POLL POSITIONS STATE ELECTION 2019 - Public Service Association of NSW
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OCTOBER–DECEMBER 2018
POLL
POSITIONS
STATE ELECTION 2019
PUBLIC SERVICE ASSOCIATION POST OFFICE APPROVED
OF NSW/CPSU NSW PP 255003/01563 ISSN 1030-0740
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OCTOBER–DECEMBER 2018
CONTENTS
04 News PSA on the airwaves
08 From the General Secretary
Adelaide sends us a warning
10 President’s message
Women at work
12 From the Assistant General Secretary
A change to the rules our union needs
13 Wins Victories for PSA and CPSU NSW members
11
18 Schools need us
Education depends on our members
20 Recognition Week
Highlights from schools
21 Fight for your right
Protest is under threat
22 Rebuild our TAFE
How to destroy a vocational system
24 Taxing times
Australia gets short-changed
25 Follow the money
Chasing privatisation’s winners 28
Managing Editor Stewart Little, General Secretary PSA Head Office
Issue Editor Jason Mountney A 160 Clarence Street, Sydney NSW
GPO Box 3365, Sydney NSW 2001
Art Direction Mine Konakci
T 1300 772 679 F (02) 9262 1623
Printers Spotpress, (02) 9549 1111 W www.psa.asn.au | www.cpsunsw.org.au
www.spotpress.com.au E psa@psa.asn.au | cpsu.nsw@psa.asn.au
Enquiries PSA Communications Unit, 1300 772 679
All members of CPSU NSW are also members of the Public Service Association.
Membership T 1300 772 679 E membership@psa.asn.au The PSA is the associated body that manages and resources CPSU NSW.
NEWS
UNION TELLS ODPP
TO REDUCE THE LOAD
STAFF at the Office of the Director of
Public Prosecutions are suffering under
unmanageable workloads, the PSA has found.
In many offices, solicitors have more
than 28 cases.
This is in direct breach of a prevailing
workload management agreement
between the ODPP and the PSA. The
agreement states the average should be
25 for people in the city, with a maximum
of 28, and an average of 20 for those in the
country with a maximum of 22.
The PSA has directed any members with
more than the maximum caseload to refuse
further cases.
PSA STANDS UP TO “The workload agreement is a protection
for employees,” says PSA Industrial Officer,
SHERIFF’S OFFICE AS IT INKS
Monika Wunderlin. “PSA members have
fought hard for the agreement, and it’s very
disheartening to see that management is
DIRECTIVE ON TATTOOS ignoring it.”
Ms Wunderlin says she understands that
members may feel pressured to take on
THE PSA is fighting a directive from the managed to secure several deferments the extra caseload, but there is a risk this
Sheriff’s Office to force its staff to cover to ensure staff were surveyed. will adversely affect their health, work/life
up tattoos. “Far from being a fringe issue, this balance, their productivity, and their capacity
In a memo, the Sheriff of NSW, Tracey directive will affect an increasing number to complete cases to the best of their ability.
Hall, said it “is in the organisation’s best of staff,” says PSA Industrial Officer,
interests to enforce” a policy instructing Andrew Boulton.
staff to cover body art with long-sleeve The National Health and Medical
shirts or skin-coloured, roll-on sheaths. Research Council found six years ago that
The PSA has previously complained one in seven Australian adults had a tattoo,
to the Sheriff that the union was not with an upward trend in the percentage of
consulted over the directive, and has people going under the needle.
LEGAL AID TRIES TO IMPOSE CORRECTIONAL
OPEN PLAN A SECOND TIME OFFICERS STUMP
HAVING LOST its bid to impose open plan The PSA opposes open plan offices, UP CASH FOR
arrangements on its staff in Parramatta, citing research that they are detrimental to FARMERS
Legal Aid has turned its sights onto the employee health and the ability of staff to
Haymarket office. work effectively. A CRICKET match between Officers
Without any consultation, the organisation “Open plan offices have been found to from the Mid North Coast Correctional
has decided to put staff in the Grants decrease productivity, decrease face-to-face Centre and Grafton Gaol has raised
Division into open plan. A similar plan for the contact and increase stress, chronic illness, more than $1000 for the Buy a Bale
Parramatta office was knocked back when and mental health issues,” says Ms Wunderlin. campaign to assist drought-affected
the PSA lodged a dispute in the Industrial “Despite the overwhelming evidence, Legal rural communities.
Relations Commission. Aid still think open plan offices are a good POVB represent atives Ja son
“If open plan was no good for idea. This is remarkable considering the high Charlton and David McCauley joined
Parramatta, I fail to see why it will work levels of stress and dissatisfaction in the the Graf ton side, which were the
in Haymarket,” says PSA Industrial Officer, Grants Division as documented in the People eventual winners.
Monika Wunderlin. Matter survey results.”
4 | RED TAPE October-December 2018
NEWS
HADLEY HIGHLIGHTS ‘BIZARRE’ BROADSPECTRUM CALL
PSA ASSISTANT General Secretary Troy Wright went on the airwaves
to highlight what he called the “bizarre decision” to award the running
of Parklea prison to outsourcing company Broadspectrum.
Describing Broadspectrum as “the least-qualified operator” on the
shortlist of three candidates, Mr Wright told 2GB broadcaster Ray Hadley
that Corrections Minister David Elliott had not even bothered to wait for
the result of a Parliamentary Inquiry into the facility’s mismanagement
before signing a contract.
Mr Hadley agreed with Mr Wright that the Minister’s decision not to
invite the public operator, Corrections NSW, to tender for the job over
the recruitment of staff was mystifying.
“It is a ridiculous argument that the public sector can’t find staff and
the private sector could,” said Mr Wright.
The PSA Assistant General Secretary went on to say the “prison system is
bulging at the seams”, with a record number of inmates, a higher proportion
of whom have mental and substance-abuse issues.
In 2009, the PSA fought valiantly to keep Parklea in public hands.
Nearly a decade later the facility is still operated by a private
company, with outsourcers Broadspectrum next in line thanks to
a secretive bidding process that locked out public operators from
the tender.
