AFPA EA Update

EA Update 14

Audio Transcript

Hi all. Welcome to my latest EA update.

I will focus this update specifically as a response to the Commissioner’s EA offer to you, which was released on Friday of last week.

Firstly the Commissioner and the AFP will have you believe this is an excellent offer. This could not be further from the truth.

At best it is average.

This sentiment is exasperated by the fact that AFP is currently experiencing their highest attrition rate I can remember. The proposed offer is truly disappointing and could even be considered disrespectful. This is on the basis that negotiations are yet to conclude.

I want to tell you some facts: the Commissioner and the AFP is asking you to start preparing for a vote on an offer which has not been fully presented to either you or the AFPA Bargaining Team in any detail. The feedback I am receiving is that this lack of transparency is leading to further distrust, in which I agree and frankly is unprofessional.

The draft clauses that have been made available are unable to be reviewed properly and lack important detail, including such details as dollar figures. Further contributing to the lack of trust is the mounting instances where agreements reached during negotiations have been changed or dishonoured, or the AFP have failed to remember these agreements.

The AFPA has needed to rectify this situation on multiple occasions, particularly around the Unsociable Hours Allowance and HDA. The AFPA’s stance is that all members working HDA should receive payment from the first instance, the first day they are performing the duties. The offer that has been presented to you lacks clarity as to whether this will occur.

You must also be aware the Commissioner has told you the AFP have worked as quickly as possible to get to this position. This could not be further from the truth; despite assurances from the Commissioner and other key executive members of the AFP, it was only because of the AFPA, by serving a notice on the Commissioner under the Fair Work Act that forced the AFP and the government to the bargaining table. After an initial five weeks of bargaining, there was a 10-week suspension in bargaining by the AFP which has now led to a rushed negotiation process that we see ourselves in. It is questionable whether this accelerated timeline truly reflects the Commissioner’s claim the AFP is working as quickly as possible.

This has been one of the worst EA bargaining processes I can recall and you should not be fooled into thinking otherwise. The current offer includes a one-time cash payment incentive which has been officially approved and costed.

It is important to question the intent behind this incentive, and whether it is meant to influence a decision by a certain deadline. If it has been costed, then why the hurry up? While the $850 incentive may seem appealing, it pales into comparison to the incentives offered to other APS and non-aps agencies which have secured thousands of dollars in bribes or incentives rather than hundreds.

The AFP will want you to believe that many of the conditions, namely the common conditions, are a pat on the back to the AFP. They are common conditions which apply to everybody in the government – that is the fact and the AFPA were forced to ensure that these were in fact embedded undiluted or unchanged into the EA. We are yet to see the detail of these conditions.

I encourage you all to continue to exercise your right to have your say by undertaking the Protected Industrial Action. There is a new list of approved Protected Industrial Action for you to undertake right now and we must continue that course of action. It is sending a true message to government.

The AFPA have a dedicated protected industrial action page please go to the website by following the link attached to this message or on the bottom of this EDM.

It is abundantly clear AFP need new recruits in what is one of the most challenging environments in recruiting history. This offer goes nowhere near addressing how far you are behind the other states and territories in pay and conditions.

You have to ask yourself how much does the government and the AFP value you. The answer is pretty clear based on the offer presented by the Commissioner.

To all my undervalued and overworked members, thank you and keep up the support with the Protected Industrial Action and support your right to a better pay deal.

Stay safe out there.

EA Update #13 (Part 2)

Audio Transcript

Hi all.

Welcome to the latest EA negotiations update. Most of you would have been aware of and most of you would have seen the update given by Commissioner Kershaw today in relation to the AFP’s offer.

We are disappointed that the AFP haven’t listened to the AFPA’s concerns about: what allowances should be paid, how the broadbanding should be structured, and and the overall fairness when we compare ourselves to the broader public service and other policing jurisdictions in Australia. What the AFPA is asking for is the same pay for the same job – the same job that we are doing as investigators, as police officers or community police officers, as PSOs. The same pay for the same job – that’s what we’re asking for.

