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Menu Option s Advanced Care Paramedic (1 Page) Intensive Care Paramedic (1 Page) Introduction (1 Page) M-Scale/Educators (9 Pages) Patient Transport Officer.

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Presentation on theme: "Menu Option s Advanced Care Paramedic (1 Page) Intensive Care Paramedic (1 Page) Introduction (1 Page) M-Scale/Educators (9 Pages) Patient Transport Officer."— Presentation transcript:

1 Menu Option s Advanced Care Paramedic (1 Page) Intensive Care Paramedic (1 Page) Introduction (1 Page) M-Scale/Educators (9 Pages) Patient Transport Officer (1 Page) Emergency Medical Dispatcher (1 Page) Common Components (9 Pages) Close Presentation ( Exit) Menu Options Meal Breaks (1 Page)

2 Fellow Members, The EMSPA Executive Committee have reviewed the Enterprise Partnership Agreement decision handed down by the Queensland Industrial Relations Commission and have formulated this power point presentation. We hope members will find this useful as a simple explanation of what the decision means for you. Whilst we have taken every care to ensure the accuracy of this presentation, we accept that some elements of the decision were difficult to explain and may be subject to different interpretation by the QAS, LHMU or QIRC. If any error in interpretation is highlighted, EMSPA will inform all members immediately. Kind Regards EMSPA Executive Committee. Introduction Return to Main Menu Introduction

3 . Submission 1Submission 2 Remuneration Recommendations Implementation of yearly pay point progressions for Ambulance Officers employed by the Queensland Ambulance service in line with the pay point progressions of Nurses employed by Queensland Health and Police Officers employed by the Queensland Police Service. Initial pay rises of between 7.43% and 60.93% (dependant of rank) for Ambulance Officers to bring them into pay parity with similarly qualified health professionals, additional to normal inflationary Enterprise Partnership Agreement negotiations. Mentor positions are implemented with appropriate remuneration. Initial pay rises of between 14.6% and 53.4% (dependant of rank) for Emergency Medical Dispatchers to bring them into pay parity with Queensland Police Service Communication Room Operators, South Australian Communications Officers and New South Wales Ambulance Operations Communication Officers, additional to normal inflationary Enterprise Partnership Agreement negotiations. To access specific details for Submission 1 click on links below: Remuneration Recommendations Whole of Government Offer Accepted: 4.5% October % October % October 1010 and A conservative recommendation that all Operational Officers receive incremental pay point progressions of 4% per year (excluding CPI), each year for 10 years at any given level of employment, should be implemented. PTOACPICPEMD Return to Main Menu Privat e Submi ssions – Wage Rates Private Submissions

4 M - Scale / Educators LHMU QIRC Decision 6% From 1 October % From 1 October % From 1 October 2010 [85]4% from 1 October 2008, by administrative action; 4% or $34 per week, whichever is the greater, from 1 December 2009 as a result of this Full Bench‘s interim Decision issued on 18 December 2009; increases of between 1.07% and 2.64% from 1 July 2010; 4% from 1 November 2010; and 3% from 1 October 2011 Regional Educators and Clinical Support Officers immediately elevated three pay levels (Minimum SO4) Educator Level 1 – S04 PAY RATE [126] reclassified at one pay point higher than currently (i.e. the relevant Station Officer Pay Point 2 or Pay Point 3 Level instead of Pay Point 1 or Pay Point 2) as from 1 July 2010 Educator Level 2.1 – 3% on SO4 pay Rate Requirement of degree, Graduate Certificate, or Graduate diploma in recognised field [132] LHMUs claim refused Educator Level 2.2 – 6.5% on SO4 pay Rate after 12 months service at Level 2.1 [132] LHMUs claim refused Educator Level 3.1 – 9.5% on SO4 pay Rate + Masters or PHD in relevant field [132] LHMUs claim refused Educator Level 3.2 – 14.5% on SO4 pay Rate after 12 months Consolidation at Level 3.1 [132] LHMUs claim refused LHMU Preliminary Outline of Submission Page2 LHMU Final Written Submissions Schedule 6 Page 1 M-Scale Start Pay PointsProfessional Development Study LeaveTOIL/Skills Allowance M - Scale / Educators - Wages P1 Fatigue ManagementPrivate Subs PositionQAS Position Return to Main Menu Educators WagesEducation Incentives

