Sustainability, Agility, and Safety in the Workplace

Providing workplaces that are safe and
promote employee wellbeing, supported
by a sustainable industrial framework
that recognises and rewards capability.

WORKPLACE RELATIONS, AWARDS AND AGREEMENTS

SSMO supports agencies and provides advice on workplace relations matters to ensure a collaborative and cooperative approach to the management of industrial disputes, terminations and other matters affecting employees.  SSMO also continues to have responsibility for all State Service Awards and Agreements and represents the employer in the Tasmanian Industrial Commission for matters relating to the registration of new Agreements or the variation of Awards.

Through August and September 2019, 18 interim salary-related Agreements were registered with the Tasmanian Industrial Commission. These Agreements covered major employment groups, including the Public Sector Unions Wages Agreement, which applies to the majority of TSS employees; Nurses and Midwives; Teachers; Allied Health Professionals; Ambulance Tasmania employees; Tasmania Fire Service employees; Correctional Officers and TasTAFE employees.

Following the registration of these interim Agreements, a process to reach further, more comprehensive agreements was commenced. A Lead Negotiator was appointed, with SSMO providing workplace relations advice and a new Wage Negotiations Model was also implemented.

Under the new Model, 12 salary-related Agreements were registered with the Tasmanian Industrial Commission. Four Agreements were finalised by the relevant agency, three of which were subsequently agreed and registered within the reporting period. A further three Agreements were finalised outside of the Model, and negotiated directly by the agency throughout the period and will continue to be progressed²⁰.

Conditions and salary increases across these Agreements varied, with common terms including but not limited to: annual salary increases of 2.3% (rising to 2.35% in the third year in some cases); an increase to paid parental leave entitlements; and additional employer superannuation contributions during periods of unpaid and half pay parental leave.

A number of non-Agreement matters were also agreed to, including a Review of Fixed-term Employment to be undertaken by agencies, and the creation of a Mobility Register (to be delivered in 2020-21).

SUPPORTING EMPLOYEES EXPERIENCING FAMILY VIOLENCE

In 2019-20, support and assistance continued to be available to employees experiencing family violence in line with the provisions of Employment Direction 28: Family Violence – Workplace Arrangements and Requirements (ED28). Agencies train key staff²¹ in relation to workplace policies, employee leave entitlements, workplace safety planning processes and employee support referral options.

In 2019-20, a total of 69 applications for leave were made and approved under ED28, averaging 18.37 hours per application (approx. 2.5 days)²².

Agencies also work to raise awareness of family violence issues and support employees who are experiencing family violence through agency-specific initiatives. These include access to legal and financial advice services, online resources, elearning modules, the loan of mobile phones and laptops, and access to counselling and psychological support services.

In 2019-20, 774 key staff across the TSS received training
to support employees who are experiencing family violence.

STATE SERVICE VACANCY MANAGEMENT

The Managing Positions in the Tasmanian State Service framework continued to support agencies to manage their employment needs according to current priorities. During 2019-20, a total of 22 Targeted and Negotiated Voluntary Redundancies were progressed, and 11 people left the State Service after accepting a Workforce Renewal Incentive Payment.

SUPPORTING EMPLOYEES

In addition to the more than 439 employees who had a formal flexible working arrangement in 2019-20 employees also accessed a range of leave provisions as shown in the following table.

11,460 employees received training in 2019-20 to protect
them from the risks to their health and safety in the workplace,
as required by Employment Direction 27: Work Health and Safety.

^{20. Refer to Appendix A for a full list of Agreements.}

^{21. Key staff are as defined in Section 7 of ED28. Training may have also been provided to other employees who do not fall into one of these categories, however Clause 9 of ED28 only requires agencies to report on training provided to key staff.}

^{22. A decrease from 70 applications averaging 25.50 hours in 2018-19.}