With respect to and credit for annual leave during workers` compensation, section 28 also requires employers to consult with the CPSU in developing gender equality action plans under the Gender Equality Act, 2020 (VIC). Article 55 also extends the current right to parental leave to grant access to rights to employees whose child was born by surrogate mother and to clarify that an employee on parental leave is not required to return to work to access a new period of parental leave. There is another notable change to the misconduct management clause that employers should be aware of. Clause 25.14(b) now provides that a party to a misconduct investigation may invoke a dispute within the meaning of clause 13 (dispute resolution) on the issue of procedure if an investigation within the meaning of clause 25.10 has not been closed within six months, according to the employee, over the alleged misconduct. If your application has been submitted in advance, you can check the status of your agreement by sending an email to the Commission`s contract team under email@example.com. The coronavirus (COVID-19) pandemic has clearly shown the need and value of flexible working. Short-term: Make it a priority to ensure that your internal compensation and other systems are modified to reflect changes in overtime, penalties and leave provisions, including the interaction between leave and workers` allowances. If approved, the agreement will be submitted to the Fair Work Board for formal approval. Employees receive a mobility payment, which must be paid as an annual lump sum to honour their ongoing commitment to these new ways of working. The parties to the agreement committed to implement changes in the way the Victorian government operates and provides services by agreeing on the principles of “labour mobility”.
The Principles recognize that the services required by the community of a modern public service are not static; they are constantly changing. Our clients have already faced the unfortunate uncertainty of whether it is within the power given by the clause to achieve a result that includes multiple sanctions, or whether the sanctions are disjunctive, meaning that only one can be applied. In some cases, an employer may find it appropriate to apply more than one sanction to adequately address proven misconduct without resorting to dismissal. For obvious reasons, it is preferable in such cases that it be clear that this approach is compatible with the undertaking agreement. Rewards do not apply if a company has a registered agreement and the employee is covered by it. Please provide your name, file number and the name of the agreement. A team member must contact them within 2 business days. The Victorian Public Service Enterprise Agreement 2020 was officially approved by the Fair Work Commission on 2 October 2020 and put into operation on 9 October 2020. .