NEWS XX
discussed at the latest NJC forum and other national IR issues
Non replacement of maternity leave In the Recruitment and Retention Agreement of 2017, it was agreed that all staff on maternity leave should be replaced. However, the HSE is not complying with this and is failing to replace many staff on maternity leave. T h i s i s s u e o f n o n - r e - placement has been further hampered by the employ- me n t c o n t r o l me a s u r e s currently in place. This issue will be discussed at upcom- ing meetings regarding the employment control process and overcrowding. Cath labs T h i s ma t t e r h a s b e e n referred to the WRC and the chair of the NJC is to seek an early date with regards to same. Candidate advanced nurse practitioners The matter of non-com- pliance with the HSE circular in Cork University Hospital is being looked at by Paul Byrne who will revert to the staff panel. manager/HR department and submit same. Once submitted and signed off by the director of nursing/midwifery and HR, they should be issued with a contract for signing and they should be paid on the enhanced salary scale. Also, retrospection with regards to this is due back to their incre- ment date arising after March 1, 2019 • It is vitally important and time sensitive that individu- als apply for the senior staff nurse/midwife and indeed the enhanced senior staff nurse/ midwife scale before Novem- ber 2019. The previously
Bereavement leave The staff panel raised the matter of the Labour Court Re c omme n d a t i o n wh i c h increased the quantum of bereavement leave from five working days to 20 working days, and from three working days to five working days. The parties met for two conciliation conferences where agreement could not be reached. The staff panel outlined its dissatisfaction that the Department of Health issued a circular with regards to this matter which is not agreed and is disputed.
on overcrowding in emergency departments and hospital wards throughout the coun- try, as it affects all levels of the service including pre-hospital care, acute hospital care and step down, including primary and social care. The staff panel highlighted the significant risks within the system as a result of unprece- dented overcrowding and the need for an urgent response from the HSE. Furthermore, the staff panel is seeking the early publication of the HSE winter plan, noting that plans have already been announced by the NHS in the UK. Scan for surgery Scan for surgery in St James University Hospital and other voluntary hospitals was raised: The unions will write to the HSE outlining the details with regards to same. Cervical Check audits/ liaison teams The unions are to receive details from the HSE with regards to this team and also details with regards to the recruitment process for same. departments in regard to: • If you are in receipt of a qual- ification/location allowance, it was due to increase by 20% retrospective to March 1, 2019 • T h o s e e l i g i b l e f o r n ew allowances, ie. maternity, community etc, should ensure that they have received this allowance and, again, with retrospection back to March 1, 2019 • If individuals have had incre- mental progression since March 1, 2019 or indeed are due an increment, they should seek the appropri- ate HR form from their line
services remain outstand- ing for particular unions. The unions have sought a meet- ing to review termination of pregnancy services since their introduction earlier this year. Joint declaration on life-long learning The unions were seeking a meeting to be convened before the end of October 2019 as the joint declaration on lifelong learning committed to by the HSE remains outstanding. The staff panel is awaiting contact from the HSE in order to con- vene this meeting. Time and one-sixth The HSE is to make contact with the chair of the staff panel to arrange a meeting between the parties on time and one- sixth retrospective payments. Unions are requesting that the remaining six-month ret- rospection is paid. In addition to the above, retrospection of time and one-sixth at St John of Gods, Kerry is outstanding. Overcrowding The unions are seeking high- level engagement with the HSE The INMO is urging members to ensure that they receive all pay increases due to them that were secured as part of the nursing and midwifery strike settlement. The union noted that the HSE was extremely slow to issue the circular to the system on the implementation of the two Labour Court Recommen- dations. However, the circulars have now been issued and it is important that INMO mem- bers seek their entitlements contained in these from their employer. Members should ensure to contact their payroll/HR
The staff panel has objected to the inclusion of “collective agreements” and footnotes regarding calendar days rather than working days. The unions will be seeking that the WRC conciliation officer would refer the matter back to the Labour Court for clarification. However, the chair of the NJC, Anna Perry, called on the par- ties to engage again in order to get a resolution so that the matter need not be returned to the Labour Court. The HSE is to revert with a date for this meeting. Members urged to check for all pay increases due
required 20 years’ service has been reduced to 17 years. Therefore, those with 17, 18, 19 and 20 years or more should apply if they are not currently on the senior staff nurse/midwife scale. Also, those at senior staff nurse/ midwife scale are eligible to move onto the enhanced senior staff nurse/midwife pay. It is important that members pursue these mat- ters as it is their pay that is due to them. All of these measures ensure significant increases in pay, which members should seek and secure.
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