[This leaflet was distributed prior to the 5 January 2000 Central Council
meeting that considered the NSW Government's pay offer. That meeting decided to
put the offer to a ballot of members. However no 'NO' case will be presented.]
PROGRESSIVE PSA SAYS
NO SECRET PAY DEALS
Y
ou may have read about the Government's pay offer in response to the PSA's pay
claim. They are offering just 2% for 2000. Further, there doesn't appear to
be any commitment to pursue pay equity.
The proposed deal still needs to be considered by the PSA. The issue will be
addressed by a special meeting of the PSA Central Council on Wednesday 5
January 2000.
It appears that a substantial proportion of the proposed deal is NOT funded by
Treasury. That means the remainder of the deal will most likely be recouped
through further job losses and reductions in conditions dressed up as 'reform
efficiencies', 'award simplification' and productivity improvements.
The detail of the pay deal is set out in a memorandum of understanding (MOU)
and an appendix. To date the leadership of the PSA has failed to make this
available to delegates and members so we remain in the dark as to how we will
be affected. Is the deal really that bad?
In our opinion the failure of the PSA leadership, who call themselves the 'Rank
& File', to provide these details is reprehensible. Continued requests for
copies of the MOU have failed to produce anything in time for members meetings
or proper consideration by Central Councilors. How can PSA delegates and
Central Councilors consult their members if they are not provided with a copy
of the MOU?
At the special meeting of Central Council on 5 January 2000, Progressive PSA
delegates will insist that members be shown the MOU immediately and that the
pay deal be put to meetings of members.
What does the deal look like?
Does the MOU guarantee an end to job losses and the job advertising freeze?
Does the MOU commit the NSW Government to adopting pay equity in the public
sector? Does the MOU spell an end to reduction of services especially to rural
and regional NSW? Does the MOU spell the end of contracting out and
casualisation of the public sector? Does the MOU commit the Government to
investing in socially useful infrastructure and services?
Or will the MOU limit the PSA's access to the industrial commission and
restrict its ability to take industrial action when necessary to defend our
members?
We have been told that the percentage increases would be:
1 January 2000 2%
1 January 2001 2%
1 January 2002 3%
1 January 2003 4%
1 July 2003 5%
We understand these 'reforms' will be negotiated both centrally and in agencies
as happened in the last pay deal. The 'reforms' are likely to include
'simplification and consolidation of Awards and modernising industrial
instruments'.
We also understand that the 'parties at agency level will develop and agree on
reforms and priorities by 31 March 2000' and that 'implementation strategies
for the introduction of agreed improvements will be developed by 30 June 2000'
.
NO REPEAT OF THE LAST PAY CAMPAIGN DEBACLE
While the union's effort to secure the last part of our last pay deal were
touted as a success. The reality is that any success was entirely due to the
resolve of members. The leadership underestimated the willingness of members
to take action. This was evident in the shortage of meeting venues in the
Sydney CBD and the huge overflow outside the Town Hall. The industrial action
that followed was poorly coordinated with many members left wondering what they
were authorised to do.
Far from being a great victory, the agreement renewed the government's
confidence to relocate agency functions (often to marginal electorates) and to
commence a savage campaign of job cuts in places like TAFE, Local Government
and Fair Trading. In many workplaces the employer has reduced floor and desk
space and removed lunch and meeting rooms claiming that the pay deal authorised
them to do so. In turn we have been told by industrial officers that the deal
only gave the government what it already had the right to do. The fact remains
that the deal has given our employers the confidence to attack our jobs and
conditions safe in the knowledge that there will be no effective public
sector-wide response to the cuts by the PSA.
FIGHT THE CUTS - AN ATTACK ON ONE IS AN ATTACK ON ALL
We can not accept pay rises in return for a loss of jobs. Remember it may be
your job that goes next. The fact that your job is indispensable is no
guarantee of job security. Members need a union that will fight for job
security and won't trade it for pay rises.
The PSA's strategy has been to leave the fight to those agencies that are
suffering the cuts. This is a bad strategy because it leaves it to those who
are in the weakest position (and where jobs are on the line) to defend
themselves. No serious attempt has been made to develop a solidarity campaign
or have a sector wide response. The new pay deal will leave us vulnerable to a
new round of such attacks - dressed up as award simplification and productivity
improvements.
FOR AN INDEPENDENT UNION
Our union has tremendous potential. It covers a broad range of industries
within the public sector. Our union's strategy should be based on educating
members, and developing activity and solidarity amongst the membership. It
should not be based on cosy (and lousy) deals with ALP governments (effectively
our employer). A union that depends on the employer instead of its membership
is defeated before it begins.
LET THE MEMBERS DECIDE
This deal potentially locks our union into a four year straight jacket. Until
we see and consider all the implications of the memorandum of understanding it
is unacceptable for the union to sign the deal.
Members meetings must be called prior to any Central Council decision
.
WHAT YOU CAN DO
Let the PSA know that you want the issue to be debated by meetings of members
prior to any decision being made by Central Council. Let them know of your
concerns about job cuts and other potential trade-offs. Tell them that in the
year 2000 elections you will not support any group that refuses to put the
issue to members.
You can phone the PSA on 9290 1555 - ask to speak with the General Secretary,
Assistant General Secretary or President. Or e-mail the Senior Communications
Officer and ask him to forward your message to the above people.
Print this leaflet and distribute it in your workplace or forward it by e-mail
to friends colleagues and interested fellow members.
Tell us what you think. Contact the
Progressive PSA
- We are a group working to democratise and strengthen our union. We would
like to keep you up to date on what is going on.
E-mail your name and work phone number to:
progressive@angelfire.com
Or write to us:
PO Box K519 Haymarket NSW 1240