5 M - Scale / Educators LHMUQIRC Decision Introduction of higher education incentive for M-scale and Educators Relevant post graduate certificates / diploma or second degree Immediate advancement 1 pay level Further 3.5% base wage increase after 1 year consolidation Relevant post Graduate Masters / PHD Immediate advancement 1 pay level Further 5% base wage increase after 1 year consolidation [132] LHMU Claim refused LHMU Preliminary Outline of Submission Page 8 M - Scale / Educators - Wages P2 Education IncentivesM-Scale Start Pay PointsProfessional Development Study LeaveTOIL/Skills AllowanceFatigue ManagementPrivate Subs PositionQAS Position Return to Main Menu Educators Wages

6 M - Scale / Educators LHMUQIRC Decision M-scale remuneration on the basis of responsibilities, accountabilities and role descriptions to a minimum of parity with the nearest market competitor, inter and intra state, as agreed at the time by the LHMU [85] 4% from 1 October 2008 (already in place) 4% from 1 December 2009 (already in place) 1.07% and 2.64% from 1 July % from 1 November 2010; and 3% from 1 October 2011, M-scale employees with a graduate certificate, diploma or 2 nd degree in a relevant field - LHMU initial submission requested 15.5% but in their final submission request was reduced to 3.5% [132] LHMU Claim refused M-scale employees with a postgraduate Masters or PHD in a relevant field - LHMU initial submission requested 17% but in their final submission request was reduced to 5% [132]LHMU Claim refused LHMU Final written Submission Schedules7 Page 17 LHMU Preliminary outline of Submission Page 9 M - Scale / Educators - Starting Pay Points M-Scale Start Pay PointsProfessional Development Study LeaveTOIL/Skills AllowanceFatigue ManagementPrivate Subs PositionQAS Position Return to Main Menu Educators WagesEducation Incentives

7 M - Scale / Educators LHMUQIRC Decision M-scale & Educators – Introduction of professional development payment with QAS paying all fees and charges associated with ongoing professional development through recognised tertiary, undergraduate and post graduate courses of study through Australian universities, institutes of technical and further education, or other institutes recognised as part of vocational education and training sector. Such courses recognised as part of the Australian qualifications framework and identified and approved through a performance plan. [363] In the circumstances we have decided that the present arrangements should continue subject to several minor amendments. [364] In our view, based upon the evidence presented, the SARAS policy needs to be applied in a more consistent manner than is presently the case. M-scale and Educators – QAS to fund employees for approved professional development tertiary courses. The professional development payment will include all fees and reimbursement costs of resources / text books See Above LHMU Preliminary outline of Submission Page 9, Page 10 M - Scale / Educa tors - Profes sional Devel opme nt M-Scale Start Pay Points Professional Development Study LeaveTOIL/Skills AllowanceFatigue ManagementPrivate Subs PositionQAS Position Return to Main Menu Educators WagesEducation Incentives

8 M - Scale / Educators LHMUQIRC Decision Introduction of study time for M-scale and Educators 2 weeks per annum paid study time, non accumulative to lapse if not taken within a calendar year Reasonable travel time in addition to study time associated with professional Development be recognised as work and paid accordingly Study time is not to be used for mandatory training Study time is to be linked to an individuals performance plan [363] In the circumstances we have decided that the present arrangements should continue subject to several minor amendments. [364] In our view, based upon the evidence presented, the SARAS policy needs to be applied in a more consistent manner than is presently the case. LHMU Preliminary outline of Submission, Page 10 M - Scale / Educators - Study Leave M-Scale Start Pay PointsProfessional Development Study LeaveTOIL/Skills AllowanceFatigue ManagementPrivate Subs PositionQAS Position Return to Main Menu Educators WagesEducation Incentives

