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TZV ESTA CONDITIONS

CWU SUPPORT EBA MATERIAL

DRAFT LOG OF CLAIMS

Version 6 June 2025


ESTA TZV Home


CWU LOG OF CLAIMS

These claims are made without prejudice and CWU maintains the right to amend or add claims. Amendments dependant on the current restructures occurring at TZV

ANNUAL PAY INCREASE

Annual salary increase of 6% in the first year and 3% per annum thereafter.

The 6% is in recognition of employees accepting a below CPI annual increase in the 2021 Agreement expecting there to be a 1% p.a. increase following a salary banding realignment which TZV failed to complete. Date of effect 1 July 2025.

SALARY BANDING

was agreed to in the previous Support EA, failed to be implemented by TZV, effectively underpaying all Support Roles that negotiated fairly in good faith that this would form part of their salary increase over the 4-year life of the previous agreement aligned to VPS. Only new employees will start bottom band

úSalary banding to be finite. Shouldn't be able to be a band 2 getting paid more than the lower end of band 3 etc.

SIGN ON BONUS

Once off $6,000 lump sum payment (pro-rata for part-time and eligible casual employees), and will be paid to all employees, regardless of classification aligned to VPS & TZV Ops EA

Operational workers be entitled to an additional once off lump sum payment of $2,000 pro-rata for part-time and eligible employees, in recognition of the important operational services these employees continue to deliver.

Parity with VPS 2024 cost-of-living payment one off $5600 regardless of classification. Date of effect 1 July 2025.

ENTITLEMENT ENHANCEMENTS - ALLOWANCES

Allowances adjustment

All allowances to be increased in line with salary increases

First Aid and/or CPR Allowance

of $700 where an Employee, in addition to their normal duties, agrees to be appointed by the Employer to perform first aid duties. - Refer to Section 35.2 of Victorian Public Service Enterprise Agreement 2020

Mobility Payment

- Support Office Employees will be paid an annual lump sum mobility payment (see VPS EA 2024): as per Clause 16

Skills Maintenance

- Where a support staff employee covered under this agreement holds one or more operational skillsets and is current in this skillset, the employee will be remunerated for holding that skillset. $4000 per skill set

Uniform allowances

- same as operational staff

Reimbursement of Motor Vehicle Expenses

- If an employee has received prior approval to use their private motor vehicle, the employer will reimburse their kilometre costs and any other reasonable motor vehicle reimbursement expenses based on the rates determined by the Australian Tax Office. Reimbursement is subject to completion of the appropriate mileage reimbursement form.

Living Away from Home Allowance

- An allowance will be paid where an Employee is required to spend the night away from their normal residence location and is accommodated away from their normal residence when undertaking work $100 per night.

Emergency Role Payments

an annual allowance of $3000 for TZV staff who make themselves available as EMLOs, EFCOs or other similar Emergency Management roles.

Higher Duties Allowance

- to be paid for each hour worked in a higher salary role. Fix clause and wording

Support Office Mentoring Allowance

an allowance of $10 per hour for any employee requested to perform mentoring duties to another employee new to a role, on secondment or currently in a talent pool or similar

On Call & Standby Allowance

- Increase to on-call allowance will be as follows, short notice changes to a roster that require an employee to go on-call will be paid as overtime rather than the On-call rate. For the purpose of this document short notice is defined as less than 5 days.
On Call Allowance payment/rate to be reviewed in line with different TZV Departments and roles
o Overtime paid as double time between 6pm Friday and 7am Monday
o Overtime will follow standard payments 7am Monday 6pm Friday.
ú State clearly that on call is only an outside of support office hour's function or outside of the individuals' standard hours.
ú Overtime Rates paid as soon as an on call related matter phone is answered, not a free 30 minutes.

Qualifications

- related salary minimum payments apply for roles required by professions that are regulated by law (including professional registration). Cert IV, Diplomas, Degree

ENTITLEMENT ENHANCEMENTS - LEAVE

Personal Leave Entitlement

- An Employee (other than a Casual Employee) is entitled to 125.4 hours personal/carer's leave per year (pro rata for Part-time Employees). Full-time Employees may take up to 44 hours of additional personal leave in each year without having to provide the Employers with documentary evidence

Personal Leave

- Upfront leave entitlements

Annual Leave Increase

- An Employee, other than a casual Employee, is entitled to five weeks paid annual leave for each year of employment (190hrs)

Menstrual & Menopause Policy/Leave

- New leave/policy entitlement of 5 days to recognise an employee's health around reproductive rights, menstruation, and menopause.

