This clause was included in the TfNSW Award in 2017 and allowed TfNSW or the associated unions to enter into an agreement to extend the elements of the TfNSW prize in order to meet small groups of employees who wish to work differently from the TfNSW prize. Unified trade unions have sought some directions or parameters, as can be expected in local agreement clauses. Psa is pleased to confirm that after lengthy negotiations, there is now an agreement in principle between the unions and TfNSW on the 2019 Transport for NSW – Sydney Metro Salaries – Conditions of Employment Award. In a preliminary analysis, the proposed TfNSW price and the determination of senior services are generally less good than the conditions of employment applicable to professional members of Australia in all transport agencies. The unions are currently negotiating with TfNSW to maintain the commercial conditions of employees under the current contractual conditions of employees or, in the case of contract agents. The current flexibility of working time provides for one day off per four-week billing period. A proposed change involves a reduction in the settlement period from 4 weeks to 2 weeks. However, a better way to look at flexibility is to identify some of the other methods used by the NSW public service in the form of flexible working time agreements. For example, governments, such as justice or industry, and investments, are able to accumulate up to 6 days of flex over a 12-week period. This would allow employees to work in a way that copes with the increasing frequency of work, meet the often urgent needs of businesses, and require more work at times. Employees who change agencies with Travel Pass assignments retain this claim to tfNSW. The unions requested that all employees be given the opportunity to obtain a passport.
This would result in significant savings for staff using public transit. There is currently a link between the TfNSW Prize and SMSA as part of the agreement reached between the unions after its creation. SMSA is trying to formalize these agreements. The O`Farrell government has set up a new NSW public transport coordination body called Transport for New South Wales (TfNSW). Legislation has been passed for the creation of this agency. This effectively means that the increase in productivity or the value of work is not taken into account by the government in establishing wage increases and, subsequently, wage increases of more than 2.5% must be offset by the loss of conditions. Members have already made it clear to PSA that hard-of-expected conditions are not being sold for higher wages. As part of the democratic procedures within your union, PSA members vote to seek approval and to advance the request for ratification to the NSW Industrial Relations Committee. PSA votes on Survey Monkey. The vote lasts less than a minute.
To access the survey, click HERE. Salary increases are paid each first full salary period after the premium is activated (usually, but not just on July 1). The main consideration in this regard was the significant administrative costs associated with paying staff for two separate rates over a salary period. With the new technology, it will be almost a push of a button. As a result, the unions require payment to be made from the activation of the price, i.e. on 1 July 2019. PSA interviewed employees regarding the use of Time In Lieu provisions and hours lost in December. Surprisingly, members reported that they had lost hours, and many were nervous about using the provisions set out in the Time in Lieu award. The increasing nature of employment in project types corresponds to work practices with considerable peaks and depths.