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October-December
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NEWS
MCMANUS PUSHES FOR
MORE WORK ON THE
CENTRAL COAST
O N TH E evening of Tues day 31 July,
ALL ABOARD
more than 200 unionists and community
members, including representatives of the
AS UNIONS
PSA and CPSU NSW, met at Central Coast
Leagues Club to launch the Change the
THE CENTRAL COAST
HIT SYDNEY
STATIONS
Rules Campaign in the marginal seat of
HAS BEEN HIT HARD
Robertson.
Also present at the launch was ACTU
BY CUTS TO SCHOOLS
Secretary Sally McManus, who celebrated AND TAFE, HOSPITALS, THE PERILOUS STATE of the NSW TAFE
her birthday surrounded by fellow unionists. PUBLIC TRANSPORT AND system was on commuters’ minds
I n t h e w e e k s p r i o r t o t h e l a u n c h, COMMUNITY AND SUPPORT thanks to PSA and CPSU NSW staff,
organisers Caroline Staples, Gino Di Candilo SERVICES members and supporters handing out
and Ian Braithwaite, participated in a Union flyers at stations throughout Sydney.
NSW planning and training day to identify • The spread of insecure and casual work Commuters were handed flyers
issues and generate turnout. • The effect of cuts to penalty rates on pointing out the State Government
The Central Coast has been hit hard family budgets has gutted the TAFE system, diverting
by cuts to schools and TAFE, hospitals, • Fewer student places in local TAFEs, funding to fly-by-night colleges and
public transpor t and communit y and schools and universities denying countless young people a
support services. • Wages that don’t keep up with cost of career.
The shift of many industries offshore living increases “It is important to get our message
a nd me cha nis ation ha s cut lo ca l job • Restrictions on workers’ right to bargain across to voters through the state that
opportunities. and take industrial action in support of the TAFE system is in a perilous state,
Youth unemployment is above the their claims thanks to budget cuts and diversion of
n at i o n a l ave r a g e a n d Ce n t r a l Co a s t • T he rampant use of contractors and funding to private colleges offering inferior
residents are often forced into arduous consultants in the public sector. educational services,” says PSA General
daily commutes to work and study. Attendees were urged to speak to family, Secretary Stewart Little, who has been
The audience heard from local workers friends and neighbours about joining their among those handing out flyers.
about why the current rules aren’t working union and joining their local Change the
for them or their families, highlighting: Rules campaign group.
NEW FEES FOR MEMBERS
PSA/CPSU NSW fees have been adjusted in line with the Public Service pay rise, won by your union, from 1 July. These figures include GST.
The salary ranges indicated below are based on the Crown Employees Award rates.
The rates are:
SALARY ANNUAL QUARTERLY MONTHLY 4-WEEKLY FORTNIGHTLY WEEKLY
(CREDIT CARD ONLY) (DIRECT DEBIT ONLY)
$59,411 > $773.40 $193.35 $64.45 $59.50 $29.75 $14.90
$41,825 - $59,411 $594.35 $148.60 $49.55 $45.70 $22.85 $11.45
$ 10,456 - $41,824 $369.30 $92.35 $30.80 $28.40 $14.20 $7.10
Less than $ 10,456 $190.25 $47.60 $15.85 $14.60 $7.30 $3.65
Members proceeding on Leave Without Pay in excess of three months need to advise the union so as to maintain their financial
membership of the Provident Fund at a special rate of $35.80 per annum. However, members on Leave Without Pay for a lesser period
than three months pay the usual rate.
Remember, all union fees are tax deductible.
Retired Associates and retrenched members will pay $35.80 a year, or $41.50 a year if they continue to contribute to the Provident Fund.
6 | RED TAPE October-December 2018
NEWS
ULTIMO POWERHOUSE
NOT DEAD YET
THE PSA and staff at the Powerhouse Museum are keeping up the fight
to keep the museum’s inner-city location open.
The State Government has announced plans to knock the museum
down and relocate it to a flood-prone site in Parramatta. According to
government plans, on the original museum’s site will be yet more high-
rise flats, towering over Darling Harbour and Ultimo.
PSA Industrial Manager, Nathan Bradshaw, says the site’s fate will be
an election issue.
“We can’t see the agreement being finalised before March, so people
need to take the museum’s fate into account when they vote in the state
election next year,” he says.
According to the Government’s plans, the Ultimo site will be
abandoned before work begins on the Parramatta site, leaving Sydney
without a Museum of Applied Arts and Sciences at all.
“This is another example of a government dancing to the tune of
property developers,” says Mr Bradshaw. “A cultural treasure trove is at
risk to make the real estate industry yet more money.”
The Thin Green Line Foundation helps the families of
rangers killed in action in places such as Tanzania’s
Serengeti National Park
DONATION HELPS FAMILIES OF
RANGERS KILLED IN ACTION
THE PSA has matched a donation raised by members in
National Parks to support the families of rangers killed | |
in the line of duty.
The Thin Green Line Foundation helps widows and | |
families of rangers killed in the line of duty – often by
poachers in African parks. The PSA and the Professional
Officers Vocational Branch, which covers National Parks
staff, both donated $1000 each to the organisation.
The money will help rangers in Tanzania and Cambodia.
October-December 2018 RED TAPE | 7
COLUMNS
FROM THE GENERAL SECRETARY
STEWART LITTLE
SOUTH AUSTRALIA THE WAY FORWARD UNDER GLADYS
THE RECENT moves by the newly elected of agreement with the Federal Government
Liberal Government in South Australia have in December 2012 to establish the National
cast the looming NSW polls in March 2019 Disability Insurance Scheme (NDIS) in NSW.
in a deeply troubling light. O’Farrell’s successors, Baird and Berejiklian
The S outh Aus tr a lia n G over nment picked up that baton and continued on in the
has brought down some horrific budget THERE IS AN OBLIGATION great race of the bottom.
measures, with 4000 public servants to be ON THIS UNION TO HOLD There are now no public disability services
shown the door or shifted to the private in NSW, setting the scene for the greatest
THE GOVERNMENT,
sector. At least seven TAFE campuses social disaster this state has ever seen.
ANY GOVERNMENT,
will be closed and a raft of other services Nor is there a Government safety net for
privatised, including the Remand Centre.
