Together
2012
BARGAINING
Dear Delegate,
Congratulations on being one of the key leaders in our Together Bargaining agenda
for 2012. It is a really important time to have a great network of people
like you to ensure we secure real improvements for members for the
next three years.
We know that the work you do is vitally important to the Queensland community and
it’s imperative that this year the government and our department heads recognise this
too.
This kit provides you with resources, information and contacts to help you
lead members in your workplace in a meeting to discuss what was determined at our
delegates conference as key ‘whole of sector’ claims, what’s next for bargaining and
to invite everyone to participate in Labour Day celebrations this year!
We know, that the more public sector workers we have involved in bargaining, the
more power union members have to get the government to listen and
to deal seriously with the issues and improvements you are seeking.
I hope you find this material a valuable resource for this process but remember
assistance is available by emailing [email protected] or calling your union
office on 1800 177 244.
The Together Bargaining campaign is incredibly important to the future of public
sector workers. It is an opportunity to ensure that you all have decent wages and
conditions and the resources to help the Queensland community. This is a
very important time to influence the policies of the new government and to get them
on board with our agenda.
We know that other members across the union are with you – they have
filled in surveys, and taken those first steps in joining our union – now we need them
to commit to a bargaining position, to commit to action and to encourage others to
get on board. 2012 is a critical year.
Congratulations again on being part of the campaign!
Yours in union,
Vivienne Doogan
TOGETHER PRESIDENT
Together 1800 177 244 • Website www.together.org.au • Email [email protected]
Postal Address PO BOX 3272 South Brisbane BC 4101 • Street Address L1, 27 Peel Street South Brisbane • Fax 3017 6235
Authorised Alex Scott QPSU General Secretary
Together
2012
BARGAINING
How to run your workplace meeting
– Together Bargaining 2012
This sheet will provide you with
a guide on how to run your
workplace meeting.
Remember to have membership forms at the
meeting in case non-members want to join
and so that existing members can take some to
distribute. You can also remind people they can
join online at www.together.org.au/join
If you have any questions about this guide, please
email [email protected] or phone 1800
177 244. Remember also that if you are holding
a meeting – particularly in larger or combined
workspaces – you can ask other Together
members and delegates to help you.
At the meeting
Before the meeting
Step one: Have a read through the materials in
this pack. Particularly look through the handouts
you can distribute to members – and do a few
copies so you’ll have enough. Call or email the
union office if you have any questions – an
organiser can assist you.
Step two: Pick a place and time to have your
meeting – try to find a venue and pick a time that
will allow the largest number of people to attend.
You might have to ask a manager for permission
to use a room – that should be ok with them – if
you’re having any problems give the union office
a call on 1800 177 244 or email bargaining@
together.org.au
Step three: Let people know about the meeting.
Distribute meeting notices, send around an email
and chat to as many members as you can to
invite them along.
It’s also often a good idea to send around an
email to let people know the day before or the
day of the meeting send out a reminder email to
all staff at your site. Use the posters in the kit to
put up in tea-rooms or other public areas.
Step four: Before the meeting get your agenda
ready and make sure you have enough handouts
for the number of people you think will come.
Step five: Use the agenda with speaking notes
to go through each of the topics for discussion.
Remember - if members have other items
they wish to raise as part of the meeting (like
Machinery of Government changes, VSPs or
other issues) they can call or email their union
office ([email protected] / 1800 177
244) – or if you have time you can do “general
business” at the end. This meeting is primarily
about the Log of Claims endorsement and next
steps for our bargaining campaign.
Step six: At the end of the meeting, record
what you decided as a group on the agency
claim sheet. Spend some time to reflect on the
outcome of the meeting, and make whatever
notes you consider necessary.
After the meeting
Step seven: Send back your attendance sheet,
volunteer sign ups and your agency claim forms –
fax back to (07) 3017 6241 or scan and email to
[email protected]
Step eight: Congratulations - great work! You’ve
completed your workplace meeting and made
sure people in your workplace are having a say
on the issues that matter.
Remember that if you have anything in this kit
that you don’t understand get in touch with the
union office – email [email protected]
or call 1800 177 244.
Authorised Alex Scott Together Secretary
Together
2012
BARGAINING
Attendance Sheet
Workplace
Total in attendance
Date
Delegate/Contact
Name
email
Phone Please fax this form back to 3017 6241
or scan and email to [email protected]
Union Member?
Authorised Alex Scott QPSU General Secretary
Together
2012
BARGAINING
Let’s Get
Together!
It’s time to talk about workplace change, wages,
employment security, workload and the issues that
concern us in 2012. This year we need to negotiate new
wage rates and working conditions for the next 3 years –
so it’s important we catch up.
If you can’t make it to our meeting – contact your local union
delegate. Need more information? Email us at:
[email protected] or call 1800 177 244.
WHERE:
WHEN:
TIME:
Contact:
Authorised Alex Scott Together Secretary
Together
2012
BARGAINING
Log of Claims
1. Wages
1.1. The minimum wage increase should keep pace with CPI
1.2. Fair wage increases should not be achieved through
trading off hard won conditions
1.3. Wage increase should be centrally funded by Treasury
employee will be deemed appointed on merit for the
purpose of conversion to permanent status.
3.6. In relation to point 3.5 above - access to conversion
to permanent status after continuous temporary
employment, even if in different roles within the
department.
1.4. Wage increases should reflect impacts of the Federal
Government’s Carbon Price.
1.5. Wage increases should ensure fair increases for lower
paid workers (ie. A relative dollar amount as well as a
percentage increase).
