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AUSTRALIAN RED CROSS BLOOD SERVICE (ARCBS) – ACT STAFF ENTERPRISE BARGAINING AGREEMENT 2004-2007 TABLE OF CONTENTS 1. Title 2. Single Business 3. Application 4. Objectives of the Agreement 5. Principles of the Agreement 6. Strategy for Reform 7. Closed Agreement 8. Supercession 9. Scope to Vary Agreement 10. Duration 11. Awards and Other Condition Matters 12. Framework for Implementation 13. Pay Adjustments 14. Review Rates of Pay 15. Special Responsibility Allowance for Enrolled Nurses 16. Higher Duties Arrangements 17. Oncall and Recall to Duty 18. Interstate Mobile Operations 19. Annual Leave 20. Personal/Carers Leave 21. Provision of Long Service Leave 22. Maternity Leave 23. Uniforms 24. ARCBS National Workplace Learning System 25. Equal Employment Opportunity 26. Superannuation 27. Employee Assistance Program 28. Provision of Training 29. Dispute Avoidance/Settlement Procedures General 30. Cooperation and Facilities for Union Representatives 31. Right of Entry 32. Parties Bound 33. Inconsistencies 34. Definitions 35. Signatories

SCHEDULES Schedule 1 Awards Listing Schedule 2 Rates of Pay Schedule 3 ARCBS Worker Classification Standards

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1. TITLE This Agreement shall be known as Australian Red Cross Blood Service (ARCBS)-ACT Staff Enterprise Bargaining Agreement 2004 - 2007. 2. SINGLE BUSINESS The activities carried out by the Australian Red Cross Blood Service-ACT as a distinct business unit of the ARCBS. 3. APPLICATION This Agreement shall apply to all persons employed by the ARCBS-ACT under classifications set out in Schedule 2. Persons working in the part of the single business identified at clause 2 and who are members of or eligible to be members of organisations listed in clause 30. 4. OBJECTIVES OF THE AGREEMENT This Agreement recognises that the enterprise bargaining process is an essential strategy to support the achievement of the shared vision the parties have for improvements to ARCBS services. The shared objectives of the parties are to: 4.1 Recognise the valuable work done by staff in contributing to the services

provided by the ARCBS-ACT. Current flexible work practices further set out the framework of reform strategies designed to achieve enhanced service provision, while recognising the professional role and duties of staff employed by the ARCBS-ACT:

4.2 Recognise the commitment to co-operating positively to increase the ability of

the ARCBS-ACT to respond to changes, customer expectations and the challenges presented to the ARCBS-ACT by improvements in available technology, increasing funding pressure and emerging global competition. The parties will use the Adding Value Through People (AVTP) program to enhance the career opportunities and job security of all employees in accordance with the ARCBS values of Service, Unity, Creativity, Fairness and Accountability;

4.3 Provide further improvements in job satisfaction and career opportunities in

the single business, through measures such as job redesign, competency based training and "Whole of job” approaches, as well as enhancing job security;

4.4 Avoid management and union practices which threaten industrial stability by

adhering to the principles and practice of industrial democracy; 4.5 Where appropriate agree to revisit the reform agenda to ensure continuous

improvement throughout the life of the Agreement. New matters can be raised for discussion at any time during the life of the Agreement.

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4.6 Provide a framework through which parties may work together to assist in the:

4.6.1 facilitation of cultural change within the ARCBS; 4.6.2 ongoing support of the Workplace Learning System (WLS); 4.6.3 inclusion of all stakeholders in sharing ideas and experiences; 4.6.4 promotion of staff empowerment; 4.6.5 fostering of innovation and creativity through learning, communication

and team based activities; 4.6.6 establishment of consistent, fair and national provisions for

remuneration, benefits and working conditions. 4.7 Develop strategies that will be applied to achieve improvements in efficiency

and effectiveness. 5. PRINCIPLES OF THE AGREEMENT The following Principles shall apply to the operation of this agreement. The parties shall: 5.1 Recognise the Australian Red Cross Blood Service proposal to introduce a