9 M - Scale / Educators LHMUQIRC Decision Toil arrangements applicable to other operational staff to be uniformly applied to Educators and M- scale employees Entitled to accrue toil for all work performed in addition to normal rostered hours Educators & M-scale will have access to toil in any combination of hours Educators & M-scale encouraged to use toil within 12 months of accruing Toil balance to be retained if not taken within 12 months Educators & M-scale may elect to have toiled paid out at double time upon giving 28 days notice Nil determination found in Document Maintenance of skills allowances to all staff maintaining clinical competencies for M-scale and Educators LHMUs claim rejected LHMU Preliminary Outline of Submission, Page 11 LHMU Final Written Submissions, Page 14, Page 16 M - Scale / Educators – TOIL / Skills Allowance M-Scale Start Pay PointsProfessional Development Study LeaveTOIL/Skills AllowanceFatigue Management Private Subs Position QAS Position Return to Main Menu Educators WagesEducation Incentives

10 M - Scale / Educators LHMUQIRC Decision Fatigue management for M-scale & Educators Reasonable hours of work for m-scale and educators, to be defined as no more than 12 hours per day inclusive of travel time, call out or any other Activity directly attributed to a substantive position or organisational objective Fatigue payment to be time paid in addition to the ordinary prescribed rate for any given day Maximum number of hours worked in any 24 hour period to be 16 hours, following which officers are not to be tasked on further cases until a fatigue break is provided in full [186] The Full Bench has considered the submissions of the parties around this particular matter. It is our view that more work is required by the parties in order to implement a workable and successful fatigue management strategy. LHMU Preliminary Outline of Submission, Page 31 LHMU Final Written Submissions, Page 34 M - Scale / Educato rs - Fatigue Manage ment M-Scale Start Pay PointsProfessional Development Study LeaveTOIL/Skills AllowanceFatigue ManagementPrivate Subs PositionQAS Position Return to Main Menu Educators WagesEducation Incentives

11 Common Components LHMUQIRC Decision Introduction of a composite rate of pay to be inclusive of all penalties and allowances that form a routine predictable part of a roster:  Afternoon shift penalties  Night shift penalties  Week end penalties  On call allowances  Leave Loading  Other associated allowances e.g. Locality and Skills [231] The Full Bench, on the evidence before it, is not of a mind to grant the claim for a composite rate of pay. [232] The Full Bench makes a similar finding for the alternate arrangement (AWP composite rate) proposed by LHMU for the same reasons as relied upon in relation to the claim for a composite rate of pay. LHMU Preliminary Outline of Submission, Page 2 LHMU Final Written Submissions, Page 2 Common Compone nts - Composit e Wage Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On CallFringe Benefit TaxQAS Position Return to Main Menu

12 Common Components LHMUPrivate SubmissionsQIRC Decision Mentor Allowance Employees who are directed to mentor will be paid a mentor allowance of $2.50 per hour applicable for all purposes, payable when an employee performs duties as a mentor. To qualify for a mentor allowance an employee must be rostered or directed to work with another Officer for a period, as determined by an educational program or performance contract, requiring clinical supervision or mentoring. To be aligned with RN Level 2 Advanced Care Paramedic Mentor (1 st Year) + 37% (over ACP PP2) Advanced Care Paramedic Mentor (2 nd Year) + 40% (over ACP PP2) Advanced Care Paramedic Mentor (3 rd Year) % (over ACP PP2) Advanced Care Paramedic Mentor (4 th Year) + 46% (over ACP PP2) [141] After carefully considering all of the evidence and arguments presented, the Full Bench has decided to reject LHMU's claim for a mentoring allowance. LHMU Preliminary Outline of Submission, Page 13 LHMU Final Written Submissions, Page 17 Common Compon ents - Mentor Allowan ce Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

