QUEENSLAND INDUSTRIAL RELATIONS COMMISSION. Industrial Relations Act 1999 s. 156 certification of an agreement

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1 QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999 s. 156 certification of an agreement Greenslopes Private Hospital - ASU Certified Agreement 2006 Matter No. CA/2006/96 COMMISSIONER BECHLY 14 March 2006 CERTIFICATE This matter coming on for hearing before the Commission on 14 March 2006 the Commission certifies the following written agreement: Greenslopes Private Hospital - ASU Certified Agreement 2006 CA/2006/96 Made between: Ramsay Health Care Pty Ltd t/a Greenslopes Private Hospital; and Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees. The agreement was certified by the Commission on 14 March 2006 and shall operate from 14 March 2006 until its nominal expiry on 31 December It is noted that the parties have agreed that the agreement will have effect from 1 January This agreement cancels CA 175 of By the Commission. R. E. BECHLY Commissioner

2 2 GREENSLOPES PRIVATE HOSPITAL - ASU CERTIFIED AGREEMENT 2006 INDEX Clause ClauseNumber Part 1 - Preliminary Title... 1 Replacement Agreement 2 Parties to the Agreement 3 Coverage: Who is Covered by this Agreement?... 4 Length of the Agreement 5 Award and Agreement Read Together... 6 Consultation... 7 No Extra Claims. 8 Renegotiation of this Agreement 9 Definitions. 10 Commitment to Collective Bargaining.. 11 Part 2 Terms and Conditions of Employment Anti-Discrimination Job Security & Severance Payments. 13 Procedure for Preventing and Settling Disputes and Grievances.. 14 Equal Employment Opportunity 15 Parent Services.. 16 Part 3 Classifications, Wages and other Benefits Classification of Employees...17 Wages 18 Wage Progression...19 Voluntary Alternate Engagement.. 20 Salary Packaging 21 Occupational Superannuation Long Service Leave 23 Part 4 Hours of Work Variation of Hours Part-Time Employees.. 24 Introduction of 12 Hour Shifts.. 25 Roster Changes.. 26 Meal Breaks Time off in Lieu. 28 Part 5 Leave Parental Leave 29 Extended Leave.. 30 Part 6 - Miscellaneous Uniforms 31 Commitment to Training 32 Attendance... Bonus Local Consultative Committee.. 34 Schedule A Classifications, Wage Rates and Bonuses Schedule B Long Service Leave Schedule C Introduction of 12 Hour Shifts Schedule D Clerical Award Private Hospitals State PART 1 PRELIMINARY 1. TITLE This agreement shall be titled the Greenslopes Private Hospital -- ASU Certified Agreement 2006.

3 2. REPLACEMENT AGREEMENT This Agreement replaces the previous Certified Agreement, which was No. CA175 of PARTIES TO THE AGREEMENT 3.1 This Agreement is between: Ramsay Health Care Pty Ltd ACN , trading as Greenslopes Private Hospital (the Hospital); and The Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees. 4. COVERAGE: WHO IS BOUND BY THIS AGREEMENT? 4.1 This Agreement binds: the Hospital; Employees; and (c) the Australian Municipal, Administrative, Clerical And Services Union, Central And Southern Queensland Clerical And Administrative Branch, Union Of Employees (ASU). 4.2 As an alternative to being paid by the week/fortnight according to clause 18 - Wage Rates, by agreement between the employer and the employee, an employee may be engaged on an annualised salary subject to the following requirements:- (c) (d) (e) Employees engaged at either levels 3, 4, 5 or 6 and in receipt of earnings in excess of $35,000 per annum shall be eligible to qualify for an annualised salary. Hospital management will limit initiation of annualized salary arrangements to coordinators and chefs. This does not restrict access of other eligible employees seeking coverage under the terms of this provision. In such cases, there is no requirement under clauses Penalty rates, and 6.10 Overtime (Clerical Award Private Hospitals State 2003), to pay penalty rates and overtime in addition to the weekly wage, provided that the employee shall be entitled to seek a review of whether the salary paid over a year was sufficient to cover what the employee would have been entitled to if all award overtime and penalty rate payment obligations had been complied with. Provided further in the event of termination of employment prior to completion of a year the employee shall be entitled to seek a review of whether the salary paid during such period of employment was sufficient to cover what the employee would have been entitled to if all award overtime and penalty rate payment obligations had been complied with. An employee being paid according to this clause will be entitled to a minimum of eight days off per four-week cycle. An employee being paid under this arrangement may agree to have the 17.5% annual leave loading incorporated into his or her annual salary remuneration package; (f) An employee will be able to revert from Annualised Salary back to the EBA on the giving of four (4) weeks notice. In this circumstance, a review will only be available if the employee has been engaged for a minimum of 6 months on an Annualised Salary arrangement. (g) Where payment in accordance with this clause is adopted, the employer shall keep a daily record of the hours worked by an employee, which shall show the date and start and finish times of the employee for the day. The record shall be countersigned weekly by the employee and shall be kept at the place of employment for a period of at least six years. 5. LENGTH OF THE AGREEMENT 5.1 This Agreement will operate administratively from 1 January 2006 and shall remain in force for a period of 3 years until 31 December 2008 and shall continue to operate in accordance with the Industrial Relations Act 1999 (Qld) or succeeding legislative instrument.

