Offer – Dec 2020 (PDF version)
On Monday Northcott provided the CPSU NSW with a draft enterprise agreement that would slash the wages of Disability Support Workers (DSWs) by up to 10 per cent.
Northcott has advised the union that it will release the proposal to staff on 18 December 2020, and begin the formal access period, between 20 and 27 January, prior to conducting a vote on the agreement between 28 January and 10 February.
Proposed agreement cuts transferred staff DSWs pay and conditions
Northcott has repeatedly rejected our attempts to negotiate the protection of transferred staff entitlements, saying that these do not conform to its business model or how it wishes to conduct its business, or would be administratively onerous.
Here is a summary of the major cuts to your current conditions if the proposed agreement comes into force.
Rate of pay
Our analysis suggests Northcott’s proposal has the following implications:
| Rate of Pay | Reduction |
| Base rate | up to approximately 10% per hour |
| Afternoon shift allowance | up to a total of approximately 21% per hour |
| Evening shift allowance | up to a total of approximately 23% per hour |
| Part time Add hours | up to a total of approximately 18% per hour |
Classification structure changed
DSWs will be reclassified as Support Workers, with resultant pay losses.
Hours of work
Members currently working 35 hours per week will be required to work 38 hours per week.
There is NO minimum of eight0 or 10-hour shift for full-time staff. This may result in full-time members having to work longer hours.
Minimum shift length is reduced from four to three hours when recalled to duty.
Meal breaks and meal allowances
Paid meal breaks are included, and if required to work during this meal break, no overtime will be paid.
Meal allowance conditions have been reduced:
Overtime
This will become payable only after 10 hours NOT eight hours.
TOIL will be taken hour for hour NOT at the overtime rate.
Overtime will only be paid for roster changes of less than 24-hour notice if this falls on a rostered day off.
No access to excess travel time
Rostering
Sleepovers
Criteria for when sleepovers are to occur are removed.
Leave
Full time employees will NOT have access to flex time or ADOs.
Reduced sick leave accrual.
Reduced trade union leave.
Restricted access to leave without pay.
No special sick leave.
No additional recreation leave for members stationed remotely.
No purchased leave.
No witness leave.
No study leave for exams.
You will accrue less leave:
Reduced eligibility to paid parental leave – requirement for 12 months instead of 40 weeks’ service.
Allowances
No first aid or clothing allowances; reduced on-call allowance.
Mobility of staff
No provision to manage the movement of staff between group homes.
If Northcott proceed with a staff ballot, the CPSU NSW recommends you VOTE NO.
We remain committed to bargaining for an outcome that protects the financial interests of transferred staff and delivers an equitable remuneration framework for all front line disability workers.
We have written to Northcott to outline our opposition and are currently considering our options. We will provide further updates over the Christmas and New Year period.
In the meantime, if you have any questions do not hesitate to contact the CPSU NSW on 1300 772 679 or Thane Pearce at or on 0408 223 276.
Not a member? Join today at www.cpsunsw.org.au/join