ACCOUNTABLE AT THE people with disability.
It’s scorched-ear th policy stuf f and BALLOT BOX Similarly, TAFE has been decimated by
I believe it is what’s on the cards in NSW. a $130 million cut at a time of high youth
Consider this: Gladys Berejiklian has never and the broader community you serve. unemployment and a NSW economy facing
been tested in an election, inheriting the job I make no apologies for this. None. a skills shortage.
from Mike Baird when he stepped down. To me, there is an obligation on this union This same administration has proudly
My great concern is if Ms Berejiklian gets to hold the Government, any government, pushed ahead with spending billions
over the line at the election, that victory will to account at the ballot box. building new stadiums that will actually
be deemed not only a vote of confidence In fact, I believe many members expect price more people out of attending events
in her agenda but give the Government a the PSA and CPSU NSW to take such a and constructing gigantic roadways with
new lease of life. stand, particularly given the horrendous additional expensive tolls.
For that reason, the PSA has ramped record and clear agenda of this government. What if that money, or just a portion of
up pressure on the Government and its The truth is, the Coalition had the NSW it, was directed towards state-run child
destructive program to ensure its efforts public sector squarely in its sights long protection for example?
to secure another term fail spectacularly. before it even came to office in 2011. The Government will no doubt tell you
We also aim as part of that process to It was Premier O’Farrell who got the in a costly advertising blitz in the lead up
secure the best possible outcome for you, ball rolling with the privatisation of public to the election that the state is a far better
the members of the PSA and CPSU NSW, disability services after he signed the heads place under its stewardship.
The evidence to the contrary is in plain
sight ever y where you lo ok from the
rubber stamping of a sea of development
applications which is producing more and
more high-density housing compressed
into suburbs with no suppor ting
infrastructure and of course, the flogging
of f of ever y conceivable government
service to the highest bidder which then
hikes up the costs to the public while
reducing service.
The crown jewel in their list of
appallingly poor calls must surely be the
decision to sell off the Land Titles Registry
to a private entity.
They might as well just publish online
the bank account details of ever yone
I was proud to welcome Senator Doug Cameron to PSA House. The Senator gave a in NSW.
passionate speech defending the NSW TAFE system. Read more on page 22.
8 | RED TAPE October-December 2018
NEWS
BULLYING STILL A KEY CONCERN
PEOPLE MATTER SURVEY SHOWS
THERE HAS BEEN zero improvement in the reported as being those at the same level Engagement with senior manager s
area of bullying in the NSW public sector – rather than being senior – to the individual is most problematic for employees in
in the past year according to the People being bullied. the $81,369-$92,469 range, scoring five
Matter Employee Survey 2018. Labour hire percentage points lower than the public
Pa r ticipation in the Public S er vice The sur vey repor ts that only 37 per sector overall.
Commission (PSC) survey of public servants cent of all public ser vice employees Employees on more than $105,000 are at
by independent research organisation, ORC had confidence in the way recruitment least five per cent more engaged in all areas
International is on the rise. decisions are made in the sector. than the public sector generally.
In 2018, 51 per cent of the total public This decreasing confidence is By cluster
sector took part, an increase from 42 per occurring at the same time a s the The least engaged clusters are Family
cent in 2017, 36 per cent in 2016, 19 per cent Government is spending a record and Community Services and Justice.
in 2014 and 16 per cent in 2012. amount on labour hire. Justice scored at least five percentage
Despite this, scores remain low in By tenure points lower on all engagement areas
the areas of change management and The repor t reveals a significant link including engagement with work,
l ead e r ship, in dic atin g that th e N S W between employee morale and tenure with senior managers, communication, high
Government’s reform process is continuing the public sector. performance, public sector values and
to be problematic. Long-term employees with 10 to 20 years diversity and inclusion.
Widespread change is currently being in the sector have a clearly less positive The area with the lowest score for Justice
driven by transition to the Government experience than the average respondent. was senior managers at 40 per cent.
Sector Employment Act 2013 and the Long-term employees are at least five The survey summary is available on the
government’s targets. percentage points lower than the overall PSC website – psc.nsw.gov.au – along with
The table below shows key responses, public sector in the engagement areas of reports by cluster, and a limited number of
outlining the view of change management senior managers, communication, public agencies.
and leadership across the sector for the sector values, and diversity and inclusion. The main findings report with key sector
past two surveys. This group scored low on these same results will be published in October.
With the exception of a one-to-two areas in 2017. What this means
per cent rise in scores, the 2018 survey is In contrast, employees with two years or “There are systemic problems with
consistent with the 2017 results. less of employment in the public service – bullying, insecure roles and overwork,”
Bullying who have only worked under the current says Ian Tuit, Industrial Officer with the
Bullying remains a major area of concern employment processes – recorded at least PSA and CPSU NSW. “This is nothing new.
for many respondents. five percentage points higher than the We have known about these problems
In 2017 and 2018, 33 per cent of public public sector overall. for years, yet the Government does little
sector employees witnessed bullying By salary about it.
in the past 12 months, and 18 per cent A dip in engagement is occurring in the “Lit tl e wo n d er over wo r k is o n e of
experienced bullying. midrange salaries between $68,000 and the biggest contributor s to worker s’
The most common perpetrator was $105,000. compensation claims in NSW.”
