IN PRINCIPLE AGREEMENT REACHED FOR 000VIC EMPLOYEES NEW ENTERPRISE AGREEMENT
The Communications Electrical Plumbing Union (CEPU), Victorian Ambulance Union Incorporated (VAU), United Firefighters' Union (UFU) and United Workers' Union (UWU) are pleased to advise members we have reached in-principle agreement with 000Victoria on a new Operational Employees Enterprise Agreement (the Agreement). The next step will be drafting of the changes to the new Agreement which will be done prior to the end of April. Once that is completed, the Agreement will require final Government approval before going to members for a vote and then to the Fair Work Commission for approval. Bargaining Representatives have worked tirelessly to achieve as many improvements to current conditions as possible. The Unions wish to thank your bargaining representatives/delegates, active members, and all those who participated in Industrial Action for their hard work in achieving these outcomes.
The monetary increases will be back dated to 3 April 2024 and paid in the first full pay period after this date, irrespective of the drafting, approval and voting process. Below you will find the Heads of Agreement. This details where the most significant changes are.
NB: All references to attachments will not be attached to this notice. They will be posted on our respective websites and you will be advised. We are awaiting some final changes from 000VIC.
000VIC will deliver a 3 per cent annual wage increase over the life of the agreement consistent with Government Wages Policy. This increase applies to wages and allowances.
Classification One Off Payment 2024 2025 2026 2027 All EBA classifications (applied to base rate) $5,546 3% 3% 3% 3%
The 3 per cent annual wage increases will apply as follows to wages and wage related allowances:
All non-salary related allowances to be increased by 3% from the first full pay period on or after 3 April each year unless otherwise specified.
A one-off $5,546 payment for all permanent employees covered by the operational enterprise agreement, at the commencement date of the agreement; this one-off payment will be pro-rated for part-time employees. (Note: secondees get payment under one agreement or the other not both)
3. Duration of Enterprise Agreement:
4 years from date of first wage increase.
Roles and Classification Structure
4. Emergency Communications Officer Classification Structure
The Agreement will be amended during the drafting process to introduce a new framework classification structure.
The proposed classification structure with explanatory notes and rates of pay prior to the application of Government wages policy is contained in the classification table at Attachment 1(a) and associated flow chart at Attachment 1(b). These attachments will follow this notification as they are still being updated into a format to send. We will put these on our websites when available and notify you.
Translation of current Call Takers, Dispatchers, Workplace Trainers, Assistant Team Leaders and Team Leaders to a classification level in the new structure will be consistent with the skills mapping contained in Attachments 1(a) and 1(b).
The timing of the translation of the workforce to the framework classification structure and other associated logistical issues will be addressed in the drafting process.
The new structure establishes a harmonised emergency services role of Emergency Communications Officer (ECO).
The new structure will embed:
a. higher base rates for new call takers
b. improved multi-skilling pathways,
c. new Senior Call Taker and Senior Dispatcher positions to recognise valuable experience at these levels
d. new Senior Team Leader position to recognise additional leadership qualifications and experience for team leaders
e. clearer and increased pathways for career advancement,
f. recognition and reward for training progression (including classroom and consolidation)
g. increased years of experience and service increments for classification levels
No employee will suffer a decrease in their rate of pay as a result of translation to the new structure.
The Agreement will be amended during the drafting process to reflect the agreed amendments to rostering, deployment and associated provisions contained in Attachment 2. The changes are in summary as follows:
Standard rosters will continue to be 000VIC's primary workforce roster as they provide efficient and effective workforce deployment to meet the majority of community demand.
The definition of standard roster will be amended as follows:
i. Standard rosters will be defined as Roster A, B, C, and D (Roster C still being a legacy roster),
ii. The definition of standard roster will be amended to include flexible start and finish times of up to 2 hours and incorporate afternoon shifts.
iii. Increased options regarding part time variations on the standard roster to improve flexibility for the workforce.