2. Superannuation
2.1. Together members have won higher superannuation
contributions as part of previous wage negotiations.
2.2. Superannuation should be based on OTE (Ordinary Time
Earnings) including shift penalties.
2.3. The Federal Government increase to the superannuation
guarantee should be reflected in superannuation
improvements in the public sector.
2.4. That superannuation contributions by both the
employee and the employer be adjusted immediately,
when an employee’s pay changes rather than on 1 July
each year.
2.5. That the calculation of the final payout for members of
the QSuper Defined Benefits be based on the member’s
salary at the time of resignation.
3. Temporary Employment
3.1. High levels of temporary and higher duty employment,
tends to result in a culture conducive to bullying and
harassment.
3.2. The conditions regarding temporary employees that
were unilaterally removed by the PSC (Public Service
Commission) are to be restored.
3.3. The conditions with respect to temporary employment
and conversion to permanency should be extended to
staff who have been acting in higher duties.
3.4. Temporary and higher duties staff should not be denied
conversion to permanency due to the failure of the
Department to follow the Recruitment and Selection
Directive.
4. Employment Security
4.1. Maintain commitment that no worker will be forcibly
retrenched.
4.2. A commitment to no contracting out or privatisation of
jobs or services during the life of the Agreement
4.3. A commitment to only using casual employment or
agency (labour hire) staff when absolutely necessary
– for example, only when a recruitment process has
failed for lack of available workers. That this will be
monitored and enforced by Consultative Committees.
(Refer Consultation Claim).
4.4. A commitment that the use of external consultants will
be minimised – for example, only in instances where
appropriate workers cannot be recruited to the public
service, and in that case role descriptions and levels
should also be reviewed, in case it is classification
levels that is prohibiting recruitment. That this will be
monitored and enforced by Consultative Committees.
(Refer Consultation Claim).
4.5. That redundancy entitlements for workers should be
increased.
4.6. If a worker is made redundant there will be no
restriction on them being re-employed in the
Queensland Government following the payment of their
redundancy package.
4.7. Redeployment should be the first option considered
by any Department prior to any round of forced or
voluntary redundancy, or other separations being
considered.
4.8. Any attempt to reduce the size of the workforce
through natural attrition or redundancy must be
accompanied by workload impact studies to be
completed and reported to Consultative Committees
prior to any decision to offer redundancies, not to fill
vacancies, not to backfill staff on leave or secondment
or to abolish vacant positions. (Refer Reasonable
Workloads Claim).
3.5. After a period of two years of meritorious service an
Authorised Alex Scott Together Secretary
Log of claims (continued)
5. Union Rights and Workplace Consultation
6. Career Paths, Classifications - General
5.1. Consultative Committees should continue as the
minimum and standard form of consultation in each
Agency and the relevant decision maker/s be required
to attend each and every committee meeting. (The
decision maker refers to the Director General of the
Agency and/or any person who has the appropriate
delegated authority in that they have the capacity to
make a binding decision with regards to the issues being
raised and discussed).
6.1. Parity of classification across the Core to ensure equal
pay for equal work/responsibility with a whole of
government standard.
5.2. That the Government through each Agency and their
managerial structure and Consultative Committees be
responsible for ensuring existing provisions are enforced.
5.3. Ensuring no workers conditions are changed without
agreement from those workers.
5.4. A requirement that workers be consulted about any
decision to be made that may affect their employment,
welfare, workload or job satisfaction prior to the decision
being made, in accordance with the attached policy.
5.5. Prior to any such decisions being made (as per above)
the employer will need to demonstrate clear benefits
establish such benefits in a business case tabled for the
purposes of consultation at the relevant Consultative
Committee.
5.6. A requirement to ensure all workers continue to
have access to union delegates and union staff in the
workplace during work hours.
5.7. Develop standards for the provision of information as
part of a consultation process.
5.8. This will as a minimum state that information must be
provided in a timely way and include but not limited to:
6.2. Access to higher duties in all centres and to be able to
be advertised/ acted on inter-regionally.
6.3. Review by PSIER of classification and position titles across
Agencies to ensure equity and no relative disadvantage.
7. Career Paths, Classifications - Science Industry
workers
7.1. Increase access to progression between all levels, in all
streams, to create real career paths.
7.2. Increase progression in all centres.
7.3. Government to report back how career paths are
improving quarterly and include how many people are
progressing in report.
7.4. Extend the number of classification levels in the PO/
TO/OO streams for specialist science occupations so
scientists can continue in their science roles.
7.5. Implement a progression scheme based on performance
to the top of streams for science industry workers across
every Department or Agency.
7.6. Recognition of ‘moral rights’ for authorship for science
workers.
7.7. Professional development allowance.
i)
who will be affected by the change
7.8. Approval processes that don’t create barriers to
participation eg. Easier access to attendance at national
and overseas conferences.
ii)
how they will be affected
7.9. Sabbaticals.
iii)
justification of the change
7.10.Payment of subscriptions to professional bodies.
iv)
costs and cost benefit
v)
time frames
7.11.Freedom to publicly express individual professional
opinion.
vi)
consultation process
vii) positions and levels of change
viii) review and evaluation process
ix)
how this will work within consultative committees.
5.9. Where any worker is to have their physical work location
moved more than a reasonable distance from their
existing work location those workers are entitled to
consultation about compensation for the change in
circumstances (such as with the cost of public (bus, train,
providing shuttle buses etc.) and/or private (provision of
car parking) transport, finding local childcare, additional
time to travel and accommodation etc.
