ANMF (Vic Branch) met with Healthscope this afternoon in the Fair Work Commission.
As part of this conference, the following was agreed by Healthscope:
- That there will be no implementation of pay docking for partial work bans, including for any actions taken between Saturday 13 December and today.
- That bargaining meetings will occur on 14 and 22 January.
- That a new agreement will go out to ballot by the end of January.
Healthscope also confirmed that the backpay which was part of the previous offer has not been withdrawn.
There will also be a further Fair Work Commission report back conference on 15 January.
In return for this, the ANMF has committed to de-escalate Protected Industrial Action, back to Stage 1 actions.
What this means
Firstly, the work stoppages notified for tomorrow (18 December) will not go ahead. To be clear this means that members should attend the full duration of their rostered shift.
Further, from the time of receipt of this email, members MAY ONLY TAKE THE FOLLOWING FORMS OF ACTION:
- Delaying or restricting the performance of normal duties through a ban on the employer’s uniform policy or dress code, for the purpose of engaging with media, staff, patients, visitors, residents/patients and their families about the proposed agreement, with employees wearing distributing and displaying ANMF campaign materials such as t-shirts, badges, written communications, stickers in support of the proposed agreement.
- An indefinite or periodic ban on performing work in clothes or uniforms which do not have bargaining campaign material and/or badges attached, except for any required PPE.
- Interrupting or stopping work to attach union campaign material to work clothing.
- Delaying or restricting the performance of normal duties by speaking to the media and participating in social media about the campaign during working hours.
- A ban on providing information to management in relation to who is participating in protected industrial action.
- Stopping work for up to 10 minutes duration to explain to patients and visitors to the workplace the purpose of the protected industrial action.
- Taking the full period of all breaks (including meal breaks and rest/tea breaks), even if this means not completing the full schedule of work.
- A ban on sending emails unless they contain the following text: Nurses and midwives at Healthscope have worked through the pandemic while under enormous pressures. The Australian Nursing and Midwifery Federation is trying to negotiate a new enterprise agreement with management on our behalf. We are asking for reasonable improvements to our working conditions, especially as our take home pay has lagged significantly behind the public sector health services and other private acute hospital providers. We are asking for safe staffing and workload standards and for these standards to be included in our enterprise agreement. We ask for your support and understanding as we engage in protected industrial action in support of a fair outcome. See www.anmfvic.asn.au for more information.
- Interrupting and/or stoppages of work of up to one hour per occasion to communicate with the media, post photos online, change backgrounds on electronic communications or write a message on social media about issues relating to enterprise bargaining (having regard to patient confidentiality and s.141 of the Health Services Act).
- A ban on working overtime directed or requested by the employer.
- A ban on working beyond or outside ordinary starting and finishing times unless overtime is approved by the employer in writing and in advance.
- A ban on recall work for circumstances other than emergencies.
- A ban or limitation on responding to any work-related emails, telephone calls or other communication from Healthscope, unless the communication is directly related to patient or staff safety.
- A ban on redeployment, i.e. a ban on a member following a direction by the employer to move from the ward (or part of the ward) they typically work on, to another ward (or another part of that ward). Members may decline redeployment as they are participating in protected industrial action. Members can agree to be redeployed but are equally free to refuse redeployment.
- A ban or limitation on receiving or responding to any telephone calls, emails or communication from Healthscope management during breaks
Members should re-familiarise themselves with these actions.
Members should be congratulated for their commitment to achieving a positive agreement for all Healthscope members.
Finally, we encourage members to remain respectful in any online communications, including on Healthscope’s internal channels.
Got a campaign questions?
If you have any questions, please contact your local Job Rep or the ANMF Industrial Relations Organiser responsible for your site (see below) via records@anmfvic.asn.au.
Please quote case ID 1083422 in the subject line.
Dorset Rehabilitation Centre – Camilla Ablitt-Collins
Geelong Clinic – Christian Sanderson
Holmesglen Private Hospital – Stephanie Bligh
John Fawkner Hospital – Lachlan Schacht
Knox Private Hospital – Linda Elliott
La Trobe Private Hospital – Julie Wearing-Smith
Melbourne Private Hospital – Lyndal Alston
Northpark Private Hospital – Julie Wearing-Smith
Ringwood Private Hospital – Linda Elliott
The Melbourne Clinic Private Hospital – Linda Elliott
Victoria Clinic Private Hospital – Narelle Hayes
Victorian Rehabilitation Centre – Jenna Bell
