New EBA & Award update

Posted on
May 4, 2020

Happy May Day! Today is the day for the union movement to celebrate our achievements.

We've won the 40-hour week (now 38 hours), paid holidays, paid sick leave, parental leave, shift penalties, workplace health and safety, equality in workplaces, superannuation and so much more - but we're always striving for workplace improvements.
Speaking of which, the new Ambulance EBA is up for approval on Tuesday at the Tasmanian Industrial Commission.
There are changes happening – most notable is the way leave is managed.

-  Annual leave may be taken in single shifts, multiple shifts, or blocks of shifts. Gone is the “week allocation” of leave. This means you should retain your line and have 46-48 hours of annual leave deducted for your block of leave, but get 12 days off. If your line gets swapped, you need equal days on and off. Consider your annual leave as time worked, as the days are part of the active roster. This also means you keep higher factor when accessing leave if you’re on a HF roster. These changes will start with immediate effect and may impact current     published rosters. There will need to be consultation about a transition plan and leave plans or requests may need to be reviewed.

-  For shift workers, ADO leave will still be accessed in blocks only. But as above, you will get a clear 12 days off for a single block or 20 days off for a double block.

-  Time Credit hasn't changed, despite intention to change it. This will work as it has for the previous decade, although there will be a review of the policy to clear up the regional “silo” approach to TC management.

There are also good improvements being made around:

-  Family violence leave

-  Additional parental leave (and partner leave) and super while on leave

-  A minimum 10-hour rostered shift break

-  Rest breaks during on call periods (9 hours a night)

-  A new increment for most classifications

-  Professional development allowances

-  Carers leave increased to 10 days, not capped at 76 hours.

-  Ability to cash out excess annual leave.

These commence immediately, with parental and partner leave being backdated to 1 December 2019.

Assuming these changes are agreed by the TIC next Tuesday, the new pay rise of 2.3% will apply from the next full pay period, which would be Monday 18 May, it will be then backdated to 1 Dec 2019.

The back pay will occur ASAP and is likely to be paid in the last pay in June, but it may also arrive in July.

We hope we can get this accelerated.

If you have any questions or concerns, please contact Chris via HACSUassist on 1300 880 032 or

For more information about this or any other industrial matter, members should contact HACSUassist on 1300 880 032 or email or complete our online contact form