5.10.Commitment to genuine consultation whereby
employees have the bona fide opportunity to influence
the decision maker. That consultation be further defined
as and carried out in accordance with the attached policy
(refer Union Consultation Policy – 25 November 2008).
7.12.Review of JEMs as applied to scientific positions.
7.13.Rewards for supervising PhD and Masters students and
holding adjunct positions.
7.14.Rewards for attracting external funding.
The above claims will also form the basis or be replicated in
the claims for similar roles in CORE agencies where PO/TO/OO
members face similar issues.
8. Leave
8.1. The right to accrue up to equivalent of 2 years of
recreation leave.
8.2. Agreed process for negotiating timing of leave.
8.3. Review and amendment of Special Leave Directive as
required. Explore other forms of cultural leave.
8.4. Agreed definition of “excessive” leave.
8.5. That workers can only be directed to take leave when
Log of claims (continued)
their accrual is “excessive”.
8.6. Amendment of cultural leave clause to confirm to QCU
model clause.
8.7 That any accrued sick leave or a portion of that
leave that exists on the exiting of a person from the
Queensland Public Service be placed in a “bank”. This
“bank” is to be administered by trustees drawn from
the employer and their union.
8.8 Withdrawals from the “bank” can be made, by
application, from public service employees who have
exhausted their own leave resources, for their own ill
health, or to care for a seriously or terminally ill family
member or on compassionate grounds. (as per the
usual definitions for carers leave).
9. Reasonable Workloads
9.1. Joint union management agency workload study,
including survey of all staff, commenced within 6
months.
9.2. Review the implementation, promotion and
effectiveness of the workload management guide in
order to ensure that it is not linked to performance
measures, but rather is focused on workplace health
and safety.
9.3. All base grade vacancies to be filled within two weeks
of the vacancy arising (i.e. 4 weeks from notice of
resignation).
10. Professional development and training
10.1. Ensuring workers have equal access to appropriate,
quality professional development and training. This
should be monitored jointly (union and management)
at the Consultative Committee level.
10.2. Professional development is important for all workers
and is essential that it be appropriately provisioned by
management.
10.3. Ensuring all workers have access to paid time off to
attend training and professional development.
10.4. Ensuring all workers have access to the AQF additional
payments at every increment level were the scheme
currently applies. Review payments provided for at
each level. Extend the existing qualifications structure
to include up to the maximum classification levels in
administrative, technical and operational streams.
10.5. Ensuring that the employer pays for any relevant
continuing professional development that is required
to maintain professional or discipline registration, as
part of a workers employment.
10.6. Change existing SARAS criteria and processes to allow
for postgraduate courses to be included.
10.7. Each work unit to conduct an annual training needs
assessment.
11. Work-life balance
9.4. All other vacancies to be filled within 4 weeks of the
vacancy arising (i.e. 6 weeks from notice of resignation).
11.1. Work life balance initiatives must go beyond family
and study; they should also include the wellbeing of
the individual.
9.5. Backfilling of staff when officers are on leave (or have
moved from fulltime to part time arrangement) for a
period of greater than 3 days, regardless of the type of
leave.
11.2. Inclusion of a minimum set of entitlements to flexible
work options in the Agreement or a directive. This
includes (but does not exclude any other initiative):
9.6. Introduction of relief pools (where the service delivery
context warrants it) or permanent relief arrangements
in order to facilitate backfilling. This should occur in
consultation with the relevant union/s.
9.7. Workload impact studies to be completed and
reported to Consultative Committees and subsequent
consultation to occur prior to any significant change
to the way that work is done or any additional work
programs or procedures.
i.) seamless entry into retirement
ii.) telecommuting
iii.) compression of hours
iv.) proportionate leave (the ability to purchase leave).
11.3. Ongoing commitment by management to assisting
workers to balance work and life.
11.4. An agreed procedure for request and authorisation of
work life balance strategies or initiatives.
9.8. Strengthen the role of Consultative Committees in
monitoring workload concerns and investigate options
for involving bodies like Workplace Health and Safety
Queensland and the Queensland Workplace Rights
Ombudsman to assist in resolving workload issues.
11.5. An education strategy around work life balance for
employees and management.
9.9. Departments should move away from the use of
external organizations and consultants and should
work towards having a supportive and positive internal
approach to workload management.
11.7. Right of appeal if refused.
11.6. Managers to not unreasonably refuse requests by
workers to access work/life balance initiatives.
11.8. Organisational requirements cannot be used
unreasonably to refuse employees entitlements to
work life balance.
11.9. Establishment of a joint Work/Life Balance Oversight
Committee comprising representatives of PSIER and
the relevant union/s to monitor and enforce the
Log of claims (continued)
provision during the life of the Agreement.
11.10.Transfer at level for long distances between work and
home
i) The employer should process any transfer at level
application in a timely manner, making available to
the appropriate Consultative Committee, the list of
applicants still waiting for their application to have
been processed within 6 months of applications
being received.
ii) Monitoring of such applications (numbers versus
transfer acceptance ratios) occur on a yearly basis.
12. Hours of work
12.1. There shall be no loss of accrued hours for any
worker. Should a worker not be able to take any of
their accrued time for 12 months, the time, at the
employees’ choice, may be paid out or carried forward
to the following year.
12.2. Commitment that managers cannot unreasonably
refuse applications to take accrued time. Supervisors
are responsible for ensuring that employees’
workloads are properly managed and that they have
the ability to take accrued time off. This should be
proactively negotiated with the employee.
12.3. Include minimum standards for hours of work policies
in the Agreement.
12.4. Increase the carry-over period to 10 working days per
calendar month.
