| EBA Pay Offer & Conditions Sub Standard |
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MEMBERS MEETING CALLED TO DISCUSS ACTION!Following several months of negotiations Parks Victoria management and the combined unions have come to a point where significant matters remain unresolved and are in dispute. CPSU members should become familiar with exactly what PV management is insisting on and what the union is perusing for members. With our existing EBA nearing its expiry date, members must understand PV’s position and what options are available to union members to ensure the progression of these negotiations and our claims for improved resources.  PV are currently offering pay outcome of 3.25% with performance pay averaging 1.8% over the life of the EBA.CPSU have been perusing changes to our Career Structure to better reflect the improved opportunities in the Victorian Public Sector and provide PV members with recognition now and into the future. PV has rejected this claim. Not only do they refuse to address the issue but they insist on introducing ceilings on all existing bands. This would remove substantive performance pay for all employees when the top of their existing bands is reached. PV says if you’re already at the top, “too bad!!” Despite finally agreeing to undertake an independent review of PV’s classification and work value, PV management have made it quite clear that irrespective of the outcomes the pay offer, career structure and classification system will not be changed. This review will include comparisons with agencies such as DSE, DPI, and the New South Wales National Parks and Wildlife. CPSU has informed PV management that a DSE Forest Ranger has an entry point at VPS Grade 3 ($48,714). It is examples such as this that CPSU insists requires addressing to ensure that PV employees at least keep pace with your colleagues in the VPS and in turn assist PV attract and retain personnel. PV’s proposal will see staff left behind! In addition to PV’s refusal to address our career structure matters, introducing ceilings to all bands, offering a pay outcome which barely keeps pace with cost of living and is less than many recent salary outcomes in the public sector, PV management are insisting on introducing the following ”new conditions”.
These staff would be graded on a 5 band classification structure (not our existing structure) and may be required to undertake duties including Supervising, training, and the coordination of other staff. PV are proposing to introduce a salary structure that effectively lowers the entry pay point for PV to less than $30,000 and would pay these staff only to a maximum of $36,459. This is a figure clearly within your existing PV Grade 1 and a salary that is clearly identified within the VPS as training roles!
- PV are seeking to introduce changes that would result in a single fire allowance. This proposal would replace all allowances with one rolled up allowance. Your current “paid 8 hour break” would be removed, the allowance only applies while on the fire line, not while traveling to fires. The proposed allowance is removed once a fire is declared “under control 2”. Stand by periods would be increased from 6pm to 8pm and standby rates increased by 5 cents per hour.
Dates/times and locations of union EBA meetings in your areas will be announced shortly.
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