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Wins of Christmas

  • 5 days paid leave every year for Aboriginal and Torres Strait Islander workers to access cultural and ceremonial obligations, or to attend community culture events.
  • Kinship will now be better recognised and valued, with ‘immediate family’ redefined to recognise significant Aboriginal kinship relationships for accessing personal/carers leave, as well as compassionate and bereavement leave. These claims were developed and secured by our Aboriginal & Torres Strait Islander Advisory Forum and the AEN.
  • A new entitlement for you to substitute the 26 January 2024 public holiday.
  • An additional 2 weeks paid parental leave plus 1 week partner leave.
  • An additional 12 weeks paid parental leave if the secondary caregiver takes over primary care responsibilities within the first 18 months of the life of the child.
  • We’ve secured access to paid parental leave for grandparents, as well as 6 weeks paid leave for Surrogates and Foster Carers.
  • 10 days paid leave a year for Bereavement & Compassionate Leave, now recognising still birth and miscarriage.
  • Family and Domestic Violence leave has been doubled to 20 days
  • Thanks to the action of union members, we’ve secured Gender Affirmation Leave for workers, up to 4 weeks paid and 48 weeks unpaid.
  • Primary Caregiver: 18 weeks paid parental leave (2 weeks additional)
  • Secondary Caregiver: 4 weeks paid parental leave at the time of the birth. An additional 12 weeks paid parental leave if the secondary caregiver takes over primary care responsibilities within the first 18 months of the life of the child.
  • We’ve also secured Grandparent Leave: Grandparents acting as primary caregivers will be entitled to paid Parental Leave: 18 weeks continuous paid parental leave where the grandparent has primary responsibility for the care of a newborn or newly adopted grandchild.
  • Further including the 18 weeks paid parental leave grandparents acting as primary caregivers are entitled to 52 weeks continuous unpaid leave where grandparents assume primary care giving responsibilities in respect of the birth or adoption of a child.
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  • Surrogacy Leave: 6 weeks paid surrogacy leave for an employee acting as a surrogate in a formal surrogacy arrangement pursuant to Surrogacy Act 2012.
  • Foster Carers Leave: Up to 10 days paid leave per year to support foster carers, recognising diverse family arrangements.
  • Thanks to union members taking action, we’ve secured dedicated Disability Leave – up to five days per year. This means you get greater flexibility to access activities or appointments related to disability.
  • 3 Days Leave with Pay between Christmas & New Year if your Agency closes. 150% loading for shift workers required to work.
  • Increase to shift loading to 27.5%.
  • You’ll now receive superannuation on all unpaid parental leave, as well as personal leave without pay over 4 weeks.
  • Salary sacrifice in rural and remote locations:The extension of salary sacrifice arrangements for all staff in remote/regional locations for remote area housing rental, housing loan interest or the costs of purchasing or building a property in line with ATO guidelines. Any benefit will be on the basis of no FBT liability accruing to the employer.
  • DPAC: Service Tasmania will introduce 10 x 30-minute paid meetings per year which will be face to face for Category A and B sites and on Teams for Category C and D sites (which may involve more than one site).
  • TSSA/HAHSA: Amend award to remove restriction on fixed-term employees access to HDA and MRDA.
  • TSSA/HAHSA: Amend the TSSA and HAHSA for Private Vehicle Use and Occasional user (without changing intent or operation) to clarify that the provision covers employees using electric vehicles.
  • Make provision in TSSA to increase minimum hours of engagement of work for fixed-term casual and permanent part-time employees to 3 hours
  • The parties agree to undertake a review of Incident Management Operations within the TSS with a view to consistent conditions to apply across the TSS within 6 months of registration of the Agreement.
  • Market Allowance: Amend current market allowance provision in TSSA and HAHSA to increase the market allowance from up to 10% to up to 20% of salary above the maximum salary of the specified band.
  • Department of Health will implement broadbanding of Pharmacy and Pathology Technician roles
  • Libraries Tasmania: DECYP to reclassify employees currently classified at Band 1 to Band 2 where assessed as appropriate in relation to the Band 2 Statement of Duties within 3 months of registration of the Agreement.
  • Where a position is reclassified as a result of this review, DECYP will support promotion without advertising for those employees who have been reclassified.
  • DSG to review of the Visitor Service Officer roles including review of the Tasmanian Museum and Art Gallery Agreement.
  • A proposal for a separate classification structure for School Business Managers
  • ICT Pathway: Amend the TSSA Information Communications & Technology Classification Structure Appendix 10 to include clear promotion and progression pathways for ICT employees with a high level of technical expertise, but no management responsibilities.
  • New rights to request permanency and permanent hours f you’re on a Fixed Term Contract or permanent part time.
  • Right to access medical appointments in paid time.
  • TSSA workers: a new compressed hours arrangement: new flexibility option that allows day workers to alter their work patterns to work more hours across less days, so that you can have a regular day off. For example, working your fulltime hours across 9 days in a fortnight and taking one day off.