National Framework of conditions; 5.2 Endeavour to maintain and where possible improve, by agreement, essential

conditions of employment and remain committed to maintaining conditions and salaries for staff that are comparable and competitive with public sector employees;

5.3 Use the Joint Consultative Committee as the forum through which any

changes to conditions will be negotiated and variations to this Enterprise Agreement will be agreed;

5.4 Ensure the employees covered by this agreement suffer no loss in

remuneration or any other condition of employment arising out of the terms of this agreement unless agreed between the parties;

5.5 Except where agreed, job reductions will not be used for securing ongoing

improvements in efficiency and effectiveness. 6. STRATEGY FOR REFORM It has been agreed by the parties that the initiatives outlined below will be the subject of joint discussion, consultation, negotiation and implementation by agreement. The initiatives should contribute to the achievement of efficiency initiatives by, but not limited to: 6.1 Occupational Health and Safety

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ARCBS is responsible for providing and maintaining a safe working environment and it is the responsibility of all employees to act in a safe and secure manner and to observe the ARCBS OHS policies, standards and procedures. Employees and management of the ARCBS will work cooperatively to support and promote all occupational health and safety policies, guidelines and instructions in accordance with the ARCBS Occupational Health and Safety Management System. Learning and development and appropriate supervision will be provided to enable employees to perform their work safety. Any risk identified will be reported to the department Manager or Team Leader and the OHS Workplace Representative or OHS Coordinator. Management plans will be developed and implemented wherever practicable for correction of hazards following the completion of a documented risk assessment, including costing for control measures. Rehabilitation: All employees have a responsibility to contribute to the effective rehabilitation for themselves and other employees. Rehabilitation programs will be put in place for compensable and non-compensable injury. The ARCBS will ensure that rehabilitation commences as injury/illness occurs. 6.2 Ensuring flexibility remains with opportunities for full or part-time positions.

This will ensure that operational needs of the ARCBS-ACT are met and allow opportunities for flexible work arrangements for staff and management;

6.3 Recognising and developing the added responsibilities stated in the Review of

the Australian Blood Banking and Plasma Product Sector; 6.4 Where required, ARCBS-ACT agrees to meet the requirements as

established by the Nursing Mothers Association of Australia as "mother friendly workplace". These requirements will be established in consultation with the staff member involved.

7. CLOSED AGREEMENT This agreement constitutes a closed agreement in settlement of all matters for its duration. The parties undertake for the life of the agreement that there will be no further claims over matters encompassed by the agreement which would increase labour costs except where consistent with the terms of this agreement. The parties agree that the operation of this Agreement expressly prevents individual contracts for the life of the Agreement; for example, Australian Workplace Agreements as proposed in the Workplace Relations Act 1996. 8. SUPERCESSION

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To the extent of the parties bound and its scope and application pursuant to Clause 3 (Application Clause), this Agreement replaces in its entirety all the terms and provisions of the Australian Red Cross Blood Service - ACT Staff Enterprise Bargaining Agreement 2001-2003. 9. SCOPE TO VARY AGREEMENT The parties agree that, consistent with the:

• principles and objectives outlined in Clauses 4 and 5 above; and

• provisions contained in Clauses 5.1 and 5.3 regarding the capacity for further improvements in pay and/or conditions based on efficiency and effectiveness measures negotiated and agreed between the parties,

further agreements may be negotiated. Accordingly this agreement may be altered, added to or varied to reflect reforms arising from the processes of consultation, negotiation and agreement where the parties agree this is consistent with the principles and objectives of this agreement and not otherwise. The parties also reserve the right to vary the agreement to reflect Test Case decisions of the Australian Industrial Relations Commission. 9.1 The parties may also vary this Agreement where the Agency becomes

responsible for new functions and categories of work. 9.2 The variations to this Agreement shall have effect only if approved under

Section 170MD of Workplace Relations Act 1996. 10. DURATION The nominal expiry date of this Agreement is the 31 March 2007. The parties agree to re-open negotiations at least six (6) months prior to the nominal expiry date. 11. AWARDS AND OTHER CONDITION MATTERS The awards and other condition matters listed in Schedules 1 and 2 of this Agreement shall be read in conjunction with this Agreement. To the extent of any inconsistency between the terms of this agreement and the terms of relevant awards, the terms of the agreement, including terms as varied, shall prevail over the terms of the award(s). 12. FRAMEWORK FOR IMPLEMENTATION 12.1 The operation and implementation of this agreement will be oversighted by a

Joint Consultative Committee (JCC). The Joint Consultative Committee shall be comprised of equal numbers of members appointed by the respondent unions on one hand and the agency on the other.