Compassionate leave

inclusive of aunts and uncles

Surrogacy Leave

- An Employee whose Child is born through a surrogacy arrangement which complies with Part 4 of the Assisted Reproductive Treatment Act 2008 (Vic), is eligible to access the parental leave entitlements outlined in clause 30.9 of this agreement.

Infectious Disease leave

as per Ops EA

Gender Affirmation Leave

of up to 4 weeks (20 days) paid leave for essential and necessary gender affirmation procedures, up to 48-week unpaid leave. As per VPS

Critical Incident Leave

- In the event an Employee is exposed to a significant or critical incident, the Employer may release the Employee (one day per occasion without loss of pay) to enable recovery or access to TZV support services from exposure of the incident.

Defence Force Leave

add a paragraph to include Cadets (as per pt 287 of APSC):
An employee who is an Australian Defence Force Cadet officer or instructor can get paid leave up to 3 weeks in each financial year to perform their duties. Australian Defence Force Cadets means:
Australian Navy Cadets.
Australian Army Cadets; and
Australian Air Force Cadets.

Leave Donation

- as per Ops EA 39.4 to be included in Support EA - clarify requirements for recipient

ENTITLEMENT ENHANCEMENTS - GENERAL

Flexible Work Arrangements (FWA)

- Increased requirements for Employers to give genuine consideration to flexible work requests made by any employee in line with requirements of Fair Work. If requests for FWA cannot be approved, reasons why must be provided in writing within 14 days.

Transfer of Employment VPS

- If an Employee moves to a VPS Employer and there is no break in service, the current Employer will transfer accrued entitlements to the new Employer or role. Accrued entitlements include long service leave, annual leave, personal leave, progression steps or amounts and by agreement with the receiving Employer, purchased leave. Service with a VPS Employer will count towards any qualifying period applying to the leave entitlement.

Time in Lieu

- Equal TIL for OT ratesi.e. TIL calculated at 1.5 or 2 in the same manner as OT is worked out.

Rest Breaks

- 30min paid Break within 5hrs of work, additional 15min break if shift is 6-8 hours with further 15-minute break for every 2 hours beyond 8 hours,

Right to Disconnect

- as per clause 33 Ops EA to be included in Support EA with relevant legislation

Union Delegate Secondment

- Clause 57 Ops EA to be included in Support EA

80/20 Career Break

- replicate Clase 17 Ops EA in Support EA

Deferred Salary Scheme

- An employee may elect to receive, over a one or two-, three- or four-year period 80% of the salary they would otherwise be entitled to receive. On completion of the nominated period the employee will be entitled to leave in accordance with the table in the MECS Tab and will receive an amount equal to 80% of the salary they otherwise entitle to for the relevant period.

Shift Penalties

- replicate clause 27 of Ops EA in Support EA

Definition of a shift worker

Any employee who regularly works outside of the hours 0700-1900 or is expected to make themselves available to work outside those hours as part of their job role,

WIL - Week In lieu Leave

- Option to accrue 38 hr WIL Leave for Support Office workers

Secondments

- If seconded to another role or higher duties any hours owed by the employee will be absorbed by the employer, and there will be no requirement for the employee to work these hours or pay them back to the employer. Any hours owed to the employee by the employer can be taken as overtime or time in lieu.
Bottom of Band
10% increase of current salary
Rate of incumbent
Whichever is higher

Senior MECS Role

- creation of a Senior MES role to recognise valuable experience and to recognise additional leadership qualifications such as diploma of leadership and management

Agreed Minimum Numbers/Positions for Support Office Staff

- MECS, Learning Center, Emergency Management, R & L, Payroll, ECIS. Roles required to be backfilled during secondments & leave periods. WFM Ratio - 1:100 planner to staff ratio. 1 Senior Trainer to 10 trainers. No leader should have more than 6 direct reports.

Leave whilst on Higher Duties

- If an employee works 20 days consecutively on higher duties and then goes on leave. That leave will be paid at the higher rate even if the employee does not return to that role after the leave.

Roster Changes

- Where an employee is required to adjust the roster or ordinary hours of work and where less than 5 days' notice of the of the change has been given by the employer, the employee will be reimbursed for reasonable childcare expenses incurred. Evidence of expenditure incurred by the employee must be provided as soon as possible after the working of such shifts.