We want to recognize that police officers and PSOs are often putting themselves In harm’s way in in order to keep the community safe. We want to see a Use of Force allowance that correctly remunerates people for that. We want to see an unsociable hours allowance that remunerates anybody who works unsociably – because it doesn’t matter whether I’m working a roster, or whether I’m working on operational work patterns, or whether I’m working support. Time away from my family, time away from my friends, time away not being sociable to my friends and family, to my support network does have a detrimental effect on members’ lives, their well-being and their health and safety.

So we need to make sure that the AFP acknowledges that and compensates members for that inconvenience. We are disappointed that there isn’t some more context and there isn’t more meat on the bones when it comes to broadbanding, particularly for particularly for sworn members but also for the unsworn cohort – there is no changes to their broadbanding, so unsworn members can be stuck at a band, top of their band 3.5, for years without the ability to progress. This is not this is not fair.

We want to see some significant changes to the safety nets we are yet to see any real detail into what the AFP is proposing; however, the Band 9 cohort and those under the technical specialist framework do not have a working pattern and therefore, much like the support working pattern, do not have any safety nets. There is nothing in place to keep them safe. From the work, from the employer, we want to make sure that we have some homogenised rules and homogenised safety regulations in that space. The safety nets are there to keep members safe.

It shouldn’t be controversial that the Association is asking for some tighter and some better controls around that.

Lastly the consultative committee: this is something that the AFP have told us that there is in-principle agreement to.

We want to see a robust consultative committee we want to see a consultative committee that is similar to that that is being used in the Northern Territory Police Force.

We want to see something that enables the committee to be able to hold the AFP to account. Similarly it’ll be able to hold employees to account. The AFP are looking to move a lot of things to policy without a really robust consultative committee or a consultative tribunal. This is a very dangerous move for employees, and it essentially allows the AFP to change decisions, to change your terms and conditions, without any checks and balances. This is something that we are fighting for. This is something that we want to see.

We will continue to negotiate in good faith with the AFP, and see what the draft’s going to look like. The devil will obviously be in the detail, so please stay tuned to our website and our new web page for more information.

Until then, we’re going to keep up the fight for you.

Keep up the industrial action, keep the pressure on the AFP and on the government to let them know that you’re willing to fight for your own pay and conditions; we’ll do the same from the AFPA office.

Stay safe out there.

 

EA Update #13 (Part 1)

Audio Transcript

Hello. Welcome to the AFPA’s latest update regarding Protected Industrial Action and the EA negotiations.

I’d like to start by thanking all of you who have partaken in any part of the protected industrial action. It is being heard loud and clear in Parliament House and by the AFP. We know we are making a difference. Please keep up the action.

Some of you may have seen that we did a targeted campaign where we marked up some vehicles at various airports around Australia. We have numerous letters of support, numerous emails, numerous phone calls coming in, numerous personal communications to members supporting the AFP members and supporting the pay rise. So it’s great to see.

I know you’re all itching to get at it – but please don’t start marking up vehicles yet. We are starting the next tranche of that very soon, and you’ll all get an opportunity to do that – but unless myself or someone from the AFPA office has contacted you directly, please do not start marking up vehicles. We don’t want anybody to get in trouble. Great work for those that have done it so far.

We did expect some push back from the AFP, however there has been some extreme resistance from the AFP through their external contracted lawyers on certain fronts, notably through the consistent threats to dock members’ pay.

We have consistently tried to avoid this. Because of this, and after ongoing negotiations with the AFP we are pausing any and all actions related to order number 11. This is in relation to not working on the Investigations Management System (IMS); we are seeking specialist legal advice with respect to this particular action and hope to get back to you soon with a reinvigorated option to undertake. For the time being, we will be focusing our efforts on other areas and other Protected Industrial Actions with more opportunities for you all to take part and to be heard.

Importantly we have other Protected Industrial Action commencing today.