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12.2 Matters for Joint Consultative Committee Consideration: During the life of the agreement, the JCC will, consistent with the Principles and Objectives of this Agreement, monitor, assist and report on progress on matters concerning the maintenance and operation of this agreement, including review and renewal requirements. Joint Consultative Committee members will report to management or union members as appropriate.

12.3 Disputed Matters: Where a particular matter is not agreed and the matter is

not put aside, the parties can seek to resolve the matter using the dispute settlement procedures of this agreement.

13. PAY ADJUSTMENTS 13.1 All increases to Salaries will be payable as from the first full pay period after:

• 14 February 2004 for Nurses; and • 01 April 2004 for ARCBS Workers

13.2 Increases to all other pay conditions (ie. On-call Allowance and additional

nursing levels) will be payable from the first full pay period after the signing of this agreement.

13.3 The rates of pay resulting from this agreement are set out at Schedule 2. 14. REVIEW RATES OF PAY The parties agree to review the relevant external markets when negotiating a replacement agreement pursuant to Clause 10. 15. SPECIAL RESPONSIBILITY ALLOWANCE FOR ENROLLED NURSES In recognition of the relative parity of duties within the collection area and/or unique work within the production area, Enrolled Nurses within ARCBS-ACT, after 3 years continuous service, will be paid a Special Responsibility Allowance of 5% on their current salary. 16. HIGHER DUTIES ARRANGEMENTS Staff in the Australian Red Cross Blood Service may be called upon to perform all the duties of an employee at a higher classification level. The following arrangements apply to higher duty situations. 16.1 All allowance equal to the difference between the employee's normal salary

and the minimum salary of the higher office will be paid:

16.1.1 For nurses level 1 to 3 inclusive or any other employee, for periods of one day or more; or

16.1.2 For nurses level 4 and above for periods of one week or more.

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16.1.3 The allowance will increase by one increment when:

• The period of higher duties is one year; or • The total period of higher duties adds up to one year

within a 24 month period 16.2 If an employee is promoted to a position that they acted in, then the period of

higher duties will be taken into account to determine the minimum increment that they are appointed to.

16.3 When occupying a position on higher duties the appropriate allowances and

penalties will apply. 16.4 When an employee takes any form of paid leave (excluding Long Service

Leave), then the Higher Duties Allowance will continue to be paid and this period of leave will be counted as service at the higher level.

16.5. Partial Higher Duties may be paid in the form of a pro-rata allowance based

on the agreed duties of the higher office actually being performed. 17. ON-CALL AND RECALL TO DUTY On call Allowance: All employees other than a RN level 4 and 5 who are rostered to be on-call at his/her private residence will be paid an allowance at the following rates:

• Weekdays from Monday to Friday $30.00 per day or part thereof; • Saturdays $36.00; • Sundays and Public Holidays $54.00.

Reimbursement for travel from location to the blood service and to the airport (if required to collect blood) will be at the following rates per km:

• more than 2000- 62.0 cents; • more than 1600 but not more than 2000 61.0 cents; • 1600 or less 51.0 cents;

18. INTERSTATE MOBILE OPERATIONS It is recognised that as part of Mobile Operations at ARCBS-ACT staff may be required to work across the NSW/ACT border. Where this is required it is agreed that:

• Where required ARCBS-ACT will pay NSW Registration. • Staff salaries and conditions will be maintained in accordance with this

agreement.

