NSW DET pay increase for SASS

[CC]

Thank you Master Slartibartfast I will try for patience.(although it is not my strong point)

As to the membership, I started as full time in January and I was a casual for 2 years before that, and no one mentioned the union. It was only a few weeks ago that I heard the ladies talking and I asked in some surprise did we have to join the union. (For some reason I thought it was automatic which really doesn't make sense)
I have since joined but I wonder if we should not be promoting the union to new employees?


CC

[Slartibartfast]

Of course it's up to every individual, some schools used to insist you were a member before employing you, but for obvious reasons they cannot do that.

I just thought our union had a bigger following than that.

[Slartibartfast]

Richard

The PSA has been advised that the pay increase for SAS Staff should be through in the salary of 13 Nov 2008 and its to be backdated to 1 July 2008.

The full details can be obtained by going to http://www.dpc.nsw.gov.au/publications/ ... 08/c2008-3...

The MOU is attached to this circular and contains full details of what is to be finalised by consent by 31 October 2008

Ask members to read this carefully and tell non members and their opinions to go fly a kite!!!!!!!!!!!!!

Cheers Irene Macbeth

Richard

go to http://www.dpc.nsw.gov.au when page comes up look at bulu box on left and click on public sector employment when the page comes us at the bottom you will see circulars and memorandum click on circulars and go to number C2008-36 and info will be there plus the MOU.

cheers Irene


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[The Search Engine]

thanks for keeping us up to date.
And I think funny ha ha and funny peculiar
Cheers,
Search

[June]

Hey Richard

Does the pay increase also apply to Catholic Independent Schools SASS as well as DET or would I be in a different award to you.

Narelle

[Ocker]

The catholic systemic gave us 2.5% but the IEU (Independent education union) was pushing for 5% and some better conditions that they were willing to trade.
Before any decisions can be made we have to wait till the bishops conferrence in November.
So why not join the IEU!

[Voice]

Hi folks,
Just had news from a Victorian union regarding details of our negotiations with the Government.
Here they are:
* Delivers four pay rises in each year: 4.90%, 2.71%,
2.71%, 2.71%

* Introduces a new improved two-leveled classification
structure that increases the opportunity for advancement
without advertisement

* Preserves the right of a current SSO3 to seek a range
review to progress to ES Level 2, without advertisement
(members should seek CPSU assistance to apply for a
Range review)

* Significantly increases the base rate at Range 1

* Delivers between 4% to 8% per annum over 4 years, due to
alterations in the incremental structure

* Includes a sign-on payment to compensate for the delay
in reaching agreement, and to reimburse ES staff the
cost of Working With Children Checks. The varied amounts
take in to account % differences ES staff receive on
translation. Amounts range from a minimum flat rate of
$100, to either $500 or $1000 paid on a pro rata basis
for part time employees

* Improves Dimensions of Work
- Replaces the medical intervention allowance and
instead ensures that ES staff who perform medical
intervention are classified at Range 2 as a minimum
- Provides opportunities for Aides who supervise others
or whose work requires specialised training to advance
to Range 2
- Enshrines technical work at Range 2 as a minimum so
that all technicians will advance to the top of what
is currently Range 3
- Increases the mandatory qualification minimum (4-year
qualification) to Level 2
- Clarifies Administration roles, and sets the minimum
for a Management role at Level 2 (currently Range 4).
CPSU believes this is the minimum Level for a Business
Manager

* Increases Allowances in line with salary increases

* Provides for special payments (minimum $500)

* Recall arrangements remain unchanged

* Introduces a common progression date of 1st May and
provides a one-off transition payment to SSOs whose
salary progression is delayed beyond 12 months

* Continues school based consultation

This is quite a jump, probably for some of us. To have the technical area upgraded at least one level with 4 increments is a big development. At last this union has done something!
Maree

[June]

Thanks Ocker for the update.

I will stay posted. Actually I am a member of the IEU (just didn't think to check the news out)

Narelle

[Labbie]

I have heard more rumors about trade off's etc, I am trying to get hold of todays papers, some one said their was information in it. Due to get the pay rise 27th Nov, any one else here different?????

[Slartibartfast]

1st pay in November (13th) is when the PSA and DET agree the 1st 4% increase + backpay to the 1st of July will be paid - 21 weeks of backpay - 10.5 payperiods. Depending on your rate approx $489 after tax. $575 before.

Now this, I believe, is only for NSW Dept. Of Education & Training staff. Other states and Unions may use this as an example for their own wage increase applications but at the moment this increase only affects NSW SASS staff. The Public Service Assoc. of NSW caters only for NSW Govt. employees - those in private non Govt. education have their own union and award conditions.

