Bulletin 4 - offer for a new enterprise agreement - issued 15 July 2026

• Total salary increase of 11% over 4 years (or 11.46% compounding over the term of the agreement)
• Payment of the first pay increase from 16 July 2026, on the proviso the offer is approved through a ballot of employees.
• Allowances will continue to be adjusted in line with Darwin Consumer Price Index (CPI) or by the respective salary increase with no reduction to any current allowances.
• The graph below shows the history of cumulative salary increases are above CPI, and this is predicted to be maintained over the life of the new agreement.

• To assist with the attraction and retention of employees to Alice Springs, the current annual attraction and   retention payment will be increased from $1000 pa to $2000, effective from 14 August 2027.
• The lump sum payment will then increase up to $3000 on 14 August 2028, and annually thereafter.
• Payment will be based on an employee’s continuous service over 12 months preceding 14 August each year.
• Where an employee has less than 12 months’ continuous service, a pro rata payment will be made, proportionate to their length of service during that 12 month period.

• The current High Voltage allowance will be increased from $115 to $180 per fortnight (or $4695 per annum) for employees switching HV.
• The provisions of Determination 1028 of 2024 will also be included to provide the allowance to the Senior Technical Coordinator classification, or other classifications approved by the CEO.

• A new allowance of $5000 pa will be provided for employees who undertake the responsibilities of a ‘Personal Nominee Electrical Licence’ holder, to provide certificates of compliance and in recognition of the additional responsibilities under the Northern Territory Electrical Safety Act 2022.

The annualised salary arrangements for power station Operators, currently contained in Group Variation Agreements (GVAs), may be incorporated into the agreement, based on the following:

24/7 Shift Workers

An annualised allowance equivalent to 47.6% of base salary would be provided in lieu of:

• working 12 hour shifts on a 24/7 cycle basis, including public holiday and recreation leave loading entitlements; and
• an additional hours component equal to 31 hours duty per annum (paid at double time) arising from the reduction in weekly hours from 37.5 hours to 36.75 hours (effective 9 April 2026).

The current GVA provision for 96 hours of overtime worked, which equated to approximately 9.8% of the annualised allowance, is not proposed to be included, with all overtime worked to be paid in accordance with the agreement.

The Responsibility Allowance provisions contained in the current GVAs for eligible employees will also be incorporated into the agreement.

7 Day Shift Workers

• The annualised shift allowance would be equivalent to 12.4% of base salary in lieu of shiftwork penalties and provisions for working 9.18 hour shifts (including Saturdays   and Sundays in each 3 week cycle), and recreation leave loading entitlements.
• The Skills and Retention (Steam) Allowance provisions contained in the current GVAs for eligible employees will also be incorporated into the agreement.
• The new provisions for all of the above (24/7 and 7 Day shift workers) will also provide that the Annualised Allowance will count as salary for the   purpose of payments in lieu of recreation leave.

With the introduction of the 36.75 hour week from 9 April 2026, accrual of recreation and personal leave will be based on the new ordinary hours of work, being 7.35 hours per day (replacing the current 8 hours per day accrual provisions).

• The work health and safety provisions will be strengthened consistent with the Work Health and Safety (National Uniform Legislation) Act 2011, and improved measures will be included for Territory Generation:
  • to take reasonable and practicable steps to prevent and address   psychosocial risks in the workplace
  • support the establishment of committees and/or workgroups including health and safety representatives.
• Other improvements include:
  • reasonable rest breaks being taken when working in extreme heat   conditions
  • employee obligations to promote and encourage safety, and to comply with all relevant policies and procedures
  • workload reviews to provide that management will acknowledge receipt of requests within 7 days.

• The current long service leave provisions contained in By-Law 8 will be enshrined in the new agreement, (consistent with all leave entitlements being included in the agreement) whilst also maintaining the current Territory Generation specific long service leave conditions.
• Determination 5 of 2024 – Community Language Allowance provisions will be included, which provides for an allowance of up to $2 546 pa (from 13 August 2026), where an employee meets the eligibility criteria and is required by the CEO to use their bilingual communication skills in their role.
• Determination 1099 of 2023 – Team Leader Allowance provisions will be included, which clarifies the allowance applies to Trade Technical at pay point 1 to 11, or Operators/Maintainers at pay point 1 to 5, or an employee classified as an Operator/Maintainer at pay point 6 or 7 at the discretion of the CEO.
• Determination 1028 of 2024 will also be included to provide the High Voltage Allowance to eligible employees at the Senior Technical Coordinator classification, or other classifications approved by the CEO.

• personal leave to cover medical attendance for preventative health matters
• recredit of recreation leave if on compassionate leave
• new Organ Donor Leave
• improved Blood Plasma Donor Leave
• incorporate leave to engage in Voluntary Emergency Management provisions
• improved access to flexible work arrangements
• attendance at Employee Assistance Program appointments

• A 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, senior and female workforce.

• Updated or new  clauses to reflect recent changes to the Fair Work Act 2009 include Management of Change, Dispute Settling Procedures, Individual Flexibility Arrangements, Casual employment (Employee Choice Pathway), Right to Disconnect, Union Rights and Fixed Period employment.