13 Common Components LHMUQIRC Decision FBT Reimbursements The QAS shall not require any employee to reimburse QAS for any FBT liability incurred by the QAS For examples, employees will not be required to reimburse any FBT liability arising from matters including but not limited to: The application of rural and remote incentives The performance of relieving duties The garaging or use of any QAS vehicle at the direction of the service. [241] Against that background, the Full Bench is conscious of the instances when FBT has been payable by unsuspecting employees who have taken up the requirement to work away from their home base primarily for the purpose of assisting the employer and the community. It is regrettable, that as a consequence of this, some employees have found themselves liable for FBT for which they would not have budgeted. However, this is not a problem of QAS's making. [243] Therefore, while accepting the very real concerns raised by LHMU in this regard, we are left little option but to reject the specific claim awarded by LHMU. LHMU Preliminary Outline of Submission, Page 14 LHMU Final Written Submissions, Page 18 Common Compon ents - Fringe Benefit Tax (FBT) Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

14 Common Components LHMUQIRC Decision Meal and Travel Allowances (excluding travel time), to be increased in line with CPI [370] In those circumstances, we direct the parties to confer about QAS's proposal and to update all of the monetary allowances at the same time to reflect either CPI movements until 30 June 2010 or current Government Directives if they are more relevant. Review Station classifications for the purposes of applying a graduated scale for rural and remote incentives Nil Decision found SUPERANNUATION Increase employer contributions to superannuation from 12.75% to 15% of ordinary time earnings. Ordinary earnings include ordinary hours of work including shift allowances, weekend penalties, and allowances (other than reimbursement of expenses). All new employees to have the choice of accessing other salary continuance insurance such as ING salary continuance insurance [257] We reject this component of LHMU's claim. LHMU Preliminary Outline of Submission, Page 19 & 20 LHMU Final Written Submissions, Page 15 & 16 Common Compone nts - Allowanc es and Entitleme nts Superann uation Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

15 Common Components LHMUQIRC Decision Work cover Work cover payments to be equivalent to that the employee would have been paid should that employee have been working, including all penalties and allowances. [346] After considering the submissions of the parties around this point, it is our view that any decision made with regard to Workers' Compensation "top up" payments is a matter for negotiation between the parties and subsequently with the relevant Government authorities. AWP (LHMU counter claim) Agreement to alter AWP calculation provided no officer is financially disadvantaged Original claim by QAS to alter AWP calculations of weekend public holidays [231] The Full Bench, on the evidence before it, is not of a mind to grant the claim for a composite rate of pay. [232] The Full Bench makes a similar finding for the alternate arrangement (AWP composite rate) proposed by LHMU for the same reasons as relied upon in relation to the claim for a composite rate of pay. LHMU Preliminary Outline of Submission, Page 18 & 19 LHMU Final Written Submissions, Page 21 & 22 Common Compone nts - Workcov er – Average Weekend Penalties (AWP) Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

16 Common Components LHMU QIRC Decision Overtime All operational staff shall be paid for all work undertaken outside of normal rostered hours at the rate of double time [351] In the Full Bench's view this claim has no merit and is refused. Shift penalties Increase in shift allowances for afternoon and night shift by 2.5%  Afternoon shift 15%  Night shift 17.5% [231] The Full Bench, on the evidence before it, is not of a mind to grant the claim for a composite rate of pay. [232] The Full Bench makes a similar finding for the alternate arrangement (AWP composite rate) proposed by LHMU for the same reasons as relied upon in relation to the claim for a composite rate of pay. LHMU Preliminary Outline of Submission, Page 19 LHMU Final Written Submissions, Page 23 Common Components - Overtime - Shift penalties Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

17 Common Components LHMUQIRC Decision Long service leave Long service leave pay to be inclusive of all projected penalties and allowances, including on call. Option to be paid at ½ pay [302] The Full Bench, in consideration of the second part of the LSL claim, did not have the benefit of significant evidence from LHMU in support of its claim. Sick leave Increase in sick leave entitlement to 120 hours or 10 shifts per year - All employees are to have a pro-rata adjustment to their sick leave credit to reflect an increase from 80 hours to 96 hours annual entitlement. 36 hour week Introduction of a 36 hour week without loss of entitlements [371] The submissions around the consideration of a 36 hour week for QAS employees has not been supported by an in-depth analysis by either party. Were the claim to be seriously pursued, the Commission would have required significant supporting submissions, evidence, costs and re- arrangements to working terms and conditions relative to introducing a shorter week. This has not occurred and there is no need for the Commission to consider the matter further save to state that the claim is refused. Accrued time Accrued time to be accessible as a single shift and / or in blocks when requested by employees [298] Previous negotiations between the parties were said to have resulted in access to LSL half pay not being pursued in favour of access to accrued time. LHMU Preliminary Outline of Submission, Page 20 to 25 LHMU Final Written Submissions, Page 24 to 29 Common Components - Leave Entitlements – Hours of Work Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

