Macquarie University Hospital agreement: main outcomes

As Macquarie University Hospital becomes the first hospital in NSW to introduce union-won Ratios, here are the rest of the outcomes that nurses and midwives won at their hospital.  

> Shift-by-shift ratios

  • Minimum ratios to be included in the enterprise agreement for the first time
  • Minimum ratios for wards/units are 1:5 AM, 1:6 PM and 1:10 ND
  • Ratio for ICU/CCU: 1:1 for ventilated and other critically ill patients
  • Ratio for Day Oncology: 1:4
  • Perioperative Services: staffing as per the 2017 ACORN staffing requirements
  • 75 per cent RN skill mix
  • Like-for-like replacement of absences
  • Support for NUMs in working with staffing ratios

> Pay increases (for the 2.5-year period from 1 January 2018 to 1 July 2020):

  • 1.2 per cent back paid to 1 January 2018
  • 2.4 per cent back paid to 1 July 2018
  • 2.7 per cent on 1 July 2019

> Allowances will increase as per the pay increases above, except as follows:

> Improved Qualifications Allowance:

  • Level 1: $38 per week (relevant post-registration hospital certificate, postgraduate certificate)
  • Level 2: $50 per week (relevant postgraduate diploma or additional degree)
  • Level 3: $62 per week (relevant masters or doctorate)

> Improved On-call Allowance:

  • Increase on-call allowance rates by 10 per cent on 1 January 2018 and a further 10 per cent on 1 July 2019
  • Introduce hourly rate model

> Incharge Allowance to increase by 2.8 per cent on 1 July 2019

  • New classification levels added to enterprise agreement:
  • New CNS Grade 2
  • New CNE Grade 2
  • New CNC Grade 2 and 3
  • Nurse Managers included in EA

> AiN classifications linked to student nurses’ year of study:

  • Year 2 student nurse working as an AiN will be classified as a 3rd year AiN
  • Year 3 student nurse working as an AiN will be classified as a 4th year AiN

> 10-hour rest break after overtime and after work performed on recall

> Improved parental leave:

  • 12 weeks primary caregiver and adoption leave
  • 2 weeks secondary caregiver leave
  • a modernised parental leave clause

> Improved rights for casuals:

  • Casual loading to be paid on weekends in addition to the penalty rate
  • Casual loading to be paid in addition to the penalty rate when casuals work overtime
  • Option of casual conversion after 26 weeks of regular and systematic employment

>  Introduction of lactation breaks: 30 minutes paid break

> New family and domestic violence leave clause including 5 days paid leave and 5 days unpaid leave

> New continuing professional development (CPD) clause including 2 days paid CPD leave

>  Confirmation that the in-charge allowance is payable to nurses below the level of NUM who are designated in-charge

> New limits on the use of temporary employment and fixed term employment

> Improved workload management clause, including time frames for addressing issues

> New bullying and harassment clause

> Enterprise agreement has been significantly re-drafted to made it clearer and more accessible to members

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