Delegates' Kit: The Terminator Act

DELEGATE KIT

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CPSU/CSA Delegate Kit

WORKFORCE REFORM:

The Terminator Act

Workforce Reform: The Terminator Act Delegates’ KitThe Workplace Reform Act 2014, also known as the Terminator Act, is legislation that gives the WA State Government the power to sack employees that are surplus to an agency’s requirements or whose post, office or position has been abolished.

The Act provides for the worst forced redundancy package of any State in Australia and creates a platform for the Government to use these provisions for privatisation of jobs or as a stealth mechanism to remove staff.

But it’s not all doom and gloom.

The work you have done has impacted the Barnett Government timeframe, they had hoped to introduce this last year.

Through Delegates keeping members informed about the campaign, organising members to participate in action and providing feedback to MP’s, we are better placed to campaign to moderate the most excessive parts of this

legislation and to use the next election to force new commitments from political parties.

We are stronger when we work together – we’ve never been better placed to defend these hard fought member conditions. What’s more,

we’ve learnt that when Union members stick together and take concerted collective action, the government and community cannot help but listen.

You are the face of our Union in your workplace. Your ongoing support as a Delegate is critical to our success.

“No cuts, proposed or planned, for staffing within the public sector - none at all.”

- Premier Colin Barnett September 2012


WORKFORCE REFORM:

The Terminator Act

In this kit:

The Kit is to help you organise in your workplace around the issue of Forced Redundancies and will be updated as the campaign goes forward.

This kit and the website will contain the following infomation for you to use

• The Key Arguements Around Public Service Funding

• Delegates’ Campaign Checklist - Spreading the Word

• Delegates’ Campaign Checklist - Organising a Workplace Meeting

• Forced Redundancies FAQs

• Forced Redundancies Lunch and Learn Presentation Notes (presentation available online)

• Attendance List

• Email to invite members to a Union meeting (available online)

• Membership Form

If there is anything else you think you need, please don’t hesitate to contact the Union on 9323 3800.


WORKFORCE REFORM:

The Terminator Act

The Key Arguments Around Public Service Funding

Issue Govt Arguement Our Responses

Voluntary Redundancies

• Cost Blowout• Need to do now or face

greater action later• GST Revenues

Its about prioiritising, putting people before profits. Less public servants reduces our ability to support the needs of our community.

Giving public sevants access to redundancy is a temporary budget fixing measure that doesn’t address the need or demand for services espically in a growing State.

Investing in the right places rather than wasting money through bad management ie Muchea powerplant ($250million) Elizabeths Quay ($400 million) Burswood Stadium ($862 million).

The States GST split was agreed to by Court and Barnett. If its a bad agreement, then Colin is to blame.

Forced Redundancies Policy

• Needs Flexibilitiy• All other states have it• Redeployment is

outdated• You can’t fire bad staff

Less than 70 people on redeployment when the push for Legislation commenced in WA.

Not all states have forced Public Service RedundancyRedeployment was created to allow for management to reorganise, restructure or realign agencies without losing experienced and knowledgeable staff not sack them.

Permenancy allows Public Servants to offer advice to their political masters free of the threat of being made redundant.

It is a myth to say you can’t fire Public Servants. Each year Govt agencies and departments terminate staff who have either not met work performance standards or who have breached conditions of service.

Forced Redundancy Package

• It’s really the last step• People will get

supported

The packge of max 16 weeks after 10 years of service or more is the worst of any state.

The process is flawed as it doesn’t have any other option than termination at the end of the 6 month count down clock.

Agencies do not have the staff to case manage redeployees.

6 months is a very short timeframe and have no capacity for review by the Agency of the decision.

CPI Cap on Salaries

• Budget blowout• Wages greater than in

wider community

The cost of living increases under Colin Barnett Liberal Govt are significant, in the 2014 Budget: - Electricity up by 4.5 per cent, Water up by 6 per cent, Gas up by 6.4 per cent - Motor Vehicle License up 3%, Public Transport fares up by 4 per cent

Increases totalling $324 a year for the average Western Australian household.

Previous wage increases reflect a fair wage for a fair days work not a artifical cap that is effectively a wage cut.

Colin Barnett has previously awarded his own staff wage increases up to 52%. Dixie Marshall increase of $84,534. This equates to a child protection worker, protecting up to 20 of the most vulnerable children in society.


