✊ All Member EA Update: November

The early stages of an enterprise agreement negotiation process are always about establishing respective positions, and establishing how negotiations will be conducted.

When we last reported to members, the government negotiators’ position was that they did not yet have authority to negotiate. 

This has been a serious issue for us during recent rounds of enterprise agreement negotiations and is one reason negotiations often take longer that they need to. 

Our preference is to deal with those who have authority to negotiate, and we always end up doing that. However, at this time the PSA is still awaiting confirmation the government has given its negotiators authority to negotiate.

Each round of negotiations has its own dynamics and context. 

The PSA takes a strategic approach to negotiations. The PSA does not get caught up in distractions from those attempting to attract attention to themselves for their own purposes early in the process. It is not helpful, for example, to invite definitive early responses from the employer, which are invariably negative, on matters which are best left open for negotiation, persuasion – and pressure.

The PSA is entirely focussed on what members have said is important to them and has made this abundantly clear to the government in early discussions. Our focus at the start of negotiations is on our members’ key priorities, then we will focus on the specific issues for specific groups of our members.

Ninety per cent of respondents to the PSA’s survey in preparation for this round of negotiations identified wage increases as their highest priority. There is no doubt that real, substantial wage increases are what PSA members need from these negotiations.

The government is in a very strong economic position to afford to pay proper pay rises to public servants, and has a responsibility to do so. Our state has continued to prosper economically during recent years and is demonstrating strong fiscal sustainability.

The PSA’s focus is on issues that are of concern to PSA members across the public service. These include conditions dealing with cost of living, attraction and retention, current labour market pressures, job security, workloads, equity with other workers, recognition of skills and experience, vacancy management, shift penalties, rostering issues, leave, maintaining and recognising professional qualifications, classification and progression.

This is a summary of the issues across the broader service. How these impact for specific groups of workers, some of whom work in specialised areas, will be the subject of specific negotiations, and continuing consultation with those members, including through the consultative structures the PSA already has in place with those members – for example, our PSA AHP Network and the Corrections Consultative Committee.

Ultimately it is PSA members who will determine the outcome of these negotiations.

Meanwhile, at this stage of the process we will continue to work with members and Worksite Representatives to ensure that the PSA has a strong, visible presence in your workplaces – and that we bring the strongest voice possible to these negotiations.

The more members in your area, the more powerful your presence will be.

Even taking the smallest action in your workplace can have a powerful impact. By doing simple things like wearing your PSA lanyard, or placing a PSA sticker or poster in a prominent place on your desk, you’re telling your manager and workmates that you’re a proud PSA member – that the PSA is active in your workplace – and you’ll also be encouraging other members to make their presence visible too.

We will keep you posted as this process progresses - but in the meantime let’s do all we can to make sure we are in the strongest possible position to get the best possible outcome.