12.5. Where a limit is prescribed for the amount of accrued
time off in a work cycle, such limitations shall not
be less than 5 days in a calendar month, to be taken
either consequently or separately.
12.6. The draft Code of Practice for Fatigue Management
should be referenced in hours of work policies.
12.7. The existing spread of hours is 6am-6pm. Extended
working hours beyond the span must be negotiated
and have the majority consent of all affected
employees and relevant unions. Hours should not
be extended to avoid implementing shift work
arrangements.
12.8. Disputes in hours of work arrangements can be taken
to the consultative committee for resolution thus
giving employees an appeal right to that body if local
resolution cannot be achieved.
13.
Locality Allowance
13.1. That there be a review of the locality allowance
scheme, on the basis that the government should
encourage public sector employment in rural and
remote areas and support those local communities.
13.2. That the review include reference to:
i) Access to Health Services (doctors, dental, and
mental health services), and a review of the capacity
to access these services and if extra leave is required
to attend these services.
ii) Access to education - primary, secondary and
tertiary education services.
iii) Cultural and sporting facilities and opportunities to
engage with them
iv) The cost of living – including costs of groceries and
other goods and services
v) Cost and availability of housing
vi) Reliable broadband internet/ telephone services – all
communications services
vii)Availability of public transport
viii)Daily access to flights
ix) Whether or not there is year-round road access
x) Cost of water, electricity and other utilities
13.3. Additional Services or benefits including
i) Ensuring all public servants in rural and remote
locations have access to reliable internet
connections. This will also facilitate working
from home/ telecommuting options available to
Departments.
ii) Increase the amount of government housing, and
the quality of this housing. Housing should be
available to key support staff as well as professional
staff in order to ensure quality public services for
our community.
iii)Increase rent assistance or housing allowances
for public servants where government housing
is unavailable to ensure they can access quality
housing.
iv)Abolish the “5 year” rule when public servants are
removed from housing, to promote staff staying in
the regions.
v) Improve access to professional development and
training for rural, regional and remote workers either offer training on-site for these staff or provide
additional funding and time to attend relevant
training and PD in major centres. The additional
cost for these workers should not be deducted
from any ‘allocation’ of PD funds so that there is no
relative disadvantage to Brisbane-metro staff.
14. Rural and Remote Incentive Schemes
14.1. As these are different in each Agency, delegates
determined that these matters be subject to Agency/
Departmental specific claims.
15. Allowances
15.1. That there be a review of the First Aid Allowance
to increase the payment to to $30 per fortnight.
Further, any worker who is required to have a first-aid
Log of claims (continued)
certificate should be paid the allowance as a result of
this requirement.
15.2. Motor Vehicle Allowances – that the current
Directive and application of the Directive be reviewed
to ensure that all employees expected to use their
personal vehicle for work purposes be appropriately
compensated and paid kilometric allowance.
15.3. That there be a review of the on-call allowance – and
it be increased by the percentage wage increase or
CPI, whichever is greater.
15.4. Further, that a condition of on-call work be that
workers are paid a minimum call-out of 2 hours
paid per phone call. This should specifically include
matters that are resolved on the phone without the
need to return to an office.
15.5. All time worked on issues from home should be
counted as additional paid-time work done by the
employee, as this is what it is.
15.6. All current allowances are to be increased annually
by the percentage wage increase awarded or the
CPI, whichever is greater.
16. Additional allowances
16.1. That there be additional Allowances created and
paid to those workers who take on additional and
important duties in the workplace – that these
allowances be for those roles named below and paid
at the rate suggested (equivalent to the First Aid
Allowance):
allowance.
17.3. Emerald and Roma should be reviewed to be ‘high
cost’ country centres.
18.
Bullying
18.1. A joint government/union working party to be
formed to undertake the following:
i) Develop agreed long-term strategies to eliminate
bullying
ii) Undertake a joint review of complaints
management with a focus on workplace
harassment and bullying in the public sector
iii) Agree and implement sector wide policy in
relation to prevention and management of
workplace harassment and bullying.
18.2. This policy must as a minimum:
i) Be enforceable for the life of the agreement
ii) Set out the WHS responsibilities of agencies with
respect to bullying prevention and management
of incidents
iii) Set out what steps are to be taken to assess
and implement management action to manage
risks to workers who make bullying complaints
independently of the investigation and discipline
process
iv) Prioritise the protection of those at most risk or
with less power
16.2. Fire Wardens and Fire Safety Advisors Allowance $30 per fortnight.
v) Ensure protection against reprisal for complainant
and witnesses
16.3. Rehabilitation and Return to Work Coordinator - $30
per fortnight.
vi) Include central reporting of bullying – WHRO or
complaints officer model
16.4. For those staff elected Workplace Health and
Safety Representatives or Advisers (note –some
Departments still use the term “Officer” also) - $30
per fortnight.
vii)Set a sector wide standard for communication,
and timeframes for resolving bullying complaints.
17. Domestic Travelling and Relieving Expenses
and Conditions
17.1. In all communities where public servants are to
overnight there needs to be:
i) Safe and secure accommodation
ii) A bed for the worker
iii) Sleeping space to be air-conditioned
iv) Food available or, if groceries are required to be
brought in then there should be self-contained
cooking facilities of a good standard
v) Toilet and shower facilities
17.2. If a remote area is not listed on ‘high cost’ or ‘tier
2’ lists then the hardship allowance for remote
areas should be paid to workers staying in these
centres, rather than the default ‘Brisbane’ or ‘other’
18.3. Departments are to report to the union through
ACC’s and CCF, and relevant government
agencies such as but not limited to DJAG, WHSQ,
PSC statistical data as to the number of bullying
complaints and the number of substantiated bullying
complaints.
