Review Public Sector
Public Sector Review Magazine • DECEMBER 2023
COUNTDOWN TO SALARIED ENTERPRISE AGREEMENT NEGOTIATIONS: BUILDING UNION POWER
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History of working conditions and agreements
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Dental hospital workers fight for equal rights
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Union wins
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Speaking up for youth
SOLIDARITY • EQUALITY • INTEGRITY • RESPECT • FAIRNESS • COMMUNITY
CONTENTS From the General Secretary The stronger our membership – the stronger our negotiating position
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From the President 4 Restructuring the concept of consultation From the Assistant General 5 Secretary Laying the groundwork early for a strong enterprise agreement
NEWS A short history of public sector conditions and agreements
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Conference looks at industrial wins and future opportunities
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Yatala new build locked in stalemate
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Dental hospital workers fight for equal rights
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Know your rights: Leave for caring for a sick child
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Union wins: PSA secures $80,000 in unpaid wages 10 Dog handlers bring department to heel 10 Service SA corrects record on medical certificates Job merge plan scrapped by SA Pathology
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Service SA Customer Service Officer reclassification
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MEMBER INFO A world without unions
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Speaking up for youth
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Out and About with PSA Members
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Union Aid Abroad – APHEDA Emergency appeal for people of Gaza
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Super SA: How to read your super annual statement
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Health Partners: Sober curiosity
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Johnston Withers Lawyers Buying a house – Tips and traps
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MEMBER BENEFITS PSA Holiday Home: Robe
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Union Shopper Personal Shopper for the best deals
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FEDERAL WEBSITE The website has general interest articles, a links page and specific sections for women, schools, higher education and correctional services. www.cpsu-spsf.asn.au
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WELCOME This year the industrial landscape has continued to be challenging for the PSA and our members. You can read about some of the issues and some of the wins we’ve had in the following pages. During the year, we continued to meet on a regular basis with government Ministers to reflect members’ concerns, particularly around cost of living and resourcing. We were able to secure a number of reclassifications for members in various roles across the public sector, reconciling our members’ value with appropriate remuneration. In September, our dedicated Worksite Representatives (WSRs) gathered for their annual forum and to begin the countdown to our salaried enterprise agreement negotiations. Encouraging and supporting our WSRs is key to a successful EA outcome in 2024. In October, members gathered for our annual Women’s Conference, which was an important opportunity to assess what the PSA has been able to achieve for women on the industrial front and what still needs to be done.
Welcome to this edition of the Public Sector Review.
As the year draws to a close, we remain in negotiations with the government over the latest schools and pre-schools enterprise agreement, representing the interests of our School Services Officer, Early Childhood Worker and Aboriginal Education Worker members in the public education system. During the next 12 months, we will work with members on a large-scale campaign around the next salaried enterprise agreement. Once again we’d like to thank all members for supporting your union throughout the year. We wish you a happy, safe and relaxing festive season and look forward to working with you in 2024.
Natasha Brown
Review
Cover photos: PSA Worksite Representatives Forum, September 2023
The Public Sector Review is an official publication of the Public Service Association of SA Inc and the Community and Public Sector Union (SPSF Group) SA Branch.
Designed and printed on recycled and sustainably sourced paper by Created 2 Print, 3 Thompson Street, Dry Creek SA 5094. www.created2print.com
Comments, letters and editorial material to: ‘The Editor’, Public Sector Review Level 5, 122 Pirie Street, Adelaide SA 5000
The Public Sector Review’s official publication number is PP565001/0010. Volume 7, Number 3. Responsibility for political content in this publication is taken by Natasha Brown.
Tel: 08 8205 3200 Fax: 08 8223 6509 Toll-Free: 1800 811 457 Email: enquiries@psaofsa.asn.au
Public Sector Review Magazine | DECEMBER 2023
THE STRONGER OUR MEMBERSHIP – THE STRONGER OUR NEGOTIATING POSITION
This year we have made a significant effort to support our Allied Health Professional members, with the formation of the Allied Health Professionals Network. And we have bolstered our efforts to empower our younger members by re-establishing the Young Members Network.
Christian Hagivassilis
Public Sector
A message from the General Secretary
psaofsa.asn.au
by Natasha Brown
The PSA is a diverse union covering an extensive range of occupations across all areas of our state public sector. As well, the departments, agencies and workplaces we cover range from very small to very large. This diversity brings challenges – but it also provides us with great power, strength and opportunities. We are at our strongest when we bring the voices from all parts of our union together in a collective chorus for a common cause. The strength of our diversity comes from the many different ways individual members, and groups of members, can contribute to our common objectives. It is no secret that workplaces which are well organised, with high PSA membership and strong workplace structures, tend to be where members most consistently achieve the best outcomes. We have many powerful worksites where almost every single eligible worker is a committed PSA member; at other sites there are still some workers who have not yet joined the PSA. Many workplaces have an active PSA Worksite Representative, with multiple Worksite Representatives at some of our larger sites; other workplaces may not currently have a Worksite Representative. Making sure your workplace has high levels of union membership, has active worksite representation, and is organised, is crucial for achieving successful outcomes.
@PublicServiceAssociationSA @psa_of_sa
The work of a union is always demanding and multi-faceted, but at all times we www.psaofsa.asn.au
must remain focused on what is important to PSA members and what members need – now and into the future. This is what drives us in all our union work. It is also why it is so important for us to have a structured plan in place so we are fully prepared for the salaried enterprise agreement negotiations coming up later next year. Our salaried enterprise agreement plan is firmly based on building the strongest possible foundation for ensuring PSA members’ voices are heard, and for ensuring the best possible outcomes for members. Before negotiations begin we need our membership to be strong, committed and ready. The salaried agreement covers some 45,000 public sector workers. Imagine for a moment the power we would have at the negotiating table if every single one of those workers was a PSA member. The formula is simple: the stronger our membership – the stronger our negotiating position. Early next year we will be surveying PSA members, and holding PSA member meetings. These will be opportunities for members to directly contribute your priorities for the next agreement. Members’ priorities will be refined and consolidated into a proposed PSA negotiating position; this will be considered by our PSA Worksite Representatives mid next year and then put to the PSA Council for endorsement. Our democratic union processes will ensure that our negotiating position reflects the priorities and aspirations of PSA members. We expect negotiations to begin in September 2024. This is the earliest time negotiations can start under the terms of the current agreement. In the meantime, I can assure members that every time I meet with Ministers and MPs I consistently emphasise the onerous cost of living pressures facing PSA members.
