[2024] FWCA 1766

FairWork
Commission
DECISION
Fair Work Act 2009
s.185—Enterprise agreement

Uniting Church In Australia Property Trust (Qld) T/A Unitingcare Health

(AG2024/989)

UNITINGCARE HEALTH ALLIED HEALTH EMPLOYEES

ENTERPRISE AGREEMENT 2023-2026
Health and welfare services

COMMISSIONER HUNT BRISBANE, 15 MAY 2024

Application for approval of the UnitingCare Health Allied Health Employees Enterprise
Agreement 2023-2026

[1] Uniting Church In Australia Property Trust (Qld) T/A Unitingcare Health (the
Employer) has applied for approval of an enterprise agreement known as the UnitingCare
Health Allied Health Employees Enterprise Agreement 2023-2026 (the Agreement). The
application was made pursuant tos.185 of the Fair Work Act 2009 (the Act). The Agreement is
a single-enterprise agreement.

[2] The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (Cth) made
a number of changes to enterprise agreement approval processes in Part 2-4 of the Act,
commencing operation on 6 June 2023. The notification time for the Agreement under s.173(2)
was 18 March 2023 and the Agreement was made on 17 March 2024. Accordingly, the genuine
agreement requirements are those applying before 6 June 2023 and the better off overall test
requirements are those applying on and from 6 June 2023.

[3] The Fair Work Commission (the Commission) raised certain concerns regarding the
Agreement with the Employer, and as a result, the Employer has provided written undertakings.
A copy of the undertakings is attached at Annexure A. Pursuant to s.190(4) of the Act, I sought
the views of the Australian Municipal, Administrative, Clerical and Services Union (ASU), the
United Workers’ Union (UWU) and employee bargaining representatives regarding the
undertakings, allowing a period of two business days from receipt of the undertakings to
provide any views. No views were received.

[4] I am satisfied that the undertakings will not cause financial detriment to any employee
covered by the Agreement and that the undertakings will not result in substantial changes to the
Agreement. Pursuant to s.190 of the Act, I accept the undertakings. In accordance with s.201(3)
of the Act, I note that the undertakings are taken to be a term of the Agreement.

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 [2024] FWCA 1766

[5] I have taken into consideration the material filed in the Commission. Subject to the
undertakings referred to above, I am satisfied that each of the requirements of ss.186, 187, 188
and 190 as are relevant to this application for approval have been met. The Agreement does not
cover all of the employees of the employer, however, taking into account s.186(3) and (3A) I
am satisfied that the group of employees was fairly chosen.

[6] The ASU and the UWU, each being bargaining representatives for the Agreement, have
given notice under s.183 that they want to be covered by the Agreement. In accordance with
s201(2) of the Act I note that the Agreement covers the ASU and the UWU.

[7] The Agreement is approved and, in accordance with s.54 of the Act, will operate from
22 May 2024. The nominal expiry date of the Agreement is 30 June 2026.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

<AE524619 PR774987>

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 [2024] FWCA 1766

Annexure A – Undertakings
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t (07) J253 4000
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2 May2024

Associate to Commissioner Hunt

Fair Wor1c Commission

Delivered via emaJ1 lo: [email protected]

Dear Commissioner Hunt

Application to approve the UnltingCare Health Allied Health Employees

Enterprise Agreement 2023-2026

The Uniting Church in Australia Property Trust (0 .) represented by UnttingCare Health

ABN 87 842 457 440 (UCH) hereby undertakes the following in relation to the
UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026
(Agreement):

1. Part Time Employees - Overtime (clauses 4.3 and 6.6.2)

UGH will not to require parUime Employees in Levels AHA 2.1 to AHA 3.2 to
work additional hours over their minimum guaranteed ordinary hours, except
where prior written agreement has been reached with the part-time Employee
and UCH.

2. Overtime Rates - Casual Employees (clauses 6.6.2)

All time worked by a casual Employee (except for a Level 6 Employee) in

Levels AHA2.1 to 3.2 in excess of full-time ordinary hours or outside the span
of hours on any one day shall be deemed to be overtime (unless a specific
penalty rate applies to the ordinary hours worked) and shall be paid for at the
following rate:

Hours Worked Overtime Rate for casual

Employees calculated on the
relevant Base Rate of Pay
Monday to Saturday 187.5% for the first 2 hours and
250% after 2 hours
Sunday 250%
Public holiday 312.5%

The overtime rates for casual Employees have been calculated by adding the
casual loading prescribed by clause 4.4 of Agreement before applying the
overtime rates for full time and part time Employees.

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 [2024] FWCA 1766

For the avoidance of doubt, casual Employees (except for a Level 6

Employee) in classifications other lhan Levels AHA2. 1 to AHA 3.2 will be paid
overtime in accordance with existing clause 6.6.2 of the Agreement

Signed for an on behaff of The Uniting Church in Australia Property Trust (0.)
represented by UnitingCare Health ABN 87 842 457 440.

Name: Craig Barke

Capacity: Chief Executive Officer

Date: 2 May2024

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UnitingCare Health Allied Health Employees
Enterprise Agreement
2023-2026
UnitingCare
Proudly representing
BlueCare I Lifeline I ARRCS I The Wesley Hospital I Buderim Private Hospital
St Stephen's Hospital I St Andrew's War Memorial Hospital
TABLE OF CONTENTS
1. APPLICATION AND OPERATION 3

2. FLEXIBILITY 6

3. COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION 7

4. EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS 11

5. CLASSIFICATION AND WAGE RELATED MATTERS 15

6. HOURS OF WORK, PENALTY RATES AND OVERTIME 18

7. ALLOWANCES 26

8. LEAVE AND PUBLIC HOLIDAYS 29

9. OTHER MATTERS 38

10. SIGNATORIES 40

SCHEDULE A - ALLIED HEALTH WORK CLASSIFICATION LEVEL DESCRIPTIONS 42

SCHEDULE B – WAGES 59

SCHEDULE C – ALLOWANCES 60

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1. Application and Operation

1.1. Agreement Title

1.1.1. This Agreement will be known as the UnitingCare Health Allied Health Employees Enterprise Agreement 2023-
2026 ('the Agreement').

1.2. Agreement Coverage

1.2.1. This Agreement will cover and apply in accordance with the Act to:

a. the Uniting Church in Australia Property Trust (Qld) represented by UnitingCare Health ABN 87842457440
(the Employer or UnitingCare Health or UCH); and
b. Employees in the roles described in clause 1.3.1 below who are employed by UCH at its Hospitals
including:
- St Andrew’s War Memorial Hospital
- St Stephen’s Hospital
- Buderim Private Hospital
- The Wesley Hospital
- any other UCH hospital/facility included after the making of this Agreement, and;
c. any Employee organisation that is covered by this Agreement pursuant to section 183 of the Act.

1.3. Agreement Scope

1.3.1. Allied Health Professionals and Assistants employed by UnitingCare Health at the above-named hospitals
which include but are not limited to:
- Allied Health Assistants and Nutrition Assistants
- Australian Anaesthesia Allied Health Practitioners (‘AAAHP’)
- Biomedical/ Electronics Technicians
- Cardiac Physiologists
- Dietitians
- Accredited Exercise Physiologists (Degree Qualified)
- Occupational Therapists
- Physiotherapists
- Psychologists
- Medical Radiation Practitioner (MRP) including Cardiac Radiographers and MRI Radiographers
- Social Workers
- Sonographers
- Speech Pathologists.

1.4. Relationship with the NES, Modern Awards and Employer’s Policies and Procedures

1.4.1. This is a comprehensive agreement that operates to the exclusion of any awards or other agreements.

1.4.2. This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES).
Where there is any inconsistency between this Agreement and the NES, and the NES provides a greater
benefit, the NES provision will apply to the extent of any inconsistency.

1.4.3. Employees are expected to comply with UCH policies and procedures (as varied from time to time), however
such policies and procedures are not incorporated into this Agreement. Where there is an inconsistency
between this Agreement and UCH policies and procedures, the provision that is more beneficial to the
Employee will apply to the extent of any inconsistency.

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1.5. Period of Operation and Replacement

1.5.1. This Agreement will operate seven days after the date it is approved by the Fair Work Commission and shall
remain in force until 30 June 2026.

1.5.2. The parties agree that discussions shall commence for a new agreement no later than six months prior to the
expiry date of the Agreement.

1.6. Definitions

Act Means the Fair Work Act 2009 (Cth) as amended or replaced from time to time

ADO Means Accrued Day Off

ASMIRT Australasian Society of Medical Imaging and Radiation Therapy

Base Rate Means the applicable hourly rate of pay payable for ordinary hours of work, exclusive of
loadings (including casual loading), allowances, overtime and penalty rates or any other
separately identifiable amounts

Employees Has the meaning set out in clause 1.3.1

Classification The level attributed to an Employee’s role in Schedule A of this Agreement based on
their skills, experience, qualifications and the duties performed

Day Worker Means an Employee who does not meet the definition of a shift worker

Executive Means the Employee appointed Executive of the relevant hospital

Facility Means a UCH hospital or health facility

FWC Means the Fair Work Commission or its successor

Immediate Means a spouse or former spouse, de facto partner or former de facto partner, child,
Family parent, grandparent, grandchild or sibling of the Employee; or a child, parent,
grandparent, grandchild or sibling of a spouse or de facto partner of the Employee

Increment Means an increase in wages from one Paypoint to the next Paypoint

IBHRE International Board of Heart Rhythm Examiners

Junior Means an Employee who is less than nineteen (19) years of age
Employee
Manager Means the direct line manager of the relevant clinical/technical stream

NES Means the National Employment Standards as contained in the Act

Paypoint Means the specific rate of remuneration payable to Employees within a Classification
Level

Professional Include, but are not limited to, on the job training, conferences, workshops, seminars,
Development technical training or Continuing Professional Development (CPD)
Activities

Shift worker A shift worker for the purposes of the NES is an Employee who:

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 a. Is regularly rostered over 24 hours/ 7 days of the week (i.e. an Employee who does
not have set days/ shifts in a week) in a department that operates 24/7, and;
b. who regularly works weekends (i.e. 13 or more weekend days (Saturday or Sunday)
in a year – pro rata for part time Employees), and;
c. who regularly works night shifts (ten (10) or more night shifts in a year – pro rata for
part time Employees).

UCH Means the Uniting Church in Australia Property Trust (Qld) represented by UnitingCare
Health ABN 87842457440

Unions Means the Australian Municipal Administrative and Clerical Services Union Queensland
Together Branch, and United Workers Union or any other employee organisation who is
covered by this agreement pursuant to section 183 of the Act

1.7. Posting of Agreement

A copy of this Agreement will be placed in a location where it can be easily read by all Employees, including
a conspicuous and convenient place at each facility and on the UCH intranet site.

1.8. Purpose of Agreement

1.8.1. The parties to this Agreement are committed to working cooperatively together to achieve:
a. A period of stability and certainty during the life of the Agreement;
b. A safe and productive working environment;
c. Flexible and fair systems of work which provide balance between assisting Employees in meeting their
personal responsibilities / commitments and supporting UCH in responding in an increasingly complex
environment;
d. Early resolution of issues at the lowest possible level, having regard for the circumstances, applying
effective communication, consultation and dispute settling processes; and
e. A well trained and professional workforce supported to grow to their full potential and equipped to
provide high levels of patient care.

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2. Flexibility

2.1. Individual Flexibility Arrangements

2.1.1. UCH and an Employee covered by this Agreement may agree to make an individual flexibility agreement to
vary the effect of terms of the Agreement if:
a. The arrangement deals with:
i. When work is performed; or
ii. Overtime rates, penalty rates, and allowances; and
b. The arrangement meets the genuine needs of UCH and the Employee in relation to one or more of the
matters mentioned in paragraph (i); and
c. The arrangement is genuinely agreed to by UCH and the Employee.

2.1.2. An Employee may seek advice prior to entering into any flexibility arrangement.

2.1.3. UCH must ensure that the terms of the individual flexibility arrangement:
a. Are about permitted matters under the Act; and
b. Are not unlawful terms under the Act; and
c. Result in the Employee being better off overall than the Employee would be if no arrangement was made.

2.1.4. UCH must ensure that the individual flexibility arrangement:

a. Is in writing; and
b. Includes the name of the Employer and Employee; and
c. Is signed by UCH and the Employee and if the Employee is under 18 years of age, signed by a parent or
guardian of the Employee; and
d. Includes details of:
i. The terms of the Agreement that will be varied by the arrangement; and
ii. How the arrangement will vary the effect of the terms; and
iii. How the Employee will be better off overall in relation to the terms and conditions of his or her
employment as a result of the arrangement, and;
iv. States the day on which the arrangement commences.

2.1.5. UCH must give the Employee a copy of the individual flexibility arrangement within 14 days after it is agreed
to.

2.1.6. UCH or the Employee may terminate the individual flexibility arrangement:
a. By giving no more than 28 days written notice to the other party to the arrangement; or
b. By UCH and the Employee at any time if they agree, in writing, to the termination.

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3. Communication, Consultation and Dispute Resolution
3.1. Consultation Regarding Major Workplace Change

3.1.1. This term applies if UCH has made a definite decision to introduce a major change to production, program,
organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on
the Employees.

3.1.2. For a major change referred to in subclause 3.1.1:

a. UCH must notify the relevant Employees of the decision to introduce the major change; and
b. subclauses 3.1.3 – 3.1.9 apply.

3.1.3. The relevant Employees may appoint a representative for the purpose of the procedures in this term.

3.1.4. If:
a. a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of
consultation; and
b. the Employee or Employees advise UCH of the identity of the representative;
UCH must recognise the representative.

3.1.5. As soon as practicable after making its decision, UCH must:

a. discuss with the relevant Employees:
i. the introduction of the change; and
ii. the effect the change is likely to have on the Employees; and
iii. measures UCH is taking to avert or mitigate the adverse effect of the change on the Employees; and
b. for the purposes of the discussion – provide, in writing, to the relevant Employees and where relevant
their representatives:
i. all relevant information about the change including the nature of the change proposed; and
ii. information about the expected effects of the change on the Employees; and
iii. any other matters likely to affect the Employees.

3.1.6. However, UCH is not required to disclose confidential or commercially sensitive information to the relevant
Employees.

3.1.7. UCH must give prompt and genuine consideration to matters raised about the major change by the relevant
Employees.

3.1.8. In this term, a major change is likely to have a significant effect on Employees if it results in:
a. the termination of the employment of Employees; or
b. major change to the composition, operation or size of the UCH workforce or to the skills required of
Employees; or
c. the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
d. the alteration of hours of work; or
e. the need to retrain Employees; or
f. the need to relocate Employees to another workplace; or
g. the restructuring of jobs.

3.1.9. In this term relevant Employees means the Employees who may be affected by a change referred to in clause
3.1.1.

3.2. Consultation Regarding Change to Regular Rosters or Ordinary Hours of Work

3.2.1. This provision applies if UCH proposes to introduce a change to the regular roster or ordinary hours of work
of Employees.

3.2.2. For a change referred to in subclause 3.2.1:

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 a. UCH must notify the relevant Employees and where relevant any Employee representative of the
proposed change; and
b. subclauses 3.2.3 to 3.2.7 apply.

3.2.3. The relevant Employees may appoint a representative for the purpose of the procedures in this term.

3.2.4. If:
a. a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of
consultation; and
b. the Employee or Employees advise UCH of the identity of the representative;
UCH must recognise the representative.