SURVEY 2018 SURVEY 2017
I have confidence in the way recruitment decisions are made 37% 35%
I have confidence in the ways my organisation resolves grievances 40% 36%
I feel that change is managed well in my organisation 40% 39%
I feel that senior managers listen to employees 43% 41%
I feel that senior managers keep employees informed about what’s going on 47% 45%
My organisation is committed to developing its employees 52% 50%
My organisation is making the necessary improvements to meet our future challenges 57% 57%
I am paid fairly for the work I do 58% 60%
October-December 2018 RED TAPE | 9
COLUMNS
FROM THE PRESIDENT
KYLIE MCKELVIE
EMPOWERING WOMEN AT WORK
AS PRESIDENT, one of the most enjoyable the recognition and wages they deserve. Pay Even though the majority of PSA and CPSU
duties I have is traveling around NSW, equity for administrative staff in schools is an NSW members are women, a total of 47 per
meeting women members. I am inspired example of this. How many times have we cent of delegates are female. As our General
by this professional, hard-working group heard admin staff referred to as an expense, Secretary Stewart Little says, we are very
of women who face adversity every day. rather than what they are, an essential part proud that 50 per cent of our Executive and
I want to recognise the women of the of an organisation? Central Councillors are women. Fifty-six per
land who are battling through the driest We are making sure no-one gets away cent of delegates to workplace groups are
stretch since 1900. We are in a dry and with harassment in the workplace, that women, so we are doing the heavy lifting at the
desperate state, with drought affecting 99 men are held to the same standard as workplace level. However, this is not reflected
per cent of NSW. For those women, who female colleagues, and women-dominated in the state levels at our union, where only 36
assist hand-feeding in the morning, go to industries are not trivialised. per cent of delegates to vocational branches
work, then hand-feed long into the night, and advisory groups are women.
who leave the farm to work in town during And women only represent 48 per cent of
the week, only to return to a different type delegates to departmental committees and
of work on the farm on the weekend, we branch council committees.
not only applaud your drive, determination Women need a seat at the table. As a union
and tenacity in the face of insurmountable we need to do better. Women are not in
odds, we would like to support you in any “WOMEN NEED A SEAT sufficient numbers at decision-making levels.
way we can. AT THE TABLE” In 2017, I reviewed the delegate structures
Our rural and regional members don’t like and enshrined a women’s contact position in
to ask for anything. They just keep going, to all model charters, to ensure women were
get the job done. But your union is here to Women’s Council is a vital part of your included in all our advisory bodies.
help: be that through assistance with union union. The important role women play in We have suppor ted change in male-
fees, help in the workplace or pointing you your union is enshrined in the PSA rules. dominated areas, such as Sheriff’s Officers,
in the right direction to get more support. The object of Women’s Council is to watch to have a women’s steering committee
We will help you. out for the interests of women members to enable a greater representation and
of the Association and to consider any participation by female members.
Women face harder choices bet ween questions which affect women members. Council needs to look at ways to encourage
professional success and personal Sixty-three per cent of the total PSA/CPSU more women to get involved and take a more
fulfilment. The inability to access flexible NSW membership is female. This matches active role, especially Aboriginal and Torres
w o r k a r r a n g e m e n t s a f fe c t s w o m e n the NSW public sector gender makeup, Strait Islander women.
throughout their entire working career. which includes teachers, nurses and police.
Whether returning to work from maternity 22,636 proud PSA and CPSU NSW women Women’s Council will continue to carve
leave, juggling childcare responsibilities, are found across the state. We represent the space for flexible work arrangements,
transitioning to retirement, shouldering more than half the membership in every PSA leadership, pay equity and superannuation
carer responsibilities for ageing parents, and CPSU NSW region. and to reduce the gender gap. We will continue
to those women who just wish to access We dominate membership numbers to overcome barriers, be they attitudinal or
flexibility for the simple reason, they want to. in key areas such as Education, Family cultural. We will work to stop misogynistic
Women are too often undervalued, spoken- a n d Co m m u n i t y S e r v i ce s, d i s a b i l i t y behaviours and cat-calling, bullying, sexual
over, harassed, or have their professionalism providers, Health, TAFE, other national- harassment or gender violence.
trivialised. In the workplace, their knowledge system employers and Universities. But But we need to organise to lead. Together
isn’t shared, valued, or seen as the resource it we have to suppor t women in male- we can change the rules for working women.
is. Your union’s Women’s Council is working dominated industries, such as Planning
to change that. And it always will. and Environment, external to government, This is an e dite d transcript of Kylie
We are pushing for workplaces and roles Treasury, Justice and Transport, where only McKelvie’s address to the 2018 PSA/CPSU
that are typically filled by women to receive 33 per cent of members are women. NSW Women’s Conference.
10 | RED TAPE October-December 2018NEWS
ACTU PRESIDENT TAKES UP THE FIGHT
NEW ACTU President Michele O’Neil has daughters – all, she proudly says, feminists. Embassy in Canberra when she was 10. She
spent 28 years fighting insecure work, wage Her mother left school at 13 to work in a went to rallies and marches as a teenager to
theft, outsourcing, sham contracting and tannery in Melbourne and worked as a support Nelson Mandela.
labour hire for textile, clothing and footwear waitress, and in various other casual jobs She joined her union on the first day of
workers. Now she’s taking that fight to a while raising five daughters her first after-school job as a waitress in
bigger stage. Michele’s father was in the army as a young Canberra at 14. Ms O’Neil’s experiences at
Most of the workers Michele represented man, then was a lifelong public servant and, that job made a lasting impression on her.
were women, of ten migr a nt women briefly, a sporting administrator. She was repeatedly sexually harassed by her
working in low-paid jobs, and the textile supervisor. When she told the older women
industr y has been at the forefront of working alongside her what had happened,
globalisation – a laboratory for capital to the union delegate and other members stood
test new ways to outsource jobs and take up with her and made sure the harassment
power from working people. stopped and she was safe.
“These things are now normal in “I learned early that as a union member,
almost every industry – we see it with “I LEARNED EARLY THAT AS you are never alone – that unionism at its
contract teachers and nurses whose skill A UNION MEMBER, YOU core is about workers sticking together.
and experience have been progressively ARE NEVER ALONE – THAT A powerful lesson in collective power,”
undermined and we see it in the slave-like she says.
UNIONISM AT ITS CORE IS
conditions of agricultural workers and the Ms O’Neil is energised and ready for the
ABOUT WORKERS STICKING
rampant wage theft in hospitality and retail challenges that a national leadership role for
industries,” she says.
TOGETHER” the union movement brings.
“In my industry, we changed the rules to “My mum, dad and sisters taught me to “I’m passionate about changing the rules,
win supply chain transparency – obligations stand up to injustice and to believe in the getting rid of the Coalition Government
for those brands at the top for the conditions struggle for a fairer world and to never give and growing our movement. Their attacks
of the workers at the bottom and rights for up,” she says. on working people and unions and their
unions to enter sweatshops. Ms O’Neil remembers her mother working bias toward big business and the banks is
“These are just some of the things we need as a waitress at the Parliament House dining something Australians can no longer afford,”
to win in the rest of our workplaces.” room in Canberra. she says.
