Correctional Officers

The current enterprise agreement can be found here PDF (2.3 MB).

These bulletins only apply to employees covered by the Correctional Officer (NTPS) 2017 – 2021 Enterprise Agreement.

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Enterprise Agreement negotiations to commence

The Correctional Officer (NTPS) 2017-2021 Enterprise Agreement is due to expire on 2 December 2021, and I have agreed with the United Workers Union to commence bargaining for a new agreement.

Initial bargaining meeting

The initial bargaining meeting is scheduled as follows:

Date: Friday, 18th June 2021
Time: 1.00pm to 5.00pm
Location: Training Room, 2nd Floor, Manunda Place
38 Cavanagh Street
Darwin

Bargaining representatives

The Fair Work Act 2009 imposes rights and obligations on employers, unions and employees with respect to the bargaining process.  Attached for your information is the required statutory Notice of Employee Representational Rights, advising employees of the right to be represented in relation to the bargaining process.

Instruments of appointment for bargaining representatives can be forwarded before the initial meeting (or at any time during the bargaining process) to enquiries.ocpe@nt.gov.au or:

Attention:
Employee Relations
Office of the Commissioner for Public Employment
GPO Box 4371
Darwin NT 0801

Bargaining representatives are requested to contact my Office on 8999 4282 to confirm meeting dates.

More information

Regular updates in relation to the bargaining process will be posted to the OCPE website. Information on bargaining in general can be obtained at www.fwc.gov.au or you can contact the Fair Work Commission information line on 1300 799 675.

Vicki Telfer PSM
Commissioner for Public Employment

The first negotiation meeting for a new Correctional Officer Enterprise Agreement was held on Friday,  18 June 2021. This was a productive meeting and was attended by representatives of the United Workers Union, the Department of the Attorney-General and Justice/Northern Territory Correctional Services, and my Office.

We had a productive meeting with all parties listening and taking time to understand each other’s proposals and claims.  I advised that I am seeking an enterprise agreement that falls within the Northern Territory Public Sector Bargaining Policy 2021- 2024 with improved conditions of employment and some efficiency measures.

We will continue to work constructively together over the coming months to finalise a new agreement.  It is my intention to negotiate all issues with the union so I can present a formal offer to employees no later than 1 December 2021.

It is important you are kept informed on the progress of negotiations as these proposals relate to your employment.

Details of the proposals

Below is an outline of the employer’s proposed conditions:

  • $1000 lump sum payment per annum
  • A 4 year agreement with an expiry date of 2 December 2025
  • Establish a half day rate for Core Training Instructor Allowance
  • Establish a 10% consolidated allowance for officers regularly working Monday to Friday
  • Allow two days of personal leave without medical certificate (out of five days per annum), to attract consolidated allowance loadings. Three to five days to be paid at base salary
  • Over time payments for travel time to cease (i.e. officers driving the bus to and from ASCC, and for up to 45 minutes for backfilling overtime shifts)
  • Provide for one Correctional Officer First Class Suitability Assessment per annum
  • Include Senior Industry Officer eligibility requirements from the Qualifications Handbook
  • Introduce an Aboriginal Custodial Employment stream and a casual pool of qualified Correctional Officers
  • Darwin Local Court to manage their own security, with Court based officers relocated back to DCC
  • Move majority of leave related by-laws relevant to the NTCS into the enterprise agreement (e.g. leave without pay, miscellaneous leave, jury service, release to attend as a witness, attend arbitration business and defence service leave)
  • Increase paid compassionate leave to five days (up from three days) for immediate family/household members
  • Introduce new entitlement to three days paid leave on the death of an employee’s extended family member (e.g. aunt/uncle/niece/nephew/first cousin)
  • New miscarriage provision to be covered under compassionate leave, of three days paid leave
  • Inclusion of “flexible-lifestyle leave” to support work life balance and improve entitlement to allow purchase of up to eight weeks leave
  • Domestic and family violence leave extended to cover circumstances of sexual violence
  • Enhance existing entitlements to support family responsibilities for an employee to have the right to return from parental leave on a part-time basis for up to six months
  • New entitlement for pre-natal leave to allow for a pregnant employee and an employee whose partner is pregnant, access to eight hours paid leave per pregnancy for the purpose of attending pregnancy-related medical appointments
  • Paid leave for preadoption interviews. Paid leave for permanent care order applications and interviews for foster and kinship carers
  • Move Foster and Kinship Carers leave into the enterprise agreement
  • Support diversity at work by introducing a new entitlement for gender transition leave (four weeks paid leave and 12 months unpaid)
  • Improve existing miscellaneous leave entitlement to allow an employee to access up to two hours paid leave per annum for mental health screening/cancer screening
  • Where operationally viable (e.g. overtime and lock downs not required), and where time off in lieu is not available, discuss options for up to three hours NAIDOC leave per annum to attend NAIDOC march and approved activities
  • Where time off in lieu is not available, employees within three years of the superannuation accruing age (currently 65) will have up to two hours paid leave per annum to seek independent financial advice on their superannuation options
  • Include principles for a casual employees to have the right to request conversion to ongoing/fixed period employment after 12 months casual employment
  • To offset improved compassionate leave provisions, emergency leave provisions to be reduced from three days to two
  • Include a definition for kinship relationships (entitlements under consideration)