19. Complaint Management
19.1. Undertake a joint review of complaints management
scheme.
19.2. The resulting new policy/directive/instrument must
be agreed to by the union, must be enforceable and
must as a minimum:
i) Create one complaint process for external and
internal complaints
ii) Simplify and streamline current processes
iii) Provide natural justice to all parties
iv) Provide for clear and timely communication with
Log of claims (continued)
employees
v) Provide reasonable timeframes for resolution
vi) Create criteria for assessing when to be handled
locally, internally or externally and when to be
handled informally or formally
ii) Establish principles for when an internal or external
investigation is appropriate
iii) Establish principles for terms of reference
iv) Establish minimum and relevant qualifications for
investigators
vii)Provide escalation points depending on severity of
allegations
v) Establish key principles for the conduct of
investigations
viii)Provide a right for workers to be represented
vi) Establish workers’ rights to information and due
process
ix) Include procedures to protect complainant in
hostile situation
x) Include protection against reprisal.
19.3. Appeal rights to be strengthened.
20. Discipline
20.1. Undertake a joint review (between PSIER, PSC and
other appropriate agencies and Together) of Public
Sector discipline arrangements.
20.2. The resulting new policy/directive/instrument must be
enforceable and must as a minimum:
i) Provide natural justice to all parties
ii) Provide enforceable provisions establishing
principles for natural justice, provision of
information, process and criteria for decision
making etc.
iii) Provide for clear and timely communication with
employees
iv) Provide reasonable timeframes for finalisation
v) Establish thresholds to determine major and minor
disciplinary matters and develop separate processes
for each such that minor matters which would
result in lesser penalties are subject to a quicker
more streamlined process to minimise unnecessary
distress
vi) Provide a right for workers to be represented.
vii)Outline natural justice requirements
viii)Outline the role of the investigator
ix) Reinforce the role of the decision maker
x) Provide for agreed protocols for dealing with
investigations across multiple agencies or
jurisdictions (i.e. Police, CMC etc.)
xi) Provide guidance in relation to legal indemnity by
agencies of public sector workers
xii)Provide for clear and timely communication with
employees and reasonable timeframes
xiii)Provide guidelines for what must be provided in
investigation reports.
22. Medical Assessment Processes
22.1. Undertake a joint review of medical assessment and
retirement processes
22.2. The resulting new policy/directive/instrument must be
agreed by the union, must be enforceable and must as
a minimum set out:
i) When a worker can be sent for assessment
ii) Actions to be taken when work is a contributing
factor
iii) What a worker can be directed to consent to
iv) Rights to provide medical information from own
doctor
20.3. Appeal rights to be strengthened.
v) Rights to negotiate the doctor or request second
opinion
20.4. Develop guidelines to support more consistent
application of penalties.
vi) What information is to be provided to the doctor?
20.5. Develop enforceable directive or policy with regards
to suspension to be agreed by the union which must
contain provisions enforcing criteria for suspension,
consideration of alternatives and natural justice to
apply to all suspension decisions
21. Workplace Investigations
21.1. Develop enforceable directive or policy with regards to
workplace investigations to be agreed by the union
21.2. Must as a minimum:
i) Define when investigations are required or
necessary
vii)What needs to be considered before medical
retirement?
viii)Med retirement is a last resort only
ix) Anti-Discrimination legislation applies to this
decision
x) Sector wide standards and processes for reasonable
adjustment
xi) Standards for privacy of medical information
xii)Strong appeal rights for both unfair processes &
outcomes
xiii)Less formal processes used where possible to avoid
undue distress for workers.
Review and
implementation
A pay rise
and new
conditions
If outcome
of ballot is
NO.
If outcome
of ballot is
YES.
Authorised Alex Scott Together Secretary
QIRC
Certification
Members decide
what to ask for
Delegate meetings
Surveys
Workplace meetings
Drafting & ballot
3 wages
3 Workloads
3 Worklife/balaNce
3 Super
Core
Conference
Collective bargaining: the process.
+
BARGAINING
2012
EB
Campaign &
negotiations
Together
Campaign Action
WE
ARE
HERE!
Campaign
plan
Log of claims
Together
2012
BARGAINING
Agenda and Speaker's Notes
INTRODUCTION
• Workload Management
Example:
• Locality Allowance and other Allowances
“Thanks for coming along today.
• Professional Development and Training
This is a really important year and there are obviously lots of
changes on the horizon with the change in government.
• Career Paths and Classifications
This is the year that we negotiate for our wages and conditions
for the next 3 years – and is the first time we’ll be doing this with
the new government.
There have already been many changes with the change in
government including to DGs and machinery of government
changes. We know that members are concerned about what
these changes mean for them, about their jobs and funding for
the services they provide to the Queensland Community.
In today’s meeting we are going to cover off on 3 things
1. What we ask for from the new government around our wages
and conditions – both at a ‘whole of government’ level and
also, what other things we might want to ask for that are
specific to us in our Department or occupational groups.
2. What we need to do to win this year – to win improvements
and maintain the good things we have.
3. Quickly touch on the Working for Queenslanders program –
the initiative that we as union delegates are proposing to make
sure that Queenslanders, and our new government and DGs
appreciate the work that all public servants do for Queensland.
WHAT DO WE WANT?
(HANDOUTS for this section– Collective Bargaining Diagram and
Log of Claims Document)
Key discussion points:
• The Collective Bargaining Conference held on 26 and 27 March
determined our central log of claims.