WORKFORCE REFORM:

The Terminator Act

Delegates’ Campaign Checklist – Spreading the Word

Issue To Do Yes / No

Grab the posters and put it up around the Workplace

Delegates Rights clauses entitles delegates to have a Union noticeboard provided to place union material on.(Public Service Award 1992, Clause 36.5 or similar)

Building the Union

Send our recruitment email to Colleagues

We continue to fight against the Forced Redundancies, so we need to invite potential members to join and become involved in protecting their jobs and conditions.We have recently emailed all members and asked them to invite a non member to join.We are asking that you as a delegates to identify 3 non members in your worplace and forward them on the email.You can use the delegates website to• Check who are currently members of the union• Send the email to those people you have choosenAs a delegate, most awards and agreement allow you to send broadcast emails to all of your colleagues, both members and non members.

(Public Service Award 1992, Clause 36.5 or similar)

Follow Up with potential members you have emailed - to join- to participate

Once you have sent the emails to your 3 potentials, you will need to have a quick chat with them about how they feel about joining .It’s their conditions we are all fightening to protect.The delegates web site has a useful recruitment “how to guide”.Why not contact your organiser to discuss how to recruit new members.

Organising a workplace

Its is really important that we talk to our colleagues, members and non members, about what we are hoping to achieve in the anti-Forced Redundancies campaign.A good first step is to educate our members and potential members about the Terminator Act, its effects and inherent unfairness – run an info session, put up a poster, send a email.Use the Lunch and Learn guide for meetings, if you have access to facilities, chat to our L&D team about help running such a session.We can support metro and regional delegates!

Email the PremierHold Barnett to his words of September 2012!Make his actions match his words. Get onto the our Union website and email from a HOME email and register your protest!

Spread the Word

We need to get the people of WA to understand that an attack on Public Services is an attack on their standard of living, their safety, security and support services.Speak about the true costs of the cuts and the stress to you and your colleagues and clients.Make the Liberal Govt accountable for their actions.

We all want to maximise involvement, so here is a quick checklist of what we all need to do to support the Campaign. If you have any queries, speak to your Organiser or L&D for assistance.


WORKFORCE REFORM:

The Terminator Act

Delegates Campaign Checklist – Organising a Workplace Meeting

Issue To Do

Time

Usually lunch time is the best option. As for time, the earlier the better. People will come and then have lunch but people who have an early lunch usually continue to have lunch and then don’t attend.So we usually aim for 12 noon.

Day

You want to maximise attendance.Usually this will rule out Friday or a Monday in most workplaces. Think about what best suits the working pattern of the office, consider if you have an all staff meeting, ask for a Union spot or have it immediatley after the staff meeting. Make it regular, make it informative, make it fun.

VenueDepending on the number of people attending, you may need to consider booking a room, or it may be better just to have it in the lunchroom, this may allow others to listen in on whats going on!

How to advertise

PosterPut up a poster advertising the meeting and hand out a flyer to say that you are holding a workplace meeting. Under our delegates clause you are allowed to print off posters/leaflets, and you can organise a notice boards using the PSA clause 36

LeafletMaybe use a smaller scale of the poster or talk to your organiser about doing a flyer to advertise and then drop them around the workplace, get Organising and Publicity Department to help.

Email

We have enclosed an info campaign email for your colleagues, and an email to advertise a meeting.You can email staff as per the PS or GOSAC Award Clauses or similar. The delegates website also contains a list of members that you cover as a delegate.

Speak to people

You know your colleagues better than anyone, who will be supportive or interested in the Anti-Forced Redundancies Campaign. Explain that the meeting is about protecting their conditions. Fill in an attendance sheet, this lets us know who is attending.Your Organiser or L&D team may be able to help support you by undertaking a walk through your office.

On the day

Send a reminder email a couple of hours before the meeting.Prepare what you are going to say or you can use the Lunch and Learn powerpoint and notes.Think about some of the queries you have or may be asked and seek advise from the Union on how best to answer.Have people fill out the attendance sheet.Before the meeting starts – introduce yourself as the Union Delegate.If you don’t know the answer, so say, seek help and then follow up with advice to all people attending.Contact the Union with attendees and tell us how it went.

Organising a workplace meeting can be fun and build our Union, and yes it can be challenging too.

We have all thought about the best way to encourage our members to build our campaign against Forced Redundancies, and one of the best ways to do this is to get our members and non members together to have a chat about things and get their committment to participate.

So, here is a quick guide to organising a meeting.


WORKFORCE REFORM:

The Terminator Act

Question Answer

What is the Terminator Act?

The Workplace Reform Act 2014, aka the Terminator Act, is legislation that gives the WA State Government the power to sack employees that are surplus to an agency's requirements or whose post, office or position has been abolished.

What is a Forced Redundancy?

