Coffee, tea, or hot chocolate will be free for CPSU NSW members and anyone who signs up on the day. If you know a colleague who has been thinking about joining the union, bring them along with you and come and say hello.

Meeting details

Date鈥傗�傗�傗�傗�傗�傗�傗�俆hursday 30 July 2026

Time鈥傗�傗�傗�傗�傗�傗�傗��11:30am – 1:30pm

Location鈥傗�傗�傗�侰afe on site at the TAFE Shellharbour campus. We will have a table set up with our merchandise.

Contacts

Shane Elliott Regional Organiser
Selliott@psa.asn.au
0499799011

The post The coffee is on the CPSU NSW for our members at Shellharbour appeared first on 色狼社区CPSU NSW.

This meeting is an opportunity for members to raise any workplace issues, concerns, or feedback they would like the 色狼社区to bring forward at the upcoming Joint Consultative Committee (JCC) Meeting. Your input is important in ensuring that members’ voices are heard and that workplace concerns are effectively represented.

To make attendance as easy as possible, the meeting will be held online for members’ convenience.

To encourage open and honest discussion, meetings have been separated by employee group. A separate meeting for managers will be scheduled in the coming weeks. This approach has been taken to ensure that all staff have the opportunity to speak freely and comfortably about any concerns or experiences they may have in the workplace.

Whether you have a specific issue to raise or simply want to hear from fellow members, we encourage you to attend and participate in the discussion.

We look forward to meeting with you and hearing your views.

Meeting Details

Date Monday, 3 August 2026

Time 12:30pm to 1:30pm

Location Microsoft Teams

Meeting ID听495 669 387 970 351

Passcode听苍颁7产3顿贰6

Stronger together!

The 色狼社区has over 125 years of proud history, and you stand on the shoulders of over 42 000 members who know we are stronger together.

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As School Psychologists your pay increases and salaries are determined under a different industrial instrument. Your pay rises were secured by the 色狼社区via a three-year Crown Employees (School Psychologists 鈥� Department of Education) Salaries Award 2024 ( 鈥淪chool Psychologists Award鈥�) 听to ensure your pay parity with school counsellors is maintained.

Your Award includes the following guaranteed pay increase over three years:

9 October 2024 to 8 October 2025: 3 per cent increase to salaries, for all classifications covered by the School Psychologists Award听from the first full pay period on or after 9 October 2024 (excluding superannuation).

9 October 2025 to 8 October 2026:听3 per cent increase to salaries, for all classifications covered by the听School Psychologists Award听from the first full pay period on or after 9 October 2025 (excluding superannuation).

9 October 2026 to 8 October 2027:听3 per cent increase to salaries, for all classifications covered by the SP Award from the first full pay period on or after 9 October 2026 (excluding superannuation).

• You were also guaranteed an increase to superannuation of 0.5 per cent effective from 1 July 2025 and 1 July 2026.
• An annual $1000 taxable, one-off 鈥榗ost-of-living鈥� adjustment payment, plus superannuation, will continue to be conditional on the 12-month annual average Sydney Consumer Price Index rate exceeding 4.5 per cent in the year to March quarter. This payment is available in any year of the agreement, with the trigger commencing in the March quarter. The payment would be pro-rated for employees who do not work full time and will be paid in July of each year.

Whilst the threshold of 4.5 per cent CPI under the terms of the Award was not reached in the March quarter this year for School Counsellors nor for School Psychologists, this safeguard remains available in 2027 should the Cost-of-Living increase meet the threshold next year.

To be clear all Teaching Service staff including School Counsellors did not qualify for this round of COLA payment.

For your information 鈥� we provide the below links to relevant SP Bulletins published by the PSA.

School Psychologists: End-of-year wrap up | 色狼社区CPSU NSW

School Psychologists: Vote on your 2024-2027 salary increases | 色狼社区CPSU NSW

The post 色狼社区won secure pay rises for three-years through the School Psychologists Award: do School Psychologist鈥檚 get a COLA payment? appeared first on 色狼社区CPSU NSW.

The Review identified job insecurity under the Members of Parliament Staff Act as a barrier preventing staff from speaking up about workplace issues. While some cultural reforms have been implemented, the system that enables silence and retaliation remains.

Before 2013, staff employed by Members of Parliamentary were covered by the Industrial Relations Act and the Crown Employees (Parliamentary Electorate Officers) Award, providing stronger workplace protections and access to the NSW Industrial Relations Commission. Those safeguards were removed by the former Coalition Government with the introduction of the MoPS Act leaving NSW parliamentary staff with one of the weakest employment frameworks in Australia.

As part of the PSA’s Beyond Broderick campaign, we are bringing together MPs, staff and supporters to discuss the future of parliamentary employment and the reforms needed to ensure staff receive the rights and protections they deserve.

