Although specific services vary depending on the public sector organization you work in and the enterprise agreements, you can generally expect some benefits. See staff benefits. Since there are more than 1,800 employers in the entire Victorian public sector, there is not a single document that contains information on each level of employment, each wage sector or every job benefit. These will vary depending on the organization of the public sector and the enterprise agreement that covers their employees. However, there are various agreements that apply to large swathes of the Victorian public sector. One of them is the Victorian Public Service Enterprise Agreement 2020. It contains information on the ranks, pay categories and other general terms of employment applicable to the relevant departments and agencies. Such a reassignment would be done with the agreement of the employer and the worker, rather than undertaking an unsatisfactory work process, in accordance with Clause 24. The number of grades and the content of the grade scripters vary depending on the public sector organization and the current enterprise agreement. As was widely reported at the time of the vote on the VPS contract, workers will receive a pay increase of just over 8% over the four-year term of the contract, as well as related increases in benefits, with the first increases to be paid from 20 March 2020. For example, the Victorian Public Service Enterprise Agreement 2020 (mentioned above) contains a grade 1 to 7 structure as well as detailed descriptors. You can read them in calendar C of the agreement. On the basis of the rank of a job, a salary band is applied.
This salary category reflects the level of skills and skills required for the job. Wages applicable to a given role are indicated in the relevant enterprise agreement. Our clients have previously faced unfortunate uncertainty as to whether it was within the scope of the clause`s authority to arrange a result with multiple sanctions or whether the sanctions apply in a disjunkt manner, meaning that only one can be applied. In some cases, an employer may consider that more than one sanction should be applied in order to adequately remedy proven wrongdoing, without having to resort to termination of employment.