MPH Admin Agreement Offer

Summary of Offer

Wage Offer 

 Option 1:

  • 2.5% wage increases each year (1 July 2013, 1 July 2014 and 1 July 2015)
  • Statutory increases to superannuation (9.25% 1 July 2013, 9.5% 1 July 2014, 10% 1 July 2015)
  • Sunday penalties – increase from 150% to 200%

Option 2:

  • 2.75% wage increases each year (1 July 2013, 1 July 2014 and 1 July 2015)
  • Statutory increases to superannuation (9.25% 1 July 2013, 9.5% 1 July 2014, 10% 1 July 2015)
  • Sunday penalties – increase from 150% to 175%

Other agreed items

These apply to both options above

  • Junior rates do not apply at MPH
  • Uniforms – one additional piece each per year
  • Introduction of a Qualification Allowance - $10 per week for Cert IV or Diploma courses
  • Increase from 6 weeks to 12 weeks maternity leave
  • Increase to Laundry Allowance, from $1.85 to $2.50
  • Increase to OT Meals Allowance (after 1 hour of OT), from $10.75 to $11.80
  • Increase to OT Meals Allowance (after 4 hours of OT), from $9.68 to $10.60
  • Increase notice required for roster to 2 weeks (more notice encouraged)
  • Clarify that work related travel is paid time

Management claims 

if you select either option 1 or 2 you are agreeing to these claims

Shift penalties on annual leave   

Currently you are paid the higher of leave loading or the penalties you would have been paid if you had worked. This is very difficult to do fairly as leave applications usually predate the roster and there is a lot of administrative work to be done to try and calculate it. Some people could be worse off under the proposed system depending on the roster you would have worked but management thinks it is all “swings and roundabouts” and evens out overall. The advantage for members is that it removes the confusion and possible disagreement about what would have been rostered and provides certainty.

There is a document with some calculations to give some examples of different scenarios to assist your consideration and you can access these through ASU delegate Wendy Sutton, as management have asked that we protect the confidentiality of this information outside of MPH by limiting electronic transmission of the information.      

Long Service Leave can be directed by management only under the new clause in the agreement, under the following circumstances:

    • Discussion to take place if the employee has an excessive balance. For the purposes of this clause, 'excessive' will mean greater than 18 weeks (pro rata) accrued.
    • Minimum 3 months notice
    • Minimum 4 weeks duration of the leave taken
    • Direction to take leave cannot reduce the balance below 5 years accrual (6.5 weeks, pro rata)
    • Direction to take leave should not occur more than once each 12 month period, except in circumstances where the leave exceeds 26 weeks (pro rata) accrued.

Abandonment of employment

MPH management are seeking a clause that clarifies “abandonment of employment”. The proposed clause is

“If an Employee is absent from the workplace for more than three days, without authorisation, the Employee will have deemed to have abandoned their employment. Mater will endeavour to make all reasonable attempts to contact the Employee before termination of employment occurs.

The employee will be paid for wages and entitlements owing to their last day of completed work, less any wages owed in respect of unprovided notice of resignation. Written notice will be sent to the employee advising their employment is terminated as a result of abandonment of employment”.

The union office has concerns that the clause does not contain a second step to allow someone to explain why they have not attended work and will be seeking to add this. If you are not prepared to accept the clause (as written above) then select “no deal” and tell us in the “why” section whether you would agree with to the modified clause.

 Removal of reclassification clause

MPH wish to remove the reclassification clause as the project has concluded. ASU members requested that if the current clause was removed something should be retained allowing an employee to request an evaluation of their role. MPH have not agreed to such a clause.

 Personal Carers leave will be 10 days for everybody and not a calculation based on hours worked.

 Overtime – a clause will be added to clarify existing practice that all overtime must be authorised in advance.

Non-agreed items  

If you select either option 1 or 2 you are agreeing to not receive these items 

  • Changes to internal transfer arrangements and policy
  • Allowing a choice of superannuation fund
  • Accrued days off and Flexitime
  • Work from home arrangements for Team Leaders
  • Increase to pharmacy discount
  • Removal of MECC Gap fee for staff and family
  • Expansion of MECC Gap scheme to family not on Medicare card
  • All errors in pay processed in between pay runs
  • Increase in night shift penalty
  • Increase to car parking discount
 

Authorised Alex Scott, Secretary, Together Queensland.
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