4 4 6. AWARD AND AGREEMENT READ TOGETHER 6.1 Both this Agreement and the Award apply to Employees. In the event that there is an inconsistency between the Award and Agreement, the Agreement shall apply. The award, as it operates as of 1 February 2006 (attached as Schedule D) shall continue to have application to the operation of this agreement up to and including 30 December As of 31 December 2008, any superseding award applicable to the employment of staff covered by this agreement shall apply. 6.2 It is not the intention of hospital management to reduce overall terms and conditions of employment for the majority of employees during this transition. Accordingly, consultation between management and the union will take place 1 month prior to the expiry of the agreement to discuss appropriate transitional arrangements. 7. CONSULTATION 7.1 The Hospital and its Employees will consult with each other about issues that arise at the workplace. 8. NO EXTRA CLAIMS 8.1 In consideration of benefits conferred under this Agreement, the parties agree that: (c) This document will be closed for its duration; and Employees undertake that no further claims will be made on the Hospital (including claims relating to changes from variations to the Award or decisions of the Queensland Industrial Relations Commission) during the currency of this Agreement and for such period thereafter as the Agreement may continue in force. However, any Award variation as a result of general ruling or statement of policy of the Queensland Industrial Relations Commission will be implemented automatically at the expiry of the Agreement; and Employees will not engage in any form of industrial action throughout the life of this Agreement, other than in relation to Occupational Health and Safety matters specifically authorised by the Industrial Relations Act 1999 (Qld) as amended from time to time. 9. RENEGOTIATION OF THIS AGREEMENT In October 2008, the parties will meet to consider the terms under which this Agreement may be re-negotiated or extended. 10. DEFINITIONS 10.1 Award means the Clerical Award Private Hospitals State 2003; 10.2 ASU means the Australian Municipal, Administrative, Clerical And Services Union, Central And Southern Queensland Clerical and Administrative Branch, Union Of Employees; 10.3 Employees means the people who work for the Hospital at any location in Queensland and who are covered by the Award; 10.4 Hospital means Ramsay Health Care Pty Ltd ACN trading as Greenslopes Private Hospital; 10.5 Parental leave means maternity/paternity/adoption leave entitlements in accordance with the Industrial Relations Act 1999 (Qld) as amended from time to time. 11. COMMITMENT TO COLLECTIVE BARGAINING 11.1 The parties acknowledge that structured, collective industrial relations between the parties will continue as a fundamental principle. The principle recognises the important role of unions in the workplace. The parties support constructive relations and recognise the need to work co-operatively in an open and accountable way For the duration of this agreement the employer will only institute the use of AWA s where individual circumstances necessitate their use. PART 2 TERMS AND CONDITIONS OF EMPLOYMENT

5 5 12. ANTI-DISCRIMINATION 12.1 It is the intention of the parties to this Agreement to achieve the principal object in s. 3 of the Industrial Relations Act 1999 by helping to prevent and eliminate discrimination on the basis of sex, marital status, pregnancy, parental status, age, race, impairment, religion, political belief or activity, trade union activity, lawful sexual activity, and association with, or relation to, a person identified on the basis of any of the above attributes Accordingly, in fulfilling their obligations under the disputes avoidance and settling clause, the parties to the Agreement must make every endeavour to ensure that neither the Agreement provisions nor their operation are directly or indirectly discriminatory in their effects Nothing in this clause is to be taken to affect: (c) any different treatment (or treatment having different effects) which is specifically exempted under the Anti-Discrimination Act 1991; an employee, employer or registered organisation, pursuing matters of discrimination, including by application to the Human Rights and Equal Opportunity Commission/Anti-Discrimination Commission; the exemptions in ss.291 (3) and of the Act. 13. JOB SECURITY & SEVERANCE PAYMENTS 13.1 The parties will work co-operatively to enhance job security for employees covered by this Agreement. Arbitrary job reductions will not be pursued to achieve the objectives and initiatives of this Agreement Where the employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer shall: notify the employees who may be affected by the proposed changes and the union (and/or other relevant representative) prior to giving notice of implementation of such change; and hold discussions with the affected employees and/or their representatives over the impact of the changes on employees, mitigation factors including alternatives to redundancy and prospective wage levels and seek feedback from employees prior to implementation of the changes Severance Payments In addition to the period of notice prescribed in above, an Employee whose services are terminated through redundancy shall be entitled to the following:- Period of Continuous Service Less than 1 year nil Severance Pay (Weeks Pay) 1 year but not more than 2 years 4 4 weeks More than 2 years but not more than 3 years 6 More than 3 years but not more than 4 years 7 More than 4 years but not more than 5 years 8 More than 5 years but not more than 6 years 9 More than 6 years but not more than 7 years 10 More than 7 years but not more than 8 years 11 More than 8 years but not more than 9 years 12 More than 9 years but not more than 10 years 13 More than 10 years but not more than 11 years 14 More than 11 years but not more than 12 years 15 More than 12 years 16 Nil 6 weeks 7 weeks 8 weeks 9 weeks 10 weeks 11weeks 12weeks 13 weeks 14 weeks 15 weeks 16 weeks