000VIC will utilise non-standard rosters to meet predictable but non-linear community demand subject to the following:
i. Non-Standard rosters will be defined as Roster E and F
ii. Non-Standard rosters will include full time and part time employees.
iii. 000VIC will utilise a minimum of 65% of Call Taker FTE per service on standard rosters
iv. 000VIC will progressively increase the minimum number of Call Taker FTE on Standard Rosters to 75% of its total Call Taker FTE
v. Current per service Call Taker FTE ratio's will not be reduced.
Roster change arrangements for employees on Roster F will be consistent with the roster change arrangements in 000VIC's Scheduling, Deployment and Staffing Levels Policy. This includes the ability to utilise the disputes settlement procedure to resolve concerns about roster changes.
Commitment to be inserted in Agreement to review the Ballarat fire roster during third year of the Agreement and current supervisory arrangements to continue until review concluded. Key requirements for the terms of reference for the review to be finalised and agreed in the drafting period.
000VIC has committed to significantly increasing our multiskilled workforce. The commitment to increase multiskill opportunities will be referenced in the new Agreement as will 000VIC's Multiskilling Policy - see Attachment 3.
In summary the multiskilling parameters will include:
a. An ongoing process for enhanced equitable access to multi-skilling.
b. All eligible employees will have the opportunity to gain at least two additional skills above their two primary stream call taking skills. Expressions of Interest for multiskill training will open within 3 months of the commencement of the Agreement for eligible employees.
c. Round one will be scheduled to a training course within 12 months.
d. Round two must be scheduled within 2 years of round one being scheduled
e. An eligible employee for this purpose means:
i. a single stream call taker with no additional skill (Round 1); or
ii. a call taker with no more than one additional skill (above their two primary stream skills) (Round 2); or
iii. some existing longer serving dispatch employees who have previously unsuccessfully applied for multiskill training will also get priority access to training in round 1.
AND
iv. the employee has successfully completed their FQA and 12 months service in their primary service at the time of application; and
v. the employee is not currently working through a competency-related performance improvement plan
Following initial EOI commitment being fulfilled 000VIC will commence bi-annual EOI's for newly eligible employees access to train. The priorities for access to future multiskill training will be reviewed through consultation for the next Agreement.
The parties have finalised the multiskilling policy which provides protection for employees when changing skill areas and ensure skills are able to be maintained.
10. Williams Landing Ambulance Rostering
000VIC is committed to preserving the Standard Roster as the foundation for meeting operational demand at all SECCs. 000Vic is considering options to establishing Standard Rosters in Ambulance at Williams Landing, noting the SECC does not operate this service 24 hours a day.
Subject to the following, 000VIC will establish a 42 hour per week ERTCOMM standard roster option at Williams Landing. This initiative will proceed if an Expression of Interest (EOI) process identifies enough interest to establish a team or teams including 2 Assistant Team Leaders and 1 Team Leader.
The EOI will be circulated no later than 11 April 2024.
The EOI will include an option for those who wish to move later (e.g. in next 12 months). The EOI will be extended for team leader/ATL and team members beyond Williams landing (but priority will be given to those at Williams Landing). Employees will be advised of the key implications of the move (e.g. access to ROT, TIL).
000VIC will consider and discuss other options for provision of 42 hours at Williams Landing following completion of the EOI process.
000VIC will review current roster arrangements to consider the reported fatigue issues arising from the 10 hour break following shifts.
If during the life of the agreement 000VIC considers making further changes to rostering/operational hours at Williams Landing, it will operate on the principle of creating and offering Standard Rosters to employees at Williams Landing as a first priority.
000VIC has expanded on existing staffing arrangements through the development of a comprehensive Scheduling, Deployment and Staffing Levels Policy - see Attachment 4.
