As was widely reported at the time of the vote on the VPS agreement, employees receive salary increases of just over 8% during the term of the agreement during the four years of the agreement, as well as increases in the resulting allowances, with the first increases to be paid from 20 March 2020. The parties to the agreement have committed to implementing changes in the way the Victorian government works and provides services by agreeing on the principles of « labour mobility ». The principles recognise that the services required by the Community of a modern public service are not static; They change all the time. This company agreement, if approved, applies to ASU members who work at the Ministry of Transport. The Victorian public sector offers generous benefits and opportunities to advance your career and income. Benefits for workers under the new company agreement include annual wage increases, a new mobility payment, higher overtime rates and night pay, as well as higher parental leave. The Community and Public Sector Union and the State Government have joined forces for the VPS 2020 Enterprise Agreement. However, there are various agreements that apply to a large part of the Victorian public sector. One of them is the Victorian Public Service Enterprise Agreement 2020. It contains information on grades, steps and other general conditions of employment for the services and agencies concerned. These measures will improve job security within the VPS and provide more opportunities to develop your career, increase your skills and ensure that employment in the public service remains secure and flexible.
Since there are more than 1800 employers in the Victorian public sector, there is no document containing information on every remuneration, salary bracket or employment benefit. These therefore vary according to the organisation of the public sector and the company agreement that covers their employees. The community and public sector union and the government have come together on a package that aims to reward you for the important work you do, while ensuring that public services can be delivered more responsively. Our clients have previously considered the unfortunate uncertainty as to whether it is the power to achieve a result of multiple sanctions by the clause or whether the sanctions apply disjunctively, meaning that only one can be applied. In some cases, an employer may consider it appropriate to apply more than one sanction to appropriately address proven misconduct without having to resort to termination of the employment relationship. For obvious reasons, it is preferable, in such cases, to make it clear that this approach is compatible with the company agreement. The number of grades and the content of the notes vary depending on the public sector organization and their applicable company agreement. Take some time to review the proposed agreement before the vote. As an example, the Victorian Public Service Enterprise Agreement 2020 (mentioned above) includes a Class 1 to 7 structure as well as detailed descriptors of each. You can read them in Appendix C of the agreement.
Such a transfer would be by mutual agreement between the employer and the worker, instead of proceeding with an unsatisfactory work delivery process, in accordance with clause 24. Flexible work will be clarified and protected by consolidating all existing agreements into a specific part of the new agreement. . . .