This is the time of year when walga Employee Relations usually begins collecting data to prepare the report of the local government compensation survey…. good step this year! After 22 years of developing a compensation collection report, WALGA decided it was time for a review. We remain committed to the compensation survey report, but we want to broaden the scope of the report and the format in which we present the data. This means that we will not be asking you to provide compensation data yet. Instead, in the new year, WALGA will advise you on what you want to see in the report and how the information will be presented. Another warning will be sent when the time comes to inform you of progress. If you have any questions, contact a member of the walga Employee Relations team at (08) 9213 2092 or email WALGA Employee Relations. An aging workforce – The local government workforce is aging and older than other public sectors. Male workers are older than female workers, with a higher proportion of male workers aged 50 or older. The aging cohort of CEOs and CEOs also suggests that local governments need to think about how to develop, attract and retain the next generation of executives. Walga submitted, on behalf of the local government sector of Western Australia and the Northern Territory, requests for the inclusion of provisions that would allow annual leave to be paid to the LGIA. These observations were presented in April 2014 in collaboration with other local associations of the state and territory. The Fair Work Commission`s Full Bench has also taken a preliminary decision to include a provision allowing employers to grant leave from the previous year and to deduct amounts for all those who still need to be deducted from severance pay within the LGIA.
However, an employer cannot deduct amounts for the remaining leave payable if the employee and employer have agreed to take their leave in advance. The Fair Work Commission`s full bench has also taken a preliminary decision to include a provision allowing employers to execute a worker on combinations of “excessive” annual leave. Interested parties are required to submit written submissions to the Fair Work Commission by 4 p.m. on Monday, July 13, regarding the text of the proposed provisions and whether the proposed provisions should be included in all modern distinctions (including the LGIA). Walga Employee Relations is requesting feedback from the industry on the wording of the proposed provisions and whether to include the proposed provisions in the LGIA. We will then consider submitting a written statement on behalf of the local government sector. Please give your opinion by Thursday, July 9 at 17:00. The preliminary opinion of WALGA Employee Relations is that these are welcome changes in that they allow a local government employer to agree on how a worker can use his annual smears.
Please note that these provisions only apply to workers under the LGIA or an enterprise agreement if the terms of the LGIA are included in this enterprise agreement.