Bulletin 2 - Negotiations have commenced - issued 19 March 2021
I, together with representatives from my Office and NTPS Agencies, met with employee representative nominated bargaining agents and delegates on 18 March 2021.
We had a productive meeting with all parties listening and taking time to understand each other’s proposals. 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 efficiency measures, where indicated.
Some unions outlined their log of claims. Other unions indicated they should be in a position to provide a log of claims in the next week. The parties discussed how the bargaining process will generally proceed and other associated matters. The parties will continue to work constructively together over the coming months to finalise a proposed new agreement.
It is my intention to bargain / negotiate issues so I can issue a formal offer to employees no later than 9 August 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 four year agreement
- Where time off in lieu or flextime is not available, paid NAIDOC leave up to 3 hours to attend NAIDOC March and approved activities
- Move foster or kinship carers leave into the agreement
- Move the majority of leave related By-laws into the agreement
- A new entitlement for gender transition leave
- Improve compassionate leave provisions to include the death of an employee’s non-immediate family member or a person related to the employee (e.g. aunt/uncle/niece/nephew/first cousin)
- Re-brand ‘purchased leave’ as ‘flexible-lifestyle leave’ to support work life balance. Improve existing entitlement to allow purchasing up to eight weeks leave
- Improve existing provision to support family responsibilities - an employee to have the right to return from parental leave on a part-time basis for 6 months
- Improve existing provision to allow an employee to access up to two hours per annum for mental health screening/cancer screening
- New provision for pre-natal leave to allow for a spouse and a pregnant employee to access up to 8 hours leave for pregnancy related medical appointments
- Where time off in lieu or flextime is not available, a new provision to enable employees within 3 years of retirement age (currently 65) to access up to two hours paid leave per annum to seek independent financial advice on superannuation options
- Address rest relief after overtime provisions to provide for better management to ensure adequate rest breaks when overtime duty is performed over a weekend
- Promote a clear definition of ‘Emergency Leave’ and reduce the number of days currently available to reflect the current take-up and to offset improvements in other leave entitlements
- The agreement to have in place principles for a casual employee to have the right to request conversion to ongoing/fixed period employment after 12 months
- Improve overtime penalty rates where overtime spans midnight and a higher rate applies at the start of the shift
- Move into the agreement and continue a range of long-standing entitlements currently provided through Determinations
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 email@example.com
Vicki Telfer PSM
Commissioner for Public Employment
Last updated: 04 May 2022
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