3.2.5. As soon as practicable after proposing to introduce the change, UCH must:
a. discuss with the relevant Employees the introduction of the change; and
b. for the purposes of the discussion- provide to the relevant Employees:
i. all relevant information about the change, including the nature of the change; and
ii. information about what the Employer reasonably believes will be the effects of the change on the
Employees; and
iii. information about any other matters that the Employer reasonably believes are likely to affect the
Employees; and
iv. invite the relevant Employees to give their views about the impact of the change (including any impact
in relation to their family or caring responsibilities).

3.2.6. However, UCH is not required to disclose confidential or commercially sensitive information to the relevant
Employees.

3.2.7. UCH must give prompt and genuine consideration to matters raised about the major change by the relevant
Employees.

3.2.8. In this term relevant Employees means the Employees who may be affected by a change referred to in clause
3.2.1.

3.3. Allied Health Consultative Committee

3.3.1. Within 6 months of the approval of this agreement there shall be an Allied Health Consultative Committee
(AHCC) formed, that will be comprised of:
a. at least six (6) Employee representatives from different specialist areas and UCH hospital sites, and;
b. at least one (1) Employee Union delegate;
c. at least two (2) Management Representatives, and;
d. at least one (1) Union representative.

3.3.2. The role of the AHCC will be to:

a. play an integral role in the dissemination of information in relation to the agreement, its interpretation
and implementation;
b. ensure fair, consultative and participative practices are implemented throughout the life of the
Agreement, and;
c. address relevant issues including those outlined in clause 3.3.3;
d. achieve a more co-operative workplace culture.

3.3.3. The AHCC shall meet quarterly (or more frequently if required) and may discuss any matter within its terms
of reference in addition to the following standing agenda items, including:
a. implementation of and compliance with the Agreement;
b. operational service delivery productivity improvements and optimization;
c. workload management;

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 d. workplace health and safety;
e. clinical governance, professional supervision, clinical placement supervision and service quality, and;
f. workforce capability, training and development.

3.3.4. The AHCC terms of reference will be agreed by the nominated AHCC members in advance of the first AHCC
meeting.

3.4. Workload Management Strategies

3.4.1. The parties to this Agreement acknowledge that management are committed to ensuring workforce levels
are appropriate for the provision of positive clinical outcomes for patients.

3.4.2. The parties agree that Employees and management should have access to a number of avenues to ensure
that as changes are considered or new processes are adopted, consideration will be given to achieving a
balanced workload for all Employees.

3.4.3. Employees and management are encouraged to follow the UCH Workload Management Procedure to report
issues related to workload management. This includes in the first instance reporting issues to the immediate
supervisor or manager.

3.4.4. Unresolved, non-urgent or ongoing issues will be addressed as per the Workload Management Resolution
Procedure.

3.5. Dispute Resolution

3.5.1. If a dispute relates to:

a. A matter arising under the Agreement
b. The National Employment Standards;
This term sets out the procedure to settle the dispute.

3.5.2. An Employee who is a party to the dispute may appoint a representative for the purpose of the procedures
in this term, which could include a Union covered by this Agreement.

3.5.3. Employee(s) must:

a. discuss the dispute or grievance with their immediate supervisor who will investigate and respond to the
Employee as quickly as possible;
b. If the Employee is not satisfied with this response, they may escalate the dispute to their immediate
manager’s Leader;
c. If the Employee(s) remain unsatisfied, they may escalate the dispute to UCH’s Senior Manager of
Employee Relations or their delegate.

3.5.4. If the dispute cannot be resolved following the process outlined in clause 3.5.3, it may be referred to the
FWC.

3.5.5. The FWC may deal with the dispute in two stages:
a. The FWC will first attempt to resolve the dispute as it considers appropriate, including by mediation,
conciliation, expressing an opinion or making a recommendation; and
b. If the FWC is unable to resolve the dispute at the first stage, it may then:
i. arbitrate the dispute; and
ii. make a determination that is binding on the parties.

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 Note: If the Fair Work Commission arbitrates the dispute, it may also use the powers that are available to it
under the Act. A decision that Fair Work Commission makes when arbitrating a dispute is a decision for the
purpose of Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision.

3.5.6. While the parties are trying to resolve the dispute using the procedures in this term:
a. An Employee must continue to perform their work as they would normally unless they have a reasonable
concern about an imminent risk to their health and/or safety; and
b. An Employee must comply with a direction by UCH to perform other available work, whether at the same
or another workplace, unless:
i. the work is not safe; or
ii. applicable occupational health and safety legislation would not permit the work to be performed; or
iii. the work is not appropriate for the Employee to perform; or
iv. there are other reasonable grounds for the Employee to refuse to comply with the direction.

3.5.7. The parties to the dispute agree to be bound by a decision made by the FWC in accordance with this term.

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4. Employment Relationship and Related Arrangements
4.1. Employment Categories

4.1.1. Employees under this Agreement will be employed in one of the following categories:
- Full-time;
- Part-time;
- Casual, or;
- Maximum term (full-time or part-time)

4.1.2. At the time of engagement, each Employee will receive a written contract of employment which specifies
the employment category and classification level.

4.2. Full-Time Employment

4.2.1. A full-time Employee is engaged to work 38 hours per week, or an average of 76 hours per fortnight in
accordance with the provisions of this Agreement.

4.3. Part-Time Employment

4.3.1. A part-time Employee:

a. is employed for less than 76 ordinary hours per fortnight, provided that the average hours shall be less
than an average of 38 hours per week;
b. is rostered to work a minimum of 3 hours on each shift, and;
c. receives, on a proportionate basis, equivalent pay and conditions to those of full-time Employees in the
same classification.

4.3.2. Upon commencement, UCH and the part-time Employee will agree in writing the minimum number of
guaranteed ordinary hours to be worked each fortnight within the limitations of clause 4.3.1.

4.3.3. A part-time Employee’s ordinary hours shall be worked in accordance with a roster which may be amended
from time to time by mutual agreement, subject to the operational needs of the Facility, after consultation
with the Employee concerned.

4.3.4. A part-time Employee will accrue annual leave and personal carers’ leave, according to the ordinary hours
worked each week which will include:
a. the minimum number of guaranteed ordinary hours as agreed in accordance with clause 4.3.2, and;
b. additional hours above the minimum guaranteed ordinary hours as specified in clause 4.3.2, up to 76
hours each fortnight.

4.3.5. Where an Employee works additional hours over the minimum guaranteed ordinary hours, these additional
hours will also count towards the Employee's next pay increment where applicable.

4.3.6. The minimum number of guaranteed ordinary hours worked by a part-time Employee may be reviewed on
an annual basis or as requested by the Employee. A part-time Employee’s ordinary hours may be adjusted
following consultation and agreement between the Employee and the Manager.

4.4. Casual Employment

4.4.1. A casual Employee:

a. is engaged on an hourly basis to work less than 76 ordinary hours per fortnight;

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 b. is paid a casual loading of 25% in addition to the base hourly rate applicable to their classification under
this agreement, in place of entitlements including paid annual or personal/carers’ leave, notice of
termination or redundancy pay;
c. Is provided a minimum payment for three hours work in respect of each engagement.

4.5. Maximum Term Employment

4.5.1. A maximum term Employee is engaged by UCH for a specific period or a specific task/s. In circumstances
where employment ceases prior to the maximum term end date, notice requirements set out in subclauses
4.6.2 and 4.6.8 will apply.

4.6. Termination of Employment

4.6.1. Statement of Service

UCH shall, in the event of termination of employment, provide upon request to the Employee whose
employment has been terminated a written statement specifying the period of employment and the
classification or type of work performed by the Employee.

4.6.2. Termination by UCH

UCH may dismiss an Employee by giving the following written notice:
Period of Continuous Service Period of Notice
Not more than 3 years 2 weeks
More than 3 but not more than 5 years 3 weeks
More than 5 years 4 weeks

4.6.3. In addition to the notice in clause 4.6.2, Employees 45 years old or over and who have completed at least 2
years' continuous service with UCH shall be entitled to an additional weeks' notice.

4.6.4. Payment in lieu of notice will be made if the appropriate notice is not given, provided that employment may
be terminated by part of the period of notice specified and part payment in lieu of notice.

4.6.5. In calculating any payment in lieu of notice, the minimum compensation payable to an Employee will be at
least the total of the amounts UCH would have been liable to pay the Employee if the Employee's
employment had continued until the end of the required notice period. The total must be worked out on the
basis of:
a. The ordinary working hours to be worked by the Employee during the notice period; and
b. The amounts payable to the Employee for those hours including for example allowances, loadings and
penalties; and
c. Any other amounts payable under the Employee's employment contract.

4.6.6. The period of notice in clause 4.6.2 shall not apply in the case of dismissal for serious misconduct or other
grounds that justify instant dismissal, or in the case of a casual Employee.

4.6.7. Time off During Notice Period

Where UCH provides notice of termination, an Employee shall be allowed up to one day's time off without
loss of pay for the purpose of seeking other employment. This time off shall be taken at times that are
convenient to the Employee after consultation with UCH.

4.6.8. Notice of Termination by an Employee (Resignation)

a. The notice of termination required to be given by an Employee shall be two weeks;
b. If an Employee who is at least 18 years old fails to give notice, UCH shall have the right to deduct a
maximum of one weeks’ wages due to the Employee under this Agreement.

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4.6.9. Payment Upon Termination
4.6.10. Payment of monies owing on termination will be paid into an electronic funds transfer account, or equivalent,
within 3 working days after the employment stops.

4.7. Redundancy

4.7.1. Consultation
Where UCH decides that it no longer wishes the job the Employee has been doing to be done by anyone, and
this is not due to the ordinary and customary turnover of labour and that decision may lead to termination
of employment, UCH shall consult the Employee directly affected and where relevant, their representative
in accordance with clause 3.1 of this Agreement.

4.7.2. Transfer to Lower Paid Duties

a. Where an Employee is transferred to lower paid duties for reasons of redundancy, the Employee shall be
entitled to the same period of notice of transfer as the Employee would have been entitled to if the
Employee's employment had been terminated under clause 4.6.2.
b. UCH may, at its discretion, provide payment in lieu of notice (calculated under clause 4.6.5), equal to the
difference between the former amounts UCH would have been liable to pay and the new lower amount
UCH is liable to pay the Employee for the number of weeks of notice still owing.

4.7.3. Time off During Notice Period

a. Where a decision has been made to terminate an Employee’s employment due to redundancy, the
Employee shall be allowed up to one day's time off without loss of pay during each week of notice for the
purpose of seeking other employment.
b. If the Employee has been allowed paid leave for more than one day during the notice period for the
purpose of seeking other employment, the Employee shall, at the request of UCH, be required to produce
proof of attendance at an interview or the Employee shall not receive payment for the time absent. For
this purpose, a statutory declaration will be sufficient.

4.7.4. Redundancy Pay

In addition to the period of notice prescribed for ordinary termination in clause 4.6.2 and subject to any order
of the FWC, an Employee (except a casual) whose employment is terminated for reason of redundancy shall
be entitled to the following redundancy pay, based on their duration of service:
Period of Continuous Service Redundancy Pay
Less than 1 year Nil
More than 1 but less than 2 years 4 weeks’ pay
More than 2 but less than 3 years 6 weeks’ pay
More than 3 but less than 4 years 7 weeks’ pay
More than 4 but less than 5 years 8 weeks’ pay
More than 5 but less than 6 years 10 weeks’ pay
More than 6 but less than 7 years 11 weeks’ pay
More than 7 but less than 8 years 13 weeks’ pay
More than 8 but less than 9 years 14 weeks’ pay
More than 9 years 16 weeks’ pay

4.7.5. Leaving During Notice Period

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 An Employee whose employment is terminated for reasons of redundancy, or because of the insolvency or
bankruptcy of the Employer, may terminate such employment during the period of notice, and, if so, shall
be entitled to the same benefits and payments under this clause had such Employee remained with UCH
until the expiry of such notice, provided that in such circumstances the Employee shall not be entitled to
payment in lieu of notice.

4.7.6. Employees Exempted

Clause 4.7.4 shall not apply:
a. Where employment is terminated as a consequence of misconduct on the part of the Employee; or
b. To Employees engaged for a specific period or task(s); or
c. To casual Employees.

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5. Classification and Wage Related Matters
5.1. Classification Structure

5.1.1. The Classification Structure for Employees under this Agreement is set out in Schedule A.

5.1.2. Progression Through Levels in the Agreement

Movements between classification Levels will only be permitted through a formal application to an approved
vacancy. Recruitment will be conducted using the principles of the UCH Recruitment and Selection
Procedure.

5.1.3. Progression through Paypoints within a Level

a. Progression for all classifications for which there is more than one paypoint will be by annual movement,
equivalent to:
i. 1976 hours for a full-time Employee, or;
ii. 1200 hours of similar experience for a part-time or casual Employee.
b. Casual Employees shall maintain continuous service for annual progression and for the purpose of
5.1.2(b), continuous service for a casual Employee ends if the employment is broken by more than 3
months between the end of one employment contract and the start of the next employment contract.

5.2. Wage Rates

5.2.1. An Employee will be paid the Base Rate applicable for their classification as set out in Schedule B.

5.3. Wage Increases

5.3.1. The Base Rates of Pay will be increased as follows and as set out in Schedule B over the nominal life of the
Agreement:

Timeframe Increase
From the first full pay period after 1 July 2023 (to be paid on the pay day in respect of 5%
the first full pay period after 1 May 2024)
From the first full pay period after 1 July 2024 4%
From the first full pay period after 1 July 2025 3.5%

5.4. Junior Rates

5.4.1. A Junior Employee engaged under this Agreement will be paid the percentage of the Base Rate payable to
an adult Employee classified at Level 1, paypoint 1, subject to their age, per the table below:
Age Of Employee Percentage Of Adult Rate Payable
Under 18 years 65%
At least 18 but less than 19 years 75%

5.4.2. Junior rates shall be calculated in multiples of 10 cents with any result of 5 cents or more being taken to the
next highest 10 cent multiple.

5.5. Incidental / Peripheral Tasks

5.5.1. UCH may direct an Employee to carry out such duties as are within the limits of the Employee's skills,
competence and training provided that such duties are not designed to promote de-skilling.

5.5.2. UCH may direct an Employee to carry out duties and use such equipment and tools, provided they have been
trained to operate them.

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5.5.3. The assignment of incidental or peripheral tasks to an Employee or a class of Employees shall:
a. be consistent with the efficient performance of the Employee's main task or functions;
b. be subject to the Employee having skills or competence to perform the initial tasks, and;
c. be consistent with UCH's responsibilities to provide a safe and healthy working environment.

5.6. Experience to Count

5.6.1. On appointment, an Employee shall be given credit for all previous allied health service with other employers,
provided that the onus of proving previous experience shall be on the Employee. This will be used to
determine the paypoint applicable on commencement.

5.6.2. Any Employee unable to provide proof of previous experience within 4 weeks of engagement, will be paid at
the appropriate paypoint for the first year of service or the year to which proof of experience is provided for
the class of Employee so appointed.

5.6.3. Wages shall continue at this rate of pay until proof of previous experience is provided to UCH or until such
time as service has been accumulated to warrant payment at a higher rate. Where proof of previous
experience is not provided within 4 weeks of engagement, wages will continue to be paid at that rate of pay
until such time as further proof of previous experience is provided to UCH and only then will the higher rate
become payable from the date supplied.

5.6.4. Subject to proof of previous experience being provided within 4 weeks, UCH will adjust previous payments
back to the date of commencement.