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19. ANNUAL LEAVE Employees may elect to request annual leave at 1/2 pay. Approval for leave at half pay will be based on operational requirements to ensure appropriate staffing levels and will require final approval by the Regional Manager. 20. PERSONAL/CARERS LEAVE 20.1 There are 18 days full pay personal/carers leave available to employees

within an accrual year, accumulative up to a maximum of 52 weeks.

This leave is defined as leave approved by the employer for the absences from work on account of:

a) Sick leave and carer's leave; b) Bereavement leave;

• The death of a person closely related to an employee. c) Urgently pressing necessity;

a matter that must be attended to by the employee, which cannot be reasonably attended to outside the employee's hours of work. Examples of urgent pressing necessity include:

• Moving/Relocation leave; • A requirement to appear in court either as a subpoenaed

witness or when defending a civil right. (Court appearances in other circumstances must be covered by recreational leave or leave without pay);

• Paternity leave. 20.2 Reasonable evidence may be required for leave requests outside of personal

illness, or illness of a member of the immediate family or household. 20.3 There is no restriction on the amount of personal leave up to the available

credit able to be utilised in relation to the illness of a member of the immediate family or household.

20.4 Employees may elect to utilise personal/carers leave at half pay for absences

of at least one week (subject to deduction from credits at a rate of 50% per day) after approval by the Regional Manager.

20.5 A maximum of five (5) days without a medical certificate, for personal illness

or the illness of a member of the immediate family or household, can be taken within an accrual year.

20.6 An employee may elect, with the approval of the ACT Regional Manager or

nominee, to take leave without pay, annual leave, time off in lieu of payment for overtime or flexitime, for the purposes of providing care to a family member who is ill.

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21. PROVISION OF LONG SERVICE LEAVE 21.1 ARCBS-ACT employees shall be entitled to 13 weeks Long Service Leave

after 10 years continuous service and 1.3 weeks every year thereafter. 21.2 Employees may elect with the approval of the Regional Manager to request

leave to the extent of pro-rata Long Service Leave credits after seven years eligible service.

21.3 Pro-rata long service leave shall be payable on resignation / termination after

7 years of continuous service or after 1 year if ceasing employment due to age retirement, voluntary redundancy, retirement due to ill health or death of the employee.

21.4 Payment in lieu of LSL is based on the salary received by the employee on

ceasing employment 21.5 All other conditions remain in accordance with the ACT Long Service Leave

Act. 22. MATERNITY LEAVE 22.1 An employee who becomes pregnant shall, upon production to her employer

of a certificate from a duly qualified medical practitioner stating the presumed date of her confinement, be entitled to 12 months maternity leave provided that she has not had less than twelve months continuous service with that employer immediately proceeding that date upon which she proceeds upon such leave.

For the purposes of this clause:

22.1.1 An employee shall include a part time employee but shall not

include an employee engaged upon casual or seasonal work.

22.1.2 Maternity leave shall mean 12 weeks paid maternity leave with the remainder of the period being unpaid maternity leave. The employee may elect, with the approval of the Regional Manager, to access her entitlement of payed maternity leave by doubling the period of paid absence in return for halving the payment in respect of that absence.

22.1.3 Further periods of other leave may be applied for after 12

months maternity leave and will be considered compassionately within operational requirements by the ARCBS.

22.1.4 If two periods of maternity leave are taken concurrently then the

employee may return to a position at a similar level but not necessarily the original position.

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22.2 Effect of maternity leave on employment

22.2.1 Notwithstanding any agreement or other provision to the contrary, absence on maternity leave shall not break the continuity of service of an employee but shall not be taken into account in calculating the period of service for any purpose of this agreement.

22.2.2 Termination of employment.

22.2.3 An employee on maternity leave may terminate her employment

at any time during the period of leave by notice given in accordance of this agreement.

22.2.4 An employer shall not terminate the employment of an employee

on the grounds of her pregnancy or of her absence on maternity leave, but otherwise the rights of an employer in relation to termination of employment are not hereby affected.

22.3 Return to work after maternity leave

22.3.1 An employee shall confirm her intention of returning to her work by notice in writing to the employer not less than four weeks prior to the expiration of her period of maternity leave.