Effectively it means that once you are redeployed and registered with the Public Sector Commissioner, you have 6 months to find a new position within the public sector or you will be made redundant

Why does the Government think this legislation is needed?

Colin Barnett let it slip in a meeting with the Union when he intimated that it would help get rid of underperformers!

We believe that it is purely an ideological stance and is motivated to reduce potential costs if the Government wishes to privatise Government functions by limiting redundancy payments.

What is our Union’s position?

Our Union does not agree the need for this legislation.Fundamentally - It is a political and economic decision based upon mismanagement of the economy and a blinkered and skewed political agenda • Remove the Legislation. • Focus on getting political parties to repeal this legislation or a commitment

of non use (as the South Australian Government current adopts) as part of their election commitments.

• Campaign to make the regulations less toxic and lessen the impact upon our members and your colleagues.

There must be a lot of redeployees?

There were less than 70 Public Servants on redeployment list out of a total workforce of over 138 000 employees when they first started introducing the Bill.

Who is involved in a Forced Redundancy?

Public Sector Commissioner (PSC) – Implements the Government policy and maintians their Registered list of redeployees.

Agencies – They manage change processes that decide on structure and positions. They hold an internal list of those redeployees that are registrable. They provide case management to their own staff who are internal redeployees or those that have been moved onto the external list with the PSC.

Union – We are holding agencies to account by making them produce business cases for redeployment, challenging their processes and making sure our members’ needs are supported. That’s why we need an active campaign and to get non members to understand the risks of not joining!

What are my agency’s obligations for those on redeployment?

Your agency must • Find the redeployee a similar position internally.• Advice and guidance about the redeployment process.• Provide meaningful work while you are on redeployment.• Liaise with the PSC.

Do agencies live up to their side of their bargain?

It is apparent that many agencies struggle with the case management and support of staff on redeployment. Our Union actively seeks to ensure that they abide by their obligations.

Non members of course are alone to try and resolve any issues themselves, unless they join our union.

What’s the difference between Registrable and Registered?

Registrable ( you are on an internal agency list) and Registered ( you have been registered on the PSC list)

Registrable – You are on your agencies internal redeployment classified as REGISTRABLE. Your employer looks to place you in a new position and until this happens, you are given meaningful work. Registrable status is indefinite.

Registered – At your agencies request, you are placed onto Public Sector Commission Redeployment list as being REGISTERED and a 6 month redundancy clock down starts.

FAQ for Forced Redundancies

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WORKFORCE REFORM:

The Terminator Act

Question AnswerCan my Department stop the process if I become a PSC Registered Redeployee?

No, once the agency have sought to move you onto the PSC Redeployment list as a REDEPLOYEE and it has been accepted by the PSC, there is no process to stop or suspend the 6 month countdown clock.

If I become a PSC Registered Redeployee, what happens at the end of the 6 months?

Yes, the agency can ask for the person to be swapped back to internal or registrable redeployee. This would mean they would stay on the agency internal registrable list.

Is there much difference between what the Union is advocating and what the PSC are implementing?

While our Union fundamentally rejects the need for Forced Redundancies, the current proposals by the Liberal Govt and the PSC are flawed and unfair and need to be challenged and changed.We are seeking to introduce a fairer consideration of the needs of staff going through this process by • Increasing timeframes.• Accessing the standard and fairer Voluntary Severance Package at

any stage.• Allowing Agencies more freedom in the process. • Ensuring dedicated and effective case management support.We have sent promotional information to all members highlighting the differences and will meet with the PSC to argue for our fairer and improved proposals for Public Service and Government Officers . This will not stop us from lobbying all political parties to remove or not use the legislation.

What can a delegate do to help?

Delegates will be the key to a successful outcome by:• Keeping up to date with information from the Union. • Talking to your members about these updates.• Talking to non members about joining so they can protect their jobs

and conditions.• Putting up Anti-Forced Redundancy publicity in the workplace.• Encouraging the members and non members to support any actions

organised to pressure the Government into not using this legislation.

What can a member do to help?

Members will be the key to a successful outcome by:• Keeping up to date with information from the Union. • Talking to your colleagues, family and friends about how things are

going.• Talking to non members about joining so they can make a difference

to their wages & conditions.• Putting up Anti-Forced Redundancy publicity in the workplace.• Supporting any actions organised to pressure the Government or

Agency into not using this legislation.• Thinking about becoming a delegate.

How can we get a non member to help?

Firstly, non members need to understand that they are just as much at risk as members. In fact, they are by themselves and cannot call upon the professional services of the Union to protect them!

