Wages have become the top issue for union members in 2022. Union members in the public service have an unprecedented opportunity to campaign together to change government wages policy in 2022. At the same time, union members across the country have been campaigning for award wage rises that keep up with the cost of living. This morning the Fair Work Commission determined that workers needed a wage increase of 4.6%, well above the state government's wage policy of 2.5%. The Fair Work Commission has also awarded a flat dollar increase of $40 per work, which is higher than 4.6% and further protects low paid workers. The decision shows that workers cannot afford a wage increase of only 2.5% when prices are rising faster than they have for over two decades. A 2.5% increase for Queensland public sector workers- in line with current government policy - with inflation taking off is a wage cut in real terms. Union members have said that's simply not good enough. Be part of the campaign - register here. With most of the public sector renegotiating their EB agreements this year, there is a real opportunity for the collective strength of union members to change the state government's wages policy. Queensland public sector workers have been able to bargain for wages above their award. They have won these higher rates through their collective power in campaigns. That is why this year workers across the public sector and across unions will be campaigning for fair wage increases with a simple message that wage increases must at least match the increases in the cost of living. Next week, members in Health, Education, TMR and more will be holding virtual meetings across Queensland to kick off the campaign for fairer wages. They will be coming together with members of other public sector unions to call on the state government to change wages policy so public sector workers don't fall behind. Already 1500 members have joined the campaign - will you be part of this change? These meetings will be held in Queensland hospitals, TMR centres, TAFEs, schools and more with a simple message that wages must keep up with cost of living. It's not too late to register to attend a meeting in your workplace. Click here to join the campaign and register to attend.
With the emergence of the omicron variant of COVID-19, governments and organisations have had to rethink how they deal with the new, more-infectious variant. Public Sector members are concerned about potential gaps in leave entitlements contained in the Employment Arrangements in the Event of a Health Pandemic (Directive 01/20) that could be exposed by the omicron variant. Together members have written to the Public Service Commission to highlight members' concerns. It is important that public sector members feel safe when they go to work. You can read the letter here. Members must have access to additional leave with omicron Public sector members currently have access to 20 days “Special Pandemic Leave”. This leave has been in place for many months, but now it's time for the public service to catch up to what members are facing today. With a more infectious variant, members are concerned that the potential of being reinfected with COVID-19 or the need to isolate to care for family and friends may exhaust the current Special Pandemic Leave entitlement. Measures must be in place when members exhaust their current 20 days of Special Pandemic Leave. An additional 20 days leave must be activated in the event of a public servant being reinfected with COVID-19, for example when there have been multiple infections in a household or a school or childcare centre has been closed and a public sector member is required to care for a child. Members require leave for vaccinations Members have also expressed concern that the minister’s comments about vaccination are not reflected in the Directive. We know the importance vaccination is playing in reducing severe disease and members should be encouraged to take the time to get their booster shot. As such, members are requesting access to paid time off, including travel time, to be vaccinated and also paid leave if an employee has an adverse reaction to a vaccine. These entitlements should be reflected in the Directive. Members require access to Rapid Antigen tests The changes to close contact rules means members need access to Rapid Antigen Tests (RATs). Public servants must have access to RATs when: A employee is a close contact of a diagnosed person, either at home or accommodation, and requires a negative test to return to work. A employee has had contact with a diagnosed person in the execution of their duties. A employee has worked with a diagnosed person in close confines for more that 4 hours. If a person requires a negative test to return to work and cannot access a RAT, they must be granted Special Pandemic Leave. Members are seeking these change be added to the Directive also.