6 6 In the event that the employee is made redundant and the employer secures employment of comparable pay and status, then the employer shall not be bound to pay the employee severance payments in accordance with above. The Hospital in a particular case, may make application to the Queensland Industrial Relations Commission to have the severance pay prescribed by this clause varied if the Hospital obtains acceptable alternative employment for an Employee. 14. PROCEDURE FOR PREVENTING AND SETTLING DISPUTES AND GRIEVANCES 14.1 In the event of an employee having a grievance or dispute they shall in the first instance attempt to resolve the matter with their immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the grievance or dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure If the grievance or dispute is not resolved under clause 14.1, the employee or their nominated representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 48 hours after the request by the employee or their representative If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause If the grievance or dispute is still unresolved after discussions mentioned in clause 14.2, the matter shall be reported to the employee or their nominated representative and the senior management of the employer or the employer's nominated industrial representative. This should occur as soon as it is evident that discussions under clause 14.2 will not result in resolution of the dispute If, after discussion between the parties, or their nominees mentioned in clause 14.4, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the AIRC The parties agree that disputes will be conciliated by the AIRC The parties agree that the AIRC may make recommendations following a conciliation conference and that the parties shall give due consideration to matters raised or any suggestion or recommendation made by the AIRC with a view to the prompt settlement of the dispute If the dispute remains unresolved, the parties agree that the dispute will be arbitrated by the AIRC and that the decision of the AIRC will be final and binding on the parties subject to the parties right of appeal, if any. a) If the AIRC is unwilling or unable to exercise the power conferred on it by the parties, then the parties may agree that the process at 14.5 will be conducted on the same terms by a mutually agreed Private Arbitrator. b) In the event that a Private Arbitrator is appointed by the parties, the process at 14.5 will be conducted, and the parties agree to bear their own costs of representation, unless otherwise agreed Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the procedure in clause EQUAL EMPLOYMENT OPPORTUNITY 15.1 Greenslopes Private Hospital is an equal opportunity employer. All workers are treated on their merits, without regard to race, age, sex, relationship status or any other factor not applicable to the position. Workers are valued according to how well they perform their duties, and on their ability to maintain our standards of service.

7 16. PARENT SERVICES 16.1 Breastfeeding facilities for nursing mothers 7 In order to facilitate the balance of work and parental responsibilities and to create the facility for efficient working arrangements, the employer will provide the following services to employees who are parents. The employer will recognise the rights of employees who are nursing mothers to a work in an environment which is clean and safe from hazardous chemicals and materials. (c) The employer will provide comfortable, private facilities for expressing and storing breast milk and to negotiate means for women to have breaks to breast feed if the child is in nearby care. PART 3 CLASSIFICATIONS, WAGES AND OTHER BENEFITS 17. CLASSIFICATION OF EMPLOYEES 17.1 At the back of this Agreement is Schedule A Table 1 in Schedule A set out: (c) 6 levels; positions held by Employees at each level; the qualifications needed by Employees for positions at each level; and (d) how Employees are employed at each level The Key Characteristics, Typical Duties/Skills and Indicative Positions for each level are based on the Clerical Award Private Hospitals State, Classification Definitions and Levels at clauses 5.1 and In order to promote access to career paths within the classification structure, additional paypoints at Levels 3.3, 3.4, 4.3 and 4.4 have been created. Employees employed prior to the commencement of this agreement will be subject to the following transitional arrangements:- Employees engaged at level 3.1 will move to level 3.3 Employees engaged at level 3.2 will move to level 3.4 (c) Employees engaged at levels 4.1 and 4.2 will move to levels 4.2 and 4.3 respectively, after the completion of 12 months service in accordance with clause 19 below. 18. WAGES 18.1 Adult full-time Employees will be paid the ordinary time rates of pay set out at Table 1 in Schedule A The Award sets out the way to calculate the rates of pay for part-time Employees, casual Employees and junior Employees. The classification structure in Table 1 and the rates of pay in Table 2 will form the basis of the calculation for part-time, casual and junior Employees No Employee will have their ordinary time hourly rate of pay reduced because of this Agreement. 19. WAGE PROGRESSION 19.1 Progression for all Employees (whether full-time, part-time or casual) within each Level will occur when an Employee has been employed at a particular rate of wage within a Level for the equivalent of 12 months ordinary time service (1976 ordinary time hours). For the purposes of this clause ordinary time service with the same or another employer within the same Level in the same industry shall be counted for progression The Hospital currently does not utilize skill-based progression, however, if it did introduce appropriate skills based assessment structures, progression within Levels may be dependent upon the Employee successfully acquiring skills as set out in the skills based assessment structures Where an Employee declines an offer by their employer to participate in skills based assessment structures provided in accordance with this clause, the Hospital may withhold progression of that Employee within that Employee s Level of employment. Any disputes arising from this clause shall be dealt with in accordance with the Grievance and Dispute Settlement Procedure of the Award If the Hospital introduces such skills based structures it shall provide such structural training to the Employee at no cost to the Employee.