Secondly, if they are not willing to join, they need to understand that their choice will impact them either in terms of increased workload, worse conditions or a forced redundancy

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FAQ for Forced Redundancies


WORKFORCE REFORM:

The Terminator Act

Forced Redundancies Lunch & Learn - Presentation Notes

This guide has been put together to support workplace meetings or Lunch and Learns which are not supported by a CSA staff member. Please feel free to contact Gary Keenan, Learning and Development Coordinator on (08) 9323 3897 or 0400 424 043 to assist in prepping for the meetings.

Slide Description

CPSU/CSA We make work life be4er.

WELCOME

Redeployment & Redundancy L&L

Oct 2015 •

Welcome to L&L about the Forced Redundancies, Redeployment that will affect us allThank you for coming and I am ......... delegate.I will be leading the briefing, so if I can’t answer any questions, I will get back to you after seeking answers to your questions from our Union.Please make sure you have signed in and enjoy the food.So please sit back, enjoy and maybe leave the questions till the end.


Your Lunch & Learn is proudly hosted by the CPSU/CSA. Sponsored by CUA Bank.

Our L&L’s are sponsored by CUA Bank, who have worked in partnership with the Union over many years and they provide discounted services such as mortgages, loans and health cover to our members and families!End of plug and enjoy the food.


What is Redeployment?

1.  An employee, whose office, post or posiKon has been abolished or who is surplus to the agency’s requirements, and cannot be transferred within an agency.

2.  Not reKring, being terminated due to misconduct or unsaKsfactory performance, dismissed for breaches of discipline, expiry of term employment, or a casual or seasonal employee or requests for a career change.

3.  Approved by the Deputy Commissioner, Agency Support Division, PSC.

Due to a structural change at work your position no longer exists and you are now surplus.This now means that the Agency needs to either find you a new position (i.e. Redeploy you) or under the Terminator Act commence a process to make you redundant (i.e. you lose your job!). The Public Sector Commission (PSC) is currently drafting the regulations, and instructions that supplement the Legislation. The information we are currently presenting to you today may be subject to change, so keep a lookout at the Union website and emails.


Registrable v PSC Registered

Registrable PSC Registered

•  Will stay on the your Agencies Registrable list

•  Access to training and support

•  Given meaningful work unKl a suitable internal vacancy occurs

•  Priority in finding alternaKve Public Service posiKon

•  May be offered a Voluntary Severance Payment (VSP)

•  Have opKon to move on PCS Registered list

•  Access to training and support

•  Given meaningful work unKl a suitable opKon occurs

•  6 months to find alternaKve employment

•  At end of the 6 months , you will have you job terminated

•  Worst redundancy pay period in Australia (10 yrs > 16 weeks)

There are two parts to the process. Registrable and RegisteredRegistrable – If You are on your agency’s list of internal redeployment, you are classified as REGISTRABLE. Your employer looks to place you in a new position and until this happens, you may be given meaningful work. Registrable status is indefinite.Registered – At your agencies request, you are placed onto Public Sector Commission Redeployment list as being REGISTERED and a 6 month clock starts ticking. You will get support to find work, but at the end of the 6 months if you are still Registered you will be terminated. Your final pay will include your Leave entitlements. You qualify for the worst Redundancy payout of any state in Australia which is capped at a maximum of 16 weeks for 10 years or more years of service.


Who is involved in Redeployment and Redundancy

Redeployment &

Redundancy

Public Sector Commission

Employer

You WAIRC

Your Union

Redundancy and Redeployment is covered by legislation that now flows from the Liberal Terminator Legislation. We are still awaiting for the confirmation of the regulations and once the Union sights these, we will be able to provide more information. We are assuming that the current policies and processes stay in place in the meantime.Redeployment is not a huge issue. There were less than 70 Public Servants on redeployment list out of a total workforce of over 138 000 employees when they first introduced the Bill. This mechanism is to allow the Govt to reduce the wage bill and privatise.Let’s look at the roles in a bit more detail


Public Sector Commission Role

1.  Responsible for the Government’s redeployment and redundancy framework.

2.  Monitor redeployment and redundancy acFvity and report to Government as required.

3.  Approve voluntary severance and external redeployment registraFon applicaFons.

4.  Assist in the management of their registered employees through:

•  providing access to public sector job vacancies

•  provision of advice and assistance on redeployment and redundancy ma4ers.

5. Provide to assist workforce reform programs


Powers of the Public Sector Commissioner

1.  Direct a registered employee to accept an offer of suitable employment.

2.  Direct an employing authority to offer a registered employee employment when suitable employment has been idenKfied.

3.  Approve redeployment registraKons, voluntary severance and the filling of all public sector vacancies.

Key Points: Public Sector CommissionOverview and Implementation of the Liberal Terminator Act.They have the power to reject an Agency’s request to have you made a Registered employee.They assist the Government if they roll out a State-wide Voluntary Redundancy Package (VSP) or the Enhanced Voluntary Redundancy Package (EVSP).

