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Ask Maddy: Redeployment

Ask Maddy: Redeployment

Madeleine Harradence, Assistant Secretary of ANMF (Vic Branch)

Generally, a full-time or part-time employee should have a home ward/unit/department or service and should not expect to be moved in other than exceptional circumstances.

While the COVID surge and the Code Brown declaration have seen widespread redeployment, these were exceptional circumstances. In normal circumstances, redeployment to another site or to other work would be a major change that has a significant effect on an employee and would require consultation in accordance with the EBA.

Where your current role is redundant, and you are redeployed (which could only occur after consultation) your Employer must provide the reasonable support necessary for the you to perform the role, which may include:

  1. theory training relevant to the clinical area or environment of the role into which you are to be redeployed
  2. a defined period of up to 12 weeks in which you work in a supernumerary capacity
  3. support from educational staff in the clinical environment; and/or
  4. a review at 12 weeks or earlier to determine what, if any, further training is required.

There is nothing in the EBA that allows an employer to unilaterally redeploy someone to another site if you do not ordinarily work there.

There will, from time to time, be circumstances that require employees to be redeployed to another ward. If it becomes commonplace for you, contact your ANMF Organiser.


My employer says I am employed to the health service, not a particular campus of the health service; is that right?

An employer requiring an employee to work on another campus has been a significant issue for members for some time, with employers typically arguing that you are employed to the health service, not a particular campus of the health service.

While that may be true for some positions, most positions have a campus they generally, if not exclusively, work at.

Under the Nurses and Midwives (Victorian Public Sector) (Single Interest Employers) Enterprise Agreement 2020–2024, Base Employment Campus is defined as the Campus of the Employer at which you ordinarily start and finish work.


What if I agree to redeployment during a shift?

Where you temporarily relocate from your Base Employment Campus to another Campus during a shift, you will be paid the vehicle allowance at clause 36, and the travel must occur within paid time.


What if I agree to redeployment prior to a shift?

Where you temporarily relocate from your Base Employment Campus to another Campus prior to a shift, you will:

  1. be reimbursed for additional travelling cost (where applicable)
  2. where travel time increases by 15 minutes or greater (to and return) be paid an allowance equal to your ordinary rate for the additional time spent when compared to your travel time from home to your Base Employment Campus.

What about permanent relocation where my ward has permanently closed?

Your employer must provide a Change Impact Statement to the ANMF and consult with you and other affected employees.

Where you permanently relocate from your Base Employment Campus to another Campus as a result of redundancy, you will be reimbursed for additional travel costs (where applicable) in accordance with clause 12.6 of this Agreement (Relocation).


What about permanent relocation when my ward has moved from one campus to another?

Your employer must provide a Change Impact Statement to the ANMF and consult with you and other affected employees.

Where your position is required to permanently relocate from your Base Employment Campus to another Campus you will be reimbursed for additional travel costs (where applicable) in accordance with clause 12.6(b)-(f) of the Agreement.

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