8 Notwithstanding the Indicative Positions at each level, any employee who believes their position warrants upgrading may apply for reclassification. 20. VOLUNTARY ALTERNATE ENGAGEMENT 17.1 Full-time, part-time and casual employees may be engaged on an alternate basis as casuals under the following circumstances: (c) (d) The work carried out on the alternate engagement is not within the usual job description of the employee concerned and the work to be done is in a section of the Hospital separate from the employee s work location; The alternate engagement enables the employee to attain additional skills and where necessary training is provided; The alternate engagement is not designed to avoid overtime obligations and does not therefore disadvantage other employees; The alternate engagement must be subject to mutual agreement between the employer and the employee concerned; 17.2 If an employee commits a serious misconduct offence during their alternate engagement, both the alternate and permanent employment of the employee may be terminated without notice. In the event that the employee fails to meet the requirements of the alternate role, their alternate engagement may be terminated without effect to their substantive position. 21. SALARY PACKAGING 21.1 The Hospital has a salary packaging policy Employees may package their wages in line with that policy if they pay for: any Government tax or levies; and the Hospital s costs of administering their salary package Only wages to be received in the future can be packaged Employees and the Hospital must agree in writing to the terms and conditions of the salary package Employees must take advice from an independent financial adviser before packaging anything other than superannuation contributions The terms and conditions of a salary package agreement, which are recorded in writing and signed by both the Hospital and the Employee, will prevail over the Hospital s obligation to pay and the Employee s right to receive the wages set out in Table 2 to Schedule A. 22. OCCUPATIONAL SUPERANNUATION 22.1 Salary Sacrifice - For the purpose of an employee enjoying a higher contribution to their occupational superannuation fund, an employer and an employee may agree at the written request of the employee that the employee will sacrifice part of their wages due under this Agreement, provided that such sacrificed part of their wages is paid by the employer to the credit of the employee in an agreed complying fund and provided further that such sacrifice arrangement is in compliance with income taxation legislation Superannuation contribution An employer shall contribute to one of the following funds so long as they are a complying fund - Health Industry Plan (formerly Private Hospitals Employees Superannuation Fund) Sunsuper, Health Employees Superannuation Trust Australia, on behalf of each eligible employee, such superannuation contributions as required to comply with the Superannuation Guarantee (Administration) Act 1992 as amended from time to time, but an amount of 9% on behalf of each eligible employee as a minimum: The above progressive increased contributions shall be payable subject to legislation so requiring such payments provided that:

9 9 (i) Contributions on behalf of each eligible employee shall apply from the date of the employee's commencement of employment with the employer notwithstanding the date the membership application was forwarded to the fund. Such contributions will be made at least monthly. (ii) The amount of contributions to the fund shall be calculated to the nearest 10 cents, any fraction below 5 cents shall be disregarded. (iii) "Ordinary time earnings" for the purposes of calculating the employer contribution means the weekly/fortnightly (as the case may be) wage earned during ordinary time in the pay period concerned. Included in such calculation where applicable shall be supervisory and/or certificate allowances. Shift allowances, weekend penalty rates, allowances for disabilities, reimbursement of expenses, annual leave loading, uniforms and the like shall not be included in the calculation of ordinary time earnings. The fund and the amount of contributions paid in accordance with clause 22.2 shall be included in pay advice notices provided by a respondent employer to each employee Employers to participate in nominated fund An employer shall make application to the fund to become a participating employer in the fund and shall become a participating employer upon acceptance by the trustee of the fund. An employer shall provide each employee who is not a member of the fund with a membership application form upon commencement of clause 22.2 and thereafter upon commencement of employment. (c) Each employee shall be required to complete the membership application and the employer shall forward the completed application to the fund by the end of the calendar month of commencement Provision for workers to make superannuation contributions to the Agreement fund An employee may make contributions to the fund in addition to those made by the employer under clause An employee who wishes to make additional contributions must authorise the employer in writing to pay into the fund, from the employee's wages, a specified amount in accordance with the fund trust deed and rules. (c) Upon receiving written authorization from the employee, the employer will commence making payments into the fund on behalf of the employee within 14 days of receipt of the authorisation. (d) An employee may amend their additional contributions by a written authorisation not more than once in each calendar year and the employer must alter the additional contributions within 14 days of the receipt of the authorisation: Provided that an employee may alter the choice of fund more than once in a calendar year by agreement with the employer or in extenuating circumstances. (e) Additional employee contributions to the fund requested under clause 22.2 shall be expressed in whole dollars. 23. LONG SERVICE LEAVE 23.1 Subject to the Industrial Relations Act 1999, enhanced Long Service Leave entitlements will be granted to employees as prescribed in Schedule B to this Agreement and such enhanced entitlements will be offset against entitlements prescribed by such legislation. PART 4 HOURS OF WORK 24. VARIATION OF HOURS PART-TIME EMPLOYEES 24.1 The Hospital and a part-time employee can at any time mutually agree to increase or decrease that employee s regularly rostered hours without penalty, provided that: the Employee is granted at least 3 hours pay per day worked and at least 16 hours pay per fortnight; and mutual agreement of varied hours will be evidenced by both the employee and manager signing the applicable time sheet Should a mutually agreed variation to a part-time employees roster extend beyond 2 consecutive pay periods, the roster will either revert back to the regularly rostered hours, or alternatively the parties may agree to extend for up to a further 2 pay periods.

