Vote to endorse your CPSU service-wide bargaining claim: Vote closes COB Friday 10 March
Your CPSU service-wide bargaining claim is now ready for your endorsement. The claim will form the starting point for negotiations between CPSU members and the APSC in service-wide bargaining.
Following extensive member input through surveys on both conditions and pay, what you have told us in workplace meetings, and your feedback on the draft claim, it is now time to vote to endorse your CPSU service-wide bargaining claim.
A strong “yes” vote means we take a strong and united position into bargaining.
Members – check your inbox for your unique URL to vote. If you haven’t received it, .
What’s in the service-wide claim?
The service-wide claim reflects members want to see: real pay increases that keep up with the cost-of-living, significantly improved and innovative workplace conditions, measures to address pay and conditions disparity, and rights and conditions locked into enterprise agreements.
Below are some key highlights from the claim
- Pay: Front-loaded pay claim for 9% in year one, 6% in year two, and 5% in year three. A cost of living adjustment providing an extra payment in any year that CPI is higher than the pay increase. Backpay, so that no employee has their pay rise delayed. Increasing the employer superannuation contribution to 17%.
- Pay equity: an agreed mechanism to achieve pay equity in the APS, with lowest paid employees in the APS having their pay lifted immediately.
- Flexible work and working from home: Guaranteed flexible work and working from home, appeal rights, and no caps on the number of days an employee can work from home.
- Workloads: A right to a workload review if employees have concerns about their workloads, with a right to union involvement. KPIs to be transparent, with any changes subject to consultation. EL employees to have access to TOIL or flex arrangements.
- Secure jobs: Ongoing employment restored as the preferred basis of engagement, with clear pathways to permanency for casual and non-ongoing employees. APS and agencies required to demonstrably reduce the use of insecure forms of employment. Minimum 7 and 13 month retention periods for employees subject to redundancy.
- Careers and classification: A joint union-APS review of the work level standards. A right to a classification review with union involvement where employees believe their roles are underclassified. Adequate career pathways for professionals and specialists, study leave, and guaranteed learning and development time.
- Workplace rights: Pre-decision consultation, the right to be represented by your union in all matters, support for union delegates to perform their roles, support for health and safety representatives, and measures to make workplaces physically and psychologically safe.
- Leave: No reduction in existing leave entitlements. Improved parental leave, family, domestic, and sexual violence leave, emergency services leave, pandemic, gender affirmation leave, and disability leave.
- Diversity: Employee and union involvement in improving diversity in employment and leadership in the APS, including increasing First Nations employment and leadership, and employee and union involvement in the gender equality strategy.
