Power and Water Corporation

The current enterprise agreement can be found here PDF (1.6 MB)

These bulletins only apply to employees covered by the 2018-2021 Power and Water Enterprise Agreement.

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The 2018-2021 Power and Water Enterprise Agreement is due to expire on 15 July 2021, and I have agreed with the unions (ETU/CPSU/AMWU/PA), to commence bargaining for a new agreement.

Initial bargaining meeting

The initial bargaining meeting is scheduled as follows:

Date: Friday 19 March 2021
Time: 9am
Location: PWC Board Room
Mitchell Centre - Level 2
55-59 Mitchell Street
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 statutory Notice of Employee Representational Rights PDF (192.3 KB), 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 dedicated to Power and Water Corporation Enterprise Agreement Negotiations.

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
Commissioner for Public Employment

This bulletin only applies to employees covered by the 2018-2021 Power and Water Enterprise Agreement*

Negotiations commenced

I, together with representatives from my Office and the Power and Water Corporation, met with unions and their delegates on Friday 19 March 2021, to commence negotiations for a new Power and Water enterprise agreement.

I advised that I am seeking an enterprise agreement that falls within the Northern Territory Public Sector Bargaining Policy 2021- 2024, and outlined a proposal with a wide range of improved conditions of employment and some efficiency measures.

The unions advised they have formed a single bargaining unit, and should be in a position to provide a log of claims at our next meeting scheduled for 25 March 2021.

We will work constructively in bargaining negotiations over the coming months to finalise a proposed new agreement, and it is my intention to issue a formal offer to employees no later than 14 July 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
  • Enhancement of the Performance Achievement Framework (MyPlan) and with the intention of amending pay point progression provisions
  • Introduce new Annual Bonus to replace current/historical bonuses (Top of Band, Individual and Corporate safety bonuses) linked to MyPlan
  • Retain Industry Specific Skills Allowance for existing employees (i.e. grandparent), but cease  for new employee employees
  • Extra Duty Allowance to be ceased in favour of applying current Availability Allowance and overtime provisions
  • Emphasise ability to purchase leave and remove provisions to accrue an additional week of recreation leave through additional hours work
  • Bring into line the maximum allowable flexitime accrual from five days to two, consistent with the NTPS
  • Move the Operators annualised salary provisions into the agreement, with minor change to classification structure and progression
  • Move a range of Commissioner Determinations into the agreement i.e. appointments above base salary, salary on promotion, and high voltage switching
  • Where time off in lieu or flextime is not available, paid NAIDOC leave up to three hours to attend NAIDOC March and approved activities
  • Placement of the Use of Contractors for Core Work and Fitness for Work clauses into policy
  • Move most leave related by-laws into the enterprise agreement (i.e. leave without pay, miscellaneous leave, and defence service leave)
  • Improve compassionate leave provisions to provide three days paid leave on the death of an employee’s non-immediate family member
    (i.e aunt/uncle/niece/nephew/first cousin)
  • Improve existing provision to support family responsibilities by allowing employees to have the right to return from parental leave on a part-time basis for up to six months
  • New provision for pre-natal leave to allow for a spouse and a pregnant employee to access up to eight hours leave for pregnancy related medical appointments
  • Support diversity at work by introducing a new entitlement for gender transition leave (four weeks paid leave and 12 months unpaid)
  • 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 miscellaneous leave provision to allow an employee to access up to two hours per annum for mental health screening/cancer screening
  • Where time off in lieu or flextime is not available, a new provision to enable employees within three years of retirement age (currently 65) to access up to two hours paid leave per annum to seek independent financial advice on superannuation options
  • Move Foster and Kinship carers leave in the enterprise agreement
  • Include principles for a casual employee to have the right to request conversion to ongoing/fixed period 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

More information

Regular updates in relation to the bargaining process will be posted to this page.

For information on bargaining in general go to the Fair Work Commission website or 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 the Power and Water Corporation meeting with the unions on a weekly basis.

The unions provided their log of claims on 25 March 2021 consisting of over 140 claims. Negotiation involves the parties working through each claim, 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.

