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  1. #1
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    Default Nurses EBA ANF You Stink

    How many months did it take to achieve today's agreement

    Wages increases - 2.5% per annum from first pay period on or after 31/3/ of each year (10% over the life of the Agreement).


    Well done ANF 2.5% is even less than the CPI so effectively a pay decrease

    As far as mass resignation of nurses perhaps its now Lisa Fitzpatrick who should resign no wonder this union has one of the lowest participation rates as it clearly not worth paying for



  2. #2
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    Wow, that's a pretty terrible deal...

    Although I understand the historically significant rights unions have fought for (8 hour day etc), I think these days they are more interested in themselves than their members...

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    not sure what is going on after my original post that was based on an email send from DH workplace however now after watching the news I have learnt that things are not as they first seemed

    14-21% is what the news is saying

    I don't know where 2.5% in the email came from you would think an email from VHIA would be correct maybe not


    facebook has gone mad also with other people from same workplace

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    I read it is 14-21% pay rise over a few years, nurse ratios to be maintained, no split shifts and they will not be replaced by 'nurse assistants' as the govt was proposing.

    Sounds like they did pretty well to me, I'm very happy for them and think its well-deserved

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    You really should delete your original post. It's so factually incorrect its not funny.

    It seems to me that Lisa Fitzpatrick and her staff worked incredibly hard to achieve the outcome they did and they should be congratulated, not castigated.

    BTW, I am not a nurse, nor do I know Lisa Fitzpatrick.

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    Benji  (16-03-2012),jacobsmamma  (16-03-2012),Whitman  (16-03-2012)

  7. #6
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    If you knew what you where talking about you would be funny also

    Original post is facutual
    This is a copy of email it is factually correct

    As far as not being a nurse well if you where you may have a better understanding most nurses are not union members and most though the unions strategy was not a good one having a look on ANF facebook page is proof of that and to end up in FWA is not something to be congratulated on


    Dear Member

    The Agreement was secured over recent days with the Conciliation assistance of Commissioner Gooley at Fair Work Australia. The parties are in the process of finalising a fully drafted EBA that will, in due course, be submitted to the formal voting and approval processes under the Fair Work Act. Expressed in another way, we have steered away from the old "Heads of Agreement" approach with its attendant risks. Essential to the finalisation of the Agreement, was the endorsement of the intended approach by the EBA Steering Committee. As previously advised, the Steering Committee comprises of senior Department of Health and VHIA representatives and a representative group of CEOs and other Senior Executives. The implementation of the Agreement will not occur until Fair Work Australia formally approved the Agreement - at this stage it is unlikely that this will occur before early May 2012.

    Members should note that the Agreement will cover not only the so called "SIEA" group (the 86 public hospitals) but the also the "Non SIEA" group - community health services, early parenting centres and assorted aged care providers. In other words, the new Agreement will reinstate the full coverage of the 2007 Agreement which nominally expired in November last year. The new Agreement will be a reflection of:

    a) the current Agreement
    b) the new Agreement terms; and
    c) appropriate amendments and additions to articulate the requirements of the National Employment Standards.

    Summary of Key Terms of the Agreement

    1. Period of Agreement - 31/3/2012 to 30/3/2016 (ie. 4 year agreement).

    2. Wages increases - 2.5% per annum from first pay period on or after 31/3/ of each year (10% over the life of the Agreement).

    3. Professional Development Allowance - $1,000 per annum from 31/3 (this amount includes a component of Sign On payment in lieu of any retrospectivity.
    $900 per annum in each subsequent year paid in two (2) instalments of $450 in March and September of each year.

    4. Night Shift Allowance - the two (2) tier Night Shift Allowance has been eliminated with a single rate of $62.80 being established (reflects the current rate for the permanent Night Shift rate to eliminate endless disputation as to entitlement of either of the two (2) current allowances).

    5. Laundry Allowance - $100 for all employees subject to certain limitations (detailed advice to be provided).

    6. On-Call Allowance - increased to $50.40.

    7. Staffing Improvements - rehab nursing on afternoon shift - an annual sum of $6.1 million to be utilised for increased staffing on rehab afternoon shifts. *

    8. Day Oncology Staffing - an additional $3.9 million per annum to be committed to increased staffing in this area. *

    * Neither of these points (7 & 8 above) specifically constitute a changed ratio but more advice on the detail of this will be provided.

