The Healthscope Nurses Agreement is up for renewal and we’re currently working on developing the bargaining timetable with Healthscope, so we’re looking for members to represent their workplace and give their colleagues a voice at the negotiation table. Anyone who's interested or wants more info about what a bargaining rep does, please email firstname.lastname@example.org or phone 1300 880 032.
After much to and fro between the Fair Work Commission and HealtheCare, it looks as though the Non-Nursing Agreement will be approved. Under the new agreement non-nursing staff at HealtheCare will receive a wage increase of 2% each year for the next two years (after that, we’ll begin to bargain again) and they’ll also now be able to access 5 days compassionate leave if planning to attend an interstate funeral.
It’s also worth mentioning that, under the new agreement, for level 2 and 3 admin employees there’ll be a span of hours that goes from 6.30-7.30pm to deal with reception hours and late consults. For catering staff working weekends, 11-hour shifts are only to be by mutual agreement. Anytime an agreement is approved in any workplace members should ask management for a copy to place in the staff room, so it can be referred to when necessary – all staff should have access to the agreement that governs their work!
We recently met with OneCare and their employer representatives to start the negotiation process for the new nurses' agreement. We put members' claims to them and explained the importance of the changes in wages and conditions we’re seeking on behalf of our members across the state.
They are going to take it all away and consider it before the next meeting, which is where things start to get interesting. Anyone who wants any more info or to get involved please get in touch, otherwise keep an eye out for the next update.
It’s very disappointing that Regional Imaging sent an internal email stating bargaining had concluded for the I-MED Regional Tasmania Enterprise Agreement 2020 and that they were ready to put the agreement to a vote. It’s been a frustrating bargaining period, essentially done without members’ involvement, and HACSU never agreed bargaining was over.
The employer simply decided not to change any items listed in our claim, so they believe there’s no point continuing to negotiate. They rejected all claims, and this is all that’s on offer for the proposed agreement:
• Wage increases of just 2.5% per annum, with back pay to July 2020, then increases in July 2021 and 2022
• Agreement to expire in June 2023
• Ceremonial Leave of up to 10 days unpaid leave – a federal law requirement anyway
• 5 days of unpaid Family/Domestic Violence Leave – also a federal law requirement
• They have ‘devalued’ the consultation clause
In effect, there are no other changes, and we’re very disappointed in this approach, with no discussion on our key claims, which were:
• Workload management clause
• Pay increase of4.5% per annum for 4 years
• Increase in Personal Leave entitlements
• Paid Family Violence Leave
• Paid Professional Development Leave
• Superannuation to be paid on all maternity leave
• Improved change consultation clause
• 10-hour break after overtime without loss of pay
• Transition to retirement clause
• Introduction of a workflow coordinator position
Staff voted in favour of the new agreement.
Bargaining is continuing for a replacement agreement. We rejected TasIVF’s appalling initial offer of a 1.5% annual pay rise without backpay. We eagerly await the employer’s improved offer, but we won’t beholding our breath for a better deal – it’s beyond the promised deadline for an offer already.
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Thanks for the amazing work you’re doing in this unprecedented, rapidly changing environment. Feel free to contact HACSUassist from 8am-6pm Monday to Thursday and 8am–5pm Fridays about anything in this newsletter or any other issue you have, regardless of how small you feel the issue might be. With the borders reopened it’s vital to take care and stay safe – we’re proud to represent you.