The clauses relating to unsatisfactory performance at work and misconduct remain essentially unchanged from the known content of articles 20 and 21 of the 2016 agreement. However, some changes are worth mentioning: This policy provides guidance regarding clause 38 of the VPS agreement, which describes the circumstances in which the employer may influence a closure between the first business day after Christmas and the first business day after the New Year by facilitating leave arrangements for employees. 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 recognise that the services required by the Community of a modern public service are not static; They change all the time. The adoption of changing priorities is essential for the creation of a secure and flexible employment framework in the public service. The parties recognized the importance of ensuring that employees can be deployed in a reactive manner to support government priorities. Benefits for workers under the new company agreement include annual wage increases, a new mobility payment, higher overtime rates and night pay, as well as higher parental leave. The community and public sector union and the government have come together on a package of measures to reward you for the important work you do, while ensuring that public services can be delivered in a more responsive manner. Short-term: Make sure your internal compensation and other systems are modified to reflect changes in overtime, penalties and vacation provisions, including the interaction between vacation and workers` compensation. If you have any questions about the VPS agreement, please send an email to vpsagreement2020@dpc.vic.gov.au (external link). This right provides a significant benefit not only to employees who might otherwise be only a secondary care provider or a subsequent unpaid primary care provider for their child, but also to the first primary home care provider (whether an employee of VPS or not) who may be able to return to work to advance their career or (more frequently) career on a previous occasion, which would have been possible before. Such a transfer would be by agreement between the employer and the employee, rather than performing an unsatisfactory work performance process in accordance with section 24.

Clause 44.4 of the VPS Agreement has been included to clarify that employees who are free to work and who receive workers` compensation may take and receive annual and personal leave. This amendment was intended to overcome all previous uncertainties regarding the application of section 130 of the Fair Work Act 2009 (Cth) to Victoria and the Federal Court`s decision of the Federal Supreme Court in Anglican Care v NSW Nurses and Midwives` Association [2015] FCAFC 81. There is another notable change to the misconduct management clause that employers should be aware of. Paragraph 25.14(b) now provides that a party to a misconduct investigation may bring a dispute under section 13 (Dispute Resolution) on the issue of procedural fairness if an investigation under section 25.10 has not been completed within six months of the employee`s alleged misconduct. Article 55 also extends the current right to parental leave in order to grant employees whose child was born by surrogate mother access to rights and to clarify that an employee on parental leave is not required to return to work to have access to another period of parental leave […].