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Campaign Update: Thursday, 9 February

on Thursday, 09 February 2017. Posted in YUA Campaign Updates

Back pay is already emerging as a key issue in the negotiations for Your Union Agreement.

The matter has been discussed at all three formal bargaining meetings held so far between your Union Bargaining Team and Department of Commerce representatives bargaining on behalf of the State Government.

Commerce has advised that it will not be in a position to present an offer in response to our claim from when the Caretaker Conventions are enacted (which occurred last Wednesday 1st of February) up until the newly elected or re-elected Government is takes power following the state election in March.

YUA CAMPAIGN HITS THE ROAD

on Thursday, 01 December 2016. Posted in Regional Focus, YUA Campaign Updates

We are kicking off walk-throughs for Your Union Agreement in December. We will be visiting agencies in Armadale, Fremantle and Northam to begin with so keep an eye out for your organiser at your workplace! We can't wait the chat to members about the campaign and the event splanned for next year.

Your Union Agreement goes to Geraldton

on Tuesday, 29 November 2016. Posted in Regional Focus, YUA Campaign Updates

As part of our trip, we encouraged members to attend a jobs forum being held by Labor and to make the case there for the issues that matter to them in Geraldton. Overwhelmingly, the conversation was dominated by TAFE issues with locals understanding that education is critical to the employment prospects of Geraldton youth. Public Sector cuts and permanency are high on the agenda too with the Leader of the Opposition acknowledging that permanency is critical to regional economies.

We visited a number of agencies including Police, Agriculture, Child Protection and Family Services, Corrective Services, Housing and the Courts. We also caught up with our delegate and ‘no trade-offs’ champion Andrea Davis.

Your Union Agreement Claim

on Monday, 12 September 2016. Posted in Regional Focus, YUA Campaign Updates

    

2 YEAR AGREEMENT
2.5% PAY RISE PER YEAR
NO TRADE-OFFS

  
 

BREAKING GROUND


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.

MAKING IT BETTER



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.

GIVING IT TEETH


WORKLOAD MANAGEMENT
  • 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.
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.

JOINT CONSULTATIVE COMMITTEES

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

FLEXIBLE WORKING ARRANGEMENTS

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

INITIATING CHANGE


RECLASSIFICATION

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

PREPARING FOR THE FUTURE


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.

SaveSave

Big Year of Bargaining

on Thursday, 01 September 2016. Posted in YUA Campaign Updates

Doctors, nurses agree 1.5pc pay deals

Doctors, nurses agree 1.5pc pay deals

Doctors, nurses strike pay deals for 1.5 per cent increases with WA Government

Doctors, nurses strike pay deals for 1.5 per cent increases with WA Government

Contract dispute looms as WA nurses move to protect conditions, workloads

Contract dispute looms as WA nurses move to protect conditions, workloads

Fight brews over health wages

Fight brews over health wages

Police union rejects pay deal for WA auxiliary officers as industrial unrest looms

Police union rejects pay deal for WA auxiliary officers as industrial unrest looms

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      Perth WA 6000

      PO BOX X2252
      Perth WA 6847

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      Regional: 1300 733 800
      Reception: 9323 3800

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