The review report identifies and takes into account issues related to the implementation of the new redistribution agreements for staff and agencies under the South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2014, based on feedback from a number of sources. Then there are company agreements. Company agreements are collective agreements between all employees and the employer. You guarantee better additional requirements on what your premium offers. In particular, they usually set a higher base salary. The most likely company agreement that applies to you is the Government Wages Parity (Salaried) Enterprise Agreement 2014. But you need to read it carefully to see if it`s true for you, because it may not. For example, nurses and midwives have their own company agreement, the Nursing/Midwifery (South Australian Public Sector) Enterprise Agreement 2013. All potentially relevant company agreements are available here, while a list of public sector joint venture agreements is available here. Unfortunately, for public sector employees, there is more than just one law or one distinction that sets out all your rights. Instead, there is an extremely confusing network of laws, awards, company agreements and many other different documents and instruments and provisions.
General Recommendations of the Committee on the Elimination of Discrimination against Women (PDF) Queensland Community Services Employers` Association There are also „policy guidelines” from some government departments and other miscellaneous documents that could have a significant impact on your labour rights. For example, if you are employed in a health role, a document called the SA Health Human Resources Manual can have very important consequences for you. It is not publicly available, but you should be able to request a copy from your employer. Then there is the Public Sector Act. It sets out a whole series of very specific laws about your job. But beware – not all public sector employees are subject to the Public Sector Act. It can be difficult to develop your employment rights at the best times, but if you are a public sector employee in South Africa, it is particularly difficult. They must also be aware of the relevant distinctions. A price usually sets fees, for example.
B when you need to be paid overtime, how to take „Time Off in Lieu” (TUL) and flexible schedule, how vacation pay works and much more. There are a whole series of rewards that could apply to you. The most likely award is the South Australian Public Sector Salaried Employees Interim Award (although it is referred to as an „interim” award, it is very much ongoing). But you need to read it very carefully to be sure. Then there are other awards for certain topics, such as the Public Service Award (Recreational Leave Loading), which addresses the extremely specific issue of paid vacation load when you take annual leave. All potentially relevant rewards are available here. Federation of Community Legal Centres (Victoria) Inc Catholic Social Services Australia and Catholic Commission for Employment Relations The PSA has on its website a useful list of some of the relevant instruments mentioned above. Filing – Health and Community Services Workforce Council Inc Enterprise Agreement 2009 (PDF) Submission – Report (Profiling non-Government Community Service Organisations in NSW) (PDF) If you are looking for general guidance on how to try to understand your situation, here you will find some of the many rules you should think about. . . .