The more member power we have behind us, the more effectively we can defend your rights. Help us improve working conditions in public hospitals by discussing membership with your non-colleagues. The next step is to ensure the full implementation of all agreed outcomes. This requires that the members of each site keep us informed of the progress made. So make sure your colleagues are members. Keep a close eye on your emails to get the most up-to-date information about your company agreement. The proposed new company agreements provide for four annual salary increases of 3% during the first full pay periods starting on 1 January 2018, 1 January 2019, 1 January 2020 and 1 January 2021. The realisation of these benefits will help to cover the costs of the day-to-day implementation of new or improved benefits for workers. The amount of the additional funding to be provided includes these savings/compensations. No further payments or amendments are to be paid or enter into force until the new company agreements have been approved by the Fair Work Commission and are officially operational. These include the corresponding notification payments under each of the company`s new agreements (see Annex 3 for more information on these payments).
The parties have developed new company agreements to reflect the agreed terms. The new company agreements have a nominal expiry date of December 31, 2021. Public hospitals and health services listed as employers in the new company agreements are listed in Appendix 1 and Appendix 2. Since the annual wage increases provided for in the proposed new company agreement exceed the government`s standard wage increase of 2.5% per year, the government has agreed to provide additional funding equal to the difference between the annual wage increases described in the proposed new company agreements and the standard rate of 2.5% per year. This additional funding will be repeated. As soon as the new agreements come into force, public hospitals and health services must ensure that the 3% wage increase on wages, starting from the first full salary period, which took place on 1 January 2018 starts paying the same “basic amounts” as the 6% salary increase was applied. The combination of these two increases should be not to increase the “base amounts” by more than 9%, i.e. the two increases do not actually amplify. For the current round of business negotiations (2015-2017), the ministry`s budget modelling focused more directly on the high-level staff profile of each hospital or public health service than in previous cycles, during which budget modelling focused more on “all sectoral profiles”. This will eliminate some of the heaviest “swings and roundabouts” that may have emerged in the context of the previous approach.
However, this approach to financing remains “production-based” in its general nature. Figure 1 below shows how the DFM is calculated for a hospital with a salary base of $100,000 for the medical workforce. The accepted DFM indexation is calculated on the corresponding salary basis at the time of expiry of the previous company agreement. . . .