22.3.2 An employee, upon the expiration of the notice required by

paragraph 26.4.1, shall be entitled to the position which she held immediately before proceeding on maternity leave, or, in the case of an employee who was transferred to a safe job, to the position which she held immediately before such transfer. Where such positions available for which the employee is qualified and the duties of which she is capable of performing, she shall be entitled to a position as nearly comparable in status and salary or wage to that of her former position.

22.3.3 ARCBS will provide appropriate training or retraining for any

employee returning from maternity leave. 23. UNIFORMS Where staff utilise the ARCBS-Uniform, ARCBS will provide an allowance of $300 per annum for each employee or pro-rata for part-time employees. This will be paid as a fortnightly allowance. Once the uniform allowance has been paid to a staff member they will be required to wear the uniform everyday unless the Regional Manager has approved other arrangements 24. ARCBS NATIONAL WORKPLACE LEARNING SYSTEM

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The ARCBS Workplace Learning System operates in accordance with ARCBS values to deliver nationally focused learning and development opportunities to ensure all staff have the skills, knowledge and attitude required to competently perform their role. 25. EQUAL EMPLOYMENT OPPORTUNITY The ARCBS is committed to demonstrating fairness and excellence in work practices. This includes providing equal employment opportunity in employment and valuing diversity in the ARCBS workforce. In line with Territory and Federal Legislation the parties to this Agreement will ensure policies, practices and conditions of service are continuously reviewed to ensure the intent of the legislation is practiced. 26. SUPERANNUATION Definitions: For the purposes of this clause all reference to "The approved fund" shall mean:

• The Health Employees Superannuation Trust Australia (HESTA); or • Australian Retirement Fund (ARF).

"Ordinary time earnings" shall mean remuneration for an employee's weekly number of hours of work, excluding overtime hours, calculated at the ordinary time rate of pay, and in addition thereto shall include, where applicable, the following:

• Monday to Friday shift premiums for ordinary hours of work; • Weekend shift premiums for ordinary hours of work; • Any percentage addition due to casual or part-time employment for ordinary

hours of work; and • Over-award payments for ordinary hours of work.

"Service in the industry of nursing" shall include service in the industry of nursing in the ACT or elsewhere. "Leave without pay" shall include all periods of unpaid working time in excess of one week, but shall not include such periods where the employee is absent from work due to an injury sustained at work and/or is receiving workers' compensation benefits. Superannuation contributions: The employer shall, in respect of each employee:

• Pay at a minimum the legislative requirements for Superannuation;

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• Pay casual employees the applicable percentage of the employee's gross ordinary time earnings.

The employer shall pay said sum at least monthly to the trustees of the approved fund on behalf of each employee who is a member of such fund. Provided that any contribution shall be in conformity with the rules of the relevant trust deed or any deed of adherence or other agreement covering the payment of the contributions. Such contribution shall be calculated on the ordinary time earnings received by the employee during the preceding pay period. The employer shall not be required to contribute in respect to any period where the employee is absent from his or her employment on leave without pay - such as unpaid sick leave, maternity leave or the like. Further, an employer shall not be required to make additional contributions in respect of annual leave and/or long service leave paid out on termination. 27. EMPLOYEE ASSISTANCE PROGRAM The ARCBS will maintain an Employee Assistance Program, which provides a program and services to staff and their family. 28. PROVISION OF TRAINING The parties commit to the development of a performance development program called "Adding Value through People (AVTP)". This program is an essential element in establishing a learning organisation and knowledge management through constructive feedback and development. AVTP is a vehicle for continual learning and development for all staff. It promotes learning by reviewing individual performance based on accurate, simple role descriptions and focuses on local and ARCBS objectives in addition to personal objectives. AVTP is a program for a uniform system for performance management which:

• Reviews performance; • Identifies development needs; • Recognises good performance; • Provides for career development and succession planning.