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WORKFORCE REFORM:

The Terminator Act

Slide Description


Responsibili=es of SSC’s/Employing Authori=es

1.  Inform surplus employees of their opKons and ensure that internal transfer and retraining opKons are thoroughly explored.

2.  Discuss registraKon applicaKons with the PSC prior to submission and ensure employee meets eligibility requirements, and is job ready .

3.  Register surplus employee expediently for redeployment and retraining consideraKons.

4.  Provide meaningful work, maintain salary/wage and general support to employees throughout the redeployment process.

5.  Employ registered employees wherever possible.

6.  Provide case management services for surplus employees

7.  Follow Government policy with respect to accepKng registered employees from other Government agencies.

Key Points: Your EmployerThey provide the support services.Determine if you will be Registered with the Public Sector Commission.They can offer Voluntary Severance Packages of their own desire.


Responsibili=es of Registered Employees

1.  Take a pro-‐ acKve role in career development, retraining and job seeking.

2. Work co-‐operaKvely with employing authority and the Agency Support Division as required.

3.  Develop compeKKve resume and job search skills and prepare and research for job interviews.

4.  Present posiKvely and professionally at interviews and accept offers of suitable work placements.

Key Points: YouWe would say that the obligations squarely sits with the Employer and the Public Sector Commissioner because the redeployment has come about because of their decisions.


General en=tlements as a Registrable or Registered Employee

1.  Leave to a4end employment interviews, with the cost of travel, meals, accommodaKon and incidental expenses to be met by the employee’s employing authority.

2.  Approved career transiKon, support and counseling.

3.  Retraining, if required, in accordance with the RegulaKons. Costs to be met by the employee’s employing authority unless other arrangements are agreed to.

One of the most frequently raised concerns is the lack of support. Let our Unionlink team know about the lack of support or have your delegates raise this with management at the JCC or elsewhere.


Op=ons For Surplus Employees

•  Transfer (internal or external)

•  Redeployment

•  Retraining

•  Leave without pay to explore other career opKons

•  Employment in the private sector

•  Voluntary severance

•  SubsKtuted voluntary severance

There are a range of options available, not all agencies offer all these options. Before you make any decision and if you are a Union member contact us for advice. You might also need to seek independent financial advice as well.Transfer – you transfer to another position of a suitable nature.Redeployment – you have to wait till another position becomes available.Retraining – your employer assists you to gain new skills for a new career, or to upskill you to undertake another job within your agency. This is an area that we receive calls about Employer inaction. The awards allow for tuition assistance.LWP – there might be secondary employment concerns, talk to us before you do anything about Leave without Pay.Employment in Private Sector – This is where your job is privatised or outsourced and the new Private Sector employer wants you be their employee. If you agree to this, you will get up to 12 weeks payment on top of your entitlements.Voluntary Severance Package (VSP) - Your employer offers you a chance to take a package. This may or may not be added to by the State Government to make it an EVSP i.e. additional weeks to the package to get you to leave quickly.Substituted Voluntary Severance – You are able to find someone who is willing to take a Redundancy and you can swap into their position. This is at your Department’s discretion.


Defini=on of “Suitable Office, Post or Posi=on”

1.  Similar levels of responsibility and requirements for experience, qualificaKons and competence.

2.  Does not require the employee to relocate.

3.  Rate of pay as close as possible to exisKng rate and a safety net whereby it is not less than 80% and not more than 110% of the maximum pay.

If you are registrable or registered and are offered another position within your agency or the public sector, there are limitations on what the employer can offer you. It must be deemed to be suitabl. If you are uncomfortable with what is being offered, as a Union member, contact Unionlink IMMEDIATELY. Our Union can give you advice and assistance through any dispute.If you refuse a post or position offered by your employer that it has deemed suitable, it can lead to dismissal.Yes, they can redeploy you into a position of lesser pay. You will maintain your current salary level for only 6 months before dropping to the new pay scale. To be suitable, the position must be within 80 to 120% of your existing Level.

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WORKFORCE REFORM:

The Terminator Act

Slide Description


Specific en=tlements upon accep=ng redeployment

within the Public Sector

1.  Transfer of all unused accrued and pro-‐ rata annual leave, sick leave and long service leave to the new employer

-‐Treasury InstrucKon 520 provides for the inter-‐department financial arrangements that apply to the transfer of leave enKtlement.

