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 Home Decisions
Unions NSW’s “Women’s Rights at Work Conference”Executive, 31 March 2008 , EX35/ 08 to 39/08
EX35/08: "That the PSA Executive support the Unions NSW campaign for improved child care. That the PSA Executive explores the possibility of increasing employer funded/provided childcare". EX36/08: "That the Executive support the Unions NSW campaign on parental leave to:
That the Executive include provision for 6 months paid parental leave in our log of claims when negotiations begin on the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006. That the Executive amend the current parental leave provisions in the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006 to allow for the payment of public holidays during periods of paid parental leave". EX37/08:"That the Executive include an improved return to work provision in our log of claims when negotiations begin on the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006". EX38/08:"That the PSA continue to explore methods of increasing eligibility to entitlements in any way possible including changes to statutes, awards and agreements to include casuals, contractors and agency temps and to pursue permanency where feasible and appropriate through casual conversion". EX39/08:"That the PSA Executive endorses the planning of a grass roots campaign in support of the pay equity principle. Further, that the PSA Executive continues to lobby state and federal governments to include the principles of pay equity in Forward with Fairness".
The Unions NSW Women's Right's at Work Conference was held on Monday 10 March and Tuesday 11 March. The aim of the conference was to identify key issues for building an agenda for women's Rights at Work. The workshop educated participants about issues facing women at work, provided opportunities for enhancing our skills to build a women's campaign and helped to identify a legislative and bargaining agenda to enhance women's rights and representation at work. Day one of the workshop was focused on education and day two was focused on campaign planning. The issues addressed were:
A teleconference to debrief PSA staff and delegates who attended the conference was held on 13 March. The following issues were discussed:
Parental leaveIt was recognised that the provision of paid parental leave impacted on female participation rates in the workforce and that good paid parental leave provisions helped to retain women in the workplace. As such the improvement of paid parental leave was seen to be one of the key issues for women in the workforce and hence for the PSA.Return to work provisions after a period of parental leaveIt was recognised that the ability to access flexible work practices prior to children reaching school age had a direct impact on women's ability to participate in the workforce.It was suggested that where possible the PSA incorporate an absolute right to flexible return to work provisions - much like the right to safe alternative duties during pregnancy rather than rely on the current right to request provisions which depend on the employers' discretion. Pay equity and workplace standards - eligibility for entitlementsIt was recognised that many workers and proportionately large numbers of female workers are not eligible for the entitlements such as annual leave, sick leave, parental leave etc due to their employment status as casuals or as contractors or agency temps.Pay EquityIt was recognised that the PSA fought for and won the principle of pay equity, that work is properly valued and remunerated on the basis of the skills needed to perform the job and the work performed on the job free from gender bias, in the NSW Industrial Relations Act 1996 and that we have been able to increase remuneration for our members through the use of this principle most notably in the case that the PSA took for our members who are librarians.It was also recognised that WorkChoices effectively excludes equal remuneration cases being heard by State Industrial Tribunals. It was further recognised that the Rudd Labor Government's industrial relations policy Forward with Fairness does not reinstate the principles of pay equity or allow for the ability to arbitrate across sectors which is necessary for any tribunal to consider issues of pay equity. The lack of a pay equity principle in the federal jurisdiction is directly detrimental to our members in the federal sector particularly our members in Universities and is indirectly detrimental to all our members as no provision exists for the flowing on of pay equity cases won in the state sector which means that we will not able to raise the floor for our least advantaged members. Performance PayIt was recognised that women have better pay outcomes when they engage in collective bargaining than when they are forced to bargain individually or partake in performance pay schemes. The delegates to the conference expressed support for the PSA's current policy opposing performance pay as it was recognised that performance pay leads to discriminatory outcomes particularly for women.Representation of women in unionsConference attendance: It was suggested that emphasis should be placed on encouraging younger and/or newer female staff members to attend the conference as the conference provided useful entry level information to delegates.Mentoring program: It was recognised that women constitute over half our membership however are not proportionally represented at all levels of the Union including workplace delegate structures and Departmental Committees. It was suggested that the Women's Unit and the Training Unit progress the following to increase the representation of women in all levels of the Union:
Contact Details Shabnam Hameed, Women’s Industrial Officer Ph: 02 9220 0906 |
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