6 May 1999
Queensland Health EBIII - Overview
Ballot finalised
The ballot for the third enterprise bargaining agreement (EBIII) in Queensland Health has been finalised with an overwhelming majority of votes recorded in favour of accepting the proposed agreement.
The agreement must now be formally Certified in the Industrial Relations Commissions.
Once the agreement has been certified, the first wage increase of 2.5% will be payable and members will receive back pay to 1st November 1998.
Summary of proposed EBIII
Operative Date : 1 November 1998
Expiry Date: 31 March 2000
The agreement will be in place for a 17 month period to allow progress on members’ issues to occur during the life of the EBA, and a right to seek ongoing improvements to wages and conditions after 31 March, 2000.
Pay Increases:
5% or $28.00 per week pay increase, whichever is the greater to be paid in 2 instalments as follows:
- 2.5% or $14.00 (whichever is greater) from 1st November 1998 (this increase will be backdated once approved; and
- 2.5% or $14.00 (whichever is greater) from 1st November 1999.
Note: Members earning under $560.00 gross per week ($14.74 per hour) will receive the flat $14.00 pay increase.
These wage increases are not conditional on achieving performance targets. These increases are guaranteed, fully supplemented by Treasury, and are not tied to achieving benchmarks.
Improved job security…
Unions have secured improved commitments from Queensland Health on job security and related issues including:
- No forced retrenchments
- Priority given to direct employment
- Strict restrictions on contracting out
- Opportunity for Queensland Health employees to bid for work which is currently contracted out (contracting in)
- No new prime vendoring projects to proceed until unions have considered pilots
- No further commercial business units introduced during the life of the agreement
- Permanent jobs to be preferred over casual and temporary jobs.
Classification anomalies…
Certain classifications will be reviewed during the life of the agreement. The following have been identified as anomalies in the nursing structure:
- RN Level 3 pay rates to be increased by 0.5% (applied to existing rates, that is, prior to EB increases being applied). This increase recognises the financial disincentives to nurses wishing to pursue career advancement from Level 2 to Level 3.
- Role and function of Assistant Directors of Nursing in certain facilities to be reviewed to determine eligibility for advancement to a new Level 4 pay rate. This recognises the expanded role of ADONs in some facilities. Once agreed criteria for advancement have been established, any positions agreed to fit the criteria will also be classified at the new rate.
- Assistant in Nursing roles to be reviewed. The results of this review will be applied to AIN positions at specific sites by agreement . The review will include a review of pay rates for AINs commensurate with any change in duties resulting from the review.
- Cars to be provided to grade 5 & 6 DONs – other management staff at the same level within Queensland Health are currently provided with vehicles.
Remote and Rural Incentives…
Accommodation assistance to be provided to new employees who are required to re-locate their residence to an area listed in Schedule 2 of the Agreement. Assistance will also be provided to existing employees who re-located their residence and have less than 17 months service at that location as at 1 November 1998.
Assistance will be provided for a period of 17 months, although this may be extended at the discretion of the District Manager if necessary, to deal with recruitment and retention issues in that area.
If Queensland Health accommodation is provided, no accommodation charge will be payable by the employee for a period of 17 months. Where other rental accommodation is accessed $75.00 per week in rental assistance will be paid towards rental for a period of 17 months. (NOTE: Rental assistance would not be payable in circumstances where an employee refused reasonable Queensland Health accommodation).
This incentive scheme will be reviewed having regard to rental prices in the rural and remote centres generally.
Award Preservation…
Unions have secured guarantees from Queensland Health to maintain award conditions and to preserve existing conditions against stripping back.
Workload Management…
One of the key new objectives of the proposed agreement is to ensure that workload management is addressed to minimise excessive workloads. Best practice models for workloads management will be promoted within Queensland Health and the issue will be a standing agenda item for all DCF meetings.
Training…
Queensland Health is to make a substantial commitment to training and development. Specific funds are to be set aside to support the training of employee groups who have in the past had limited access to training – for example, operational stream employees, assistants in nursing, allied health professionals and administrative staff.
There is to be an expansion of the Study and Research Assistance Scheme (SARAS) to include requests for career development training, rather than restricting SARAS approvals to current job content. There is to be backfilling provided for staff who are released for training.
The professional development needs of Directors of Nursing are to be properly addressed. Access to training for DONs in rural and remote areas is to be a priority for the Nursing Recruitment and Retention Taskforce.
Consultative Mechanisms…
Recognition is given of the legitimate role for Unions and members in consultative structures. The SBU will be maintained as the principal consultative forum within Queensland Health.
Each District Health Service is to convene a District Consultative Forum at least ten times annually at times mutually agreed between the parties.
Health and Safety…
The Queensland Health Occupational Health and Safety Committee is to provide strategic direction and to identify priorities in injury reduction strategies and stress prevention. There is to be a continuation of the Workplace Injury Management System (WIMS).
Improved public health system…
Commitments have been given to maintain and improve the public health system, achieve quality outcomes for patients, develop a culture of continuous improvement, develop performance measures and ensuring performance levels from EBII continue to be met.
Conclusion
Negotiations for EBIII have been rigorous and have addressed a host of issues raised by members. Unions have not achieved everything that members sought, but have secured considerable improvements to the terms and conditions for EBIII. Key benefits of the agreement include:
- 5% wage increase NOT linked to Benchmarks
- Current Award provisions preserved for life of agreement
- No trade offs
- Workload management to be a key issue
In the view of the QNU negotiations have concluded – it is unlikely that anything further could be achieved through negotiation. Should the agreement be rejected further improvements could only be obtained following protracted industrial action by members at the workplace.
Members are encouraged to examine the terms and conditions of the proposed EBA and direct specific questions to delegates or full-time officials of the Union. | 
