Negotiations under way for new enterprise agreement - Queensland ...

Regis Group QNU members 16 May 2013
Negotiations under way for
new enterprise agreement
Negotiations have commenced for a new enterprise agreement for Regis Group’s
Queensland nursing staff. The new agreement will replace the agreement negotiated in
2010.
QNU members are represented in negotiations by QNU Industrial Officer Lorin Booth,
QNU Organiser Paul Mitchell and QNU bargaining representatives – Jane Sorensen
(Canning Lodge), Rosanna Hamlyn (The Grange) and Aileen Chisholm (Yeronga).
QNU log of claims
Many QNU members completed the recent members’ survey, identifying the issues to be
included in the QNU log of claims. The log of claims was presented and discussed during
the meetings with Regis held on 6 and 7 May. These items will continue to form the basis
of the QNU’s participation in negotiations.
The items in the QNU log of claim and initial response of Regis are:
QNU Log
Wage increase greater than public
sector.
Increase allowances in line with
increase in wages.
RN Qualification allowance.
Payment for taking phone calls outside
of rostered hours.
Casual loading of 25%.
Double time and a half for Christmas
Day (25 December).
Annual review of contracted part time
hours.
Conversation to permanent
employment for regular and systematic
casuals (casual conversion).
Paid study and/or training leave
Regis Response
No wage offer tabled yet.
Agree.
Considering further.
Considering further.
Agree.
Reject.
In principle agreement.
Reject.
Reject – want to retain current system.
However
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Agree to insert clause that all mandatory
training to be paid at minimum 1 hour.
5 days paid Industrial Relations
Training leave.
Long service leave to be accessible after
7 years.
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Agree that 5 days professional
development leave (pro-rata for part time)
in current agreement is available for all
levels of nursing staff and could be used
for staff to attend non-mandatory in house
training.
Reject.
Considering further.
www.qnu.org.au
Authorised by B. Mohle, Secretary, Queensland Nurses’ Union, May 2013

QNU Log
Increase paid parental leave – up to 14
weeks.
Commitment to the Workforce
Compact.
Nursing workload management
process.
Mandatory hand over period in roster.
Improved union workplace
representative rights.
Regis Response
Reject any increase but agree to vary the
current clause to allow payment of the full 6
weeks entitlement during the period of leave
(currently only paid 3 weeks during leave
period and further 3 weeks paid following
10 weeks continuous paid employment after
return from leave).
Considering further.
Do not support – willing to further discuss.
In principle agreement.
Reject.
Regis log of claims
Regis also provided a number of items that they wish to include in the new agreement:
Regis Log
Introduce option for staff to verbally
accept additional shift with only 8 hour
break (currently consent to reduce
break between shifts from 10 hours to 8
hours must be written).
Vary redundancy provision relating
to redeployment to alternative
employment.
Vary yearly personal/carers leave
evidence requirements to:
QNU Comment
QNU confirmed that Regis don’t want to
introduce 8 hours breaks as part of the
normal roster but only in cases where staff
are accepting additional shifts in response to
unplanned absences.
QNU confirmed that redeployment to
alternative employment should only occur
where the alternative position is suitable.
QNU to consult with members.
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Medical certificate required for
absence of more than 2 days.
■■
No evidence required for first 3
absences of 2 days or less.
■■
■■
Statutory declaration required for
4th to 6th absence of 2 days.
Medical certificate for 7th or more
absence of 2 days.
■■
No evidence required for first 6
single days absences.
Abandonment of employment to
be acknowledged if a staff member
is absent without notification for 3
consecutive shifts.
Ceases payment of accrued long service
leave to staff terminated due to serious
misconduct.
QNU confirmed that Regis will attempt
to contact staff before terminating their
employment on the basis of abandonment.
QNU seeking clarification on what is ‘serious
misconduct’.
QNU to consult members.
Authorised by B. Mohle, Secretary, Queensland Nurses’ Union, May 2013

Policies
Regis also raised a number of policies as apart of the negotiations. Regis do not propose
to introduce the policies into the agreement but are seeking support from QNU members
for the following policies:
1. Training – Regis wish to update the training policy to allow Regis to stand down after
a warning staff who have not completed mandatory training.
2. Drug and Alcohol testing – Regis have introduced policy that allows Regis to send
any staff member considered to be adversely affected by drugs or alcohol for a test.
In response to questions from the QNU, Regis confirmed that it does not propose to
introduce a process of systematic, compulsory drug and alcohol testing.
3. Searching staff personal bag– Regis currently exercises a right to ask staff if they
consent to a search of their bag. A staff member is entitled to refuse such a request.
Regis wish to extend the policy to allow random searches of staff member’s bags
without the need for consent. Unfortunately a final draft of this policy proposal has
not been provided to the QNU. It is not clear if Regis intend to extend the search
power to vehicles that are parked on site.
Where to from here
The next negotiation is scheduled for 5 June. QNU Organiser Paul Mitchell will be visiting
the following Regis facilities to discuss the negotiations with members:
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Anchorage House - Tues 21 May from 9.30am
Yeronga - Tues 21 May from 1pm
Boronia Heights - Wed 22 May from 9.30am
Bulimba- Wed 22 May from 1pm
Allora Lodge - Fri 24 May from 9am
Kuluin - Fri 24 May from 1pm
Lakeside - Tues 28 May from 1.30pm
All members are encouraged to meet with Paul during a site visit or contact Paul
directly on 3840 1450 or pmitchell@qnu.org.au
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Authorised by B. Mohle, Secretary, Queensland Nurses’ Union, May 2013