5.7. Higher Duties

5.7.1. If an Employee is called upon to perform higher duties and is appointed to act in a classification level which
is of a higher level to their substantive role and they are required to fulfil all of the duties associated with the
higher duties role, they shall be paid at the first paypoint within the higher duties position classification level.
Employees will be paid for higher duties for the entire period they are undertaking the higher duties role.

5.8. Payment of Wages

5.8.1. Wages shall be paid by UCH by electronic funds transfer (“EFT"), fortnightly in arrears. Any alternative
arrangement of paying wages shall be at the discretion of UCH.

5.9. Salary Packaging

5.9.1. UCH may by agreement with an Employee (full-time, part-time and casual Employee) introduce
remuneration packaging in respect of that Employees' salary.

5.9.2. The parties agree to review the provisions of this in the event of significant change to existing taxation laws
or the introduction of any new legislation.

5.10. Superannuation

5.10.1. In addition to all other entitlements, Employees covered by this Agreement shall be entitled to the minimum
superannuation contribution in accordance with the Superannuation Guarantee (Administration) Act 1992
(Cth).

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5.10.2. The Employer will pay superannuation contributions for Employees on a monthly basis, into a complying
Superannuation Fund nominated by the Employee in accordance with the Superannuation Guarantee
(Administration) Act 1992 (Cth).

5.10.3. Upon employment the Employer will advise Employees they may nominate a fund into which all
superannuation contributions will be paid.

5.10.4. Should an Employee fail to nominate a fund while it remains a legislative requirement:
a. the Employer will contact the Australian Taxation Office (ATO) to see if the Employee has an existing fund.
b. If the ATO identifies that the Employee has an existing fund, this will be their ‘stapled’ account and the
Employer will pay the superannuation contributions for the Employee into this account;
c. If no account is found and the Employee hasn’t chosen a fund, the Employer will create a new account for
them with the Employer’s default super fund. The Employer will pay the Employee’s statutory
superannuation contributions to this fund.

5.10.5. The default funds for this Agreement are:

a. HESTA;
b. NGS;
c. Australian Retirement Trust;
d. Health Industry Plan
e. A fund as listed in the applicable Award;
f. A complying superannuation fund of the Employee’s choice.

5.10.6. The superannuation contributions will be paid at ordinary time earnings as defined by the ATO.

5.10.7. The Employer and Employee may agree to the Employee salary sacrificing further superannuation
contributions. In such cases, the Employer contribution shall be based on the amount the Employee would
have received had there been no salary sacrifice.

5.10.8. In addition to any other arrangement, the Employee may elect to make further contributions.

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6. Hours of Work, Penalty Rates and Overtime
6.1. Hours of Work

6.1.1. The ordinary hours of work for full-time, part-time and casual Employees are set out in part 4 of this
Agreement.

6.1.2. Subject to clause 6.2, the ordinary hours of all Employees shall not exceed 8 hours per day or by agreement,
10 hours per day exclusive of meal breaks and shall be worked within a spread of 12 hours calculated from
the commencing time.

6.2. Span of Ordinary Hours

6.2.1. In Anaesthetic departments, the ordinary hours of work for a Day Worker will be worked between 6.00 am
and 11.00 pm Monday to Friday. Shifts can be rostered for a 6, 8 or 10 hours duration unless otherwise
agreed.

6.2.2. In Allied Health departments, the ordinary hours of work for a Day Worker will be worked between 6.00 am
and 7.00 pm Monday to Friday and 7.30 am to 6.00 pm Saturday and Sunday.

6.2.3. In Bio Medical/ Engineering departments, the ordinary hours of work for a Day Worker will be worked
between 6.00 am and 6.00 pm Monday to Friday.

6.2.4. Cardiac Physiologists, Cardiac MRPs and Cardiac Sonographers may be requested to work a compressed work
cycle and/or be responsive and flexible in their work roster, in order to meet demand for patient services.
The daily ordinary hours (minimum of 3 and maximum of 10 on any shift), will be worked between 5.30am
and 8.00pm Monday to Friday and the start and finish times will be amended as mutually agreed between
the Employee and the Manager.

6.2.5. For Wesley Breast Clinic Sonographers and Radiographers, the ordinary hours of work will be worked
between 6.00am and 6.00pm Monday to Saturday.

6.2.6. For all other Employees, the ordinary hours of work for a Day Worker will be worked between 6.00 am and
6.00 pm Monday to Friday.

6.3. Rosters

6.3.1. A roster setting out the Employee’s days of duty and starting and finishing times on such days shall be
accessible to Employees at least 14 days before the commencement of each fortnight, provided that the
roster may be changed by mutual agreement between the Employee and UCH at any time.

6.3.2. UCH will endeavour to provide no less than 7 days’ notice of a change to the roster, provided that for reasons
beyond the Employer’s control (e.g. unforeseen fluctuations in patient demand or unplanned Employee
absenteeism) less than 7 days’ notice may be provided.

6.3.3. Where the roster change results in the Employee receiving 24 hours’ or less notice of a requirement to work,
such changes can only be made with the Employee’s agreement.

6.3.4. Where less than 24 hours’ notice is provided and the shift is being changed for reasons other than in an
emergency or unexpected circumstances then double time will be paid for the shift worked.
6.3.5. An Employee’s roster may provide for any one of the following combinations of days free from rostered work
each fortnight:

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 a. Two (2) periods comprising two days each; or
b. Three (3) consecutive days and one stand-alone day; or
c. One (1) period of four consecutive days; or
d. Two (2) consecutive days and two standalone days by mutual agreement between the Employee and
Employer.

6.3.6. Provided any one of these combinations may be varied to enable two single free days free from rostered
work if requested in writing by the Employee

6.4. Breaks

6.4.1. Meal Breaks

a. Where an Employee is rostered to work in excess of six (6) hours continuously, the Employee shall be
entitled to an unpaid meal break of not less than thirty (30) minutes between the fourth and sixth hours
after the commencement of duty, and thereafter at intervals of no more than six (6) hours.
b. The time of taking the meal break may be varied by agreement between UCH and the Employee.
c. For AAAHPs, Cardiac Physiologists and Cardiac MRPs only, where an Employee is required to remain on
duty during a meal break, the Employee will be paid double time for all time worked until the meal break
is taken. Payment at double time will apply from the 6th hour until the meal break is taken or the end of
the shift, whichever occurs first and is subject to:
i. Working through the break must be for reasons other than to suit an Employee's own particular
requirements; and
ii. The Employee informing their Manager, within the six (6) hour period, that they are unable to take a
meal break and the particular circumstances for this; and
iii. The Manager providing authorisation to the Employee to remain on duty during the meal break and/or
beyond the 6th hour without a meal break.

6.4.2. Clause 6.4.1 does not apply to other Employees covered by this Agreement as these Employees are to
organise their work time so that a meal break is taken at an appropriate time.

6.4.3. Tea Breaks/ Rest Pauses

a. Every Employee shall be entitled to a paid ten (10) minute tea break/rest pause in each four hours at work
at a time to be agreed between UCH and the Employee.
b. Subject to agreement between UCH and the Employee, such breaks may alternatively be taken as one
twenty (20) minute tea break/rest pause.

6.5. Penalty Rates

6.5.1. Penalty and overtime payments are not cumulative. This means that an Employee is paid only the highest
(and not all) of the overtime or penalty rate.

6.5.2. Afternoon Shift Penalty – AAAHPs, Cardiac Physiologists and Cardiac MRPs only
AAAHP’s, Cardiac Physiologists and Cardiac MRPs who work an afternoon shift as defined in column 1 will be
paid the percentage specified in column 2 of the table below for the duration of the shift, in addition to their
Base Rate for this work:

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 Hours Worked Full Time Or Casual Employees
Part Time Calculated on The Relevant Base Rate
(Exclusive Of The Casual Loading).
Employee
Afternoon Shift 12.5% 37.5%
A shift that either:
a. commences at or after 12 midday,
or;
b. commences before 12 midday, but
has the majority of ordinary hours
worked after 3.00pm

6.5.3. Night Shift Penalty for Shift workers Only

Where the ordinary rostered hours of a shift worker as defined in clause 1.7 commence or conclude within
the span of hours in column 1, they will be paid the percentage specified in column 2 of the table below in
addition to their Base Rate:

Full or Part-Time Employees &

Casual Employees
Calculated on The Relevant Base Rate
(Exclusive of The Casual Loading).
a. shift commences between 6pm and 6am, or; 15%
b. shift concludes between 6pm and 8am

6.5.4. Late Work, Weekend and Public Holiday Penalties

For ordinary hours worked during a period specified in column 1, an Employee will be paid the corresponding
percentage set out in the table below in addition to their Base Rate:
Ordinary Hours Worked Full Time Or Casual Employee Applies To
Part Time Calculated on The Relevant
Employee Base Rate
(Exclusive of The Casual
Loading).
After 6pm, Monday – 12.5% 37.5% Day workers as defined in
Friday clause 1.7 ONLY
(non-public holidays)
Midnight Friday – 50% 75% Day workers and Shift workers
Midnight Saturday
Midnight Saturday- 100% 125% Day workers and Shift workers
Midnight Sunday
Public Holiday 150% 175% Day workers and Shift workers
(minimum of 4 hours)

6.6. Overtime

6.6.1. Reasonable Overtime

a. UCH may require an Employee to work reasonable overtime at overtime rates, subject to adequate prior
notice. Except in an emergency, no Employee shall work overtime unless instructed to do so by their
Manager.
b. In accordance with the Act, an Employee may refuse to work reasonable overtime including in
circumstances where the working of such overtime would result in the Employee working hours which
are unreasonable, having regard to:
i. any risk to the Employees’ health and safety from working the additional hours;
ii. the Employee’s personal circumstances including any family responsibilities;
iii. the notice (if any) given by the Employer of the overtime and by the Employee of his or her intention
to refuse it; and other relevant matters.

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 iv. Penalty and overtime payments are not cumulative. This means that an Employee is paid only the
highest (and not all) of the overtime or penalty rates.

6.6.2. Overtime Rates

All time worked by any Employee (except for a level 6 Employee) in excess of full-time ordinary hours or
outside the span of hours on any one day shall be deemed to be overtime (unless a specific penalty rate
applies to the ordinary hours worked) and shall be paid for at the following rate:

Hours Worked Full-Time, Part-Time and Casual Employees

For Casual Employees penalty is calculated on the relevant Base Rate of Pay (exclusive of the Casual
Loading)
Monday to Saturday time and a half (150%) for the first two (2) hours and
double time (200%) thereafter;
Sunday double time (200%)
Public Holiday double time and a half (250%);
All overtime worked by an double time (200%).
Employee defined as a shift
worker in accordance with
clause 1.7 only

6.7. On Call (Except For Emergency Clinical Response)

6.7.1. Employees in the following occupations may be required to participate in On Call arrangements:
- Allied Health Assistants and Nutrition Assistants
- Australian Anaesthesia Allied Health Practitioners (AAAHP)
- Dietitians
- Accredited Exercise Physiologists (Degree Qualified)
- Occupational Therapists
- Physiotherapists
- Psychologists
- Social Workers
- Speech Pathologists
- Any other occupational groups that may be required to undertake on call duties.

6.7.2. The provisions of this clause do not apply to Employees classified at Level 6 as such Employees are not
required to be on-call.

6.7.3. If an Employee is required to be on call, the Employee must be easily contactable at home or another
mutually agreed place and be in a fit state to present for work in a timely manner.

6.7.4. UCH will make all reasonable efforts to arrange the roster so anyone placed on call on Sunday is not rostered
to work day shift on Monday.

6.7.5. It is not the intention of UCH that an Employee, unless they otherwise agree, should be placed on call
immediately prior to a rostered day off or accrued day off or while on annual leave.

6.7.6. The time spent travelling to and from the place of duty shall be deemed to be time worked, however the
provisions of clause 7.7 do not apply.

6.7.7. If an Employee is recalled for duty, the Employee will be paid in accordance with clause 6.6.2

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6.8. On Call – Emergency Clinical Response - Cardiac Physiologists/Cardiac MRPs, AAAHPs

6.8.1. The provisions of this clause do not apply to Employees classified at Level 6 as such Employees are not
required to be on-call.

6.8.2. The provisions within this clause will only apply to Cardiac Physiologists and Cardiac MRPs and AAAHPs who
are required to be on call for emergency clinical response when essential direct emergency clinical
interventions are required or patient health will likely be compromised without the timely intervention of
the health practitioner.

6.8.3. After being contacted, the Employee will generally be available for presentation at the hospital within
approximately 20 minutes assuming that there are good traffic conditions.

6.8.4. It is not the intention of UCH that an Employee, unless they otherwise agree, should be placed on call
immediately prior to a rostered day off or accrued day off or while on annual leave.

6.8.5. For each 24 hour on call period, an Employee will be paid the emergency clinical response on-call allowance
specified in Schedule C with reference to the calendar day on which the major portion of the on-call period
falls.

6.8.6. The time spent travelling to and from the place of duty shall be deemed to be time worked, however the
provisions of clause 7.7 do not apply.

6.8.7. If an Employee is recalled for duty, the Employee will be paid in accordance with clause 6.6.2

6.9. On Call – Provision Of Advice By Phone

6.9.1. Employees who are telephoned while on call or off duty will not be required to provide professional or clinical
advice by telephone in circumstances which, in their opinion, it is unsafe to do so.

6.9.2. An Employee who is required to be on-call and who is required to perform work by the Employer via
telephone or other electronic communication away from the workplace will be paid at the appropriate
overtime rate for a minimum of one hour’s work. Multiple electronic requests made and concluded within
the same hour shall be compensated within the same one hour’s overtime payment. Time worked beyond
one hour will be rounded to the nearest 15 minutes

6.10. Recall to Work (Whether Rostered or Not Rostered on Call)

6.10.1. This clause applies to any Employee, whether rostered to be on call or not, who is subsequently required to
return to work after leaving the Employer’s premises (recalled).

6.10.2. The provisions of this clause do not apply to Employees classified at Level 6.

6.10.3. An Employee who is recalled on any day which is not a public holiday will be paid for a minimum of 3 hours
work at the appropriate overtime rate. Except in the circumstances where an Employee, who is recalled to
work on a public holiday, will be paid for a minimum of 4 hours work at the appropriate overtime rate.

6.10.4. Except in the case of unforeseen circumstances arising, an Employee who is recalled to duty will not be
obliged to work 3 hours or four hours on the public holiday, if the work for which the Employee was recalled
and any associated duty, is completed within a shorter period.

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6.10.5. Where an Employee has worked less than two (2) hours on a call out, that starts within two (2) hours of their
rostered start time, the Employee may agree to stay on and commence their shift. Despite this, the intention
of clause 6.11 is that all Employees receive a 10 hour break between shifts where possible or unless otherwise
agreed between UCH and the Employee.

6.11. Break Between Periods of Duty

6.11.1. An Employee will be allowed at least ten (10) hours free of duty between the completion of work on one
shift and the commencement of their next shift.

6.11.2. When overtime work is necessary it will, wherever reasonably practicable, be so arranged that Employees
have at least 10 consecutive hours off duty between the work of successive days or shifts, including overtime.

6.11.3. An Employee who works so much overtime between the termination of ordinary work on the one day and
the commencement of ordinary work on the next day, that they have not observed a 10-hour break, will be
released after the completion of the overtime until they have had ten (10) consecutive hours off duty without
loss of pay for ordinary working time occurring during the absence. If on the instructions of UCH, an Employee
resumes or continues work without having ten (10) consecutive hours off duty, double time rates shall be
paid until such period off duty is provided without loss of ordinary pay for such time off.