18 Common Components LHMUQIRC Decision Fatigue Management Definition as to what emergency situation refers to with respect to the provision of on call services Recall to duty defined as any break to a fatigue period initiated by QAS Meal allowance to be paid for a recall to duty, during such times when meal would ordinarily be being consumed On call payment to increase from the current 15% to 30% Recall to duty to be paid at a minimum of 3 hours at the appropriate overtime rate Limitation of on call duties to a maximum of 7 days in 14, and every second week end free from on call duties On call allowances to be projected into scheduled leave Removal of on call duties in category 5 stations [186] The Full Bench has considered the submissions of the parties around this particular matter. It is our view that more work is required by the parties in order to implement a workable and successful fatigue management strategy. No Change. LHMU Preliminary Outline of Submission, Page 32 to 35 LHMU Final Written Submissions, Page 29 to 32 Common Compon ents - Fatigue Manage ment - On Call Composite RateMentor AllowanceAllowances and Super.Work Cover and AWPs Overtime /Shift PenaltiesLeave/Hours of WorkFatigue / On Call Return to Main Menu Fringe Benefit TaxQAS Position

19 QAS Position on Common Components Composite RateOpposed to ChangeQAS Final Submission Matter at Issue Page 10 to 29 Mentor AllowanceOpposed to ChangeQAS Final Submission Matter at Issue Page 49 Fringe Benefit TaxOpposed to ChangeQAS Final Submission Matter at Issue Page 133 to 139 Allowances/ Entitlements Opposed to ChangeQAS Final Submission Matter at Issue Page 85 to 92 SuperannuationOpposed to ChangeQAS Final Submission Matter at Issue Page 128 to 131 WorkcoverOpposed to ChangeQAS Final Submission Matter at Issue Page 113 to 127 Overtime / Shift Penalties Opposed to ChangeQAS Final Submission Matter at Issue Page 94, 84 Leave EntitlementsOpposed to ChangeQAS Final Submission Matter at Issue Page 113 to 128 Hours of WorkOpposed to ChangeQAS Final Submission Matter at Issue Page 93 to 94 On CallOpposed to ChangeQAS Final Submission Matter at Issue Page 54 to 84 AWPsUnable to evaluateNil record found in QAS final Submission or final reply Common Components - QAS Position Return to Previous Page Common Components QAS Position

20 Private Submissions Submission 1Submission 2 M-Scale and Educators not covered in Private Submissions. M-Scale and Educators not covered in Private Submissions Privat e Submi ssions M- Scale Not Applic able Return to Previous Page

21 Queensland Ambulance Service / Department of Community Safety QAS initial Offer defined in their initial Submission as “13% (compounded )over 3 years”. The standard whole of Government offer to employees. 4.5% October 2008 ** 4.0% October 2009 ** 4.0% October 2010 ** (Compounded rate = %) In their final submission (Matters at Issue Page 26) they amended this to read as: (i) 4.5% (or $34.00 per week, whichever is the greater) from the first full pay period on or after the date of determination; (ii) 4.0% (or $34.00 per week, whichever is the greater) from the first full pay period twelve months after the date of determination: and (iii) 4.0% (or $34.00 per week, whichever is the greater) from the first full pay period on or after twelve months after the payment made under (ii) All wage classifications, pay point progression/s to remain the same for all employee categories. QAS Final Submission Matters at Issue Page 26 QAS Posit ion Who le of Gov ern men t Offe r QAS/DCS Position Return to Previous Page

