Approach to dispute 'disappointing'

Published on 18 July 2019

Council has expressed disappointment that details surrounding a former employee's industrial relations matter have been provided to local media.

Visiting United Services Union (USU) officials held a mass meeting with members at Council's works depot yesterday, after alleging on Friday that the staff member had been sacked for raising a work health and safety (WHS) issue.

Council's General Manager, James Roncon, said there was no evidence to support the claim.

"The USU provided no substantive evidence to support this claim last week, and again failed to do so during their visit on Wednesday," he said.

"Our internal investigations and interviews have also yielded no evidence to suggest the staff member was dismissed due to raising a WHS issue."

Mr Roncon said a key fact that had been overlooked in coverage of the matter was that the former staff member was employed on a probationary basis.

"Council undertook the difficult decision to part ways with the employee during a standard probation period review," he said.

"Both the employee and employer agree to probation periods with the shared understanding that they have greater freedom to part ways if either party feels the appointment will not work out in the long term.

"Whilst the outcome is regrettable for all involved in this instance, Council is comfortable with the circumstances surrounding this matter, and is prepared to defend its position should it be further pursued."

Mr Roncon said it was also regrettable that the Union had chosen to provide details of its campaign to the media, including the name of the Council employee the Union is targeting.

"We really wish the Union had simply come to us in the first instance and discussed the matter rather than calling a snap meeting and immediately conveying the meeting's outcomes to the media," he said.

"Ideally this matter would be settled in a far more amicable manner, without the individuals involved being subject to this level of public scrutiny.”

Mr Roncon responded to motions passed at the meeting, including a call to reinstate the dismissed employee, sack a senior manager, and a motion of no confidence in the General Manager over a recent comment regarding staff turnover.

"Council must consider whether it would be appropriate to allow the USU to dictate Council operations given that the majority of our workforce did not attend the meeting," he said.

"It should also be reiterated that the comment regarding staff turnover was made in reference to an increased focus on accountability and performance across the whole organisation, and was a small part of a broader conversation held during an internal audit meeting.

"I believe our employees and the wider community understand that Council staff are obliged to respond honestly during any audit process."

The Union also took aim at Council’s plan to implement new rules regarding drugs and alcohol in the workplace, however Mr Roncon said Council's stance on the matter remained consistent.

"Our understanding was that the USU's primary issue with Council's proposed drug and alcohol policy related to the stipulation that staff abstain from drug use and maintain a blood alcohol limit of less than 0.02 during working hours," said Mr Roncon

"We maintain that this is a reasonable request given that staff operate a number of vehicles including heavy plant in public spaces. However we remain open to further discussions with the USU and its members regarding this policy."