6.12. Time Off in Lieu (‘TOIL’) – Level 6 Employees

6.12.1. Where Level 6 Employees work overtime, they are entitled to Time off in lieu (TOIL) to be taken at a time
agreed with their Manager on a time worked for time taken basis (e.g. 1 hour worked, 1 hour of TOIL to be
taken).

6.12.2. An Employee must not retain a balance of more than the equivalent of 2 weeks of TOIL at the Employee’s
contracted hours.

6.12.3. TOIL must be taken within the financial year it is accrued and will not be paid out on termination of
employment.

6.13. Time Off in Lieu (‘TOIL’) – Except for Level 6 Employees

6.13.1. By mutual agreement between UCH and the Employee (other than a Level 6 Employee), an Employee may
take time off instead of receiving payment for overtime at a mutually agreed time.

6.13.2. All time off in lieu is to be accrued at the equivalent overtime penalty rate, e.g. if 1 hour of overtime is
worked, an Employee accumulates 1.5 hours of time off.

6.13.3. Employees may accrue up to 24 hours of TOIL unless UCH and the Employee by mutual agreement determine
a greater TOIL accumulation.

6.13.4. TOIL hours can be cashed in by the Employee, at the appropriate overtime rates, and will be paid out on
termination of employment.

6.14. Reverse Time Off in Lieu (‘TOIL’) – ‘Make Up Time’

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6.14.1. The purpose of 'reverse time in lieu' or 'make up time' provisions is to support flexibility for UCH where there
is a genuine operational requirement or where an Employee has genuine pressing family or personal reasons.
Subject to mutual agreement between the manager and the Employee:
a. UCH may release an Employee from a rostered shift and agree to pay the Employee for the hours
not worked at the Base Rate.
b. The Employee shall be rostered to work the hours not worked as additional hours that is over and
above contracted hours, at a later date. The Employee shall receive no further payment (except shift
penalties) for those additional hours worked.
c. The Employee may accumulate up to a maximum of 16 hours reverse time in lieu.

6.14.2. The Employee shall be rostered to work the additional hours owed within 4 weeks of the hours being accrued.
Provided that:
a. UCH will not unreasonably require an Employee to work additional hours at a time when it is difficult
for the Employee to meet, due to personal or family responsibilities; and
b. The Employee shall not unreasonably refuse to work when requested to meet operational
requirements.
c. The additional hours shall be rostered as agreed between the Employee and UCH and shall be
rostered in shift lengths equivalent to that of the time released from duty.

6.14.3. Employees who have accumulated reverse time in lieu shall be given preference to work available additional
hours.

6.14.4. On termination of employment any hours owed by the Employee shall be deducted from any wages owing
to the Employee subject to the Employee having the opportunity to work the hours required and declining
to do so.

6.15. Accrued Days Off (ADO) - Accumulation

6.15.1. Where an Employee is entitled to an ADO in accordance with the arrangement of ordinary hours of work,
ADOs will be taken within 12 months of the date on which the first full ADO was accrued.

6.15.2. With the consent of UCH, ADOs may be accumulated up to a maximum of 5 in any one year.

6.15.3. While on annual leave an Employee continues to accrue time for the purpose of ADO accumulation as if the
Employee had been at work. Such accrued time may be taken as additional time in conjunction with annual
leave or be accumulated.

6.15.4. Where an Employee's accrued day off falls on a public holiday, another day determined by UCH will be taken
instead of the ADO within the same 4-week work cycle, where practical.

6.15.5. By agreement between the parties, ADOs in excess of 5 days can be paid out at the Base Rate.

6.15.6. An Employee will be paid for any accumulated ADOs at their Base Rate of pay on termination of employment
or when employment conditions are modified, e.g. no longer participating in an ADO roster.

6.16. Employees Not Required for Duty

6.16.1. Should a full-time or part-time Employee not be required for duty due to insufficient workloads, UCH will
notify the Employee that they are not required for duty, and in the first instance:

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 a. Utilise the Employee in another area of the Facility if and where practicable to do so. When the Employee
is requested to work in an area in which they are not usually employed or in which they have not worked
for three (3) years or more, the Employee is to be utilised without a specific workload, but be able to assist
Employees in that area and work under their supervision;
Or, in the second instance:
b. Pay the Base Rate for the shift.

6.16.2. The Employee must be ready, willing and able to be called to the Facility, up until the rostered time of
commencement of the shift. Thereafter the Employee is then effectively off duty.

6.16.3. Employees will not be expected to use annual leave days, unpaid leave TOIL or an ADO in this situation unless
agreed to by the Employee.

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7. Allowances
7.1. Uniforms

7.1.1. Employees required by UCH to wear a uniform will be:

a. supplied with uniforms free of cost in accordance with the below table:
Full & Part-Time Employee Part-Time Employee Casual Employee
(working an average of more than (working an average of less than
38 hours per fortnight) 38 hours per fortnight)
Initial 3 full sets 2 full sets 1 full set
Entitlement
Ongoing 1 set a year Half a set By negotiation
Entitlement
b. Or, where employees are required by UCH to wear uniforms and where UCH does not provide employees
with a uniform, the employee will be paid a uniform allowance in accordance with Schedule C.

c. Provided that:
i. The provision of a cardigan may be substituted upon request by the Employee in lieu of one set of
uniforms and a vest may be provided in lieu of one item of uniform;
ii. Items of uniform are to remain the property of UCH;
iii. Maternity uniforms will be available for loan as required and requirements are to be negotiated on an
individual basis;
iv. Employees with concern about complying with the UCH uniform or corporate dress code are able to raise
their concerns with their Manager, which will be considered on an individual basis;
v. This clause does not apply to Employees substantively engaged to work in a procedural area, who are
required to wear scrubs

7.2. Split Periods of Duty

An Employee who has agreed to be engaged on split periods of duty in which the ordinary hours of duty are
subject to a break in continuity other than for meal breaks and rest pauses will be paid an allowance in
accordance with Schedule C.

7.3. X-Ray and Radium Allowance

7.3.1. An Employee who is required to use or assist in using X-ray apparatus or radium will be entitled to an X-ray
and radium allowance in accordance with Schedule C.

7.3.2. The use of, or assistance in the use of, X-ray apparatus or radium includes:
a. being required to wear a lead apron or similar apparel;
b. being required to wear a radiation monitor/counter;
c. being required to assist in the administration of any substance to a patient which is radioactive; and
d. being required to use or assist in the use of ionising radiation.

7.4. Dirty Work Allowance

7.4.1. Any Biomedical Technician who is required to perform 'dirty work' or use contaminated tools will be entitled
to an allowance in accordance with Schedule C.

7.5. Meal Allowance

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7.5.1. An Employee who has worked at least 7.6 ordinary hours on any day and who is required to work at least 2
hours overtime (or 1 hour if the overtime continues after 6pm) after the usual ceasing time shall be supplied
with a reasonable meal at UCH's expense, or be paid the meal allowance set out in Schedule C.

7.5.2. If the Employee continues to be required to work, they shall be allowed an additional meal allowance after
each subsequent 4 hours of overtime worked, as specified in Schedule C.

7.6. Qualifications Allowance

7.6.1. A full-time, part-time or casual Employee may be eligible to be paid a qualification allowance on a weekly
basis in accordance with Schedule C if they satisfy the requirements of this clause in relation to one of the
following qualifications:
a. post graduate certificate (including 1 x IBHRE certificate), or;
b. post graduate diploma (including 2 x IBHRE certificates) or degree, or;
c. masters or doctorate (not entry level).

7.6.2. Provided that:

a. No qualifications allowance is payable for undergraduate or entry level qualifications.
b. The allowance is only payable to the Employee while they undertake duties that are relevant to the
prescribed qualification.
c. Where an Employee holds 2 or more relevant qualifications, the allowance is only payable in respect of
the highest qualification. If the Employee holds one qualification of a higher level, that qualification will
be paid to the exclusion of the lower qualification.
d. The allowance is payable to an Employee who holds a qualification from a course which is of at least one
year’s (or two academic semesters) duration as approved by UCH.
e. During their onboarding process, new Employees will be provided with the details of this clause and
information on the process of making an application for a qualification allowance.
f. As part of the application for an allowance, applicants must provide appropriate supporting
documentation / evidence attesting to their qualifications. Eligibility will be determined by the relevant
Director.
g. In determining eligibility for the qualification allowance, the Director may also consider qualifications that
do not meet the criteria of clause 7.6.1.
h. Subject to the application being made within 4 weeks of an Employee’s date of commencement with the
Employer, the Employer will adjust previous payments back to the date of commencement of
employment.
i. Where an Employee does not make an application within 4 weeks of their date of commencement the
allowance will be paid from the first full pay period on or after the date that the application was made.
j. Any disputes arising from this process will be dealt with in accordance with clause 3.5 (Dispute
Resolution).

7.7. Travelling Time, Transport and Fares

7.7.1. Travelling Time

If an Employee is directed to work at a site other than their usual place of employment, they will be:
a. paid for time reasonably spent travelling that exceeds the time it would normally to travel, round trip, to
the other site from either:
i. the Employee’s usual place of employment (if such a direction is given during the course of a rostered
shift), or;
ii. the Employee’s usual place of residence, and;
b. either:
i. provided the necessary transport by UCH, or;

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 27

 ii. reimbursed for reasonable and necessary travel expenses actually incurred upon presentation of a
relevant tax invoice or receipt.

7.7.2. Vehicle Allowance

If an Employee is required and authorised to use their own motor vehicle in the conduct of the Employer’s
operations they will be entitled to be paid the higher of either:
a. The cents per kilometer rate set by the Australian Taxation Office, or;
b. The allowance in clause 23.3(h)(i) of the Health Professionals and Support Services Award 2020.

7.8. Additional Duties Allowance

7.8.1. An additional duties allowance will be paid to an Employee who undertakes the following duties over and
above those that are contained in their Position Description:
a. Radiation Safety Officer (RSO) - an allowance of 10% of the Base Rate for the Employee’s usual
classification will be paid while the Employee is fulfilling the duties.
b. Breast Clinic Sonographer Training (WBCST) - an allowance of 5% of the Base Rate for the Employee’s
usual classification will be paid while the Employee is fulfilling the duties, provided that such allowance
will only be paid to an Employee who was entitled to receive it as at the commencement of this
Agreement.

7.8.2. The performance of more than one listed duty will attract the higher allowance but the allowances are not
cumulative. This allowance cannot be claimed in addition to the Higher Duties allowance in clause 5.7.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 28

8. Leave and Public Holidays

8.1. Annual Leave

8.1.1. Entitlement to Annual Leave

a. For each completed year of service with UCH, an Employee (other than a Casual) is entitled to a minimum
of four (4) weeks paid annual leave.
b. An Employee may be eligible to receive up to an additional two (2) weeks paid annual leave (to a possible
maximum of six (6) weeks) of paid annual leave for each completed year of service, subject to meeting
the requirements set out in clauses 8.1.3 and 8.1.4 respectively.
c. Annual leave accrues progressively based on an Employee’s ordinary hours of work and for part time
Employee’s accrues on a pro-rata basis.
d. Annual leave accumulates from year to year.

8.1.2. Payment for Annual Leave

For the period of annual leave, an Employee will be paid:
a. The Base Rate applicable to their classification under this Agreement for the ordinary hours they would
have otherwise worked, and;
b. Leave loading of 17.5% of the Employee’s Base Rate on the first four weeks of annual leave accrued by an
Employee each year.

8.1.3. Additional Week of Annual Leave

An additional one (1) weeks', of annual leave (pro rata for part time employee) each year will be provided to:
a. Cardiac Physiologists, Cardiac MRPs, Cardiac Sonographers and AAAHPs;
b. Wesley Breast Clinic Sonographers and MRPs who work regular Saturdays across various UCH Breast
Clinic facilities;
i. on the basis of the on­going requirement to be responsive and flexible in their work roster in order
to meet demand for patient services as part of their role, provided that:
ii. when annual leave is taken, Employees will be paid leave loading at the rate of 14% of the Employee's
Base Rate of pay (four (4) weeks of leave loading will be distributed over the five (5) weeks of annual
leave entitlement), and;
iii. where an Employee is eligible for this additional fifth week of annual leave, it is required to be taken
over the Christmas/ New Year period, unless otherwise agreed with the Employee’s Manager.
c. Shift workers as defined in clause 1.6.

8.1.4. A further additional one (1) weeks' annual leave (38 hours) each year will be provided to:
a. Allied Health Professionals who are nominated to perform on call work and who, as part of that
arrangement, are recalled to work on 12 on more occasions in any one year, provided that:
i. The year referred to will commence 1 July and conclude 30 June;
ii. If an Employee is recalled on more than one occasion in a 24-hour period, it will be treated as one
occasion for the purpose of this sub-clause.
iii. An Employee is entitled to take the annual leave as soon as the required 12 call outs is reached but
can only qualify for one week of leave in accordance with this subclause per 12-month period;
iv. If an Employee is unable to take the leave in the following 12-month period, the Employee may opt
to cash out the leave by mutual agreement, and;
v. This additional leave will not attract leave loading.
vi. The additional week of annual leave will be pro rata for part-time employees.

For the purposes of this clause 8.1.4a. Allied Health Professionals means Physiotherapists,
Dietitians, Accredited Exercise Physiologists, Occupational Therapists, Psychologists, Social Workers
and Speech Pathologists.

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 b. Employees (other than the Allied Health Professionals referred to in clause 8.1.4a) who are
nominated to perform on call work and who, as part of that arrangement, are re-called to work
on 15 or more occasions in any one year, provided that:

i. for existing Employees, the year referred to in clause 8.1.4 will commence 1 July and conclude 30
June;
ii. each instance of a call out is to count towards the 15 required, even if it occurs in the same 24 hour
period;
iii. an Employee is entitled to take the annual leave as soon as the required 15 call outs is reached but
can only qualify for one week of leave in accordance with this subclause per 12 month period;
iv. if an Employee is unable to take the leave in the following 12 month period, the Employee may opt
to cash out the leave by mutual agreement, and;
v. This sub-clause will not apply where an Employee is eligible for an additional week of annual leave
under clause 8.1.3 c;
vi. This additional leave will not attract leave loading;
vii. The additional leave will not be pro rated for part time employees.

c. Employees (other than Allied Health Professionals referred to in clause 8.1.4a) who are rostered
on call on 45 or more occasions, but not recalled to work on 15 or more occasions in any one year
provided that:
i. An Employee is entitled to take the annual leave as soon as the required 15 call outs or 45 on call
occasions is reached but can only qualify for one week of leave in accordance with this subclause per
12-month period;
ii. If an Employee is unable to take the leave within a 12-month period, the Employee may opt to cash
out the leave by mutual agreement;
iii. This sub-clause will not apply where an Employee is eligible for an additional week of annual leave
under clause 8.1.3 c.;
iv. This additional leave will not attract leave loading; and
v. This additional leave will not be pro rated for part time employees.

8.1.5. Taking Annual Leave

An Employee may take paid annual leave as mutually agreed with UCH, provided that:
a. An Employee may apply to take annual leave by submitting either a paper or electronic leave
form/request to their leader, giving four (4) weeks' notice where reasonably practicable.
b. The Employee’s Manager will consider the application in line with known operational needs of the
business and will not unreasonably refuse to agree to the request.
c. Paid annual leave may not be taken in advance of accrual.
d. Where an Employee falls sick or suffers an injury while on annual leave and provides UCH a medical
certificate to show they were incapacitated to the extent that their normal duties could not be performed,
and where the Employee has accrued personal leave, UCH shall debit such time as personal leave and
credit the same period of annual leave.

