• Private certifier gets nailed – depaNews November 2010
  • Wake up and don't worry - depaNews February 2011
  • HR professionals – depaNews January 2009
  • Upper Hunter gets coy – depaNews March 2011
  • BPB kills off B1 & B2 - depaNews July 2009
  • Councillors behaving badly Part One - depaNews December 2009
  • Councillors behaving badly Part Two - depaNews December 2009
  • Who is Peter Hurst? - depaNews August 2010
  • It's time to go, Peter Part One - depaNews September 2006
  • It's time to go Peter Part Two - depaNews December 2006
  • BPB survey on accreditation – depaNews November 2008
  • Improbable things start to come true – depaNews June 2010
  • Sex, lies and development – depaNews February 2008
  • Pizza man feeds non-members – depaNews April 2011
  • Bankstown wins HR Award – depaNews December 2010
  • Love him or loathe him - depaNews October 2007
  • Good Bad & Ugly issue – depaNews November 2010
  • Upper Hunter lets the dogs out - depaNews February 2011
  • IRC puts brakes on belligerent seven – depaNews June 2009
  • It's Tweedledum and not Tweedledumber - depaNews March 2007
  • 28 April International Day of Mourning - depaNews April 2009
  • IRC orders Hurst 'apology' published - depaNews December 2010
  • Debate on IR policy – depaNews August 2007
  • Developer agrees to apologise – depaNews November 2010
  • OH&S Day of Mourning – depaNews April 2009

The Development and Environmental Professionals' Association (depa)

Welcome to the depa website. We are an industrial organisation representing professional employees working in local government in New South Wales in a variety of jobs in the fields of environmental health, public health, building and development control and planning.

We take a broad approach to our responsibilities to members and give advice and assistance on professional issues as well as industrial and workplace issues. We understand what members do at work and that allows us to take a holistic approach. Read more about us...

This site will keep you up-to-date with union news and the diverse range of workplace advocacy issues we deal with daily. We have made it easy for members to contact us with online forms. Join depa online now

Upper Hunter lets the dogs out - depaNews February 2011

Sniffing dog lineup

Upper Hunter lets the dogs out

Sometimes things just slip under your guard. Even though we hadn't been consulted when Upper Hunter Shire Council introduced its drug and alcohol policy a few years ago, nor when they reviewed it last year, we knew there was some extremism at play. Without having seen the policy, we thought the extremism was the introduction of random drug and alcohol testing - something we don't like because it fails to properly target workplace risk and too often can pick up employees who are working well and enthusiastically and not doing anything wrong or creating risk.

(And it's hard not to make the aside, because often we see councils that take ages to do the simplest of tasks, many think this is an industry crying out for some performance enhancement.)

depa has had a policy for years that we are opposed to random drug and alcohol testing and, after we filed disputes with Hornsby, Sutherland and Wollongong about policy issues generally, we were pleased when the USU took up the challenge. As a result, through 2009 and 2010 the three local government unions and the Local Government Association and Shires Association developed Industry Guidelines, agreed by the peak employers organizations and the three local government unions in an admirable consensus, for the guidance of the industry.

The Guidelines in their final draft form were concluded last year with the intention that there would be a trial roll-out with a sample of councils. Caught up in negotiation of the 2010 Award, the timetable slipped and the roll-out will occur this year.

The value of the Industry Guidelines is that they discourage random testing and encourage saliva testing as the preferred method for post-incident or reasonable suspicion testing.

The attractiveness of saliva testing is that this is the preferred method used by the NSW Police on the roads because it picks up recent drug use and not something you may have done socially two weeks earlier. Urine testing opens a window going back a number of weeks, fails to distinguish between something you did on the weekend or your holidays and something you may have done before you came to work. It is an ineffective predictor of workplace impairment.

And the Australian Industrial Relations Commission in a major test case preferred saliva testing precisely for these reasons.

But if you want to know what people do when they're not working for you, because you are nosy, have no respect for people's privacy, are unhealthily and pruriently interested in other people's private lives, are some sort of degenerate or anti-drug zealot and want to know what your employees have been doing recreationally, or on holidays even, then you test their urine.

Which is exactly what Upper Hunter does.

They also claim to have the right to incorporate drug and alcohol testing using a urine test in pre-employment screening. We don't believe there is a common law right for employers to do this (and are seeking advice) but even if they make it voluntary, testing provides information on personal behaviour and medication which is none of the business of a potential employer. How can that be a consideration in an appointment required by the Local Government Act to be based solely on merit?

In the last two weeks we filed two industrial disputes about drug and alcohol policies. The first (IRC133/2011) was listed before Deputy President Grayson on 18 February and was filed to seek the Commission's assistance to oversee the roll-out of the trial of the Industry Guidelines and assist the parties review them. On that day, the Commission issued a Statement supporting the Industry Guidelines, commending the parties on their initiative to assist councils in observing their obligations under the Op of occupational Health and Safety Act to maintain a healthy and safe workplace.

In particular, the Commission chose to make an observation supporting the decision of the parties to encourage saliva testing rather than any other testing method because that method detects "recent use as this is likely to be more reliable in detecting whether an employee is unfit for work and avoiding DNA testing methods that unreasonably intrude upon the private/personal affairs of employees."

The second (IRC155/2011) was listed on 23 February and was filed to target councils in the Hunter Region which were appearing to reject the Industry Guidelines and develop something more offensive and intrusive - in fact something that did, in the words of the Commission, "unreasonably intrude upon the private/personal affairs of employees".

This dispute was filed with 11 councils which had individually failed to respond to a letter from us asking that they hold off on developing any policy until the Industry Guidelines were rolled out. After the notification, we removed Lake Macquarie because they were happy with a policy they had negotiated with the unions years ago.

