Documents Workplace Relations 10.14379.pdf - Chief Minister's ...
Documents Workplace Relations 10.14379.pdf - Chief Minister's ...
Documents Workplace Relations 10.14379.pdf - Chief Minister's ...
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00<br />
Date Se tember 2010<br />
To<br />
<strong>Chief</strong> Minister·<br />
• <strong>Chief</strong> Executive<br />
CHIEf MINISTER'S DEPARTMENT<br />
• Deputy <strong>Chief</strong> Executive, Governance<br />
From Director Public Sector Management<br />
Subject · Legislative Assembly Members' Staff Enterprise Agreement- Negotiations<br />
Critical date and reason<br />
Agreement to a negotiating position is required ahead of the.next meeting on 6 September 2010.<br />
Purpose<br />
To brief you on the status of negotiations for a replacement LAMS enterprise agreement, and<br />
to seek yonr agreement to a negotiating position on the key issues.<br />
Background<br />
Five meetings have been held with staff and union representatives to date.<br />
A summary of staff claims and the management team's response is provided at Attachment A.<br />
It is understood that you wish to pursue three claims:<br />
• A reduction in the cap on TOIL more consistent with the ACTPS.<br />
• A cap on annual leave accrual.<br />
• Restricting termination payments to bona fide redundancies.<br />
Issues<br />
TOIL and LAMS Allowance<br />
The issues of TOIL, including the cap, and the LAMS allowance for additional hours worked<br />
are interrelated and not straightforward. Both parties consider the most appropriate way<br />
forward would be to undertake a review so that these matters can be proper! y addressed in the<br />
next agreement. The review would also examine the administration of the LAMS allowance<br />
in the context of the staff claim for the allowance to be paid during paid leave.<br />
Annual Leave<br />
Currently the LAMS allowance is only paid on days worked and not on any form of paid or<br />
unpaid leave. Paying the allowance on paid leave would remove the current financial<br />
disincentive to staff taking annual leave. In order for this to be cost neutral the allowance<br />
would need to be reduced proportionately. The staff representatives argue that reducing the<br />
rate of the allowance would result in staff being financially penalised if they do not use their<br />
full annual leave entitlement. On the other hand, paying the allowance on annual leave<br />
without reducing the rate of the allowance would result in an additional cost of around<br />
$27,000 pa if all staff used their fnll annual leave entitlement. If agreed, the allowance<br />
would only be paid on leave taken, and not on accrued leave paid out on termination.<br />
Ref: