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Japara members’ claims address systemic workforce issues

Japara members’ claims address systemic workforce issues

Negotiations continue for improved wages, staffing levels and conditions at all Japara aged care facilities across Victoria.

All members were sent a quick survey on 7 July 2021 to assist ANMF in our negotiations and advocacy.

ANMF is also encouraging members to upload care minutes data on the ANMF member portal.

ANMF met with Japara on 2 July 2021 and it was agreed that further information and requests would be exchanged between the parties by 23 July 2021. The next meeting with Japara is scheduled for 13 August 2021.

The Japara members’ log of claims seek to address the systemic aged care workforce issues identified by the Royal Commission into Aged Care Quality and Safety. These include:

  1. Time to care – minimum mandated staffing to deliver quality care by nurses and carers
    This includes a registered nurse on duty across all shifts 24/7 and a minimum care staff ratio that provides 200 care minutes per resident per day (40 minutes delivered by a registered nurse with direct clinical responsibility, 60 minutes delivered by enrolled nurses and 100 minutes by a personal care worker.) Daily care minutes provided to residents should be displayed on the roster to make it easy to see if staffing is appropriate.
  2. Respect our work – remuneration reflective of the responsibility and skill of nurses and carers
    This claim seeks to align Japara nurses and carers wages with public sector aged care facilities. Members are also seeking common annual leave and public holiday rates for registered and enrolled nurses and personal care workers. Earlier access to long service leave and six weeks annual leave are also part of this claim.
  3. Security of work- meaningful careers for nurses and carers
    Members want their contracted part-time hours to reflect the hours actually worked and the introduction of paid parental leave (with superannuation) and family violence leave (which provides paid time off for medical and legal appointments and to find alternative accommodation).
  4. Skills to care – professional development entitlements to support the provision of quality evidence-based care
    Members are seeking five days paid professional development leave per year to specifically develop knowledge and skills in diversity, cultural safety, trauma-informed care, restrictive practices and the law.
  5. Safety of nurses, carers and residents guaranteed
    Implementation of measures to protect against workplace violence and aggression, ensure one equivalent full time Infection Prevention and Control Lead position, and implementation of fit testing and fit checking of N95 masks.

Enterprise bargaining agreement process explained

ANMF negotiates more than 300 private and not-for-profit aged care agreements for almost 600 Victorian facilities. Your enterprise bargaining agreement (EBA) is one of the most important documents of your working life. It is an agreement between the employer and employees, outlining your wages, working conditions, career structure, allowances and entitlements.  EBAs operate with the full force of the law. The entitlements contained in EBAs are legally enforceable and employers may be subject to significant financial penalties if they do not comply with agreements. EBAs are usually negotiated between an employer and the union, representing its members.

Read more about the enterprise bargaining process and how to get involved