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 agreement’ is subject to the totality (or all) of the enterprise agreement matters under negotiation being acceptable to the relevant party.

Following the progress made by the parties during their bargaining meetings, on a without prejudice basis, 'in principle agreement' has been provided to the following:

  • Retaining the Fitness for Work provisions in the Agreement (had proposed to move to policy)
  • Include the High Voltage Field Operator Allowance provisions for regions into the Agreement (currently provided for in a Commissioner’s Determination)
  • Include the Payment on Promotion provisions for Technical Specialist and Science and Engineering Professionals into the Agreement (currently provided for in a Commissioner’s Determination)
  • Gender transition leave (paid and unpaid)
  • Include Foster and Kinship Carer provisions into the Agreement (currently provided for in a Commissioner’s Determination)
  • Paid leave to attend pre-natal appointments
  • A guarantee to return to work after parental leave on a part-time basis for a defined period
  • 3 days paid compassionate leave on the death of an employee’s extended family member (e.g. aunt/uncle, niece/nephew)

Lump sum payments and more benefits

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)
  • Inclusion of defence service leave, miscellaneous leave and leave without pay provisions into the Agreement

Further details of my proposals are outlined in Power and Water Corporation Bulletin 2.

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

Power and Water 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 Power and Water base salaries compared to the percentage increase to the Darwin CPI.

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

PWC Salary Darwin 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

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
20 May 2021

The parties continue to meet on a weekly basis and have now worked through each of the claims and proposals put forward by the parties. The parties will continue to work through any outstanding matters that are still being considered or that may be subject to new or amended clauses being drafted.

I am pleased to report that further improvements to existing conditions have been agreed ‘in principle’, on a without prejudice basis and subject to drafting clauses including:

  • compassionate leave (3 days) where employee or their partner experiences miscarriage
  • more paid leave for cancer screening and extend entitlement to include mental health screening
  • domestic and family violence provisions to include sexual violence

I have also listened to concerns from the unions in relation to my proposals for changes to the Performance Achievement Framework and Bonus provisions, and have agreed to withdraw these, maintaining the current provisions.

Based on progress to date, I am hopeful that I will soon be in a position to consider the new enterprise agreement as a ‘total package’ and anticipate finalising a proposal for consideration by early July 2021.

The above improvements build on my other proposals for the proposed new PWC Enterprise Agreement, including:

  • $4000 over four years (plus superannuation guarantee - not applicable for NTGPASS and CSS members).
  • more benefits for flexible work
  • 3 days paid compassionate leave on the death of an extended family member
  • paid leave to attend NAIDOC week activities

bulletin 5

Let’s stick together, keep job certainty and keep working for Territorians.

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 to the OCPE Webpage dedicated to Power and Water Corporation Enterprise Agreement Negotiations.

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
25 June 2021

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

I am pleased to advise that on 15 July 2021, I made an offer to settle the PWC 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 ‘Without Prejudice” offer, but if you wanted to read the details of the offer, you can click here

Summary of the ‘Without Prejudice’ offer

  • $4000 over 4 years (plus employer superannuation guarantee)
    • $1,000 bonus p.a.
    • $4,000 over 4 years
      Counts for superannuation*

      Employer superannuation guarantee is applicable to the lump sum payment. Due to the rules of the defined benefit schemes, employer superannuation guarantee is not applicable to the lump sum paid to NTGPASS and CSS members
  • Improvements to leave provisions
    • Compassionate leave
      • Increased from 3 to 5 days in the case of death or life threatening illness of an immediate family member
    • Compassionate leave
      • New provision for 3 days paid leave on the occasion of the death of an extended family member (aunt, uncle, cousin) or in the case of miscarriage
    • Domestic and family violence leave provisions (currently uncapped access to miscellaneous leave)
      • extended to include sexual violence outside the domestic setting
    • By-Law provisions (Blood Donation Leave, Defence Leave and Leave to Engage in Voluntary Emergency Management Activities) 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 for 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 to recognise post war injury
    • Improved leave for voluntary emergency management activities
      • includes reasonable rest time
  • Improvements for parents
    • Builds on current generous, paid parental leave provisions (14 weeks after 12 months service, 18 weeks after 5 years services)
    • 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 (replacing ‘right to request’)
    • Foster and Kinship carer leave
      • improved to provide 2 days  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
  • Improvements and changes for casual employees
    • Minimum engagement period for casual employees (3 hours)
    • An increase in casual loading from 20% to 25%
    • Replacing  the existing automatic conversion provisions, with principles enabling casual employees to request the conversion of their employment after 12 months
  • Flexible work improvements
    • Ability to purchase up to 8 weeks additional leave per year (currently 6 weeks) under rebranded Flexible Lifestyle Leave
    • All requests for flexible work, regardless of the circumstances, will require a response from the CEO (or delegate) within 21 days and may only be refused on reasonable business grounds.
  • Improved Performance Achievement Framework (PAF)

