Jacana Energy enterprise agreement negotiations

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Bulletins

These bulletins only apply to employees covered by the Jacana Energy Enterprise Agreement 2017 - 2021.

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The Jacana Energy Enterprise Agreement 2017 - 2021 is due to expire on 30 June 2021. It has been agreed with the Community and Public Sector Union to commence bargaining for a new agreement.

Initial bargaining meeting

The initial bargaining meeting is scheduled as follows:

Date: Tuesday 9th March 2021
Time: 10:00am – 4:30pm
Location: Charles Darwin Centre
Floor 10, Meeting Room A
19 The Mall, Darwin NT 0800

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) by email to enquiries.ocpe@nt.gov.au or by mail to:

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 08 8999 4282 to confirm meeting dates.

More information

Regular updates in relation to the bargaining process will be posted on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Information on bargaining in general can be obtained on the Fair Work Commission website or you can call their information line on 1300 799 675.

Vicki Telfer PSM
Commissioner for Public Employment
25 February 2021

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

I am pleased to advise we had a productive meeting with representatives from my office, Jacana Energy (as representatives of the employer) and employee representative nominated bargaining agents, the Community and Public Sector Union (CPSU) and delegates on 9 March 2021 with all parties listening and taking time to understand each other’s proposals.

I am happy to advise that, as the employer, we propose to maintain all current conditions and have put forward a number of generous improvements that enhance flexible work options and, most importantly, a family-friendly agreement.

The parties will continue to work collaboratively together over the coming months to finalise a new agreement.

Details of the proposals

Please see the below table outlining the proposed conditions:

$1,000 lump sum payment per annum A 4 year agreement
An improved performance development framework - a more achievable process, removing the needs for employees to reach an exceed rating and reduce the number of increment for all levels Introduction of a team leader allowance for JL1s
Commencement of salary for new JL1s in line with skills, knowledge and experience Move leave related by-laws into the 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
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 (eg. aunt, uncle, niece, nephew or first cousin)
Improve existing provision to allow an employee to access up to 2 hours per annum for mental health screening/cancer screening Re-branding of purchased leave to flexible-lifestyle leave to support work life balance. Improve existing to entitlement to purchase up to 8 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 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
Jacana Energy to have in place principles for a casual employee to have the right to request conversion to ongoing/fixed period employment after 12 months 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 2 hours paid leave per annum to seek independent financial advice on superannuation options

A formal offer will be made before the expiry of the agreement (30 June 2021) following bargaining discussions.

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 or by mail to:

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

More information

Regular updates in relation to the bargaining process will be posted on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
12 March 2021

I am pleased to report that negotiation are progressing with parties meeting on a weekly basis.

It is usual during negotiations for parties to indicate their ‘in principle’ agreement to particular claims. ‘In principle’ agreement means the general terms of a claim, or an employer’s proposal, are supported without the complete details having been specified or necessarily agreed upon. In principle agreements are subject to the totality (or all) of the enterprise agreement matters under negotiation being acceptable to the relevant party (eg. employer).

At the meeting on 13 April 2021, my representatives advised unions, on a without prejudice basis that I agree ‘in principle’ to the following claims:

  • personal leave - increase to 5 days without a medical certificate (from three);
  • Christmas closedown – allow employees to seek alternate meaningful work within Jacana Energy if they do not have any leave available or access to time off in lieu/flextime – noting that employees should be encouraged to participate in closedown;
  • introduce defence service leave into the enterprise agreement; and
  • compassionate leave – 2 days additional compassionate leave for immediate family or household member (currently 2 additional days are available subject to CEO approval).

In addition, it was noted that I have also proposed introducing 3 days paid compassionate leave on the death of a non-immediate family member or person related to the employee, eg. aunt, uncle, niece, nephew or first cousin.

The $1,000 lump sum payment and consumer price index (CPI)

Employees have provided feedback to me on the $1,000 annual lump sum payment not aligning with Darwin CPI.

The graph below provides a comparison of the percentage increases to Jacana Energy base salaries and the percentage increase to the Darwin CPI. This graph shows that since 2014, Jacana Energy salaries have increased by 13.9 percentage points more than the cumulative increases in the CPI over the same period.

Graph Bulletin 3

The parties will continue to work constructively together over the coming months to finalise a proposed new agreement.

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
16 April 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 the union, bargaining representatives 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:

  • $4,000 over 4 years (plus employer superannuation guarantee)
  • more benefits to employees to support work life balance and employees with caring responsibilities (eg. 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 (eg. aunt, uncle, niece or 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
  • Introducing a support and wellbeing entitlement for employees to access professional and confidential counselling services.

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

  • paid leave to attend NAIDOC week activities
  • casual and fixed period employment including increase the casual loading to 25%
  • conditions for veterans (eg. war service leave)
  • infectious diseases leave
  • including leave related by-law and determination entitlements in the enterprise agreement.

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 in the coming weeks. My representatives and I are working to provide enhanced conditions and pay the first $1,000 lump sum as soon as possible.

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
25 May 2021

Negotiations are continuing and we remain focused on job certainty and additional benefits for employees, including improved leave entitlements and better flexible work options.

Improved performance development framework and new salary structure

As advised in bulletin 2 Jacana Energy are proposing to redesign the current Performance Development (PDP) Framework to simplify the process and criteria for employees to progress to the next pay point.

In addition to the redesigned PDP Framework that will be provided to the union and circulated to employees shortly, a new salary structure will be introduced to remove 'mid-point' increments to enable more opportunities for incremental advancement. The new salary structure is proposed to be implemented on I July 2022.

