Bulletin 3 - offer for new enterprise agreement - issued 4 September 2025

3% salary increase each year for 4 years  backdated to 11 August 2025 if this offer is accepted

• Total salary increase of 12% over 4 years (or 12.55% compounding over the term of the Agreement)
• Allowances will continue to be adjusted in line with Darwin Consumer Price Index (CPI) or by the 3% salary increase with no reduction to any current allowances
• Salary increases are above and continue to be above current and predicted CPI

Improvements to leave provisions

• New Organ Donor Leave
• Improved Blood Plasma Donor Leave
• Improved Voluntary Emergency Management provisions
• Personal leave improved to allow certificates of attendance to be used to cover medical appointments and preventative health appointments

Improved overtime, restricted duty and excess travel time payments

• The CEO to have the ability to approve overtime and restrictive duty for all employees under the Agreement, including up to the JL4 levels, after considering exceptional circumstances
• The payment for employees who are required to undertake excess travel increased from the first increment of JL2, to the first increment of the JL3

Flexible Work / Work Life Balance improvements

• Managers will need to ensure favourable consideration is given with flexible working arrangements
• Employee right to disconnect provisions will be included in the  agreement to assist in maintaining work life balance opportunities

Employee Support Provisions

Inclusion of:

• Fixed period employment provisions
• Right to disconnect
• Improved union rights
• Improved management of change
• Improved dispute settling procedures
• Improved individual flexible arrangements

Work Health and Safety

• New provisions to support establishment of committees/work groups including health and safety representatives

Disability and Diversity

• New clause committing to support and accommodate a diverse and inclusive workplace which values the identities, skills and capabilities of all people including those with a disability, from culturally and linguistically diverse background, and senior people

Determinations and By-laws put into the Agreement

• Long Service Leave provisions included in the Agreement
• Inclusion of Community Language Allowance improvements

Employer efficiencies

• Provide for the Commissioner to issue Determinations which apply retrospectivly or that are inconsistent with the Agreement, but only where employees are better off overall
• Revert to the previous EA provisions that required the Commissioner for Public Employment to consult on any variances to general employment conditions specified in the PSEM By-laws and Determinations. This revision removes the current requirement to reach agreement with affected parties
• Revert to the previous EA provisions for the management of redeployees, which retains the existing generous severance arrangements but will no longer require an employee to remain on the redeployment database for a period of two years before being able to be made redundant. Voluntary redundancy will remain an option.