These are:

“Members may undertake an indefinite ban on agreeing to perform voluntary duties”. The term voluntary encompasses electing to perform work outside of the scheduled rostered hours and any other unpaid duties. What we are saying and what we are asking you to do is, if your scheduled shift starts at 8:00 a.m. – do not start work, do not walk through the door before 800 a.m. If your scheduled pattern of attendance or your rostered shift ends at 1800, at 1800 walk out the door, finish work.

“Members at all all locations may undertake the periodic interruption of work every day in order to affix campaign material in work locations stating the concerns of members relating to workloads and staff shortages.”

“Members at all locations may undertake the periodic interruption of work each day in order to affix campaign material such as pins stickers and badges to clothing.”

“Members at all locations may undertake the periodic interruption of work every shift to don apparel that is high-vis, colourful, and or with union logos and slogans. Such action will not interfere with the safety of the member or the public, and will not prevent the member being identified as an AFP appointee.

When it comes to donning apparel and the other three that I mentioned – this is really important and I encourage you to please check out our website we are launching a new dedicated web page we have all of these frequently asked questions and should have lots of information on there for you – but the really important thing to remember is, because of the AFP’s contracted lawyers, you will be docked for the time that it takes for you to partake in those other industrial actions. However, I want to be clear and to bust any myths that have been perpetuated by others within the AFP, you are only to be docked for the hours for the time that it takes for you to participate in the action. Wearing a wristband is not industrial action; the action is the physical act of putting it on.

So what we what we’re expecting members to do is to time record that time. Now I’m going to grab some paraphernalia, and I’m going to stick it up just to show you how long it will actually take for you to do this industrial action every day: sticking up a poster, a sticker, lanyard, and a wristband.

I’m guessing that took less than 20 seconds.

So what we are asking you to time record is the physical time it took for you to partake in that industrial action.

Each day, when you put your wristband on, when you stick a poster up, when you put a sticker up, put in your time recording: from 0600 to 0601, partook in industrial action, because you can only time record in one minute increments. However there is a free text field at the end of that line where you can type in there “I partook in industrial action it took 20 seconds 10 seconds to complete that action”. The AFP can only then dock you for the time that it took for you to undertake that action.

Most of you, if you are doing it the same way I did, it will take about 10 seconds. By our very rough calculations, 10 seconds of pay docking is less than a dollar, and this dollar will go towards fighting for your rights and fighting for your pay and conditions.

Please, I urge you all not to deviate from the instructions that we’ve put on the website, not to deviate from any other instructions that we give you. It’s really important because the AFP are being quite extreme, or their lawyers are being quite extreme, in what they’re asking us, and what they’re expecting of members is that we only adhere to the guidelines that are put on the website.

EA Update #12

Audio Transcript

Thank you for your patience.

I know you’re all chomping at the bit to get out there and show your support and to fight for your pay and conditions.

I’m pleased to announce that we have gone active on our protected industrial action. I know some of you have started already with the assistance of your delegates. Thank you for that. What we have started and what we have rolling out is essentially five key areas.

The first ones are that everybody can participate in: we are encouraging all members not to complete the vehicle log books when they are using a pool vehicle or any other vehicle that requires a vehicle log book to be completed; we’re encouraging members not to complete those log books.

The second one is, and there is a table that goes into a lot more detail into what we are requesting members to do and that we are expecting members to follow if they do wish to undertake this type of industrial action, is to essentially make one case note entry into IMS and then to continue making all of your other entries into PROMIS and there is a there spreadsheet or a table that indicates what we ask. If you have any questions, if you have any comments or concerns please speak to us or your delegates about that.

The third one for members that are on the ground or the troops that are on the ground is not to answer your personal mobile phone or your UOC where you’re not in receipt of an allowance. There is no obligation for you to do so, there is no requirement for you to do so in any working pattern. The 22% operational and the 22% Rostered Ops composite does not pay for your ability to answer the telephone nor is there any obligation. I can’t stress that hard enough, but to make it perfectly clear we have got industrial action approved that says that you don’t need to, so please keep your UOC at work, don’t answer your personal telephone number.

