collEctivE LOG OF CLAIMS barGaininG State Government Protective Security Service ‘09 www.qpsu.org.au/core09 SGPSS SPECIFIC - where a worker has broken the continuity of their service in one role to act in higher duties for a period • Increase in meal allowance this does not disqualify them from converting to • Parity with Core pay levels permanency - Further criteria around where temporary work COLLECTIVE ISSUES should be advertised as opposed to permanent filling Employment Security of vacancies, emphasising that permanent jobs being • That there will be no forced redundancies during the filled should always be the first choice life of this agreement. Workload Management • That redundancy entitlements for workers who are • Acknowledgement that high workloads create an made redundant voluntarily (VER) or forcibly made unsafe work environment for workers who are under redundant increase to: large amounts of pressure and subject to stress and o A minimum payment of 12 weeks wages, who may engage in unsafe practices in order to deal including what would have been projected penalty with the volume of work. This is an issue for workers, rates during the period. clients and government as a whole. o In addition 3 weeks payment, with similar • Further acknowledgement that workers should not projected penalty rates assessment, per year of be expected to work without pay or compensation service with no cap or limit to this payment. in hours to be able to be taken as paid time off at an appropriate time. • If a worker is made redundant there will be no restriction on them being re-employed in the • A collaborative process with the employer to Queensland Government following the payment of review and revise the workload management tool their redundancy package. with a view to making it more effective, accurate and efficient. That this tool be time-bound in • Any worker who is on a temporary contract, or implementation and have measurable outcomes that several contracts, for more than 2 years should are to be reported to Consultative Committees and automatically be made permanent. a full report given to workers at the end of every • Appeal rights for temporary workers who are denied calendar year. permanency should be explicitly established as • A review of the Consultative Committee Terms of resting with the Industrial Relations Commission or Reference, processes and operations with a view Public Service Commission. to increasing the effectiveness of the workload • That interest based bargaining discussions take management tool and reporting on workloads. place around issues for the conversion of temporary • Commitment from the government that if any new workers to permanent status, including guidelines programs are to be implemented by the state or around when temporary workers are to be federal government, or any other body, that will employed. impact on the workload of existing staff and where These discussions should also include consideration no new staff are to be employed to deliver this of: program, then other work will to be reallocated or determined not to be allocated to those workers so - if a worker is in the same or similar role for greater as not to create new workload problems. than 2 years, they qualify for permanency • That if workers predict or encounter difficulties with workload, they can report the problem to management the problem and there then be a proactive meeting convened to deal with the issue. Printed & Authorised Alex Scott QPSU General Secretary, 96 Albert St Brisbane 4002 Continued... collEctivE barGaininG LOG OF CLAIMS ‘09 www.qpsu.org.au/core09 If management fail to meet with delegates within two • Where any worker is to have their physical work weeks of the notification of the anticipated workload location moved more than 30 minutes by public problem then the dispute resolution clause of the transport away from their existing work location agreement is enlivened. those workers are entitled not only to consultation • Where appropriate, “case load capping” or other about the change, but negotiation regarding measurable strategies should be used to manage compensation for the change in circumstances. workloads. This may include a ‘gate-keeping’ or Matters for negotiation may include the cost of other management strategies that allocates new public transport to the new work location, providing work only to staff who have capacity to complete the shuttle buses for staff to the new location and/ or work. assistance finding local childcare and other services. Workplace consultation Union Encouragement Noting that groups of workers as a union should have a • That all existing clauses from the 2006 agreements say about what happens at work: regarding collective industrial relations, union encouragement, union delegates, ILO conventions • Seek inclusion in the agreement of the following form part of the new agreement. clauses from the QSPU Consultation Policy: In addition: It is QPSU policy that employers or management should consult employees whenever a decision to • The employer is to provide the union office or be made may affect the employment, welfare or job relevant delegates with complete lists of new starters satisfaction of the employees; prior to the decision to the workplace for the purposes of contacting being made. Furthermore, consultation should: them about membership of the union. This should be done at least monthly. Lists are to be provided (a) be an effective, thorough, transparent, two-way electronically and include work location details. exchange of information; • Union Encouragement is to become a standing item (b) seek to identify objectives, constraints, needs, on the Agenda for Consultative Committees. interests, concerns and options, for both the employing agency and employees; • That union delegates and the union office have access to current staff lists for Queensland (c) be as early as possible in the decision-making Government workplaces. process, so that all options can be considered; Note: that access for delegates to appropriate leave (d) allow employees adequate time to understand, categories when undertaking union business be made analyse, seek appropriate advice and respond to the available to them on all HR systems and forms (ie information; Industrial Relations Education Leave/ Union Conference (e) in general, attempt to find solutions that achieve