8.1.6. Excess Annual Leave

If:
a. An Employee has accrued annual leave in excess of 6 weeks (or 8 weeks if they are a shift worker as
defined by clause 1.6) and;
b. UCH and the Employee are unable to mutually agree how to reduce the excess annual leave balance,
UCH may direct the Employee to take the excess annual leave by providing a minimum of four (4) weeks’
notice.

8.1.7. Annual Leave – Extension at Half Pay

a. Employees are entitled, in certain circumstances, to elect to use annual leave at half pay, meaning:
i. The Employee’s total period of absence is extended by 50%, and;

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 ii. Total payments made to the Employee are the same as they would have been had the leave been
taken at full pay, but these payments are spread across the extended duration of their absence, and;
iii. During the extended period of absence, further paid leave entitlements will accrue at half the rate
than they would have had the leave been taken at full pay.
b. UCH will consider requests to take leave at half-pay in the following circumstances:
i. to be a child’s primary care giver during a period of parental leave.
ii. During an extended period of absence due to illness or injury;
iii. due to a domestic or pressing necessity; or
iv. when in transition to retirement.

8.1.8. Purchased Annual Leave

An Employee may apply to take up to 4 weeks -purchased annual leave in accordance with the process set
out in the UnitingCare Purchased Leave Procedure.

8.1.9. Cash out of Annual Leave

a. An Employee may make a request to cash out an amount of paid annual leave by giving their Manager
an Application for Cash-out of Leave form or as otherwise directed and the Manager will not
unreasonably refuse to agree to the request.
b. An Employee’s request will not be approved where it results in the Employee's remaining accrued
entitlement to paid annual leave being less than 4 weeks.
c. Each cashing out of a particular amount of paid annual leave must be by a separate agreement in writing.
d. The Employee must be paid at least the full amount that would have been payable to the Employee had
the Employee taken the leave that the Employee has foregone.

8.2. Personal/ Carers Leave

8.2.5. Entitlement to Paid Personal /Carer's Leave

For each completed year of service with UCH, an Employee (other than a casual) is entitled to 10 days of paid
personal/carers’ leave.

8.2.6. An Employee may take paid personal/carer's leave if the leave is taken:
a. Because the Employee is not fit for work because of a personal illness of the body or mind, or personal
injury, affecting the Employee; or
b. To provide care or support to a member of the Employee’s immediate family, or a member of the
Employee’s household, who requires care or support because of:
i. A personal illness of the body or mind, or personal injury, affecting the member; or
ii. An unexpected emergency affecting the member.

Note: A household member is any person who lives with the Employee.

8.2.7. Personal/carers’ leave accrues progressively based on an Employee's ordinary hours of work (meaning that
a part-time Employee is entitled to personal/carers leave on a pro-rata basis), and accumulates from year to
year.

8.2.8. Entitlement to Unpaid Carer's Leave

An Employee (including a casual) is entitled to two (2) days of unpaid carer's leave for each occasion when a
member of the Employee's immediate family, or a member of the Employee's household, requires care or
support because of:
a. A personal illness of the body or mind, or personal injury, affecting the member; or
b. An unexpected emergency affecting the member.

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8.2.9. An Employee can only take unpaid carer’s leave during a particular period if the Employee has exhausted
their paid personal/carer's leave.

8.2.10. Notice and Evidence Requirements

a. An Employee must give their Manager notice as soon as practicable of the need to take personal/carer’s
leave and must also advise their Manager of the period, or expected period, of the absence.
b. If requested after two (2) days absence, the Employee must give their Manager evidence that would
satisfy a reasonable person that the leave was taken for a permissible occasion in the circumstances
specified. Generally, appropriate evidence will require a medical certificate. However, a statutory
declaration may be appropriate evidence if a medical certificate is not able to be obtained.
c. Where there appears to be a pattern of non-attendance and/or high levels of absenteeism, the Employee
may be requested to provide a medical certificate for each absence. The Employee will be made aware of
the requirement and of the duration for which evidence will be required for each occasion of taking
personal leave.

8.3. Compassionate Leave

8.3.5. Entitlement to Compassionate Leave

An Employee is entitled to two (2) days of compassionate leave:
a. To spend time with a member of the Employee’s immediate family or household who has Contracted or
developed a personal illness or injury that poses a serious threat to his or her life; or
b. After the death of a member of the Employee’s immediate family or household; or
c. if a baby in their immediate family or household is stillborn or
d. After the Employee, or the Employee’s spouse or de facto partner has a miscarriage.

8.3.6. Notice and Evidence Requirements

a. An Employee must give their manager notice as soon as practicable and must also advise their manager
the period, or expected period, of the absence.
b. Where requested, the Employee must give their manager evidence that would satisfy a reasonable person
that the leave was taken for a permissible occasion in the circumstances specified.

8.4. Community Service Leave

8.4.5. Community service leave is provided for in the NES. The NES sets out the entitlements for community service
which is currently voluntary emergency management activity and jury service.

8.4.6. Jury Leave

a. An Employee shall notify UCH as soon as possible of the date upon which they are required to attend for
jury service.
b. The Employee shall give UCH documentary proof of their attendance and the duration of such attendance.
c. An Employee shall return to their place of work as soon as possible after being excused by the court for
the day, except where the remaining ordinary hours for the day is less than their minimum daily payment
per engagement.
d. Provided the Employee complies with clause 8.4.6a.-c. they will be paid jury leave based on their usual
number of rostered hours for the period of their absence from their place of work, and such payment will
be equal to the difference between the amount paid in respect of their attendance for such jury service
and the Employee’s base rate of pay for their ordinary hours during the period.

8.5. Family and Domestic Violence Leave

8.5.5. UCH is committed to supporting a zero-tolerance approach to domestic and family violence. As an expression
of our mission, UCH seeks to uphold the inherent dignity and worth of all people and speak out against

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 violence and abuse. In addition to supporting Employees affected by domestic and family violence, UCH is
committed to raising awareness of the prevalence of domestic and family violence and its impact on victims
across the business and within the broader community. UCH aims to ensure a supportive and safe working
environment for all Employees affected by domestic and family violence by focusing support on individual
wellbeing and maintenance of employment.
8.5.6. Employees covered by this Agreement are entitled to access the resources and provisions in the UnitingCare
Domestic and Family Violence Policy and are entitled to ten (10) days paid Domestic and Family Violence
Leave each calendar year.

8.6. Cultural Leave

8.6.5. An Employee who requires cultural leave to support their participation in cultural customs, traditions or other
cultural observances will be entitled to up to ten (10) working days unpaid leave in any calendar year, with
the approval of UCH. Suitable notice along with supporting evidence of the requirement for such time off
should be provided with the leave application in accordance with the UnitingCare Cultural Leave Procedure.

8.7. Long Service Leave

8.7.5. Entitlement to Long Service Leave

All Employees (including casuals) are entitled to 13 weeks long service leave after 10 years of continuous
service.
Note: Continuous service refers to paid working time and paid leave and does not include periods of unpaid
leave.

8.7.6. Taking Long Service Leave

a. An Employee may take long service leave as mutually agreed with UCH, provided that:
i. An Employee should apply by giving their manager an Application for Leave form, giving 4 weeks' notice
where reasonably practicable, and;
ii. their manager will consider the application in line with known operational needs of the business and
will not unreasonably refuse to agree to the request.
iii. An Employee may request to take long service leave for a minimum of one day on each occasion.
iv. The Employee may request to take long service leave on half pay (e.g. 2 weeks' pay spread over a 4-
week period).
v. Payment of long service leave is at the base rate of pay at the time the leave is taken.

8.7.7. Pro Rata Long Service Leave (After 7 Years)

By agreement between the Employee and UCH, an Employee may request to take pro-rata long service leave
after 7 years of continuous service with UCH.

8.7.8. Cashing Out Long Service Leave

By agreement between UCH and the Employee, an Employee may make a request in writing to have part or
all of their long service leave paid out after 10 years of continuous service, instead of taking such leave.

8.7.9. Payment Of Long Service Leave Upon Termination

An Employee is entitled to be paid the balance of any accrued unused long service leave if their employment
terminates for any reason after 10 years of continuous service.

8.7.10. An Employee with less than 10 years continuous service is entitled to proportionate payment of long service
leave in accordance with the Industrial Relations Act 2016 (Qld).

8.8. Parental Leave

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8.8.5. Unpaid Parental Leave
Unpaid Parental leave is unpaid leave for Employees who have worked for UCH for at least 12 months and is
available to:
a. An Employee who gives birth;
b. An Employee whose spouse or de facto partner gives birth;
c. An Employee who adopts a child under 16 years of age.
8.8.6. In the case of casual Employees, they must have been working on a regular and systematic basis for at least
12 months and have a reasonable expectation of ongoing employment to take unpaid parental leave.
8.8.7. Each parent can take up to 12 months' unpaid leave (to run consecutively) or one parent can request up to
24 months' leave. Leave has to be taken in a single continuous period. Both parents may take parental leave
concurrently for a maximum of three weeks around the time of a child's birth/adoption.
8.8.8. Other provisions associated with unpaid parental leave are provided in accordance with the NES and the
Parental and Partner Leave Procedure.

8.8.9. Paid Parental Leave

Further to any entitlement to unpaid parental leave consistent with the NES, UCH provides qualifying full-
time, part-time and long-term casual Employees 12 weeks paid parental leave.
8.8.10. An Employee is entitled to paid parental leave if they have worked for UCH for at least 6 months and can
only be accessed by:
a. A pregnant Employee; or
b. An Employee who is the primary care giver of their new born child; or
c. An Employee who is the primary care giver of a newly adopted child provided that child is not a stepchild
of the Employee or the Employee's partner, is under the age of five, and has not lived continuously with
the Employee for six months or longer.
8.8.11. If, the relevant UCH Policy is amended to include a more beneficial entitlement to paid parental leave than
that provided within this clause, Employees will be entitled to the more beneficial entitlement.

8.8.12. Where an Employee has proceeded on UCH paid parental leave and has received payment in accordance
with 8.8.9 and the pregnancy ends otherwise than by the birth of a living child, the Employee shall be
continue to be entitled to paid parental leave in accordance with clause 8.8.9.

8.8.13. Other parental leave provisions are contained in the UnitingCare Parental and Partner Leave Procedure,
including:
a. Flexible unpaid parental leave;
b. Partner Leave;
c. Unpaid special parental leave;
d. Transfer to a safe job / no safe job leave;
e. Keeping in touch days.

8.8.14. An Employee must provide written notice of their intention to take parental leave in accordance with the
process set out in the UnitingCare Parental and Partner Leave Procedure either:
a. 10 weeks before the child’s expected date of birth if the Employee is pregnant, or;
b. 4 weeks before the requested date of leave for all other parental leave requests (including through
surrogacy and adoption where possible).

8.8.15. In giving notice in accordance with clause 8.8.10, the Employee should use the Parental Leave Application
form and must specify the intended start and end dates of the leave. It must be accompanied by:
i. evidence declaring that the Employee has or will have the responsibility for the care of a child for the
period of leave and that, during that period, the Employee’s spouse/partner is not taking any form of paid
parental leave from their Employer (regardless of whether the Employee is, or is not, a UCQ Employee),
and;

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 34

 ii. In the case of a birth- a medical certificate confirming the date of birth, or the expected date of birth of
the child, or;
iii. In the case of adoption, a statement from the adoption agency confirming the proposed date of adoption.

8.8.16. Where the leave is birth-related leave for an Employee who is pregnant with, or gives birth to, the child, the
period of leave may start up to 6 weeks before the expected date of birth of the child, but must not start
later than the date of birth of the child.

8.8.17. If a pregnant Employee wishes to continue to work during the 6-week period before the expected date of
birth of the child, UCH will request the Employee provide a statement from their treating medical
professional confirming whether the Employee is fit to continue work.

8.8.18. If:
a. The Employee fails to provide such statement within 7 days of request: UCH will require the Employee to
commence parental leave as soon as practicable.
b. The statement provides the Employee is fit to continue work: it should further specify whether it is
advisable for the Employee to continue to work in their present position during a stated period, due to:
i. Illness, or risks, arising out of the Employee's pregnancy; or
ii. Hazards connected with the position.
c. Where the Employee provides a medical certificate that states she is unfit for work: depending on the
circumstances, UCH may require the Employee to commence parental leave.

8.8.19. An Employee may request to take UCH paid parental leave on half pay (e.g. 12 weeks’ pay spread over a 24-
week period).

8.8.20. Subject to their Manager’s support and Director and HR authorization, an Employee who has completed 7
but less than 10 years continuous service may request to take long service leave while on parental leave to
be the child's primary care giver.

8.8.21. Following the child's birth/adoption, a non-primary carer can access their personal leave for 3 days paid
parental leave (subject to sufficient accrual).

8.8.22. An Employee may, subject to UCH’s approval, take another form of paid leave (for example annual leave)
concurrent to a period of unpaid parental leave to which they are entitled under the NES.

8.8.23. Extending period of parental leave-to maximum of 12 month leave period

An Employee may extend the period of parental leave by giving written notice at least 4 weeks before the
end date of the original leave period. The notice must specify the new end date for the leave. Only one
extension is permitted and the extension cannot extend the leave beyond the Employee's available parental
leave period.

8.8.24. Extending period of parental leave - to maximum of 24 month leave period

a. An Employee may seek agreement from UCH for an extension of unpaid parental leave for a further
period, up to a maximum of 24 months in total. The request must be in writing and given to UCH for
consideration at least 4 weeks before the end date of the leave period.
b. Not more than 21 days after the request is made, UCH will respond in writing, either:
i. Approving the request, or;
ii. Refusing the request and detailing the reason(s) for the decision

8.8.25. Reducing period of unpaid parental leave

An Employee may seek agreement from UCH to reduce the period of unpaid parental leave.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 35

8.9. Public Holidays

8.9.5. The following are public holidays:

a. New Year's Day;
b. Australia Day;
c. Good Friday;
d. Easter Saturday (the day after Good Friday);
e. Easter Sunday;
f. Easter Monday;
g. Anzac Day;
h. Labour Day;
i. Birthday of the Sovereign;
j. Show Day*;
k. Christmas Day;
l. Boxing Day; or
m. any day or part day, declared or prescribed by or under Queensland law to be observed within the state,
or a region of the state, as a public holiday.

*Show day is to be observed for the region or town where the Employee is usually based for work.

8.9.6. If an Employee is required to work on any of the public holidays, UCH shall give at least one clear day's notice.

8.9.7. Substituted Public Holidays

UCH and an Employee may agree to substitute another day or part-day for a public holiday. If, in accordance
with Queensland law, a public holiday listed in clause 8.9.1 is substituted for an alternative day, then the
alternative substituted day is the public holiday.

8.9.8. Payment for Absence on a Public Holiday

If:
a. A full-time Employee (other than one referred to in b below) or part-time Employee is usually rostered to
work on a day on which a public holiday falls; and
b. the Employee is not required to work on that day,
the Employee shall be paid for the ordinary hours which would have been worked on that day at the
Employee’s Base Rate.
8.9.9. If:
a. A full time Employee who is usually rostered off on a day on which a public holiday falls, and
b. the public holiday falls on a weekday, and
c. the Employee is not required to work on that day,
the Employee shall be paid for the ordinary hours which would have been worked on that day at the
Employee’s Base Rate and in addition the Employee will be credited an additional day of annual leave to be
taken at a mutually agreed time.

