Public Sector Reform 2025 - Permanency, Reclassification and Other Processes
1. What if I am in a process for conversion to permanency?
Conversion to permanency processes are provided under Clause 18.8 for fixed-term contract employees and 19.8 for casual employees. The PSCSAA24 requires you to be in the same or a similar role for at least 12 months before making a conversion request.
The Union has a range of members-only guides and resources to help those on fixed-term contracts and casual employment to determine if they are eligible and can apply for conversion to permanency. We strongly recommend members on fixed term contracts and casual employment progress enquiries to determine if they are eligible for conversion now. More information, guides and resources can be found here.
Members should continue with any conversion to permanency processes and seek advice from our UnionLink Team at [email protected] if needed. If eligible for conversion, there are limited circumstances in which the Employer can deny the request.
2. What if I am in the process of having the classification of my job reviewed?
Departments should continue to proceed with any reclassification requests. However, until your classification/reclassification request is approved, your Employer, during a restructure, can only look for roles that are at your substantive classification level. Our strong advice is to pursue this process with a matter of urgency and seek advice from the Union where necessary. Get in touch with us through [email protected] for support and to source members-only guides and resources.
3. Will my approved secondary employment carry over to my new department?
As per the Government response to this question, secondary employment approved by your current department needs to be reviewed to ensure the arrangement is suitable to continue in the context of your new department’s remit, policies and procedures. If you are unclear or unsure if your rights and entitlements are being upheld at any stage of this process, talk to your workplace delegate and/or contact the union via [email protected]
4. What if I have a current process underway relating to workers’ compensation, grievance resolution, return to work, performance management or retirement on the grounds of ill health?
All current processes should continue through Stage 1. However, there may be changes to reporting lines or contact representatives from HR/People and Culture once Stage 2 changes come into effect.
The union will be ensuring that there are rigorous checks in place as Stage 2 commences so that current processes such as workers’ compensation, grievance resolution, return-to-work and performance management, retirement on the grounds of ill-health etc. continue with the members’ rights and entitlements upheld, without inconvenience. If you require individual assistance, you can contact our UnionLink via [email protected] or obtain our guides and fact sheets at www.cpsucsa.org
5. What if I am in a discipline or integrity process?
All current processes should continue through Stage 1. However, there may be changes to reporting lines or contact representatives from HR/People and Culture once Stage 2 changes come into effect. The union will be ensuring that there are rigorous checks in place as Stage 2 commences so that current processes can continue with the members’ rights and entitlements upheld, without inconvenience.
If you’re a Union member and have an allegation of a breach of discipline. You should make contact with the Union immediately. Only members who meet the membership qualification policy are afforded a representative for disciplinary matters.
Find out more - FAQs
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