The 2024-25-26-27 Salaries offer for Transport for NSW: Your chance to vote
9 October 2024
Following the É«ÀÇÉçÇøpursuing an arbitrated decision on salaries, the State Government has made an offer to É«ÀÇÉçÇømembers to settle our claim for the 2024-25 financial year and the following two years.
As detailed in our last bulletin, the É«ÀÇÉçÇømade an application for arbitration of the salaries component of your Award, as we believe the continuing discussions on the conditions contained within the Award should not delay members receiving a pay rise.
Click for a video message on the pay offer from É«ÀÇÉçÇøGeneral Secretary Stewart Little.
The salaries offer is as follows:
- 4 per cent 2024-2025 increase in salaries plus 0.5 per cent superannuation
- 3 per cent 2025-2026 increase in salaries plus 0.5 per cent superannuation
- 3 per cent 2026-2027 increase in salaries
If the offer is accepted by É«ÀÇÉçÇømembers, the membership will receive a compounded increase of 11.4 per cent over the three years.
This figure includes the two Federal Government-mandated 0.5 per cent increases to superannuation.
This offer will be backdated to the first full pay period on or after 1 July 2024.
The offer includes a safeguard mechanism to protect wage-earners if the Sydney Consumer Price Index exceeds 3.5 per cent (March quarter) in the second or third year of the deal. If this is the case, there will be negotiations for a one-off, non-cumulative, cost-of-living allowance (COLA).
If the Sydney Consumer Price Index exceeds 4 per cent (March quarter) in the second or third year exceeds members will receive a $1,000 taxable, one-off, non-cumulative cost-of-living adjustment payment, plus superannuation.
Offer to settle salaries does NOT stop negotiations around conditions
The claims from the Combined Transport Unions (CTU) will continue to be negotiated. Some of the major claims for É«ÀÇÉçÇømembers that will continue to be conciliated, and if necessary arbitrated, include:
- Flexible Working arrangements, including the right to work from remote locations
- Provisions to eliminate the forfeiture of flex hours, including increasing the allowable accrual of flex per cycle to 42 hours
- Inclusion of TSSMs in the Award
- Staff Opal Cards on the same terms as Sydney Trains
- Improvement on disciplinary processes
- Pay equalisation across RMS and TfNSW/Metro Salary Groups including the addition of a Shift Work Clause to the TfNSW Award
- The inclusion of bereavement leave
- Overtime being paid at your grade
The CTU are in the Industrial Relations Commission to continue these negotiations on Friday 11Â October 2024, and we will continue to update members on the progress of these claims.
As part of the offer, the É«ÀÇÉçÇøwill negotiate changes to the Managing Excess Employees (MEE) policy to bring it into line with the new Workforce Mobility Placement (WMP) policy implemented late last year.
The WMP policy has seen great improvements in the retention of public servants affected by workplace change. A review of the MEE is a positive step in restoring retention as the primary goal of managing excess employees.
All unions to consider offer
The É«ÀÇÉçÇøhas asked the Government to provide the offer on salaries to all the unions in the CTU for their consideration. The É«ÀÇÉçÇøhas notified all unions in the CTU with the terms of the offer.
Have your say
The É«ÀÇÉçÇøis a member-based organisation, and therefore acceptance of this offer is up to you and your colleagues in the union. Please vote at the link below.
Click to vote.
Voting closes at 4:00pm Monday 14 October 2024.
Voting is restricted to É«ÀÇÉçÇømembers.
What happens next?
If É«ÀÇÉçÇømembers vote YES to the offer, and the CTU members do likewise, all Public Sector workers covered by TfNSW Awards in our claim will receive the increases offered, including back pay to the first full pay period on or after 1 July 2024. In this case any claims for increased conditions or salaries cannot be arbitrated to take effect before 1 July 2027.
The CTU would continue to negotiate conditions of employment.
If É«ÀÇÉçÇømembers vote NO to the offer, the É«ÀÇÉçÇøwill continue to press for our claim for a 5.2 per cent pay increase, plus superannuation, for 2024-25 in the Industrial Relations Commission (IRC). The IRC has had its powers to act as an independent umpire and set wages and conditions returned after a long campaign by your union, the PSA.
On the current timetable set by its Vice President David Chin, the IRC will consider the question of an interim increase for É«ÀÇÉçÇøAwards on 6 November 2024. The dates for the arbitration of the full case are set for late November and early December.
The CTU would continue to negotiate conditions of employment.
Any decision on a pay increase will be backdated to the first full pay period on or after 1 July 2024. However, a final decision by the IRC may not be made until early 2025.
For a copy of the Memorandum of Understanding, which is subject to endorsement, click HERE.