I have listened to the matters raised about the proposed redesigned PDP Framework and new salary structure and I am pleased to advise that I have made further improvements by enabling employees that have received a 'Met' rating on their PDP on 30 June 2022, and who are eligible to progress to only half a pay point, to receive 50% of the top of band bonus as a one off payment. Refer to the table below for payment figures.

Classification 50% of the top of band bonus
JL1 $857
JL2 $1,125
JL3 $1,375
JL4 $1,625

I believe this is a generous transition process that ensures equity for all employees, I have provided examples below to clarify this generous improvement.

Transitional examples:

Employee 1:

  • received a 'Met' rating on their PDP on 30 June 2022;
  • is at the JL3.4 pay point 4 in the current structure;
  • will transition to pay point 3 in the new structure; and
  • progress half a pay point.

Employee 2:

  • received a 'Met' rating on their PDP on 30 June 2022;
  • is at the JL3.5 pay point 5 in the current structure;
  • will transition to pay point 4 in the new structure; and
  • progress a full pay point.

Salary Classifications

I hope to provide employees with a final proposal for consideration in the coining weeks. My representatives and I are working to provide enhanced conditions and pay the first $1,000 lump sum as soon as possible.

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
11 June 2021

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

I am pleased to advise that on 13 July 2021, I made an offer to settle the Jacana Energy enterprise agreement negotiations.

We have worked hard and listened to your feedback to arrive at a balanced offer, which seeks to provide good improvements for all employees.

The table below summarises the details of the offer, but you can also read the full details of the offer.

Summary of the offer

  • $4000 over 4 years (plus employer superannuation guarantee)
    • 1,000 bonus p.a.
    • $4,000 over 4 years
    • counts for superannuation* (*due to fund rules, superannuation is not payable on bonus payments to members of NTGPASS or CSS)
  • Performance and Development Plan Framework
    • improved framework
    • simpler process
    • recognition of solid performance
  • Salary structure
    • mid-point increments removed
    • more opportunities for incremental advancement
  • Annual bonus or pay point progression
    • employees who receive a ‘met’ rating on their PDPS on 30 June 2022 who are eligible to progress only half a pay point will receive a one-off payment of 50% of the top of band bonus
  • Competency based increments
    • stays in the new agreement
  • Customer care advisor allowance
    • introduction of a development pathway for JL1 employees in customer care
    • development of leadership skills with an allowance whilst in the development role
  • Joint consultative committee and change management
    • commitment to biannual meetings
    • improved management of change provisions
    • consultation prior to a decision being made to introduce major change
  • Fair and effective performance management
    • new provision
    • sets out processes and roles and responsibilities in the management of employee performance
  • Christmas closedown
    • new provision
    • employees who do not have accrued recreation leave, TOIL or flextime can seek alternative, meaningful work during the Christmas closedown
  • Flexible lifestyle leave
    • improved entitlement
    • ability to request up to 8 weeks additional leave per year
  • Support and wellbeing
    • employees and their families can access up to 3 professional and confidential counselling sessions per issue
    • additional sessions may be granted by the CEO
  • Improvements to leave provisions
    • personal leave
      • increased to 5 days without a medical certificate (from 3)
    • Compassionate leave
      • increased to 5 days in the case of an immediate family member (without requirement for additional CEO approval)
      • includes stillbirths
    • Compassionate leave
      • new provision for 3 days paid leave on the occasion of the death of an extended family member or in the case of miscarriage
    • Domestic and family violence leave provisions
      • extended to include sexual violence outside the domestic setting
    • By-law provisions included in the agreement
    • NAIDOC leave
      • Up to 3 hours of paid leave p.a. to attend a NAIDOC march and approved activities
        • where TOIL or flextime are not available – up to 3 hours p.a
    • Gender transition leave
      • support for eligible employees who wish to transition their gender
      • gender transition leave would be available to support eligible employees who wish to transition their gender.
      • access up to 12 months leave, inclusive of 4 weeks paid and 48 weeks unpaid leave
    • Health screening leave
      • improved provision
      • 2 hours paid leave per year for the purpose of undertaking a health screening test associated with a public health screening program
    • Leave to seek financial advice about transition to retirement
      • new provision
        • up to 2 hours paid leave p.a. for employees within 3 years of retirement age (currently 65)
        • where TOIL or flextime are not available
    • Improved war service leave
    • Improved leave for voluntary emergency management activities
      • includes reasonable rest time
  • Improvements for parents
    • builds on current generous, paid parental leave provisions
    • new pre-natal leave provision
      • up to 8 hours leave for pregnancy related medical appointments
    • improved provision for employees returning from parental leave
      • right to return on a part-time basis for at least 6 months, where the employee so choses
    • foster and kinship carer leave
      • improved to provide paid leave to attend permanent care order interviews
    • pre-adoption leave
      • improved to provide paid leave to attend interviews or examinations required in order to obtain approval for the employee’s adoption of a child
    • workplace support for breastfeeding mothers
  • Improvements for casual employees
    • minimum engagement period for casual employees (3 hours)
    • an increase in casual loading from 20% to 25%
    • inclusion of principles enabling casual employees to request the conversion of their employment after 12 months

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 or by mail to:

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

Vicki Telfer PSM
Commissioner for Public Employment
16 July 2021

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

I am pleased to advise that on 19 August 2021, I made further improvements to my offer to settle the Jacana Energy enterprise agreement negotiations.

I am offering some further significant improvements to terms and conditions of service for Jacana Energy employees, in a genuine attempt to settle negotiations and finalise bargaining.

