The Common Guidelines facilitate the uniform interpretation of key provisions of the Victorian Public Service Enterprise Agreement 2016 (“VPS”). They apply to employers and employees of VPS in all departments and agencies covered by the VPS agreement. As was widely reported at the time of the vote on the VPS agreement, employees receive salary increases of just over 8% during the term of the agreement during the four years of the agreement, as well as increases in the resulting allowances, with the first increases to be paid from 20 March 2020. Clause 15 contains a statement of intent that the VPS Agreement as a whole is to be interpreted in accordance with the mobility principles and an explicit obligation for the parties to work towards the operationalisation of the mobility principles during the term of the agreement. The clauses on work performance and unsatisfactory faults remain substantially unchanged from the well-known content of clauses 20 and 21 of the 2016 agreement. However, some amendments are worth mentioning: our clients have previously considered the unfortunate uncertainty as to whether it was part of the clause to achieve a result with several sanctions or whether the sanctions apply disjunctively, which means that only one can be applied. In some cases, an employer may consider it appropriate to apply more than one sanction to appropriately address proven misconduct without having to resort to termination of the employment relationship. For obvious reasons, it is preferable, in such cases, to make it clear that this approach is compatible with the company agreement. Such a transfer would be by mutual agreement between the employer and the worker, instead of proceeding with an unsatisfactory work delivery process, in accordance with clause 24. Some clients may have encountered a problem with the existing clause 21.12(b) of the 2016 agreement with respect to disciplinary outcomes which states that “.
the possible disciplinary outcomes are:… “, then lists a serious number of available sanctions, separated by the word “or”. As of July 1, 2020, the overtime calculation limit will change from the highest salary point in Grade 3, Level 1, to the lowest pay point in Grade 4. “Lexology offers a single source of downtime for informed comments.” This directive provides guidance on clause 16.4 of the VPS Agreement, which describes the circumstances in which an employee may be considered to have left his or her employment. This Directive describes how workers may apply to their employer for an initial review of an employment-related measure which is of direct concern to them and which they consider to be incompatible with the Public Administration Act 2004 or employment standards. There is no doubt that the subtle changes brought about by the VPS agreement will manifest themselves in practice over the next four years. Below you will find the main changes that the Victorian government authorities covered by the VPS agreement should respect and the changes you will need to make in the short, medium and long term. . . .