The Policy includes:
a. Minimum staffing level arrangements for call takers, dispatchers and supervisors across all sites and services, reviewed at a minimum every 12 months
b. Commitments to ensure all reasonable steps are taken to resource to these staffing levels
c. Commitment to cease the multi-selecting practice in Fire within the life of the agreement
d. Commitment to utilise the standard roster as the foundation for staffing the operational workforce
e. Processes for consultation on policy changes and roster change for deploying the nonstandard roster F workforce
f. Staffing and deployment data will be provided regularly to UCC.
The current Clause 12.17 will be deleted from the Agreement as part of the redrafting process.
The current arrangements regarding the management and scheduling of conversion hours will be amended.
Key updates include:
a. Where a roster/hours change is required, 000VIC will first propose effective dates of changes to roster or hours that incur the smallest number of conversion hours.
b. Conversion hours will no longer be required to be worked when rostered hours have been adjusted to attend training, conduct mentor duties or move into another role.
c. Where a roster/hours change occurs at the request of 000VIC and as result conversion hours are owed by the employee, 000VIC will not require these conversion hours to be worked. Should an employee request an alternative effective date which results in additional conversion hours owing, only these excess hours will be required to be worked.
d. 000VIC will not require conversion hours to be worked when employees take authorised leave (parental or LWOP).
e. In circumstances where conversion hours will be attracted due to an employee request, for example, roster or hours of work changes, the employee will be required to make up the conversion hours. 000VIC will first propose an effective date has which has the least amount of conversion hours to help reduce the impact.
These arrangements and how conversion hours will be calculated will be captured in a guideline to be developed in consultation within the first 12 months of the Agreement.
000VIC has made significant changes to improve employees' access to planned leave that have been captured in 000VIC's Leave Policy - see Attachment 5.
In summary the changes include:
a. Commitment to improve 000VIC leave reporting systems, which will improve visibility of planned leave types
b. increasing leave availability (group allowances) and implementing automatic approval processes for Long Service Leave and Annual Leave requests made over 12 months in advance.
c. Improvements to the management and review of rejected leave requests
d. Leave Coordinators have been implemented on a trial basis in each SECC to support employees, managers and Resourcing & Logistics to identify opportunities to maximise access to leave.
e. Access to improved leave arrangements for Team Leaders at WILSECC and equitable access to group allowances for roster F employees.
f. Quarterly report to UCC on the methodology for, changes to and reviews of group allowances
Due to the need for ongoing monitoring and improvements to leave access in consultation with the workforce, the leave policy, as well as the commitment to improved leave will be referenced (but not incorporated) in the new Agreement.
Flexibility Equality, Diversity, Inclusion
14. Flexible Working Arrangements
000VIC's Flexible Working Arrangements policy has been reviewed and amended in consultation with the unions - see Attachment 6.
In summary key updates include:
a. Compliance with the Fair Work Act 2009 Flexible Working Provisions
b. Developing consistency for FWA requests, assessment and review processes across the workforce
000VIC operational employees may apply to take up to 12 months leave without pay for study, extended travel, attending to family responsibilities or other personal circumstances, significant social or community responsibility. This initiative is contained in 000VIC's Leave Policy - see Attachment 5
000VIC Operational full-time employees (38/40/42hours) who previously were ineligible to apply for purchased leave will now be able to apply. All permanent part-time and full-time operational employees are eligible to apply. This initiative is captured in 000VICs Leave Policy - see Attachment 5
17. 80/20 career break leave - mature aged workers
000VIC will commence a trial in the 2nd year of the agreement for mature aged workers to apply for an 80/20 career break working arrangement. The 80/20 initiative will allow employees as part of an agreed road to retirement plan to work for 4 years and receive 80% of their salary and then take a 5th year off work with pay. The Agreement will be amended during the drafting process to reference the 80/20 trial with the full arrangements of the initiative contained in the 000VIC Leave Policy - see Attachment 5.
The Agreement will be amended during the drafting process to include clauses that maintain the current 2-weeks weeks of paid leave for secondary care givers and provide an additional 8-weeks of paid leave if the secondary care giver takes over primary care responsibilities within the first 13-weeks of the child's life.