Beyond Broderick Forum

Date Thursday 6 August 2026
Time 12:15pm for a 12:30pm start
Location Macquarie Room, NSW Parliament House

Speakers

• Stewart Little, 色狼社区General Secretary
• Sophie Cotsis MP, Minister for Industrial Relations

You and your work colleagues are invited to attend in person. If you are unable to attend in person due to distance, please RSVP and the 色狼社区will send you an MS Teams link just before the forum.

Download Forum poster FORUM HERE

Why Attend?

Members of Parliament Staff are employed under a Determination linked to Members’ Entitlements rather than an Award made by the NSW Industrial Relations Commission.

This forum is an opportunity to:

• Hear about the PSA’s campaign for a modern industrial Award.
• Discuss the reforms needed beyond the Broderick Review.
• Learn how stronger workplace protections can deliver greater job security and fairness.
• Connect with colleagues and add your voice to the campaign.

Find Out More

Read the PSA’s letter to the Premier and learn more about the campaign Beyond Broderick 鈥� 色狼社区writes to the Premier

Together, we can secure a stronger voice, better protections and a fairer future for Members of Parliament Staff.

Contacts

Members of Parliament Advisory Group

Suzette Meade 鈥� Chair

David Halliday 鈥� Assistant Chair

Angus Hoy 鈥� Secretary

Rachel Smoothy 鈥� Assistant Secretary

Emma-Jane Scott 鈥� Advisory Group member

Joseph Steel 鈥� Advisory Group member

Leeca Higgins 鈥� Advisory Group member

色狼社区staff

Greg Shaw Senior Industrial Officer
gshaw@psa.asn.au

Vivette Horrex Organiser
vhorrex@psa.asn.au

The post Join the 色狼社区for the Beyond Broderick Forum appeared first on 色狼社区CPSU NSW.

The following is a summary of the information provided by management and the issues raised by the CPSU NSW.

Consultation Process

Management advised that 27 initial consultation meetings have been completed. Staff have been informed of the proposed operational changes and consultation remains open.

Management has committed to maintaining a register of staff questions and feedback, with all submissions to be reviewed before any final decisions are made.

The CPSU NSW raised concerns that the union should have been involved earlier in the consultation process. Management responded that staff consultation commenced on the same day the union was advised.

Why is management proposing these changes?

Management advised that the proposed restructure is intended to address a range of operational challenges, including:

• Operational challenges experienced over the past 12鈥�18 months.
• Customer satisfaction and engagement outcomes.
• Staff engagement.
• Reliance on overtime.
• Service backlogs and service level agreement issues.
• Preparing the organisation for digital transformation.
• Recommendations arising from a recent audit, including stronger quality assurance processes.

Summary of the proposed changes

Management has proposed the following changes:

• Creation of eight new Plan Examiner roles to enhance the capacity and capability of plan examination services.
• Creation of two new Team Coordinator roles within the Plans and Dealings business units to improve alignment of service delivery and resource management.
• Creation of a new Capability and Compliance Support function, led by a new manager, focused on capturing staff knowledge and expertise, strengthening capability and compliance, and providing subject matter expertise.
• Creation of a new Quality Control and Assurance function, led by a new manager, to develop audit processes and improve consistency and quality of service delivery.
• Enhanced service and product management capability to support continuous improvement in systems and processes.

Management advised that these changes are intended to improve operational performance, customer service and organisational capability while supporting digital transformation. Management also stated that no reductions to existing staffing levels are proposed.

Existing employees and roles

Management advised that while overall employee numbers are expected to remain unchanged, some duties and team structures may change as the organisation progresses through digital transformation.

It is too early to determine whether any classification or grading changes will occur. These matters will be considered once the detailed organisational structure has been developed.

Artificial Intelligence (AI)

The CPSU NSW sought clarification regarding the organisation鈥檚 proposed use of Artificial Intelligence (AI).

Management advised that:

• AI will initially be used to improve productivity and support administrative tasks.
• AI is intended to support, not replace, employee decision-making.
• Human oversight will remain an important part of any AI-supported processes.

The CPSU NSW requested a copy of the organisation鈥檚 AI policy, which management agreed to provide.

Member feedback

The CPSU NSW wants to ensure members鈥� views are represented throughout this process.

If you have any feedback, concerns or questions about the proposed restructure that you would like the CPSU NSW to raise on your behalf, please email membersupport@psa.asn.au and quote reference number C10021070.

Your feedback will assist the CPSU NSW in representing members鈥� interests during the consultation process and in further discussions with management.

Contacts

Member Support Centre
membersupport@psa.asn.au

Alex Sala Organiser
asala@psa.asn.au

Tracey Valentino Acting Industrial Officer
tvalentino@psa.asn.au

The post Land Registry Services restructure update appeared first on 色狼社区CPSU NSW.

Get together with other 色狼社区members and meet your union representatives to learn more about your rights in the workplace. It is also an opportunity to share any concerns or issues you may have about your workplace and the proposed changes, and for you to join your union if you are not a member.

色狼社区staff can answer your questions and discuss the benefits of being in the union.

