Your Union Agreement Claim

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.

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.

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.

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.

• Employer requirements to monitor, measure and report on workload indicators.
• Review and refine existing list of indicators.
• Dispute mechanism

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.

• 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.

JOINT CONSULTATIVE COMMITTEES

Clearly define what constitutes consultation and when an employer is required to consult with the Union and employees.

Strengthen clauses by placing onus on the employer to provide evidence when rejecting requests for flexible arrangements. 

Joint review of public sector reclassification process and assessment tools to be commenced during the life of the agreement.

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.