22 Queensland Ambulance Service / Department of Community Safety Professional Development / Study Leave QAS contends that SARAS already supplies a gradient of assistance through both costs and leave arrangements depending on the relevance of the qualifications QAS Final Submission Matters at Issue P 40,41 Skills allowance for M-Scale and Educators Claim not supported by QAS QAS Final Submission Matters at Issue P 52 TOIL M-Scale and Educators Clarification of current TOIL arrangements - LHMU position only clarifies current M-Scale TOIL arrangements - QAS maintains it’s position that taking of TOIL should not interfere with operational requirements. QAS Final Submission Matters at Issue P 101 – P 102 Fatigue Management / M-Scale The QAS states “that the LHMU provided no objective evidence in support of their claim that 12 hour fatigue breaks should also be extended to Managerial Scale employees, employees who are required for 38 hours a week, who are not subject to any of the rigours of shiftwork and who we say, are paid at a level which they are reasonably required to manage their working day QAS Final Submission Matters at Issue P 83 QAS Posit ion M- Scal e Posit ions QAS/DCS Position Return to Previous Page

23 LHMUQIRC DecisionPrivate Submission 1 & 2 6% From 1 October % From 1 October % From 1 October 2010 Entry Level Increment 1 3% after 12 mths of service ** Increment 2 3% after 24 mths of service ** Increment 3 3% after 36 mths of service ** Increment 4 3% after 48 mths of service ** ** Plus completion of agreed criteria LHMU Preliminary Submission Page 4, Schedules to LHMU Final Submission Page 10 [85] The outcome of the proceedings will thus result in Ambulance employees receiving the following increases: 4% from 1 October 2008 (already in place); 4% or $34 per week, whichever is the greater, from 1 December (already in place); Increases of between 1.07% and 2.64% from 1 July 2010; 4% from 1 November 2010; and 3% from 1 October 2011, with more experienced Advanced Care Paramedics (greater than 8 years' service reducing to 6 years by Oct 2011) being able to access an additional 2.5%. 7.4% 1 October 2008 (Sub 1) 4.0% 1 October % 1 October 2010 Entry Level Increment 1 4% after 12 months qualified service Increment 2 4% after 2 years qualified service Increment 3 4% after 3 years qualified service Increment 4 4% after 4 years qualified service Increment 5 4% after 5 years qualified service Increment 6 4% after 6 years qualified service Increment 7 4% after 7 years qualified service Increment 8 4% after 8 years qualified service Increment 9 4% after 9 years qualified service Increment 10 4% after 10 years qualified service Advanced Care Paramedic Return to Main Menu Advanced Care Paramedic

24 LHMUQIRC DecisionPrivate Submissions 1 and 2 6% From 1 October 2008 *** 6% From 1 October 2009 *** 6% From 1 October 2010 *** Entry Level Increment 1 3% after 12 mths of service ** Increment 2 3% after 24 mths of service ** Increment 3 3% after 36 mths of service ** Increment 4 3% after 48 mths of service ** ** Plus completion of agreed criteria *** In final LHMU submission ICP pay rates were amended to approximately 11 % as initial submissions had ICP rate below that of ACP Increment 4. LHMU Preliminary Submission Page 5, Schedules to LHMU Final Submission Page 12 [85] The outcome of the proceedings will thus result in Ambulance employees receiving the following increases: 4% from 1 October 2008 (already in place); 4% or $34 per week, whichever is the greater, from 1 December 2009 (already in place); Increases of between 1.07% and 2.64% from 1 July 2010; 4% from 1 November 2010; and 3% from 1 October 2011, with more experienced Intensive Care Paramedics (greater than 8 years' service reducing to 6 years by Oct 2011) being able to access an additional 3.5%. 55.9% 1 October 2008 (Sub 1) 4.0% 1 October % 1 October 2010 Entry Level Increment 1 4% after 12 months qualified service Increment 2 4% after 2 years qualified service Increment 3 4% after 3 years qualified service Increment 4 4% after 4 years qualified service Increment 5 4% after 5 years qualified service Increment 6 4% after 6 years qualified service Increment 7 4% after 7 years qualified service Increment 8 4% after 8 years qualified service Increment 9 4% after 9 years qualified service Increment 10 4% after 10 years qualified service Intensive Care Paramedic Return to Main Menu Intensive Care Paramedic