Should there be a work-related telephone call, if there is an emergency, I understand the professionalism of my membership and I understand that you will go in and work and that’s fine, I completely expect that. Should it be a 9/11 type of event, I completely expect members to go to work and and to help the community – that’s what police officers do, that’s what members of the AFPA do, it’s 100% expected.

However, if it’s just a regular run-of-the mill question “have you done your time recording, are you available next week”, which is the majority of the calls that happen – don’t answer it.

There is no expectation for you to answer it, and by not answering, it highlights some of the things or some of the additions we would like to see in the upcoming EA, so it’s a really good way of proving to the AFP that these changes are important. There is two other types of industrial action that we are undertaking as well; I’m not going to go into too much detail, safe to say if you are involved in that you know who you are. We haven’t gone widespread through the entire membership, we are just assessing the situation and we assessing to see what the fallout might be from that. Should it get up and should it be successful, we will roll it out to the rest of the broader membership. Tomorrow is another busy day for us; we’ve got another day of bargaining, I believe it’s going to be the last day that we’re all going to be together having a meaningful discussion, so it’s really important that with this industrial action we can start and we kick off now to show the AFP that we’re all willing to stand up and fight for our pay and conditions.

Keep up the fight, keep up the good work, stay safe and thank you.

EA Update #11

Audio Transcript

Welcome to the latest AFPA EA update.
 
First I’d like to acknowledge that we did receive some offers in relation to the EA, and there is a lot of room to grow and there is a lot of room for some increases. We are overall disappointed with the offer and there is a lot of room that the AFP has in order to increase that offer. In saying that, expectation management for all of you members – and as you know I I try to be as transparent as I can – the 11.2% over over 3 years is a figure that is set in stone by the Government, so it isn’t something that we feel is going to be a movable object for this EA, but as endorsed by government, namely the Attorney-General and Tony Burke the Minister for Industrial Relations, the AFPA is focusing on allowances, broadbanding, and safety net in order to get you a better pay rise.
 
 
It is promising to see that AFP and AFP management have advocated on behalf of the troops. As you know the AFPA have been doing this for quite some time, we’ve been doing this since the Labor Party have got into office, in fact we secured a commitment from the Labor Party to see the AFP in the top 25% paid police forces in Australia. The hurdle is, and always has been, the Public Service Commission and the minister for public service Katy Gallagher. The AFPA advocated to this minister to have us removed from the bargaining framework and enable us to get a better pay deal.
 
I’m going to try to avoid to get in a bit of a tit for tat with the AFP over we’ve done this and they’ve done that, but what I can say is: 19% growth in the AFP is great,
but why is it that the AFP is the only police force in Australia to be going backwards in actual sworn police officer numbers?
 
Whilst I agree that our attrition rate is equal to or similar to other organisations in the public service, it’s the highest it’s been in a quite a long time. This is evidenced by the AFPA survey where more than 50% of you have indicated that without an adequate pay deal you were looking at other jobs and likely to leave in the next 12 months. The attrition rate is only going to get worse.
 
Protected Industrial Action.
 
Since lodging the application for protected industrial action, we’ve managed to secure a meeting, a face-to-face meeting, with the Minister for Public Service Katy Gallagher. We’ve met with her office a number of times, but never has she given us the time to meet with her. This is a great step forward and hopefully we can have some meaningful and constructive conversations.
 
Protected industrial action will kick off in the coming days – we’ve already briefed your Delegates and Conveners and we are sending them some collateral to get started. if you have any questions, please reach out to them or reach out to the AFPA office – we’re more than willing to answer these questions.
 
I know you’re all chomping at the bit to start this protected industrial action, but please don’t start your own industrial action, please wait for the AFPA to send a message through the Delegates and through the office about what action we are starting. We have been quite strategic in what we plan on doing, and we don’t want to get anybody into trouble.
 
If you know of any members in your area that would like to join the Association, please get them to follow this link at the end of the video.
 
As always, watch out for our next video. I’ll keep you updated how the meeting goes with Minister Gallagher and the bargaining goes next Thursday.
 
Stay safe out there.

EA Update #10

Audio Transcript

Welcome to the latest AFPA EA update.