The table below summarises the details of the improved offer, you can also read the details of the offer.

Summary of the offer

Improved condition
Commitment if changes in the wages policy:

  • Should there be a change to the wages policy during the term of the agreement that provides for additional benefits above those contained in this offer (such as an increase to salaries above the value of the lump sum payment) these will be passed on through a determination

Improved condition
Kinship obligation leave

  • Definition of kinship to be included in the agreement
  • 5 days paid leave per annum to attend sorry business or related purposes

$4,000 over 4 years (plus employer superannuation guarantee)

  • $1,000 bonus p.a.
  • $4,000 over 4 years
  • Counts for superannuation*
  • (*Due to fund rules, superannuation is not payable on bonus payments to members of NTGPASS or CSS)

Performance and Development Plan Framework

  • improved framework
  • simpler process
  • recognition of solid performance

Salary structure

  • mid-point increments removed
  • more opportunities for incremental advancement

Annual bonus or pay point progression

  • employees who receive a ‘met’ rating on their PDPS on 30 June 2022 who are eligible to progress only half a pay point will receive a one-off payment of 50% of the top of band bonus

Competency based increments

  • Stays in the new agreement

Customer Care Advisor Allowance

  • introduction of a development pathway for JL1 employees in customer care
  • development of leadership skills with an allowance whilst in the development role

Joint Consultative Committee and Change Management

  • commitment to biannual meetings
  • improved management of change provisions
  • consultation prior to a decision being made to introduce major change

Fair and Effective performance management

  • New provision
  • sets out processes and roles and responsibilities in the management of employee performance

Christmas Closedown

  • New provision
  • Employees who do not have accrued recreation leave, TOIL or flextime can seek alternative, meaningful work during the Christmas closedown

Flexible Lifestyle Leave

  • Improved entitlement
  • Ability to request up to 8 weeks additional leave per year

Support and Wellbeing

  • Employees and their families can access up to 3 professional & confidential counselling sessions per issue
  • Additional sessions may be granted by the CEO

Improvements to leave provisions

  • Personal leave
    • Increased to 5 days without a medical certificate (from 3)
  • Compassionate leave
    • Increased to 5 days in the case of an immediate family member (without requirement for additional CEO approval)
    • includes stillbirths
  • Compassionate leave
    • new provision for 3 days paid leave on the occasion of the death of an extended family member or in the case of miscarriage
  • Domestic and family violence leave provisions
    • extended to include sexual violence outside the domestic setting
  • By-Law provisions included in the Agreement
  • NAIDOC leave
    • up to 3 hours of paid leave p.a. to attend a NAIDOC march & approved activities where TOIL or flextime are not available
  • Gender Transition leave
    • Support for eligible employees who wish to transition their gender
    • access  up to 12 months leave, inclusive of 4 weeks paid and 48 weeks unpaid leave
  • Health Screening leave
    • Improved provision
    • 2 hours paid leave per year for the purpose of undertaking a health screening test associated with a public health screening program
  • Leave to seek financial advice about transition to retirement
    • New provision
      • up to 2 hours paid leave p.a. for employees within 3 years of retirement age (currently 65)
      • where TOIL or flextime are not available
  • Improved war service leave
  • Improved leave for voluntary emergency management activities
    • includes reasonable rest time

Improvements for parents

  • Builds on current generous, paid parental leave provisions
  • New pre-natal leave provision
    • up to 8 hours leave for pregnancy related medical appointments
  • Improved provision for employees returning from parental leave
    • right to return on a part-time basis for at least 6 months, where the employee so choses
  • Foster and Kinship carer leave
    • improved to provide paid leave to attend permanent care order interviews
  • Pre-adoption leave
    • improved to provide paid leave to attend interviews or examinations required in order to obtain approval for the employee’s adoption of a child
  • Workplace support for breastfeeding mothers

Improvements for casual employees

  • Minimum engagement period for casual employees (3 hours)
  • An increase in casual loading from 20% to 25%
  • Inclusion of principles enabling casual employees to request the conversion of their employment after 12 months

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 or by mail to:

Attention: Employee Relations

Office of the Commissioner for Public Employment
GPO Box 4371
Darwin NT 0801

Vicki Telfer PSM
Commissioner for Public Employment
20 August 2021

As advised in Bulletin 5, I am proposing in the new enterprise agreement that a new salary structure will be introduced to remove ‘mid-point’ increments to enable more opportunities for incremental advancement. The new salary structure would be implemented on 1 July 2022.

Some of you have asked what does this look like? The tables show how you will be better off with the removal of the ‘mid-point’ increments. The example shows the progression of an employee starting on classification JL1 increment 7, who meets the agreed level of performance.

In all scenarios in the tables, you are better off financially under the new salary structure.

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 or by mail to:

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

More information

Regular updates in relation to the bargaining process will be posted on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

After carefully considering the feedback provided on my improved offer made on 19 August 2021, I am pleased to advise that today (24 September 2021) I made improvements to that offer.

I am offering further significant improvements to terms and conditions of service for employees in a genuine attempt to settle negotiations and finalise bargaining.

The table below is a summary of key improvements. You can also read the full details of the improved offer.