19. Assisted Reproductive Treatment Leave
The Enterprise Agreement will be amended during the drafting process to include new clauses that provide:
a. A Full-time or Part-time Employee who is undergoing assisted reproductive treatment is entitled to 40 hours of paid leave per year to attend appointments associated with the treatment.
b. A Full-time or Part-time Employee whose partner is undergoing assisted reproductive treatment is entitled to 20 hours of paid leave per year to attend appointments
20. Cultural and Ceremonial Leave
The Enterprise Agreement will be amended during the drafting process to include clauses which provide for:
a. One day of paid leave for employees of Aboriginal or Torres Strait Islander descent to participate in NAIDOC week leave consistent with clause 37.1 and 37.2 of the Support Office Enterprise Agreement
b. Release of employees of Aboriginal or Torres Strait Islander descent to attend community meetings and annual general meetings of aboriginal community organisations consistent with clause 37.3 and 37.4 respectively of the Support Office Enterprise Agreement
c. Up to 3 days ceremonial leave for employees of Aboriginal or Torres Strait Islander descent consistent with clauses 37.5, 37.6 and 37.7 of the Support Office Enterprise Agreement.
A. TRAINING MODEL
There is in principle agreement to the following changes to training arrangements that will be included in the Agreement during the drafting process:
1. Within six months of the commencement of the agreement the parties will finalise through consultation the new WPT model. The model will be made up primarily of on shift training delivery and will include the definition of the role, duties/roles, duration of off shift periods, time allocation to perform duties outside of course delivery, professional development time, supervision, and transition arrangements.
2. All future trainers will be paid their entitlements including equivalent shift allowances and will retain access to ROT/WIL and will not be worse off during the periods they are rostered off shift for training or training related duties. Current on shift trainers conditions will not be impacted.
3. No one will be moved off shift permanently and the duration of off shift periods will be limited. No new WPTs will be rostered off-shift for training permanently.
4. WPTs will be selected for training/assessment work as far as possible in advance, no less than 8 weeks in advance, and WPTs will have equitable opportunities to conduct training and assessment.
5. Where there is a person with Cert IV they will be used as lead trainer or assessor. 000VIC will move to require all WPTs to have as soon as practicable and in any case within two years. The parties will consult about a plan to achieve completion of Cert IV in the shortest practical time including in respect to how the Cert IV training is to be delivered and the support provided to employees to complete the Cert IV. This plan will be finalised within six months of the commencement of the Agreement.
6. WPTs will be provided with as much notice as possible, no less than 8 weeks, of the requirement to change their roster to complete off shift training duties.
7. WPTs will be provided with a minimum of 60 hours break when moving back on shift after Off shift training.
8. Retain provision in the Agreement for current off shift trainers to ensure they retain their present entitlements and working arrangements (unless varied by agreement). Future WPTs when rostered off-shift to perform training duties will maintain their on-shift roster penalties.
B. WORKPLACE TRAINERS AND ASSESSORS
There is also in principle agreement to the following changes to workplace trainers and assessors arrangements:
Training Delivery
Training includes all off shift and classroom skills training
1. All persons delivering training, including on-shift or off-shift training, must:-
i. Be a WPT who has been appointed in the relevant stream (ie. POL, AV, FSV);
ii. Be qualified and current in the skill-set in which the training is being undertaken;
2. No person can be directed against their will to deliver or participate in training between 2300-0600hrs.
3. To be a Lead Trainer
i. Hold a current Certificate IV in Training and Assessing (or equivalent) (this requirement will be implemented as soon as practicable but in any case within the first two years of the agreement); AND -
ii. Have previously assisted with the delivery of a minimum of 2 course of the same type.
4. To be an Assistant/additional trainer (to be achieved by the first two years of the agreement)
i. have obtained the Enterprise Trainer and Assessor Skillset (or equivalent) and at all times work under the direct supervision of the Lead Trainer.
