Your Union Agreement Claim
YOUR CLAIM

2 YEAR AGREEMENT
2.5% PAY RISE PER YEAR
NO TRADE-OFFS
BREAKING GROUND
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NO PRIVATISATION
Introduce a clause to confirm that jobs, roles or activities undertaken by employees covered by the Agreement will not be privatised or outsourced during the term of the Agreement.
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FAMILY & DOMESTIC VIOLENCE LEAVE
- 20 Days dedicated paid leave (non-cumulative)
- Measures to protect the confidentiality of employee details;
- Workplace safety planning strategies to ensure the protection of employees;
- Referral of employees to appropriate domestic violence support services;
- Appropriate training and paid time off work for agreed roles for nominated contact persons;
- Access to flexible work arrangements; and
- Protection against adverse action or discrimination on the basis of disclosure of, experience of, or perceived experience of, family and domestic violence.
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MAKING IT BETTER
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CULTURAL & CEREMONIAL LEAVE
- 5 days dedicated paid leave (non-cumulative)
- For legitimate ceremonial and cultural purposes to meet the employee's customs, traditional law and participation in ceremonial activities.
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BEREAVEMENT LEAVE
- Extend to 5 days paid leave per incidence
- Expand circumstances in which an employee may access this entitlement to better reflect modern families
- Facilitate the reasonable use of other forms of paid and unpaid leave as necessary following the utilisation of bereavement leave.
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GIVING IT TEETH
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WORKLOAD MANAGEMENT
- Employer requirements to monitor, measure and report on workload indicators.
- Review and refine existing list of indicators.
- Dispute mechanism
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FIXED TERM CONTRACTS
- Requirement to advise employees engaged on a FTC to be advised in writing at the time of their appointment of the prescribed circumstance, claimed by the employer, for permitting the use of a FTC.
- Set out criteria for filling a public sector vacancy to enable employees on FTCs to apply for permanency.
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LABOUR HIRE
- Amended to specify circumstances in which labour hire employee can be engaged to work within public sector.
- Specify what the compliance review must entail.
- Change compliance review frequency to annual.
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JOINT CONSULTATIVE COMMITTEES
Clearly define what constitutes consultation and when an employer is required to consult with the Union and employees.
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FLEXIBLE WORKING ARRANGEMENTS
Strengthen clauses by placing onus on the employer to provide evidence when rejecting requests for flexible arrangements.
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INITIATING CHANGE
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RECLASSIFICATION
Joint review of public sector reclassification process and assessment tools to be commenced during the life of the agreement.
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PREPARING FOR THE FUTURE
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SUPERANNUATION
Increase from 9.5% to 10.5% with secondary options for employer to match employee superannuation contributions up to a pre-determined amount and for super to be paid during unpaid maternity leave.
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SaveSave
on Monday, 12 September 2016.
Posted in Regional Focus, YUA Campaign Updates