    9. Enrolled Nurse Structure - a new three (3) level EN structure that, among other things, eliminates the use of the Seniors Allowance and the Medication Endorsed Allowance (details to be provided in the near future).

    10. Harmonisation of EN and RN entitlements and benefits - the parties have agreed to eliminate or harmonise the different employment conditions relevant to ENs and RNs. The consequence of this is a substantially redrafted EBA providing greater simplicity and administrative ease. Detailed advice on this will be furnished in the near future.

    11. Public Holidays - appropriate adjustments to eliminate the current "double dipping" impact of the current Agreement and the interplay with the Public Holiday's Act and the National Employment Standards.

    12. Change of Shift Allowance - adjustments to the "capping" arrangements and the elimination of this Change of Shift Allowance for all new employees (ENs) - Details of how this operates to be provided.

    13. Clinical Nurse Specialist Criteria - improved for enhanced clarity.

    14. ******lined Disciplinary Procedure - provides for the capacity for First and Final warning.

    15. Improved "Cashing out of Annual Leave" Provision.

    16. Ratio Flexibility Clause - Clause 43 has been substantially renegotiated and its essential features are as follows:
    • No veto vote by affected nurses
    • Capacity for below ratios hours distribution over a 28 day period
    • Management decision not subject of Fair Work Australia jurisdiction
    • Dispute can only be in respect of compliance with consultation process and not the merit of the decision of management
    • Capacity to trial a nursing hours per patient day model as utilised in other state of Australia.
    17. Lifting of EN usage from current 15% to 20%, as contained in the current Agreement.

    18. Inclusion of Research Nursing classifications, Community Health Nursing classifications and Early Parenting arrangements, subject to further negotiation, conciliation and agreement in the first six (6) months of the life of the Agreement.

    19. Professional Development Leave merging with Conference Leave.

    20. Advanced Notice of Extension of Maternity Leave.

    In addition, there are a number of matters which will result in minor adjustments to the current Agreement that are either very low cost or no cost items and are designed to eliminate doubt, ambiguity and disputation making for a more ******lined operation of the Agreement.

    From an employer perspective, the key gain has been the substantially revised Clause 43 that creates potentially significant opportunities for employers to realign working arrangements within the framework of the retained ratios system. VHIA will provide extensive advice on the precise nature of this clause, its implications and its opportunities in due course.

    By way of final comment, the Agreement is a reasonable balance between the bitterly contested competing interests of the parties. In terms of the overall benefits accruing to the nursing workforce, this represents an additional cost of approximately 0.2% to 0.3% above the 2.5% DFM (wages policy outcome).

    Kind regards

    Alec Djoneff
    Chief Executive Officer
    The Victorian Hospitals’ Industrial Association

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    People are quick to bag unions. Would love to see what your working conditions looked like without them.

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  10. #8
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    Quote Originally Posted by Melting Mayo View Post
    People are quick to bag unions. Would love to see what your working conditions looked like without them.
    I work at one of the very few union-free mine sites in Australia and it is brilliant... It feels a lot less oppressed than other sites, that's for sure!

    I stand by my original statement - HISTORICALLY they have done some great stuff, but nowadays they are more interested in pushing their own agendas. More interested in workers having paid time to attend union meetings, etc and sticking their noses into non-employee relations issues that have nothing to do with working conditions.

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    Errr... No it's actually union lawyers fighting for better award rates! Award rates are shocking!

    And the nurses wanted better nurse-patient ratios. How selfish of them

    Congrats to the nurses!!!!!

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  13. #10
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    Quote Originally Posted by Benji View Post
    Errr... No it's actually union lawyers fighting for better award rates! Award rates are shocking!

    And the nurses wanted better nurse-patient ratios. How selfish of them

    Congrats to the nurses!!!!!
    Never said I didn't agree with the cause, just stating my experience with unions.

    My sister is a nurse who is very passionate about the whole thing, and rightly so. I totally agree with pay rises for nurses (it's definitely a job I couldn't be paid enough to do) and understand the ratio issue.


 

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