29. DISPUTE AVOIDANCE/SETTLEMENT PROCEDURES GENERAL The dispute avoidance and settlement procedures set out in this clause shall be followed in resolving any issues that arise pertaining to the employment relationship. The objective of these procedures is the avoidance and resolution of disputes through measures based on the provision of information and explanation, consultation, cooperation and negotiation.

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Without prejudice to either party and except where a bona fide safety issue exists, the parties shall ensure work continues normally and that work practices during the operation of these procedures are in accordance with relevant awards and agreements at the work place. Where a bona fide safety issue exists, an employee shall not work in an unsafe environment but where appropriate, shall accept reassignment to alternative work while the safety issue exists. 29.1 Matters Concerning Interpretation or Implementation of This Agreement In the event of disagreement between the parties as to the interpretation or implementation of this agreement, the matter shall be referred to the Joint Consultative Committee. Where matters remain in dispute, they shall be processed in accordance with subclauses (5) to (13) of this clause. 29.2 Other Matters In the event of disagreement between the parties on other matters, the level to which matters are progressed through this procedure should not go beyond the initiating level of decision-making or the appropriate level for resolution. In the event of any matter arising which is of concern, the accredited job delegate/representative(s) and, where appropriate, the relevant employee(s) shall discuss the matter with the immediate supervisor. If the matter is not resolved at this level, it shall be referred by the union delegate/representative and to an officer of the union and to the appropriate representative of management who shall, within 24 hours or as otherwise agreed, arrange a conference of the parties to discuss the matter. In instances where the matter remains unresolved, the appropriate level of senior management and a delegate of the union shall be notified and a conference of the parties shall be arranged. Such conference to be attended by ACT Branch officials of the union and by such job delegates or representatives as the union may decide and by management representatives. If the matter remains unresolved, it shall be referred to the ACT Branch Secretary of the union and the ACT Regional Manager or their nominated representative(s). 29.3 Notification of Matter to the AIRC If the matter is not resolved after steps (5) to (9) have been undertaken, the matter may be notified to the Australian Industrial Relations Commission (AIRC). Unless the parties agree to the contrary the Commission shall, in responding to notifications, have regard to whether the parties have, in good faith, undertaken the previous steps of these procedures. The Commission, by this agreement, is empowered to:

• Settle the matters in dispute; or • Appoint a board of reference to settle the matters in dispute.

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A decision of a Board of Reference under clause (10) b above may be reviewed by the Commission on the application of a party to the proceedings before the Board of Reference. The decision of the Commission or Board of Reference, subject to the right of review in 30.11 and rights of review and appeal contained within the Workplace Relations Act 1996, shall be accepted by the parties. Nothing contained in this procedure shall prevent the union or their nominee and the ACT Regional Manager or his/her nominee from entering into negotiations at any level, either at the request of an employee or at his/her own initiative, in respect to matters in dispute. Consultation shall be undertaken between the parties prior to this course of action being taken. 30. COOPERATION AND FACILITIES FOR UNION REPRESENTATIVES Consistent with the objectives of this agreement, including the parties' commitment to cooperate in achieving continuous improvements in efficiency, the parties acknowledge the need for management, the union and employees to be fully informed and consulted in relation to proposed changes. The parties acknowledge the need for management, the union and employees to be given the opportunity to contribute to the development and timely implementation of changes to the workplace practices. To facilitate the dissemination of information, communication and consultation between management, the union and employees, the parties will consider the scope for joint approaches to issues wherever possible. To enable the union to meet its commitment and responsibilities in this regard, management acknowledges that duly accredited union representatives should have access to the workplace, employees and management to discuss industrial issues. The union undertakes that representatives with access to the workplace in this context will act at all times to further the objectives of this agreement. It is recognised that the arrangements regarding consultation, cooperation, participation and exchange of information under this agreement place considerable obligations, duties and responsibilities on union officials and delegates or their equivalents and management. To assist in meeting these obligations, duties and responsibilities, Australian Red Cross Blood Service will provide agreed, appropriate facilities having regard to the operational requirements of the agency and resource requirements associated with the provision of such facilities. The union will also ensure that its facilities are made available for the purposes of fulfilling consultative responsibilities and other activities such as industrial relations training for staff and management.

