The PSA/CPSU NSW has negotiated a two-year Agreement with a 2.5% per annum pay rise.
There is also provision for conversion from temporary contract to ongoing employment for currently employed Managers and for TAFE to have discretion to offer permanent employment for positions that they consider will be ongoing and fit business needs.
This allows for members undergoing restructures to be able to transition into a Manager position without necessarily losing their current job security.
Transition positions within and across the ongoing restructures within TAFE NSW will sit outside this provision.
While TAFE NSW would not agree to a relocation allowance for staff who move voluntarily, they did agree to improve the wording within the flexible working hours clause to make it easier for Managers who work longer hours to access TOIL.
With regard to the Domestic Violence Leave clause, we were unable to secure a change to the accessing of Special Leave as TAFE NSW insists they are bound by the State Government’s policy of having to exhaust all other personal leave prior to accessing Special Leave for this purpose.
We did however indicate that it will be a priority in the next round of bargaining.
We are seeking the endorsement of members and a “Yes” vote. Members will be surveyed on 17 and 18 July 2017 in this regard. If you are a current TAFE Institute Manager and are covered under this agreement, you will be sent a link to a survey on Monday 17 July. If you do not receive the link by COB on 17 July, please contact Chris Bird on .
The access period will begin on 19 July with the ballot scheduled for 27 to 31 July.
It is important that you continue to have a say and your voice is heard. You can support the work of the PSA/CPSU NSW and your local delegates by joining the CPSU NSW.
Please forward this to your colleagues so that they know what their rights are, and encourage them to JOIN THE CPSU NSW.