But it was in preparing for the second dispute that we discovered the full horror of the Upper Hunter policy.

On 23 February the Commission recommended that the Hunter Councils consider holding off on the development of their own policy until the Industry Guidelines were rolled out in the trial and that they also, if they are genuinely enthusiastic about this issue, volunteer their councils to participate in the trial. The parties to the Industry Guidelines would be quite happy to have the entire trial run with a sample of Hunter Councils.

The recommendation made excluded Upper Hunter - which made it abundantly clear that they had no interest in opening their mind to the Industry Guidelines. Well, not yet.

We reject the view expressed by Upper Hunter that the system was introduced consultatively and with the support of the workforce and the unions. And how do individual employees say no at a local level face-to-face with the anti-drugs zealotry of management? That would be, as Sir Humphrey famously observes, a courageous decision.

While this Council argues that this is how it operates in the mines, and they are surrounded by them, since when does a proximity to someone else's risk mean that you share it? Maybe they think it's like passive smoking.

We hope the Hunter Councils (excluding Upper Hunter) positively respond to the Commission's recommendation and invitation to participate in the trial and we can get the trial operating and review the Guidelines comfortably this year.

We will be dealing with Upper Hunter separately. Shortly they are to advertise the position of Director of Environmental Services. They have an obligation under the Local Government Act to make this appointment based on merit but regardless of how good a candidate you may be, you could be struck out in a pre-employment medical by considerations that have absolutely no bearing on your merit as a candidate or your ability to do the job. If you do apply, and they send you for a pre-employment medical, make sure you have been living like a yogi for the three weeks before the medical. And then refuse any random test after you are appointed and we will back you up.

(As another aside, our delegate at Upper Hunter has been “random” tested five times in the last 18 months. All negative, of course, but at a considerable cost of the Council and with ratepayers money not targeting immediate risk or dealing with it in proportion to that risk.)

Robbo's Pearls...

Je ne regrette rien

Lucky Edith Piaf, not regretting anything. Who wouldn’t like to live their life like that. Here are some of our regrets over the last 33 years:

The first historic consensus opposing the introduction of term contracts for senior staff was in 1991, and included the employers’ organisations as well as the predecessor of Local Government Professionals (sic), the Institute of Municipal Management. We regret the employer’s organisation abandoning that position, and the history of antagonism to getting rid of the concept of senior staff by LG Professionals (sic).

We regret that LGNSW, up until they responded to the recommendations in Operation Dasha, participating in the unfair dismissal of more senior staff and particularly general managers than anyone else, and probably collectively, more than everyone else.

The role of the Cabinet Office in 1998 rolling the recommendation made by the Local Government Minister at the time Ernie Page, in the five year review of the Local Government Act, that term contracts should be removed because of anticipated flowback into the State SES - which was nonsense. And the decision of the Cabinet that fell for it.

The role of the Office of Local Government, and their SES staff who had been provided with permanent tenure by the Government Sector Employment Act 2013 (something that in the local government we knew nothing about) not flowing a similar provision for senior staff in local government when the SES had been a model for that arrangement in 1993.

OLG’s historic defence of their standard contract and assertion in a variety of investigations, including Operation Dasha, supporting “the “termination without reasons clause... in the event that there was a breakdown in the relationship between the Councillors and the general manager”

And in taunting local government that if they ever delivered a consensus view between the employers and the unions, they would deliver that through the Minister, and then failing to do so.

ICAC in 2002 after investigating Rockdale Council and making findings about corrupt councillor behaviour made observations about “the importance of protections for local government employees involved in the development process”, and then did nothing about it.

ICAC in July 2003, considering correspondence from depa identifying “corruptibility issues that arise from term contracts” after both Rockdale and Tweed, and doing nothing about it, and in a meeting with us in July that year having some pious wanker reject our concerns which he asserted “to some extent that’s the obligation of public service”.

The ICAC 2016 report in Operation Farra at Mid-Western Council observed “the ‘no reason’ provisions in the standard contract, however, could create an uncertain employment environment for a general manager. The Commission’s concern is that such uncertainty could be used to improperly influence the action of a general manager” and, then did nothing about it.

And in Operation Dasha ignoring the submission depa had made about problems with planning and the employment relationships of senior staff, with recommendations for change, that included repealing section 340. We should have been called to give evidence.

We were not able to reach agreement between the unions and LGNSW on transitional arrangements for senior staff similar to the employment protections in section 354D of the Local Government Act continuing senior staff on “the same terms and conditions that applied to the staff member immediately before the transfer day.” This had been the unions’ collective position for a number of months until abandoned in a meeting depa could not attend on 19 March, when an agreement was made by everyone else for what is in the current arrangements.

And obviously I regret spending an hour and a half at the dentist that day and being unable to argue against that happening, and forgetting the first rule of politics - “be there”.

How it could happen that this legislation was carried without dissent, with the support of the Liberal/Coalition Opposition and all Independents, who for most of those years opposed doing anything about this, but who nevertheless subsequently found an interest in doing something about unfair employment practices for senior staff and thought they should trumpet as if it were a revelation, and their idea.

Nevertheless, we record our appreciation and acknowledgement of three people and their critical role in moving LGNSW towards this position in 2021 - President Linda Scott, CEO Scott Phillips and Director Workforce and Legal, Adam Dansie, notwithstanding his awful advice given to Campbelltown to unfairly legitimise disadvantage against a group of employees, predominantly our members.

The LGEA has participated in support over this time, and the USU which, while they were late to the party, they brought a connection to Government, without which this would not have happened. And the new CEO of OLG, doing his best to get over the abject failures and connivance of the past.

Copyright © 2025 The Development and Environmental Professionals' Association (depa). All Rights Reserved. Webdesign: Dot Online