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

Letters to the Editor
Share your thoughts on this article or anything else important to you as nurses and midwives by sending a Letter to the Editor.

Four letters are published in the Lamp each month and the letter chosen as Letter of the Month will win a gift card. Please include a high-resolution photo along with your name, address, phone and membership number. You can submit your letter by emailing the Lamp:lamp@nswnma.asn.au