2.  All reasonable relocaKon expenses.

3.  6 months salary maintenance if posiKon has a lower rate of pay

You maintain your entitlements but your salary may alter the 6 month maintenance period.Get agreement about relocation expenses in writing! The union have seen major disputes over expenses before between Agencies and members.


Specific en=tlements on accep=ng a suitable Private Sector Office, Post or Posi=on

1.  Cash in lieu of all unused accrued and pro-‐ rata annual leave and long service leave.

2.  A transiKon payment (under RegulaKon 9 (1)(b)) to an employee who accepts an offer of employment in the private sector as a consequence of contracKng out funcKons. EnKtlement as determined by the Public Sector Commissioner which is not less than 4 weeks’ pay and not more than 12 weeks’ pay.

As discussed previously, this is not because you find a suitable job outside of the Public Service while being either Registrable or Registered! ClarifyYour position is abolished because it has been privatised or outsourced and the new private sector employer wants you to work for them. This is your choice.You get all your entitlements and up to 12 weeks payment to go across to the new private employer


Voluntary Severance Packages

1.  3 weeks’ pay for each year of conKnuous service, not exceeding 52 weeks’ pay. Employees who have completed more than 1 but less than 2 years of conKnuous service are enKtled to a severance payment equal to 4 weeks’ pay.

2.  Pay is the rate applicable to the substanKve classificaKon, plus any allowances for undertaking higher duty allowance or an allowance for temporarily undertaking duKes other than those of the substanKve posiKon on a conKnuous basis in the preceding 12 months.

3.  Cash in lieu of all unused accrued and pro-‐ rata annual leave and long service leave.

4.  An “in lieu of noKce redundancy payment” (RegulaKon 4A) is payable to the employee in situaKons where the employer does not give the required 12 weeks’ wri4en noKce of the employee’s posiKon being abolished and becoming surplus to requirements.

The current VRP, it may or may not be enhanced by the Government to an EVRP.Departments have the ability to offer a Voluntary Severance Package (VSP) if a position has been abolished. Last year, the Government added 8 weeks to create an Enhanced Voluntary Severance Package (EVSP), this is to act as an incentive to remove employees from the payroll quickly.Your Department will provide you with a letter containing the total package amount and what the calculations are based upon. Unionlink can help you understand the numbers but you will need to access independent financial advice re super and tax implications. The union can not give financial or tax advice.Before you think that the VSP or EVSP payments are generous, the Govt recoups this money within 2 years, and the functions that people carried out tend to be spread amongst those left behind, and they place limitations on people re-entering the Public Service. Also some agencies are not permitted to offer VSP or EVSP to their staff.


Surviving the Process

Going through a process of change can be difficult for you, your colleagues, family and friends, so here is a quick overview of some of the common impacts and effect you may notice


Overview of Response to Change

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TIME

EMOTIO

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INTERFEREN

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FATIGUE

This graphic is a representation of the effects of change and indicators of effect relating to work functions.Time / Quality of Work / Motivation: it takes longer to do things due to confusion, people unsure why they should do things when the job role will be stopping.Emotion: Any change process leads to emotions being displayed or felt. It has to be remembered that people can spend more time at work that they do at home interacting with family! This loss can lead to behavioural, physical or emotional issues caused by leaving the workplace and friends.Interference: No clear direction, unclear reporting lines, miscommunication or people playing games over proposed new roles or jobs usually leads to increasing interference by others.Fatigue: The uncertainty of the change process and the stress involved creates a new level of either organisational or employee weariness. This can lead to increased issues of health and wellbeing amongst the workforce.As a Union we are here to help and the advice and support from Unionlink. Or you can access your Employee Assistance Program.

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WORKFORCE REFORM:

The Terminator Act

Slide Description


This is an example of change models that was developed to highlight the effect of change on people when they go through a life event. This is based upon work by a Swiss American Doctor called Elisabeth Kubler Ross and the “Grief Cycle.”It may give a better understanding of the emotions and effects on your colleagues - REMEMBER this is a generic model.


The Process of Transi=on

This is work by an academic called John Fisher and he worked on change models as well and we have a handout on his work.Again this is for your information.


How to help yourself and others

Work Home •  Be aware

•  Don’t hide how you feel

•  Support your colleagues

•  Hold your employer accountable to their decisions

•  Support your Colleagues

•  Don’t take it home

•  RelaxaKon techniques

•  Exercise for body and mind

•  Eat, Sleep and be Merry

Just a few pointers about how you can look after yourself and others.Hopefully your agency will provide access to both internal and external assistance to those going through Redeployment and Redundancy process. If not please let your delegates and the Union know and we can raise this with your employer.