Alongside Secretary Sally McManus, “I remember very clearly her coming “I have spent my life fighting for a better
Ms O’Neil will lead the movement for home and telling me that you can tell what country and a better world. Along the way
change and fight inequality, corporate greed, sort of person a politician was by how well I’ve learned about power, about change. And
privatisation, and the decimation of public they treated the wait staff. That stayed about solidarity.
and community services. with me.” “I know that when working people come
Born in Melbourne, Ms O’Neil is the Her passion for social justice began early. together and act as one, no force in the world
youngest daughter in a family of five Her sister took her to the Aboriginal Tent can stop us.”
October-December 2018 RED TAPE | 11COLUMNS
FROM THE ASSISTANT GENERAL SECRETARY
TROY WRIGHT
CHANGING A RULE TO HELP CHANGE THE RULES
THE MOST critical task this union faces in homes owned by members of your family free to donate huge sums to any political
the coming months is helping to ensure the has been undermined with the sale of the cause of our choosing.
Berejiklian Government is thrown out at the Land Titles Registry. Any such transaction will be required
state election in March. And if you live in the bush or in a heavily to be financially prudent, fully considered
Not as a means to a political end of wooded area, you have every reason to and accountable. More importantly, it will
electing Labor but simply because every fear the coming summer as firefighting be subject to the scrutiny and approval
facet of your life is unquestionably being experts in National Parks and Wildlife have of a meeting of the PSA Executive and
negatively impacted by the agenda of been cut. ratification by the Central Council.
the NSW Government from your job to The list goes on and on. The entire process will be clear and
the circumstances of each member of For all these reasons and countless transparent and that openness begins right
your family. others, it is imperative that your union be here with my declaration of the rule change
The person you engage to fix a wiring fully armed and resourced in the lead up and the reasons for doing so.
problem in your house is unlikely to be to March. The outcome of the state election in
properly qualified as the Government T h a t i s w h y a t i t s m e e t i n g o n 10 March is critical and there will be no second
wants to dump some trade licences and September, the chief governing body chances or turning back for NSW if this
has crippled TAFE by stripping $130 million o f t h e P S A a n d CP S U N S W, C e n t r a l Government is returned.
from it. Council, voted over whelmingly to If re-elected, the Government will ramp
Your kids are no longer able to get a amend its rules to allow for targeted up its efforts with a fortified agenda.
trade qualification as some TAFE fees have political lobbying. The fact is you pay your fees to your
increased by as much as 300 per cent. The change to rules 3 and 4 does not, union to enable us to fight for you and that
The securit y of your home and the under any circumstances, mean we are now is exactly what we intend to do.
PUSHING THE CASE FOR A PUBLIC SAFETY NET
The PSA and CPSU NSW have told a be addressed by the State Government ageing carer this has put tremendous strain
Parliamentary Committee that the State as a matter of urgency because too many on everyone in the family.”
Government’s surrender of responsibility vulnerable people are falling through them.” The inquiry received just under 350
for people with disability in NSW is a failure. Members of the PSA and CPSU submissions from a diverse range of
Th e unio ns re co mm en d e d to th e NSW were invited to write in with their o rg a n i s at i o n s a n d i n d i v i d u a l s. T h e
Committee that the only way forward to experiences as workers and as family majority of submissions are in resounding
ensure the overall success of the National members of people with disability. agreement that the implementation of the
Disability Insurance Scheme (NDIS) in The stories are often harrowing, such NDIS in NSW has failed.
NSW is to reinstate a public safety net. as the following from a PSA member “The transfer of all disability services to
“The Association has been inundated identified in the report as ‘Monica’. the private and not-for-profit sectors has
with stories about the experiences of “The NDIS has made my life hell, I also led to a dramatic decline in working
disability support workers, advocates and constantly have to worry about services conditions for disability support workers,”
family members of people with disability,” or rather lack of services for my daughter, says Mr Wright. “NSW is seeing a mass
wrote PSA Assistant General Secretary that in past years she was receiving. The exodus of experienced and qualified
Troy Wright in his introduction to the NDIS has definitely not lived up to its vision employees from the disability sector.
report, which can be viewed via the PSA statement that NO disabled person would When this is combined with the absence
website – psa.asn.au. be worse off, because in our case we are of any training budget for incoming
“These experiences have highlighted definitely worse off. We have had all respite employees, NSW is heading towards a
cracks in the NDIS which will be further services cut when we have been accessing completely privatised and completely
outlined in this submission. The gaps must those services for over 20 years. As an unskilled disability workforce.”
12 | RED TAPE October-December 2018NEWS
TEAMWORK
CREATES A SAFE
PLACE TO LEARN
WHEN A student with disability was
returned to their Sydney high school,
despite the absence of facilities to
accommodate her, the PSA worked
with Work Cover to create a safe place
for staff and the child.
The student with a non-verbal
and non-communicative disability
had broken her leg during the school
holidays and was thus prescribed with
The Member Support Centre team was able to let a TAFE NSW member know who was very strong painkillers. Her parents
supposed to pay his forklift licence fees. wanted her to return to school at
the commencement of the term.
MSC GIVES A LIFT OVER FORKLIFT DISPUTE However, staff were not trained,
there was no risk assessment, and
WHEN A LONG-standing member was all costs relating to maintaining qualifications the extra care and handling required
told by TAFE NSW to pay to renew his own which are required for a role are to be covered put the child at risk of further injury.
forklift licence, he contacted the CPSU NSW by the employer. A PSA member contacted the
Member Support Centre (MSC). The MSC made representations on behalf of union’s Member Suppor t Centre
And what a smart move that was. The MSC the member to TAFE Human Resources, which (MSC) which then arranged
confirmed the direction was in violation of the eventually agreed TAFE would reimburse the consultation with senior staff, the
TAFE Staff Enterprise Agreement, which states cost of renewing his licence. parents and Work Cover. The Principal
then contacted the MSC to report
he had informed the parents after
the meeting that the return of their
CPSU NSW ADDS TO MEMBERS’ LOADING daughter was pivotal on medical
INTERVENTION from the CPSU NSW won members in the House With No Steps clearance from their daughter’s
(HWNS) the correct amount of leave loading. treating doctor.