I don’t have a lot to update by way of actual bargaining. To date, we’ve only really discussed the common conditions and this week’s bargaining meeting has been cancelled while the AFP confirm their crucial funding declaration.

Now as you may have heard, the AFPA is embarking on a significant step; we are ballotting our members for protected industrial action. You can find the FAQs on our website and we encourage you to stay informed via our website. The AFPA is looking at taking this action because we believe that an 11.2% pay rise over 3 years does not respect your hard work, especially in the absence of additional allowances, broadband changes or improvements to safety net provisions.

For years, your salary increases have lagged behind other jurisdictions. Rising inflation and the cost of living pressures – while the government’s 11.2% offer might be acceptable for the average public service department, you are not ordinary public servants. The lifestyle and work demand expected by an AFP employee is vastly different to that of any other Commonwealth department and we want the government to recognise and remunerate you accordingly.

If you are an AFPA member, be on the lookout for an email asking you to support the protected industrial action. Our suggestion is vote YES.

If you’re not a member and want to have your say in the protected industrial action ballot, join the AFPA now. Details are in the email accompanying this video.

Remember, only AFPA members will have an opportunity to vote. For the members out there that are registered, you should expect an email and an SMS from the balloting agent tomorrow with the voting information. The ballot opens on February 28th and closes March the 8th 2024.

As I have said already, the AFPA strongly endorses a yes vote – it’s your chance to make a difference. A yes vote is crucial, it is the pathway to securing the best deal possible and signaling to the government that you are ready to fight for your pay and conditions.

Currently, the Public Service Commission and the government show no desire to move beyond the 11.2% pay rise over 3 years, undermining the value of the work you do to keep Australia safe. S yes vote puts you in a position of strength, particularly if negotiation fail to secure improved conditions and pay in the new EA. Voting yes doesn’t mean you must take industrial action – it signifies a possibility, a viable option if negotiations fall short.

You will never be forced into action against your will. If you haven’t received your email or SMS by February 28th, please contact us via the email address below and we will assist you.

Thank you for your attention. We are in this together. Vote YES for you, for your colleagues, and a fair pay deal.

Thank you.

EA Update #9

Audio Transcript

Hi all, welcome to the second EA update for 2024. 

Unfortunately, no real juicy information to pass on today. 

Tuesday’s meeting went quite well, we had a lot of constructive conversations, it was a short meeting. The AFP has indicated they are not going to be ready to negotiate again until February. Between now and then we’ll be going through the collected or the collective log of claims, and the AFP will be consolidating some of those in order to rationalize the almost 600 logs that are there. Until then, keep an eye out for an update coming via email, and if anything happens, if there’s been any changes until then I’ll be sure to let you know. 

As always, at the end of this video there will be an email address for you to send through your concerns, comments, or ideas for the EA;  as we’ve been progressing we’ve been getting some really good ideas so please don’t hesitate to send them through. 

Stay safe, 

Thank you.

EA Update #8

Audio Transcript

Welcome to the first EA update for 2024. I hope Santa was good to you all, and you had a chance to rest and recuperate.

Unfortunately, I don’t have a significant EA update for you. The AFP postponed today’s and next Tuesday’s bargaining sessions – and I do believe they will provide you all an update, or they have already provided you all an update.

I do have a commitment from the AFP Chief Bargainer that they intend to recommence bargaining as soon as possible.

Despite our efforts to negotiate fair terms and conditions for all of our members, we have reached an impasse. The AFP, particularly the government, are yet to take our claims seriously or genuinely consider our log of claims. Furthermore, the decision made by Finance Minister Katie Gallagher to impose an 11.2% cap with no enhancement clearly indicates she doesn’t understand or want to acknowledge that the AFP is different from the public service.

Her decision fails to recognise the difficult and dangerous work our members undertake, day in and day out, to ensure the safety of our community and Australia’s interests. As a result, the AFPA feels that there are that we are at a stalemate and we have no other alternative but to consider protected industrial action – this decision has been supported by the AFPA’s recent survey.