• Our state’s poor budgetary position and government’s “War
on Waste” means we face real pressures on job security and on
how much we can achieve through bargaining
• We need to campaign to hold the new government to their
election promises and show that all public sector work is
important and “front line”
• We need to make sure the government doesn’t use the
machinery of government changes as a sneaky way to back
track on the commitment it made during the election to
preserve public sector employment security.
Example: “The delegates conference for bargaining was held on
the 26th and 27th of March and at this conference we were able
to come up with the central list of issues or “Log of Claims” that
will apply across all government departments who are bargaining
this year. It includes claims on:
• Wages
• Employment Security and Workplace Consultation
• Leave
• Superannuation
• Work/Life Balance Inititatives (including flexible hours of work
arrangements and flexible work options)
• Bullying and Fair Treatment at Work
Just to name a few!
Who here did the bargaining survey a few weeks ago? (remember
it was online and paper copy?)
Great! We based these claims on those “points of concern” and
other feedback from members and had over 100 delegates then
work on the draft claims for two days – and this is what we came
up with!
HANDOUT – log of claims
The full log of claims is also available on the website at http://
www.together.org.au/together-bargaining/.
Have a read through.
The log of claims is the culmination of a lengthy consultation
process in which feedback, suggestions and ideas were received
from thousands of public sector Together members by email,
in person and through our Bargaining Survey. These ideas
and suggestions were then discussed in workshops by elected
delegates to Council during the conference. Each workshop
then decided on what claims would be presented to the whole
conference for a vote on inclusion in the log of claims.
In particular let us know what else you believe is important in our
Department or for specific occupational groups.
Of course, we know that the employer won’t agree to everything
we ask for. This is why we need to be ready to stand up for the
things that we really want.
One last thing on the technicality of negotiations:
One of the most important things that needs to happen before
we can start negotiations however is to establish – who are we
negotiating on behalf of?
Continued over page...
Agenda and Speaker's Notes (continued)
We won’t know for a little while whether the new government
will do a ‘Core’ or State Government Departments Certified
Agreement for everyone or if they might split up negotiations and
do them Department by Department.
stronger our position is in bargaining. If everyone who attends
these report back meetings gets just one more person to join
our union we will be closer to our target of well over 50%
membership, stronger and safer in the workplace.
We decided as delegates that we would have consistent claims for
whole of government things no matter what – so that gives us a
strong voice. And then we can add to that for our Department or
Agency.
If you have friends or work colleagues who are not in our union,
now is the time to ask them to join. If your colleagues are worried
about the election result or the changes that are coming, explain
to them why being in the union helps them and us all to have a
strong voice in any changes that are made, keeping our jobs and
maintaining quality services for the Queensland community.
Any questions?
What do we need to win?
HANDOUT – Bargaining process update
We are currently in the workplace organisation phase of the
bargaining process – we’re finalising our Log of Claims and
preparing activities to do and about to enter negotiations.
What do you think we need to have to convince senior managers
or government leaders to agree to our claims?
(see what responses)
• We need – to be a loud voice! That means we need everyone to
be a union member and contributing to activities
• We need to have a good network – in negotiations, and with
changes like those that are happening this year we need to
have a really fast network to get messages out – so we need
contacts in each work area or team.
It’s really important to get involved this year and support your
union’s campaign for better wages and conditions.
Who needs a membership form so you can join and support other
members around the state?
Who would like to be a workplace contact?
Great. Come and see me after the meeting.
Working for Queenslanders
As well as the industrial process round bargaining this year, your
union council delegates have voted to endorse a community and
political engagement strategy to protect the public sector during
these changing times. We believe that the more the community
understands the work done by public sector workers, the more
they will support you and force politicians to appropriately fund
the services you provide. This program is called Working for
Queenslanders and will focus on the importance of public services
to the community.
It’s really important that after the dust settles on the MOG and
also while the “Commission of Audit” is happening and beyond
that we can talk to the community about why you and your work
matters. That’s what this is about.
Ok – so that’s nearly all!
WRAP-UP
What you can do right now…
Action 1: Provide feedback to me about additional claims for
our Agency or occupational groups.
You can join on a form I have here – or online – www.together.
org.au/join.
Action 3: Become a workplace contact
Our union is its members and our union is most effective in
workplaces when there are good systems of communication so
members can share ideas with each other and your union office.
This gives you the strongest voice in our negotiations and union
processes. To ensure good communication we are asking you to
consider being a workplace contact. What this means is that you
become a focal point for information and discussion between
union members in your workplace and your union office.
Will you be a contact for your work area?
Action 4: Labour Day
Labour Day is coming up! The Labour Day march is our chance
to give a show of strength right at the outset of the bargaining
process and put the new government on notice. Bring your new
members along too - Labour Day is a great introduction to our
union. It’s a fun, informal event that celebrates Queensland
unions and their achievements.
There are events across Queensland! Check out the flyer enclosed
to find out about the ones closest to you.
In Brisbane, after the march there is also a great social event at
the RNA Showgrounds including a BBQ, drinks, live music and
rides for the kids.
Labour Day activities this year will take place on Monday 7 May
and a poster is included in the meeting kit to advertise the Labour
Day activities in your workplace.
Why not organise a group from your workplace to all go
together?
Will you march to show our union’s strength this Labour Day?
Action 5: Working for Queenslanders Profile
Is what you or a colleague do at work a great example of the
important work that we all do for Queenslanders? Are you willing
to be the face of your area in a photo or video profile for Working
for Queenslanders? Do you have a great idea for raising the
profile of public sector work in Queensland? Please let me know
or email [email protected] or call 1800 177 244.