8.9.10. For the purpose of determining whether a part-time Employee is usually rostered to work on the day on
which the public holiday falls, UCH shall review the Employee’s time and attendance records over the six (6)
months preceding the public holiday (or the period since the Employee’s employment began if they have
been employed for less than 6 months). If, in the past six months the Employee has worked the majority of
the days of the week on which the public holiday falls (e.g. where the public holidays fall on a Monday, the
Employee has worked the majority of Monday’s over the past 6 months), then the Employee will be entitled
to payment where the public holidays falls on such a day.

8.9.11. Casual Employees shall have no entitlement to pay or leave for public holidays not worked.

8.9.12. Payment for Work Done on a Public Holiday

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 a. All work done by a part time or full time Employee during their ordinary hours on a public holiday,
including a substituted day, will be paid at 250% of the Base Rate.
b. All work done by a Casual Employee during their ordinary hours on a public holiday, including a
substituted day, will be paid at 275% of the Base Rate.
c. Employees working on a public holiday will be paid a minimum of four (4) hours.

8.9.13. ADOs and Public Holidays

Where an Employee’s accrued day off falls on a public holiday, another day, determined by the Employer,
will be taken as the ADO instead within the same four (4) week period, where practical.

8.9.14. Annual Leave on Public Holidays

If a public holiday occurs during an Employee’s period of annual leave, no deduction of annual leave shall
occur for the public holiday.

8.9.15. Stand Down

Any Employee, with 2 weeks or more of continuous service, whose employment has been terminated by UCH
or has been stood down by UCH during the month of December, and who is re-employed in January of the
following year, shall be entitled to payment at the ordinary rate payable to that Employee when they were
dismissed or stood down, for any one or more of the holidays occurring during this period, namely, Christmas
Day, Boxing Day and New Year’s Day.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 37

9. Other Matters

9.1. Training and Education

9.1.5. The parties to this Agreement recognise the importance of training and education to the productivity and
efficiency of the workplace.

9.1.6. Accordingly, the parties commit themselves to:

a. developing a more highly skilled and flexible workforce;
b. completion of all mandatory and core competency training;
c. assisting Employees' career opportunities and productivity through the provision of appropriate
training to acquire additional skills; and
d. ensuring skills so acquired are able to be utilised.
Managers are responsible for authorising funding and/ or leave for Employee training and ensuring that all
funded training meets the following criteria:
a. it aligns with the organisation's strategic direction and future workforce planning; and
b. it enhances the attendee's capability and work performance in their current role.

9.1.7. It is agreed that the parties shall discuss the development of appropriate training programs to facilitate skill
enhancement to ensure that such training provided externally complies with criteria and guidelines
established by the parties.

9.1.8. The parties agree that such training may take place either on or off the job and will be provided at the
expense of UCH. Where such training takes place during working hours the Employee shall not suffer any
loss of pay.

9.2. Professional Development

9.2.5. UCH will support Employee participation in professional development activities which enhance the
Employees' work performance and overall contribution to the successful achievement of its Mission within
its annual budgetary allocation. Support may include paid or unpaid leave, event registration, travel and
accommodation.

9.2.6. Full-time Employees shall be entitled to accrue up to 30.4 hours paid leave and pro-rata for part-time
Employees for each year worked, up to a maximum of 60.8 hours, to attend professional development
activities. This attendance may be outside normal hours. Payment shall be at the Employee's ordinary rate
of pay. An Employee may request in writing to cash in a portion of their paid leave, subject to authorisation
as per 9.2.3 and evidence of payment for professional development activity.

9.2.7. Manager's approval for professional development will be based on operational business requirements for
each hospital. Approval for such leave will not be unreasonably withheld where it aligns with the
organisation's strategic direction and future workforce planning and where it enhances the attendees'
capability and work performance in their current role or prepares them for a future role. This leave is in
addition to and will be granted after an Employee has completed all mandatory hours of core competency
training.

9.2.8. Additional leave may be granted on request. Following attendance at a professional development activity,
knowledge sharing across UCH must be demonstrated.

9.2.9. Payment of registration for professional development activities will be provided where attendance at such
activity is required by the Hospital and/or Department.

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9.3. Union Encouragement

9.3.5. UCH recognises the rights of individuals to join the union and will encourage that membership. However, it
is also recognised that union membership remains at the discretion of individuals.

9.3.6. Union delegates and job representatives have a role to play within a workplace. The existence of accredited
union delegates is encouraged. The parties commit themselves to encouraging the use of and access to
Industrial Relations training provided by the union to support them in this role.

9.3.7. UCH shall not unnecessarily hinder accredited union delegates and/or job representatives in the reasonable
and responsible performance of their duties.

9.4. Immunisation

UCH will provide and arrange administration of the following any immunisation where required by UCH as a
condition of employment and agreed by the Employee:

a. Influenza vaccination to be provided to Employees annually;

b. Hepatitis immunisation to be provided where not currently immunised and required in the role.

9.5. Workplace Health and Safety

The parties to this Agreement are committed to continuous improvement in workplace health and safety
standards through an organisational framework which involves all parties in preventing injuries and illness in
the workplace by promoting a safe and healthy working environment

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10. SIGNATORIES
I am authorised to sign this Agreement on behalf of The Uniting Church in Australia Property Trust (Q) trading as
UnitingCare Health

______________________ ____________________________
Craig Barke, CEO

Signature Print name and title

Address: 192 Ann Street, Brisbane QLD 4001

Date: 25/03/2024

In the presence of:

______________________ Jessica Reid, Executive Assistant

____________________________

Signature Print name and title

I am authorised to sign this Agreement as the nominated employee representative on behalf of the United
Workers Union

______________________ ____________________________

Signature Print name and title

Address:

Date:

In the presence of:

______________________ ____________________________

Signature Print name and title

I am authorised to sign this Agreement as the nominated employee representative on behalf of Together
Queensland

______________________ ____________________________

Signature Print name and title

Address:

Date:

In the presence of:

______________________ ____________________________

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 40

 I am authorised to sign this Agreement as the nominated employee representative

( C-"'1..-e. J> 1'4- c_ \

,,,.vrc HcZ..C. f?VL/,,,__,~ screvT1ST)
Signature Print name and title

Address: 2 PF~/FFE,-e.,,
Date: 27 /:s /2024 .
In the presence of:

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Signatur~
Ltan111 tampl!M RN
Print name and t itle

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 41

Schedule A - Allied Health Work Classification Level Descriptions
BACKGROUND

UnitingCare Health has reviewed and revised the classification descriptors for each of the Clinical, Technical and
combined Clinical/Leadership streams covered by this agreement. The review has included documenting the
characteristics and accountabilities for roles within each classification level.

The classification descriptors will also provide guidance to Employees on the necessary skills knowledge and
experience required to progress through classification levels within the relevant stream including leadership
opportunities.

Supporting the Allied Health Classification Structure are work level standards including these explanatory notes, which
govern employment classification.

It should be noted that a range of standards across more than one level may be relevant to an Employee's role. The
Employee does not need to meet all standards in knowledge, skills and expertise and accountabilities to be classified
at a particular level. A holistic approach will be taken in the assessment of roles and the determination of the
appropriate classification level. No single statement will define an Employee's level.

EXPLANATORY NOTES

What is the Allied Health Classification Structure?

The Allied Health Classification Structure sets out the necessary skills knowledge, experience and qualifications for
both the Clinical and Technical stream and a Clinical/Leadership stream.

What are the benefits of the Classification Structure?

The Classification Structure will promote a better understanding of the employment classifications in UnitingCare
Health within each streams, and provide a transparent approach to career planning and development and support
strategic workforce planning including attraction and retention.

What does the Classification Structure look like?

It is recognised that some roles fit into either a clinical or technical stream. However, it also recognised that
Employees at Level 5 work across both clinical and management streams and this is recognised in the Classification
definitions.

The Allied Health career structure is a six level classification structure, underpinned by work value. Within the
classification structure, there are two streams; a clinical stream and a technical stream. These streams are set out in
the table below, noting that the AAAHP’s have a unique classification descriptor.

CLINICAL STREAM TECHNICAL STREAM

Level A AAAHP
Level 1 Allied Health Assistants &
Biomedical Technicians
Nutrition Assistants
Level 2 Allied Health Assistants &
Biomedical Technicians
Nutrition Assistants
Allied Health Professionals &
Medical Radiation
Level 3 Practitioners and Biomedical Technicians
Sonographers &
Cardiac Physiologists

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 Senior Allied Health
Professionals
Senior Allied Health Clinical
Educators
Level 4 Graduate Sonographers NA
Senior Medical Radiation
Practitioners and
Sonographers,
Senior Cardiac Physiologists
Level 5 Head of Department or
NA
Service
Level 6 Manager of a large business
NA
unit/stream

What roles undertake leadership and management duties?

Management/Heads of Department positions are set out in the Clinical Stream at Level 5 and Level 6. These levels
typically have responsibility for resources for specific projects, programs, divisions or business units to achieve defined
business, service or operational objectives.

Management /Heads of Department positions also directly manage, lead or supervise a team of Employees to achieve
service or operational objectives.

Typically, Managers/Heads of Department allocate work, train Employees and monitor quality and are accountable for
individual performance management.

Progression to Level 6 in management roles is solely at the discretion of management.

What are contained in the Classification descriptors?

The classification descriptors set out the characteristics, accountabilities, knowledge, skills and expertise of work which
is undertaken at each level and within the relevant stream. The descriptors systematically build on the level below.

Although the classification descriptors provide a generic description of the characteristics and accountabilities of the
roles within the relevant stream, they are not a job description and are not designed to be used as such.

How are evaluations made using the Work Level Standards?

Evaluations of a role consider the scope and nature of the position, the knowledge, skills and abilities required, and
the accountabilities involved. As described above, allocation to a level will be based on an evaluation of all aspects of
the role against the classification description and a holistic assessment based on evaluation of all aspects of the role
or position having regard for the scope and nature of the role itself, the stream in which the work is conducted and
the characteristics and accountabilities set out in the relevant schedule from Levels 1 through to 6 and Level A.

How do Employees advance under the Classification Structure?

Progression within Levels from one increment to the next will be based on hours worked, apart from where it is
indicated that the level or paypoint is accessed by appointment only. In order to advance to the next paypoint, full-
time Employees must work a minimum of 1976 hours per year and part-time and casual Employees must work 1200
hours per year. All paid leave is taken as time worked towards incremental hours.

Movement between Levels 2, 3, 4, 5 and 6 will occur by application for a position in accordance with the UCH
Recruitment and Selection Policy and Procedure. The establishment of positions at Level 4 and above will be based on
service requirements and will be by appointment only. Level 6 appointments are at the sole discretion of management.

GLOSSARY OF TERMS

Clinical and Technical Stream Standards

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Narrow/Basic: Fundamental or elementary; at a level of the most basic clinical duties under the direct clinical practice
supervision of a more experienced professional within their domain. Applicable to entry level roles such as Level 1.

Routine: The performance of routine clinical duties under delegation from a tertiary qualified and experienced
professional within their domain. Applicable to Classification Level 2.

Competent: The performance or demonstrated capacity to manage their own professional standards with clinical
supervision reducing with commensurate clinical experience. Applicable to Classification Level 3.

Complex: Complicated, involved, intricate and involving many different influences. Complex professional work
denotes work in which the range of options is imprecise, requires high-level application of general principles, and may
require some adaptation of accepted practices and procedures. The work commonly involves elements of
interrelationship between tasks. Applicable to Classification Level 4.

Advanced: Highly developed or complex; at a level beyond that required for day-to-day practice. Applicable to
Advanced Practitioner only.

Expert: Refers to a high-level Allied Health practitioner, who has acquired, through higher level education and/or
experience, a level of knowledge and skill set that is recognised as being comprehensive in a highly specific area. The
allied health practitioner's skills are to be utilised on a service area level and are recognised as a State or Nation-wide
leader in their given discipline. They are utilised as a point of reference in their given discipline throughout UnitingCare
Health. Applicable to Level 5, Heads of Profession.

AAAHP’s: Classification Level A is reserved solely for AAAHP’s. In classifying Employees within this level consideration
must be given to the level of initiative, responsibility and competency exercised within the parameters of the
characteristics and accountabilities in the classification descriptor.

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 Classification LEVEL A

Australian Anaesthesia Allied Health Practitioner (AAAHP)

Classification Level A is reserved solely for Australian Anaesthesia Allied Health Practitioners, (AAAHP). The typical
duties/skills are a non-exhaustive list that may be performed within the particular level. The descriptors are an
indicative guide only and at any particular level employees may be expected to undertake duties of any level lower
than their own. Mandatory qualifications exist at Level A.1 with an expectation of the application of professional
knowledge gained through professional knowledge and experience.

The key issue to be looked at in properly classifying an employee is the level of initiative, responsibility, competency
and skill that the employee is required to exercise in the work they perform within the parameters of the
characteristics and not the duties the employee performs per se.

Characteristics
• An employee classified at this level shall require formal qualifications equivalent to a Diploma or similar and
appropriate experience to enable the duties of the position to be carried out.
• The AAAHP is trained to provide support to the patient and Anaesthetist prior to and during the surgical
procedure.
• They assist the Anaesthetist in the administration of anaesthetic medications as directed during surgery and
medical procedures. Tasks include the preparation of equipment, monitoring the patient's condition, and
responding to direction from the Anaesthetist.
• AAAHPs give and receive clinical handover.
• The AAAHP works under direct supervision of the Anaesthetist during the induction and emergence of
Anaesthesia and indirect supervision during preparatory phases.
• The AAAHP also works under the direction of the Senior Registered Nurse, team leader.
• The Senior AAAHP (A.7) provides high acuity care in specialised fields within Anaesthetics.

Accountabilities
• Employees may work independently and under limited supervision.
• Employees at this level are responsible and accountable for their own performance, with checking related to
overall progress.
• Tasks performed may be complex, requiring applied theoretical knowledge and acquired motor skills.
• Good interpersonal and communication techniques are imperative to cooperate within a partnership with
the Anaesthetist and the operating theatre team.
• Employees are required to exercise judgment and initiative within a broad range of Anaesthesia skills and
knowledge.

Indicative duties/skills:

• Level A.1- Employees must have completed a Diploma of Paramedical Science (Anaesthesia) HLT50607 or
equivalent and must complete a minimum of 1 year clinical experience under the supervision of a qualified
Anaesthetic Technician/Nurse.

• Level A.2 - Employees must demonstrate a competent level of knowledge, expertise and skill through further
clinical experience and have completed a minimum of 1 year at Level A.1.

• Level A.3 - Employees must demonstrate a competent level of knowledge, expertise and skill, undertake more
complex tasks and have completed a minimum of 1 year at Level A.2.

• Level A.4 - Employees may have supervisory or training responsibilities for less experienced employees and
students and have completed a minimum of 1 year at Level A.3.

• Level A.5 - Employees may have supervisory or training responsibilities for less experienced employees and
students and have completed a minimum of 1 year at Level A.4.

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• Level A.6 - Employees may have supervisory or training responsibilities for less experienced employees and
students and have completed a minimum of 1 year at Level A.5.

• Level A.7 - Employees must demonstrate expertise and knowledge through relevant education, ability to provide
guidance to less experienced practitioners and participate in quality improvement activities and have completed
a minimum of 1 year at Level A.6.