Bulletin 9 graphics

Summary of the improvements

Improved condition Employee rights and entitlements
  • No reduction to current or future employee rights and entitlements.
Improved condition Allowances
  • Continue Darwin CPI Increases on allowances listedin Determination Number 1 of 2021 relevant to the enterprise agreement.  The allowances will not reduce if the Darwin CPI decreases
New paid leave entitlement
Christmas Closedown
  • Paid leave for Christmas closedown to cover the working days between Christmas Day and New Year ’s Day
  • Employees who are required to work during this will get an equivalent entitlement to use within 12 months
Improved condition
Job security
  • No involuntary redundancies for the term of the Agreement (does not apply to redeployees greater than 2 years)
Improved condition
Further improvements to leave provisions
  • Parental Leave
    • Improvements to payment of employer superannuation guarantee contributions (SG) during the first 12 months of parental leave:
      • a. SG paid during paid and unpaid Partner Leave provided the employee’s spouse is also an NTPS employee
      • b. SG paid at double the legislated rate during a period of paid Primary Caregiver leave or Special Maternity Leave (stillbirth)
  • Union delegate training leave
    • Remove the current 12 month service requirement to enable access to paid union delegate training earlier
Improved condition
Excess Travel Time
  • Employees in receipt of salary up to the maximum annual salary of Jacana Level 3, will be eligible to accrue time of in lieu (not paid overtime) in situations requiring excess travel time. (No change for employees eligible for excess travel time currently.)
Improved condition
Flexible Work arrangements
  • Only CEOs will have the authority to refuse an employee’s request to work from home

Other changes to my improved offer

My improved offer also provides a range of other improvements to conditions such as dispute settlement procedures, lump sum payment provisions (for casuals and employees on leave without pay) and safe and healthy work environments, as set out in the attached information sheet.

As a number of the improvements above have cost implications it was necessary to review my initial offer to identify some offsets. My initial offer is amended as follows:

  • Modify paid health screening leave to provide 1 hour (not 2) per year (noting this amendment is still double the existing entitlement which is 1 hour every 2 years for cancer screening); and
  • Withdrawal of the transition to retirement proposal (2 hours/year). Employees may still utilise flextime, TOIL or other leave for this purpose.

Next step

I have asked the parties to provide me with feedback on the improved offer by 1 October 2021.

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.

As reported in Bulletin 9 I made an improved offer to the Community Public Sector Union (CPSU) and Bargaining Representatives (BR) on 24 September 2021 for the new 2021 – 2025 Jacana Energy Enterprise agreement.

I have considered feedback provided by the CPSU and BRs on my further improved offer and it is now time to give you – the employees – the opportunity to have your say.

The new offer delivers significant improvements such as no reduction to current or future terms and conditions, enhanced job certainty, improved leave entitlements and greater flexibility for work life balance. A key improvement is 3 extra days leave for Christmas Closedown and, if you’re rostered to work the closedown dates, you can use any of those 3 days before 24 December next year.

Bulletin10

Ballot Process – Your vote is confidential

The ballot process will be conducted by the Northern Territory Electoral Commission (NTEC).

On Tuesday 12 October 2021, you will be sent information regarding the proposed 2021 - 2025 Jacana Energy Enterprise agreement, including a link to the proposed agreement and an explanatory document highlighting the changes compared with your current agreement. Hard copies of these documents will also be available throughout your workplace.

The ballot process will be conducted online. An email including a unique identifier will be sent to you at your Jacana Energy email address on 21 October 2021, along with steps on how to cast and submit your confidential electronic vote. You will need your AGS number to complete the ballot process.

The online ballot will be emailed to you using the email account details contained in myHR. If you won’t have access to your Jacana Energy email during the ballot period or would prefer the electronic ballot to be sent to your private email account, contact Rosanna Leitch by emailing netvote.NTEC@nt.gov.au or calling 08 8999 7641 at the NT Electoral Commission and provide your updated details as soon as possible (you will need to provide your AGS number for NTEC to identify you).

If you are accessing your emails through NTG webmail, the NTG system will not allow you to access the secure voting website. Employees will need to provide an alternative email address.

Ballot timetable

The timetable for the ballot is:

Tuesday – 12 October Distribution and access to the proposed agreement and explanatory material
Thursday – 21 October Ballot opens (8am) - NTEC email with voting instructions and unique voting token number issued
Friday – 29 October Ballot closes (10am) - results declared

More information

For further information on the proposed agreement (to have terms of the agreement explained to you and the effect of those terms), the explanatory notes or the ballot process, call Nicola Castillon, Manager People, Culture and Safety at Jacana Energy on 08 8943 6519 or Mrs Helena Glew on 08 8999 4173.

Regular updates in relation to the bargaining process are available on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
8 October 2021

Let’s stick together and keep job security.

The purpose of this bulletin is to distribute the proposed 2021-2025 Jacana Energy Enterprise agreement for your consideration prior to casting your vote. Read the proposed agreement PDF (1.8 MB).

To assist you to understand the differences between your current agreement and the proposed new agreement, explanatory notes have been prepared. Get the explanatory notes PDF (800.8 KB).

Printed copies of the proposed new agreement and explanatory notes will be available around the Jacana Energy offices in Darwin and Alice Springs for your information.

You can call Nicola Castillon on 08 8943 6519 or notify your manager if you:

  • need assistance in reading or understanding the proposed agreement
  • do not have access to these documents.

You should read these documents in order to understand the agreement you will be voting on when the ballot opens. You can also find other relevant documents referenced in the proposed agreement below:

Contact OCPE by emailing them at enquiries.ocpe@nt.gov.au for any further information or materials referenced in the proposed agreement.

Make your vote count

Jacana Energy bulletin 10 contains information about the ballot process. The ballot opens on 21 October 2021, and I encourage you to have your say by casting a vote.