10 INTRODUCTION OF 12 HOUR SHIFTS 25.1 This clause applies to all Administration employees covered by this agreement, including casual and temporary staff. Schedule C sets out the provisions under which voluntary 12 hour shift may be worked. 26. ROSTER CHANGES 26.1 A change to a roster means: a change in the time or times when shifts will be worked; lengthening or shortening shifts; (c) adding shifts Ongoing changes to rosters: The Hospital may change a roster for an ongoing period by giving an Employee at least 7 days notice. If the Employee agrees, their Roster may be changed on less notice. An ongoing change to the Employee s roster will change the Employee s ordinary hours of work so that they are in line with the new Roster Temporary changes to rosters (c) A temporary change to a roster is one which does not go on for more than 2 pay periods. The Hospital may change a roster on a temporary basis without notice if the change is necessary: to meet unforeseen fluctuations in demand for services; or because another Employee is absent from duty on account of illness; or because of an emergency. Mutually agreed variations to rostered hours will not exceed those prescribed by the award or agreement. Neither should regularly rostered hours be reduced over more than 2 consecutive pay periods, subject to the operation of clause MEAL BREAKS 27.1 Unpaid - Where an Employee is rostered to work at least 6 hours continuously: the Employee will be allowed an unpaid meal break of not less than 30 minutes and no more than 1 hour; the unpaid meal break will be taken between the 4 th and 6 th hour after starting work; and (c) the unpaid meal break will be taken at a time to be agreed between the Hospital and the Employee Penalty for working through a meal break - Except in the circumstances set out in clause 27.4, Employees will be paid at the rate of double time for all work done during a meal break and the rate of time and a half will continue to be paid until a break is taken. When the meal break is taken in these circumstances, it will be unpaid Employees will only work through an unpaid meal break if: (c) the Employee has obtained prior permission from their Manager; or the circumstance in clause 27.4 applies; or there is an emergency situation hour shifts (plus a.5 hour meal break) - An Employee can finish work early by working through a meal break if: (c) the Employee s shift is no longer than 6.5 hours (including an unpaid meal break); the Employee has asked his or her Manager and the Manager agrees; and no overtime rate is paid for working through the meal break.

11 TIME OFF IN LIEU 28.1 The employer shall endeavour to ensure that accumulated time off in lieu (TOIL) is accessed within 8 weeks of its being accrued. However, in the event that this is not possible an employee is entitled, upon their request, to have this accumulated TOIL paid out to them TOIL accrued at the request of the employee will be accrued and paid out at ordinary time rates TOIL worked at the request of the employer will be accrued and paid out at the relevant overtime rate All TOIL worked must have prior approval from the employees Manager. In instances where prior approval is not possible, the Manager/Coordinator must be advised the next working day TOIL accruals must be kept to a maximum of 38 hours or less. Any hours accrued over and above 38 shall be paid at the appropriate rate in the next pay run The taking of TOIL hours shall be at a time mutually agreed between the employee and the Manager/Coordinator and shall be taken on the basis of 1 day or more per instance. Application can be made to the manager for lesser periods of leave where extenuating circumstances apply. PART 5 LEAVE 29. PARENTAL LEAVE 29.1 If the conditions set out in clause 29.3 are met, the Hospital will pay a full-time or part-time Employee: with at least one year of continuous service but less than three years of continuous service: i. 3 weeks ordinary time pay from the date of starting parental leave; and ii. after the Employee has returned to work for 1 month, a further 3 weeks ordinary time pay based on the rate of pay the Employee was earning before taking parental leave or adoption leave. With at least three years of continuous service: i. 4 weeks ordinary time pay from the date of starting parental leave; and ii. after the Employee has returned to work for 1 month, a further 4 weeks ordinary time pay based on the rate of pay the Employee was earning before taking parental leave or adoption leave Payments to part-time Employees will be based on their average ordinary time hours in the month before starting parental leave To receive these payments, the Employee must: have been employed by the Hospital for a continuous period of 1 year or more as a full-time or as a part-time Employee (or both); comply with all requirements set out in the Hospital s parental leave policy and the Industrial Relations Act 1999 (Qld), amended from time to time If both mother and father to be are Employees The total payment to both a mother and father to be, who are Employees of the Hospital, will not be greater than 6 weeks ordinary time (if employed for at least one year of continuous service but less than three years of continuous service) or not greater than 8 weeks ordinary time (if employed for at least three years of continuous service), if in relation to the one child, they both take at different times, maternity, adoption or paternity leave which entitles them to 1 or more of the payments set out in this clause. The payment will be made to the person who first in time accesses the payment Paid compassionate leave If the pregnancy of an Employee who has applied for maternity leave terminates other than by birth of a living child in the third trimester, the Employee may take 2 weeks paid compassionate leave This clause will continue to operate in accordance with the hospital s Parental Leave Policy.

