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Winter 2006

A Better Tasmania – Public Sector Unions Wages Agreement

The Public Sector Unions’ Wages Agreement (PSUWA) Campaign is a joint campaign of the major Tasmanian unions with Public Sector members. These unions include: HACSU, Community & Public Sector Union, Liquor Hospitality and Miscellaneous Union, Australian Services Union, Australian Education Union and the Association of Professional Engineers, Scientists and Managers.

In 2004 these unions campaigned to achieve significant wage increases of at least 14.75% over 41 months (an average of 4.3% per year) and improved conditions such as:

• Salary sacrifice
• Workload management tools
• Bullying and harassment training
• Improvements in Long Service Leave
• Increased bereavement leave
• Phased in retirement
• Email and Internet access
• Provision of breastfeeding facilities
• Increased adoption leave
• Increases in protective clothing and first aid allowances
• Introduction of a testing and tagging allowance
• Charter of workplace delegates rights

In addition, a number of assurances from the State Government on the establishment of working groups concerned with the classification structure, travel allowances and on call. These assurances have currently not been met by the Government.

Survey Feedback

HACSU, along with other PSUWA unions, conducted member surveys to find the key issues for our members for the next round of agreement making. The most frequent issues included:

• Overhaul of classification standards
• Pay parity with mainland
• Decent wage increase
• Shift penalties paid whist on LSL
• Ability to take LSL for half time at double pay
• Recognition of qualifications
• Improved career paths
• Taking sick leave without medical certificates
• No further outsourcing
• Phased in retirement whilst accessing super
• Increased paid maternity leave to 14 weeks
• Address bullying and harassment
• Allowances, particularly travel, vehicle and on call
• Carers leave, should increase to 10 days, broaden definition of family member, should be separate from sick leave

The most commonly expressed issues coming out of member surveys across PSUWA unions included the issue of pay parity - a desire to be paid an equivalent salary to those in other States and Territories - and the necessity of an overhaul of classification structures within the Public Service.

Members concerns about the current classification structure included a perception that the current system does not accurately reflect much of the work performed by public sector workers, that the system discourages staff development and training, lacks clear career pathways and does not contribute to job satisfaction or productivity.

Members are also concerned that there are major inequities between streams. Work of similar value is not necessarily remunerated equally. The system is also inflexible and is hampering effective recruitment.

For example HACSU members working as Dental Assistants have Certificate IV qualifications and are completing complex patient care but are being paid at the level two administrative rate. This rate is currently the lowest utitlised admin. rate and is commonly used for unskilled reception work. Clearly, there are disparities across streams and workers with differing levels of skills and experience are not being adequately recognised or compensated.

The Way Forward

Essentially, unions could move towards outcomes on these key member issues in one of two ways. They could serve a log of claims including all strongly felt member issues and attempt to finalise negotiations before December, when the current agreement expires.

Alternatively, they could negotiate a twelve-month interim agreement that provides an opportunity to deal with the two key issues comprehensively along with the other strongly held issues raised by members.

Undoubtedly, given previous unmet undertakings by government to negotiate additional matters during the term of agreements, any interim agreement must include a clear outline of the current problems with the classification structure, some agreed principles of what a new structure might look like and the kind of process to be used to achieve a new, fairer classification structure.

Additionally some matters might be resolved upfront, such as a salary increase during the term of the interim agreement and an increase in carers leave and paid maternity leave.

Any review of the award classification structure must consider the following issues:

• Provide a structure which recognises training, education and skills development
• Provide pay parity with similar positions in other States based on the government's current pay parity model
• Recognise and accommodate the fact that the value of work can increase with experience
• Recognise advancement through performance management
• Result in a structure that can easily and rapidly respond to changes in work design and work practice
• Provide internal consistency in the equity of work value
• Result in a structure and standards which use clear language to describe what is required for each level
• Provide for advanced acceleration based on achieving agreed levels of skill, knowledge and experience
• Assist in the recruitment to young people into the Public Sector whilst providing equitable treatment of women and to workers with special needs.
• Provide for a well articulated and achievable career pathways at all levels

HACSU State Secretary, Chris Brown has argued that "this is not a grab for money. This is about fixing a system that is broken and will only get worse over time."

Public Sector unions were united on recommending to joint member meetings a strategy of negotiating an interim Agreement so that the parties have a real opportunity to deal with these two important issues.

The following resolution was put to members at joint union delegate meetings across the State in July:

"That we authorise Public Sector unions to seek to negotiate a twelve month interim Agreement with the Lennon Government so that the parties can develop new classification structures that address the shortcomings in the current system.

Any such Agreement must include a salary increase, details of the problems with the current classification structure, details of what the final structure must include and an outline of the process to be followed."

The resolution was overwhelmingly supported, in many cases unanimously.

For more information on the Better Tasmania - Public Sector Unions Wages Campaign visit the Better Tasmania website.