State Government Departments Certified Agreement 2012 Central Claims for Settlement 7 October 2015 Without Prejudice
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State Government Departments
Certified Agreement 2012
Central Claims for Settlement Branch of the
7 October 2015
Without Prejudice
Term of the Agreement 5. Employees who have been employed as
temporary staff for greater than 12 months are
1. A 12 month agreement settling matters from
able to be translated to permanent status.
2012 to 1 December 2016 is proposed.
6. Reduce the use of temporary and casual
Wages employment and increase the percentage of
2. Percentage increase permanent appointments in every Agency.
An increase of 2.5% to be paid to all 7. Targets will be set for temporary employment
employees on the rate of pay being received levels in all agencies
on the 1st of the month in which in-principle
Use of Labour Hire and Contractors
agreement is reached. Schedule 1 sets out the
AO Stream rates as an example. 8. Inclusion of a provision that ensures workers
engaged through Labour Hire or external
3. Back pay
contracting receive the same wages and
A further payment is also required to settle conditions as an equivalent worker in the
back-pay owed over the life of the arbitration. Public Sector.
Members did not receive a pay rise in 2012.
A meagre 2.2% was paid on 1 December Workload Management
2013 and then a further 2.2% on 1 December High workloads are a consistent problem in many
2014. At the same time politicians received 3% areas. The impacts of the previous government’s
annually and reclassifications. This disparity has cuts are still very real and this is creating ongoing
resulted in the Award safety net overtaking issues together with the addition of new policy and
many members’ rates of pay and causing service initiatives for government.
adjustments.
9. A workload management tool to be used to
Back-pay is owed to members and the date ensure that there are appropriate staffing levels
preserved in the arbitration is 31 January 2013. or a reallocation of work in areas where there
Consideration should be given to the fact that are demonstrated high workloads.
this date is after the date the real wage rise
was due in 2012. Back-filling of staff
Workloads are more difficult to manage when
Employment Security staff are not replaced when they are on leave or a
4. That there will be no forced redundancies for vacancy arises.
any employee over the life of the agreement.
Authorised Alex Scott Together Branch Secretary
CONTINUED OVER...State Government Departments Certified Agreement 2012
— Central Claims for Settlement (continued)
10. Base grade or customer/ client facing / service Fair Treatment at Work
providing staff should be replaced within 2
16. A voice at work:
weeks of a vacancy arising.
An independent mechanism will be established
11. All other staff should be replaced within 4
to allow workers to appeal decisions (or failure
weeks of a vacancy arising.
to make decisions) of the employer relating,
Higher Duties but not limited to:
There are ongoing issues being reported about (1) fair treatment at work
access to higher duties and also long term acting (2) classification levels of employees
arrangements causing uncertainty.
(3) discipline
12. Direct appointment to the role if the
incumbent has been acting in Higher Duties for (4) promotion/appointment/higher duties
over 12 months and there is a vacancy. (5) conversion to permanent employment
13. Access to higher duties opportunities should be (6) ill health retirement or directed medical
available to all staff in the team or cohort, with assessment processes
active expression of interest processes for all
(7) performance management
staff.
(8) transfers
Recruitment and Selection
(9) bullying/harassment in the workplace
Many members report problems with recruitment
and selection in their area – “taps on the
shoulder”, failure to consider internal applicants
for promotion, and inconsistent processes used for
advertising jobs.
14. Review recruitment and selection processes to
make them more transparent and consistent
across all agencies.
Consultation
Having a say about changes at work and being
able to make a positive difference to your work
area is important.
15. It is a requirement that workers have a right
to have real input in to any decision that
may affect their employment, welfare or job
satisfaction prior to the decision being made.