  • Wages: Your wages will go up between 10.3% and 13.3% over the life of your Agreement, with first year wage rises of between 4% and 6.8% – that excludes the $2,000 in one-off payments to lower paid workers over three years. The amount we increased the Government’s wages offer by, in just the first year of this new Agreement, is more than twice the cost of union membership. And that’s just one year of one Agreement.
  • NRET: Special Allowance for workers required to reside in remote/isolated high cost areas, plus a one-off incentive/attraction payment (currently being finalised).
  • NRET: Hiking and Camping Reimbursement: new policy to ensure appropriate gear will be available to all employees.
  • NRET: Commitment to review of Incident Management Operations to ensure consistent conditions for all workers.
  • NRET: Restriction removed on fixed-term employees receiving Higher Duties Allowance for acting up in their role (not on rolled in allowances).
  • NRET: $700 per year Foul and Nauseous Allowance for every Field Officer and many Rangers required to come into contact with uncontained sewage, to be paid fortnightly.
  • PWS: Winching Availability Allowance
  • PWS: Backpay: Winching Availability Allowance
  • PWS: Voice on overtime, TOIL & flexitime
  • PWS: New Loadings: Weekends & Holidays with Pay!
  • PWS: New Loadings: Overtime!
  • PWS: Planned Burns Roles recognised!
  • AHP: New level for AHPs starting out!
  • AHP: No cap on overtime!
  • AHP: Recognition of Play Therapy!
  • AHP: Increase: Night Shift Allowance!
  • AHP: Increase: On Call Allowance!
  • AHP: Availability Allowance Up!
  • AHP: Professional Development Increased!
  • AHP: Access to Preceptor Allowance!
  • AHP: Serious Crime Qualification and Capability Allowance (Forensic Science Service Tasmania workers)
  • AHP: CSS – Five Personal Impact Days available now!
  • DECYP AHP: New entitlement: 10 days non-attendance time
  • AHP: Structural salary adjustments designed to align our AHP rates to the mid-point of those paid nationally (7.9% to 4.2% in the first year of the Agreement).
  • AHP: Progression from AHP 2-3 without requiring promotion. New salary horizon
  • AHP: Criteria for Accelerated Competency Progression.
  • AHP: Better recognition for Masters & 4-year Undergraduate Degrees and prior work experience
  • AHP: New Deputy Manager level at top of Band 4, plus new levels in Band 5 to support progression.
  • Schools: Closing the Pay Gap: School Holidays Stand Down reduced with extra week’s paid work plus leave for Teacher Assistants, School Administration and Business Managers.
  • Schools: $40 Weekly Allowance for Teacher Assistants assisting meal plans.
  • Schools: Toileting Allowance increased to $30 and extended to all kindergarten & prep TAs.
  • Schools: Specialist Programs Allowance of $40 per week for TAs undertaking specialist programs in speech, language, auslan and physiotherapy.
  • Schools: Healthcare Procedures Allowance increased to $40 a week.
  • Schools: Support Schools staff: bonus 1.35% Engagement Allowance
  • Schools: All School Support Staff to receive laptops.
  • Schools: Review of Library Assistants to support underclassified Band 1s to be promoted to Band 2 without advertising.
  • Schools: New Classification Structure for Business Managers, backdated to 31 March.
  • Schools: Teacher Assistants to receive paid break for recess.
  • School-based workers: right to work additional hours during term, to be taken in-lieu during school holidays.
  • School-based workers: IT staff in schools to receive Communicable Diseases Leave
  • Schools: The right to negotiate a compressed work week, such as a 4 day week or 9 day fortnight.
  • Justice: DOJ commitment to updated Monitoring & Compliance Unit Agreement, to better recognise professional skills and qualifications.
  • Justice: DOJ commitment to negotiate an updated Community Corrections Agreement.
  • Justice: Higher Duties Allowance can now be paid for periods of one day where you are directed to undertake significant roles requiring exercise of delegated authority or limited supervision in declared emergencies or key operational roles at the direction of DOJ.
  • To come! Correctional Officer: Agreement in train!
  • DPFEM: State Emergency Service – review State Emergency Service workplace flexibility arrangements in respect of award requirements within 12 months of registration of the Agreement and consider s55 Agreement.
  • Police Radio Room – review Police Radio Room workplace flexibility arrangements and roster arrangements in respect of award requirements within 12 months of registration of the Agreement. DPFEM are currently undertaking a full review of Police rostering and these outcomes will inform the review.
  • DPAC will undertake a review of Service Tasmania staffing model to include consideration of regional model which encompasses a number of the CPSU claims in relation to staffing across Service Tasmania sites and WHS arrangements in place at each location.
  • Parks & Wildlife Service Agreement Registered
  • Radiation Therapists Agreement Registered
  • Engineers (State Growth) Agreement Registered
  • Dental Offices Agreement Registered
  • Allied Health Professionals Agreement Registered
  • Ministerial Drivers have now secured the right to overnight meal allowances rather than the much lower overtime meal allowances, in certain circumstances.
  • WorkSafe: As the Government has agreed to establish broad banding for WorkSafe Inspectors that will allow for progression between Band 4 and Band 5
  • CPSU Travel Payments secured for North and North West Correctional Officers
  • Working from Home Arrangements are now to remain as status quo for some health workers after a threat to wind these back.
  • A new entitlement for TSSA and HAHSA workers to substitute the 26 January 2024 public holiday.
  • Changed the mind of DPAC, so they paid the lower income payment before Christmas, rather than waiting until mid-January
  • Secured a better Christmas close down day arrangement for workers in Police.

And counting, with a number of agreements still underway. Watch this space!

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