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 Classification Level 1

Scope and Nature of Level

CLINICAL

Classifications at Clinical Level 1 is reserved exclusively for those who are classified as Allied Health Assistants, Nutrition
Assistants and Bio-medical Technicians. Positions at Allied Health Level 1 require employees to hold a minimum of a
Trade Certificate Level 3 under the Australian Qualifications Framework and/or currently enrolled in a relevant
undergraduate degree.

Positions at Allied Health Level 1 are those with an active focus on building toward the attainment of a recognised or
acceptable level of knowledge and skill in their given domain. Requiring only a narrow set of knowledge and skills in
their given discipline, these positions involve the performance of basic clinical duties under the direct clinical practice
supervision of more experienced Allied Health Practitioners in the given domain, with the quality of work output
closely assessed. Positions at this level are expected to carry out non-clinical duties under limited supervision.

The characteristics and accountability for the Clinical Stream is set out below:

Characteristics
• Demonstrates formal knowledge and skills obtained through a relevant trade certificate or relevant tertiary
education.
• Demonstrates the ability to work independently on basic tasks under limited supervision.
• Demonstrates responsibility and accountability for their own work.
• Demonstrates the ability to perform incidental and peripheral tasks to their main function and have the ability
to move between areas to the level of their training.
• Demonstrates a narrow level of knowledge and skill in their given domain, with the ability to undertake tasks
under the guidance of a more experienced practitioner.

Accountabilities
• Responsible for working under the direct supervision of a more experienced Allied Health professional in the
domain of delivering clinical care.
• Responsible for working within the employee's scope of practice in a particular area.
• Responsible for performing incidental and peripheral tasks to their main function.
• Commensurate with level of skill and training, undertake more complex technical or clinical administration
tasks under limited supervision.
• Actively continues to pursue prerequisite education and training necessary to build competency in given
domain.

TECHNICAL
Biomedical Technicians

The typical duties/skills are a non-exhaustive list that may be performed within the particular level. The descriptors
are an indicative guide only and at any particular level employees may be expected to undertake duties of any level
lower than their own. Mandatory qualifications exist at particular levels with an expectation of the application of
professional knowledge gained through formal studies.

The key issue to be looked at in properly classifying an employee is the level of initiative, responsibility, competency
and skill that the employee is required to exercise in the work they perform within the parameters of the
characteristics and not the duties the employee performs per se.

The characteristics and accountability for the Biomedical Technical Stream are set out below:

Characteristics
• An employee at this level will be currently enrolled as a student in an appropriate and related discipline.

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 • Positions at this level involve the delivery of basic technical services in accordance with AS3551 and/or relevant
standards.
• Employees on this level may also be engaged to perform general laboring tasks and functions.
• Work is performed under close supervision and guidance of a qualified or experienced technical professional.
• It is recognised that employees at this level will undertake duties and skills that will increase in complexity as
the employee moves forward through their education and training phases.
• Employees at this level may undertake a combination of routine biomedical/technical testing, basic problem
solving, preparation based and the application of basic skills and routines.

Accountabilities
• Accountable for the appropriate use of allocated resources.
• Contributes to administrative activities, including the collection of statistics or workload data.
• Provides technical services commensurate with level of experience.
• Accountable and responsible for provision of basic technical services under the supervision of more senior
Biomedical Technicians.
• Participates in professional development and education in the technical area.

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 Classification Level 2

Scope and Nature of Level

CLINICAL

Classification at Allied Health Level 2 is reserved exclusively for those who are classified as Assistants in roles such as
Allied Health Assistants, Nutrition Assistants. Clinical positions at Allied Health Level 2 require employees to hold a
minimum of a Certificate IV under the Australian Qualifications Framework.

Positions at this level perform routine clinical duties under delegation from a tertiary qualified Allied Health
Practitioner.

Positions at this level are also required to operationally supervise a team of Allied Health Assistants including activity
related to recruitment, performance and rostering.

Clinical employees are expected to demonstrate the level of initiative, responsibility, competency and skill within the
parameters of the characteristics set out below.

Characteristics
• Demonstrates well developed knowledge, skills and experience in performing delegated clinical tasks.
• Works under limited supervision of a tertiary qualified allied health practitioner.
• Demonstrates leadership and management skills in the operational management of a work unit or team of
Allied Health Assistants, Nutrition Assistants or Technicians.
• Demonstrates a broad understanding of the continuum of care and the wider provision of multidisciplinary
health services.
• Demonstrates ability to provide advice regarding direction to a team operating within a hospital environment.
• Demonstrates initiative in improving quality and service delivery.

Accountabilities
• Required to work under limited clinical practice supervision.
• Assist in the development of policies, procedures and work instructions, and lead relevant quality and service
improvement activities.
• Contribute to the recruitment of and lead onboarding and training of subordinate employees.
• Responsible for the day to day management of an assistant team including all aspects of personnel
management including performance appraisal and other general people management issues.
• Responsible for the appropriate management of allocated resources in defined areas
• Monitor and report work practices and outcomes within an Allied Health Assistant team.

TECHNICAL

Classification within the Technical Stream at Level 2 is reserved exclusively for Biomedical Technicians.

Role Context – Biomedical Technicians

Level 2 Technical roles include Biomedical Technicians. The typical duties/skills are a non-exhaustive list that may be
performed within the particular level. Qualifications exist at particular levels with an expectation of the
application of professional knowledge gained through formal studies.

Technical employees are expected to demonstrate the level of initiative, responsibility, competency and skill within
the parameters of the characteristics set out below.

Biomedical Technicians
• Roles at BMT Level 2 require employees to hold at least an Associate Diploma, Diploma and Advanced Diploma
or equivalent.

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 • Roles at BMT Level 2 are technical roles demonstrating competent technical knowledge and skill in their given
domain. They would be expected to undertake duties within the context of the role, with supervision
commensurate with experience. They are able to perform routine duties, and undertake technical tasks of
increasing complexity under the supervision of more experienced senior BMT. They would be expected to be
an active participant within their multidisciplinary work unit or technical team.
• As experience builds roles make decisions and solve problems by exercising technical judgement with
increasing independence. Roles are expected to manage their own workload, as directed and are expected to
understand and comply with governance polices and processes.

Characteristics
• Demonstrates competent knowledge and skill to provide information to clients and colleagues
• Demonstrates a competent level of knowledge, expertise and skill in the given technical domain, with the
ability to apply established methods and procedures toward the completion of required tasks
• Demonstrated ability to undertake technical tasks, commensurate with level of experience.
• Demonstrates the ability to work in a team
• Demonstrates the ability to participate in quality or service improvement activities under the supervision of a
more experienced practitioner.
• Builds and maintains effective relationships with clients and colleagues.
• Demonstrates the ability to apply effective written and verbal communication skills to provide professional
services.

Accountability
• Accountable for the appropriate use of allocated resources.
• Contributes to administrative activities, including the collection of statistics or workload data.
• Provides technical services commensurate with level of experience.
• Accountable and responsible for provision of routine-level technical services under the supervision of more
senior Biomedical Technicians.
• Commensurate with level of experience in role, provide technical education for students with the support of
a senior Biomedical Technicians.
• Commensurate with level of experience in role, provide guidance, peer support and instruction on matters
pertaining to routine technical matters to less experienced Technicians.
• Participates in professional development and education in the technical area, and is expected to provide
mentoring and advice to less experienced technicians.
• Contributes and participates in local quality and service improvement activities.

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 Classification Level 3

Scope and Nature of Level

Professional Clinical and Technical Streams

Clinical and Technical positions at Allied Health Professional Level 3 encompasses positions demonstrating a
competent level of professional knowledge and skill to undertake routine clinical and technical practice, through to
positions that are able to undertake complex clinical and technical tasks. Classification at Level 3 Technical Stream is
reserved exclusively for Biomedical Technicians.

Employees must have at a minimum a relevant tertiary degree or equivalent and demonstrate capacity to manage
their own professional standards, accreditations and registration requirements.

Clinical Roles

Clinical roles provide professional level clinical services commensurate with the level of clinical experience, mostly of
a routine nature and with the level of supervision decreasing with increasing experience.

The characteristics and accountability for each of the relevant clinical streams which include Allied Health
Professionals, Medical Radiation Practitioners and Sonographers and Cardiac Physiologists are set out below.

Role Context - Clinical

Knowledge, Skills and Expertise

Allied Health - Clinical

Characteristics
• Demonstrates competent knowledge and skill to provide professional advice.
• Builds and maintains effective professional relationships with clients and colleagues.
• Demonstrates ability to apply effective written and verbal communication skills to provide professional
services.
• Demonstrates recognised expertise and knowledge obtained through relevant tertiary education.
• Operating at the level of clinical practice commensurate with the level of experience.
• Demonstrates the ability to professionally disseminate information to stakeholders.
• Demonstrates ability to participate in quality or service improvement activities under the clinical practice
and / or operational supervision of a more experienced practitioner.

Medical Radiation Practitioners and Sonographers - Clinical

Characteristics
• An employee classified at this level must have a relevant tertiary degree (or equivalent) and full AHPRA
registration or ASAR
• Demonstrate basic professional level knowledge and skill to undertake routine clinical practice.
• Employees will operate at the level of clinical practice commensurate with the level of experience.
• As clinical skills increase work will include both routine and more complex clinical practice applied to single
specialties or across two or more (multi specialties) clinical areas or modalities.
• Clinical supervision will decrease as demonstrated experience to operate independently is achieved.
• As clinical knowledge skills and experience increases, employees must actively participate in quality and
safety initiatives such as committee members, representatives, facilitators and/or trainers. This will include
supervisory responsibility of less experienced practitioners, students or technical staff including training and
development responsibilities.
• Employees at this level may be expected to work towards the successful obtainment of ASMIRT modality
specific certification.

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Cardiac Physiologists – Clinical

Characteristics
• Employees to hold a relevant human physiology based tertiary degree.
• Cardiac Physiologists with less than 12 months independent cardiac experience will be appointed at entry
level 3 and are expected to work towards independence in at least 1 invasive modality and the successful
obtainment of post graduate qualifications.
• Perform clinical tasks of a varied nature with professional supervision decreasing with experience.
• At the higher increment levels, practitioners must perform the routine cardiac physiologist role
independently, without the requirement of direct supervision in at least one sub-specialty/modality.
• As clinical skills increase, work will include both routine and more complex clinical practice, applied to
multiple modalities.
• Experienced level 3 Cardiac Physiologists may also provide operational support, including the development,
management, and coordination of workflow processes, and/or clinical supervision for entry Level 3
employees.

Accountabilities
The accountabilities for Allied Health Professionals, Radiation Practitioners and Sonographers and Cardiac
Physiologists include the following:
• Uses allocated resources appropriately.
• Provides clinical services commensurate with level of experience.
• Makes more complex clinical decisions and solves problems under clinical practice supervision or
professional guidance of a more experienced practitioner with level of supervision decreasing with
experience as required.
• Contributes to management activities such as collection of departmental statistics.
• Assists in the development of policies, procedures and clinical practice and participates in local quality and
service improvement activities.
• Contributes to clinical governance activities.
• Manages own professional standards/accreditation/registration requirements.
• Applies evidence-based practice that supports the continuous improvement of clinical outcomes and builds
capability within the team
• Commensurate with level of experience provides clinical practice supervision to less-experienced
practitioners, such as involved in clinical placements; and provides direction to assistant and support staff.

Technical Roles – Biomedical Technicians

Biomedical Technician roles at Professional Level 3 require employees to be experienced in their given technical
domain, and have either:

• Operational supervisory responsibilities including development of subordinate staff, performance

management, co– ordination of workflow processes, quality of output of the work unit and
implementing occupational health and safety guidelines, or

• Proven technical expertise and competence with demonstrated proficiency to perform complex
technical tasks with minimal clinical practice supervision, and are expected to be an active contributor to
their multidisciplinary work unit or technical team.

The characteristics and accountability for Biomedical Technicians are set out below.

Role Context - Technical

Biomedical Technicians

Characteristics
• Operational supervisory responsibilities including development of subordinate employees, performance
management, co-ordination of workflow processes, quality of output of the work unit and implementing
occupational health and safety guidelines; or

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 • Proven technical expertise and competence with demonstrated proficiency to perform complex technical
tasks with minimal clinical practice supervision, and are expected to be an active contributor to their
multidisciplinary work unit or technical team.
• Roles provide independent technical services of a complex and varied nature where principles, procedures,
techniques or methods require adaptation or modification with only occasional professional supervision.
• Roles are recognised as a reference point for other technicians within the team, exercising independent
decision-making and judgement on a day to day basis and providing professional advocacy and/or technical
governance beyond routine practice.
• Roles can provide technical leadership within the team, including professional supervision.
• Roles undertake duties of a complex and varied nature with technical decisions based on valid, reliable
evidence and would be expected to integrate service initiatives into technical practice, organisational work
unit guidelines and service policies.
• Roles perform duties with a high degree of independence and may provide technical services with some
operational responsibilities.

Accountabilities
Technical roles at Allied Health Professional Level 3 exercise independent judgement in providing technical services
of a complex nature where principles, procedures, techniques or methods require expansion, adaptation or
modification with minimal supervision. This may include responsibility for the following:

• Ability to allocate and utilise resources appropriately.

• Service delivery focused on the coordination and collaboration of workflow for given technical work within a
small allied health team.
• Understanding limits of scope of practice and demonstrated capacity to solve high complexity problems
dictated by technical experience and demonstrated willingness to consult with more experienced
practitioners as required.
• With appropriate experience and progression provide supervision and guidance to less experienced
practitioners to build skill and capability.
• Proactively manage and maintain certification and registration relevant to experience and as required of the
role.

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 Classification Level 4

Scope and Nature of Level

Professional Clinical Stream

Professional clinical positions at Allied Health Level 4, are Senior Professionals who may have a clinical or educational
focus, or roles that may involve elements of both. Sonographers include recent graduates. Clinical roles include:
Senior MRP, Sonographer or Senior Cardiac Physiologists, or Senior Allied Health Professionals or Senior Allied
Health Clinical Educators.

Clinical positions at Allied Health Level 4 demonstrate high level knowledge, skills, experience and clinical leadership
within the professional and/or multidisciplinary team. Skills will be applied to single specialities or across two or
more (multi-specialty) clinical areas or modalities.

Duties undertaken are of a complex and varied nature with clinical decisions based on valid and reliable evidence.
Tasks and duties are performed with a high degree of independence and involves the supervision of less experienced
clinical professionals and/or students. Clinical positions at Allied Health Level 4 may lead quality initiatives and
contribute to the development of the service.

Role Context

Knowledge, Skills and Expertise

Professional Clinical Stream – Allied Health

Characteristics
• Demonstrates and applies a high-level of knowledge and skills in managing clinical caseloads and advising
other colleagues, management and other stakeholders.
• Exercises independent professional judgement in problem-solving and managing clinical caseloads.
• Operating at the level of clinical practice commensurate with the level of experience.
• Develops effective professional relationships with clients, colleagues and stakeholders to inform/influence
clinical outcomes and/or encourage behavioural change.
• Applies professional clinical evidence that support continuous improvement of local service delivery.
• Demonstrates high-level knowledge and skills, applied to single specialities or across two or more (multi-
specialty) clinical areas or modalities.
• Possesses clinical leadership abilities that are recognised at a senior level
• Is recognised as a reference point within the team.
• Demonstrates a broad understanding of the continuum of care and the organisational provision of
multidisciplinary health service.
• Is a capable Clinical Educator
• Demonstrates a high level of educator knowledge, expertise and skill in a health practitioner practice and/or
service area.
• Demonstrates communication skills in disseminating professional learning outcomes and development to
clinical professionals.