Meeting details

Date Wednesday 29 July 2026

Time 3:30pm -4:30pm

尝辞肠补迟颈辞苍听Microsoft Teams

Join

Meeting ID听483 043 807 474 57

Passcode rK79jX3b

颁辞苍迟补肠迟蝉听

Alex Sala Organiser
asala@psa.asn.au

The post Multicultural NSW: 色狼社区members’ meeting appeared first on 色狼社区CPSU NSW.

While the exact detail of the scheme is yet to be finalised, the CPSU NSW has received written confirmation supporting our proposal. The Minister’s letter can be viewed HERE.

The redeployment scheme will bolster job opportunities for NSW Forestry Corporation staff keen to remain in employment in the NSW public sector. It comes on top of the Government鈥檚 Worker Support Package for employees in industries adversely affected by the creation of the park.

The CPSU NSW and the NSW Forestry Corporation remain in discussions regarding the Corporation鈥檚 restructuring plans. A key element of these discussions revolve around retention opportunities for staff identified as potentially excess but eager to stay with the Corporation. The CPSU NSW has encouraged the Corporation to consider a job swap program to match staff to their preference for either voluntary redundancy or on-going employment.

For more information contact call our Member Support Centre on 1800 772 679 and ask to speak with either Shane Howes or Graydon Plumridge. Alternatively, you can email Shane at showes@psa.asn.au or Graydon at gplumridge@psa.asn.au

The post CPSU NSW secures ministerial backing for Redeployment Scheme appeared first on 色狼社区CPSU NSW.

听For several years, 色狼社区and SES delegates have been advocating on behalf of SOC casual employees regarding the application of casual loading, shift penalties, and overtime entitlements. Throughout this period, the 色狼社区has sought greater clarity and consistency in the interpretation and application of these industrial conditions to ensure employees receive the correct entitlements available to them.

听Following extensive engagement between the 色狼社区and NSW SES, the agency has now acknowledged that SOC casual employees are entitled to receive both casual loading and applicable shift penalties when working rostered shifts. NSW SES has also acknowledged that there have been circumstances where overtime entitlements were not applied as intended and has committed to reviewing those arrangements.

The outcome

NSW SES has advised that it will undertake an audit covering the previous six years to determine whether affected employees are entitled to back pay arising from the application of casual loading, shift penalties, and overtime entitlements.

The agency has also confirmed that it is progressing the implementation of the newly agreed arrangements to ensure these entitlements are applied appropriately moving forward.

This outcome follows many years of advocacy by the 色狼社区and ongoing discussions with NSW SES to achieve clarity regarding the industrial entitlements of SOC casual employees.

Why this matters

SOC casual employees play a critical role in supporting emergency operations across NSW. During major weather events, prolonged emergencies and other significant incidents, these employees often work extended and irregular hours to ensure the State Operations Centre can provide continuous support to frontline operations.

The 色狼社区believes it is important that all employees are appropriately recognised and remunerated in accordance with their industrial entitlements. This outcome provides a pathway to address longstanding concerns while also creating greater certainty for the future.

听What happens next?

While this is a significant and positive development, NSW SES has not yet provided definitive timeframes for completion of the audit or implementation of the revised arrangements.

The 色狼社区and your workplace delegates are continuing to work closely with NSW SES senior leadership to support both the audit process and implementation of the revised arrangements. Our shared focus is to ensure that any outstanding entitlements are identified, calculated, and paid to affected employees as efficiently as possible, while keeping members informed throughout the process.

听The 色狼社区would like to thank the members who raised concerns, shared information, and remained engaged on this issue over many years. Their support and persistence have been instrumental in achieving this outcome.

This matter demonstrates the value of constructive engagement, strong workplace representation, and member involvement in achieving positive outcomes for employees.

We will continue to keep members informed as further information becomes available.

Contacts

Michael Sinclair Industrial Officer
msinclair@psa.asn.au

Michael Parsons Organiser
mparsons@psa.asn.au

The post Major win for NSW State Emergency Service State Operations Centre casual employees appeared first on 色狼社区CPSU NSW.

As part of the agreed process before the IRC, the RFS and the 色狼社区have undertaken to survey staff to better understand the qualifications, training, and skills of employees performing Duty Officer and On Call Officer functions.

The 色狼社区is seeking feedback from members on the training they have received, their level of preparedness to undertake these roles, and any identified skills gaps. The information collected will assist both parties in assessing current capability levels and identifying opportunities to improve training and support for staff undertaking Duty Officer and On Call Officer responsibilities.

A link to the survey can be found .

Please note the survey’s closing time is 5:00pm on Thursday 30 July 2026.

Contacts

Michael Sinclair
Industrial Officer
msinclair@psa.asn.au

Graydon Plumridge
Organiser
gplumridge@psa.asn.au

The post Take our survey. Rural Fire Service dispute in the Industrial Relations Commission appeared first on 色狼社区CPSU NSW.