Developing a Learning Organisation Apart from the co-ordination of access to a wide range of professional development courses for PTA employees, the Organisational Development team was instrumental in the formulation of a new Study Assistance Policy in 2004/05 which provides significant support with fees and paid time off for employees to pursue both undergraduate and postgraduate qualifications. The policy includes provision for a Chief Executive Scholarship fund of $20,000 per annum.

Healthy Living and Corporate Identity

Following a corporate wellness program first delivered in 2003, the organisation continued to provide access to professionally-delivered fitness assessment and training for PTA employees. This program was complemented with provision of “fun” activities such as choral singing and Theatresport.

PTA people were encouraged to participate in charityrelated activities. One tenth of all staff participated on a single day in the Asthma Foundation Bike Hike and the Fremantle Triathlon.

The development of a sense of corporate identity was enhanced by the introduction in 2004/05 of a new range of corporate apparel provided free of charge to salaried officers. (All wages employees already enjoyed the supply of uniforms as an industrial entitlement).

Labour Relations

The organisation negotiated with unions for improvements in terms and conditions of employment for its workforce. Following an extended and difficult period of bargaining with the Australian Rail Tram and Bus Industry Union, the PTA initiated formal bargaining in good faith under Section 42 of the Industrial Relations Act. Two arbitrated Enterprise Orders providing employment conditions for Railcar Drivers in Transperth Train Operations Division and Transwa were issued by the Western Australian Industrial Relations Commission (WAIRC) on 9 July 2004. The Public Transport Authority Railway Employees Enterprise Agreement was ratified on 9 July 2004.

The PTA ensured during the year that appropriate dispute resolution procedures are in place. Joint Consultative Committees were established providing a process by which its management and employees jointly examine and discuss issues of mutual concern and formulate and implement solutions to problems.

Two instances of alleged unfair dismissal and one instance of alleged unfair disciplinary process resulting in demotion were dismissed by the WAIRC during 2004/05.

Forty-one employees formerly covered by Workplace Agreements were transferred to Enterprise Agreement conditions in the course of the year.