12 EXTENDED LEAVE 30.1 Employees covered by this agreement may request additional unpaid leave for the purpose of education, family-related activities, or other personal extenuating circumstance Evidence of educational or personal commitments may be required Such unpaid leave shall be on the basis of a maximum of twelve months Employees shall be required to make an application for extended leave to their manager at least three (3) months prior to the requested date of departure Approval of such leave shall be at the discretion of the employer with staffing and operational considerations imperative The employer shall undertake to reasonably consider all such requests. PART 6 MISCELLANEOUS 31. UNIFORMS 31.1 To help present the Hospital and its Employees in a smart and professional way, the Hospital wants all Employees to look their best Employees must abide by the Hospital s uniform policy The Hospital may direct that an Employee or Employees in certain positions not be required to wear a uniform. In that case no uniform will be provided and no uniform or laundry allowance will be paid Full-time Employees will be given: in the first year of starting employment at the Hospital: 3 shirts and 2 bottoms; on each anniversary of receiving the uniform: 1 top and 1 bottom or 2 tops per year; 31.5 Part time and casual Employees will be given: in the first year of starting employment at the Hospital: 2 shirts and 2 bottoms; on each anniversary of receiving the uniform: 1 top and 1 bottom per year if an average of more than 20 hours per week are worked; or either 1 top or 1 bottom per year if on average, less than 20 hours per week are worked Uniforms remain the property of the Hospital Employees are required to take care of their uniforms and ensure that when they are worn, they are clean, ironed and in good repair An Employee must replace at his or her own cost, any part of the uniform which has been lost or damaged. If reasonable work related wear and tear is the main cause of the damage, the Hospital will consider replacing that part of the uniform In most cases, new articles of uniform will be given to Employees. However, uniforms returned by Employees which are as new will form a pool for distribution to Employees in the following cases: for casual Employees; to replace work-damaged articles; and (c) if permanent Employees agree to take an as new article rather than a new article When employment with the Hospital ends, all uniforms issued in the previous 2 years must be returned to the Hospital. The uniforms must be returned washed and ironed or dry cleaned In any 12-month period Employees should only retain or be issued with articles of uniform in accordance with their employment status. This means that, for example: if a full-time Employee in the first year of the program or in the first year of employment, resigns fulltime employment to become a part-time Employee, that Employee must return 1 shirt to the Hospital; or

13 13 if a casual Employee is appointed as a full-time Employee they will be provided with 1 extra shirt If an Employee does not return all uniforms issued in the previous 2 years, then the sum of $50 will be deducted from any termination pay. If there is insufficient termination pay to meet the sum of $50, Employees will be sent an invoice and required to pay it. 32. COMMITMENT TO TRAINING 32.1 The Hospital provides training to help its Employees competently and safely perform their work All Employees must attend and complete certain training which each year the Hospital will make compulsory. For example, the compulsory training may include: (c) workplace diversity; workplace health and safety; manual handling; (d) fire safety The Hospital will ensure that compulsory training is accessible to all Employees Employees attending compulsory training will be paid at ordinary time rates of pay, whether that training is done during ordinary hours or not. For example, training may need to be done before or after a shift If an Employee does not attend and complete compulsory training as required, he or she will not be entitled to progress to another pay level until the compulsory training has been attended and completed. 33. ATTENDANCE BONUS 33.1 The parties acknowledge the detrimental effect that ongoing absenteeism has on operational efficiency and workload issues. In efforts to reduce overall absenteeism levels, this bonus seeks to compensate employees through the setting of individual and organisational absenteeism targets. The bonus shall be payable on the following basis:- (c) The bonus shall apply to part-time and full-time employees only. Employees need to have worked a minimum of 6 months out of any qualifying 12 month period to have access to the bonus. The bonus shall equate to one week s ordinary time earnings, which shall be based on an average of the previous 12 months earnings. A pro-rata amount will be applicable to part-time employees. (d) 50% of the attendance bonus shall be payable on or after the first pay period in December 2006, 2007 and 2008 if the employee takes not more than 3 days sick leave in that twelve-month period. (e) (f) (g) (h) (i) The remaining 50% of the annual bonus shall be payable on the first pay period in December each year of the agreement on the basis that the organisation achieves equal to or less than 4% in 2006, equal to or less than 3.5% 2007 and equal to or less than 3% in For the purposes of calculation, the 2006 bonus will be based on a qualifying period of 1 February 2006 through to 1 December The reference to organisation in 33.1(e) refers to the areas of the organisation regulated by the Clerical Award Private Hospitals State Employees undergoing performance management for excessive absenteeism will not have access to the bonus for the year that disciplinary action is in effect. Employees who have left the employ of the hospital prior to 1 December in any qualifying year, shall forfeit their right to payment of the bonus. Monitoring of this provision shall be done through the Local Consultative Committee (LCC). The employee and management representatives on the LCC may mutually agree to vary the operation of this provision to better suit organisational effectiveness. 34. LOCAL CONSULTATIVE COMMITTEE 34.1 The Hospital encourages all Employees to contribute to the efficient running of the Hospital and to perform all work to the highest standard The Hospital will, during the life of this Agreement, establish a Local Consultative Committee so that Employees and management of the Hospital can generate ideas and strategies in relation to such things as:

14 (c) (d) Workload Management; 14 Improved service standards through continuous improvement, efficiency, improved customer service and implementing a Code of Conduct; Reduced absenteeism in line with the Absenteeism Program; Trial programs relating to multi-skilling and hours of work; (e) Improved workplace health and safety Individual Employees are encouraged to submit their ideas to the Local Consultative Committee or their Manager From time to time working groups may be established to implement Local Consultative Committee projects Local Consultative Committee membership will comprise of one representative from each Administrative Services (Reception, EC, Outpatients, Switchboard, Theatre Day Surgery, Admissions Centre), Ward Secretaries, Patient Record Services, and Finance/Stores & Administrative Support (Payroll & Departmental Administration) Should more than one employee be nominated for committee representation, then a secret ballot of employees within that department or combined area will take place In the event that a committee member either resigns their position on the committee or leaves the employment of the hospital, then the process detailed in 34.6 above shall be enacted. SCHEDULE A CLASSIFICATION STRUCTURE AND WAGE RATES The classification structure and positions held by Employees covered by this Agreement are as set out in Table 1 below. Table 1 Classification Structure LEVEL 1 Key Characteristics Work under supervision Routine clerical and office functions Entry level responsibilities GPH Typical Duties/Skills Directing telephone calls to appropriate staff, Issuing and receiving standard forms, relaying internal information and greeting visitors. Maintenance of basic manual or computerised records Filing, mail distribution, simple stock control, copy typing and routine operation of administrative equipment Indicative Positions within GPH Includes but is not limited to the following: Record Culler Clerical Assistant LEVEL 2 Key Characteristics Work under limited supervision Accountability for own work Exercise judgement & initiative Check work of other employees including those at a lower level GPH Typical Duties/Skills Responding to enquiries (eg reception or switchboard) Operation of telephone equipment Maintenance of records Broad range of clerical functions Computer applications (includes but may not be limited to the Office Suite of packages, IBA, CARPS and MP2)

