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2016 DHHS EBA CAMPAIGN

Information for disability support worker

STOP THE PRIVATSATION OF PUBLIC DISABILITY

Information on HACSU's political campaign to stop privatisation

QUALITY WORKFORCE

QUALITY NDIS

Information for the community

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Certainty for Disability!

Please note that this page has limited information regarding the campaign. HACSU members can access detailed information including campaign updates and events at the DHHS EBA Campaign web page through the members portal

PHASE 3 BANS ARE IN PLACE NOW!

ROLLING STOP WORK ACTION IS OCCURING ACROSS VICTORIA!

JOIN HACSU AND JOIN THE CAMPAIGN TO DEMAND CERTAINTY FOR DISABILITY!

Protected action bans factsheet

Download or view a high-resolution version of the factsheet here

Final_Phase 2 Protected Action Factsheet

Read the latest campaign news here!

2017-04-13

Bargaining update ACTION CONTINUES ACROSS THE STATE On-call/Re-call ban Colanda action DHHS Easter Fact sheet Training and Professional Development Survey - competition winner! Family Violence Workforce Census

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2017-03-09

DHHS East DAS and DHHS East Records is undertaking archiving and renewal of Accommodation Service Files (ASF) in the coming weeks as required by the RSPM. HACSU advises members that the following protected action bans apply: No. 13, Refuse to communicate with DHHS area, division or central offices, excluding payroll; and No. 4, Refuse to undertake any courier work.

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2017-03-08

The Certainty for Disability DHHS Enterprise Agreement (EA) Campaign stepped up a notch with members in the Ovens Murry and Goulbourn Area stopping work and taking to the streets of Wangaratta to protest for a new EA. HACSU Disability workers are demanding an EBA that will improve wages and conditions, but very importantly to protect our future job security, and our existing conditions we have already fought so hard for.

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2016 DHHS EBA Campaign

  • Securing our jobs
  • Securing our public disability services
  • Securing our wages and conditions
  • Securing our future

2016 is an important year for Victorian public disability sector workers. The current Enterprise Bargaining Agreement (EBA) will expire in November this year. This is an opportunity for members to fight for better wages and conditions!

Our claim

Our EBA claim contains a wide range of clauses, which improve wages and conditions and seek to professionalise disability services so we can attract and retain workers in the new NDIS environment. We are also negotiating with Government to secure comprehensive protections for workers should the government force privatization on our industry.  

5% wage increase per year.

Winning higher wages 

  • A 5% increase to wages and allowances for each year of the agreement.
  • Additional increments / classifications at top of band, and for forensic, high complexity, respite. 

Improving penalty rates and allowances

  • Increase the weekend/public holiday sleepover penalty rate to 50% and apply the same penalty loading to the Standby and Recall Allowance.
  • Improved sleepover disturbance payments and better access to active nights.
  • Improve eligibility for higher duties payments. 

Better leave conditions

  • Inclusion of a domestic violence paid leave clause.
  • Better long service leave.
  • Access to paid team meetings.

Looking after casuals

  • Incremental pay progressions for hours worked.
  • Easier access to ongoing employment.
  • All casuals to receive training on managing complex health needs and positive behavioral support, with improved induction training.

Better access to training and safer workplaces.

Training and professional development

  • Funded training package to deliver minimum mandatory qualification at Certificate IV in Disability and practice in a human rights framework.
  • In addition to time paid for mandatory training, all employees to receive 5 days paid study leave per year for personal professional and career development purposes.
  • Training to assist career movement across services, streams and into supervisory work for upward career path.
  • Training for complex care and specialised support e.g. managing behaviors of concern, medical services, ageing, dual disability, autism spectrum disorder, with further detailed list of key topics. Including OH&S training.

Workplace violence and safety

  • Require code of practice for prevention and management of occupational violence in disability services is mandated and enforced as policy.
  • Employer must publish quarterly workplace violence report containing number of reported incidents, and incidents that have resulted in injury to staff / residents or property damage.
  • Provide all employees exposed to workplace violence with immediate post incident diffusing support, followed by formal debriefing by properly trained professionals.
  • Minimum standards and entitlements for HSR’s to undertake OH&S activities. 

Having your say at work

Workplace change

  • Require any review of workload to be conducted jointly with the employee/s and HACSU.
  • No new systems to be implemented without consultation and a workload impact statement in an agreed form must be provided. 
  • Where workload burden identified, management must take all reasonable steps to address and mitigate the workload risk.
  • Review roster review process and establish a ‘no disadvantage test’ with total pay, allowances, hours, and other work/life balance issues and a ‘minimum notice period’.
  • Amend Introduction of Change clause to require employer to consult in circumstances where there is significant effects on individuals.

Discipline process

  • Simplify Schedule C in order to better protect worker’s rights and expedite the process.

Adequate time allocated for admin duties.

Rostering

  • Amend rostering process to ensure at least one monthly team meeting, one hour PDS per employee, adequate time for completion of administration and domestic duties, and, 3 hours administration time per fortnight, per resident for key workers.
  • Employer required to demonstrate any proposed reduction in a Group Home’s rostered hours arises because of a change in resident/s support needs. In the absence of evidence supporting a reduction in hours, the Group Home’s rostered hours will not be reduced.

Other improvements

  • Operation Managers to be provided with remote computer access.
  • Better definitions of what is “complex work”.
  • The parties to agree on the minimum information to be provided on pay slips.
  • New agreement to comprehensively include and maintain all existing EBA employment terms, conditions and professional development and training provisions.
  • Comprehensive agreement on Colanda closure to be attached as a Schedule to the EBA.