Thursday 29 February 2024
Following extensive consultation, a powerful mandate from the grassroots membership and the endorsement of workplace Delegates, the Community and Public Sector/Civil Service Association (CPSU/CSA) will this week initiate bargaining for a replacement Public Sector Civil Service Association Agreement 2022 with a Log of Claims that will enable public sector workers to afford to live and live a better life.
Over the past twelve months, members have reflected that they are not just struggling with the cost of living, but are at breaking point, with 54.10% of respondents to a 2023 members survey indicating they have been forced to reduce spending on essentials while 15.36% have skipped meals.
CPSU/CSA members are seeking a 7 per cent pay rise in the first year, and 5 per cent in the second year of their new industrial agreement to afford to live.
Members also seek a raft of conditions improvements to support them to live a better life. Notable claims include establishing a 4-day workweek pilot program in public sector agencies, strengthening flexible working arrangements so that they can only be refused on reasonable business grounds, and increasing paid parental leave to 18 weeks for both primary and secondary caregivers. The Union also seeks reforms to a variety of regional employee entitlements to entice skilled workers to deliver public services in regional and remote WA.
CPSU/CSA Branch Secretary, Rikki Hendon, said these key claim items address the critical issues of attraction and retention issues facing the Western Australian Public Sector.
“Today, the CPSU/CSA has formally submitted the Log of Claims for the replacement of the Public Sector Civil Service Association Agreement 2022. The topline item focuses on pay, calling for 7% in the first year and 5% in the second year. The whole claim represents a fair and balanced list of items to ensure workers in the WA public sector can afford to live and live a better life, whilst tackling the sector’s attraction and retention crisis.
“This month, the independent Salaries and Allowances Tribunal recognised that attraction and retention is a serious issue in the WA Public Sector. In addition, research from UnionsWA indicates public sector workers are earning up to 12 per cent less in real wages after seven years of restrictive wages caps.
“The evidence for a 4-day workweek shows an increase in the health and well-being of employees and an increase in workplace productivity. Our members seek a replacement agreement under which they can afford to live, live a better life and continue to deliver valued public services to the people of Western Australia.
ENDS
- The CPSU/CSA covers 44,000 general public sector workers, one-quarter of the WA public sector, including child protection officers, youth custodial officers, park rangers, veterinary scientists and dental technicians.
- The current Public Sector Civil Service Association Agreement 2022 is set to expire on June 13th, 2024.
The Log of Claims includes the following summarised items:
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Pay Clauses
- Salary increases of 7% in the first year and 5% OR Perth CPI in the second year, whichever is greater.
- Restoration of relativities between salary increments and levels pre-wages caps levels.
- Increase superannuation contributions to 15.4%, introduce a co-contribution scheme and reopen Weststate for WA Public Sector workers.
- Provide employees with final pay within 7 days of the end of their employment.
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Conditions Clauses
- Establish a pilot program to scope and trial a four-day work week across the WA Public Sector.
- Provide a right to flexible working and clarify when flexitime, shift penalties & Overtime/TOIL apply.
- Enable conversion to permanency after 12 months of employment.
- Reduce eligibility for Higher Duties Allowances to 1 day from 5 days.
- Defined and extended consultation with employees and the Union before the implementation of AI.
- Public holidays are not deducted from the employee’s Long Service Leave balance.
- Enable Annual Leave to be taken at half-pay.
- Increase Bereavement Leave to 5 days & increase access & allocation if travelling more than 240km.
- Increase paid parental leave to 18 weeks for the primary and secondary caregivers.
- Remove employer discretion on recrediting Annual & Long Service Leave when Personal Leave would apply.
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Regional Clauses
- Pay annual leave travel concession as a lump sum and remove employer discretion on transport.
- Travelling allowance paid per trip and allowed to be used for groceries and pre-prepared meals.
- Introduce an inconvenience allowance for employees who require an overnight stay away from their home.
- Access to Personal Leave Travelling time to include dependents or people in the employee's care.
- Expand the list of locations deemed "remote and isolated" for employees under CSA coverage.
- Bring the Air Conditioning subsidy into the YUA as an allowance.
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Equity Clauses
- 30 Days (225 Hours) of non-cumulative paid gender affirmation leave per annum.
- 10 Days (75 hours) of non-cumulative paid disability leave per annum.
- 5 days (37.5 hours) of reproductive health leave.
- Better articulate types of activities/circumstances that attract Cultural and Ceremonial Leave.
- Establish a public sector pay equity review team that reports findings to the Union and Employer.
For more information or to arrange further comment from Branch Secretary Rikki Hendon, please contact CPSU/CSA Reception on 08 9323 3800 and ask for the Media and Stakeholder Engagement Officer.
