Nurses And Midwives (Victorian Public Health Sector) Enterprise Agreement

The 2016 Victorian Public Sector Agreement, which included some 50,000 nurses and midwives, expired on 31 March 2020. In the 23-year history of enterprise bargaining, this is only the second of the seven EBA campaigns that have not included union measures to save safe staff. The reason is that in 2015, the Andrews government enshrined patient and midwifery quotas in legislation. ANMF (Vic Branch) Secretary Lisa Fitzpatrick said: "Without having to fight to maintain a safe workforce, it means that we have been able to continue to conduct some of the most productive EBA negotiations since our first agreement in 1997. ANMF members had about 170 claims that covered definitions; Holidays Allowances Midwifery governance Predictable working hours Fatigue and overtime Dispute resolution Recruitment and engagement initiatives; Training and professional development Maximizing indeterminate employment; Workplace safety and health Gender equality. As part of the 2016 enterprise agreement, ANMF, VHIA and DHHS have agreed to an eight-year salary contract. These include historic wage increases of up to 26.72 per cent in 2019, which has pushed Victorian nurses` and midwives` salaries to net pay parity with their NSW counterparts. The wage increases agreed for the 2020-24 EBA in 2016 are 3% in December 2020, 2021 and 2022. No clause remains inconsistent. Public service nurses and midwives are setting up EBA 9. All care and midwifery managers receive training and assistance to ensure occupational health and safety risk assessment (OHS), incident investigations ohs and ohs consultations with staff. "Almost all the terms of our 170-page agreement have been updated, amended or completely revised to improve conditions, claims and, above all, clarification to avoid misinterpretation and litigation," she said. 12.

The working boards, including the on-call schedules, are reserved 28 days in advance instead of 14. Currently, nurses and midwives receive an allowance of $33.10 if their turnover is changed without 7 days. This figure is increased to $66.20. 10. Improved assistance to nurses and midwives involved in a violent or aggressive incident. Includes a timely investigation, workplace checks to prevent a recurrence of the incident, and the provision of information on the rights of nurses and midwives with respect to workers` compensation claims and notification to the police. 13. Improved custody and recall rights for nurses in catheterization laboratories and operating rooms, including anesthesia and rescue.

6. Registered permanent nurses, midwives and registered nurses have staggered access to their duty leave. "Victorian nurses and midwives maintain net pay parity with their NSW colleagues and have received improved allowances and conditions, as well as improved measures to prevent violence and aggression." Nearly 2,000 Victorian public service nurses and midwives voted overwhelmingly in favour of a proposal to settle their claims to businesses by 2020-24. 5. Part-time nurses and midwives may have access to a sixth week of annual leave if they complete a new "10-weekend or partial work test." 2) Improved portability of personal leave between public sector employers. Nurse Midwives (Vic Public Health Sector) Single Interest Employers Agreement 2012 -2016 . 1. A 9 per cent pay increase over four years – 3 per cent in December 2020, 2021 and 2022. 4. Improved parental leave from 10 weeks to 14 weeks, qualifying after six months of service instead of 12 months.

15. A body responsible for resolving disputes with a view to developing the new work of classification and career structure and resolving disputes over commons groupings, as well as new and existing classifications.