The electronic ballot will be emailed to you using the email account details contained in myHR.

If you won’t have access to your Jacana Energy email during the ballot period or would prefer the electronic ballot to be sent to your private email account, contact Rosanna Leitch by emailing netvote.NTEC@nt.gov.au or calling 08 8999 7641 at the NT Electoral Commission and provide your updated details as soon as possible (you will need to provide your AGS number for NTEC to identify you).

If the majority of employees who vote, vote yes and the Fair Work Commission approve the agreement, it will replace the current agreement.

More information

For further information on the proposed new agreement, the explanatory notes or the ballot process, call Nicola Castillon, Manager People, Culture and Safety at Jacana Energy on 08 8943 6519 or Mrs Helena Glew, Principal Consultant, Office of the Commissioner for Public Employment on 08 8999 4173.

Regular updates in relation to the bargaining process will be posted on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
12 October 2021

The ballot for the proposed 2021 - 2025 Jacana Energy Enterprise Agreement has now opened. It is important that you have your say by voting on the proposed agreement.

Your vote needs to be received prior to the ballot closing at 10am on Friday 29 October 2021.

How to vote

You should have received an email from the Northern Territory Electoral Commission (NTEC) with instructions on how to vote electronically using the NTEC 'Netvote' system.

If you haven't received an email, or need assistance with how to vote, contact Rosanna Leitch at the NT Electoral Commission by emailing netvote.NTEC@nt.gov.au or by calling 08 8999 7641.

Northern Territory Electoral Commission

The Northern Territory Electoral Commission is an independent authority who manages the ballot process and counting of the votes.

The NTEC ballot process ensures that all employee personal details remain confidential, and that voting preferences cannot be identified.

The ballot count will be conducted at the NTEC Office in Darwin, Level 3 TCG Centre, 80 Mitchell Street, Darwin. The commissioner will advise employees of the ballot result via a bulletin and a notice on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Make your vote count

Every vote is important and can make a difference, and I encourage you to take part in this ballot by casting your vote.

Bulletin 12

More information

Links to the proposed agreement, explanatory notes and relevant documents referenced in the proposed agreement are available in bulletin 11, and hard copies are available around the Jacana Energy offices in Darwin and Alice Springs.

For any further information on the proposed agreement, explanatory notes or the ballot process, call Nicola Castillon at Jacana Energy on 08 8943 6519 or Mrs Helena Glew at OCPE on 08 8999 4173.

All bulletins and information sheets on the progress of bargaining and proposals for the new agreement can be accessed on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
21 October 2021

The ballot for the proposed 2021 – 2025 Jacana Energy Enterprise Agreement closes at 10am on Friday 29 October 2021.

If you haven’t already voted then I encourage you to take part in this ballot by casting your vote.

Make your vote count

If majority of employees who vote, vote yes, and the agreement is approved by the Fair Work Commission, the significant improvements to terms and conditions of employment for employees will be implemented.

Every vote is important and can make a difference, and I encourage you to take part in this ballot by casting your vote.

Bulletin10

Northern Territory Electoral Commission

If you have not received an email to cast your vote, call Northern Territory Electoral Commission (NTEC) on 08 8999 7641.

The NTEC ballot process ensures that all employee personal details remain confidential, and that voting preferences cannot be identified.

The ballot count will be conducted at the NTEC office in Darwin, Level 3 TCG Centre, 80 Mitchell Street, Darwin. The commissioner will advise employees of the ballot result via a bulletin and a notice on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

More information

Copies of the proposed agreement and explanatory notes are available in bulletin 11, and hard copies are available around the Jacana Energy offices in Darwin and Alice Springs.

For further information on the proposed agreement, explanatory notes or the ballot process, call Nicola Castillon, Manager People, Culture and Safety at Jacana Energy on 08 8943 6519 or Mrs Helena Glew, Principal Consultant, Office of the Commissioner for Public Employment on 08 8999 4173.

All bulletins and information sheets on the progress of bargaining and proposals for the new agreement can be accessed on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
26 October 2021

Let’s stick together and keep job security.

I wish to advise the proposed 2021 – 2025 Jacana Energy Enterprise Agreement was not approved by a majority of employees who voted in the ballot process.

The results of the ballot conducted by the NT Electoral Commission was as follows:

Decision Number of votes
Yes 17
No 41
Total 58

Next steps

I believe conducting a ballot for the new agreement was the right approach in all circumstances, it allowed employees to have their say on job certainty and improvements to terms and conditions of employment for employees.

I will now consider my available options and will inform you of the outcome shortly, but remind employees that bargaining is subject to the NTPS wages policy and the constraints of the current budget parameters.

Thanks to everyone involved

Thank you to all employees who participated in the ballot. It is important that employees take part in the enterprise agreement process and your involvement is appreciated.

Vicki Telfer PSM
Commissioner for Public Employment
29 October 2021

Improved offer - $10,000 over 4 years

I am pleased to advise that on 23 November 2021 I made a further improved offer to bargaining representatives to settle the Jacana Energy enterprise agreement negotiations.

I am offering a substantial improvement to the proposed lump sum payment for employees in a genuine attempt to settle negotiations.

This is a great offer for all employees that significantly advantages lower paid workers. The proposed agreement is one of the most family supportive public sector agreements in the nation and will provide employees with greater certainty regarding employment conditions during the next 4 years.

Summary of the improvement

More money on offer - $10,000 over 4 years

  • $4,000 lump sum payment and
  • $2,000 lump sum payment payable 12 months after the expiry of the previous agreement and annually during the term of the agreement.

