Ramsay has not agreed to ratios this time but the following improvements provide the tools for safer staffing at Ramsay facilities:

• Stronger recognition of professional standards and obligations.
• On-call for emergencies not routine theatre lists.
• Protection for existing supernumerary In-Charge of Hospital, and new criteria for patient load when In-Charge of Hospital and In-Charge of Ward.
• New Professional Standards clause with consideration of ACORN Standards.
• Where NUM/MUM identifies that patient needs can’t be sufficiently met, a process to follow.
• NUM/MUMs to prioritise access to meal and rest breaks when establishing rosters.
• Replacement of leave absences with a nurse/midwife of the same level.
• Dedicated staff for ‘specials’ in addition to the numbers.
• Face-to-face training upon request for de-escalation/mental health/emergencies.
• Protection for new graduates – can refuse In-Charge of Ward if considered unsafe practice.

The pay increases won

• 2.5 per cent increase to pay and allowances from July 2018.
• 2.5 per cent increase to pay and allowances from July 2019 (with no strings attached).

Other improvements to conditions

• All existing conditions protected.
• Ten minute paid change time now at the start of shift and 10 minutes at the end of shift.
• Where a meal break is not taken by six hours due to employer direction, the employee is entitled to a paid missed meal break at overtime rates regardless of any breaks taken after six hours. Where employee agrees to finish shift early then missed meal break is not paid.
• A nurse or midwife working alone will be paid for missed meal break unless specific rostering arrangements ensure they are covered for breaks.
• Extra paid time for tea breaks for 12-hour shifts.
• Improved paid parental leave to 10 weeks.
• Employee can request access to pro-rata long service leave after five years.
• Commitment to full-time employee ADOs.
• Increase to $40 In-Charge of hospital and ward rates.
• Higher duties payment for all shifts if you regularly act up.
• Team leader to be recognised and paid as in-charge (not in team nursing context).
• Up to five days paid leave and support measures for staff experiencing family violence.
• Up to five days paid natural disaster leave.
• Annual Leave requests will be responded to in a fortnight except for high demand holiday periods.
• Part-timers able to request a review of contracted hours once every six months.
• Consecutive days off unless agreed otherwise.

Letters to the Editor
Share your thoughts on this article or anything else important to you as nurses and midwives by sending a Letter to the Editor.

Four letters are published in the Lamp each month and the letter chosen as Letter of the Month will win a gift card. Please include a high-resolution photo along with your name, address, phone and membership number. You can submit your letter by emailing the Lamp:lamp@nswnma.asn.au