05 Mrz Ramsay Health Enterprise Agreement Qld
Although the awards are presented by the Queensland Industrial Relations Commission (QIRC), the agreements are negotiated by Queensland Health and Queensland Health employee representatives. Once approved by the employees covered by the proposed agreement (through a voting process), the agreements will be certified by the ICFI. Join us on your way to a career in healthcare. 2014 Summary Pathways to the Health Professions 2 Dental and Oral Health 3 Social Services and Social Work 4 Medical Sciences 5 Medicine 6 Midwifery 7 Nursing 7.3.1 Any employee who must work outside normal working hours to attend mandatory events or training modules is entitled to payment at the standard rate for the actual time spent at such meetings or training modules. Instead of receiving payment, employees may be allowed, with the consent of the employer, to be duty-free for a period equal to the duration of their participation in these meetings. This period of attendance shall not be considered as overtime for the purposes of this Agreement. 5.12.2 Notwithstanding clause 5.12.1, by agreement between the employer and the employee(s) concerned, the 2 breaks may be combined into a rest period of 20 minutes to be taken in the first part of normal working time, with this 20-minute rest and the meal break arranged in such a way that the normal working time is divided into approximately equal 3 working hours. The main terms and conditions of employment for the majority of Queensland Health employees are imposed by bonuses and agreements. 5.14.3 In the event of an unforeseen workload, the assumption of responsibility for TOIL may be agreed in the short term. In the absence of an agreement, management must provide written notice at least 32 hours in advance that the WORK must be taken. It also provides that the maximum range of 12 hours within which normal working hours may be worked each day may be extended by means of a written agreement between the employer and the trade union concerned. (b) Nothing in clause 6.19 shall prevent an employer from disclosing information provided by an employee where disclosure is required by Australian law or is necessary to protect the life, health or safety of the employee or any other person. ï· Occupational health and safety is important.
Responsibilities of Committee Members Instead of receiving payment, employees may be allowed, with the consent of the employer, to be duty-free for a period equal to the duration of their participation in these meetings. This period of attendance shall not be considered as overtime for the purposes of this Agreement. 1 Update of the Ramsay Health Company Agreement Dear member, negotiations will continue with your current enterprise contract. HLT and its workplace delegates have already made significant changes and continue to negotiate on several key issues. The priority is to achieve an actual salary increase for all members, as well as to update the classifications in the agreement to reflect your current role and responsibilities. It is proposed that there be new classifications for all sterilization personnel, operating room-type personnel and paramedical personnel covered by this Agreement (see attached documents). It is essential that staff working in these areas contact their local organiser and raise concerns about the currently proposed classification wording and provide feedback on the proposed wording to ensure that it reflects the degree of complexity of the role you are currently playing. The utmost importance is the rejection of the application for an infectious clean-up allowance that HLT submitted on behalf of the members, this issue was one of the main topics reflected in the Ramsay investigation.
Management rejected this allowance on the grounds that it falls within its core duties. Members said it is above the normal duties of a hospital cleaner and should be recognized as an additional duty. HLT distributed a survey to cleaning staff to further identify this allegation and encouraged members to complete it. Some of the most important points discussed from the HLT complaint protocol: HLT claim proposal Ramsay response 4% salary increase per year NO – 2.5% Minimum shifts 4 hours NO Redeployment clause YES LSL after 7 years YES Domestic violence holiday clause still under consideration Natural disaster leave YES, up to 5 days Infectious cleaning allowance NO New classification for CSSD YES New classification for personnel OR YES New classification for personnel OR YES New classification and rates of pay for paramedics YES The next bargaining session will take place on November 30 and HLT will ask for your comments before this meeting. .