25 LHMUQIRC DecisionPrivate Submissions 1 and 2 6% From 1 October 2008 *** 6% From 1 October 2009 *** 6% From 1 October 2010 *** Entry Level Level 1 Increment 1 ** 3% after 6 mths of service ** Level 2 Increment 2 ** 3% after 18 mths of service Level 3 Increment 3 ** 3% after (no time frame given) Level 4 Increment 4 (Charlie Paramedic) 6.3% over Level 3 Increment 3 Completion and Maintenance of appropriate paramedic qualifications – a PTS officer who has not completed the Advanced Diploma or Bachelor of Health Science would not be eligible for this position ** Plus completion of agreed criteria *** In LHMU Initial Submission calculated fortnightly rates were significantly lower than 6% - amended in Final submission. LHMU Preliminary Submission Page 3, Schedules to LHMU Final Submission Page 8 [85] The outcome of the proceedings will thus result in Ambulance employees receiving the following increases: 4% from 1 October 2008, (already in place), 4% or $34 per week, whichever is the greater, from 1 December 2009 (already in place); Increases of between 1.07% and 2.64% from 1 July 2010; 4% from 1 November 2010; and 3% from 1 October % 1 October 2008 (Sub 1) 4.0% 1 October % 1 October 2010 Increment 1 4% after 12 months qualified service Increment 2 4% after 2 years qualified service Increment 3 4% after 3 years qualified service Increment 4 4% after 4 years qualified service Increment 5 4% after 5 years qualified service Increment 6 4% after 6 years qualified service Increment 7 4% after 7 years qualified service Increment 8 4% after 8 years qualified service Increment 9 4% after 9 years qualified service Increment 10 4% after 10 years qualified service Patient Transport Officer Return to Main Menu Patient Transport Officer

26 LHMUQIRC DecisionPrivate Submissions 1 and 2 6% From 1 October 2008 *** 6% From 1 October 2009 *** 6% From 1 October 2010 *** Pay Point 1 Entry Level Pay Point 2 (Increment 1) ** 8.0% after 6 Mths at pay point 1 Pay Point 3 (Increment 2) ** 8.5% after 12 Mths at pay point 2 Pay Point 4 (Increment 3) ** 3.6% after Completion of Cert IV in Ambulance Communications Pay Point 5 (Increment 4) ** 3.8% after 12 Mths at pay point 4 ** Plus completion of agreed criteria Note: Comms Centre staff have 4 increments in place for advancement after entry level. Calculations of percentage increases were completed in comparison to previous pay point as supplied by the LHMU final Submission. Schedules to LHMU Final Submission Page 23 85] The outcome of the proceedings will thus result in Ambulance employees receiving the following increases: 4% from 1 October 2008, (already in place); 4% or $34 per week, whichever is the greater, from 1 December 2009 (already in place); Increases of between 1.07% and 2.64% from 1 July 2010; 4% from 1 November 2010; and 3% from 1 October % 1 October 2008 (Sub 1) 4.0% 1 October % 1 October 2010 Entry Level Increment 1 4% after 12 months qualified service Increment 2 4% after 2 years qualified service Increment 3 4% after 3 years qualified service Increment 4 4% after 4 years qualified service Increment 5 4% after 5 years qualified service Increment 6 4% after 6 years qualified service Increment 7 4% after 7 years qualified service Increment 8 4% after 8 years qualified service Increment 9 4% after 9 years qualified service Increment 10 4% after 10 years qualified service Emergency Medical Dispatcher Return to Main Menu Emergency Medical dispatcher

