SGS EB Negotiations STATUS OF NEGOTIATIONS As at 20/05/16 Details of Union Claim ISSUES AGREED ISSUES NOT AGREED ISSUES STILL SUBJECT TO NEGOTIATION 1 No loss or diminishment of existing rights, entitlements or conditions as contained in the existing agreement. 2 A three year agreement. SGS proposing a 2 year agreement on basis of transition to QPS later in 2016, and need for QPS to develop and seek govt approval on protective security framework, with subsequent period to undertake consultation on way forward for SGS within QPS. Proposal to be subject to discussion 3 No change to 12 hour rostering practices. SGS agrees there is no intent to progress any changes to current rostering practices. 4 Wage increases to achieve equity with like classifications in the Queensland public sector effective: 1 May 2016 1 May 2017 1 May 2018 SGS is only approved to offer annual 2.5% wage increases. 5 OO2 classification to be strictly limited to trainee personnel 6 Senior Officer Allowance: 6.1 An extra allowance paid once an employee has completed 10 SGS doesn t agree on basis that not all OO2s are required to possess powers and that the transition and new protective security framework still needs to be approved by Govt. Accepted by union contingent on agreement for wording re conversion of temporary employees to permanent status. As this claim is in effect a cost for continuous service (same as a pay increment) SGS cannot support creation of this new allowance. Means an
years of continuous service and increased every 5 years thereafter; and 6.2 An insignia representing length of service also be issued with this increase. Delegates advised that the allowance sought would be 2.5% of base salary and that this would be similar to an additional incremental increase. However they were also open to the possibility of a one-off payment if an ongoing allowance was cost prohibitive. increase in excess of govt-approved 2.5% increase. 7 Mobile Patrol Allowance: Any officer engaged to perform Mobile patrol duties will be paid an additional allowance. Delegates advised the allowance sought would be 10% of base salary for those shifts worked on mobile patrol, i.e. approx. $2.50 per hour. 8 COR Allowance: Any officer engaged to perform COR duties will be paid an additional allowance. Delegates advised the allowance sought would be 10% of base salary. SGS cannot support this claim. More appropriate to be considered at a later time by QPS after reaching full establishment and decided on future direction of SGS. Unions identified that issue is not just about filling vacancies but the actual role and no incentive to undertake the role. SGS cannot support this claim. More appropriate to be considered at a later time by QPS after reaching full establishment and decided on future direction of SGS. Unions identified that issue is not just about filling vacancies but the actual role and no incentive to undertake the role. 9 Performance of Higher Duties: Amend to reflect 12 hour shifts. SGS does not support this claim, as current conditions are consistent with most other agencies where shift arrangements in place re qualifying period for HD. Union recognises that there are some EBs that provide for lesser period. Seeking HD after 3 x 7.6 hours = 22.8 hours continuous relieving.
10 Payment for Specials: 10.1 An officer shall be advised of the approximate number of hours of duty required 10.2 If the special finishes early, then the officer will be paid for the entire hours contracted by the employer 10.3 Reinforce in Part 2 Payment for Specials paragraph 9 in current EB that specials are not used when the work contracted for is existing Overtime. SGS will not support this proposal. Union claim relates to overtime where minimum payments are complied with in accordance with EB and Award provisions. Not accepted by union, and question continuing agreement to maintain hourly rate for specials at the lower rate. 11 Remuneration for attending meetings outside of work hours: An officer when attending to work related business or meetings outside of work hours to be remunerated for their attendance. Would also like to include an option to take TOIL SGS & union agrees to apply TOIL subject to certain conditions:- Requires employer authorisation to attend meeting. Not an automatic approval just because union seeks it for a specific individual. Attendees to attend specific forums to be subject to agreement with union. 12 Long Service Leave: Reinstate access to Long Service Leave for a minimum period of one (1) day. When previously part of HPW, SGS officers could access LSL for minimum of one day, but lost this entitlement when MoG to PSBA due to PSBA not having this in policy. Parties agree that PSBA policy (1 week) will apply. Noted that LSL accrual issues for some SGS staff are being looked at separately to EB.
13 Training and Development: 13.1 Operational personnel to complete Operational Skills & Tactics training every 12 months; 13.1 OST Parties agree for all new staff to receive OST training at time of recruitment. Current staff to receive OST training over the 2 years of the agreement, with refresher training (together with SPSO legislation refresher training) every 2 years for all staff. 13.2 Operational personnel to complete First Aid & Resuscitation training, refreshed every 12 months; 13.3 Management & conflict resolution training for senior operational staff; First Aid Agree to rollout first aid training in first 12 months for high priority staff (capped at 180 staff) to be identified in conjunction with union, with remainder in 2 nd year. CPR Agree to commence roll-out in 1 st 12 months of Agt (together with first aid) to high priority staff (capped at 180 staff) to be identified in conjunction with Union, with remainder in 2 nd year. Management and conflict resolution training Agreed that this training already effected as part of existing training. Agreed to insert a commitment to continue this training over period
13.4 Every SPSO to be given a 1 day refresher course on the State Buildings Protective Security Act 1983 focussing on section 19 Powers of senior protective security officer every 2 years. 14 Long term temporary employees want an approach implemented to resolve this issue. 15 Provide access to Townsville Police Academy for SGS recruit training. of agreement. Legislation training AGREED as part of the OST training above Agreed to insert provisions that commit to review the status of long term temporary employees and convert to permanent employment, where appropriate, during the first year of the agreement. Agreed that PSBA has no control over the facility and is a matter best left for QPS to operationalise at a later time. 16 Name Badges and Epaulettes SGS has a position that QPS should deal with this issue after transition to QPS. Union suggests commitment as follows Parties recognise role of senior staff and the Employer commits to consider mechanisms to recognise their seniority over the period of this Agreement. This matter to be further considered by SGS.
Details of SGS Claim ISSUES AGREED ISSUES NOT AGREED ISSUES STILL SUBJECT TO NEGOTIATION 1 Extend the range of shift arrangements within the EB in order to enable flexibility in service delivery by allowing for the ability to operate shifts of 8, 10 or 12 hours, based on client demands and operational requirements. SGS withdraws this claim 2 Implement a set forward rostering plan (e.g. 28 day roster cycle) to assist in providing greater workforce/work-life balance whilst maintaining a high service delivery focus. 3 As 12 hours shifts commenced in SGS in 1991, it is proposed to undertake a joint management/ union review in the first 18 months of the new agreement to consider and identify the most appropriate shift arrangements (particularly with respect to 12 hour night shifts) to utilise for SGS being a commercial business within a significantly changed environment. SGS withdraws this claim Agreed by parties that a review will be undertaken after the Govts protective security framework has been finalised. Agreed to insert a short statement to this effect in the agreement. 4 Deletion of the Rotating Group Rosters in current Appendices 5, 6 and 7 as not necessary for inclusion in the Agreement, as they only designate the shift-type (and not shift times) over the cycle. Parties discussed possibility of creating a Rostering Guideline document to contain this info. This matter to be subject to discussion between union and its members. 5 Insert into the agreement the current agreed practice for block pay employees who work on an additionally granted public holiday, e.g. G20, which provides for normal overtime penalties on the base hourly rate. Agreed by parties.