    The existing framework will be maintained with improvements to clarify and address Operator progression based on the current Operator classification/stream which will not require a merit process to progress.

  • Inclusion of Power and Water specific provisions
    • Enshrining into your Agreement:
      • High Voltage Field Operator Allowance for regions
      • Appointment above the Base – Technical Coordinator and Technical
        Specialist designations
      • Appointment above the Base – Science and Engineering Professionals
      • Annualised salary arrangements for Operators.
  • Fitness for Work provisions

    The existing Fitness for Work provisions will be maintained in the Agreement with improvements to include references to fatigue management and physical impairment.

  • Use of Contractors for Core Work provisions

    The existing Use of Contractors for Core Work provisions will be maintained in the Agreement and has been improved to include the implementation of a new committee to have oversight of consultation requirements related to the use of contractors for core work in regard to generation, transmission and distribution activities.

  • Extra Duty Allowance (EDA) improvements and clarification

    It is proposed to retain EDA and pay on periods of paid parental leave on the basis that the clause is clarified to note public holiday provisions provided for under Availability Allowance will not apply to EDA.

  • Grand parenting the Industry Specific Skills Allowance (ISSA)

    It is proposed that all existing employees who are in receipt of ISSA on the day prior to the commencement of a new Agreement will retain the allowance.  In addition, the Chief Executive Officer (CEO) will have discretion to approve the allowance for difficult or hard to fill positions based on the recruitment and retention objectives of Power and Water

  • Flexible Working Hours (Flextime)

    It is proposed to bring flextime provisions into line with the maximum allowable flexitime accrual from five days to two, consistent with the NTPS Flextime Policy. In addition, the provisions relating to forfeiture of flextime will be removed from the Agreement.

  • Accrual of additional recreation leave

    It is proposed to remove the ability to accrue an extra week of recreation leave through additional hours and, to emphasise that employees will be able purchase additional leave, of up to 8 weeks per annum, through the rebranded “flexible lifestyle leave”.

  • Additional commitments

    Power and Water also commit to:

    • reviewing and updating the current fatigue management procedure with consultation;
    • the development of physical impairments management procedure with consultation;
    • the development of a single person task procedure with consultation;
    • ensuring frontline employees are consulted during any review following a natural disaster;
    • commence job evaluations of Operator classification positions within six months of commencement of the Agreement.
  • Inclusion of regional resourcing strategy to be developed

    To provide for development of a regional resourcing strategy within 12 months and a commitment to commence implementation of the strategy as soon as reasonably practicable following development.

  • Technical Coordinators to have access to Flextime/Work Life Balance options

    To provide Technical Coordinators access to work life balance options such as flextime arrangements to achieve a Rostered Day Off or other flexible work arrangements without having to demonstrate they have completed the 265 additional hours component.

  • Australian Defence Force (ADF) service to be recognised for prior service

    To recognise ADF service of employees as prior service for Long Service Leave purposes subject to current recognition of service requirements contained in PSEM By-law 8 eg breaks in service.

  • Improved conditions for call out and overtime

    To address alarms/callouts of less than 3 or 4 hours (which provides ability for manager to stand down for rest break), and minimum payments for alarms, and on call rosters to ensure no employee is required to work more than two consecutive weeks.