Accountabilities
• Exercises clinical judgement in providing services of a complex nature where principles, procedures,
techniques or methods require expansion, adaptation or modification.
• Exercises independent professional judgement in decision-making and clinical management, handling an
increasingly complex and varied caseload beyond that of day-to-day practice relevant to the discipline.
• Provides clinical advice to professional and operational supervisors and relevant service managers regarding
service delivery, equipment, technology and the prioritisation and development of clinical services.
• Undertakes clinical governance activities within the service.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 54

 • Provides clinical practice supervision to Allied Health Level 3 and clinical support staff, to ensure the
maintenance of professional clinical standards.
• Responsible for monitoring and reporting clinical work practices and outcomes within clinical service area
and initiating, planning and evaluating local service improvement activities.
• Responsible for the appropriate management of allocated resources in defined areas.
• Provides input into strategic planning for a service.
For Clinical Educators – Allied Health
• Assumes the primary role of designated clinical educator, including responsibilities as clinical educator for
pre-entry level clinical students or staff, and independently coordinates local clinical education programs
(this is an education role).
• Actively contributes to implementation of education program activities.
• Responsible for delivering professional development assistance and clinical practice training activities to
students and staff.
Medical Radiation Practitioners (MRP) and Sonographers
• Employees at this level must have a tertiary degree or equivalent qualification and current full registration
with AHPRA.
• Employees will operate at the level of clinical practice commensurate with the level of experience.
• Enhances knowledge and skills through the attainment and maintenance of relevant Post graduate
qualifications, ASMIRT modality specific certification and CPD activities.
• Employees at this level will also be required to provide education and mentoring to less experienced
professionals across multi-disciplinary teams.
• Demonstrates and applies a high-level of knowledge and skills in managing clinical caseloads and advising
other colleagues, management, and other stakeholders.
• Exercises independent professional judgement in problem-solving and managing clinical caseloads.
• Develops effective professional relationships with clients, colleagues, and stakeholders to inform/influence
clinical outcomes and/or encourage behavioural change.
• Applies professional clinical evidence that support continuous improvement of local service delivery.
• Demonstrates high-level knowledge and skills, applied to single specialities or across two or more (multi-
specialty) clinical areas or modalities.
• Possesses clinical leadership abilities that are recognised at a senior level
• Is recognised as a reference point within the team.
• Demonstrates a broad understanding of the continuum of care and the organisational provision of
multidisciplinary health service.
• Is a capable clinical educator
• Demonstrates a high level of educator knowledge, expertise, and skill in a health practitioner practice and/or
service area.
• Demonstrates communication skills in disseminating professional learning outcomes and development to
clinical professionals.

Accountabilities
• Exercises clinical judgement in providing services of a complex nature where principles, procedures,
techniques or methods require expansion, adaptation or modification.
• Exercises independent professional judgement in decision-making and clinical management, handling an
increasingly complex and varied procedural list beyond that of day-to-day practice relevant to the discipline.
• Provides clinical advice to professional and operational supervisors and relevant service managers regarding
service delivery, equipment, technology and the prioritisation and development of clinical services.
• Employees at this level will also be required to provide education and mentoring to less experienced
professionals across multi-disciplinary teams.
• Responsible for the appropriate management of allocated resources in defined areas.
• Provides input into strategic planning for a service.
• Employees at this level may have supervisory responsibilities in support of the Team Leader including acting
in that role as required.

Cardiac Physiologists

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026

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55
Accountabilities
• Employees to hold a relevant human physiology based tertiary degree and demonstrated post graduate
clinical experience.
• Relevant post graduate qualifications are highly desirable.
• Demonstrates high level of knowledge, skills and clinical experience in each of the following modalities:
monitoring during cardiac catheterization and intervention, cardiac implantable electronic device (CIED)
implantation and aspects of CIED follow up and cardiac electrophysiology.
• Demonstrates independent and comprehensive delivery of a high level of clinical cardiac physiology in these
3 modalities.
• Must be able to deliver services of a complex and varied nature, that may require adaptation and
modification of techniques.
• Independent and professional decision making and judgement on a day to day basis.
• Clinical leadership, including supervision and training of subordinate staff. Is recognised as a point of
reference for others
• Assists with day to day operational requirements, demonstrates initiative and applies clinical evidence to
provide best practice care.
• Supports quality improvement activities and the development, management, and coordination of workflow
processes.
• Responsible for appropriate management of allocated resources in defined areas.
Accountabilities
• Exercises clinical judgement in providing services of a complex nature where principles, procedures,
techniques or methods require expansion, adaptation or modification.
• Exercises independent professional judgement in decision-making and clinical management, handling an
increasingly complex and varied caseload beyond that of day-to-day practice relevant to the discipline.
• Provides clinical advice to professional and operational supervisors and relevant service managers regarding
service delivery, equipment, technology and the prioritisation and development of clinical services.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026

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56
 Classification Level 5

Nature and scope

Positions at this level require advanced clinical knowledge, skills and experience with independence in managing highly
complex and varied caseloads where principles, procedures, techniques or methods require development, adaptation
or modification to address clinical requirements. Knowledge, skills and experience are recognised through clinical
practice, professionaI development, post graduate education and/or formal qualifications.

In addition to managing a clinical caseload, positions at this level also provide formal strategic and operational
management to a small to medium sized profession-specific or multi-disciplinary professional team which may be
based across multiple sites. The role influences clinical practice through the provision of professional advocacy and or
leads clinical governance systems and processes for a service.

Professional Management Stream

Characteristics
• Demonstrates advanced level of knowledge and skills in complex, contemporary, clinical practice standards.
• Uses latest evidence-based practice to apply knowledge and skills that facilitate novel and/or critical
decisions in a complex clinical caseload.
• Possesses advanced clinical leadership abilities that are recognised at a service level
• Possesses high level knowledge of recognized quality and service improvement frameworks
• Demonstrates ability to manage a small to medium-sized team.
• Demonstrates high level communication skills to align a team, influence the culture towards a common
vision including conflict management, negotiation, advising, influencing and interpersonal skills.
• Uses knowledge and skills to contribute to formal research and develops the knowledge base of the service.

Accountability
• Provides independent, advanced clinical services of a highly complex and critical nature with significant
scope.
• Responsible for all aspects of strategic and operational management for a small to medium–sized team
either at a single site or across multiple sites.
• Leads professional governance activities for a discipline within the service including clinical supervision and
the ongoing development of less experienced staff.
• Leads clinical governance activities to ensure ongoing assurance and improvement of service safety and
quality.
• Advocates for the service including advice to senior management, colleagues and other relevant
stakeholders regarding complex professional standards and clinical service development.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 57

 Classification Level 6

Nature and scope

Positions at this level will have, knowledge skills and experience recognised through clinical practice, professional
development, post graduate education and/or formal qualifications.

Positions at this level will provide formal strategic and operational management to a large profession-specific or multi-
disciplinary professional team which may be based across multiple sites. The role influences clinical practice through
the provision of professional advocacy and or leads clinical governance systems and processes for a service.
Appointment to Level 6 positions will occur via a merit based process. The appointment to a Level 6 position will be
solely at the employer's discretion. Level 6 positions will have an underpinning position description setting out the
purpose, scope and breadth of the role.

Professional Management Stream

Characteristics
• Demonstrates advanced level of knowledge and skills in complex, contemporary, clinical practice standards.
• Uses latest evidence-based practice to apply knowledge and skills that facilitate novel and/or critical
decisions in a complex clinical caseload.
• Possesses advanced clinical leadership abilities that are recognised at a service level
• Possesses high level knowledge of recognized quality and service improvement frameworks
• Demonstrates ability to manage a large team.
• Demonstrates high level communication skills to align a team, influence the culture towards a common
vision including conflict management, negotiation, advising, influencing and interpersonal skills.
• Uses knowledge and skills to contribute to formal research and develops the knowledge base of the service.

Accountability
• Provides independent, advanced clinical services of a highly complex and critical nature with significant
scope.
• Responsible for all aspects of strategic and operational management for a large team either at a single site or
across multiple sites.
• Leads professional governance activities for a discipline within the service including clinical supervision and
the ongoing development of less experienced staff.
• Leads clinical governance activities to ensure ongoing assurance and improvement of service safety and
quality.
• Advocates for the service including advice to senior management, colleagues and other relevant
stakeholders regarding complex professional standards and clinical service development.

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 58

SCHEDULE B – WAGES

Effective FFPPA* 1/7/2023 FFPPA 1/7/2024 FFPPA 1/7/2025

CLASSIFICATION
Paid FFPPA 1/5/2024 4% increase 3.5% increase

AAAHPs
AT1.1 $32.79 $34.10 $35.29
AT1.2 $34.01 $35.37 $36.61
AT1.3 $35.76 $37.19 $38.50
AT1.4 $36.87 $38.35 $39.69
AT1.5 $37.61 $39.12 $40.49
AT1.6 $39.31 $40.88 $42.31
AT1.7 $40.49 $42.11 $43.59
Biomedical Technicians
BT 1.1 $31.81 $33.08 $34.24
BT 1.2 $32.27 $33.56 $34.73
BT 1.3 $32.94 $34.26 $35.45
BT 2.2 $42.26 $43.95 $45.49
BT 2.3 $45.86 $47.70 $49.37
BT 2.4 $48.77 $50.72 $52.49
BT 2.5 $54.39 $56.56 $58.54
BT 2.6 $55.73 $57.96 $59.99
BT 2.7 $58.73 $61.08 $63.22
BT 3.1 $62.30 $64.79 $67.06
BT 3.2 $65.40 $68.01 $70.39
BT 3.3 $67.52 $70.22 $72.68
Allied Health Professionals (excluding AAAHPs and Biomedical Technicians)
AHA 1.1 $29.82 $31.01 $32.10
AHA 1.2 $31.21 $32.46 $33.59
AHA 1.3 $32.79 $34.10 $35.29
AHA 1.4 $35.45 $36.87 $38.16
AHA 1.5 $36.51 $37.98 $39.30
AHA 2.1 $37.98 $39.49 $40.88
AHA 2.2 $38.73 $40.28 $41.69
AHA 2.3 $39.51 $41.09 $42.53
AHA 2.4 $40.30 $41.91 $43.38
AHA 3.1 $42.27 $43.96 $45.49
AHA 3.2 $45.86 $47.70 $49.37
AHA 3.3 $48.77 $50.72 $52.49
AHA 3.4 $51.94 $54.02 $55.91
AHA 3.5 $54.39 $56.56 $58.54
AHA 3.6 $55.73 $57.96 $59.99
AHA 3.7 $58.73 $61.08 $63.22
AHA 3.8 $59.91 $62.31 $64.49
AHA 4.1 $62.30 $64.79 $67.06
AHA 4.2 $65.40 $68.01 $70.39
AHA 4.3 $67.52 $70.22 $72.68
AHA 5.1 $70.90 $73.73 $76.32
AHA 5.2 $73.39 $76.32 $78.99
AHA 5.3 $75.21 $78.22 $80.96
AHA 6.1 $78.75 $81.90 $84.77
*FFPPA – First Full Pay Period After

UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026 59

SCHEDULE C – ALLOWANCES

ALLOWANCE CLAUSE FREQUENCY FFPPA 1/7/2023 FFPPA 1/7/2024 FFPPA 1/7/2025

ON CALL (EXCEPT EMERGENCY CLINICAL RESPONSE)
Monday – Friday per $39.30 $40.48 $41.28
6.7
Saturday, Sunday or RDO occasion $70.76 $72.88 $74.34
ON CALL (EMERGENCY CLINICAL RESPONSE)
Monday – Friday per $47.41 $49.30 $51.03
6.8
Saturday, Sunday or RDO occasion $94.83 $98.62 $102.07
XRAY AND RADIUM ALLOWANCE
10 hours or less per week $13.26 $13.66 $13.93
7.3 weekly
More than 10 hours per week $26.53 $27.33 $27.87
DIRTY WORK 7.4 weekly $11.78 $11.78 $11.78
SPLIT SHIFT 7.2 per day $15.13 $15.13 $15.13
UNIFORM ALLOWANCE
Full-Time Employees 7.1 weekly $6.55 $6.55 $6.55
Part-Time and Casual Employees per shift $1.29 $1.29 $1.29
QUALIFICATIONS ALLOWANCE
post graduate certificate (includes 1 x IBHRE
certification) $49.07 $50.55 $51.56
post graduate diploma or degree (includes 1 x 7.6 weekly
$68.70 $70.76 $72.17
IBHRE certification)
masters or doctorate (not entry level) $78.51 $80.87 $82.48
MEAL ALLOWANCE 7.5 per occasion $15.54 $15.54 $15.54

*FFPPA – First Full Pay Period After

60
~ UnitingCare
Level 5, 192 Ann Street
Brisbane QLD 4000
GPO BOX45
Brisbane QLD 4001
t (07) 3253 4000
f (07) 3236 0929
[email protected]
unltlngcareqld.com.au

2 May 2024

Associate to Commissioner Hunt

Fair Work Commission

Delivered via email to: [email protected]

Dear Commissioner Hunt

Application to approve the UnitingCare Health Allied Health Employees

Enterprise Agreement 2023-2026

The Uniting Church in Australia Property Trust (Q.) represented by UnitingCare Health
ABN 87 842 457 440 (UCH) hereby undertakes the following in relation to the
UnitingCare Health Allied Health Employees Enterprise Agreement 2023-2026
(Agreement):

1. Part Time Employees – Overtime (clauses 4.3 and 6.6.2)

UCH will not to require part-time Employees in Levels AHA 2.1 to AHA 3.2 to
work additional hours over their minimum guaranteed ordinary hours, except
where prior written agreement has been reached with the part-time Employee
and UCH.

2. Overtime Rates – Casual Employees (clauses 6.6.2)

All time worked by a casual Employee (except for a Level 6 Employee) in

Levels AHA2.1 to 3.2 in excess of full-time ordinary hours or outside the span
of hours on any one day shall be deemed to be overtime (unless a specific
penalty rate applies to the ordinary hours worked) and shall be paid for at the
following rate:

Hours Worked Overtime Rate for casual

Employees calculated on the
relevant Base Rate of Pay
Monday to Saturday 187.5% for the first 2 hours and
250% after 2 hours
Sunday 250%
Public holiday 312.5%

The overtime rates for casual Employees have been calculated by adding the
casual loading prescribed by clause 4.4 of Agreement before applying the
overtime rates for full time and part time Employees.

Proudly representing
Blue Care I Lifeline I ARR CS I The Wesley Hospital I Buderim Private Hospital
St Stephen's Hospital I St Andrew 's War Memorial Hospital
 For the avoidance of doubt, casual Employees (except for a Level 6
Employee) in classifications other than Levels AHA2.1 to AHA 3.2 will be paid
overtime in accordance with existing clause 6.6.2 of the Agreement.

Signed for an on behalf of The Uniting Church in Australia Property Trust (Q.)
represented by UnitingCare Health ABN 87 842 457 440.

Signature:

Name: Craig Barke

Capacity: Chief Executive Officer

Date: 2 May 2024

Proudly representing
Blue Care I Lifeline I ARR CS I The Wesley Hospital I Buderim Private Hospital
St Stephen's Hospital I St Andrew 's War Memorial Hospital