Jacana Energy

The current enterprise agreement can be found here PDF (2.2 MB)

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

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The 2017 – 2021 Jacana Energy Enterprise Agreement 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
19 The Mall
Floor 10
Meeting Room A

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 webpage Enterprise agreement negotiations - Jacana Energy.

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

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:

$1000 lump sum payment per annum A four 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 (e.g. aunt/uncle/niece/nephew/first cousin)
Improve existing provision to allow an employee to access up to two 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 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 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 two 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 post 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 to the OCPE webpage Enterprise agreement negotiations - Jacana Energy.

Vicki Telfer PSM
Commissioner for Public Employment

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 (e.g. 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 five 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 – two days additional compassionate leave for immediate family or household member (currently two additional days are available subject to CEO approval).

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

  • $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
  • 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 (e.g. 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 $1000 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

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. Please 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 $1000 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
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 if you wanted to read the details of the offer, you can click here.

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 & 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 – 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 post to:

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

Vicki Telfer PSM
Commissioner for Public Employment
July 2021

Important Information about Employee Representational Rights in Enterprise Bargaining Negotiations


Last updated: 16 July 2021

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