The government is fully aware that the PSA will be approaching the negotiations with a view to ensuring PSA members are remunerated in a way that respects and rewards the important work you do, and recognises your unwavering commitment to serving the South Australian public. We all have contributions to make for the success of our union. We are a memberdriven organisation, and this requires all of us to take responsibility and play our respective roles. All members can contribute ideas, attend meetings, ask colleagues to join you in your union, and support your Worksite Representatives. Worksite Representatives can co-ordinate meetings, encourage members to contribute, ensure everyone in their workplace is a PSA member, express the collective views of members in their workplace, and work together with other Worksite Representatives and their Organiser. Our PSA staff work with members and Worksite Representatives to ensure members’ voices are heard. In relation to the salaried agreement, this means our negotiating team can take a strong stance in negotiations knowing they are advocating for matters that are important to members, and that members are willing to actively demonstrate support for the PSA’s negotiating position when required. As 2023 draws to a close, I would like to take this opportunity to thank all our members for your commitment throughout the year, thank all our Worksite Representatives for your selfless dedication, and our staff for their hard work for members. Thank you especially to those members working through what is a break for many, keeping our state running and keeping us all safe. I’m looking forward to tackling next year. We have a plan. We will be ready.
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A message from the President
A message from the Assistant General Secretary
RESTRUCTURING
LAYING THE GROUNDWORK EARLY FOR A STRONG ENTERPRISE AGREEMENT
THE CONCEPT OF
CONSULTATION by Lillia Rozaklis
by Christian Hagivassilis
One of the issues we often hear from members is that they are going through “yet another restructure” at their worksite. The ‘R’ word is synonymous with negative vibes, stressful meetings with managers and fears that change won’t be for the best. Sometimes it can seem like things are going around in circles — what was phased out years ago has become the new way to do things today. It’s easy to become cynical. However, for the public sector to remain vibrant, effective, efficient and relevant, change is often important. In negotiating strong consultation clauses, the PSA has recognised that successful change implementation is a collaborative exercise, where all parties have a say and members’ views must be taken into account. Despite this, we still see instances of agencies announcing change with little
or no consultation with their workforces, or the PSA. On the other hand, there are agencies which seek to involve workers and the union every step of the way.
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In negotiating strong consultation clauses, the PSA has recognised that successful change implementation is a collaborative exercise, where all parties have a say and members’ views must be taken into account.
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This is not only in both the spirit and the letter of our main enterprise agreement (the South Australian Public Sector Enterprise Agreement: Salaried 2021), it is also a much more effective way of engaging staff to embrace change and influence decisions which are more likely to result in a successful outcome. Consultation need not be an adversarial process between unions and management.
What constitutes genuine consultation has already been established in the enterprise agreement to which all parties are committed. Among those requirements is for the agency in question to provide details about why a workplace change should occur and what will be the impacts on staffing, resourcing and workloads for the people involved. There needs to be full disclosure on any proposals as well as justification and sound reasoning for any claimed “business improvements”. Yet each week, the PSA requests of agencies this very information, which should have been provided in the first place. This often necessitates longer consultation periods, leaving workers and decision makers in limbo. The government and the PSA have already agreed to the concept of consultation. What we now need to see is this process working in a collaborative way, ensuring that our members have all the information they need to provide an informed and influential opinion on matters that affect them.
The current salaried enterprise agreement, which is up for renegotiation in late 2024, contains landmark conditions which have protected members from widespread cuts and privatisations. It provides a framework for being treated with respect across the public sector. It reflects the priorities of members at a time when thousands of public servants’ jobs were under threat from cuts and privatisations. And it has been largely successful in giving our union the tools to defend members’ jobs and workplace rights. Through the agreement, members won powerful tools to address issues like unreasonable workloads, the misuse of short-term contracts and underclassification. The current agreement reflects the determination of PSA members to hold firm, to defend the conditions that keep public sector jobs safe. The conditions in the salaried enterprise agreement protect PSA members every day. Every single condition in an enterprise agreement needs to be won – and defended – in each and every successive negotiation. While negotiations for a new salaried enterprise agreement are some way off, the work to achieve a successful outcome starts now. The good news is there is time to prepare.
Are you receiving
our email updates? Just send an email to: enquiries@psaofsa.asn.au with the details and your membership record will be updated.
Public Sector Review Magazine | DECEMBER 2023
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Right now is the time to get involved in your union. To talk with your colleagues about why it is important to stand as a PSA member. To support your Worksite Representatives. To go to union meetings in your workplaces.
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Members are building strength every day, every time you get involved in your union. With every PSA meeting you
OUR VISION
PSA members are highly valued, with fair and secure working conditions and entitlements, in a well-resourced South Australian public sector.
The PSA provides information to members on industrial matters and other benefits by email. To ensure you receive the very latest information, please let us know if your email address changes.
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Now is the time to lay the groundwork. It is the time for PSA members to work with their Worksite Representatives and Organisers about the issues affecting you today, the time to grow in number, capacity and determination.
www.psaofsa.asn.au
attend at your workplace, with every training session, with every new Worksite Representative and in every quiet conversation with a workmate about the importance of being union – members are growing in power, confidence and solidarity. Right now is the time to get involved in your union. To talk with your colleagues about why it is important to stand strong as a PSA member. To support your Worksite Representatives. To go to union meetings in your workplaces. As always, this solidarity will be the foundation upon which your conditions are won and the means by which they are defended. Now is the time to lay the groundwork for the work ahead.
OUR MISSION
To grow, engage and empower our membership by working collectively to effectively represent, protect and actively advance PSA members’ interests.
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A SHORT HISTORY OF
PUBLIC SECTOR
CONDITIONS AND AGREEMENTS The PSA has been agitating for improved conditions for public sector workers for nearly 140 years. Following agitation from public sector workers in the late 1800s and early 1900s, which included a Royal Commission from 1888-91, the first independent personnel authority – i.e. a Public Service Board – was set up under the Public Service Act of 1916. Before that there had been an ineffective Civil Service Act of 1874. For the next 70 years or so public service conditions of employment and pay were determined through different iterations of a Public Service Board, Public Service Arbitrator and Public Service Commissioner. Until relatively recently public sector terms and conditions were set by the equivalent of determinations from a Public Service Board or Commissioner. There was no access to the industrial relations tribunals; nor were there awards and agreements. The concepts of public sector awards and later of enterprise agreements came relatively recently – in the 1970s and 1980s. A large number of awards were struck then, leading eventually - following a complex period of award restructuring - to the main underpinning award for SA’s public sector workers – the SA Public Sector Salaried Employees Interim (SAPSSEI) Award, which dates from 1994. In the 1980s and 1990s, in an apparent attempt to weaken the power of public sector workers, public sector agencies had their own separate enterprise agreements. During this period, discrepancies emerged between departments and agencies to the
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extent that by the late 1990s, pay rates in Health, for example, had fallen around 10 per cent behind other agencies. These differences emerged due to such things as the sizes of the agencies, funding arrangements and the impact of shifting political priorities over time. In the second half of the 1990s the PSA convinced the government of the day to move to a single agreement across the public sector – the first “parity” agreement.
