AMA VICDOC Autumn 2024 - Magazine - Page 50
OVERVIEW OF KE Y 2022 ENTERPRISE AGREEMENTS WORKPLACE WINS
CLAUSE
EVOLU TION
MAIN WINS
OVERTIME
PAY FOR
FRACTIONAL
SPECIALISTS
Historically, there has been no
standard for being paid overtime;
a fractional specialist had to
negotiate this at the department
or hospital level themselves, with
varying degrees of success. The new
Agreement now explicitly states that
a doctor must be paid for additional
hours. The quantum still needs to
be negotiated.
» Fair pay for work done out
of hours
» Acknowledgement that
time worked should be paid
for Specialists will know
what they’re entitled to
» Employers will rethink
their approach to overengaging specialists
Under the previous agreement, a
doctor could work a whole on call
shift and be paid one figure — a fixed
fee to cover that entire time. Going
forward employers will be required
to pay an hour's pay at overtime
rates every time a doctor is
recalled remotely.
» Fair pay for work done out
of hours
» Employers will need to
keep track of overnight
consults
» Greater transparency of
workload
» Less burn out
» May incentivise employers
to roster another doctor
on overnight
For many years AMA/ASMOF have
been petitioning for some form of
payment included in the agreements
to financially reward doctors who
choose to work and live in rural
locations, and to encourage doctors
to consider it as an option.
» All rural health services are
covered by the clause
» Payment made at the
end of contract or year to
encourage the completion
of terms
» Improved staffing levels,
particularly towards the
end of the calendar year
All employees who have given six
months continuous service will
now be entitled to parental leave.
The new clause increases the paid
component to 14 weeks for primary
carer leave and two weeks for
secondary carer leave. An employee
couple can choose to share the
16 weeks as they see fit.
» More paid time off
» Better flexibility for parents
» Service requirement for
access to the entitlement
halved
A new clause that provides for
acknowledgement of continuous
improvement and education around
climate-related health topics
» Use of Continuing Medical
Education and conference
leave to attend any
relevant conference
» Requires engagement of
doctors by Health Services
on Sustainability
REMOTE
RECALL
FOR DIT
RURAL
AT TRACTION
AND
RETENTION
PAYMENT
INCREASED
PARENTAL
LEAVE AND
SHARED
LEAVE FOR
“EMPLOYEE
COUPLES”
CLIMATE
CHANGE
MITIGATION
AND
SUSTAINABILIT Y
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