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. 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. 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. Although specific services vary depending on the public sector organization you work in and the enterprise agreements, you can generally expect some benefits. See staff benefits. As of today, the new Victorian Public Service Enterprise Agreement 2020 (VPS Agreement) is in place with a nominal expiry date of March 20, 2024. It will cover most non-executive VPS employees and replace the existing terms of employment contained in the well-managed Victorian Public Service 2016 Enterprise Agreement ( 2016 agreement). 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. If the agreement is approved, it will be submitted to the Fair Work Commission for formal approval.
The community and public sector union and the government have agreed on a package that aims to reward you for your important work, while ensuring that public services can be made more responsive. Take some time to review the proposed agreement before the vote. 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. If you have any questions about the VPS contract, please email vpsagreement2020@dpc.vic.gov.au (External Link). 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.
Some clients may have a problem with the existing clause 21.12 (b) of the 2016 disciplinary results agreement, which states that “… possible disciplinary results are: … then lists a serious sanction of sanctions available separately by the word “or.” A full list of changes to the current agreement and a copy of the final agreement are attached. Common policies facilitate the uniform interpretation of important provisions of the 2016 Victorian Public Service Enterprise Agreement. They apply to VPS employers and employees in all departments and agencies covered by the VPS agreement. 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. The content of clauses 20 and 21 of the 2016 agreement remains unchanged as to the content of clauses 20 and 21 of the 2016 agreement.