A member called their union complaining that HWNS informed them it was not The parents have since employed
required to pay leave loading until the end of the year as part of its assumption of a full-time carer under the NDIS. The
ADHC roles. carer will provide the required level
However, as was confirmed by the CPSU NSW’s Member Support Centre (MSC), of care whilst the student attends
if someone has more than 10 days leave, they get 17.5 per cent loading. school.
Steve Caslick, who works in the
M SC , p r a is e d th e m emb er who
i n i t i a t e d t h e c a l l , s a y i n g “s h e
succinctly summarised the issue,
PSA RESOLVES LONG-RUNNING p rov i d e d a nu m b e r of p o s sib l e
solutions, and had already attempted
ISSUE OVER EXTRA HOURS to resolve the matter”.
“Further she treated her colleagues,
AFTER trying to resolve an issue for nine months on her own, including the Principal with respect,”
a PSA member in schools turned to her union for help. he says. “Also worth mentioning are
The member initially sought advice from her Principal and the teacher of the class, who was
EDConnect, yet what she was told was inconsistent with the SASS ver y solution-focused; the head
Award. teacher, who gave her support to
The member then called the PSA’s Member Support Centre, which confirmed the staff; and the Principal, who took into
department was in breach of the award and that she should have been offered the consideration the work health and
extra hours prior to the person who was given the hours without an expression of safety needs of his staff and student
interest. and found a solution that supports
With this information she approached the school and, after some discussions, was called and protects his staff.”
by a manager at EDConnect and offered the extra hours.
October-December 2018 RED TAPE | 13WOMEN AT WORK
WINS
BLUE MOUNTAINS DUO GETS
FULL-TIME STATUS
THE PSA has won permanency for two with the greatest possible environment
School Learning Support Officers who had to learn.
been employed for years as casuals in a Blue “Having now been made a permanent
Mountains public school. member of staff allows me to continue
Michelle Gilliland, who star ted work to provide the best learning experience
“HAVING NOW BEEN MADE
at Hazelbrook Public School in 2012, and to children, as I am not worried about the
A PERMANENT MEMBER
Jeanette Conary, who commenced in 2015, instability of casual work.”
were employed as casuals, with no holiday “I enjoy helping the children with the
OF STAFF ALLOWS ME TO
pay, sick pay or other advantages of full- learning processes which they come CONTINUE TO PROVIDE THE
time employment. across, even if they find it difficult,” says BEST LEARNING EXPERIENCE
The PSA sought full-time, permanent Ms Conary. TO CHILDREN”
positions for both women earlier this “Learning can and should be a fun
year, with the case fully supported by the experience. I love the hands-on learning
Principal, Emma Jonison. experiences, especially the ones where the
T h e p a ir f ina ll y a chieve d f ull -t im e children finally get it.
permanency in July. “The ‘light bulb moments’ on their faces
“Hazelbrook Primary has been a large are fantastic and remind me why I do what
part of my family as both my sons attended I do.
the school when they were younger, so I “Hazelbrook Public School is a lovely
feel a bond and connection to the school,” place to work and is the same school I
says Ms Gilliland. “Hazelbrook is a positive attended myself.”
learning environment for both children
and staff. I thoroughly enjoy working with To read more about the over-reliance on
members of the school community who long-term casual labour in our schools, turn
continuously strive to provide the children to the feature on page 18.
14 | RED TAPE October-December 2018WINS
UNION MEMBERS STAND UP TO BULLYING
PSA pressure
EVIDENCE to a Parliamentary Inquiry • p rovides advice and support to all
from PSA members has contributed to involved parties forces Ranger
a proposed new system for combating
b u l l y i n g i n t h e s t ate’s e m e rg e n c y
• works with the agencies to improve
policies and procedures relating to
recruitment drive
services. complaints management. THE OFFICE of Environment and
T h e N S W Pa r l ia m e nt ’s Po r t fo l i o “It’s the evidence from our members Heritage has yielded to years of union
Committee No. 4 - Legal Affairs Final in these agencies that has shown the pressure and offered 44 new Ranger
Report into Emergency Services Agencies committee there is a need for more roles – 39 of which will be ongoing.
recommends: protection in the workplace from bullying, The PSA met with DPE Employee
That the NSW Government establish harassment and discrimination. Current Relations on 31 July to seek further
an independent, external complaints measures are failing many workers,” says clarification on the recruitment process
management oversight body for PSA/CPSU NSW WHS Industrial Officer Ian and the status of current long-term
workplace bullying, harassment and Tuit, who adds that in many cases those who temporary Rangers.
discrimination in the NSW Police Force, gave evidence did so in a climate of fear. “A Recruitment will be under taken
NSW Rural Fire Ser vice, Ambulance very, very high percentage of submissions to centrally.
Service of New South Wales, NSW State the Inquiry were published as either ‘Name
Emergency Service and Fire & Rescue Suppressed’ or ‘Confidential’, which is an
NSW, which:
• is available to workers who have
indication of fear of reprisal.”
Last month, the Commissioner of
SCHOOL
exhausted their agency’s internal
complaints management processes,
the NSW Ambulance Service admitted
the organisation had “completely failed”
MEMBERS
or whose complaint has not been
determined within a reasonable
paramedics suffering trauma and mental
health problems, and apologised to
INSTRUCT
timeframe
• f acilitates the timely resolution of
paramedics for years of workplace bullying
and harassment.
DEPARTMENT
complaints
• p romotes procedural fairness and
Mr Tuit says it is time for other agency
heads to accept they have similar problems
TO SLOW DOWN
natural justice and genuinely listen to staff. PRESSU RE from union member s ha s
slowed the roll-out of the HR payroll system
in schools.
PSA INTERVENES TO Following widespread member concerns,
JUSTICE MEMBER PROTECT JOB SHARING the PSA met with the Department and
MAKES THE CALL IN POLICELINK made submissions about the need to
suspend the ‘go live’ date for Release 4 of
FOR A BETTER THE PSA was shocked when desperate the IT package.
RETIREMENT member s from PoliceLink cont ac ted The Department has told the PSA it
o rg a n i s e r s a n d to l d t h e m j o b - s ha re has “heard, listened, and reacted” to the
A PHONE call to the PSA will benefit arrangements had been scrapped. representations made on members’ behalf
a retiring member in Justice for the An email on 13 August 2018 had advised and it was working to ameliorate any
remainder of her working life. ever y job-share agreement would be impact of the release by rescheduling it for
PSA Organiser Mar tin Robinson terminated for an upcoming roster period. 8 November 2018.
received a call from a retiring member This would have left many members who The Department advised that face-to-
who had been informed by payroll her have carers’ and other responsibilities in a face training focussing on administrative
superannuation, which is under the terrible position in terms of work/life balance. staff will be organised during the first four
older super scheme, would be set at a The PSA immediately reached out to weeks of Term 4. This training will address
certain percentage of her earnings as af fected member s and subsequently processes that have been identified by
she had retired after 30 June. However, made representations to have the direction EDConnect a s issues experienced by
members’ superannuation is actually rescinded. The Director has advised the schools having implemented HR Payroll.
set in the final full pay period in which union that the email was issued without his The inadequacy of training was a major
they retire. This meant the member knowledge and as soon as it came to his problem identified by members in a recent
had quit several days too soon to attention, he directed it not be implemented. survey and other feedback, which has been
derive her full benefit. If any member still has any issues with provided to the Department by the PSA.
Intervention from the union saw the maintaining current arrangements, or is The Department has also committed to
member’s former pay office backdate being pressured into changing their current ongoing consultation. Regular meetings
her retirement announcement. arrangements against their will, contact will be set up to address issues raised by
the PSA. union members.
October-December 2018 RED TAPE | 15WINS
$500 sign-on bonus, paid before Christmas
2017, and another to be paid in December
2020; a 0.1 per cent administrative pay rise
in January 2018; and a two per cent salary
increase each year for the four years of the
agreement.
There is no loss of existing conditions
or entitlements; no conditions moved
into policy; extended redeployment for
professional staff at HEW levels 6 and
below to 20 weeks, with 12 weeks to be
deducted from an employee’s severance
payment if redeployment is unsuccessful
and employment ceases on the grounds
of redundancy
All fixed-term employees will receive 17
per cent superannuation for from their date
of commencement of employment from
2019 onwards. On offer is an additional six
weeks of Partner Leave, as well as a 10-
week extension to phased return to work
following Maternity Leave, and 10 days of
paid Domestic & Family Violence Leave.
Employees have the ability to apply to work
from home.
At the Australian Catholic University,
CPSU NSW members endorsed the final
draft on 19 July. The university conducted a
ballot of all staff between 13 and 16 August,
with a resounding 91.7 per cent of staff in
favour of the new agreement.
CPSU NSW secured a two per cent per
annum pay rise for Professional Staff; 17
per cent superannuation for all fixed-term
and ongoing staf f from Januar y 2021;
and an increase to 18 months’ salar y
WE’RE WINNING ON CAMPUS
maintenance for staff HEW 6 and below who
are redeployed into a lower-level position.
Other conditions include 10 days’ paid
Domestic Violence Leave; while maternity
The CPSU NSW is fighting for university staff
Leave becomes Primary Carer Leave, and
can be accessed by the non-birth parent.
THE CPSU NSW is making its mark on the Equity clause in the agreement; clarification There will be no change to core hours,
state’s university sector, securing better of Flex Leave provisions; and better Parental while there will be no requirement for
pay and conditions for Professional Staff Leave, including the ability for either parent Professional Staff to achieve ‘performance
in an era of belt-tightening. to access primary carer’s leave. excellence’ in line with the Capability
C a s u a l s t a f f h ave w o n a r e d u c e d Development Framework.
The University of Sydney Enterprise qualification period for conversion, the
Agreement 2018-2021 secured a $500 sign- opportunity to be converted to fixed-term At the University of Technology, Sydney,
on bonus for all staff, an additional $500 salary if ongoing employment is not available, the new agreement includes a two per cent
uplift for HEO levels 1-6 and a 2.1 per cent per and a commitment to reduce casualisation. per annum pay increase, paid twice-yearly
annum salary increase for four years. Sydney Talent will be brought under the as one per cent in May and November; 20
Thrown into the mix are significant new EA to ensure that all staff working at the paid days of Domestic Violence Leave; and
improvements to the Professional Staff university can access the same entitlements. 17 per cent superannuation for all fixed-term
Workloads clause; better Organisational staff from 2020.
Cha n g e; a n d a cce s s to E x te n d e d Across town at Western Sydney University, There are now 10 days’ Union Training
Redeployment for staff of HEO levels 1-7. the new Professional Staff Agreement 2017 Leave available; non-gendered Primary
For the first time there will be a Gender came in force in June. Members there won a Carer’s Leave replaces Maternity Leave; and
16 | RED TAPE October-December 2018WINS
a New Social Justice Leave category added Staff will be able to collectively request
to FACS Leave. There is also an additional a single Flex Leave arrangement to cover
$500,000 per annum held in a central fund an entire work area, rather than having to
for “next-level” Professional Staff training negotiate one-on-one. Refusal can only be
and development. on “reasonable business grounds”. Where
A working-from-home policy is part of an application is refused, written reasons
“THE OUTSTANDING WORK
the agreement. for the decision must be given.
WE ARE DOING ON OUR
Staff who are on a flex scheme can now CAMPUSES PROVES THAT
T h e U n i ve r s i t y o f N S W a g r e e m e n t access overtime rates/payments if they THE CPSU NSW IS STANDING
includes a groundbreak ing provision are directed to work outside of the span UP FOR PROFESSIONAL
g r a n t i n g l e av e t o s t a f f u n d e r g o i n g of hours. STAFF”
gender transition.
