Vps Bargaining Agreement
Flexible working will be clarified and protected by combining all existing agreements into a special part of the new agreement. Employees no longer have to work 12 months before requesting flexible work arrangements. Industrial Relations Victoria is a resource that the parties can rely on to support the negotiation process. Its task is as follows: the community and public sector union and the government have come together on a package that aims to reward you for the important work you do, while ensuring that public services can be delivered in a more responsive way. Such a transfer would be by agreement between the employer and the employee, rather than performing an unsatisfactory work performance process in accordance with section 24. As was widely reported at the time of the vote on the VPS agreement, employees receive salary increases of just over 8% during the term of the agreement during the four years of the agreement, as well as increases in the resulting allowances, with the first increases to be paid from 20 March 2020. Take some time to review the proposed agreement before the vote. A full list of amendments to the current agreement and a copy of the final agreement for review are attached. Victoria Industrial Relations helps departments, agencies and unions question labour relations and company negotiations. It ensures that employers and stakeholders are advised in a consistent manner and that public sector employers are familiar with their obligations under the government`s labour relations policy. Clause 15 contains a statement of intent that the VPS Agreement as a whole is to be interpreted in accordance with the mobility principles and an explicit obligation for the parties to work towards the operationalisation of the mobility principles during the term of the agreement. Our clients have previously considered the unfortunate uncertainty as to whether it is the power to achieve a result of multiple sanctions by the clause or whether the sanctions apply disjunctively, meaning that only one can be applied. In some cases, an employer may consider it appropriate to apply more than one sanction to adequately address proven misconduct without having to resort to termination of the employment relationship.
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