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Each enterprise agreement negotiation takes place in its own context, dynamics and environment. Each round comes with its own pressure points and opportunities.
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The salaried agreement covering the broader public sector therefore had its genesis as an enterprise agreement in the late 1990s. In successive forms it has now been in place for 24 years.
OUT OF MANY ONE The first salaried agreement covering the public service — also known as the parity agreement, as it replaced all the separate agency agreements — was approved in 1999. The “saved clauses” in our salaried agreement are the agency specific clauses which were retained when the parity agreement was struck. Since 1999, there have been eight successor salaried agreements negotiated by the PSA, including one of which some elements went to arbitration in 2004. Membership engagement and involvement has varied over the years. The period of award restructuring in
Public Sector Review Magazine | DECEMBER 2023
the 1980s was characterised by very high levels of PSA membership involvement. In recent times, the PSA has made it a high priority to ensure member engagement and genuinely involve members in the agreement making process. By the time the PSA headed into negotiations in 2016, it was clear that the agreement, which was then nearly 20 years old, needed significant updating. In particular, members’ conditions needed to be more strongly protected through clear rights in the enterprise agreement, rather than relying on the goodwill of governments or general informal understandings between senior government officials, politicians and the PSA. Job security is a good example of this. Between the mid-1990s and the 2014 state election, job security was by way of an exchange of letters. Before each state election, the PSA sought and received pre-election commitments from both major political parties that there would be no forced redundancies. While in a practical sense, this gave members some reassurance about job security, ultimately these commitments were not enforceable in an industrial sense. This was laid bare in the lead-up to the 2014 state election when both major parties refused to provide a commitment to no forced redundancies.
JOB SECURITY PROVISIONS Having job security protections enshrined in the enterprise agreement has made them enforceable. Appendix 1 is the reason why thousands of PSA members have retained their public sector employment despite the budget cuts and privatisations of recent years. Similarly, prior to 2017, our agreements did not have a clause providing rights for PSA members to be represented. Existing provisions were essentially at the discretion of the Commissioner for Public Sector Employment. Under this arrangement members’ rights to be represented, and Worksite Representatives’ rights to represent members and be supported by their union, were vulnerable. We now have strong union representation rights enshrined in our enterprise agreement. In the lead-up to negotiations for the 2017 agreement, we surveyed members and consolidated the outcomes of that survey into a document called “What You Told Us”. More than 2,000 members responded to that survey and the PSA held hundreds of membership meetings. “What You Told Us” provided a roadmap for all of the improvements we needed to make to modernise the existing salaried agreement and ensure that our members’ rights and entitlements were clear and enforceable.
This rendered PSA members’ job security vulnerable and made it imperative to achieve a strong job security clause in our enterprise agreement.
We identified clauses which needed to be added, updated, or in some cases completely rewritten, both through direct member feedback and input, as well as our own experience of representing members in disputes over rights.
We subsequently achieved what has proved to be a very strong public sector job security clause — the Appendix 1 provisions - which were first included in the 2017 agreement.
There were around 350 improvements made to the salaried agreement in 2017, including many agency specific improvements.
www.psaofsa.asn.au
In the last bargaining round, for what would become the 2021 agreement, the PSA faced a hostile and aggressive agenda from a government intent on removing and reducing many key clauses from the agreement. The then Marshall Liberal government wanted to completely water down the processes for grievance and dispute resolution, remove rights to consultation, and remove job security. There was even a push to reduce some maternity leave provisions. The government appeared to be on a mission to remove as many of the rights and entitlements from the 2017 agreement as possible, and to make it easier to sack public sector workers. The PSA again surveyed and consulted with members, who overwhelmingly told us that your highest priority was to protect job security and maintain other rights and conditions. Shortly after negotiations began, the world became gripped with the COVID-19 pandemic. During this time, and in the context of mass lay-offs across the rest of the country, PSA members’ commitment to protecting job security only grew stronger. The government did not anticipate how committed our members would be in their resolve to protect their hard-won conditions. At a critical point, members made a clear and collective decision to let the usual scheduled date for a pay rise pass while standing firm in their demands about protecting and maintaining conditions – especially job security. The government finally understood how serious we were and came to the bargaining table ready to negotiate on the PSA’s terms.
And the process of organising was made even more challenging because many members were absent from the workplace due to the pandemic. Negotiations for both the 2017 and 2021 agreements were very difficult. But our strength to negotiate at the table was firmly based on the strength and resolve of PSA members in their workplaces. Each enterprise agreement negotiation takes place in its own context, dynamics and environment. Each round comes with its own pressure points and opportunities. During the last two enterprise agreement negotiating rounds, PSA members developed their understanding of the importance of their enterprise agreement, and committed themselves to both protecting the achievements of the past and pursuing positive changes.
COST OF LIVING PRESSURES The next round of negotiations will again be unique and will present its own challenges. Cost of living pressures, which have arisen since our last agreement was struck, are at the top of many members’ minds. The PSA has consistently raised the issue of cost of living with government and the expectations of our members that a reasonable public sector pay rise will be budgeted for to address this. We will continue to put pressure on government at every opportunity, however the ultimate pressure will be the strength of our membership in delivering that message as a collective. It’s been like that for nearly 140 years.
The role PSA Worksite Representatives and members played during these negotiations cannot be overstated.
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WHEN IS A
CONFERENCE LOOKS AT
HOSPITAL
INDUSTRIAL WINS AND FUTURE OPPORTUNITIES
Attendees heard from newly appointed Fair Work Commissioner and long-time industrial lawyer Emma Thornton about new legislation targetting sexual harassment in the workplace; Super SA gave a presentation on how women can make the most of their superannuation; and we hosted a panel discussion on trends in the workplace
Central to the ongoing safety and security dispute are proposed procedures for unlocking the new units at the prison in the morning; risks associated with new socalled “contemporary” secure walkways; and the Department for Correctional Services view that prisoners can be moved to G Division – the prison’s highest security wing – on foot rather than in a mobile secure unit.
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The PSA has been supporting members at the Adelaide Dental Hospital (ADH) in their effort to secure the same free public transport benefits as workers in other metropolitan public hospitals.
PSA General Secretary Natasha Brown said the conference enabled the women of our union to connect, converse and encourage each other to improve the lives of working women. “It was about reminding ourselves of how far we have come – about our hard-won achievements – and also how we can achieve further progress in making workplaces better and fairer for women,” she said. The day also saw the re-launch of the PSA Women’s Network.
YATALA NEW BUILD LOCKED IN STALEMATE Safety and security concerns remain at the heart of a dispute at Yatala Labour Prison while building and design issues mean the brand new $180m complex is still unable to house prisoners six months after its official opening.
HOSPITAL?
affecting women, and what the future might look like.
The South Australian Employment Tribunal (SAET) has so far supported the department’s new policy for unlocking the new units in the mornings, and is supporting the use of the “contemporary” walkways. SAET has also encouraged the parties to have further discussions around the movement of prisoners in consultation with SafeWork SA. Prison Work Heath and Safety Representatives continue to hold concerns about the Department’s risk assessment processes. Design and building issues continue to contribute to delays in opening the new complex. And the safety and security dispute continues in the SAET.
Public Sector Review Magazine | DECEMBER 2023
“Our PSA Women’s Network is an important vehicle for us to work collaboratively together, harnessing our collective power and having a strong and influential voice,” Natasha Brown said. To find out more about the PSA Women’s Network, email enquiries@psaofsa.asn.au.
The move follows a memorandum of understanding (MoU) between the PSA and State Government in late 2022, which saw car parking charges capped at metropolitan public hospital car parks for workers employed at metropolitan
public hospital sites and covered by the South Australian Public Sector Enterprise Agreement: Salaried 2021. The MoU also extended free public transport to hospital workers unable to access on-site/designated hospital car parking. Earlier this year, these provisions were included as entitlements in a new appendix in the Salaried Agreement.
public transport as their metropolitan hospital counterparts. “ADH employees are essential hospital health workers, based in the Adelaide CBD, who deserve the same entitlement as those workers at designated city and metropolitan hospitals who can now access an entitlement to free public transport,” said PSA General Secretary Natasha Brown.
When surveyed by the PSA, ADH members showed strong interest in having the same entitlement to free
This Commissioner’s determination states that:
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KNOW YOUR RIGHTS
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In October, PSA women members gathered for our annual PSA Women’s Conference, which was an important opportunity to assess what women union members have achieved on the industrial front and what still needs to be done. The theme for this year’s conference was “Hard Won, But Not Yet Done”.
NOT A
ADELAIDE DENTAL HOSPITAL WORKERS FIGHT FOR EQUAL RIGHTS
City Community Children’s Centre began in 1987 as an initiative of the Public Service Association of SA, the Finance Sector Union, and SA Unions, to provide families working in the city with a child care service. The Centre functions on the community based model and provides child care for any parent for any purpose, adhering to the childcare access guidelines provided by the Department for Education.
LEAVE FOR CARING FOR A SICK CHILD Members often contact the PSA Members’ Rights Hotline with queries about leave entitlements, particularly when managers decline leave requests that fall under the category of ‘special leave’. A parent of a dependent sick child may be entitled to up to three days of special leave with pay each year to care for that child.
www.psaofsa.asn.au
As a result of a provision initiated by the PSA some time ago, this provision is separate from, and in addition to, the 15 days of paid leave outlined in the Commissioner for Public Sector Employment’s Determination 3.1, and reflects an important win by the PSA in the South Australian Industrial Relations Commission.
“South Australian Industrial Relations Commission decision 1591/1996 regarding an Application to Vary the Department for Education and Children’s Services Enterprise Agreement 1996 provides further explanation on when an employee is able to make an application for special leave with pay in order to care for a sick child who is a dependent. It provides that there is no requirement to use Personal Leave to care for a sick child prior to accessing this type of leave. Such leave is not accumulative from year to year and does not reduce the entitlement to any other form of leave.” This means that an employee cannot be compelled to use other forms of leave when they meet the requirements for the three days of special leave to care for a sick child. PSA members should contact the PSA Members’ Rights Hotline on 8205 3227 if you have any queries about leave entitlements or believe an application for special leave has been rejected unfairly.
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SERVICE SA: WE WERE WRONG
UNION WINS
PSA SECURES $80,000 IN UNPAID WAGES FOR MEMBERS A group of PSA members has been able to win back around $80,000 in unpaid wages following an industrial case run by the PSA. Prior to December 2021, the workers were directed to commence work 10 minutes before the official start of their designated shift to allow for handover and this work was expected to be done in unpaid time.
Throughout the case, the employer denied that members were forced to commence their shifts early, while also arguing that they were able to leave early to make up for any early starts. However, members swore affidavits that they had been unpaid and sought to lodge an Application for Money Claim with the SA Employment Tribunal (SAET) in March 2023.
The SAET ruled in favour of our members enabling them to receive a portion of the monies owed. The claim and outcome applied to PSA members only. Full details of the settlement cannot be disclosed due to a confidentiality agreement between the PSA and the employer.
PSA members who had previously been employed on rolling 12-month temporary contracts, sought to assert their right to job security through ongoing employment status. Considerable investment is made in training the dog handlers and those working in the field have demonstrated significant commitment and personal sacrifice. Members believed the lack of job security would lead to increased turnover of staff. Under the previous arrangement, a Correctional Officer was initially transferred and assigned to dog handler duties for six months while undertaking intensive and tactical training. If these competencies were achieved, the
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In arguing its case, the PSA further cited the incorrect use of Section 47 of the Act by DCS to assign dog handlers to temporary roles. “The correct interpretation of that Act was that the appointment of dog handlers to those positions should have been ongoing,” PSA General Secretary Natasha Brown said.
Public Sector Review Magazine | DECEMBER 2023
In July, the PSA was advised by members that Service SA had distributed information to staff about a change in arrangements regarding notification of nonattendance at work on Saturdays.
Following advocacy by the PSA, the Department for Infrastructure and Transport (DIT) advised that an incorrect version of the information had been distributed. Updated information was later issued by DIT showing that the same requirements relating to personal leave notification that apply Monday to Friday, also apply on Saturdays. A medical certificate is only required for absences greater than three working days. However, a chief executive, agency head or delegate may require an employee to produce a “medical certificate or other approved certification”
for lesser periods than three working days in appropriate circumstances. This usually involves Human Resources issues, or where there are existing personal arrangements in place between management and an employee, as contained in the Commissioner for Public Sector Employment’s Determination 3.1 Employment Conditions Hours of Work Overtime and Leave. If you encounter any issues around the provision of medical certificates and need advice and industrial support, please contact the PSA Members’ Rights Hotline on 8205 3227.