“No cuts, proposed or planned, for staffing within the public sector –

none at all”

Colin Barne+, Premier Western Australia Sept 2012

We have talked about the process and the effects but what we need to address the question of why this is happening and what we can all do to get the Govt to pause and rethink this legislation and regulations.Fundamentally - It is a political and economic decision based upon mismanagement of the economy and a blinkered and skewed political agenda. Our Union does not agree the need for this legislation.Together we have fought a delaying action assisted by the ALP and Greens. This has been achieved by you holding the Premier to his quote before an election not his actions afterwards!We believe that amending the legislation is to assist privatisation, cost cutting and outsourcing.


What we believe

•  Being registered as a redeployee with the Public Sector strictly as last resort

•  Forensic analysis of the business case when a posiKon is being highlighted for abolishment to determine impacts on the community

•  Where a posiKon is being abolished, to ensure dignity and respect throughout the redeployment process

•  To ensure that any posiKon the member is placed in, is a job that has meaningful work, and where possible a like for like transfer will occur

•  Where a like for like transfer is not possible, that you are trained appropriately for other vacant posiKons within your agency

•  That the agency of your employment will do everything in its power to find you employment internally

So we have a two-pronged approach:1. Remove the Legislation. Focus on getting political parties to repeal this legislation or

a commitment of non use (as the South Australian Government current adopts) as part of their election commitments.

2. Campaign to make the regulations less toxic and to lessen the impact upon our members and your colleagues.


Govt V CPSU Viewpoint : Registrable

Government PosiXon Our View

The Agency has a discreKonary opKon and it MAY offer the registrable employee

a Voluntary Severance package Should always be offered

The PSC document is unclear and it be as li4le as 4 weeks

The registrable employee should have a minimum 8 weeks to make a decision on

taking the VSP

No limit to the Kme being an internal Redeployee or Registrable

No limit to the Kme being an internal Redeployee or Registrable


Govt V CPSU Viewpoint : Redeployment

Government PosiXon Our View 6 month redeployment Minimum of 12 months redeployment

Will be terminate at the end of the 6 months Agency or Department has discreKon not to terminate due to employee circumstance or

potenKal employment internally

WAIRC cannot restore employment once registered and terminated

WAIRC should be able to review and intervene in all part of the process

Maximum payment is 16 weeks aker 10 years or more of service

The Voluntary Severance Payments maybe accessed by the employee during or on

compleKon 12 months redeployment period

Suspension of the 12 months period provisions due to secondment, Workers Comp etc

PSC will acKvely enforce that Agencies and Dept comply with training and case

management


Your Union Team suppor=ng you

Team What we do to help

Delegates and Members Your voice in the workplace

Organising Helping members and delegates coordinate the Union responses

Unionlink Handle day to day quesKons and queries from members in police

Industrial Services Group Our advocates who will support any work in the Industrial Commission or Workers Comp

Learning and Development Helping you understand the process and offering training courses

Publicity Keeping you up to date and the community aware of the consequences cuts to the Public Service

Our Union’s proposals that have been sent to the Public Sector Commissioner for his consideration,and have included: 1. That the process is employee focused.2. That access to the VRP is available at all times irrespective of whether the employee

is Registrable or Registered. 3. That all timeframes be increased.4. That the Redundancy timeframe can be suspended or revoked.

Page 4



WORKFORCE REFORM:

The Terminator Act


Slide Description


What you can do to help you!

•  Keep in touch about what’s happening

•  Join your Union

•  Invite a non member to join

•  Think about becoming a Delegate

•  Email the Premier

•  Help us campaign against Public Sector cuts

We need your help not only to keep your Agency accountable but also the Government. Please get involved as a member or a delegate, keep in touch.


Just as we run into the finish a wee bit about our Union, maybe there is no such thing as a free lunch after all!


Who we are

The Community and Public Sector Union, Civil Service AssociaKon (CPSU/CSA) was established in 1901.

It is an acKve and progressive union commi4ed to promoKng a modern, efficient and responsive State Public Sector that delivers quality services and quality employment.

We cover over 40,000 workers in over 120 State Government Departments and Agencies and private companies and over 640 different occupaKonal groups, in both metropolitan and regional and remote areas.

CPSU/CSA Members have an inKmate knowledge and understanding of all facets of the WA Public Sector and are commi4ed to ensuring that it is a quality, efficient, sustainable public sector that meets the needs of the Western Australian community.

We are one of the oldest unions in WA and have a proud history of being run by members for members in the public service.We strive to represent our members needs and wants to their employers and the wider WA community.


