City of Boroondara MCH nurses and immunisation nurses. Photo: Toni Coughlin
City of Boroondara maternal and child health nurses and immunisation nurses have won a great result in their campaign for a new and improved enterprise bargaining agreement (EBA).
After 33 days of protected industrial action supported by ANMF, members and their Australian Services Union (ASU) colleagues at Boroondara Council reached agreement with the employer for a new offer. This followed council twice previously putting a union un-endorsed offer to an employee ballot, and employees rejecting council’s unsatisfactory offer both times.
The (third) and final employee ballot concluded on Thursday 17 October and was voted up by 81 per cent of staff. It is now at the Fair Work Commission (FWC) for approval.
Among members’ wins include the fifth week of annual leave (in line with most of the wider nursing/midwifery professions); abolishing a five-month qualifying period for further parental leave; additional leave that legitimises women’s health needs, and support for employees who have responsibilities as carers.
Summary of member’s wins
- permanent nursing staff will get five weeks annual leave – up from four weeks – to match their peers in other sectors
- superannuation will now be paid on unpaid primary caregiver parental leave
- three days paid women’s health leave per year for employees unable to work due to symptoms associated with menstruation, perimenopause, menopause, polycystic ovarian syndrome and/or endometriosis
- two days paid disability leave to support employees with a long-term disability
- paid gender affirmation leave increased to 20 days, up from five
- three days paid assisted reproductive leave per year for employees of all genders who are undergoing assisted reproductive procedures
- extension of paid primary caregiver parental leave to employees who become the primary caregiver within two years of their child’s life or placement
- Introduction of 7.6 hours paid leave (pro-rata) per pregnancy for employees whose partners are pregnant, allowing employees to attend pregnancy-related appointments with their partner.
- one day paid cultural and ceremonial leave for Aboriginal and/or Torres Strait Islander employees
- two days paid leave for employees supporting a person experiencing family and/or domestic violence
- an entitlement for employees to seek financial support for childcare in specific circumstances when they are directed to work outside their ordinary hours.
Wages
All council staff will get a better wage deal.
At the commencement of bargaining, City of Boroondara had offered wage rises of 2.75 per cent in the first year and the average of the rate cap in Year 2 and Year 3 provided that amount was not below 2 per cent and not above 4 per cent.
After member’s 33 days of protected industrial action and then compulsory conciliation at the FWC following the ASU’s application to begin their own protected industrial action, council finally moved on this, coming to the table with:
- $50 per week or the average of the rate cap (provided it doesn’t fall below 2 per cent and is no higher than 4 per cent), whichever is the higher in Year 1
- $39 per week or the average of the rate cap (provided it doesn’t fall below 2 per cent or is higher than 4 per cent), whichever is the higher in Year 2
- the average of the rate cap provided it doesn’t fall below 2 per cent, with a ceiling of 4 per cent, in Year 3.
- $650 gross one off cost-of-living bonus
- Backpay to July 2024.
ANMF congratulates City of Boroondara maternal and child health nurse and immunisation nurse members for standing their ground and securing such a great result.
