Claim 49: All Employees
That employees be provided access to flexitime.
Claim 50: Allied Health Professionals
- Progression through AHP1 – AHP3 with a review of levels so there is a maximum of 12 levels across this three Band range.
- Rules for determining the level for appointment be agreed, including minimum levels based on experience, length of degree, post-grad qualifications and regional incentives.
- Recognition of Australian Quality Framework national classification levels and improved progression via clinical/education and management streams at L4-5 and accelerated progression through the attainment of post graduate study at all levels.
- Extend and amend the PUGS upgrade scheme for a non-healthcare setting.
- Payment of a Mentoring/preceptor allowance for AHPs supporting student placements.
- Incentive payments for chronically understaffed areas (to attract & retain).
- Increase to Professional Development Fund; widen scope and improved clarity about what it can be used for.
Claim 51: Pharmacy
- Employing over establishment to address high turnover and provide leave relief
- Establish training fund for Pharmacy technicians.
- Insert an Appendix in HAHSA that includes a broadbanded classification structure for both Pharmacists and Pharmacy technicians.
- Accelerated progression to address retention issues for both Pharmacists and Pharmacy Technicians.
- Flexibility in overtime worked; currently does not allow for any hours between 8 and 12 hours.
Claim 52: Pathology
- Employing over establishment to address high turnover and provide leave relief.
- Establish a training fund for technicians across departments.
- Insert an Appendix in HAHSA that includes a broadbanded classification structure for scientists and technicians across Bands 2 to 4.
- Accelerated progression to address retention issues for both scientists and technicians.
- Introduce minimum research time allocations to address retention issues.
- Flexibility in overtime worked; currently does not allow for any hours between 8 and 12 hours.