Note: improvements to leave provisions will require the same notice and documentary evidence requirements

Have your say – your feedback is important

Should you wish to express a view on the proposals or make a suggestion, you can provide your feedback to me by emailing enquiries.ocpe@nt.gov.au

More information

Regular updates in relation to the Correctional Officer bargaining process will be posted to the OCPE website.  Information on bargaining in general can be obtained at www.fwc.gov.au or you can contact the Fair Work Commission information line on 1300 799 675.

Vicki Telfer PSM
Commissioner for Public Employment

I am pleased to report that negotiations are progressing well with representatives from my office and Department of the Attorney-General and Justice/Northern Territory Correctional Services meeting with United Workers Union and their delegates on a weekly basis.

Negotiations involve the parties working through claims, including the employer’s proposals to understand the issues and identify any cost implications or savings for NT Government.

Negotiations have been constructive with all parties actively engaging in discussions with the aim of reaching a proposed new agreement for employees to vote on.

Lump sum payments and more benefits

Bulletin 3 graphic

As previously reported I am proposing:

  • $4000 over four years (plus employer superannuation guarantee where applicable)
  • more benefits to employees to support work life balance and employees with caring responsibilities (e.g. a range of new paid leave options)
  • moving the majority of leave related by-laws into the enterprise agreement (e.g. leave without pay, miscellaneous leave, release to attend as a witness, attend arbitration business, and defence service leave)

Further details of my proposals are outlined in Correctional Officers - Bulletin 2.

I acknowledge the union claim for salary increases however, the current salary rates and term and conditions of employment, and improvements being prosed including $1000 lump sum payment per annum, are competitive to support Correctional Officers over the next four years.

Salaries and CPI

The graph below shows the percentage increases to Correctional Officer base salaries compared to the percentage increase to the Darwin CPI.

Since 2010 Correctional Officer salaries have increased by 17.9 percentage points more than the cumulative increases in the CPI over the same period. The graph shows that Correctional Officer salaries will be maintained for the next four years, and in addition employees will receive the proposed $4000 in payments (plus superannuation where applicable) during this time.

Correctional Officer salary vs Darwin CPI

Have your say – your feedback is important

The parties will continue to work constructively over the coming months to finalise a proposed new agreement.  Should you wish to express a view on the proposals or make a suggestion, you can provide your feedback to me by emailing enquiries.ocpe@nt.gov.au

More information

Regular updates in relation to the Correctional Officer bargaining process will be posted to the OCPE website. Information on bargaining in general can be obtained at www.fwc.gov.au or you can contact the Fair Work Commission information line on 1300 799 675.

Vicki Telfer PSM
Commissioner for Public Employment
September 2021

Important Information about Employee Representational Rights in Enterprise Bargaining Negotiations


Last updated: 17 September 2021

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