Assessment Delivery
Assessments include:
1. All persons performing Assessments must :-
i. Be a WPT appointed in the relevant stream (ie. POL, AV, FSV);
ii. Be qualified and current in the skill in which the assessing is being undertaken;
iii. Hold a current & full Certificate IV in Training and Assessing (or equivalent) (this requirement will be implemented as soon as practicable but in any case within the first two years of the agreement);
2. No assessments shall take place between 2300-0600hrs.
The parties have agreed that the arrangements to apply when public holidays fall during training will be codified in consultation at the May 2024 UCC.
Those aspects of training policy relating to coaching centres will be finalised through consultation at the May 2024 UCC.
C. TRAINING DELIVERY.
The parties have agreed the following for inclusion in training policy:
*Extension of training time for new recruits by one classroom week with the capacity for advanced learners to be assessed as not requiring the additional week. (in classroom)
* the additional training time will utilised amongst other things to enable the use of increased scenario.
*There will be a two week break between courses for workplace trainers (Noting that other training related matters may be scheduled during the two week break- this may require on shift trainers to be off shift for a longer period.)
*There will be at least two trainers for each course. Where due to unplanned absence a trainer is missing and cannot be replaced, the training course will be extended in consultation with the trainers. 000VIC will seek to limit class sizes to 10 or less. Where class size exceeds 10 a third trainer will be scheduled.
*No class greater than 15. If there are more than 15 learners it will be two classes.
In respect to the above matters the Agreement to provide that:
The length of courses, learner/trainer ratio and breaks between courses are specified in training policy. Changes to the policy should be through consultation.
The Enterprise Agreement will be amended during the drafting process to provide that:
The Enterprise Agreement will be amended during the drafting process to provide that:
The practice of having police call takers process misdirected fire calls will be reviewed with 6 months of the commencement of the Agreement. The practice will be reviewed in consultation with the UCC and stakeholders. Should the review identify alternative work practices that do not adversely impact safety and operational responsiveness, the current practice will be ceased in favour of those arrangements.
24. Career progression, selection, and appeal process
000VIC are reviewing the expression of interest process for existing employee's career progression. 000VIC is committed to an equitable merit-based selection process. 000VIC is working to update Recruitment and Selection policy to ensure that the process is equitable and merit based and that candidates are provided with timely and adequate feedback and have the ability to seek review.
The Agreement will be amended during the drafting process to include clauses which provide for improved access to compassionate leave:
a. Employees shall be entitled to take compassionate leave for loss of pregnancy under 20 weeks.
b. Employees shall be entitled to 1 day of compassionate leave for aunties, uncles.
The Agreement will be amended during the drafting process to expand the circumstances where employees can accept leave donations. Employees receiving personal leave donations will now be able to use up to 96 hours of donated leave (annually) for any illness or injury, subject to 000VIC's reasonable evidence requirements.
The Agreement will be amended during the drafting process to include a new clause which provides:
The Agreement will be amended during the drafting process to include a new clause which provides access to Blood Donation Leave for up to four hours without loss of pay to visit the Red Cross Blood Bank as a donor once every twelve weeks.
The Enterprise Agreement will be amended during the drafting process to provide that:
a. Employees with infectious disease (Special Leave): Where an employee has been directed away from the workplace due to having an infectious disease but is not otherwise unwell, special leave will be granted.
b. Close Contact with someone with an Infectious Disease: Where an employee is a close contact of a person with a notifiable infectious disease and the employee has been directed not to attend work, the Employer will grant the Employee special leave of absence with pay.
The Agreement will be amended during the drafting process to confirm that outside of emergency events employee's will not be required to monitor, read or respond to emails or text messages outside of work hours. No employee will be disadvantaged by not responding to communications outside of their working hours.
