Since there are more than 1,800 employers in the entire Victorian public sector, there is not a single document that contains information on each level of employment, each wage sector or every job benefit. These will vary depending on the organization of the public sector and the enterprise agreement that covers their employees. As was widely reported at the time of the vote on the VPS contract, workers will receive a pay increase of just over 8% over the four-year term of the contract, as well as related increases in benefits, with the first increases to be paid from 20 March 2020. Flexible work will be clarified and protected by the merger of all existing provisions into a specific part of the new agreement. Workers no longer have to work for 12 months before requesting flexible working time arrangements. On the basis of the rank of a job, a salary band is applied. This salary category reflects the level of skills and skills required for the job. Wages applicable to a given role are indicated in the relevant enterprise agreement. Benefits for workers under the new enterprise agreement include annual wage increases, a new mobility premium, higher overtime rates and night work allowances, as well as more parental leave. Take some time to review the proposed agreement before the vote. However, there are various agreements that apply to large swathes of the Victorian public sector. One of them is the Victorian Public Service Enterprise Agreement 2020.
It contains information on the ranks, pay categories and other general terms of employment applicable to the relevant departments and agencies. If the agreement is approved, it will be submitted to the Fair Work Commission for formal approval. Article 15 contains a declaration of intent that the VPS agreement must be interpreted as a whole in accordance with the principles of mobility, as well as the express obligation that the parties strive to implement the principles of mobility for the duration of the agreement. Our clients have previously faced unfortunate uncertainty as to whether it was within the scope of the clause`s authority to arrange a result with multiple sanctions or whether the sanctions apply in a disjunkt manner, meaning that only one can be applied. In some cases, an employer may consider that more than one sanction should be applied in order to adequately remedy proven wrongdoing, without having to resort to termination of employment. For obvious reasons, it is preferable, in such cases, to make it clear that this approach is compatible with the enterprise agreement. A full list of changes to the current agreement and a copy of the final agreement are attached. Such a reassignment would be done with the agreement of the employer and the worker, rather than undertaking an unsatisfactory work process, in accordance with Clause 24.