CONTINUED OVER...Schedule 1 to State Government Departments Certified Agreement 2012
Central Claims for Settlement
Current Proposed
Pay Rate Pay Rate
AO1-1 $1,338.90 $1,372.00
2 $1,412.50 $1,448.00
3 $1,485.80 $1,523.00
AO2-1 1,672.00 $1,714.00
2 1,714.00 $1,757.00
3 1,757.00 $1,801.00
4 1,801.00 $1,846.00
5 1,844.00 $1,890.00
6 1,889.00 $1,936.00
7 1,938.00 $1,986.00
8 1,990.00 $2,040.00
AO3-1 2,121.00 $2,174.00
2 2,200.00 $2,255.00
3 2,278.00 $2,335.00
4 2,355.00 $2,414.00
AO4-1 2,492.00 $2,554.00
2 2,572.00 $2,636.00
3 2,652.00 $2,718.00
4 2,733.00 $2,801.00
AO5-1 2,875.00 $2,947.00
2 2,956.00 $3,030.00
3 3,037.00 $3,113.00
4 3,118.00 $3,196.00
AO6-1 3,287.00 $3,369.00
2 3,362.00 $3,446.00
3 3,436.00 $3,522.00
4 3,511.00 $3,599.00
AO7-1 $3,671.60 $3,763.00
2 $3,760.20 $3,854.00
3 $3,848.90 $3,945.00
4 $3,937.10 $4,036.00
AO8-1 $4,068.00 $4,170.00
2 $4,146.60 $4,250.00
3 $4,224.10 $4,330.00
4 $4,302.40 $4,410.00
CONTINUED OVER...State Government Departments
Certified Agreement 2012
Agency Claims for Settlement Branch of the
7 October 2015
Without Prejudice
SCHOOLS CLAIM Department in the NDIS.
Backfill school support staff immediately, as with • Maximising employment in the State
teachers. Government.
Increase resourcing to school support staff in • Maximising the wages and conditions of
line with the Together submission to the School employees in the sector.
Support Staff Resourcing Review. We are seeking that the Palaszczuk government
The ability for AO2s to direct appoint into AO3 give a commitment to:
BSM positions when enrolments increase to • Continue the existing Queensland government
warrant a BSM in schools. provided disability services including transport
services, specialist education services, and clinical
CHILD SAFETY CLAIM disability services including as a NDIS provider.
Child Safety Workloads: • Genuine consultative processes with employees
prior to decisions being made, and throughout
Jointly review, and subsequently reinvigorate the the implementation process.
use of, the Workload Management Guide for Child
Safety Service Centres to ensure that it continues • Ensure there are no gaps or shortfall in services
to be applicable and its benchmarks remain during the implementation phase of the NDIS.
current. • Continued, at-level employment for all State
Please note – there is a whole-of-Core claim Government Disability Services employees, either
regarding a Workload Management Tool. We note elsewhere in the State Government or at level
that administrative and support staff (who are not within the NDIA.
captured by the Workload Management Guide for For those employees whose positions or functions
Child Safety Service Centres) have seen significant (or similar) are likely to be transferred to the NDIA,
increases in workloads and fewer resources; these we are seeking commitments to:
essential staff should have access to this WMT in • Ensure that existing State Government
order to address these issues. employees are prioritised in recruitment
processes for the NDIA in Queensland.
TAFE CLAIM • Ensure employees are given a choice between
That TAFE employees covered by the Core transfer to the NDIA or continuing employment
Agreement will be restored to their former status within the State Government.
as Public Service employees engaged under the • Work with employees to maximise the skills and
Public Service Act 2008. qualifications required to be appointed to these
NDIA roles and ensure that their experience in
their State Government employment is taken
NDIS CLAIM into account in recruitment into NDIA roles.
Together members believe that quality of service • Ensure that the transition process for these staff
will be maximised by: is equitable and transparent, utilising a closed
• Maximising the role of the State Government merit process.