UNPOPULAR JOB MERGE PLAN SCRAPPED BY
employee would be offered further transfers and assignments pending their maintaining a set of job competencies on an annual basis. However, the PSA argued that using such temporary contracts was inconsistent with Section 45 of the Public Sector Act 2009 as it related to the engagement of term employees, given the incumbents were neither filling a vacancy caused by the absence of another employee, nor engaged in project work. It was also a breach of the South Australian Public Sector Enterprise Agreement: Salaried 2021.
Service SA has been forced to step back from attempts to make staff provide medical certifcates for absences from work on Saturdays.
However, this information was incorrect and inconsistent with existing personal leave provisions.
DCS DOG HANDLERS BRING DEPARTMENT TO HEEL Dog handlers in the Department for Correctional Services (DCS) Operations Security Unit have won permanency in their roles following a protracted battle with the intransigent department.
AGENCY CORRECTS RECORD ON MEDICAL CERTIFICATES
SA PATHOLOGY With the department seemingly immoveable on the matter despite receiving independent advice supporting the PSA and its members, the PSA lodged a dispute with the South Australian Employment Tribunal in September. The PSA withdrew its dispute in November, after DCS acknowledged its error and agreed to offer ongoing employment to the dog handlers. “This is an important win, not only for the DCS dog handlers, but also in that it enforces the industrial right that the primary form of public sector employment must be ongoing, and agencies must adhere to the instruments which protect that right for workers,” Natasha Brown said.
Vocal opposition from PSA members has led to SA Pathology abandoning plans to merge phlebotomist and data entry/specimen reception roles within collection sites across South Australia. The win is a major positive in what has been a difficult process, with SA Pathology twice being taken to the South Australian Employment Tribunal (SAET) over its lack of appropriate consultation on a major restructure of Pre-Analytical Service, Core Laboratory Operations and Regional Services. Members believed that the two roles were quite separate, requiring completely different skill sets.
www.psaofsa.asn.au
The PSA was also concerned that the proposal to merge the roles would have had a disproportionate effect on the capacity of staff with family and caring responsibilities to participate in the workforce. “Many of our members reported that the proposed changes to rosters, worksites and duties would have significant and negative consequences for them and their families that would likely lead to them having to find alternative employment,” PSA General Secretary Natasha Brown said.
The PSA and our members in SA Pathology remain concerned by other aspects of the restructure proposal, including the removal of Certificate III as an essential qualification requirement at the OPS2 level. “Members believe that losing this study pathway will mean that the workforce is de-skilled and that it will be harder for workers to progress,” Natasha Brown said.
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SERVICE SA
CUSTOMER SERVICE OFFICER RECLASSIFICATION A total of 140 Service SA Customer Service Officers (CSOs) have been successful in being reclassified from ASO2 to ASO3 following a group reclassification application supported by the PSA.
The PSA made a detailed submission demonstrating that the work carried out by CSOs warranted a higher classification and remuneration, given the high level of responsibility, complexity of tasks and decisionmaking required in these roles. Congratulations to our Service SA members on this fantastic win, which
A WORLD
WITHOUT UNIONS
With many of the working conditions and entitlements secured for public sector workers by the PSA over the years taken for granted as a part of our working lives, in this edition of the Review, we thought it might be interesting to get some insight into an industrial landscape devoid of unions. We turned to popular AI chatbot ChatGPT to tell the story. In an alternate universe, trade unions don’t exist, and employers have all the industrial power. This dystopian scenario would put workers at the mercy of their bosses with no collective bargaining power or protection from abuse and exploitation. Without unions to represent their interests, workers would have no voice in negotiating their salaries or working conditions. Employers would have no incentive to offer fair wages, benefits, or working hours because there would be no organised resistance from workers.
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comes at a time when cost of living pressures are affecting many people and families. It is understood that other roles within Service SA Customer Service Centres will have their roles and classification reviewed as part of stage two of a classification review.
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There is power in a factory, power in the land Power in the hand of the worker But it all amounts to nothing If together we don’t stand There is power in a Union. —
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Billy Bragg, There Is Power in a Union (1986)
This could lead to a widening income gap between the rich and poor and create a society of haves and have-nots.
toxic work environment, leading to a high turnover rate and an inability to retain skilled employees.
In this world, employers would hold all the cards, including the power to fire workers at will, regardless of their performance or tenure. Workers would have no job security, and the fear of being replaced would always loom over their heads. This would create a work environment of stress and anxiety, leading to reduced productivity and decreased job satisfaction.
In such a society, the government would likely be pro-business, and laws would be enacted to protect employers’ interests. This would make it virtually impossible for workers to challenge the status quo and demand better working conditions or wages. The lack of government intervention would also make it difficult for workers to organise and form their own unions, leading to a vicious cycle of exploitation and oppression.
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In such a society, the government would likely be pro-business, and laws would be enacted to protect employers’ interests.
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Without unions, workers would have no protection from workplace abuse and discrimination. Employers would have free reign to harass, discriminate, and retaliate against workers without any legal repercussions. This would create a
Public Sector Review Magazine | DECEMBER 2023
Without unions employers have all the industrial power, creating a nightmare for workers. Our society would be one of greater inequality, abuse, and exploitation, leading to reduced productivity and decreased job satisfaction. It’s crucial to recognise the importance of unions in protecting workers’ rights — they remain an integral part of our society. Well said, ChatGPT!
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SPEAKING UP FOR YOUTH With the average age of South Australia’s public sector workers being just over 44 years, regeneration of the public service and making government an employer of choice will be an important strategy in coming years. This year, the PSA bolstered its efforts to empower our younger members by reinvigorating our Young Members Network, which helps inform how our union responds to issues facing workers under 35. The Review spoke with PSA member Gulsara Kaplun about why it’s important for young people to join their union. Being a member of a union is pretty much a no-brainer for Gulsara Kaplun. The data analyst with the Yorke and Northern Local Health Network (YNLHN) Safety & Quality Team, based at Wallaroo Hospital, says she has always had an interest in progressive causes and that industrial advocacy is an important part of a civil society. “I see workers’ rights as a really important driving vehicle for progressive causes in general, which is the reason I work in the public sector and work for a strong public sector,” the 28 year old said. Having honed her activist skills during her university days in Melbourne, Gulsara seized the opportunity to nominate as a Worksite Representative (WSR) when www.psaofsa.asn.au
visited by a PSA Organiser during a regional organising trip in 2021. Initially, she represented her local work group but then extended her union involvement across the YNLHN catchment when she discovered many of her colleagues in other parts of the region shared a similar workplace issue that needed to be addressed. “We had a staff change that led to a lot of dysfunction and a lot of real, genuine pain for workers. Suddenly, I was getting three, four calls a day from different people. We went from very low unionisation to some of our work groups being 100 per cent unionised,” she said. “It was interesting the way the union became the solution for what started out as a whole bunch of people not speaking to each other, each suffering alone, myself included.” Gulsara said the initial reaction of Human Resources was to fob off the workers’ concerns as an “interpersonal” issue, but this view was countered with the backing of the PSA. “What the union was able to do was say: ‘This isn’t 30 individual, interpersonal issues — this is one huge problem’,” she said.