Leave). the objectives while meeting the majority of interests of the majority of interested parties; and SUPERANNUATION • Employer contributions to superannuation should be (f) seek to reach genuine agreement on strategies for 12.75% of total earnings making progress and resolving problems. • That superannuation contributions by both the All parties should attempt to participate in industrial employee and the employer be adjusted immediately consultation in a positive spirit with respect for the an employee’s pay rate changes rather than on 1 July concerns of other parties and with a willingness to each year find solutions and strategies that are acceptable to all parties. • That the calculation of the final payout for members of the QSuper Defined Benefits be based on the • That no changes are to be made to existing member’s salary at the time of resignation conditions for staff – including (but not to the exclusion of other matters) position descriptions, • Discussions with government regarding transition to wages, career paths, physical location of workplace, retirement arrangements that do not disadvantage training needs and reporting structures – without workers in relation to their superannuation agreement from the affected staff and their relevant entitlements union, with consultation and agreement to occur prior to the enactment of any change. Continued... collEctivE barGaininG LOG OF CLAIMS ‘09 www.qpsu.org.au/core09 WORKPLACE HEALTH AND SAFETY workers to familiarise themselves with changes to procedures and policies. WHS committees • Each agency to establish a WHS committee as a GENERAL WAGES AND CONDITIONS sub-committee to the consultative committee. The rural and remote incentives committee is to include: • Locality allowances: o Management representatives o Joint review of eligible locations and allowances, to o Union representatives be conducted periodically o Elected WHS representatives o Increased quantum of locality allowance • The committee’s charter to include regular meetings • Standard whole-of-government package of non- and capacity for issues to be referred to CC for monetary incentive measures (minimum standards) action. • Implementation of five year guideline for client aggression accommodation/housing support in all agencies • Any standards or policies should include: • Application of travel and leave concessions to general a) a definition of work-related violence and client employees aggression; • Commitment to addressing sub-standard b) a statement from the employer that makes it clear accommodation in highly remote Cape and FNQ that all violence and client aggression to staff is locations unacceptable, and whatever the reason, will not be allowances seen as an employee’s failure or an inevitable part of • Increase in first aid allowance to $30.00 /fortnight the job; • Introduction of a fortnightly flat rate all-purpose c) Arrangements for monitoring and reviewing the allowance of $30.00 /fortnight for staff who take on policy; ‘value added’ roles such as Workplace Health and d) Consultation with workers through QPSU Safety Officers and representatives, floor warden representatives at Consultative Committees and (emergency evacuation), peer support officers, through worker elected WH&S Representatives; equity offers, harassment and discrimination referral e) A statement from the employer accepting and officers, rehabilitation co-ordinators, student acknowledging responsibility for their employee’s supervisors and other necessary corporate roles. Staff workplace health and safety and the prevention of who are nominated to these roles on a short-term or client aggression; temporary basis would be eligible to the allowance on a pro rata basis. f) Certified standards across the sector to train each government employee in their workplace health and • Travel allowance – increase ‘incidental allowance’ to safety rights, and the obligations of the employer. $30.00/night • Improved ways of dealing with abusive, threatening • Joint discussions around award-based shift or harassing interactions or calls in direct customer allowances (with a view to increasing). contact and in call centres by: Special leave and bereavement leave • Developing and implementing policies and • Roll-up all special leave provisions into collective procedures for dealing with abusive customers agreement to establish them as industrial (including transfer procedures, reporting and entitlements. debriefing requirements and support); • Increase bereavement leave to three days per • Training workers in these procedures; deceased person. • Encourageing workers to participate in training • Increase paid special leave for AP donors to three programs which incorporate communication and hours per donation. conflict resolution skills as well as information about • Paid special leave for volunteers to attend training normal reactions to these incidents; during normal business hours, or to subsidise a • Maintaining workplace efficiency and effectiveness so volunteer’s contribution to a community service (e.g. that client frustration can be minimised i.e. software one day’s leave for every five volunteered days, to programs, minimise background noise to allow the a maximum of 4 days leave per year) (other than worker to easily communicate with client, time for Continued... collEctivE barGaininG LOG OF CLAIMS ‘09 www.qpsu.org.au/core09 Australian Volunteers Abroad and emergency relief • The definition of Carers’ Leave to be broadened services). to recognise the right to access leave to care learning and Development initiatives for someone other than an immediate family or household member. • Increase ‘training increment’ provided for in current collective agreement to 3% of salary instead of flat creation of a “Sick leave bank” rate (subject to costing and wages MOU) • Investigate options for creating a ‘Sick Leave Bank’ • Extend the training initiative and increment to which would operate on a voluntary basis to assist higher classification levels on the AO stream. Also employees in time of a health crisis or chronic illness. investigate application to PO and TO streams. In particular, the option of voluntarily giving up ones’ accrued sick leave at the time of retirement should • Review the training courses that are on offer under be considered. Implementation should include study the EB training initiative with a view to