Towong Shire Council has expressed disappointment that some of its outdoor staff have chosen to engage in industrial action regarding the current Enterprise Agreement (EA) negotiations.
In response to last week’s industrial action, council said in a statement that it had made a two-stage pay offer to staff which would see them on average get a 4.23 per cent increase on current hourly rates and applicable allowances.
It also said:-
“The minimum pay increases for the past two years for staff have been 4.0 per cent, in addition to the compulsory 0.5 per cent annual increases to the Superannuation Guarantee Contributions paid by council.
Council’s current pay offer, as it relates to the outdoor staff, will mean that the hourly rate for outdoor staff at 1 Feb will be on average 4.23 per cent higher than it is now inclusive of allowances.
In making this pay offer, council has considered the rates of pay at neighbouring larger councils, with the intention of increasing wages to bring them as close as possible to these for all staff, while staying within the limits of our tight financial position.
The pay increase will be implemented in two stages for affordability reasons – as at 1 August 2025 the hourly rates of pay across the whole organisation will be increased to at least those currently in place at Indigo Shire and from 1 February 2026 the rates of pay will be increased by a further 2.0 per cent.
It is well known that childcare staff in the sector, who are predominantly women, have not been well paid in the past. A review of our pay structures found that there was pay inequality, with the range of allowances payable to outdoor staff significantly greater in value than the allowance payable to childcare staff.
Bringing the hourly rates in line with our nearby councils and applying these consistently across all areas of council’s operations will mean that the percentage increase for early years staff will be higher because of the much lower amounts they have been paid previously.
It is our understanding that the union members do not agree with other staff – who are at the same levels in other work areas (e.g., childcare and office staff) – being paid a higher percentage increase.
It is important to note that the increase for childcare staff will be funded from user charges and not from rates.
The union has condemned council for not applying for the federal grant to increase the wages of childcare workers. Council did not consider this to be a feasible option, especially when we would have to reduce wages back to current rates in two years time when the grant comes to an end, while the outdoor staff pay increases would be ongoing. That didn’t seem fair.
In general terms a 1.0 per cent increase to wages and salaries is equivalent to a 1.0 per cent increase to rates, with the cap on rate increases for 2025 set at 3.0 per cent.
In 2025, there will be the added burden of the Emergency Services Volunteers Fund Levy (ESVF) and council is very concerned about the impact on our ratepayers.
The current pay offer is also in addition to the recent compulsory 0.5 per cent increase to the superannuation Guarantee Contributions council is required to make.
The new Enterprise Agreement will also include a new allowance for outdoor staff who are on standby outside of normal working hours.
Council’s offer for future annual pay increases is the higher of the rate cap or 2.5 per cent.
We are very conscious of the high cost of living being experienced by both our staff and ratepayers across the shire and we have tried to get the balance right with the pay offer on the table while keeping rate increases to a minimum.
This article appeared in Corryong Courier, 31 July 2025.
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