Bulletin 4 - Negotiations - an update - issued 20 May 2021

Negotiations are on schedule and we remain focused on job certainty and more benefits for employees such as leave entitlements and support for flexible work.

I acknowledge that unions and employees may have been expecting proposals for salary increases from the employer, as per previous agreements. However, to support the NT Government’s budget reform agenda and to support job certainty for employees, I am proposing:

  • $4000 over four years (plus employer superannuation guarantee)
  • more benefits to employees to support work life balance and employees with caring responsibilities (e.g. a range of new leave options, including paid leave)

On a without prejudice basis and subject to drafting clauses, parties have given ‘in-principle’ agreement on a range of matters since my last bulletin issued on 16 April 2021. These include:

  • 3 days paid compassionate leave on the death of an employee’s extended family member (e.g. aunt/uncle, niece/nephew)
  • paid leave to attend pre-natal appointments
  • gender transition leave (paid and unpaid)
  • paid leave for pre-adoption interviews or foster/kinship carer’s Permanent Care Order interviews (currently unpaid)
  • more paid leave for cancer screening and extend entitlement to include mental health screening
  • introducing a minimum engagement payment for casual employees
  • Community Language Allowance to be included in the agreement

Other areas where parties have found common ground and are continuing discussions include:

  • paid leave to attend NAIDOC week activities
  • shiftwork conditions – aiming for simpler and more consistent entitlements
  • casual and fixed period employment
  • rest relief after overtime and fatigue management
  • conditions for veterans (e.g. war service leave)
  • infectious diseases leave
  • simpler overtime provisions
  • including By-law and Determination entitlements in the enterprise agreement

Over the next few weeks the parties will continue to meet and negotiate on the above provisions and other proposals.

I hope to provide you with a final proposal for consideration by early August 2021. My representatives and I are working to provide enhanced conditions and pay the first $1000 lump sum as soon as possible.

NTPS salaries and CPI

I have received feedback that the $1000 annual lump sum payment doesn’t align with the Darwin CPI. The graph below shows the percentage increases to NTPS base salaries compared to the percentage increase to the Darwin CPI.

Since 2010 NTPS salaries have increased by 16.2 percentage points more than the cumulative increases in the CPI over the same period.  The graph shows that NTPS salaries will be maintained for the next four years as well as employees receiving the proposed $4000 (plus superannuation) payment during this time.

Chart CPI

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

Vicki Telfer PSM
Commissioner for Public Employment
19 May 2021


Last updated: 04 May 2022

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