QH Position in Negotiations

Thursday, 30 October 2014

At the end of a six hour HP and DO negotiation meeting yesterday Queensland Health announced that it considers that negotiations have broken down and that they needed to apply to the Queensland Industrial Relations Commission for assistance.

This is ridiculous. Queensland Health has had our log of claims for months. You and I have had their "offer" to consider for less than 2 weeks. We need the chance to discuss the offer with you and then negotiate your position with Queensland Health.

Below are the documents they had tabled that morning:
Proposed amendments for the new HPDO agreement
Attraction and Retention Incentives
Health practitioner job evaluations
New appointments (health practitioners)

We can take a stand now to not allow QH to think they can make an offer without giving us the chance to discuss this with you. 

What you and I must do now

Join with your colleagues and fill in the Protected Action Ballot sheet now. 

If you have questions please get in touch at health@together.org.au

Now is the time to act and speak up.

To ensure your voice is heard - join Together today.

We achieved our structure and conditions by standing together.

Offer Details 

Two year agreement from 18 October 2014 to 17 October 2016

The usual term for Enterprise Bargains in Health is three years and this agreement is proposed to be only two.

This means both the Government and members have an opportunity to bargain again sooner but also that conditions are at risk again sooner. The important thing to remember is that the 2.2% wage cap imposed on you has already been in place for a year, making it a 3 year wage offer and any reduction in conditions could be permanent.    

2.2% Wage Increase

Cut to real wages. 

The cost of living is increasing and inflation is currently running at 3% and the wage offer from Government is 2.2%. That means that every year the cost of things you buy goes up by more than your wages do and therefore you can buy less of the things that you and your family need.

Last year the Government refused to negotiate with you and continued your agreements by legislation, implementing a 2.2% wages cap

At the same time government MPs gave themselves a 3% backdated increase. That’s 3% for Campbell Newman and the politicians while forcing Health employees like you to take just 2.2%. 

You can use this calculator to see what this means for you.

Professional Development and Student Supervision Allowances

The Government are seeking to abolish the Student Supervision Allowance and reallocate this expenditure into an increase to the Professional Development Allowance. 

There are two main problems with this that members need to consider:

  • Firstly whether the PD Allowance should be going up by at the expense of another entitlement. 
  • Secondly, the Student Supervision Allowance is an important recognition for the additional time, effort and responsibility of supervising students in its own right.  

Have your say on the right about fair increases to PD Allowance and cuts to the Student Supervision Allowance.

The proposed increases to the PD allowance (in return for scrapping the Supervision Allowance is below: 

  • Category A: from $2000 to $2,074 p.a. 
  • Category B: from $2500 to $2,593 p.a.
  • Non-Category A/B: from $1500 to $1,557 p.a.

Classification Structure

New "entry level", provisional registrants and hard barrier to progression beyond HP3.4!

Provisional registration

The Government proposal is the introduction of a provisional registration HP3 pay point ($55,960 p.a.) below HP3.0 for provisionally registered employees who require mandatory training/supervision prior to receiving full registration. Progression to the relevant full registration rate (i.e. either HP3.0 or HP3.1) will occur from the date the employee achieves full registration. 

New Base Grade HP3 roles

This proposal involves creating a new classification range - "HP3A"  - which would be an "entry level" classification, allowing an HHS to appoint an applicant to the HP3A role without advertising the role. It also provides for progression to HP3.4 only.  

Hard Barrier to Progression 

The above new classification range includes a barrier to progression from HP3.4 to HP3.5 and above, requiring an application to an advertised vacancy to move beyond HP3.4. At the very least this will create a two-tier classification structure with new employees stuck at HP3.4. There is also a significant risk that QH will use this new classification to try and implement a hard barrier to all existing staff at HP3.4 or below by making all HP3 roles HP3A roles in the future.

QH have been trying to establish this sort of barrier to progression almost since the begining of the HP agreement and members have fought them off each time. have your say now on the right. 

Fatigue Management

QH has proposed a clause in response to the Together Log of Claim item regarding Fatigue. 

Is this clause sufficient or is more required? 

Fatigue management

Hospital and Health Services are required to have an open and transparent fatigue management strategy in place for health practitioners and dentists.

Any fatigue-related matters will be managed in cooperation between the employee and their relevant manager to ensure the health and safety of both patients and the employee. Excessive on call hours and hours of work are to be managed in accordance with best practice fatigue management and the Service's fatigue management strategy.

Member Survey 

The survey is now closed.