[sunray18]

Since inflation has been running at 4%, how come they think that 2.5% is a reasonable offer????
And I hate the way pay rises are in percentages.. that means the rich DO get richer and the rest of us keep slipping backwards...

[amanda]

Hello from Victoria,
This is what Victorian governement will be paying LT, pg 36 most are level 1, 2-3. Take into case the wage is based on 52/52, effectively by 2011 $54,307.
http://www.cpsuvic.org/public_docs/SSOA ... eement.pdf

Are you better or worst off ?

[Slartibartfast]

Salary Increases to Crown Employees (Public Sector - Salaries 2008) Award
Memorandum to: Principals
IRC 08/31

On 2 October 2008 the NSW Industrial Relations Commission made the Crown Employees (Public Sector- Salaries 2008) Award by consent. The award is part of the settlement of the Public Service Association public sector salary claim and covers administrative and clerical staff, school administrative and support staff, general assistants, and TAFE administrative and support staff. The award is not applicable to staff covered by the Crown Employees Wages Staff (Rates of Pay) Award.

The award provides for an increase to salaries and related allowances of 4% with effect from the beginning of the first full pay period on or after 1 July 2008, 1 July 2009 and 1 July 2010. A memorandum of understanding has been entered into between the State Government and the Public Service Association, made in full and final settlement of the Public Service Association’s public sector salary claim.

To fund the increases the memorandum of understanding also provides for a range of important public sector wide reforms and scope for further reforms at agency level. The Government will pursue stream-lining and reorganisation of services and functions to achieve further efficiencies in operations to fund the increases if they are not able to be meet through reforms.

Details on the settlement including the Memorandum of Understanding can be accessed from the Department of Premiers and Cabinet’s website at:

http://www.dpc.nsw.gov.au/publications/ ... ssociation

The first 4% increase will be paid in the pay of 27 November 2008.

Retrospective payment from 11 July 2008 (being the first full pay period after 1 July 2008) shall only be made to those employees who are employed as at the date of the making of the Award (2 October 2008) except for former staff members who retired between 1 July 2008 and 2 October 2008. Payment will not be made to any other former staff member that left the public service, including staff medically retired between 1 July 2008 and 2 October 2008.

A copy of this circular, salary schedules and the list of classifications entitled to the increase can be viewed from the Industrial Relations circular intranet page.

Should you have any enquiries regarding this matter, please contact Eric Dailly ph: 9561 19311 or Nina Kastoun ph:02 9561 8767.

Links from this document:
detwww.det.nsw.edu.au/lists/directoratesaz/ires/indrel/circulars/irc2008/index.htm
http://www.dpc.nsw.gov.au/publications/ ... ssociation


Darren Husdell
Director of Industrial Relations
29 October 2008

[Slartibartfast]

PSA News

Friday 7 November 2008

General Secretary John Cahill's response to misinformation about the pay case's Memorandum of Understanding

There is a great deal of misinformation being circulated about the recent PSA pay deal. This is not unrelated to the fact that there is an internal PSA election currently taking place. I am therefore taking the step of emailing members to inform them of the facts.

The Memorandum of Understanding was finally signed by the parties following the Government and the PSA’s acceptance of the recommendations of the President of the Industrial Relations Commission on 17th September, 2008.

The Memorandum provides for 4 percent per year over three years. The specific issues agreed to in the Memorandum are the following:

Forced Retrenchments:
It has been claimed that the PSA agreed to forced retrenchments and significant job cuts. This is not true.

The Government has had a policy of forced retrenchments since 2003. The MOU acknowledges this as Government policy, but puts in place eight steps that must be followed before anyone can be made redundant forcibly. This can only happen at the end of 12 months and following the eight steps if a person cannot be placed. No PSA member has ever been forcibly retrenched, and the Memorandum will ensure that this record continues.

Furthermore, the Government wanted a reduced payment package and the PSA rejected this.

The MOU has made it more difficult for the Government to retrench people.

Modernising Human Resources Practices:
Unions NSW has been negotiating a Capability Framework. The Memorandum of Understanding recognises this Framework and implements it with the protection that should jobs be valued under it and the PSA does not like the outcome, then normal dispute resolution procedures apply.

Transferred Employees Compensation:
The Government wanted to amend the Award to say that employees who apply for positions and are not successful are not compensated. The PSA opposed this. The Award remains the same in terms of definitions, however, the Memorandum recognises that the President of the Industrial Relations Commission determined that the current definition of “Transferred Officer” will not apply normally in a situation where an employee applies for and wins a position through merit. The Award still allows Departmental discretion on this issue and the PSA remains confident that generally, Departments will compensate in order to secure the best applicant for the job.

The PSA has agreed to some minor changes to the Transferred Officers’ Award to limit transactions to two years after relocation, and to not allow two employees living together to claim the same reimbursement twice. Further we agreed to work towards proper definitions of what can be claimed under the entitlements.