CONTINUED OVER...State Government Departments Certified Agreement 2012
Agency Claims for Settlement (continued)
• Ensure that existing long service leave and and to make recommendations on measures
superannuation entitlements are honoured upon which would increase the ability of lower
transfer to the NDIA. classified staff to access careers within the
For those employees whose positions will not exist department.
within the NDIA or those who do not wish to
transfer to the NDIA: DAF – BOATING AND FISHERIES
• Ensure that employees are offered maximum PATROL CLAIMS
employment opportunities within the state 1. Marine Animal Response Team (MART)
public sector, including retraining, deployment Allowance – Amendment of the existing
and redeployment. provision relating to the M.A.R.T. Allowance to
reflect the current rate being paid of $1500/
QLD POLICE SERVICE CLAIMS year. Capture current allowance rate in the
Core as below.
Projected Rosters be published a minimum of 2
weeks or 10 working days in advance. MART Allowance (Marine Animal Release Team)
Present award conditions allow management to A Queensland Boating and Fisheries Patrol
delay the circulation of the roster for the next Officer who successfully completes all of the
cycle/month to the Monday prior to it coming into mandatory training components for departmental
effect. The present minimum 5 days’ notice is an accreditation and being nominated in a register
unacceptable restriction on member’s ability to as having fulfilled all requirements to be a MART
plan personal and family commitments. volunteer, will be entitled to the allowance of
$375.00 paid 4 times per year to a maximum of
A minimum of 2 weeks/10 working days notice $1500 per year.
for the publishing of rosters, with the employer
encouraged to publish a set rolling roster, is Where an employee’s MART accreditation has
necessary to allow staff some degree of stability in been rescinded for various reasons, but not limited
family life. The ability to change the roster at short to health, transfer to a non MART region and or
notice, 24 hours or more, would still exist to cover non-completion of mandatory requirements, the
operational contingencies. employee will not be entitled to the allowance.
2. Surveillance Leave (currently 7. Offshore
Surveillance) – Extension to apply to “vehicles”
DJAG CLAIMS (currently only “Vessels”) so that it can apply
Youth Detention in instances where employees are required to
camp out on extended land based patrols.
Restoration of the previous application of
Consolidated Shift Allowance to Long Service 3. Remove Part 4.1 Time off in lieu of penalty
Leave through a corresponding reduction in the rates for first 4 rostered Sunday shifts in order
rate of the Consolidated Shift Allowance. The to ensure common application of Sunday
percentage reduction of Consolidated Allowance penalty rates across the Department
will be equal to the payment of Consolidated 4. Introduce First Aid Allowance
Allowance on Long Service Leave accrual.
First Aid Allowance
Career Path Working Party
All personnel subject to this Agreement shall
Working party to review career paths within the be eligible to be paid First Aid Allowance at the
Department of Justice and Attorney-General relevant rate prescribed in the Queensland Public
(1) A joint departmental-union committee be Service Award – State 2003 for carrying out first
established to review the career paths for staff aid duties as required provided that:
in lower classifications within the department • the person is the holder of a current First Aid
CONTINUED OVER...State Government Departments Certified Agreement 2012 Agency Claims for Settlement (continued) Certificate; recovered by the Department. • the person has a current Hepatitis B vaccination; 5. Field Officers, District Officers, Senior Field and Officers and Leading field Officers (TO2.1 • Payment of this allowance shall be made to – TO4.3) Introduce Aggregated Overtime the employee concerned from the date of provisions commencement of this agreement. Annualisation of the penalty payments for a set The employer will provide the employee under number of weekend days and public holidays this Agreement with time off and cover expenses work. Proposed claim has different number of for obtaining and maintaining their certification days of aggregated overtime, depending on if the and vaccination. The costs of recertification, employee is a Field Officer, District Officer (Leading annual resuscitation recertification, and currency Field Officer, Senior Field Officer TO4.1 - TO4.3), of Hepatitis B vaccination shall be met by the District Officer (TO5.1 - TO5.4) or District Manager. employer. Employees who allow their first aid certificate to lapse in currency shall notify their manager immediately and be deemed to have their allowance automatically rescinded from the time the certificate lapses in currency for any reason until recertification has been completed. Any overpayment in this circumstance shall be
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