CPSU NSW members at UNSW voted to Members at the University of Newcastle are
accept the university’s offer at a meeting now eligible for 10 days’ Domestic & Family There was an aggregate pay increase of
held on 31 July, securing a number of Violence leave separate and in addition to 7.8 per cent over the term of the agreement
improvements for Professional Staff. personal leave entitlements. There will be, with first payment administratively on
They will receive an average pay rise for the first time, internal advertising of new 30 S eptemb er 2018 a nd sub s e quent
of two per cent per annum frontloaded HEW 4 and below professional positions in payments on 30 September over the
to make up for the delay since the last the first instance; and an increase in super following three years.
pay rise and to ensure maximum benefit contributions to 17 per cent for all fixed-term
of comp ounding over the life of the staff with effect from 30 September 2021. Staff at Southern Cross University now
agreement. There will also be enhancements to have access to 10 hours’ Flextime per period,
All fixed-term staff, from the first full Aboriginal and Torres Strait Islander with no reduction in payout of negative flex
pay period of 2021, will receive 17 per cent employment provisions, including doubling leave balances at end of employment.
superannuation. Staff who are members some leave provisions and increases to Domestic and Family Violence leave is a
of a defined benefits super scheme and language allowances. stand-alone clause with 15 days’ leave and
who elect to be redeployed to a lower lever Ca sua l s t af f a re now eligible for a there is additional access to volunteer leave.
as a result of a restructure will have their minimum two-hour payment for orientation There will be casual conversion after 12
employer contributions paid at the higher activities – plus additional payment for months, rather than 24 months, with better
rate for an additional 12 months on top of mandatory training as directed. notification rights for casual conversion.
the existing 12 months’ salary maintenance Enhanced Parental Leave entitlements All staff will receive 17 per cent super
open to all staff. include an additional week of paid leave for from 30 June 2021.
Included in the agreement are 20 days of partner, a new entitlement of two weeks’
paid Domestic Violence Leave; improvements paid leave provision for loss of a baby In a tight vote, members at Charles Sturt
to current Parental Leave entitlement, between 16 and 20 weeks’ pregnancy and agreed to a salary increase of $500 across
including expanding Maternity Leave to an additional two weeks’ paid leave for loss all classification and hierarchal levels, plus a
Primary Carer’s Leave; and access to 14 weeks of a baby from 20 weeks’ pregnancy. two per cent salary increase in the first year,
of paid Maternity leave if the pregnancy is Members may use two days of personal with three further rises in subsequent years.
terminated after 20 weeks or more. leave per annum for volunteering activities. Staff have access to 15 days’ paid leave for
domestic violence, with an additional five
days available on application to HR. There
is improved access Parental Leave, allowing
employees a second period of 26 weeks paid
parental leave 12 months after returning to
work from previous period of Parental Leave.
All continuing and fixed-term staff will
receive 17 per cent super.
Agreements are still under negotiation
at the University of New England, the
University of Wollongong, and Macquarie.
“The outstanding work we are doing on
our campuses proves that the CPSU NSW
is standing up for Professional Staf f,”
s ays the union’s Indus tria l Ma nager,
Bla ke Stephens. “ We only repre s ent
Professional Staff, so can concentrate on
their needs.”
October-December 2018 RED TAPE | 17FEATURE 18 | RED TAPE October-December 2018
FEATURE
WHY
SCHOOLS
NEED US
WHEN THE PSA asked its members in The State Government’s obsession with
schools what was important to them, job outsourcing could see them follow cleaners,
satisfaction was head and shoulders above who are now employed by a third-party firm
the rest of the field. rather than the Education Department,
For Industrial Manager Kris Cruden, this “PAY, CONDITIONS, ACCESS resulting in workers on inferior conditions
was no surprise. and untidier schools.
TO TRAINING AND BEING IN
“ Yo u r p a y, c o n d i t i o n s , a c c e s s t o The PSA also believes clothing
SECURE AND PERMANENT
appropriate training and being in secure entitlement and chemical-handling training
and permanent employment are all things
EMPLOYMENT ARE ALL need improvement to ensure worker
that contribute to job satisfaction,” she THINGS THAT CONTRIBUTE safety. While the Depar tment intends
says. “Being in secure work means you can TO JOB SATISFACTION” to arrange its own chemical-handling
focus on what you really care about – doing training course for GAs in the future, the
a good job and working with your school them with permanent, full-time status. PSA is concerned the proposed course
community to ensure you are the best.” “Short-term temporary staff should be will not cover the full range of chemicals
And for many staf f in our schools, made long term temporary staff after 10 or quantities being used.
s e cur it y is jus t not there. W hile the weeks. Long-term temp to permanent
minister has promised schools will be depends on whether they are filling a Beyond the school gate, there is reason
s p a re d j o b cu t s f ro m t h e ef f i ci e n c y permanent position or whether they are to worry. While the State Government
dividend in the most recent budget, too ‘above establishment’.” has claimed its much-maligned efficiency
many staff are hired as casuals – many for The PSA is also pushing for better pay dividend will not affect any staff in school
years at a time. rates for Schools Administrative and grounds, no such guarantees exist for
“School staf f have been put ting up Suppor t (SAS) Staf f, on the basis this those employed at the Department of
with a lot,” says Ms Cruden. “They have sector has been undervalued by successive Education.
implemented the cumbersome roll-out governments which regard the positions as “This means we could see 12 per cent of
of the LMBR computer system and a new ‘women’s work’, and therefore less valued Department of Education staff cut over the
payroll procedure, both of which added than traditional ‘male’ occupations. next four years,” says Ms Cruden.
immense stress to their workloads.” Therefore, the union has launched a case “For too long the State Government
The PSA believes too often the cart is in the Industrial Relations Commission has treated education spending as an
put before the horse with roll-outs such as pushing for a pay rise of more than 30 per expense, when it is an investment in the
these, with staff ill-prepared due to a lack cent to bring the sector in line with similar future of NSW. And for a better return on
of training and support. roles that are more likely to be filled by male this investment, it needs to make sure all
“And yet while the Government expects employees. aspects of schools are well-funded and
the staf f to manage these additional S o m e yea r s a g o, t h e G ove r n m e nt their staff respected.
workloads, often without training,” says considered privatising the General “A n d t h i s s h o u l d s t a r t w i t h o u r
Ms Cruden, “it won’t dignif y many of Assistants (GAs). This remains a concern. members.”
October-December 2018 RED TAPE | 19You can also read
