at least the next four years and set matters about employing council staff the case, the status of senior officer “25. Remove out measures to ensure gender from the Act contracts and other related matters equity, diversity and inclusiveness needs to be addressed. in relation to council staff. 26. Require the CEO to establish a workforce plan that describes the staffing structure including That in relation to the workforce plan: council’s future needs; that the plan include a requirement that it can only be changed in consultation with staff; and that Further consultation should take the plan be available to the mayor and to staff place with the sector on the function and operation of the 27. Require a council CEO to consult the staff if there is plan a major organisational restructure” Any conflicts between a council’s submission was that: obligations under the Fair Work MAV’s Act and the new LGA provisions The removal of those staffing matters that are need to be clarified and resolved duplications of other legislation be supported in principle Gender equity principles are strongly supported and that the The provisions relating to the CEO and senior legislative provisions to be officers in relation to contracts be retained in the applied to State Government new Act bodies be applied to the local government sector. The requirement for the CEO to establish a Section 47 (1) should be removed as workforce plan is supported in principle subject it places an unnecessary impediment to removal of the requirements that it can only on the CEO in performing his/her be changed in consultation with staff, and role and functions. reference to consultation with and the plan be available to the mayor Direction 27 is not considered warranted as its intent will already be covered in a EBA council’s provisions The provisions of the current Act in relation to senior officer contracts will no longer apply. There are no arguments advanced to support the removal of the provisions around senior officer contracts. The draft is
at least the next four years and set out measures to ensure gender equity, diversity and inclusiveness in relation to council staff. “25. Remove matters about employing council staff from the Act 26. Require the CEO to establish a workforce plan that describes the council’s staffing structure including future needs; that the plan include a requirement that it can only be changed in consultation with staff; and that the plan be available to the mayor and to staff 27. Require a council CEO to consult the staff if there is a major organisational restructure” MAV’s submission was that: The removal of those staffing matters that are duplications of other legislation be supported in principle The provisions relating to the CEO and senior officers in relation to contracts be retained in the new Act The requirement for the CEO to establish a workforce plan is supported in principle subject to removal of the requirements that it can only be changed in consultation with staff, and reference to consultation with and the plan be available to the mayor Direction 27 is not considered warranted as its intent will already be covered in a council’s EBA provisions The provisions of the current Act in relation to senior officer contracts will no longer apply. There are no arguments advanced to support the removal of the provisions around senior officer contracts. The draft is the case, the status of senior officer contracts and other related matters needs to be addressed. That in relation to the workforce plan: Further consultation should take place with the sector on the function and operation of the plan Any conflicts between a council’s obligations under the Fair Work Act and the new LGA provisions need to be clarified and resolved Gender equity principles are strongly supported and that the legislative provisions to be applied to State Government bodies be applied to the local government sector. Section 47 (1) should be removed as it places an unnecessary impediment on the CEO in performing his/her role and functions.