15 15 Indicative Positions within GPH Includes but is not limited to the following: Patient Record Services Clerk Outpatient Transport/Bookings Clerk Theatre Reception Patient Accounts Assistant Administrative Assistant Switchboard Operator Ward Secretary Assistant LEVEL 3 Key Characteristics Perform specialised/non-routine tasks Irregular supervision general guidance given Initiative, discretion, judgement required in carrying out assigned duties Give assistance/guidance to Levels 2 & 1 GPH Typical Duties/Skills Purchasing/inventory control Provide detailed advice and information on the organisation s services High degree of interpersonal skills Maintenance of records Broad range of clerical functions at a higher level than level 2 Computer applications (includes but may not be limited to the Office Suite of packages, IBA, CARPS and MP2) Limited cash handling Indicative Positions within GPH Includes but is not limited to the following: Ward Secretary Supply Clerks Admission Centre Secretary Patient Accounts Officer Outpatient Secretary Patient Records Clerk Admin Assistant LEVEL 4 Key Characteristics Industry specific knowledge Give independent advice/information on organisation May be responsible for supervision of employees at lower levels Coordinate workflow Resolve problems Planning, initiative, discretion, judgement used regularly Training/mentoring of lower levels GPH Typical Duties/Skills Admitting patients including financial responsibility Patient billing/collection of fees Cash reconciliation Clinical coding Computer applications (includes but may not be limited to the Office Suite of packages, IBA, CARPS, MP2 and Medtech) Payroll Indicative Positions within GPH Includes but is not limited to the following: Theatre Admission Secretary Emergency Centre Secretary Main Reception Secretary Day Surgery Secretary

16 16 Payroll Officer Accounts Payable Patient Accounts Officer Clinical Coder LEVEL 5 Key Characteristics Report directly to management Specialist knowledge/experience to enable them to independently advise on a range of activities Responsible for own work Supervise staff Training staff Planning, initiative, discretion, judgement used often GPH Typical Duties/Skills Responsible for debt collection Responsible for accuracy of financial data End of month responsibilities Responsible for payroll system Clinical Coding of a more senior level than level 4 Indicative Positions within GPH Includes but is not limited to the following: Patient Accounts Officer Theatre Secretary Payroll Clinical Coder LEVEL 6 Key Characteristics Prepare reports Prepare policy & procedures Interpret/analyse information Oversee and coordinate work of subordinate staff Supervise staff Set priorities and monitor workflow Previous experience in the discipline or from post secondary tertiary study GPH Typical Duties/Skills Supervision of staff Setting priorities Monitor workflow Development of strategies or work practices Responsibility for the development of training programs Indicative Positions within GPH Includes but is not limited to the following: Department Supervisor

17 17 Table 2 Wage Rates The classification structure and rates of wages payable are to be operative from the dates indicated below and are to be in lieu of the classifications and rates of wages prescribed by the Clerical Award - Private Hospitals Award-State. Current Rates Pay Weekly First pay period on or after First pay period on or after First pay period on or after of 1 January % Average 1 January % Base Rate 1 January % Base Rate Rate Increase Increase Increase Base Weekly Base Hourly Casual Hourly Rate Base Weekly Base Hourly Casual Hourly Rate Base Weekly Base Hourly Casual Hourly Rate Level Level Level Level Level Level Level Level Level 3.1 N/A Level 3.2 N/A Level Level Level Level Level 4.3 N/A Level 4.4 N/A Level Level Level

18 18 Table 3 Maximum Bonus Payments Available Payments contained in this table reflect maximum bonuses available as detailed in clause 33. 1st pay period on or after 1 December approx 1.9% 50% 50% Total Individual Group available Bonus - Bonus - < bonus < 3 days 4% 1st pay period on or after 1 1st pay period on or after 1 December approx 1.9% December approx 1.9% 50% 50% Total Individual Group available Bonus - Bonus - < bonus < 3 days 3.5% 50% 50% Total Individual Group available Bonus - Bonus - < bonus < 3 days 3% Level Level Level Level Level Level Level Level Level Level Level Level Level Level Level Level Level Level Level SCHEDULE B LONG SERVICE LEAVE INTRODUCTION Upon completion of 10 years of continuous service with the one Employer, employees shall be entitled to 13 weeks Long Service Leave with pay. Subject to the foregoing the eligibility for Long Service Leave shall be determined in accordance with this Schedule. Any leave taken and paid under this Schedule shall be deducted from the entitlement that would otherwise have accrued under the Industrial Relations Act ENTITLEMENT For all continuous service after 2 nd January 1996 an employee who completes 10 years continuous service shall be entitled to Long Service Leave at the rate of 1.3 weeks on full salary for each year of continuous service and a proportionate amount for an incomplete year of service.

