For more information on the APSC Enterprise Bargaining Framework, please see: www.apsc.gov.au/aps-employment-policy-and-advice/workplace-relations/2014-workplace-bargaining-policy The Government has commissioned the Australian Public Service thodey Review. Its recommendations are expected shortly. The Thodey report will no doubt make recommendations on GSP salaries and conditions. The ASU recently wrote to Minister Hunt about a possible review of the government`s negotiating policy. We have recommended a new policy that allows agency executives to create greater discretion in setting wages and conditions through enterprise bargaining, in order to support their agency`s ability to improve your efficiency, efficiency and productivity. We asked for the possibility of a meeting to discuss our proposal. Minister Hunt`s response was a little less enthusiastic and required that we only take our proposal into account if the government decided to review its negotiating policy. At the end of the day, we do not know when Thodey`s review will report, what it will say or how the government will respond. No ancillary agreements: The Australian Public Utilities Commission (APSC) also says that ancillary agreements are not recommended. This would compromise the protocol of the Enterprise Agreement 2017.
The ASU does not know whether the ATO would consider a determination to raise wages rather than embark on negotiations for companies. THE APSC advises agencies to consider this alternative and should consult staff and follow this approach only if their staff supports them. Agencies can consult with their staff on this option to assess whether there is sufficient support to take advantage of the desire to increase wages. Massive investment would be needed to draw the attention of ATO staff to this option in order for them to succeed. The ASU must now decide whether it supports enterprise bargaining or negotiates the alternative to maintaining the current ATO enterprise contract with the maximum possible increase in wages as part of the bargaining policy. The preliminary view of our management group is that everyone would be better off following the alternative path of negotiations with the Agency in order to maintain the ATO 2017 enterprise agreement with the maximum possible wage increase through determination. This would be done on the basis of negotiations on policy or practice changes outside the negotiation process, in order to allay our fears where possible. The ASU`s executive tax committee would like to take your views into account when deciding to proceed. The Staff Association`s bargaining analysis document indicates the status of all contractual clauses for companies during negotiations and will be updated immediately after the trading sessions. If we follow the path of negotiations for business, the CPSU is really committed to opposing the government`s negotiating policy. The ASU must quickly make a decision on the ASU`s approach to enterprise negotiations. This is not a direct decision.
The ATO itself is required to respect government policy in its approach to enterprise bargaining. Here we have attached a copy of the government`s 2018 labour negotiation policy [Workplace-Bargaining-Policy-2018]. The ASU does not expect the Agency to offer less than the average 2% annual wage increase available under the directive. We know that the Agency can easily afford it. The APSC states on its website that 2% at the beginning of a new enterprise agreement, 2% more after 12 months and 2% after 12 additional months are considered appropriate: www.apsc.gov.au/remuneration-governments-wages-policy-explained . Of the 61 per cent of staff who participated in the survey, an overwhelming majority of 97 per cent voted in favour of the new agreement. We need to think about what our colleagues at the CPSU are doing. At the National Advisory Forum on 24 July, the CPSU made it clear that it intends to begin enterprise negotiations in October 2019.