What are we all trying to achieve?

ü  Be4er CondiKons and Wages

ü  ProtecKon of current condiKons

ü  Frameworks in place to build a be4er planorm in future agreements

ü  Enhance formal relaKonships between our Union and Government

ü  Making the WA Public Service an “Employer of Choice!”

We work to make our members work life better and we try and work with our members to achieve outcomes that we know will make WA better, safer and fairer and hope that if you are not a member, you will consider joining.


Just what have Unions done for us?

Paid annual leave

SuperannuaKon

Public Holidays

Sick Leave

Workers CompensaKon

ReclassificaKons provisions

Minimum Terms and CondiKons

Long Service Leave

Workload provisions

OccupaKonal Health and Safety

Equal OpportuniKes

Maternity Leave And many, many more Apologies to the Monty Python Team

Just a few of the things that we have all worked to achieve and now need to protect.


As a Union member, you not only get the benefits of professional advice and support but your membership helps us gain access to discounted services for our members.


How to contact us

UnionLink -‐ (08) 9323 3888 or

1300 733 800

Or via recepKon -‐

(08) 9323 3800

Email UnionLink -‐

[email protected]

Web www.cpsucsa.org

This is the contact details for the Union and Unionlink, the union staff that provide support and advice for members.


Discuss, acknowledge concerns, acknowledge this is not an exact science but we have tried not to be too judgemental; reiterate we are after a public services Friendly Government If you can’t answer call L&D on 08 9323 3897 or Gary Keenan on 0400 424 043

Room Set Up• Book the room, get there early to set up, check

everything works• If ordering food, do this in conjunction with CSA L&D

section. Get authorisation to host and make sure we have invoices or a good caterer.

• Have you rehearsed the presentation and marked out what you want to say and when you will say it.

• You have 35-45mins max to deliver the session

• Have you got enough Handouts?• Do you have flyers? Make sure you have read the flyer• Have the union contact details at end?• Have you got a copy of the presentation and check

that it is accessible for viewing• Look at the layout of the room• Can everyone see the screen?• Do you have to move furniture?

Page 5


WORKFORCE REFORM:

The Terminator Act

FEEDBACK FORM for workplace meetings and conversations

Please record here the people you have spoken to, either in person or at a planned meeting and fax back to us on: (08) 9323 3878 ATT: DSC Campaign Team

Name Member Y/N Email Address Mobile Number Commit Y/N

Delegate:

Worksite: Date:

HOW DID THE MEETING GO?




Delegate:

Worksite: Date:





Delegate:

Worksite: Date:





Delegate:

Worksite: Date:


Return your completed form in person (to our offices or your Organiser), scan and email to [email protected] or fax to 9323 3878


WORKFORCE REFORM:

The Terminator Act

Email/Notice for Staff about a meeting

Subject: Respect-Choice – Rights Union Meeting Dear Members,

We are holding a meeting for all Union members to discuss the privatisation of group homes. We think there needs to be minimum standards for when a home is privatised to protect the human rights of individuals and staff. DSC is not listening and now CPSU/CSA Delegates have put in place work bans on documentation tasks across all Group Homes.

We need to have a meeting to discuss this and make plans to support the action. Please come along and have your say.

The details are:

Time:

Date:

Place:

I look forward to seeing you at the meeting. If you have any questions in the meantime, please let me know.

Regards

[Delegate Name]

Email/Notice for Staff about a meeting

Subject: Respect-Choice – Rights Union Meeting Dear Members,

We are holding a meeting for all Union members to discuss the privatisation of group homes. We think there needs to be minimum standards for when a home is privatised to protect the human rights of individuals and staff. DSC is not listening and now CPSU/CSA Delegates have put in place work bans on documentation tasks across all Group Homes.

We need to have a meeting to discuss this and make plans to support the action. Please come along and have your say.

The details are:

Time:

Date:

Place:

I look forward to seeing you at the meeting. If you have any questions in the meantime, please let me know.

Regards

[Delegate Name]

Terminator Act MeetingDear Members,

We are holding a meeting for all Union members to discuss the Workforce Reform Act.

Did you know that this Act constitutes the worst forced redundancy scheme of any state in Australia and if you become a Registered Redeployee you will be terminated after 6 months?

If not, please join us at our this special workplace meeting to find out the latest news, how these issues can affect your employment conditions and what we can do together to try and change this unfair policy.

Details below, we hope to see you there.

Regards,

[Insert your name and details]

Delegates' Kit: The Terminator Act

Documents

Transcript of Delegates' Kit: The Terminator Act