Sickness-related Absences:
The PSA has agreed to a change when evidence is required for illnesses three days or longer, however, the Government agreed with the PSA that evidence does not necessarily have to mean a medical certificate from the doctor. There will be a broader recognition of evidence for absences.

Further, sick leave will accumulate monthly now like annual leave rather than 15 days allocated at the beginning of the year. The other changes to sick leave only relate to policy on monitoring excessive sick leave.

There are no changes to entitlements.

Promotional Policies:
The Government wanted to abolish GREAT. The PSA would not agree with this but we have committed to working with the Government to make the appeal system more efficient and to help reduce costs within the Departments in preparing for appeals.

Recruitment Processes:
The PSA has agreed to modernising recruitment processes primarily by introducing e-recruitment. The Memorandum contains protections for employees with limited access to computer technology. This clause merely recognises what the Government has already done by legislation.

Flexible Working Hours:
The PSA has agreed to modernising the standard parameters of flexible working hours agreements. The current flexible working hours aghreement was negotiated in 1977. Most agencies now have their own unique arrangements under Clause 10 of the Conditions Award. The parties will try to reach agreement on a modern, standard flexible working hours agreement so that Clause 10 is only used for unique situations faced by government agencies.

Flexible Work Practices:
The parties have agreed to a purchased leave scheme which will help employees balance work and family life. This will be implemented by 1 January 2009.

Removing the Clerical Officer Classification:
The parties have agreed to expand the Clerks Award so that entry clerical positions are contained within that Award rather than two separate documents which were not necessarily linked. This should improve career paths.

Maternity Leave:
The Government has agreed to enhanced Maternity Leave provisions so that a person may have a second period of paid Maternity Leave at their original full pay, if it is commenced within not more than two years after the initial period of Maternity Leave. This will benefit women who return to work part-time following the birth of their first child.

Travelling Compensation:
Entitlements for meal allowances and incidentals and the situation where actuals may be paid remain the same. All other arrangements remain the same.

Annual Leave Liability Reduction:
The parties have agreed to try and reduce accumulated annual leave entitlements to the 40 days contained within the Award (50 days for shiftworkers etc). The maximum accumulation of 40 days remains the same but we now have until 2010 to achieve this target.

Better Management of Workers’ Compensation:
The parties have agreed to work towards better implementation of return to work programs and to ensure that workers’ compensation top-up payments that employees are entitled to do not undermine return to work programs. This will be of benefit to employees. The PSA has many examples of agencies trying to prevent return to work i.e., in situations of alternative duties.

Agency Level Improvements:
There is a clause that allows the parties to work on agency efficiencies. This clause should improve this. There are five points where the agencies may look at efficiency improvements. None of the initiatives contain job cuts or specify restructuring. Most importantly, normal consultative mechanisms and dispute resolution procedures apply. If any agency tries to implement changes not agreed by the PSA then the PSA will lodge a dispute with the Industrial Relations Commission.

RTA:
The RTA wanted to pay less than the four percent and significantly change conditions. The PSA stopped this. The RTA will pay the four percent and members retain their current conditions.

Additional Matters:
There are some additional matters contained in Clause 9 and the PSA encourages you to read this clause. Where some changes have agreed to conditions to bring them in line with current practice. The PSA opposed many provisions that sought to alter and downgrade your conditions.

The PSA remains willing to come to any meeting of members to discuss the terms of the pay deal. Some meetings have already been briefed and the members have agreed that this is a great deal.

Conclusion:
As I said at the start of this email, I am concerned about the misinformation that is being distributed about our pay case, mainly by email. All PSA industrial staff have been briefed on the MOU and can answer any questions members might have. Also, the PSA’s website has extensive information on this matter. I am concerned to ensure that members receive factual information and not election propaganda.

I would be grateful if you would circulate this information to all members within your Department or workplace.

John Cahill
General Secretary

[Ocean Breeze]

hang on.. has anyone noticed that every year, we part timeers' allowance drops by 1% ?
So if we get a , say 4% pay rise in the year, we have already lost the 1%, total= only 3% rise.

[Slartibartfast]

For those in private schooling or those in the Govt. public service?

[Ocean Breeze]

Independent school Award I think

[Mother]

Hey all DET chemtalkers,
Just looked at my payslip and yippee yi oh!!!!!! 88cents per hour extra!!!!
The backpay will help to go towards buying Xmas presents.
Cheers
Mother

[Slartibartfast]

Hooray! Great to hear it's finally gone through Mother! 88c per hour adds up + the backpay like you say to the beginning of July, just in time for Christmas.

I wonder if the annual leave loading was added into this pay or will it be closer to us breaking up at the end of term? That's quite a good addition to our pay that I look forward to each year also.