The Department of Human Services will create approximately 2,000 permanent jobs in Medicare, Centrelink and Child Support.
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The agency covering Medicare, Centrelink and Child Support said it expects the majority of new permanent positions will be filled by current casual staff, as the department seeks to reduce its use of non-going workers. The department expects recruitment for the permanent jobs will be concluded in August, with the roles mostly to cover call centre and processing work in offices around the country. CPSU National Secretary Nadine Flood said: “This is an enormously significant announcement that will give a much-needed boost to service standards for Medicare, Centrelink and Child Support customers whilst easing the intense pressure faced by DHS staff. We’re working closely with DHS to ensure these jobs are created quickly and fairly. “This will provide around 2,000 people in communities around the country with quality, permanent employment and offer some desperately needed support to their colleagues struggling under impossible workloads and also dealing with increased customer agitation and aggression as a result. “People employed casually by DHS already make a valuable contribution, but giving them permanent jobs will mean they receive the comprehensive training that is required to fully help customers through sensitive issues and often complex processes.” “The department deserves congratulations for taking this first step to turn around what has been an unacceptable slide in service standards, as we’ve seen with the 42 million calls blocked with a busy signal just in the first 10 months of this financial year and with the tens of thousands of people unfairly caught up in robo-debt.” The decision follows months of controversy over the robo-debt debacle and lack of service availability at Centrelink, culminating in Centrelink, Medicare and Child Support staff stepping up strikes in April. “DHS has been described as an agency in crisis,” Ms Flood said. “These jobs will help repair that damage, while the department also needs to agree a fair and reasonable outcome to resolve enterprise bargaining and implement the key recommendations of last week's inquiry report into robo-debt.” [post_title] => Centrelink, Medicare, Child Support to get 2,000 permanent positions [post_excerpt] => The Department of Human Services will create approximately 2,000 permanent jobs in Medicare, Centrelink and Child Support. [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => centrelink-medicare-child-support-get-2000-permanent-positions [to_ping] => [pinged] => [post_modified] => 2017-06-28 15:19:13 [post_modified_gmt] => 2017-06-28 05:19:13 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.governmentnews.com.au/?p=27490 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw )  => WP_Post Object ( [ID] => 27484 [post_author] => 670 [post_date] => 2017-06-27 10:23:02 [post_date_gmt] => 2017-06-27 00:23:02 [post_content] => The Board of Australia Post has selected Christine Holgate as the corporation's next managing director and group CEO, to succeed Ahmed Fahour, who is leaving in July after seven-and-a-half years in the role, following the outcry over his multi-million dollar salary package. Ms Holgate will officially start in the position mid-to-late October 2017. She joins Australia Post after a successful nine-year tenure as CEO of Blackmores and previous executive roles with Telstra, JP Morgan and Cable & Wireless. Ms Holgate, who is the inaugural Chair of the Board of the Australia-ASEAN Council, supporting the development of trade and cultural relations between Australia and the 10 member countries of the ASEAN region, joined Blackmores in 2008 and took the company some wild and turbulent years, including an aggressive expansion into China. Australia Post chairman John Stanhope said Ms Holgate’s Asian and eCommerce experience were important factors. "The Board was impressed by her experience of working very successfully in a range of different industries that are highly regulated. And, on top of that, she has a proven ability to implement strategy – and successfully grow a business in Asia. "Her knowledge of global eCommerce will be invaluable as we pursue our Asian Strategy, which is all about offering logistics support to Australian businesses that are either selling in Asia, or sourcing their products there. "Ms Holgate has a demonstrated track-record of delivering results in large, complex organisations, both here in Australia and internationally. " Ms Holgate's business philosophy is also a perfect fit for Australia Post. She is a firm believer that businesses must perform commercially, but also serve the community. And that's entirely consistent with our objectives as a community-based business that has both commercial objectives and community service standards to uphold." Ms Holgate said: "Australia Post has proven itself to be one of the most resilient and successful postal businesses anywhere in the world. I feel fortunate to be joining at a time when we can really strengthen Post's leading position in the eCommerce market – both here, in Australia, and in Asia. "I'm a passionate advocate for Australian business seizing the opportunity that's on our doorstep in Asia and that creates opportunities for everyone – our workforce, our shareholder, the community, as well as businesses across Australia. What about the pay? Ms Holgate's remuneration has been set at $1.375 million fixed annual total remuneration and the potential to earn incentive payments of up to $1.375 million, in accordance with the parameters set by the Commonwealth Remuneration Tribunal. In the meantime, current Australia Post Group chief customer officer Christine Corbett will lead the business through the CEO transition period, between Ahmed Fahour's departure on 28 July and Ms Holgate's arrival in October. [post_title] => Blackmores CEO to head up Australia Post [post_excerpt] => Blackmores' Christine Holgate has been named Australia Post's new MD and Group CEO. [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => blackmores-ceo-head-australia-post [to_ping] => [pinged] => [post_modified] => 2017-06-27 14:43:55 [post_modified_gmt] => 2017-06-27 04:43:55 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.governmentnews.com.au/?p=27484 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw )  => WP_Post Object ( [ID] => 27374 [post_author] => 658 [post_date] => 2017-06-13 12:52:02 [post_date_gmt] => 2017-06-13 02:52:02 [post_content] => By Lucy Marrett The 7-Eleven wage repayment scheme has so far repaid over $110 million in unpaid wages. However former wage repayment chairman Professor Allan Fels has raised concerns about minimal fines. The current payout has eclipsed penalties under existing laws and raised questions about a new law that the Federal