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These provisions will include appropriate paid leave, access to office equipment, including photocopying facilities, access to communications systems and appropriate accommodation, including storage facilities. The union undertakes that use of facilities supplied by the employer will only be as authorised by management in accordance with this clause. No employee will be disadvantaged, either in relation to his or her income or conditions of employment, as a result of union activities conducted in accordance with this clause. 31. RIGHT OF ENTRY Authorised officials of the union will have access to premises for the purpose of ensuring observance of awards and determinations. Certified agreements have the force of awards. This agreement covers a wide range of issues extending beyond existing awards, this influencing the need for union representatives to have reasonable access to the workplace. Duly accredited representatives of the union will be permitted access to the workplace in accordance with arrangements to be settled at the workplace level and with the following principles:

• that employees are not unreasonably prevented from performing their work; • normal work arrangements are not disrupted; • local security arrangements are observed; • access to personal records do not breach the Privacy Act; • the union will undertake to give the ARCBS ACT Regional Manager prior

notification before seeking to use these provisions; • accredited representatives of the union shall have access to any other such

representatives for the purpose of carrying out union business; • accredited representative of the union means an officer, employee or

workplace delegate, accredited by the Branch Secretary of the respondent unions.

32. PARTIES BOUND The following parties are bound by the terms of this agreement:

• Australian Red Cross Blood Service-ACT; • The Australian Nursing Federation (ANF); and • The Health Services Union of Australia (HSUA).

33. INCONSISTENCIES This Agreement is negotiated pursuant to the provisions of the Workplace Relations Act 1996. The terms and conditions of this Agreement shall be read in conjunction with the provisions of the:

• ACT Occupational Health and Safety Act 1989; and • Awards and conditions matters listed in Schedule 1.

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34. DEFINITIONS "AIRC" means the Australian Industrial Relations Commission. "ACT Regional Manager" means a person appointed under the rules of Australian Red Cross Blood Service. "Joint Consultative Committee" means the peak level Union and Management forum established to oversee discussion, consultation, negotiation, agreement and implementation of reforms, consistent with Industrial Democracy principles, for the distinct part of the "single business". The JCC will consist of equal numbers of Union and Management representatives and has power to co-opt employees to the JCC for specific purposes. "Industrial Democracy" allow parties to the agreement to influence the outcome of decisions. Therefore consultation must commence at the contemplative stage. "ARCBS" means the Australian Red Cross Blood Service. "ANF" means the Australian Nursing Federation ACT Branch. "HSUA" means the Health Services Union of Australia.

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35. SIGNATORIES The signatories to this Agreement in respect of each of the parties; For the Australian Nursing Federation (ACT Branch) ACT Regional Manager for and on behalf of the Australian Red Cross Blood Service Date: General Secretary and on behalf of the Health Services Union of Australian Date:

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SCHEDULES TO AGREEMENT

Schedule 1 - Award (Binding) Schedule 2 - Rates of Pay Schedule 3 - ARCBS Worker Classification Standards SCHEDULE 1 - Awards H0017 - ACT NURSES AWARD 2000 L4124 - RED CROSS (ACT BLOOD BANK ADMINISTRATIVE WORKERS) AWARD

1994

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SCHEDULE 2 – Rates of Pay 2.1 Nurses

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2.2 ARCBS Worker

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SCHEDULE 3 - ARCBS Worker Classification Standards ARCBS WORKER GRADE 1 DONOR LOUNGE ATTENDANT: Duties: 1. Ensure the comfort and well-being of donors following donation. 2. Provide refreshments including tea/coffee or soup to donors. 3. Check and maintain adequate stock of refreshments provided for donors. 4. Sell promotional material to donors and the public in general. Requirements: Must have a current first aid certificate. ARCBS WORKER GRADE 2 STORESPERSON/MAINTENANCE Duties: 1. Deliver/Collect blood or blood products to hospitals and/or airport as required. 2. Perform minor repair and maintenance duties detailed in the job description. 3. Maintain and monitor and rotate all critical materiel and other stores. 4. Receive and record all deliveries. 5. Temperature monitoring of the quarantine store. 6. Collect and sort mail from Post Office daily. 7. Assist in movement of furniture and equipment when required. 8. Clear Donor Area of recyclable articles and contaminated waste. ARCBS WORKER GRADE 3 ADMINISTRATIVE Duties: An administrative employee in this Grade: 1. For a major part of the time performs routine clerical and reception duties. 2. Works under direct supervision to the level of training or skills held either

