At a glance: the gains in the new Ramsay enterprise agreement
Ramsay has not agreed to ratios this time but the following improvements provide the tools for safer staffing at Ramsay facilities:
- Stronger recognition of professional standards and obligations.
- On-call for emergencies not routine theatre lists.
- Protection for existing supernumerary In-Charge of Hospital, and new criteria for patient load when In-Charge of Hospital and In-Charge of Ward.
- New Professional Standards clause with consideration of ACORN Standards.
- Where NUM/MUM identifies that patient needs can’t be sufficiently met, a process to follow.
- NUM/MUMs to prioritise access to meal and rest breaks when establishing rosters.
- Replacement of leave absences with a nurse/midwife of the same level.
- Dedicated staff for ‘specials’ in addition to the numbers.
- Face-to-face training upon request for de-escalation/mental health/emergencies.
- Protection for new graduates – can refuse In-Charge of Ward if considered unsafe practice.
The pay increases won
- 2.5 per cent increase to pay and allowances from July 2018.
- 2.5 per cent increase to pay and allowances from July 2019 (with no strings attached).
Other improvements to conditions
- All existing conditions protected.
- Ten minute paid change time now at the start of shift and 10 minutes at the end of shift.
- Where a meal break is not taken by six hours due to employer direction, the employee is entitled to a paid missed meal break at overtime rates regardless of any breaks taken after six hours. Where employee agrees to finish shift early then missed meal break is not paid.
- A nurse or midwife working alone will be paid for missed meal break unless specific rostering arrangements ensure they are covered for breaks.
- Extra paid time for tea breaks for 12-hour shifts.
- Improved paid parental leave to 10 weeks.
- Employee can request access to pro-rata long service leave after five years.
- Commitment to full-time employee ADOs.
- Increase to $40 In-Charge of hospital and ward rates.
- Higher duties payment for all shifts if you regularly act up.
- Team leader to be recognised and paid as in-charge (not in team nursing context).
- Up to five days paid leave and support measures for staff experiencing family violence.
- Up to five days paid natural disaster leave.
- Annual Leave requests will be responded to in a fortnight except for high demand holiday periods.
- Part-timers able to request a review of contracted hours once every six months.
- Consecutive days off unless agreed otherwise.
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