Government has proposed, Sydney Morning Herald reported. Mr Fels said the fines imposed under the existing laws would be minimal in comparison to the 7-Eleven payouts. “The far stronger deterrent effect for others is if they know they have to make up the underpayments in full – in this case $110 million plus, compared to if they just have to pay a fine,” he said. “The Fair Work Act system just imposes fines and very limited compensation on the individuals whose cases are considered. But the court system works quite badly for systematic underpayment of thousands of people.” Read more here. This story first appeared in C&I Week. [post_title] => 7-Eleven compensation claims hit $110m [post_excerpt] => Payouts better than fines, says Fels. [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => 7-eleven-compensation-claims-hit-110m [to_ping] => [pinged] => [post_modified] => 2017-06-13 12:58:52 [post_modified_gmt] => 2017-06-13 02:58:52 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.governmentnews.com.au/?p=27374 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw )  => WP_Post Object ( [ID] => 27340 [post_author] => 658 [post_date] => 2017-06-08 05:00:15 [post_date_gmt] => 2017-06-07 19:00:15 [post_content] => Pic: University of Sydney Union. By Danielle Bowling The cuts to penalty rates announced earlier this year won’t be completed until 2020, according to a ruling by the Fair Work Commission (FWC). The FWC announced that the reformed penalty rate conditions for part-time and full-time hospitality employees working on Sundays would be phased in over three years, commencing from 1 July 2017. Sunday penalty rates would be reduced from 175 percent to 170 percent in 2017-18, from 170 percent to 160 percent in 2018-19, and from 160 percent to 150 percent in 2019-2020.Sunday rates for casual employees will not change.Public holiday penalty rate reductions for both Hospitality and Restaurant Awards will take effect from 1 July 2017.“Hotels will now be able to make long term decisions about the future operation of outlets on Sundays,” said Ferguson. “The reform could lead hotels to increasing trading hours and services and employing more staff.” Read more here. This story first appeared in Hospitality Magazine. [post_title] => Penalty rate cuts won’t be fully implemented until 2020 [post_excerpt] => Sunday penalty rates down to 150% by 2020. [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => penalty-rate-cuts-wont-fully-implemented-2020 [to_ping] => [pinged] => [post_modified] => 2017-06-09 10:02:34 [post_modified_gmt] => 2017-06-09 00:02:34 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.governmentnews.com.au/?p=27340 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw )  => WP_Post Object ( [ID] => 27315 [post_author] => 670 [post_date] => 2017-06-06 11:19:37 [post_date_gmt] => 2017-06-06 01:19:37 [post_content] => Governments must consider ways to manage the transition to driverless trucks in order to avoid potential social disruption from job losses, according to a new report published by the International Transport Forum (ITF) with three partner organisations. Self-driving trucks will help save costs, lower emissions, and make roads safer. They could also address the shortage of professional drivers faced by road transport industry, the study says. But automated trucks could reduce the demand for drivers by 50-70% in the US and Europe by 2030, with up to 4.4 million of the projected 6.4 million professional trucking jobs becoming redundant, according to one scenario. Even if the rise of driverless trucks dissuades newcomers from trucking, over 2 million drivers in the US and Europe could be directly displaced, according to scenarios examined for the report. The report makes four recommendations to help manage the transition to driverless road freight:In a joint statement released by Australian Hotels Association CEO Stephen Ferguson and Tourism Accommodation Australia chair Martin Ferguson, they said that while both sectors would have preferred the reforms to have been phased in over two years, the decision would at least provide certainty to employers and employees, which will allow for better future planning.
- Establish a transition advisory board to advise on labour issues.
- Consider a temporary permit system to manage the speed of adoption.
- Set international standards, road rules and vehicle regulations for self-driving trucks.
- Continue pilot projects with driverless trucks to test vehicles, network technology and communications protocols.
- Managers often avoided addressing underperformance, mainly due to lack of support, capability or incentives to do so
- Managers shied away from confronting poor performers, relying instead on redundancies or retirement, against Australian Public Service Commission guidelines
- The performance management process was being underused to manage poor performers
- Probation procedures were deficient in every agency
- Underperformance policies needed cleaning up and the procedures managing senior staff should be made more transparent
- Managers in every agency need to make a stronger commitment to dealing with poor performance, including setting clear expectations and giving feedback to staff
- More commitment from managers to tackle poor performance, rather than using retirement or redundancy
- Better training and support needed for managers, including the early involvement of an HR professional to help
- Clearer guidelines to make it easier for managers to identify inadequate performance
- Holding managers more accountable for the way they manage underperformance
- Improve the performance management framework with more ‘check-ins’ between managers and staff
- 118 deaths from 104 crashes involving articulated trucks, 87 deaths from 77 crashes involving heavy rigid trucks and 25 deaths from 24 crashes involving buses.
- Fatal crashes involving articulated trucks: increased by 7.2 per cent compared with the corresponding period one year earlier and increased by an average of 0.9 per cent per year over the three years to March 2017.
- Fatal crashes involving heavy rigid trucks: increased by 4.1 per cent compared with the corresponding period one year earlier and increased by an average of 2.5 per cent per year over the three years to March 2017.
Blackmores’ Christine Holgate has been named Australia Post’s new MD and Group CEO.
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Sunday penalty rates down to 150% by 2020.
The human side of driverless trucks.
Poor performers encouraged to resign or retire.
Statistics worsening for truck driver deaths.
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Chefs third most sought after under visa program.
Something has to change, says Ombudsman.
But Commonwealth Ombudsman’s report cites poor service delivery.
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Supreme Court moves plays out.