It was interesting the way the union became the solution for what started out as a whole bunch of people not speaking to each other, each suffering alone, myself included.
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She said the power dynamic in the relationship between workers and the HR department shifted markedly. “People felt that HR was not listening to us and then all of a sudden we had a voice that they couldn’t ignore and that was the voice of everyone talking together,” she said. Redressing the power imbalance many young workers face is a key interest for Gulsara, who says many of her generation have entered the workforce under precarious casual contracts and often hold very junior positions. She encourages young people in the public sector to join their union to strengthen their ability to achieve positive change in the workplace and ensure their rights and entitlements are protected. She says members can tap into a lot of institutional and contextual knowledge to support them in their working lives. “The union is a really good resource, especially for younger people — even if it’s just to get a vibe check on whether this (practice) is normal, or is this the convention, or is something out of the ordinary here?,” she said.
“So that was really powerful — that brought a lot of hope, and things have improved.”
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OUT AND ABOUT WITH PSA MEMBERS
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Public Sector Review Magazine | AUGUST 2023
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Public Sector Review Magazine | DECEMBER 2023
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HOW TO HOW TO READ READ YOUR YOUR SUPER ANNUAL SUPER ANNUAL STATEMENT STATEMENT Superannuation might be your largest asset as well as your nest egg for retirement. Understanding your Superannuation might be your largest asset as well as your nest egg for retirement. Understanding your superannuation statement is vital when securing your financial future. Super SA is here to help, so we’ll superannuation statement is vital when securing your financial future. Super SA is here to help, so we’ll break down the key points you should consider when reading your statement. break down the key points you should consider when reading your statement.
UNION AID ABROAD-APHEDA LAUNCHES EMERGENCY APPEAL FOR PEOPLE OF GAZA In October this year, horrific violence was perpetrated against civilians inside the State of Israel and in the Occupied Palestinian Territories.
Since 1989, Union Aid Abroad – APHEDA has been supporting development and humanitarian programs with its partner organisation in Palestine, the MA’AN Development Center, a secular, national, independent organisation that works in Gaza and the West Bank. They work with the poor and most marginalised sectors in three main areas: agriculture, environment and natural resources, social and economic empowerment for youth and women and protecting access to land, shelter, water and energy.
SUPPORT MA’AN TODAY
MA’AN is one of Palestine’s largest non-government organisations. It is part of the water/sanitation, shelter and protection networks of nongovernment organisations in Gaza.
With your support, MA’AN will work with local organisations to provide access to water, food, medical supplies and shelter; psychosocial support for families and individuals; and dignity and hygiene kits for displaced people.
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To donate to
Union Aid Abroad’s
GAZA
EMERGENCY APPEAL visit https://gaza-emergencyappeal-2023.raisely.com/
or scan this QR code
The level of recent destruction of housing, farms and civilian infrastructure in the Gaza Strip, leaves 2.3 million people, half under 18, and 70 per cent refugees, in desperation. The Gaza Strip has been under siege for 17 years. Now, a million people are displaced. There are enormous and urgent immediate needs for shelter, water, food, electricity, sanitation and medical supplies, fuel and communications.
Your contribution can make a significant difference in alleviating the suffering of hundreds of thousands of Palestinians, not only in the immediate emergency phase, but also in the early reconstruction phase, for example, in rapid resumption of farming for food security. Sami Khader, Director of the MA’AN Development Center in Palestine, addressed the Australian Parliamentary Friends of Palestine group in March this year. He said: “I would like to express our thanks and appreciation to the Australian people for their long solidarity and support.
Public Sector Review Magazine | DECEMBER 2023
“Australia has supported Palestinian nongovernment organisations for over 40 years. During that time, hundreds of thousands of Palestinians have been helped in job creation, agriculture and food security, health services, income-generating projects for poor women, and more. We are so proud of our partnerships with the Australian NGOs and look forward to having a new joint NGO program. Australian aid has achieved great outcomes for the Palestinians in the West Bank and Gaza Strip. Please do not give up supporting Palestinian organisations.” Article supplied by Union Aid Abroad APHEDA.
1. Verify your personal details 1. Verify your personal details
your insurance cover 3. Review 3. Review your insurance cover
The first step in decoding your statement The stepthat in decoding your statement is to first confirm your personal details is to confirm that your personal are accurate. This includes yourdetails name, are accurate. This name, address, email, andincludes contact your information. address, email, andcould contact Any discrepancies leadinformation. to Any discrepancies could to communication issues or lead problems communication issuesAdditionally, or problemscheck accessing your funds. accessing your funds. Additionally, whether your Tax File Number (TFN)check whether your Tax File Number (TFN) is supplied. While it’s not mandatory, is supplied. While nothave mandatory, providing your TFNit’s can tax benefits, providing yourpractice TFN cantohave taxit.benefits, so it’s a good include so it’s a good practice to include it. Look at where your money 2. Look is being invested at where your money 2. is being invested One of the most critical aspects of your superofisthe where money is invested. One mostyour critical aspects of your Your statement will outline investment super is where your moneythe is invested. option you’re in,will such as balanced, high Your statement outline the investment growth,you’re or cash. Consider whether your option in, such as balanced, high investment alignsConsider with yourwhether financialyour goals growth, or cash. and risk tolerance. While growth options investment aligns with your financial goals generally yield higher returns overoptions the and risk tolerance. While growth long term,yield they higher can bereturns more volatile in generally over the the short term. long term, they can be more volatile in
It should also detail your insurance It should also your coverage. Takedetail note of theinsurance type coverage. Take note of and amount of insurancethe youtype have. amount of you have. Isand it sufficient to insurance protect your loved ones it sufficient to protect your loved inIscase of unexpected events? If yourones in case of unexpected events? If your super balance has grown substantially super balance substantially as you’ve aged, has you grown might have more as you’vethan aged, you might have more insurance necessary. insurance than necessary.
