The rule of unintended consquences

When planning a strategy, one expects senior management to acquire advanced planning techniques yet this didn't happen in my organisation. The state government was offering a severance package to reduce personnel in the public sector, a tried and proven technique - so far, so good.

A severance differs to a redundancy insofar as a severance is generally voluntary and the position itself doesn't become redundant. As such, a person may accept a severance package and apply for further positions within the organisation that may include the same job under different pay and conditions. Needless to say it includes a pay out of some form.

In their wisdom, our mob stated there will be no severance packages offered as the package includes three weeks pay for every year served capped at seventeen years plus an immediate payout of a further 12 weeks if the package is accepted immediately.

Naturally, the strategy was to not offer a package with a pay out instead relying on redeployment to minimise payments so staff can walk away with nothing after six months of redeployment if no other offers of employment are available.

So when the only severance package was offered to union representatives within the organisation one has to question their motives. However, if the current union representatives accept the package then when we reconvene our employment in 2018 there must be union representative positions available.

Naturally I would have to be nominated and then endorsed by a vote by the members but such a group of people require an individual who is well versed in such techniques and unafraid to confront senior management at their level. It didn't turn out that way, I was nominated with no one else putting their hand up so no vote was required.

So, here we are at an unusual situation where the current union reps are gone but willing to step up into the position is the chief protagonist who is well researched, has uncovered and reported corruption, has uncovered and reported selection and hiring practices that are in breach of the industrial award and public service guidelines.

By denying an individual to fair workplace selection practices, I have the energy to address these issues for all union members to fight for a fair system for all. The rule of unintended consequences is ironic on this occasion, they have provided me with the vehicle to pursue organisational change.