Consultation and Representation Related Matters
Clause 59.3 of the Agreement will be amended during the drafting process to include the following
"and preparations for UCC"
at the end of the clause to reflect agreement that employee representative functions for the purpose of this clause include preparations for UCC's.
32. Delegate and Union related matters
Clause 60.3 of the Agreement will be amended during the drafting process to change the number of UCC meetings held a year from "at least 4" to "at least 5". The clause will also be amended to include the opportunity for employee representatives to caucus.
Clause 5.4 of the Agreement will be amended during the drafting process to include the words reasonable preparation time.
The Agreement will be amended during the drafting process to include a clause that supports the secondment of workplace union delegates to a union if leave without pay is approved by 000VIC on operational grounds. The period of the secondment will not be a break in the service of the seconded employee.
35. State Council/Branch Committee of Management
The Agreement will be amended during the drafting process to include a clause that supports workplace union delegates being released to attend State Council/Branch Committee of Management meetings via the facilitation of approved shift swaps or approved time in lieu or approved planned leave. Additionally, the definition of Industrial Training Leave in Clause 46 will be expanded to include attendance at State Council/Branch Committee of Management meetings.
The Agreement will be amended during the drafting process to include a deployment outside of SECCs clause that references the deployment policy, travel policy and cross references other relevant clauses in the Agreement.
The policy will include a minimum of two day break for employees who have been deployed to regional non-000VIC sites. The deployment and travel policies will be developed through consultation over the first 6 months of the agreement.
The Agreement will be amended during the drafting process to confirm that:
1. employees on early knock off (EKO) on a public holiday or who agree to take short notice leave at 000VIC invitation will be entitled to penalties as if they had worked the full shift.
2. employees on non-standard rosters whose shift ends after midnight at the commencement of a public holiday will be entitled to public holiday penalties.
3. employees who work overtime on a public holiday will also be paid a day's salary at the single time rate in lieu of the public holiday.
The Agreement will provide that overtime on weekends from 6pm Friday to 7am Monday will be double time.
The MOU concerning underpayments which provides that out of cycle payment will be made where underpayment exceeds a threshold will be included in the Agreement.
Policy will provide that if you are on shift at the time of a service award you will be released with pay to attend. 000VIC will make every effort to ensure that it occurs on shift, including consideration of shift swaps. Employees in receipt of National Emergency Medal will be released from duty for attendance for the presentation without loss of pay.
41. Night shift penalty payments
From the date of commencement of the Agreement, the penalty payments for night shifts (except where Saturday, Sunday or Public Holiday rates apply) will increase from 25% to 35%. The penalty payment on Friday night shifts where at least half the shift is worked after midnight Friday will increase from 50% to 60%.
1. 000VIC is committed to recognition of the employees covered by this Agreement as professional emergency services workers. This includes recognition of the need for responsiveness and adaptability to meet community needs and the significant mental load associated with the work.
2. The parties agree that access to leave is critical to addressing these matters. The parties will explore options for improving leave and access to leave in the next Agreement.
3. To facilitate such discussions a review of current 000VIC annual leave entitlements and access arrangements when compared to the arrangements in other Victorian emergency services where various other leave entitlements are bundled with annual leave entitlements linked to rolled up rates will occur. The review will commence no later than 1 July 2026 with the aim of completion six months prior to the nominal expiry of the Agreement.
4. The review will be overseen by a working group with representatives from 000VIC and two representatives from each Union (no more than one operational delegate from each Union), one representative from Emergency Management Victoria and one representative from Industrial Relations Victoria.
5. The review will commission independent research to support the review.
Note a work calendar for the implementation of the commitments in the Agreement will be developed during the drafting period. Next steps: Member meetings will be held over the next couple of weeks, or alternatively you can email your Industrial Officer below to advise whether you endorse the proposal outlined above. Drafting the new Agreement will be concluded by 30th April. Government departments will officially sign off, then all employees will be required to vote on the new Enterprise Agreement. If the majority vote yes, it will be lodged at the FWC for approval.
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