Senator Gallagher, if you are listening, we understand the pressures you are under. I would love the opportunity to engage in a constructive conversation with you about these issues.

To my members – thank you for the hard work that you do. We will continue to push the Government hard to get the best outcome possible for you all.

Stay tuned for an update; until then, stay safe.

Thank you.

EA Update #7

Audio Transcript

Hi all, welcome to AFPA EA Update #7.

First, I’d like to start by acknowledging the death of our colleague in South Australia. Our thoughts and prayers go out to the family, his colleagues and friends. This highlights the importance of the work that we do and the perils that you face each and every day, and why it’s important to be fairly renumerated for the work that you do each and every day.

Recently, the Australian Public Service Commission released the non-APS government bargaining parameters, which the AFP will be subjected to. These parameters limit pay rises and prevent any enhancements or additional allowances.

We feel that this is a disgraceful betrayal of the hardworking AFP members, who are already the lowest paid police force in Australia and are continually being asked to do more with less. Our members are already a breaking point and this decision is another kick in the guts.

The AFP have advised today that they’ll be pausing negotiations until January 2024, leaving our members uncertain about what the future holds. We do not support this action and would prefer to try to resolve the issues around the restrictive policy under which we have been placed.

We call on Commissioner Kershaw and the lead negotiator to make immediate representation to government to forcefully advocate for our removal or exemption from this policy. No meaningful improvements to our paying conditions will be possible without these. You’ll hear more from us about this matter in the coming days. Rest assured the AFPA will continue to fight for the rightful recognition that is well overdue for our members.

Thank you and stay safe.

EA Update #6

Audio Transcript

Hello again, welcome to AFPA EA update #6.

Another round of robust discussion was had regarding your pay and conditions;  we were able to ascertain that the AFP’s preference is to return to a six-month averaging period. The only way that this will work is if those excess hours are paid out periodically through the averaging period; this is what we are going to be fighting for,  we don’t want to see members worked extensively or excessively throughout the first part of the averaging period and then stood down for the majority of the remaining of the averaging period. This is not a workable solution and is not something that we want to see moving forward.

Discussions were had around PRS having a proportionate response to established Category 3 conduct issues; they include temporary reduction in band increment and proportionate fines – opposed to what it currently says in the EA which is a permanent reduction of band increment or termination. There was unanimous disagreement amongst all of the bargainers regarding the common condition around Higher Duties Allowance. The common condition still enforced is a two-week or 10-day period that someone has to work before they get paid. Around the board, it’s certainly the AFPA’s position that any day worked at HDA will be paid. It’s the only way to compensate or remunerate someone for the additional responsibility placed on them acting in those higher positions.

The financial declaration is yet to be endorsed and until it is we can’t progress bargaining to any great degree. To further complicate things, the Australian Public Service Commission has moved the goalposts and placed further restrictions on our ability to bargain a meaningful outcome for our members. This is frustrating for both the AFPA and the AFP.

Next week, there is no bargaining meeting. We’ll provide an update if there is any progress made with the Public Service Commission and the Australian government.

Please, as always, continue to send through your ideas and your suggestions. At the end of this video, you’ll see a link to the AFPA’s full log of claims; this is an evolving document, it is by no means set in stone – so those suggestions,  ideas, and comments are really worthwhile and are really meaningful.

Thank you and take care.

 

EA Update #5

Audio Transcript

Hi, my name is Alex Caruana and I’m the President of the Australian Federal Police Association. Welcome to AFPA EA 2023 Update #5. This week, we were again discussing common conditions.   

We again discussed the importance of a consultative committee or tribunal, and thank the AFP for working with us to make this reality. This week, the AFP agreed that disputes regarding Flexible Work Arrangements will be able to be disputed via the Fair Work Commission. We also had some strong discussions about no financial detriment for members who have not been or will not be released for deployments and the like.  

The AFP also agreed to explore and get back to us with an answer regarding all training to occur on work time. 

Next week is another big week; we’re discussing travel relocation and geographical mobility, as well as working hours and employment types. The AFP is seeking ideas in relation to all of these issues, so as always, we would encourage you to please send through your comments, ideas or suggestions to the link at the end of this video. Similarly, if you  know of any colleagues that are non-AFPA members, please encourage them to join by following the link at the end of this video also. 

