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The PSUWA 2019 was registered on 25 February 2020 and it affects employees covered by the Tasmanian State Service Award (TSSA) and the Health and Human Services Award (HAHSA). As part of the negotiations for the Agreement, there were a number of non-agreement matters discussed and agreed to by parties, in addition to the changes in the Agreement and relevant Awards.
The Salary increases benefit has been backdated to the first full pay period after 1 December 2019, resulting in a once off backdated pay in conjunction with the increased salary rate:
To support parents who may take a period of leave, to care for a new child, superannuation will be paid on the unpaid component of the leave. Employer superannuation contributions will also now be topped up to 100% for those employees who take parental leave on half-pay. This addresses significant disadvantage that has been experienced in the past by parents who may take unpaid leave to care for new children and have experienced a gap in their superannuation contributions as a consequence.
Employer superannuation payment will now be paid to those employees who are receiving workers compensation payments when they are totally or partially incapacitated. These benefits are effective from the first full pay period after 1 December 2019.
New parents will be able to access an additional two weeks of paid leave to support caring for a new child. For employees on maternity or adoption leave, this will increase from 14 weeks to 16 weeks. Partners will also be able to access an increase in paid leave, from 1 week to 3 weeks, following the birth of a new child. These changes are effective from the first full pay period commencing on or after 1 December 2019.
If an employee, faces the difficult circumstances of having to deal with a bereavement or needs to access compassionate leave, whilst either on recreation leave or parental leave, this entitlement can now be accessed and your recreation leave will be recredited and parental leave adjusted.
Employees have previously been able to utilise 10 of their personal leave days, for carer’s purposes. This has now been extended, so that employees have 20 personal leave days available for caring purposes per year. ie.
As part of the Public Sector Union Wages Agreement (PSUWA), a new version of Employment Direction No 1 has been reissued which came into effect on 9 March 2020. The changes made relate to Clause 17, Promotion without Advertising. The previously existing power to approve promotion without advertising where the Head of the State Service (HoSS) determines special and compelling circumstances remains, and this applies to all employees covered under ED 1.
There are now two specific provisions relating to promotion without advertising for the employees covered under PSUWA (those covered by TSSA and HAHSA), over and above what is in 17.1c, under these new clauses:
For those groups or categories where the proportion fixed term employees has been determined to be greater than 15 percent (as outlined below), Heads of Agencies have been asked to conduct a formal review of the employment status of each fixed term employee in those groups and/or categories to either confirm the legitimacy of the fixed term employment status or change the employment status to permanent if the following criteria are met:
* The fixed-term has been for a continuous period of 24 months, or eight continuous school terms for school based employees of the Department of Education performing the same or similar duties;
* There is clearly an ongoing requirement for those duties or similar duties; and
* There have been three or more consecutive fixed-term periods of employment.
Note: Employment will be considered continuous even if it has been broken by a period of four weeks unless there was a legitimate reason why the duties the fixed term employee was performing (on one fixed term instrument) no longer needed to be performed by anyone before the employee was engaged to perform them again on the next fixed term instrument.
If a Head of Agency does not change the employment status of a fixed term employee who meets all the criteria outlined above, the Head of Agency is to provide written reasons to the employee outlining why the status was not changed.
It was agreed by all parties that the following cohorts will be reviewed:
For those employees covered by PSUWA it has been agreed that: