The Aruma enterprise bargaining committee met last week on Wednesday 12 July 2023. The main items discussed were around leave entitlements in your new Enterprise Agreement.
In summary, leave types discussed included:
CPSU NSW believes that moving forward, all Enterprise Agreements should contain provisions for Pandemic Leave.
This is to alleviate the ad hoc and totally unprepared situation the community faced when the COVID-19 pandemic was declared.
The rarity of these events hopefully would make them cost effective, but if a future pandemic was declared, at least with a defined entitlement specified in the Aruma Enterprise Agreement 2023, we would be in front of the curve.
Your CPSU NSW bargaining reps put at the meeting that staff working in disabilities were more likely than many other professions to be exposed to viruses such as COVID-19, and people who are unwell should not be forced to work to pay the bills.
Aruma seemed to be open to the ideas expressed but said it would need to confirm any relevant funding arrangements that may impact its ability to provide these arrangements.
The CPSU NSW’s position is that the provision should be included in the Enterprise Agreement, and funding can be worked out when the next pandemic is declared.
Aruma suggested maintaining two days’ special disaster leave per calendar year as per the current policy. Untaken leave doesn’t accumulate.
Aruma’s position is that it would consider possible rewording of the existing provision to give Regional Managers the discretion to approve more Natural Disaster Leave, based on personal circumstances.
With the incidences of natural disasters due to climate change becoming increasingly frequent, the CPSU NSW does not view the current arrangements as sufficient.
The CPSU NSW would like to see up to five days’ Natural Disaster Leave being provided to affected employees. Regional Manager discretion should not be required to access the leave particularly if either NSW or Commonwealth Governments declared an area as being subject to a natural disaster.
It was generally felt that this entitlement could be better articulated within the Aruma Enterprise Agreement 2023.
Aruma has offered to increase Personal Carers Leave to 12 days per year.
We would like Aruma to consider refining the definition to reflect modern types of family structures. Recognising different family structures of today vs traditional ‘nuclear family’ from last century is important to better reflect the community in which we live today.
Aruma will consider this in its review.
Aruma proposes the ability for an employee to request Family and Domestic Violence Leave, which managers can approve at their discretion. People in family and domestic violence situations are already under extraordinary pressures to try and live ordinary lives.
Why should this leave be discretionary? Making the situation potentially harder for victims makes no sense.
While the National Employment Standards are the bare minimum, CPSU NSW is attempting to negotiate more days for members subject to family and domestic violence.
We’d also like to see some sort of independent review mechanism if a member’s leave application is rejected.
Aruma indicated there is no intention to change the current clause, just an update to modernise the clauses wording. Aruma also indicated an intention to extend top up payments as per federal requirements.
Aruma indicate there is no intention to change the current provision which is for 10 days’ unpaid.
Aruma advises it is currently working through the reconciliation action plan.
Discussion was held around how the Enterprise Agreement would recognise and acknowledge different cultures across Aruma’s diverse multicultural workforce.
ASU have made a claim for four days’ paid Gender Affirmation Leave which is non-cumulative and separate from personal leave.
The CPSU NSW is considering its position with respect to Gender Affirmation Leave.
Aruma may seek to broaden the scope of this leave, to include other issues such as fertility procedures. Aruma will propose wording for consideration.
The CPSU NSW would like to see improved access to Long Service Leave. The Enterprise Agreement currently includes an ability to access Long Service Leave after five years. Aruma advises it has no intention to change the clause.
Some discussion occurred on how leave is taken, such as block leave, one day or part days.
Further, CPSU NSW would like to see this leave accruing at the NSW Public Sector extended leave rate, as it is more beneficial than the statutory accrual rate.
The CPSU NSW is pushing for the enhanced NSW Public Sector accrual provision to be made available to all staff employed under the Aruma Enterprise Agreement 2023.
The meeting discussed the ability to substitute another day when working hours fall on public holiday. This issue is still open for discussion. If CPSU NSW members have a view on how this entitlement should work, we’d be interested in receiving your feedback. Please contact one of the CPSU NSW bargaining delegates in your area.
The CPSU NSW is seeking to have all existing provisions within the copied State award around the special leave entitlement to be maintained or enhanced in the Aruma Enterprise Agreement 2023.
Aruma mentioned again that its intention is to ensure consistency. Aruma believes most options are already covered in other available leave types.
Regardless, the CPSU NSW’s position is that there is no harm in providing specific clauses that define various forms of leave. In fact, separating leave into various specific entitlements makes it clearer for an employee to understand and access their leave entitlements depending on their individual circumstances.
The meeting discussed Volunteer Leave particularly, where Aruma staff volunteer to assist with natural disasters such as with the Rural Fire Service or the State Emergency Service.
Management gave an undertaking to investigate inclusion of this form of leave. It was pointed out that currently a number of people are unaware of the leave types available if they perform formal volunteer functions. Currently, it appears staff have been claiming annual leave for when they are called up to attend incidents. This would skew Aruma’s data on Volunteer Leave.
Again, it is the CPSU NSW’s position that this is another form of leave that should be clearly defined with a separate provision in the Aruma Enterprise Agreement 2023. This will allow staff who volunteer with emergency organisations to easily work out their leave entitlement.
CPSU NSW believe there should be more flexibility in accessing Annual Leave, for example, an availability to use smaller increments such as half pay.
Aruma advise they are not against exploring flexibility options. Further discussions will occur.
Members are invited to provide feedback directly to their Aruma bargaining representatives or delegates. Contact details follow.
Thane Pearce * Industrial Manager
Anthony Wright * Industrial Officer
Vivette Horrex Metro Organiser
Alex Sala Metro Organiser
Melanie Coombes Metro Organiser
* Your CPSU NSW Aruma Enterprise Agreement 2023 Bargaining Representatives
Member Support Centre
1800 772 679