I want to be involved – sign up to be a workplace contact for
Working for Queenslanders!
Thanks again for coming today.”
(use the agency claim sheet provided)
Action 2: Grow our team
The more members we have involved in our campaigns, the
Authorised Alex Scott Together Secretary
2012
Agency Claim Form
Allowances
All Professional
off icers required to
supervise students
250
First
Last
#### ####
First.last@department
.qld.gov.au
Contact email
and phone number
Authorised Alex Scott Together Secretary
This is an important issue because
it takes a lot of time to properly
supervise students and is an additional
responsibility. This is also a parity issue
with HP’s in health.
Notes
Please fax this form back to 3017 6241 or scan and email to [email protected]
Student supervision
allowance to be paid to
all staff required to
supervise university
students or graduates
Issue Area
Specific Claim
Who this applies to?
Affected workers?
Contact person
This form is to provide feedback on what Agency or occupation specific claims you would like to see included in your Agency negotiations. It is important that
these claims do not contradict the whole of sector claims in the Log of Claims document you received. It is also important that these claims are specific, state
who they apply to, and estimate how many workers are would be affected. It is also important that there is a contact person for each claim so we can get
more information or investigate how deeply and widely felt the issue is. There is an example included in the table to assist you to draft your suggested claims.
BARGAINING
Together
Working for
Working for
Working
for
Working for
Working
for
Working
for
Working
for
Together
2012
BARGAINING
for
Working
Brisbane — Monday 7 May 9:30am for
10am Start. rally commences at the
Cnr of Wharf & Turbot Sts followed by
Family Fun Day at the RNA Showgrounds
AND AROUND QUEENSLAND:
BUNDABERG: Saturday, 5 May –
Together members across the Wide
Bay region. Labour Day March, BBQ and
rides, for all union members in the Wide
Bay region. Community members are very
welcome. (BUS FROM MARYBOROUGH: To
catch the Bundaberg bus, please assemble at
the Maryborough Together Office 142 Bazaar
Street at 8:30am.) Assemble at the Riverside
Parklands in Quay St, Bundaberg at 10:30am
for 11:00am start. The March ends at the
Memorial Park, Quay Street, with a BBQ and
family day to follow.
CAIRNS: Monday, 7 May. 9:30am Family
Fun Day including inter-union Tug of War.
Cairns Esplanade, Opposite Cairns Base
Hospital. March at 10am. Assembly and start
point Cairns Esplanade, Opposite Cairns Base
Hospital
GLADSTONE Monday, 7 May 2012
March at 10am. Assembly and start point Council carpark, Central Lane at 11:00am.
Family Fun Day including annual Tug of War
—Gladstone Marina Parklands, Goondoon
Street.
GOLD COAST Sunday, 6 May 2012.
8:30am March — assembly and start point at
Southport Workers Club, Scarborough Street,
Southport. 9:00am Family Fun Day Broadwater
Parklands, Marine Parade, Southport.
IPSWICH Saturday, 5 May 9:30am
March. Assembly and start point at 10am –
Ellenborough Street, Ipswich. 11:00am Family
Fun Day at Timothy Moloney Park, Mary Street
Ipswich
ROCKHAMPTON Monday, 7 May 9:00am
March assembly and start point — Riverside
Carpark, Archer Street. 9:30am Family Fun Day
at Victoria Park, children’s playground area
—Huish Drive, Rockhampton.
SUNSHINE COAST Sunday, 6
May10:00am Family Fun Day, Cotton Tree
Esplanade, Maroochydore.
TOWNSVILLE Monday, 7 May 10:00 am
Assemble in Anzac Park, The Strand. 10:30 am
— march along The Strand to Strand Park. At
11 – 4 pm Family Fun Day Festivities with free
children’s rides, children’s races, free ice-cream,
live band, speeches, food and bar.
MACKAY Monday, 7 May: Assemble at
9am at the corner of River and Gregory for
march at 9.30 to Queens Park around 10.45
where there will be free rides for the kids.
Authorised Alex Scott Together Secretary
2012
BARGAINING
Together
2) ask them if they’d like to have their say - Yes?!
1) asking if someone is a member
It’s as easy as 1,2,3!
The stronger we are in Together the easier it is to win
- so make sure you ask anyone who isn’t already a
member to join - we’ve included a form for you to do
that right here.
Do you have a contact in your workplace?
Your wages and conditions for the next 3 years are
negotiated by union delegates with government
representatives - the way to have your say is to be a
member of our union - join Together!
Let’s get started!
Authorised Alex Scott Together Secretary
Together we have a say, negotiate and win.
You can also email [email protected] with
your details to register as a workplace contact.
To be a contact simply fill in the contact form here
and fax to 3017 6241.
In bargaining a lot happens in short timeframes - it’s
important to have a contact in every workplace so
that the union office can stay in touch with your
work unit or office.
3) Then give them the form and let them know that
only union members have a say on what is put to
government.
This year is so important for you and your
colleagues and it’s important that you can
have your say.
HAVE YOUR SAY:
JOIN YOUR UNION!
2012
BARGAINING
Together
Congratulations on
GETTING INVOLVED!
You can also get involved in the campaign
by emailing the details above to
[email protected]
Please fax this form to 3017 6241.
Phone:
email:
Occupation:
Workplace:
Name:
I want to volunteer in the
Bargaining Together 2012
campaign!
Yes!
