ASU log of claims additional detail - NEAMI

15 July 2022 By ASU

Valuing our work

Fair increases to pay and allowances in each year of the enterprise agreement.
6.5% Pay increase in 2022, future pay increases to maintain 2022 percentage above SCHDS Award, back pay to 1 July 2021.
Increase all allowances.
Better incremental progression to value our growing experience.
New salary bands for each classification.
New starters with relevant experience to be at Salary Band 2 or higher.
Ensure all staff are appropriately classified.
Review classifications of ALOs, CRSWS/CSWs and Peer Support Workers.
New classifications equal to SCHDS Award Level 7 and 8.
Include all undertakings to 2018 Agreement in the new EBA.

Supporting our people

Better support career development, including support for training and better study leave.
Fair and transparent access to study leave for career progression, with rights to reasons when request is refused.
Fair and transparent access to training.
Appropriate training and induction for all new starters.
Peer training allowance.
NEAMI will work with the ASU to ensure that all WHS issues are resolved.
Amend agreement for commitment to safety, calling out accessibility for people with disability and gender-affirming access to facilities.
Support workers’ mental health and wellbeing, including better access to EAP and external supervision.
External supervision for clinicians and peer support workers.
Better cultural leave for workers from diverse communities
Indigenous bereavement leave.
Mental health support clauses, including mental health first aid training.
Expand personal leave to chosen and expanded families.
Extra leave for peer support workers experiencing mental health crises that require hospitalisation.
Improve Paid Parental Leave for primary and secondary carers.
16 weeks paid parental leave.
6 weeks paid partner leave.
Superannuation paid on all parental leave (paid and unpaid).
Supporting Gender Affirmation/Transition
20 days paid gender affirmation leave.
1 year unpaid gender affirmation leave.
5 days paid leave for employees supporting a transitioning person.
Clear rules to support gender affirmation in the EA.

Working together better

Flexibility to work from home and the office.
Transparent and Fair Rules.
Consultation with staff and ASU before WFH arrangements change.
Allowances to help with additional costs.
Expand the scope of the Agreement to cover MHC employees, maintaining current pay rates.
Paid Isolation and Pandemic Leave.
20 days paid pandemic leave per year.
End maximum-term and ensure all fixed term employment is used in limited circumstances (like leave replacement and secondments).
End maximum term employment
Limit fixed term employment to circumstances where employment is genuinely limited.
Support fixed-term employees to find permanent jobs at NEAMI.
Support ASU members at NEAMI with stronger union rights.
Training and support for ASU delegates.
Recognition of ASU in the Agreement.
Better consultation and disputes terms.

Keeping what we have