the short term. Utilise a risk profile calculator to determine the best fit for your investment strategy. Utilise a risk profile calculator to determine the QR best codefit for your investment strategy. QR code
4. Review your beneficiaries 4. Review your beneficiaries
In the unfortunate event of your passing, it’s essential to knowevent who of willyour receive In the unfortunate passing, your super benefits. Check yourreceive it’s essential to know who will beneficiary and ensure your supernominations benefits. Check your they accurately reflect your wishes. Keep these beneficiary nominations and ensure they nominations up to date, afterthese accurately reflect your especially wishes. Keep major life events marriage, divorce, nominations up like to date, especially after or the birth of children. Clear instructions major life events like marriage, divorce, will helpbirth ensure your assets goinstructions to or the of children. Clear the willright helphands. ensure your assets go to
the right hands. 5. Understand your fees
5. Understand your fees Superannuation funds often charge fees for managingfunds your investments. Superannuation often charge These fees can include fees for managing youradministration investments. fees, investment andadministration insurance These fees can fees, include premiums. Your statement will outline fees, investment fees, and insurance these costs. Understanding the fees you’re premiums. Your statement will outline being charged is crucial because they can these costs. Understanding the fees you’re significantly impact your overall returns. being charged is crucial because they can significantly impact your overall returns.
your super balance 6. Check 6. Check your super balance Finally, take a close look at your Finally, take a balance. close look your superannuation Is at it on track to superannuation balance. Is on desire? track to provide the retirement lifestyle ityou provide the contributions retirement lifestyle desire? Making extra to youryou super Making extra your contributions your super could enhance retirementtoprospects. couldretirement enhance planning your retirement prospects. Utilise calculators to Utiliseyour retirement planning calculators assess progress and make informedto assess your and make informed decisions aboutprogress your financial future. decisions about your financial future. Your superannuation statement Yourthe superannuation statement holds key to your retirement holds the key toBy your retirement financial security. reviewing and understanding theseBy keyreviewing points, and financial security. you can make informed choices understanding these key points, that align your goals and you canwith make informed choices aspirations. Regularly revisiting that align with your goals andyour superannuation strategy is essential aspirations. Regularly revisiting your to superannuation ensure it evolvesstrategy alongside is essential your changing financialalongside situation to ensure it evolves and objectives. your your changingRemember, financial situation superannuation is a long-term and objectives. Remember, your investment, and theisdecisions you superannuation a long-term make today can significantly impact investment, and the decisions you your future financial well-being. impact make today can significantly If you help to readwell-being. your yourneed future financial Super SA Annual Statement visit If you need help to read your our website at supersa.sa.gov.au. Super SA Annual Statement visit
our website at supersa.sa.gov.au.
supersa.sa.gov.au supersa.sa.gov.au
The superannuation schemes administered by Super SA are exempt public sector superannuation schemes and are not regulated by the Australian Securities and Investments Commission (ASIC) or the Australian Prudential Regulation Authority (APRA). Super SA is not required to hold an Australian Financial Services Licence to provide general advice about a Super SA product. The information in this publication is of a general nature only and has been prepared without taking into account objectives, financial situation, or needs. Superand SAare recommends that by before anySecurities decisions about its products Commission you consider (ASIC) the appropriateness The superannuation schemes administered by Super SA are your exempt public sector superannuation schemes not regulated the making Australian and Investments or the Australian of this information in the context of your own objectives, financial situation, and needs, read the Product Disclosure Statement (PDS), and seek financial advice from a licensed financial adviser in relation to your financial Prudential Regulation Authority (APRA). Super SA is not required to hold an Australian Financial Services Licence to provide general advice about a Super SA product. The information in this publication is of a general position and requirements. nature only and has been prepared without taking into account your objectives, financial situation, or needs. Super SA recommends that before making any decisions about its products you consider the appropriateness of this information in the context of your own objectives, financial situation, and needs, read the Product Disclosure Statement (PDS), and seek financial advice from a licensed financial adviser in relation to your financial position and requirements.
www.psaofsa.asn.au
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SALMON AND SWEET POTATO FISHCAKES
WITH GREEN BEANS
SOBER CURIOSITY
PSA members pay less for great value health cover with Health Partners. We’re a fund that’s 100% not-forprofit, so you get more of the good stuff. Get an ongoing 6% discount on your health cover. Call 1300 113 113 today and quote PSA or get a quote online
A pause from drinking can help you be more mindful about when and how you enjoy alcohol. It is common in our society to celebrate with a drink, commiserate with a drink, relax with a drink or build excitement with a drink.
friends and family. Not only will their support help you to stay on track, but you might also gain some willing companions.
Submitting an offer
Refer website for terms and conditions.
Consider your options But there is a growing movement, dubbed ‘sober curious’ in which people choose not to consume alcohol for personal and wellbeing reasons. They don’t necessarily have a dependence on alcohol, and may not be looking to give up for good, but are curious to see how their lives might be positively impacted by avoiding alcohol more regularly. Those who abstain from alcohol may experience benefits including: • increased energy • clearer skin • better sleep • weight loss • lowered blood pressure • improved memory and focus • improved relationships with loved ones • reduced anxiety • increased savings, with less money being spent on alcohol. Once you have set yourself a goal of how much time away from alcohol you want to enjoy, it’s a great idea to share this with
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As we head into the festive season, you’ll want to be thinking about alternatives to catching up with friends for a drink. Consider the options below, and you might even find that you enjoy yourself more. • Go for an evening walk • Meet up for your morning coffee • Swap after-work drinks for lunch at a local café • Find an outdoor cinema screening your favourite movie • Join an exercise class with a friend • Have a picnic in the park • Visit friends at home, or host yourself. Try a mocktail!
What should I drink instead? The list of non-alcoholic drink options is growing, with a wide range of non-alcoholic beers, wines and spirits now available. Obviously, water is a great option for hydration, but if you are looking for something with a little more flavour consider: • Soda water with some fresh lime • Kombucha • Natural fruit juices • Mocktails made with blitzed up fruits, fresh lime and topped up with soda water.
Public Sector Review Magazine | DECEMBER 2023
Purchasing a house can be one of the most significant financial decisions you make. It is crucial that you understand your legal rights before entering into the buying process.