Thank you. 

EA Update #4

Audio Transcript

Hello, my name is Alex Caruana, and I am the president of the Australian Federal Police Association. Welcome to the fourth AFPA EA Bargaining Update. This week, there was some healthy and robust discussion; the discussion centered around the adoption of the Commonwealth common conditions and this time was very much focused on consultation and consultation clauses. A number of important topics were covered – including formal acknowledgement of the AFPA as the employee representatives, and the synergetic partnership that the Association and our delegates play in protecting and supporting our members while we are pursuing common goals. 

I’m also pleased to inform you that the AFP accepted several key changes and suggestions tabled by the AFPA Bargaining Team in relation to the wording of these common conditions. Whilst minor, this can have a major implication for our members. The AFP has expressed its initial in-principle support for the inclusion of a clause that outlines collaboration and agreement between the AFP and the AFPA that is facilitated by an independently chaired body or committee for all decisions that may affect appointees’ pay and conditions. This is a great step forward and we hope the Australian Public Service Commission or the Australian Public Service Commissioner doesn’t throw up any hurdles to prevent this from occurring. 

Next week, we’ll discuss some more common conditions focusing on flexibility at work, including Flexible Work Arrangements and part-time work. We will also be discussing some non-common conditions such as recruitment, transition to retirement, study leave and the like. 

In the coming weeks, the AFPA will be sharing our overarching list of claims, which may undergo some revision or evolution as negotiations continue so please continue providing us your suggestions, ideas, and comments as they’ve greatly aided the AFPA Executive and AFPA EA Advisory teams. The contact details can be found at the conclusion of this video. 

 If you or your colleagues are considering joining the AFPA, please use the links also at the end of this video. 

Thank you for your time, we look forward to your valuable insights, and we will continue to work hard to ensure positive outcomes for all of the AFPA members.  

Thank you and take care.  

EA Update #3

Audio Transcript

Hi all welcome to AFPA EA update #3. 

Today’s meeting was another productive meeting. We discussed a number of the common conditions, namely Disaster Support Leave, Emergency Response Leave, Witness Leave, Defence Service Leave, Defence Service, Sick Leave, Long Service Leave, portability of leave, Jury Duty, blood donations and vaccinations. 

One of the provisions we discussed at length today was Long Service Leave, and whilst long service leave is a common condition and it is part of the EA, the legislation around it is separate to the EA and is outside of the scope of the EA bargaining, so unfortunately this does mean that when members are taking their Long Service Leave, they are unable to take some of their entitlements with them such as composites and some of their allowances. It’s calculated as per the legislation. 

Another topic we spent some time discussing was the portability of leave. What  the AFPA would like to see is that when members are joining the AFP from another jurisdiction, such as a police jurisdiction or a state government agency, that they’re able to bring their leave across from the state jurisdiction across into the AFP with them. This allows the AFP to be a more attractive employer and hopefully attract and retain the talent that we need in the in the recruitment crisis that we’re currently going through. Next week, we’re discussing topics that are again common conditions, they include consultation, consultative committees’ policies, dispute resolution, and employee representational rights. 

What the AFPA is trying to achieve is not just a consultative model but also a consultative and agreement model, and this could be in the means of a committee or a police arbitrary tribunal, which is available in other jurisdictions at the moment – and the AFP used to have this model in the 70s and 80s, so we are not reinventing the wheel, but what it would allow is where the AFP have formed a decision unilaterally it allows the AFPA to come in and say “hey this isn’t how we see it; this isn’t in the intent of the EA.” – and we can have a true dispute resolution process and a true agreement as to what the provisions are going to change to, and where we don’t agree then we can go through the standard provisions or the standard changes that we need to do to make that happen. 

Thanks again for your time, and if you have any suggestions for next week’s meeting, please follow the link at the end of this video, and if you’re interested in joining the Association and reaping the benefits of being a member, please follow the link at the end of this video also.  

