Mobility is an essential feature of the new VPS agreement. Mobility`s stated goal is to facilitate the continued employment of employees who can be employed in different locations and roles within the VPS in order to meet changing utility requirements. The clauses on work performance and unsatisfactory faults remain substantially unchanged from the well-known content of clauses 20 and 21 of the 2016 agreement. There are, however, a few changes worth mentioning: such a transfer would be by mutual agreement between the employer and the worker, instead of performing an unsatisfactory work delivery process, in accordance with clause 24. The parties to the agreement have committed to implementing changes in the way the Victorian government works 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. As was widely reported at the time of the vote on the VPS agreement, employees receive salary increases of just over 8% during the term of the agreement during the four years of the agreement, as well as increases in the resulting allowances, with the first increases to be paid from 20 March 2020. Our clients have already faced the unfortunate uncertainty of whether it is within the power given by the clause to achieve a result that includes multiple sanctions, or whether the sanctions are disjunctive, meaning that only one can be applied. In some cases, an employer may find it appropriate to apply more than one sanction to adequately address proven misconduct without resorting to dismissal. For obvious reasons, it is preferable in such cases that it be clear that this approach is compatible with the undertaking agreement.
The adoption of changing priorities is essential to the creation of a secure and flexible employment framework in the public sector. The parties recognized the importance of ensuring that employees can be deployed in a reactive manner to support government priorities. Some clients may have encountered a problem with the existing clause 21.12(b) of the 2016 agreement with respect to disciplinary outcomes which states that “. the possible disciplinary outcomes are:… “, then lists a serious number of available sanctions, separated by the word “or”. The Common Guidelines facilitate the uniform interpretation of key provisions of the Victorian Public Service Enterprise Agreement 2016 (“VPS”).