Paid Professional Development

- Accredited courses required for role to be offered to Support Office employees, attainment of qualification needs to be recognised by a skills payment (to be developed) Access to funded external training, workshops, and courses.

Equitable distribution of Support Office Roles

- Not all support office staff out of Wesley or THO equal and fair distribution of support roles across the SECCS. WILLSECC & BALSECC employees discriminated against applying for roles due to the location they work at.

Salary sacrifices options

TZV will not change Salary Sacrifice providers without consultation with the union.

RDO Day in lieu

if it falls on public holiday

Overtime on a Public Holiday

- paid at triple ordinary time in addition to the day in lieu payment

Mentorship & Leadership Programs

- Support for future leaders through structured coaching and mentoring.

Flexible hybrid working arrangements

include that in addition to working from home, TZV also supports 9-day fortnight, 8-day fortnight and by agreement employees can work outside the span of normal hours. Flesh out clause 53 Flexible Working Arrangements. We want the types of FWA included in the EA.

Working hours

- Employees, will at their request, be permitted to begin work at 06:00 without incurring overtime. Should the request be made by TZV then overtime will be payable as per the existing clause.
ú Every employee has the right to have a flexible remote working agreement, which can't be unreasonably refused by management.
ú Reduce the office attendance from 50% down to 1-2 days a week.

Salary Review Process

- clearer and formalised salary review process which is in current EA. No one has been approved under current method of CEO approval
Develop new process, may align with banding. Sick Leave Payout - if your balance is above 300hrs you can cash out 76hrs of sick leave per annum

ORGANISATIONAL CHANGE

Major Change

Where the Employer has developed a proposal for major change that is likely to/will have a significant effect on Employees, such as a restructure of the workplace, the introduction of new technology or changes to existing work practices of Employees, the Employer will advise the relevant Employees and the relevant Union covered by this Agreement of:
- the proposed change as soon as practicable after the proposal has been made; and
- measures the employer is taking to avert or mitigate the adverse effect of the
- change on the employees; and
- the likely effects on the Employees' working conditions and responsibilities; and
- the rationale and intended benefits of any change, including improvements to
- productivity, if applicable.

For the purpose of this clause, a major change is likely to have a significant effect on Employees if it results in:
- the termination of the employment of Employees; or
- major change to the composition, operation or size of the Employer's workforce or
- to the skills required of Employees; or
- the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
- the alteration of hours of work; or
- the need to retrain Employees; or
- the need to relocate Employees to another workplace; or
- the restructuring of jobs.

Career Progression Pathways

- Defined routes for promotions and skill development opportunities.

The Parties agree to interpret and apply this Agreement consistently with the following principles aimed at promoting workforce mobility:

The work required of a modern career is not static but always changing, due to factors such as new government priorities, population growth, the pace and scale of emergency technological advancement, changing community service delivery expectations and the need to respond to evolving complex public policy problems or crises.

Embracing these changing priorities is essential to providing secure, flexible employment TZV. Within a framework of secure employment and flexibility, the Parties acknowledge the importance of ensuring that TZV Employees can be responsively deployed to support changing government priorities.

The Parties agree that the principles set out above will be operationalised over the life of the Agreement, through a range of changed workplace practices, modes of work and service delivery. These may include, for example but not limited to:

Facilitation of greater mobility, including through 'talent pools' for identified functions, the development of job families and a more advanced approach to linking skill development, career aspirations and job demand trends

Interdisciplinary project teams or joint ventures, which change in size and composition over time, with shared resources and/or reporting lines outside traditional hierarchical structures or across departmental boundaries

The parties agree that workforce mobility measures are not intended to adversely affect Employees' overall employment security within the VPS or otherwise disadvantage Employees in their employment.
- in recognition of the Parties commitment to the mobility principles outlined above
- in recognition of the fact that the work required of a modern emergency service is not static but always changing
- to acknowledge Employees are committed to ensuring they can be responsively deployed to support changing government priorities, and
- to encourage Employees to gain relevant, diverse, and evolving skills and experience across the emergency service to support their capability and career development.

REDUNDANCY

Include redundancy etc clause in EBA to Protect Support Office workers

Redundancy terms and conditions - 2 weeks' pay for every year of service (or more) and lump sum that increases each year, on the same percentage that salaries increase. Personal leave to be paid out in the case of a targeted redundancy



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