broadening of any impact the introduction of a sick leave bank the options. would have on access to income protection. • Improved and more equitable access to SARAS Flexible Working Hours arrangements and other professional development (including as a key consideration in assessing equity issues the • Implementation of a minimum set of standards(rather capacity for regional workers to access training and than a standardisation of entitlements) across all development opportunities) agencies to cover:- o The number of hours that can be accrued within a WORK/LIFE BALANCE work cycle General work/life balance arrangements/ o The balance of hours which can be carried over commitments between work cycles • Commitment to implement Work Life Balance o The number of hours and consecutive days accrued initiatives at an agency level in consultation with time which can be taken within a work cycle representatives of the relevant union/s. • Establishment of a joint Work Life Balance Oversight • Any agencies or groups of employees who currently Committee comprising representatives of DEIR and have entitlements which sit over and above the the relevant union/s to monitor and enforce the minimum set of standards must maintain their provision during the life of the Agreement. This existing arrangements. Committee must have terms of reference which • Strengthen the right of employees to access flexible include a requirement for regular and ongoing hours of work. Agencies must not unreasonably meetings. refuse requests. Paid parental leave • Remove the right of agencies to ‘write off’ accrued • Commitment to retain the current paid parental leave leave before it has been taken by an employee. It scheme in Queensland (in addition to any federally is a responsibility of the agency to ensure that the implemented scheme now or in the future). employee is given the opportunity to take their accrued time. • Increase in the current rate of paid parental leave entitlement from 14 weeks to 18 weeks paid leave • Strengthen the right of employees in part time in line with the proposal for a national scheme of 18 employment arrangements to access flexible working weeks paid parental leave. hours. • Increase in the current rate of paid paternity/spousal • Mandate the right for those working in areas leave entitlement from one week to two weeks. where it is difficult to access their accrued time for operational/service delivery reasons to be able to • Amendment of the Paid Parental Leave Directive bank their accrued time and take this in conjunction 05/08 to make both Parental leave and Spousal leave with their annual leave. exclusive of public holidays. access to leave entitlements • Implementation of a paid Personal Leave provision which combines Sick Leave/Carers’ Leave and Emergent/Compassionate Leave into one set of Personal Leave hours to be used in accordance with Continued... the needs of the employee. collEctivE barGaininG LOG OF CLAIMS ‘09 www.qpsu.org.au/core09 access to flexible work options • That government environment policies are adhered • Inclusion of a minimum set of entitlements to flexible to; and that there is no disadvantage to workers work options through a relevant industrial instrument in any changes to work practices as a result of which may include, but not be limited, to working implementation of such policies. from home/telecommuting, compressed working • That the Environment Committee ensure the weeks and averaged working hours or make-up time. application of ‘just transition’ as a criteria that • Strengthening the rights of employees to access all environment related workplace changes are these entitlements. Agencies must not unreasonably measured against. All parties must seek to ensure refuse requests. social equity and that any carbon reduction burden is formulated on an according-to-means capacity. • Strengthen the right of employees in part time employment arrangements to access flexible working Green Workplace initiatives options. Green transport CLIMATE CHANGE • Conduct audit of workplace transport including: to and from work, and workplace transport. • A joint affirmation from the parties to the agreement outlining the urgency of the issue and outlining • Requirement for employers to assist staff to find the parameters under which any commitments to environmentally responsible ways to travel to and environmental work practices can be measured. from work and to provide adequate end-of-trip Recognition of the critical role that staff play in facilities. implementing any sustainability measures in the Waste reduction workplace and recognition of the need for a joint • Develop waste minimisation and recycling program approach to achieve Queensland Government Q2 for each workplace, including office, electronic and targets. kitchen waste. agency responsibilities carbon-friendly Energy Program • Each Agency is responsible for: • Conduct energy audit for each department/ 1. Implementing a reward/recognition program workplace. 2. Implementing sustainability measures • Develop energy saving measures and substitution of 3. Inter-agency liaison to reduce government carbon non-renewable sources with renewables. footprint (especially in regional areas) Education & training 4. Reporting on carbon reduction & cost savings • That agencies invest in training staff who need new 5. Monitoring/conducting audits & spot checks skills in a low carbon economy. • The agency will nominate a senior management • Education programs for staff & managers in leader who will be responsible for coordinating this sustainability measures. program reporting to the CEO. Monitoring Environment committee • Monitor uptake of carbon-reduction steps and • That joint management/union environment evaluate costs to workers. committees be established at agency level as an building & Facilities accountability mechanism for any workplace. These • Commitment that any new construction or committees would report to CCs and be responsible refurbishment results in a lower carbon footprint. for ensuring communication regarding sustainability measures to all employees. community involvement • Government support for employees to be involved in community projects that reduce carbon footprints. Support may include paid leave, sponsorship, and promotion assistance. Projects would be endorsed by committee.
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