Cutting down on alcohol can have a host of advantages, and with a little imagination and curiosity, you might just discover a new way to have a great night out. www.healthpartners.com.au/psamembers Disclaimer: The information contained here is of a general nature and does not take into account your personal medical situation. The information is not a substitute for independent professional medical advice and is not intended to diagnose, treat, cure or prevent any disease or used for therapeutic purposes. Should you require specific medical information, please seek advice from your healthcare practitioner. Health Partners does not accept any liability for any injury, loss or damage incurred by use of or reliance on the information provided. While we have prepared the information carefully, we can’t guarantee that it is accurate, complete or up-to-date. And while we may mention goods or services provided by others, we aren’t specifically endorsing them and can’t accept responsibility for them.
You should consider any conditions that you require to form part of your offer. This can include: • A “subject to finance” clause if you are obtaining finance for the purchase. It is important to note that these clauses may have a “best endeavours” element, which can mean that you are obligated to take all reasonable steps to obtain finance (which may not be with your preferred lender). Also, make sure the clause requires you to obtain an unconditional approval to be satisfied. • A “subject to inspection clause” which may involve obtaining a building inspection report or pest report. It is important to understand the scope/limitations of any inspection report as these reports will commonly have a limited scope and limitation of liability clauses. If your offer is accepted, you should ensure that these conditions are reflected in the contract.
Form 1 and cooling off A Form 1 is a legal document which provides information about the property, including the mode of title, any mortgages/ encumbrances on the property, easements and zoning. However, it does not include all information relevant to the property such as encroachments and building condition.
www.psaofsa.asn.au
BUYING A HOUSE –
TIPS AND TRAPS The Form 1 must be accurate and complete. You may have remedies available if the Form 1 is defective, including withdrawing from the sale or other legal action. The Form 1 provides “cooling off” details. The cooling off period expires at the completion of the second clear business day after: • the contract was executed (if you receive the Form 1 prior to executing the contract); or • the Form 1 was served on you (if you receive the Form 1 after executing the contract). You do not need to provide any reason for cooling off. There is no cooling off period if you purchase a property at auction. Following the expiration of the cooling off period (and satisfaction of any conditions) the contract is binding.
Deposit and breach of contract Typically, a deposit is paid on the expiration of the cooling off period (or auction). The deposit amount can vary, and is negotiable, but is generally up to 10% of the purchase price. If you do not settle (or are unable to settle) on the settlement date specified in the contract, you will be in breach of your contract. You should carefully consider the contractual consequences for breaching the contract or delaying settlement.
If the vendor has not defaulted and you seek to terminate the contract, the vendor may be able to retain your deposit and you may even be liable to pay further compensation based on the costs of a subsequent sale. It is crucial to obtain legal advice if you do not wish to proceed with a contract or if there is a risk of a delayed settlement.
Conveyancing Before entering into a contract or before the expiration of your cooling off rights, you should consider engaging a solicitor or conveyancer to provide advice on your Form 1, contract and your rights and responsibilities.
Johnston Withers Lawyers and Conveyancers — We’re here to help! Johnston Withers Lawyers and Conveyancers understand how overwhelming buying property can be. We offer PSA members discounts on legal and conveyancing services because of our relationship with your union. If you would like advice from one of our helpful conveyancers, please contact us on (08) 8231 1110 or get in touch online at https://johnstonwithers. com.au/contact-us.
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PERSONAL SHOPPER
FOR THE BEST DEALS Union Shopper’s Personal Shopper service is here to help you get the best price on all of your electrical and whitegoods purchases.
PSA HOLIDAY HOME
ROBE:
THE JEWEL OF THE LIMESTONE COAST
CHECK OUT THE MONTHLY SPECIALS
Image: Gary Unwin, Dreamstime.com
The picturesque coastal town of Robe offers stunning beaches, pristine waters, and breathtaking scenery. Surrounded by rugged cliffs, rolling hills and forests, Robe is a popular destination for outdoor enthusiasts and nature lovers. From hiking and camping to fishing and boating, there’s something for everyone to enjoy in Robe. The town is also rich in history, with a number of historic landmarks and cultural sites that offer
a glimpse into its past. Visitors can take a stroll through the streets of Robe and explore its charming heritage buildings, or visit the Robe Visitor Information Centre to learn more about the town’s history and attractions.
Each month Union Shopper also selects a range of items at specially discounted prices just for you.
Located in the heart of Robe, 200 metres from the foreshore and 400 metres to the town centre, our holiday units have recently been refurbished. Three units are available, each with two bedrooms and sleeping up to five people.
For more information about how you can save with Union Shopper, visit the PSA website at psaofsa.asn.au.
PSA Holiday Homes are the best value accommodation available and they are offered exclusively to PSA members. Check out what’s available at psaofsa.asn.au/psa-holiday-homes, email holidayhomes@psaofsa.asn.au or call our Member Benefits Team on 8205 3200 today to secure your booking.
Image by Freepik.com
WHAT’S ON YOUR PSA UNION NOTICEBOARD?
PSA
DISCOUNTED GIFT CARDS Don’t forget, as a PSA member, you are entitled to year-round discounts of 5% off Coles, Foodland, and Drakes gift cards, 4% off Woolworths gift cards, and 10% off Harris Scarfe gift cards. By taking advantage of these member benefits, you can make substantial financial savings.
Visit the Member Benefits Centre at 122 Pirie Street today or use the order form online at the PSA website.
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Public Sector Review Magazine | DECEMBER 2023
Once you have placed your enquiry, Union Shopper will ask its partners at JB Hi-Fi and The Good Guys Commercial to provide their best price. Someone from the Union Shopper Member Services team will then contact you within a couple of business hours to finalise your enquiry so you can purchase from the supplier at the best price.
Your PSA Union Noticeboard is one of the best ways to share information with members, and those yet to join the PSA, about the issues in your workplace and the industrial wins we’ve been able to achieve together.
Some tips for keeping your noticeboard up to date:
• Post articles of interest from the Public Sector Review magazine.
• Post the latest PSA Information Updates and Meeting Notices.
• Promote member benefit discounts (e.g. discounted gift cards).
• Promote upcoming Lunch ‘n’ Learn events such as Super SA and Legal Services sessions, reclassification courses and Know Your Rights presentations.
• Display the Proud to be public / Proud to be union poster from the back of this Review.
• Highlight industrial wins in your workplace and other public sector workplaces.
www.psaofsa.asn.au
If you need a PSA Union Noticeboard banner for your workplace, contact us at enquiries@psaofsa.asn.au.
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Proud
TO BE PUBLIC N O I N U E B O T D U O PR
PSAOFSA.ASN.AU
THe UNION FOR THE SA PUBLIC SECTOR
