The CPSU ballot for a new bargaining agreement has concluded with 93 per cent of members voting ‘Yes’ to accept the employer’s offer which includes back pay to the 1st of December 2025 and raft of new and improved conditions.
Wages
A three-year deal with structural adjustments (money into your base salary) before percentage increases are applied for year one and year two. In year three, you’ll receive your pay increase early in September.
The headline wage increases are 3% (year 1), 3% (year 2) and 2.75% (year 3) but with extra money going into most classifications in the first two years as follows:
$800 for General Stream Bands 1-5
$600 for General Stream Bands 6
$500 for General Stream Band 7 and 8
For the majority of workers this is an 11% to 12.% increase over two and a half years, before factoring in annual salary progression.
The equivalent salary points of these structural adjustments will also flow to professional stream employees.
Here’s an example of how the wage increases apply for General Stream Bands 1-5:
Year 1 – $800 to base then 3%
Year 2 – $800 to base then 3%
Year 3 – 2.75% (paid early from September, which will move your pay dates in future agreements forward as well).
You can download the employer salary tables here:
- Tasmanian State Service Award – General Stream Salary Table
- Health and Human Services Award – General Stream Salary Table
- Tasmanian State Service Award – Professional Stream Salary Table
- Legal Practitioners Salary Table
State Service Standard Conditions
The offer includes the following Tasmanian State Service Standards, which if accepted, would apply to all workers:
- New Reproductive Leave of 5 days per annum (pro-rata)
- The Right to Disconnect – limiting contact from work outside of being paid and emergency situations
- Faster access to Parental Leave (after 40 weeks of employment)
- New Pregnancy Loss Leave
- New right to take Personal Leave for medical appointments.
- New Gender Affirmation Leave option to take 8 weeks at half-pay
- Extra 5 days paid Family Violence Leave per year
- Casual employees to become eligible for paid Family Violence Leave
- Aunties, Uncles, Nieces, and Nephews to be recognised as ‘immediate family’ for accessing Personal Leave, Bereavement Leave, Compassionate Leave and Family Violence Leave
- Carers Leave doubling to 40 days per year (from your Personal Leave balance)
- Reduction in the evidence needed to access Bereavement Leave.
- The right to have Recreation Leave requests responded to within 14-days.
- Retention of Christmas Close Down Days, and extension of the Christmas Shift Worker loadings to include Band 4.
PSUWA-specific Conditions (TSSA and HAHSA)
This package also includes new PSUWA conditions, including:
HDA/MRDA
Extension of 1-day HDA/MRDA to all agencies where criteria are met (expanding this from only DOJ and DPFEM to all).Personal Impact Days
5 days paid Personal Impact Days to manage the risks associated with consistent exposure to vicarious trauma and critical incidents – for exposure to matters including but not limited to:deceased persons
severe animal cruelty
traumatised children and families
Broad Banding provision in HAHSA
Extend TSSA broadbanding provisions into HAHSA.DOJ: Corrections Allowance 6.5%
Will apply to employees who work directly with inmates including kitchen staff (note this is seperate to the existing Correctional Facilities Allowance).DOH: Health Registered Trades Allowance & PPE Allowance
Introduce allowance of $500 per annum to address the additional costs faced by this workforce in DOH maintaining registration of their trade and creation of PPE Allowance of $2.70 per hour where N95 required for four hours or more.DPFEM: Composite Wage Increase Radio Dispatch Officers
An uplift in the composite allowance of 1% for other roster, 1.5% for non 24 hour and 2% for 24 hour.DECYP: New and Expanded Allowances for School Support Staff
Improvements to toileting allowance and the health procedures allowance, and the creation of an aquatic support allowance and school administration student care first aid allowance (pilot).NRE: Recognition of Emergency Management & PPE Allowance
All employees in NRE to be covered and paid HDA where internal incident management response is stood up and workers are directed to perform roles within AIIMS that are higher banded, and creation of PPE Allowance of $2.70 per hour where N95 required for four hours or more.DSG: School Crossing Patrol Officers (other than casual)
SCPOs to receive a minimum of two hours work – an extra 30 minutes pay.
You can read the full list of PSUWA (TSSA & HAHSA) conditions in the full offer.
Non-Agreement Commitments
Some commitments in this offer won’t sit in your award or the agreement. These are called non-agreement matters and they still form part of the overall package:
DOH
Commitments to the ability of more employees to access Christmas Close Down Days for day workers in DOH ensure access issues are resolved through improvements to the interpretation guidelines
Payroll: Work value review of Band 3 Payroll Officer (however names) role.
DPFEM
Review of Appendix 17 for Radio Room.
Review of employment instrument for SES workforce.
Review of industrial arrangements and work value (classification) of Volunteer Training Instructors.
NRET
Seed Lab support for classification review process.
Firearms Allowance — Commitment to explore an allowance for workers directed to use firearms outside of their substantive duties.
Foul and Nauseous — Commitment to explore the extension of the allowance to additional roles.
Biosecurity Rostering – Commitment to explore rostering practices.
DECYP
Commitment to progress work on a specialisation and career pathway for Teacher Assistants.
School Administration (Bands 2–3): Ability for schools to reclassify and directly promote Band 2 to Band 3, and agency to explore broadbanding of school administration roles.
DOJ
Community Corrections: Review of Appendix 15 (progression criteria and qualifications).
WorkSafe: Review of banding structure, SODs, recruitment and retention of Inspectors.
Legal Practitioners: LP1 and LP2 review of classification descriptors; clear letter stating employee entitlement to flexitime and overtime/TOIL provisions in acknowledgement of poor practice
Legal Practitioners: Removal of appendix terms that say Professional Development is an ‘individual responsibility’ to reflect practice of agency funding.
All Agencies – ICT
ICT employees will be able to undertake relevant training, certifications and familiarisation activities in work time, including when new systems, platforms or technologies are introduced. The Head of the State Service will reinforce this with Heads of Agencies to ensure it is consistently applied.