ISSUE
10
Autumn 2016
Privately Speaking A newsletter for NZNO members working in the private health sector
In this issue: ͙͙ Changes in the sector ͙͙ Bargaining round up ͙͙ Private hospitals and hospice member survey
Changes in the sector New purchasers for both Acurity and Boulcott. In December 2015 we were notified by the Chief Executive of Acurity Health Group Limited, that Evolution Healthcare of Australia had purchased the company. Acurity owned and operated Wakefield, Bowen and Royston Hospitals. This purchase was subject to the approval of both the Commerce Commission and the Overseas Investment Office. Prior to the purchase, Evolution owned five hospitals, four in Australia and one in New Zealand, Boulcott hospital. Also in December last year, we were notified that Boulcott hospital was being purchased by Pulse Health, a Sydney based group which owns seven Australian hospitals and two clinics. This purchase remains subject to Overseas Investment Office approval. Both new owners are telling staff that it will be “business as usual”. What this means in practice will no doubt soon be tested. Negotiations for all four hospitals take place between March and July this year. Private Hospital and Hospice National Delegates Committee in Wellington last year. Pictured from left to right: Mandi van Eeden (Mercy Ascot Hospital), Helen Keen (Clutha Health), Mary Smith (Royston Hospital), Leigh Alexander (St Georges Hospital). Absent is Nicki Twigge (Waipuna Hospice) and Ruth Whittle (Wakefield Hospital).
Bargaining round up The second half of 2015 was a busy time for private hospitals and hospice sector negotiations.
Private psychiatric hospitals Ashburn Clinic
͙͙ Term: 1 July 2015 – 30 September 2017 (27 months) ͙͙ Rate: Increase of 3% effective 1 July 2015
Increase of 2% effective 1 July 2016
͙͙ On Call: Increase to $5.88 per hour and $7.15 per hour on Public Holidays ͙͙ Continuing Education: allocation of equivalent of 2% of salary for continuing education ͙͙ New clauses: Consultation and Management of Change and Professional Development
Private surgical hospitals Wakefield Hospital
͙͙ Term: 13 October 2015 to 30 June 2016 (8 months) ͙͙ Rate: 1% increase backdated from 13 October 2015. ͙͙ New Appendix: Memorandum of Understanding: NZNO and the Chief Operating Officer of Acurity Health Group Ltd, have reached an agreement that a Project Group will be established to identify, discuss and explore issues of mutual concern that were not addressed during collective agreement bargaining in 2015.
Crest Hospital
͙͙ Term: 1 April 2015 to 30 June (26 months) ͙͙ Rate: 1.75% increase backdated to 1/4/15
1.5% increase effective from 1/7/16
͙͙ Other changes: A new graduate Grade rate is included in the RN wage scale for the first time.
Revised Meal and Rest Break Clause
New Clause for Enrolled Nurse PDRP
Kensington Hospital
͙͙ Term: 28 August 2015 - 27 August 2017 (24 months) ͙͙ Rate: 2.25% increase on 28 August 2015
2.25% increase on 28 August 2016
͙͙ Other changes: Higher Duties Allowance Clause 8.2 amendment
Divided Duty Allowance increase to $10.00
Sick Leave Discretionary Leave clause amendment
Clothing Clause 8.4.3 annual shoe allowance $130 full time staff and $50.00 for casual staff
Rural Trust hospitals Central Otago Health
͙͙ Term: 1 July 2015 – 30 July 2017 (25 months) ͙͙ Rate: 2% increase effective 1 July 2015
2% increase effective 1 July 2016
͙͙ On Call: increase from $4.00 to $4.04 per hour ͙͙ Other changes: New wording around 12 hour shifts
Updating of EPA
Maniototo Health
͙͙ Term: 26 March 2015 – 26 October 2017 (31 months) ͙͙ Rate: 2% increase effective 2 November 2015
2% increase effective 2 November 2016
Waitaki Health
͙͙ Term: 1 March 2015 to 31 July 2017 (29 months) ͙͙ Rate: 2% increase effective 6 July 2015
2% increase effective 6 July 2016
͙͙ Other changes: Waitaki Health will consider an additional swing shift if it is cost neutral.
Re-convene Healthy Work place Meetings at agreed frequency throughout the year
Gore Health
͙͙ Term: 1 March 2015 – 1 July 2016 (17 months) ͙͙ Rate: 1% increase effective 1 December 2015. ͙͙ Other changes: Any funding increase negotiated with the Southern DHB for the 2016/2017 year will be passed on from 1 July 2016.
The employer and NZNO will ensure that Healthy Workplace issues will be monitored and reviewed on a regular basis by the Health and Safety Committee.
The Ashburn Clinic in Dunedin, where members benefited from a total 5% base rate increase, to be implemented by July this year.
Private hospitals and hospice NZNO member survey 2015 In the last edition of Privately Speaking, you would have seen that we were running an online survey of your sector’s members. We are pleased to report this survey had an overwhelming response rate. 336 of you completed the survey conducted by NZNO principal researcher Dr Léonie Walker. The aim was to build our understanding of the sector and how we could provide the best possible services. The full results are still being analysed by NZNO. They will be followed up by more in-depth interviews and focus groups with the 20 or so of you that indicated you are happy to participate further. However, the information we have already received will be useful for shaping our engagement and effectiveness in private hospitals and hospices. We are grateful that so many of you took part! Here are some of the survey highlights. Face to face meetings inside the workplace are still the most important way for NZNO to get in touch with members. 79% of members have contact through workplace meetings, and 62% through delegates. Nearly half have talked to a delegate about NZNO issues like bargaining and campaigns. We still have a way to go engaging private hospital and hospice members with some of NZNO’s structures. Only 12% surveyed have been at any time a NZNO college and section committee member, and only 4% have been on a NZNO regional council. Only 18% have accessed a NZNO professional nursing adviser to talk about professional issues, despite 75% of the survey respondents being registered nurses. But an encouraging 26% of respondents have been a delegate, and 84% had an elected health and safety representative in the workplace. Three quarters knew if there was a delegate in the workplace, and who that person was. Pay is by far the biggest issue for members. Most workplace issues are resolved through discussion, meetings and briefings, and NZNO delegates - more often than through direct contact with managers. Some members reported a ‘toxic’ and inflexible workplace culture that led to resignations. It’s heartening that delegates are still at the centre of making workplaces better, and members recognised both the importance, and added difficulties of this role. Being a union member clearly improves work in the private hospital and hospice sector, and it’s good that you want to see even more of us! We’re looking forward to working with some of you to explore the results further.
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