Employer superannuation is also payable on the lump sum amounts (excluding defined benefits schemes).

All of the improvements and conditions previously offered remain, including the 3 days off for Christmas closedown. Read the full details of my improved offer.

New offer

Next steps

I have asked bargaining representatives to provide me with feedback or counter proposals on the improved offer by 25 November 2021 which I will then consider.

Very soon I would like employees to have a say by voting.

I would like to go to ballot as soon as possible because, if voted up, employees will receive the 3 days Christmas closedown provisions this year, and the first $4,000 lump sum payment in January 2022.

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 bargaining process are available on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
24 November 2021

As reported in bulletin 15, I made an improved offer to the Community Public Sector Union (CPSU) and Bargaining Representatives (BR) on 23 November 2021 for the new 2021 – 2025 Jacana Energy Enterprise Agreement PDF (1.8 MB).

I have considered feedback provided by the CPSU and BRs on my significantly improved offer and it is now time to give you – the employees – the opportunity to have your say from 7 December 2021.

Summary of the improvement

More money on offer - $10,000 over 4 years

  • $4,000 lump sum payment and
  • $2,000 lump sum payment payable 12 months after the expiry of the previous agreement and annually during the term of the agreement.

Employer superannuation guarantee is applicable to the lump sum payments (excluding defined benefit schemes). All of the improvements and conditions previously offered remain, including the 3 days off for Christmas closedown. Read the full details of my improved offer.

New offer

Ballot process – your vote is confidential

The ballot process will be conducted by the Northern Territory Electoral Commission (NTEC).

On Monday 29 November 2021 you will be sent information regarding the proposed 2021 – 2025 Jacana Energy Enterprise Agreement, including a link to the proposed agreement and an explanatory document highlighting the changes compared with your current agreement. Hard copies of these documents will also be available throughout your workplace.

The ballot process will be conducted online. An email including a unique identifier will be sent to you at your Jacana Energy email address on 7 December 2021, along with steps on how to cast and submit your confidential electronic vote. You will need your AGS number to complete the ballot process.

The online ballot will be emailed to you using the email account details contained in myHR. If you won’t have access to your Jacana Energy email during the ballot period or would prefer the electronic ballot to be sent to your private email account, contact NTEC by emailing netvote.NTEC@nt.gov.au or by calling 08 8999 7641 and provide your updated details as soon as possible (you will need to provide your AGS number for NTEC to identify you).

If you are accessing your emails through NTG webmail, the NTG system will not allow you to access the secure voting website. Employees will need to provide an alternative email address.

Ballot timetable

The timetable for the ballot is:

DateAction
Monday 29 November 2021 Distribution and access to the proposed agreement and explanatory material
Tuesday 7 December 2021 Ballot opens - NTEC email with voting instructions and unique voting token number issued
Tuesday 14 December 2021 Ballot closes (10am) - results declared

The ballot count will be conducted at the NTEC office in Darwin, Level 3 TCG Centre, 80 Mitchell Street, Darwin. The commissioner will advise employees of the ballot result via a bulletin and a notice on the enterprise bargaining website for the Jacana Energy - Office of the Commissioner for Public Employment.

More information

For further information on the proposed agreement (to have terms of the agreement explained to you and the effect of those terms), the explanatory notes or the ballot process please contact Nicola Castillon, Manager People, Culture and Safety at Jacana Energy on 8943 6519 or Mrs Helena Glew, Principal Consultant, Office of the Commissioner for Public Employment on 8999 4173.

Regular updates in relation to the bargaining process are available on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
26 November 2021

The purpose of this bulletin is to distribute the proposed 2021-2025 Jacana Energy Enterprise Agreement for your consideration prior to casting your vote. Read the proposed 2021 - 2025 Jacana Energy Enterprise Agreement PDF (1.8 MB).

To assist you to understand the differences between your current agreement and the proposed new agreement, read the explanatory notes PDF (287.3 KB) telling you what the changes are.

Printed copies of the proposed new agreement and explanatory notes will be available around the Jacana Energy offices in Darwin and Alice Springs for your information.

You can call Nicola Castillon on 08 8943 6519 or notify your manager if you:

  • need assistance in reading or understanding the proposed agreement
  • do not have access to these documents.

You should read these documents to understand the agreement you will be voting on. You can also find other relevant documents referenced in the proposed agreement below:

Contact OCPE by emailing them at enquiries.ocpe@nt.gov.au for any further information or materials referenced in the proposed agreement.

Make your vote count

Jacana Energy bulletin 16 contains information about the ballot process. The ballot opens on 7 December 2021, and I encourage you to have your say by casting a vote.

The electronic ballot will be emailed to you using the email account details contained in myHR. If you won’t have access to your Jacana Energy email during the ballot period or would prefer the electronic ballot to be sent to your private email account, contact NTEC by emailing them at netvote.NTEC@nt.gov.au or calling 08 8999 7641 and provide your updated details as soon as possible (you will need to provide your AGS number for NTEC to identify you).

If the majority of employees who vote, vote yes and the Fair Work Commission approve the agreement, it will replace the current agreement. Employees will receive the 3 days Christmas closedown provisions this year, and the first $4,000 lump sum (gross) to be paid in January 2022.

New offer

More information

For further information on the proposed new agreement, the explanatory notes or the ballot process, call Nicola Castillon, Manager People, Culture and Safety at Jacana Energy on 08 8943 6519 or Mrs Helena Glew, Principal Consultant, Office of the Commissioner for Public Employment on 08 8999 4173.