27 Patient Transport Officer (PTO) Recommended Rates of Pay Recommended pay increases and pay points to bring Patient Transport Officers into pay point parity with career streams in other industries with similar responsibilities: October Pay Parity increases: Classifications Pay as at 31/07/ Oct 2008 Parity% Increase Patient Transport Officer pp 1$ $ % Patient Transport Officer pp 2$ $ % Patient Transport Officer pp 3$ $ % Patient Transport Officer pp 4$ $ % Patient Transport Officer pp 5$ $ % Patient Transport Officer pp 6$ $ % Patient Transport Paramedic pp 1$ $ % Patient Transport Paramedic pp 2$ $ % Certificate IV Qualified *$ $ !% October % Increase October % Increase A Compounded pay increase of between 19.2% % Submission 1 PTO Private Submission 1 Return to Previous Page

28 Advanced Care Paramedic (ACP) Recommended Pay Rates Recommended ACPs be aligned with pay rates for Registered Nurse (RN) in Queensland Health (QH) – An ACP Mentor position to be created to align with the RN level 2 with the responsibilities of mentor / preceptor. Classification31/07/2008October 2008% Difference Advanced Care Paramedic (1st Year)$1,790.80$1, % Advanced Care Paramedic (2nd Year)$1,790.80$2, % Advanced Care Paramedic (3rd Year)$1,835.60$2, % Advanced Care Paramedic (4th Year)$1,835.60$2, % Advanced Care Paramedic (5th Year)$1,835.60$2, % Advanced Care Paramedic (6th Year)$1,835.60$2, % Advanced Care Paramedic (7th Year)$1,835.60$2, % Advanced Care Paramedic Mentor (1st Year)$1,835.60$2, % Advanced Care Paramedic Mentor (2nd Year)$1,835.60$2, % Advanced Care Paramedic Mentor (3rd Year)$1,835.60$2, % Advanced Care Paramedic Mentor (4th Year)$1,835.60$2, % October % Increase October % Increase Submission 1 ACP Private Submission 1 Return to Previous Page

29 Intensive Care Paramedic (ICP) Recommended Pay Rates Recommended the bringing of the ICP in line with Registered Nurse Clinical Nurse Consultant RNCNC) within Queensland Health (QH). As QH defines one of the roles of a RNCNC is to collaborate “with the Nurse Manager, Nurse Educator and Nurse Researcher to facilitate the provision of quality cost-effective care” the role of mentor / preceptor is defined within the position role. Classification 31/07/2008 October 2008% Difference Intensive care Paramedic (1st Year)$1,983.20$3, % Intensive care Paramedic (2nd Year)$1,983.20$3, % Intensive care Paramedic (3rd Year)$2,058.30$3, % October % Increase October % Increase Submission 1 ICP Private Submission 1 Return to Previous Page

30 Emergency Medical Dispatcher (EMD) Recommended Pay Rates Recommended the Emergency Medical Dispatchers (EMD) be bought into pay parity with Queensland Police Service Communication Room Operators, South Australian Communications Officers and New South Wales Ambulance Operations Communication Officers Classification31/07/2008October 2008% Difference Trainee Communication Officer$1,824.20N/A Communications Officer (1st Year)$1,423.10$1, % Communications Officer (2nd Year)$1,536.10$1, % Communications Officer Advanced (1st Year)$1,667.50$2, % Communications Officer Advanced (2st Year)$1,728.00$2, % Communications Officer Advanced (3rd Year)$1,793.30$2, % Communications Officer QEMS$1,793.30$2, % October % Increase October % Increase Submission 1 EMD Private Submission 1 Return to Previous Page

31 IssueQIRC Decision Meal Breaks[197] In all the circumstances, and after considering this matter at considerable length, we have decided not to interfere with the current provisions. That is not to suggest that there are no problems with existing arrangements. There clearly are. [202] In the event the parties reach an agreement in relation to this matter during the course of operation of this Determination (i.e. before 30 September 2012) we propose to include what might normally be described as a "leave reserved" provision in the Determination in relation to this item. If the parties reach agreement around the issue, but only if the parties reach agreement, we are prepared to vary the Determination, in accordance with s.150(2) of the Act, to include the agreed outcome. Other Matters At Issue Meal Breaks Return to Previous Page


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