Maleko Personnel Consulting is ‘on track to be one of the most reliable and most cost effective’
In an attempt to boost morale in the armed forces, Malekos Personnel Consultants, which specialises in hiring and staffing, has been awarded an industry-leading $1.9 million contract from the Department of Defence.
Malekos, which has been operating in South Australia since March, has also been awarded $3 million from the Federal Government for additional operational support and training to bolster the force’s readiness to handle the rising number of civilian employees.
The move comes after the Government announced a number of measures to help bolster the Australian Defence Force (ADF) workforce, including increased recruitment of female personnel.
The ADF is facing a high workload, with more than a quarter of the force being male and female soldiers competing for positions.
In a statement, the Government said it was proud to be a key player in ensuring the ADF remained the most efficient, capable and effective force in the world.
“As the Government continues to strengthen the ADG workforce, we are committed to delivering the ADFG the support it needs to remain at the forefront of modern defence and security operations,” Minister for Defence James Merlino said.
“We have committed $100 million over the next two years to modernise the ADGs force and we will be working closely with the ADFs workforce to achieve this ambitious goal.”
The Government is also investing more than $7 million to strengthen Australian Defence Forces (ADFs) personnel in the first half of 2018 to provide a high level of readiness to meet the demands of the coming crisis.
“This will enable the ADGF to maintain its position as the premier military employer and the world’s top employer of defence personnel.”
The contract is the latest in a series of Government moves aimed at bolstering the defence workforce.
In April, Defence Minister David Johnston announced a $10 million upgrade of the ADI, which was designed to increase the efficiency and agility of the organisation.
The new ADI will be built to meet more sophisticated and sophisticated threats, including cyber-attacks, biological attacks, terrorist attacks and large scale pandemics.
The $5 million upgrade will include more than 1,000 new staff to the ADIs Defence Science and Technology Centre (DSTC), a new headquarters in Canberra, and a new training centre in the ACT.
It will also increase the ADIU’s personnel by more than 300 staff and will provide more than 30,000 personnel with more professional development.
A $7.5 million increase in Defence Intelligence and Surveillance Systems (DISA) and its support to the Defence Intelligence Agency (DIA) will also see more DISA staff employed and training delivered across the ADIS.
Meanwhile, the $4 million DISA modernization will see a significant increase in the number of DISA personnel, with the addition of nearly 1,200 new staff.
Topics:military-to-military,military-relations,forces,government-and-politics,defense-forces,national-security,defense,australiaFirst posted January 26, 2019 06:07:15Contact Paul Elam
How to manage your security in southern states
Perris is one of a handful of cities that have been working with the city of Cleveland to develop a plan to address its security needs.
Cleveland is also hosting a conference on its new security policies.
The plan will be implemented starting in 2019, according to a city press release.
Perris’ plan calls for security teams to work together to reduce the risk of potential attacks and incidents.
Perrin’s plan will not have any impact on Cleveland’s existing security plans, per city spokesman Michael Rios.
Perris has been working on its security plan for years.
In 2015, the city hired a private security firm to help it plan its 2018 event.
The company’s director of security, Brian Foy, was named the first security officer to be named to the Perris Police Department’s security team in 2016.
“The security team has been on the ground since the beginning of the year and is making good progress,” Foy told Time.
In a statement to the Times, Perris said it is committed to improving its security and has hired a third security officer since then.
Foy told the Times that the city has received several complaints about the lack of police presence, but that the “security team continues to work tirelessly” to “increase safety and reduce the possibility of violence.”
Cleveland’s new security plan is an important step in that direction, said Rios, but he added that Perris “will need to work with the rest of the country to get to the same level of security.”
When the new boss doesn’t want to pay for you to stay
When a new boss asks for a pay cut, you have the option of accepting it.
A new mayor in Chicago’s Liberty Personnel Services (LPS) Board of Directors said in a letter to employees last month that she “believes that your personal and professional freedom to choose how you work is essential to your job performance.”
LPS’s director of human resources told the staff that she was seeking a pay increase and was “pushing for an increase to $13.50/hour.”
The letter was obtained by the Chicago Tribune, and the board’s president, Mary Lou Hagen, responded in a Facebook post that LPS will seek a $13-an-hour increase “for the first time in its history.”
But LPS employees who are eligible for raises are given the option to apply for one, and LPS Board President Mary LouHagen is asking employees to do so, saying, “We believe that the increased salary should be offered for an employee’s own choice.”
LPLS is part of a nationwide union of city public employees.
LPS does not have a policy on employee choice, and employees are free to make the decision they think best for themselves, but LPS has had a contentious relationship with unions in recent years.
In 2016, LPS laid off a full quarter of its workforce, which included more than 100 police officers, as the result of a citywide strike.
The city later settled with the police union for a total of $20 million.
LPLP officials said in 2016 that the layoffs were in response to an “increased workload” of police officers and a “higher cost to taxpayers.”
The city said at the time that LPL was being held to the same standard as public employees in terms of staffing, overtime pay, and benefits.
In 2015, the Chicago Teachers Union voted to unionize and form a bargaining unit, and in 2016, the union filed a lawsuit challenging the city’s use of overtime pay.
In December 2016, a federal judge found that LPGs contract with LPS violated the National Labor Relations Act.
A federal judge in 2016 also ruled that LPMS violated the Fair Labor Standards Act by failing to offer a salary raise to its employees who requested it.
LPG officials also disputed the federal judge’s finding that LPA employees were not treated fairly under their collective bargaining agreement.
LPD fired nearly 40 officers after they refused to participate in a “coup” that was scheduled to take place on November 2.
LPA officials argued that the police department was not obligated to provide a raise, but the judge disagreed.
He ruled that the department could only be held accountable if it gave a raise to officers who chose to walk off the job.
A spokeswoman for the LPA did not respond to a request for comment.
A spokesperson for LPL said LPL has not filed a complaint with the National Employment Law Project or the Office of the Special Counsel, but it did say that it has been “forced to take action because of our failure to pay our employees” and because of the “public’s interest in the quality of life for our officers.”
LPD spokesperson Adam Collins said LPS did not “make any promises or threats” to pay raises, and said LPG did not request an increase for 2016 because the department was already overfunded.
Collins said in an email that “the city has been in a constant state of emergency since the 2016 police officers strike.”
He said the department had been in negotiations with LPLs bargaining unit “for a while,” but LPL had not reached a deal with LPD.
“We’ve been working to resolve our differences, but unfortunately, they have not been resolved,” Collins said.
LPC spokesperson Erin Coyle said in February that the city was not in compliance with the federal Occupational Safety and Health Administration (OSHA) guidelines on collective bargaining.
“The city does not allow city employees to make personal choices regarding whether to work with their own union or not,” Coyle wrote.
“That is why the city is not in a position to provide pay raises to LPL workers.”
LPC’s contract with the city expired in 2020, but in 2017, LPL’s leaders voted to form a new bargaining unit.
LPNS also has had an off-the-record, confidential “labor peace” process with the LPL.
The process, which has been widely publicized, has involved LPL employees holding meetings, and then LPL officials offering a pay raise in a public forum.
LPMs first round of pay raises took place in April.
In October, the city announced it was ending the process altogether, citing the state’s moratorium on collective bargaining for public employees and a lack of public trust in the process.
Lpls leaders said in December that the process had been going on for months, and that the LPD’s contract “is not enforceable.”