19 19 For service prior to 2 nd January 1996, Long Service Leave entitlement shall be as prescribed by the Industrial Relations Act 1990 except that an employee shall be entitled to take such leave after 10 years of service as hereafter provided. Entitlement to enhanced Long Service Leave benefit for service in excess of 15 years with the one Employer shall be in accordance with the provisions of the Industrial Relations Act Conditions The following provisions shall apply in respect of Long Service Leave: (c) An application for leave shall be made in writing, in a form determined by the Local Hospital Management. Timely notice of the desire for leave shall be given by the employee. The employee shall be given timely advice of whether or not leave is approved. In the event of any disagreement the Employer may require an employee to take a period of Long Service Leave by giving three months notice of the request to take Long Service Leave. Leave may be taken up to the total amount of leave due as at the date of commencement of the leave, calculated by: i. determining the total period of the employee's continuous service having regard to the provisions of these regulations in respect of leave credited for service; ii. iii. determining the total Long Service Leave entitlement appropriate to that period of continuous service; deducting from the total entitlement, Long Service Leave previously taken. (d) The minimum period of Long Service Leave which may be taken at any one time shall be two (2) weeks. (e) (f) Where an employee becomes ill and is granted sick leave in lieu of Long Service Leave approved, the period of Long Service Leave actually taken shall not be subject to the minimum period requirement set out in paragraph (d). Where an employee is recalled from Long Service Leave, the taking of the balance of the leave originally approved shall not be subject to the minimum period requirement set out in paragraph (d). CASH EQUIVALENT Cash equivalent on ceasing employment normally occurs at or after ten calendar years continuous service. However, payment can be made for lesser periods of continuous service in the following circumstances: Upon retrenchment - 1 year; Upon ill health retirement - 5 years; (c) Upon retirement within ten years of attaining age 65-5 years; (d) Upon death - 5 years (e) Extenuating Circumstances 7 years (only available upon application to the QIRC); Where an employee dies, the amount which would have been payable to that employee had that employee retired or been dismissed on the date on which the employee actually died shall be paid to the employee s dependants (if any) or, if there be no dependant, to the employee s personal representative. PAYMENT IN LIEU OF LONG SERVICE LEAVE NOT TAKEN A person who ceases to be an employee and who at the date of ceasing to be an employee has an entitlement to Long Service Leave shall receive a payment in lieu of Long Service Leave not taken. The calculation of the amount of the payment shall be based on: that entitlement; and the rate of ordinary salary which the person was receiving at the date of ceasing to be an employee. CASUAL EMPLOYEES Prior to 23rd June 1990 casuals, as a general rule, where not entitled to accrued Long Service Leave. As from 23rd June 1990, the Industrial Relations Act came into force and casual employees were granted an entitlement to Long Service Leave.

20 20 Put simply this means casual employee entitlements are as follows: DATE Prior to ENTITLEMENT No entitlement - Service does not count Service counts provided at least 32 hours are worked every 4 weeks. From onwards service counts provided there is no break between casual engagements of more than 3 months. RECORD KEEPING The amended Industrial Relations Act placed additional responsibility on Employers with regard to time and wages records. Section 366 particularly highlights the need to record total hours other than overtime aggregated to 30 June each year as well as entitling the employee to received a certificate of such accumulated hours calculated to the previous 30 June. All Long Service Leave entitlements are to be expressed in hours. PART-TIME EMPLOYEES - LONG SERVICE LEAVE A part-time employee accrues Long Service Leave on a proportionate basis of the entitlement for a full-time employee. In determining the length of absence of a part-time employee on Long Service Leave, employees should apply for the number of ordinary hours they would have been at work for the required period. The debit against the balance of accrued leave is to be the actual number of hours absent from duty as described. This principle also applies in the case of employees who have accrued their leave entitlements by working a combination of full-time and part-time employment. Schedule C VOLUNTARY 12 HOUR SHIFTS Objectives The objective of this schedule is to enable Greenslopes Private Hospital administration staff employed in specified areas, and the Australian Services Union (ASU) to introduce the use of voluntary twelve (12) hour shifts. This trial will involve administration employees working shifts of twelve (12) ordinary hours at ordinary rates of pay plus shift and weekend allowances where applicable. This follows the successful trial of 12 hours shifts in clinical services. This trial will be for eighteen (18) months from the first posted roster following certification. The purpose of the arrangements outlined in this clause is: (c) To ensure the workplace health and safety of employees working twelve (12) hour shifts; To ensure that neither party is either advantaged or disadvantaged in relation to terms and conditions that currently exist within the Clerical Award Private Hospitals Award State; and To ensure 12 hours shifts under these arrangements are workable and are monitored and evaluated appropriately. Consultative Process The parties to this Agreement recognise that for these working arrangements to be successful the changes and measures contained within this schedule need to be implemented through an open consultative process. The parties to this Agreement commit to: Involving employees of the Greenslopes Private Hospital in the areas affected and the LCC in appropriate consultation necessary to implement these working arrangements; and Encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse, and respond to any information or proposals in relation to the implementation of this schedule. Grievance Settling Matters relating to the interpretation, application or operation of this schedule are to be handled in accordance with the Grievance and Dispute clause 20 of this Certified Agreement.