Page 2907 - Week 09 - Thursday, 26 August 1993

Next page . . . . Previous page . . . . Contents . . . . Debates(HTML) . . . . PDF . . . .

---

contract for three months which commenced on 27 July .1993.

Issues.

In-response to your specific points, the following -information is submitted.

Removal of temporary employee

Given the history of the situation, there are. no grounds .. upon which to terminate the contract. The incumbent is not and cannot be an applicant for the permanent position.

Evidence of proper merit processes

(a.) In relation to Stephen Hunter .s letter to Winsome

Hall on 13 March 1992 in which an agreement of 91/92 is

talked about. I understand that the ACTGS is about to

enter into discussions with the PSU with a view to

develop an agreement on the use of temporary employees,

contractors and consultants within the ACTGS.

(b) The Harris Directive only covers the permanent

filling of positions within the ACTGS and conditionally

bans -agencies from advertising a range of positions in .

the press. Where circumstances dictate, these

arrangements may be waived. YOU have a copy of the

relevant document. In this case, the position has never -

. been advertised in the press. -

(c). The role of the Task Force is set out in the

i7ramework Agreement and the Enterprise Bargaining

- Agreement. Both Agreements detail the processes that are

-applied by the Task Force. They are also both directly

linked with the provisions of the RRR Award.. The RRR Award covers permanent transfer at or below the.substantive level of the excess officer, but not higher duties arrangements or promotions. In addition, the Task Force is concerned primarily with. permanent placement. or a long-term temporary placement-where there is a strong indication that it will lead to a permanent placement, not short-term temporary placements.. it would not be in the best interests of an excess officer to be placed in a

---

Next page . . . . Previous page . . . . Contents . . . . Debates(HTML) . . . . PDF . . . .