  • New separate clauses for Apprentices / Graduates / Trainees

    To emphasise specific provisions for Apprentices, Graduates and Trainees and clarifying the employment provisions which apply in the Agreement

  • Hosted Apprentices from an NTPS apprentice employer (or similar)

    Hosted apprentices currently have their prior service recognised for LSL purpose however, will be entitled to new conditions of:

    • three weeks personal leave on commencement
    • recognition of service for parental leave purposes (subject to a break in service no less than two months)
    • access to the Employee Assistance Program.
  • Apprentice intake

    Commitment to have a guaranteed intake of 5 hosted apprentices per annum and retain the aspirational target of 10 hosted Apprentices and with updates to include reference to targeting females and people from diverse cultures.

  • Highlighting of health and safety

    To address the claims related to health and safety, it is proposed to:

    • have a single rebranded clause providing for all safety related provisions under the Agreement
    • separate headings for safety related elements
    • commitments around the maintenance of a Work Health and Safety Management System (which PWC already has in place) committing to regular meetings, employee representation and appropriate communications along with a mechanism to escalate where issues are identified.
  • Retention of clauses/provisions

    To address the claims related to the retention of existing clauses or provisions, it is proposed to the:

    • retention of the existing clause regarding workloads
    • maintenance of the existing requirement to consult prior to a decision being made
    • retention of the existing clause providing for no involuntary redundancies to occur directly as a result of implementing the 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

Next Steps

I have asked Union representatives in bargaining to provide me with feedback in the coming weeks.

More information

Regular updates in relation to the bargaining process will be posted to the OCPE Webpage.

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.

As reported in Bulletin 5, I made an offer to settle the PWC enterprise agreement negotiations on  15 July 2021.

After carefully considering the feedback provided by the Single Bargaining Unit as well as feedback provided directly by employees, I am pleased to advise that on Friday 20 August 2021 I made further improvements to my offer to settle the Power and Water enterprise agreement negotiations.

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

Improved Offer for a new Power and Water Enterprise Agreement

The table below summarises the details of the improved offer, however if you would like to read the details of the offer, you can also read the details of the offer here.

Summary of the ‘Without Prejudice’ 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

  • The Australian First Nation’s definition of kinship to be included in the Agreement
  • 5 days paid leave per annum to attend Sorry Business or related purposes

Improved condition
Increase in guaranteed hosted Apprentice intake

  • An increase to original offer of 5 guaranteed apprentices per annum to 8 each year. These will be in addition to any dual trade apprenticeship that are offered each year.

Improved condition
Include a guaranteed intake of Graduates and Trainees

  • Include a guaranteed intake of 2 graduates and 2 trainees each year

Improved condition
Timeframes for a number of proposed reviews

  • Time frames for the Fatigue Management, Single Person Task, and the Physical Impairment Management reviews outlined in my original offer to commence within 6 months of approval of the Agreement, and where reasonably practicable, and in consultation with unions, aim to be completed within 18 months of approval.

$4000 over 4 years (plus employer superannuation guarantee)

  • $1,000 bonus p.a.
  • $4,000 over 4 years
  • Counts for superannuation*
    Employer superannuation guarantee is applicable to the lump sum payment. Due to the rules of the defined benefit schemes, employer superannuation guarantee is not applicable to the lump sum paid to NTGPASS and CSS members

Improvements to leave provisions

  • Compassionate leave
    • Increased from 3 to 5 days in the case of death or life threatening illness of an immediate family member
  • Compassionate leave
    • new provision for 3 days paid leave on the occasion of the death of an extended family member (aunt, uncle, cousin) or in the case of miscarriage
  • Domestic and family violence leave provisions (currently uncapped access to miscellaneous leave)
    • extended to include sexual violence outside the domestic setting
  • By-Law provisions (Blood Donation Leave, Defence Leave and Leave to Engage in Voluntary Emergency Management Activities) 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 for 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 to recognise post war injury
  • Improved leave for voluntary emergency management activities
    • includes reasonable rest time

Improvements for parents

  • Builds on current generous, paid parental leave provisions
    (14 weeks after 12 months service, 18 weeks after 5 years services)
  • 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 (replacing ‘right to request’)
  • Foster and Kinship carer leave
    • improved to provide 2 days 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

Improvements and changes for casual employees

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

Flexible work improvements

  • Ability to purchase up to 8 weeks additional leave per year (currently 6 weeks) under rebranded Flexible Lifestyle Leave
  • All requests for flexible work, regardless of the circumstances, will require a response from the CEO (or delegate) within 21 days and may only be refused on reasonable business grounds.

