In a compulsory purchased leave scheme, all ongoing and fixed-term staff would be required to purchase extra leave to provide similar savings as those sought by management. Staff would be required to purchase between 3 and 5 days depending on their level.

If a staff member purchased 3 days of leave, they would have 23 days of leave for that year. In exchange for those extra days, the staff members annual salary would be reduced by approximately 1.2 – 1.6% over the remainder of the financial year.

This system provides management with the savings they are seeking but gives staff the reward of having a few extra days off.

The scheme would cost staff and save SCU the same amount regardless of when it commences. If introduced in October instead of July, staff would pay back the amount at a slightly higher rate per fortnight over a shorter period. The total cost to staff is unchanged.

Management has not disputed the costs savings of the scheme. The only issue they have raised is the extra burden to manage the scheme. Considering the leave can be automatically put in the system and managed as regular leave, we do not see this as unreasonable.

We have also discussed with management the ability to direct when staff take any purchased leave. A variation to our Employment Agreement could include a direction that the extra leave is taken at Christmas. Removing any additional administrative burden and requiring leave at a time when many staff already take leave.

The NTEU Branch Committee is recommending members support the temporary purchased leave scheme as we push for management to return to negotiations. We view it as reasonable compromise position that we hope may remove the need for more drastic cuts to conditions or pay.

We will provide further opportunities for members to comment before we adopt a final package, but to seek clarification on this issue we are seeking member input.

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