Stay safe out there. Thank you. 

EA Update #2

Audio Transcript

Alex Caruana here from the Australian Federal Police Association. Welcome to EA update number two. There seems to have been some technical glitch with getting the previous two EA updates through to you, so please keep looking at the AFPA website, and we’ll keep you updated there with some short videos after each of the EA bargaining meetings.  

An update about today’s meeting: the meeting went quite well, although the AFPA is getting quite frustrated that, even at this early point in the negotiations where we’ve yet to get into anything controversial or meaty, the meetings are starting to get bogged down by some of the independent bargainers. We’ll continue to  work with the AFP, the CPSU and the independent bargainers to make sure that we can achieve timely pay rises without any delays. 

The AFP put a number of proposals forward, mostly around the common  conditions in relation to the National Employment Standards, the EAP, and individual Flexible Work Arrangements. The AFPA is going to look at these proposals and make sure that they’re not at the members’ detriment before we get back to the AFP.  

On the agenda for next week’s meeting is again  discussing the common conditions. These are the common conditions around different leave types, namely: Emergency Response leave, Disaster Support leave, Witness and Jury Duty leave, Defence leave, Long Service Leave, and vaccinations. We will nut through those and give you an update next week.  

As always, if you have any ideas or suggestions about the EA process or about bargaining in general, please email us at the contact details at the end of this video.  

Thanks again. 

EA Update #1

Audio Transcript

Hi, my name is Alex Caruana. I’m the Australian Federal Police Association President. Welcome to the first EA 2023 bargaining update. I intend to give regular updates to keep everybody informed as to the negotiation process. Please keep an eye on your emails for these regular communications. The AFPA has several key aims for 2023 bargaining. These include but are not limited to achieving real pay rises with no loss of pay or conditions for all AFPA members (this includes our EL comrades) and an improvement to all allowances; we want to see a simplified EA that is easy to understand and is fit for purpose,  we want to see better career development and better broadbanding arrangements for all members and an independent arbitrary body or an independent process to facilitate meaningful consultation and effective agreement between the AFP and the AFPA for all matters resulting from people’s pay and conditions.  

As anticipated, yesterday’s meeting was brief. It mainly focused on administrative matters and establishing the direction and the time for future discussions.  

During the meeting, the AFPA provided information regarding their proposed schedule, the rules of bargaining and the meeting guidelines. They also shared with us some guidance on what they are trying to achieve and their design principles emphasising on their intentions for the negotiation process. Additionally, the AFP agreed to share their proposed timeline with everybody. It is obvious there is an increased level of interest in this bargaining process.  

Today, we observed an extraordinary number of independent bargaining representatives, with over 30 individuals present today. I and the AFPA bargaining committee are acutely aware of the potential challenges that arise from having such a large number of representatives and how it can slow the bargaining process down; additionally, I’m mindful of the delays in pay rises that occurred in the previous round of bargaining due to independent bargainers.  

The AFPA recognises the role of independent bargainers and will work constructively with all bargaining parties to achieve the best results for you all; however,  as the registered organisation responsible for representing all AFP appointees, the AFPA is committed to ensuring that the extraordinarily high numbers of independent bargainers does not impede or create unnecessary delays to the outcomes of this Enterprise Agreement.   

I’m actively engaging in ongoing discussions with the AFP and government to ensure a smooth process. The time frames suggested by the AFP, whilst ambitious, are positive, reasonable, and promising. From their timeline, we do expect to see a pay offer early in the New Year. The next EA meeting has been scheduled for Tuesday, October 3rd, with several important topics on the agenda – including terms of resignation, the AFP employee assistance program, individual Flexible Work Arrangements, and overpayments. 

 If you have any questions, comments, suggestions, or ideas regarding the EA process – we would like to hear from you,  and I encourage you all to reach out to us via email on or on the contact details at the end of this video. If you or your colleagues are considering joining the AFPA, please contact us on (02) 62851677 or on the contact details at the end of this video.   

Thank you for your time; we look forward to receiving your valuable ideas and suggestions.