the current Agreements nominal expiry on 31st December that all VPS employees consider joining the union.

    We are stronger and better off when we’re all standing together – and now is not the time for spectators standing on the sidelines.

    If you are aware of any colleague who is not yet a union member, we encourage you to discuss the benefits of union membership and ask them to join CPSU today!

    40,000 workers
    in 400 specialist occupations
    across 40 employer agencies

    • AA, MA, & YJ
    • Ag Scientists, BDM, CenITex, Dental, Digital, Drivers
    • CCS, Court Services & Custodial, Curriculum Development
    • Employment & Equality
    • Environment, Water, Consumer and Child Protection,
    • Families, Forest Firefighters, Fisheries, Forensics, Fingerprints
    • Gaming & Liquor, Housing & Health
    • Planners, Sheriffs
    • Specialist Student Support, Sport & Rec
    • Treasury, Trade, Tourism, Transport
    • Veterans
    • Women

    Thousands respond to EB survey

    Our membership highlighted Pay, Salary Progression, Workload, Professional Development, and Fixed Term Contract Use as the priority issues to address in negotiations for the next VPS Agreement.

    Our core claims therefore include:

    • 3.5% per annum
    • Additional week of annual leave
    • Increase superannuation contribution to 12%
    • Audit use of fixed term and casual employment and convert to ongoing
    • Remove overtime calculation and eligibility caps
    • New night shift rate
    • Extend paid leave to casual employees
    • New regional mobility mechanism with allowance for regional or rural location 'hard to fill' jobs
    • Review qualifications related to salary minimums, progression outcomes in line with Gender Pay Equity principles
    • New clause on Gendered Violence
    • New Jobs and Skills Exchange

    Our agency claims set out specific hours and allowances in addition for many occupations in these Depts/Agencies:

    DJCS DET EPA DHHS DJPR DELWP MTO VicPol CPVV IBAC CSV OoG VCGLR GMA CenITex DoT EM MTIA SRO VFA

    CPSU is a recognised bargaining representative under the Fair Work Act for our members.

    Tell your colleagues who may not have joined yet that the best way to have their voice heard and their views represented is to join CPSU.

    Claims Exchanged

    Claims were exchanged on Thursday 4 July in accordance with terms in the current Agreement and a schedule of future meetings were mapped out over the coming months.

    The current Agreement will continue to operate in the meantime.

    Bargaining Underway

    VPS Departments and Agencies are circulating the required Notice of Employee Representational Rights (NERR) that formally commences bargaining for the next Agreement.

    CPSU members are automatically covered and DO NOT need to do anything except let your colleagues who may not have joined yet know that the best way to have their voice heard and their views represented during the bargaining is to join CPSU.

    CPSU is a recognised bargaining representative under the Fair Work Act for our members. Print off our Claims Circular to highlight what we are seeking.

    Did you find the information helpful? |