individually or in a team environment. • Indicative Tasks • Machine Operation • Operates for example, telephone/intercom systems, telephone answering

machines, and photocopiers. 3. Computer

• Uses knowledge of keyboard and function keys to enter and retrieve data through a computer terminal.

4. Information Handling

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• Sort and file records accurately in correct location/sequence using an established card based filing system.

TRANSPORT Duties: 1. Drive, care for and maintain vehicle. 2. Pick up and return donors. 3. Ensure all donors booked are collected. 4. Perform minor clerical tasks involved in confirming bookings etc. 5. Collate public relations kits to be distributed to donors. 6. General administration duties as required. Requirements: 1. Must have a first aid certificate. ARCBS WORKER GRADE 4 ADMINISTRATIVE In addition to possessing the skills of a Grade 3 employee, an employee of this Grade is responsible and accountable for their own work within an established structure. An employee at this Grade may be required to check the work of others and to act in a supervisory capacity. Duties: 1. Indicative Tasks

• Word Processing • Use software packages to create, format, print and save documents, eg.

Standard correspondence and business documents. 2. Enterprise knowledge - Apply a sound working knowledge of the Service's

products, functions, locations and clients. Maintain supplies of office and other stores.

DOCUMENT CONTROL OFFICER IMMEDIATE SUPERVISOR: Quality Manager Duties: 1. Manage the smooth running of the Document Control area. 2. Facilitate the provision of organisation wide documentation to meet the

requirements of the cGMP. 3. Typing and formatting of Policy Manuals, SOPs, Work Instructions and forms. 4. Facilitate the amendments to the documented operational systems. 5. Ensure that all documents and procedures are controlled using a manual

system. 6. Distribute controlled documents to staff.

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7. Ensure the manual master system of organisation wide documentation is accurately maintained.

8. Ensure the destruction and archiving of obsolete documentation. 9. Act as an adviser to the Managers in regard to the correct production of

quality documentation. ARCBS WORKER GRADE 5 Duties and description: ADMINISTRATIVE In addition to possessing the skills of a Grade 4 employee, an employee of this Grade is responsible and accountable for their own work within an established structure and may be involved in work of a more specialised nature. An employee at this Grade may be required to check the work of others and to act in a supervisory capacity or provide special support to senior management. Duties: 1. Indicative Tasks

• Coordination of special project work • Provision of support to senior management • Word Processing • Use software packages to create, format, print and save documents, eg.

standard correspondence and business documents. 2. Enterprise Knowledge

• Apply a sound working knowledge of the Service's products, functions, locations and clients.

• Maintain supplies of office and other stores. • Sound knowledge of senior management structures and requirements.

ARCBS WORKER GRADE 6 Formal qualifications required in relevant field such as First Line Management. An advanced knowledge of computer and/or keyboard applications appropriate to the work area must be demonstrated. Technical expertise in the area. Managerial ability, including the ability to supervise staff, set priorities, monitor work flow and to develop local strategies or work practices may be required. ARCBS WORKER GRADE 7

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Management Level: Qualifications required in relevant area or working towards equivalent. Position at this level may manage the operations of an organisational element under limited direction. To undertake various functions, under a wide range of conditions, to achieve a result in line with the ARCBS strategic plan. Staff at this level would be expected to set and achieve priorities, monitor work flow and/or manage staffing resources to meet objectives. Tasks may require technical knowledge and may involve some co-ordination across the Blood Service's function. Undertake liaison and coordination with and across functions, including representing ARCBS-ACT at meetings, conferences and seminars.