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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. Industrial Relations Victoria is a resource that the parties can rely on to assist in the negotiations. Its role is to be accompanied by a complete list of amendments to the current agreement and a copy of the final agreement under consideration. 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. Flexible work will be clarified and protected by the merger of all existing provisions into a specific part of the new agreement. Workers no longer have to work for 12 months before requesting flexible working time arrangements. If you have any questions about the VPS contract, please email vpsagreement2020@dpc.vic.gov.au (External Link). If the agreement is approved, it will be submitted to the Fair Work Commission for formal approval.

Industrial Relations Victoria assists departments, agencies and unions in labour relations and enterprise bargaining. It ensures that employers and stakeholders are regularly advised and that public sector employers are familiar with their obligations under government labour relations policy. Benefits for workers under the new enterprise agreement include annual wage increases, a new mobility premium, higher overtime rates and night work allowances, as well as more parental leave. Take some time to review the proposed agreement before the vote. 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. 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. In the medium term: Probation procedures need to be updated, as well as internal procedures for misconduct and performance and salary changes. . From July 1, 2020, the overtime limit is increased from the highest pay point to Level 3, to value 1, to the lowest pay point at Level 4. .

The basis for which a worker can access his or her personal/acquired care leave has been changed and workers now have explicitly the right to take paid personal/care assistant leave for the purpose of: Section 24.7 has been amended to clarify that the employer and the worker may agree, before the start of the formally unsatisfactory work process, that the employer, if unable to achieve the required level of performance, may, if necessary, place the worker in an appropriate alternative position, which may also be at a lower rank.