Regular updates in relation to the bargaining process will be posted on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
29 November 2021

The purpose of this bulletin is to provide you with information so that you can make an informed decision when it comes time to cast your vote. The proposed changes to remove the mid-point salary increments will provide a significant increase in remuneration in addition to my improved offer providing $10,000 over 4 years.

What is the percentage increase between pay points:

Current Structure: 2.41%
New Proposed Structure: 4.75%

Difference: 2.35%

The above is based on an average percentage of all JL levels.

With the removal of the mid-point increments from 1 July 2022, and in accordance with the Performance Development Plan where an employee is eligible for a pay progression, they will receive an increase of 4.75% each year.

With the removal of the mid-point increments, employees will accelerate in reaching the top increment more expediently and will therefore be eligible to receive the top of band bonus much sooner.

$10,000 over 4 years – what is it worth

In addition to annual increments of a 4.75% increase, you will also receive my improved offer providing $10,000 over 4 years.

The table below provides what the lump sum would equate to as a percentage payment using an average of each classification. This also shows the significant advantage for lower paid workers.

Classification (average salary) January 2022 $4,000 1 July 2022 $2,000 1 July 2023 $2,000 1 July 2024 $2,000
JL1 6.34% 3.17% 2.14% 2.04%
JL2 4.61% 2.31% 2.31% 2.31%
JL3 3.52% 1.72% 1.72% 1.72%
JL4 2.83% 1.38% 1.38% 1.38%

Percentages have been rounded to nearest second decimal place.

More money - more superannuation

Employer superannuation guarantee (SG) is applicable to the lump sum payments (excluding defined benefit schemes). SG is currently 10%, and set to increase by 0.5% each year on 1 July, reaching 11.5% on 1 July 2024.

The $4,000 lump sum (gross) payment will provide $400 SG to your superannuation fund.

The 3 additional $2,000 lump sum (gross) payment will provide $660 SG to your superannuation fund based on the increased SG rates over the next 3 years. This is a total of $1,060 SG over the term of the agreement, in addition to the $10,000 lump sum (gross) payments.

Make your vote count

Jacana Energy bulletin 17 contains information about the ballot process. The ballot opens on 7 December 2021, and I encourage you to have your say by casting a vote.

If the majority of employees who vote, vote yes and the Fair Work Commission approve the agreement, it will replace the current agreement. Employees will receive the 3 days Christmas closedown provisions this year, and the first $4,000 lump sum (gross) to be paid in January 2022.

Read the full details of my improved offer.

New offer

More information

For further information on the proposed agreement (to have terms of the agreement explained to you, and the effect of those terms); the explanatory notes, or the ballot process, call Nicola Castillon at Jacana Energy on 08 8943 6519, or Helena Glew at OCPE on 08 8999 4173.

All bulletins and information sheets on the progress of bargaining and proposals for the new agreement can be accessed on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
6 December 2021

The ballot for the proposed 2021 – 2025 Jacana Energy Enterprise Agreement has now opened. It is important that you have your say by voting on the proposed agreement.

Your vote needs to be received prior to the ballot closing at 10am on Tuesday 14 December 2021.

How to vote

You should have received an email from the Northern Territory Electoral Commission (NTEC) with instructions on how to vote electronically using the NTEC ‘Netvote’ system.

If you haven’t received an email, or need assistance with how to vote, you should contact the NT Electoral Commission by emailing netvote.NTEC@nt.gov.au or by calling 08 8999 7641.

Northern Territory Electoral Commission

The Northern Territory Electoral Commission is an independent authority who manages the ballot process and counting of the votes.

The NTEC ballot process ensures that all employee personal details remain confidential, and that voting preferences cannot be identified.

I will advise employees of the ballot result via a bulletin and a notice on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Make your vote count

Every vote is important and can make a difference, and I encourage you to take part in this ballot by casting your vote.

New offer

If the majority of employees who vote, vote yes and the Fair Work Commission approves the agreement, the current agreement will be replaced. Employees will receive the 3 days Christmas closedown provisions this year, and the first $4,000 lump sum (gross) to be paid in January 2022.

I am offering $10,000 in lump sum payments over 4 years. To see what it’s worth, read bulletin 18.

More information

Links to the proposed agreement, explanatory notes and relevant documents referenced in the proposed agreement are available in bulletin 17, and hard copies are available around the Jacana Energy offices in Darwin and Alice Springs.

For any further information on the proposed agreement, explanatory notes or the ballot process, call Nicola Castillon, at Jacana Energy on 08 8943 6519 or Mrs Helena Glew at OCPE on 08 8999 4173.

All bulletins and information sheets on the progress of bargaining and proposals for the new agreement can be accessed on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
7 December 2021

The ballot for the proposed 2021 – 2025 Jacana Energy Enterprise Agreement closes at 10am on Tuesday 14 December 2021.

If you haven’t already voted then I encourage you to take part in this ballot by casting your vote.

All employees are entitled to vote. You do not have to be a union member to participate in the ballot.

Make your vote count

If majority of employees who vote, vote yes, and the agreement is approved by the Fair Work Commission, the significant improvements to terms and conditions of employment for employees will be implemented.

Every vote is important and can make a difference, and I encourage you to take part in this ballot by casting your vote.

If the majority of employees who vote, vote yes and the Fair Work Commission approve the agreement, it will replace the current agreement. Employees will receive the 3 days Christmas closedown provisions this year, and the first $4,000 lump sum (gross) to be paid in January 2022.

new offer

If the vote isn’t supported the current agreement will continue to apply, the lump sum payments can’t be passed on nor the offered improvements to conditions.