Improved Performance Achievement Framework (PAF)

  • The existing framework will be maintained with improvements to clarify and address Operator progression based on the current Operator classification/stream which will not require a merit process to progress.

Inclusion of Power and Water specific provisions

  • Enshrining into your Agreement:
    • High Voltage Field Operator Allowance for regions
    • Appointment above the Base – Technical Coordinator and Technical
      Specialist designations
    • Appointment above the Base – Science and Engineering Professionals
      Annualised salary arrangements for Operators.

Fitness for Work provisions

  • The existing Fitness for Work provisions will be maintained in the Agreement with improvements to include references to fatigue management and physical impairment.

Use of Contractors for Core Work provisions

  • The existing Use of Contractors for Core Work provisions will be maintained in the Agreement and has been improved to include the implementation of a new committee to have oversight of consultation requirements related to the use of contractors for core work in regard to generation, transmission and distribution activities.

Extra Duty Allowance (EDA) improvements and clarification

  • It is proposed to retain EDA and pay on periods of paid parental leave on the basis that the clause is clarified to note public holiday provisions provided for under Availability Allowance will not apply to EDA.

Grand parenting the Industry Specific Skills Allowance (ISSA)

  • It is proposed that all existing employees who are in receipt of ISSA on the day prior to the commencement of a new Agreement will retain the allowance.  In addition, the Chief Executive Officer (CEO) will have discretion to approve the allowance for difficult or hard to fill positions based on the recruitment and retention objectives of Power and Water

Flexible Working Hours (Flextime)

  • It is proposed to bring flextime provisions into line with the maximum allowable flexitime accrual from five days to two, consistent with the NTPS Flextime Policy in favour of highlighting the increase in purchased leave arrangements. In addition, the provisions relating to forfeiture of flextime will be removed from the Agreement.

Accrual of additional recreation leave

  • It is proposed to remove the ability to accrue an extra week of recreation leave through additional hours and, to emphasise that employees will be able purchase additional leave, of up to 8 weeks per annum, through the rebranded “flexible lifestyle leave”.
  • Additional commitments

    • Power and Water also commit to:
      • reviewing and updating the current fatigue management procedure with consultation;
      • the development of physical impairments management procedure with consultation;
      • the development of a single person task procedure with consultation;
      • ensuring frontline employees are consulted during any review following a natural disaster;
      • commence job evaluations of Operator classification positions within six months of commencement of the Agreement.

Inclusion of regional resourcing strategy to be developed

  • To provide for development of a regional resourcing strategy within 12 months and a commitment to commence implementation of the strategy as soon as reasonably practicable following development.

Technical Coordinators to have access to Flextime/Work Life Balance options

  • To provide Technical Coordinators access to work life balance options such as flextime arrangements to achieve a Rostered Day Off or other flexible work arrangements without having to demonstrate they have completed the 265 additional hours component.

Australian Defence Force (ADF) service to be recognised for prior service

  • To recognise ADF service of employees as prior service for Long Service Leave purposes subject to current recognition of service requirements contained in PSEM By-law 8 eg breaks in service.

Improved conditions for call out and overtime

  • To address alarms/callouts of less than 3 or 4 hours (which provides ability for manager to stand an employee down for rest break), and minimum payments for alarms, and on call rosters to ensure no employee is required to work more than two consecutive weeks.

New separate clauses for Apprentices / Graduates / Trainees

  • To emphasise specific provisions for Apprentices, Graduates and Trainees and clarifying the employment provisions which apply in the Agreement

Hosted Apprentices from an NTPS apprentice employer (or similar)

  • Hosted apprentices currently have their prior service recognised for LSL purpose however, will be entitled to new conditions of:
    • three weeks personal leave on commencement
    • recognition of service for parental leave purposes (subject to a break in service no less than two months)
    • access to the Employee Assistance Program.