Together Membership
Application Form
Please complete these details about you:
Title (please circle) Mr Mrs Miss Ms Dr Other
Name Preferred name
Date of Birth
/
/
Male
n Female n
Home address
Suburb/city
Phone (H) Postcode
Phone (W) Fax (W) Mobile
Email address
Job title Status: Permanent
Pay level (eg AO2.1 or HP 3.1)
n fixed-term n Full-time n Part-time/casual n Under 21 or less than 50% n More than 50%, but less than 100% n
Employer Street address
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n Or a LGBTQ member of Together? n
Fee level. Please circle in the membership fees table at right >
...and select one of the following payment options
Membership fees
Income/
employment status
General
Indemnity
levy*
Custodial
Corrections
officers**
1
Members under 21 or working less
than 50% FTE
$9.25
$10.40
$13.25
2
Members working 50% or more
but less than 100% of FTE
$15.32
$16.47
$19.32
$18.50
$19.65
$22.50
$19.08
$20.23
$23.08
$19.65
$20.81
$23.65
General
Indemnity
levy*
Custodial
Corrections
officers**
Option oNE: Direct Debit Request Payments
I hereby authorise Together to arrange for funds to be debited from my account as set out below.
USER ID 064272
Amount: (see right for union fees)
3
Name account is held in
Name of your Bank or Credit Union
Address of Bank or Credit Union
BSB no.
–
AO2-AO4, PO1-4 to PO2-6;
TO1-4 to TO3-4; OO2-1 to OO6-3
4
Gross salary: $2632.80- $3020.70
5
Gross salary: $3020.80 and above
Your account number
AO5, PO3; TO4-1 to TO5-1; OO7
AO6+, PO4+; TO5-2+
Income/
employment status
Card holder's name Bankcard
n Mastercard n Visa n
Card no.
PLEASE NOTE: Together Queensland fees are revised each financial year. This Authority remains until Together receives
a cancellation, with 2 weeks notice, in writing and covers any future increases in subscriptions.
n I want
to join!
Gross salary: $1514.20-$2632.70
Union fees monthly (for Credit Card)
Option TWO: Monthly Credit Card payments
Expiry Date
(to June 30, 2012)
Union fees fortnightly (for Direct Debit)
I hereby make application for membership of Together, Industrial Union of Employees and, if I
am eligible to be a member of the ASU and attached to the Central and Southern Queensland
Clerical and Administrative Branch of the Australian Services Union (“ASU”) as and from the
date of this application, and agree to abide by the Rules of the ASU and Together, respectively,
as they may be amended from time to time.
7
SIGN
HERE
1
Members under 21 or working less
than 50% FTE
$20.04
$22.54
$28.71
2
Members working 50% or more
but less than 100% of FTE
$33.18
$35.68
$41.85
$40.08
$42.58
$48.75
$41.33
$43.83
$50.00
$42.58
$45.08
$51.25
3
Gross salary: $1514.20-$2632.70
AO2-AO4, PO1-4 to PO2-6;
TO1-4 to TO3-4; OO2-1 to OO6-3
4
Gross salary: $2632.80- $3020.70
5
Gross salary: $3020.80 and above
AO5, PO3; TO4-1 to TO5-1; OO7
AO6+, PO4+; TO5-2+
*The Together Professional Indemnity Levy is paid by Queensland Health employees
(except for admin staff, doctors, dentists and corporate office) plus all therapists
working in Housing, Education Queensland or the private sector. Some workers in
Disability Services Queensland (DSQ) are also covered. Please call 1800 177 244 if
you are unsure if your occupational group pays the levy as part of their union fees.
** Includes legal expenses group insurance for Custodial Corrections officers.
Date
Once you have completed this form, hand back to an organiser, fax to 3017 6235,
or mail to REPLY PAID PO BOX 3272 South Brisbane BC 4101 (no stamp required)
About direct debit: All your bank information is kept confidential.
Together will provide 14 days notice of any change in the terms
of your arrangement. If you wish to cancel or change your
arrangements please provide 14 days notice. Please ensure your
nominated account can accept debits of this kind and there are
enough funds to cover the payment. Your bank may charge you a
dishonour fee if there is insufficient funds.
Privacy information: Together uses members’ personal
information for membership management and provision of other
services including industrial, health, insurance, financial advice,
education and similar. Signing the membership form indicates your
consent to the above.
Disclosure: Your personal information is only disclosed to union
staff, delegates, organisers and officials with whom you might deal
or if we are required to do so by law, or for the purpose of sending
you information about our services.
Access: You may ask for a copy of the information Together holds
about you. Requests must not interfere with anyone else’s privacy
and must be lawful. If you have any concern about privacy call 1800
177 244.
For industrial assistance call 1800 177 244
Authorised Alex Scott Together Secretary
ABN 44901734369 • PRINTED ON RECYCLED PAPER
Workplace:
Occupation:
email:
Phone:
Department:
Postcode:
Please fax your completed form to
3017 6221.
Workplace:
Occupation:
email:
Phone:
Department:
Postcode:
Please fax your completed form to
3017 6221.
Workplace:
Occupation:
email:
Phone:
Department:
Postcode:
Please fax your completed form to
3017 6221.
Authorised Alex Scott Together Secretary
Working for
Authorised Alex Scott Together Secretary
Working for
Authorised Alex Scott Together Secretary
Working for
Congratulations on
GETTING INVOLVED!
Name:
Name:
Name:
Congratulations on
GETTING INVOLVED!
I want to volunteer in the
Working for Queenslanders
campaign!
I want to volunteer in the
Working for Queenslanders
campaign!
I want to volunteer in the
Working for Queenslanders
campaign!
Congratulations on
GETTING INVOLVED!
Yes!
Yes!
Yes!