Northern Territory Electoral Commission

If you have not received an email to cast your vote, call Northern Territory Electoral Commission (NTEC) on 08 8999 7641.

The NTEC ballot process ensures that all employee personal details remain confidential, and that voting preferences cannot be identified.

The commissioner will advise employees of the ballot result via a bulletin and a notice on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

More information

Links to the proposed agreement and explanatory notes are available in bulletin 17, and hard copies are available around the Jacana Energy offices in Darwin and Alice Springs.

For further information on the proposed agreement, explanatory notes or the ballot process, call Nicola Castillon, Manager People, Culture and Safety at Jacana Energy on 08 8943 6519 or Mrs Helena Glew, Principal Consultant, Office of the Commissioner for Public Employment on 08 8999 4173.

All bulletins and information sheets on the progress of bargaining and proposals for the new agreement can be accessed on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
13 December 2021

I wish to advise the proposed 2021 – 2025 Jacana Energy Enterprise Agreement was not approved by a majority of employees who voted in the ballot process.

The results of the ballot conducted by the NT Electoral Commission was as follows:

Decision Number of votes
Yes 29
No 32
Total 61

Next steps

Conducting a second ballot for the new agreement with the improved lump sum payments allowed employees to have their say on job certainty and the proposed improvements to terms and conditions of employment for employees.

I will now consider my available options and will inform you of the outcome shortly, but remind employees that bargaining is subject to the NTPS wages policy and the constraints of the current budget parameters.

Thanks to everyone involved

Thank you to all employees who participated in the ballot. It is important that employees take part in the enterprise agreement process and your involvement is appreciated.

I would like to take this opportunity to wish you all a safe, Merry Christmas, and Happy New Year.

Vicki Telfer PSM
Commissioner for Public Employment
14 December 2021

On 31 March 2022, I met with the Community Public Sector Union (CPSU), delegates and bargaining representatives to try to progress the proposed Jacana Energy Enterprise Agreement.

At this meeting, it was agreed:

  • to convene a further meeting with the CPSU, delegates and bargaining representative to discuss the process of the proposed performance and development plan with the intent to move towards a simplified process (this is scheduled to occur on 12 April 2022)
  • an information session will be scheduled with the contact centre employees and leaders to provide guidance on work health and safety breaks to ensure employees get to refresh to ensure safe systems of work
  • to consider changing the expiry date of the enterprise agreement to line up with the general enterprise agreement of 10 August each year (not 30 June which is current expiry date).

In addition, a further meeting has been scheduled in May 2022 for both delegates and bargaining representatives to report on discussions around the performance development plan.

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 bargaining process will be posted on the OCPE webpage for Jacana Energy enterprise agreement negotiations.

Vicki Telfer PSM
Commissioner for Public Employment
11 April 2022

Negotiations update

In my last update on 11 April 2022, I advised that we agreed to convene a meeting with the CPSU, delegates and bargaining representatives to discuss the process of the proposed Performance Development Plan (PDP) framework. I am pleased to advise that this meeting took place on 12 April 2022 and has resulted in further improvements.

Health and safety breaks were also raised with me, particularly for employees working in the call centre. I can advise that the CEO will facilitate an information session with managers and employees, to provide guidance on ensuring that all employees receive health and safety breaks in accordance with the enterprise agreement.

Further improvements

Following a meeting with the Union and bargaining representatives on 12 May 2022, I’m pleased to advise of further improvements which have been offered:

  • The overall rating score needed to be eligible for pay progression or top of JL bonus payment has been reduced from 2.6 or above to 2.5 or above. This improvement acknowledges that employees may be meeting expectations in some areas whilst continuing to build performance in areas of development.
  • The Performance Development clause in the proposed agreement has been enhanced to include a review mechanism. Jacana Energy agree to conduct a joint review of the Performance Development Plan (PDP) Framework. The review will be completed by 1 June 2023 in time for the application of any agreed changes to be incorporated prior to the next annual assessment.
  • The bonus payment for employees who would only be eligible to move half a point when transitioning to the new structure has been increased to 60% from 50%.
  • The expiry date of the new Agreement will be changed to 10 August to align with the NTPS General Enterprise Agreement.

Summary

More money on offer - $10,000 over 4 years

  • $4,000 lump sum payment and
  • $2,000 lump sum payment payable 12 months after the expiry of the previous agreement and annually during the term of the agreement.

Employer superannuation is also payable on the lump sum amounts (excluding defined benefits schemes).

The lump sum payments are in addition to the incremental and top of band bonus payments available under the Performance Development Plan (PDP) framework.

All of the improvements and conditions previously offered remain, including the 3 days off for Christmas Closedown.. This is a great offer for all employees which significantly advantages lower paid workers. The proposed agreement is one of the most family supportive public sector agreements in the nation and will provide employees with greater certainty regarding employment conditions during the next 4 years.

EBA offer summary

Read the full details of my improved offer DOCX (63.3 KB).

Next steps

Having made further improvements to the Performance Development Plan (PDP) framework, I would like employees to have a say by voting on the enterprise agreement.

A further bulletin will be sent in the coming days advising of the ballot timetable. If the majority of employees who vote, vote yes, the first $4,000 lump sum payment will be made in June 2022.

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 bargaining process are available on the OCPE Webpage at the following link Jacana Energy - Office of the Commissioner for Public Employment.

Vicki Telfer PSM

Commissioner for Public Employment
13 May 2022


Last updated: 04 May 2022

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