Highlighting of health and safety

  • To address the claims related to health and safety, it is proposed to:
    • have a single rebranded clause providing for all safety related provisions under the Agreement
    • separate headings for safety related elements
    • commitments around the maintenance of a Work Health and Safety Management System (which PWC already has in place) committing to regular meetings, employee representation and appropriate communications along with a mechanism to escalate where issues are identified.

Retention of clauses/provisions

  • To address the claims related to the retention of existing clauses or provisions, it is proposed to:
    • retain the existing clause regarding workloads
    • maintain the existing requirement to consult prior to a decision being made
    • retain of the existing clause providing for no involuntary redundancies to occur directly as a result of implementing the Agreement.

Next Step

I have asked Union representatives in bargaining to provide me with feedback on the improved offer by Friday 27 August 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

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
20 August 2021

*This bulletin only applies to employees covered by the 2018-2021 Power and Water Enterprise Agreement*

Improved Offer

After carefully considering the feedback provided by the Single Bargaining Unit (SBU) to my improved offer made on 20 August 2021, I am pleased to advise that I have made further improvements to my offer to settle the Power and Water enterprise agreement negotiations which was discussed with the SBU on
24 September 2021.

I have listened to the concerns from the SBU and employees regarding terms and conditions of service for Power and Water employees in a genuine attempt to settle negotiations and finalise bargaining.

Further improved offer for a new Power and Water Enterprise Agreement

The table below is a summary of key improvements.  Full details of the improved offer can be found here.

$4000 over four yearsMore benefits for work life balance3 days paid compassionate leave on the death of an extended family member

Summary of the ‘Without Prejudice’ key conditions

Retain existing conditions
  • Retain the existing Industry Specific   Skills Allowance (ISSA) entitlements under the current Agreement
  • Retain the ability to accrue anadditional week of recreation leave   through additional hours
  • Retain the ability to accrue up to 5 days   of Flextime under the Flexible Working Hours (Flextime) provisions

Improved condition

Employee rights and entitlements

  • No reduction in current or future employee   rights and entitlements for the life of the Agreement (does not apply to redeployees greater than two years)

Improved condition

Allowances

  • Continue CPI increases to existing allowances   listed in Determination Number 1 of 2021 (relevant to the Agreement).  The allowances will not reduce if the   Darwin CPI decreases

NEW condition

Christmas Closedown Leave

  • Paid Christmas Closedown Leave to cover any closedown   period between Christmas and New Year’s Day
  • Employees who are required to work during this   period can use the leave within 12 months

Improved condition

Job security

  • No involuntary redundancies for the term of the Agreement

Improved condition

Further improvements to parental leave

  • Enable the payment of employer superannuation guarantee   contributions (SG) during the first 12 months of parental leave to:
  1. pay SG during paid and unpaid Partner Leave provided the   employee’s spouse is also an NTPS employee
  2. pay SG at double the legislated rateduring a period of paid parental leave

Improved condition

Improved Excess Travel Time

  • Employees up to the maximum salary of a Band 3 will be eligible   to accrue time off in lieu (not paid overtime) in situations requiring excess   travel time

Improved condition

Request to work from home – only CEO may refuse

  • Only the Chief Executive Officer will have the authority to refuse   an employee’s request to work from home

Commitment

Aboriginal recruitment, training and career progression

  • A commitment to acknowledge the NTPS Aboriginal Employment and   Career Development Strategy for 2021 – 2025 and Employment Instruction Number   15 (Special Measures) which supports Aboriginal recruitment, training and   career progression

Other changes to my improved offer

My improved offer also provides a range of other improvements to conditions such as union delegate leave, dispute settlement procedures, lump sum payment provisions 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 offer dated 20 August 2021 to identify some offsets. My improved 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 leave). Employees may still utilise flextime, TOIL or leave for this purpose.

Next Step

I have asked the SBU 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 improved offer 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 to the OCPE Webpage dedicated to Power and Water Corporation Enterprise Agreement Negotiations.

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

24 September 2021

Important Information about Employee Representational Rights in Enterprise Bargaining Negotiations


Last updated: 24 September 2021

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