10/03/2020 Comments are off SIPTU Health
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Advice for health staff

All of us in SIPTU and across the nation are hugely grateful to the large number of health and welfare staff, of all grades, whose job means they are – or could be – in contact with people who have the coronavirus.

We appreciate that this puts you at higher risk than most, and we value and admire the exceptional contribution you’re making in this crisis.

The HSE has issued various guidelines for workers in this situation, including this on healthcare worker management by occupational health.’

It says staff should not be rostered to work with coronavirus patients if they don’t have appropriately-fitting personal protective equipment (PPE). And they should be trained in the proper use of PPE.

It also says pregnant staff, and those with a medical vulnerability, should not be rostered to work with coronavirus patients if they have indicated a desire to be redeployed.

The guidance identifies some basic steps required to prevent the transmission of the virus in healthcare settings.

These include instruction and training about the virus, modes of transmission and the measures staff should take to protect themselves.

It also says employers should provide a safe work environment including through the provision of appropriate personal protection equipment (PPE). It identifies the need for training and staff competency in coronavirus-related infection control practices and procedures, including the proper use and disposal of PPE.

It says managers are responsible for:

  • Providing adequate resources for the prevention and management of coronavirus
  • Advising staff about the terms and conditions of sick leave and special leave with pay
  • Identifying staff in contact with confirmed cases of Covid-19 and referring any possible close contacts to Occupational Health for contact tracing
  • Maintaining and providing access to contact packs within the clinical and hospital settings,
  • And redeploying pregnant or immunocompromised staff from direct contact with confirmed or suspected cases of Covid-19 if the person has requested this.

It says staff must:

  • Follow the guidance provided by Occupational Health, Public Health and their manager.
  • Immediately act to self-isolate if they have been identified as a contact and become unwell at work, and inform their manager and Occupational Health so that appropriate testing can be arranged.

The guidance also covers a range of other issues including the management of exposure in the workplace, the management of contacts and close contacts, self-quarantine, the role of Occupational Health, and health workers returning from abroad.

The HSE has also published professional guidance for healthcare professionals.

08/03/2020 Comments are off SIPTU Health
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HSE Circulars 2020

A total of 19 Circulars have issued since 6th April 2020 – 7 relate to COVID-19.

HR Circular 024 2020 COVID-19 – Employment Permits System Contingency Arrangements

HR Circular 025 2020 Correction to Rates of Pay for Health Care Assistant and Theatre Porter/Attendant

HR Circular 026 2020 – Revision to Redeployment Policy during COVID-19

HR Circular 027 2020 Updated FAQs re working arrangements and leave associated with COVID-19

HR Circular 028 2020 New Temporary Grades Codes Final Year Academic Nurse/Midwife Students in Response to COVID-19

HR Circular 029 2020 Revised arrangements for Change in Contract requests during the COVID-19 Outbreak

HR Circular 030 2020 Changes to Employment Permits for NCHDs

HR Circular 031 2020 Revised Redeployment Policy

HR Circular 032 2020 COVID-19 Transmission Risk Mitigation Guidance

HR Circular 033 2020 Working arrangements for those with caring arrangements during COVID-19

HR Circular 034 2020 Guidance and FAQs for Public Service Employers during COVID-19 in relation to working arrangements and temporary assignments across the Public Service

HR Circular 035 2020 Pilot Pre-Retirement Initiative for Nurses Midwives during COVID-19

HR Circular 036 2020 HIPE at Hospital Departments

HR Circular 037 2020 Student Radiographers

HR Circular 038 2020 COVID-19 new absence codes and change on absence reporting

HR Circular 039 2020 Change to Sleepover hourly rate due to an increase in National Minimum Wage

HR Circular 040 2020 Sponsorship for Public Health Service Employees wishing to train as Nurses/Midwives

HR Circular 041 2020 Implementation of additional roles within the general support staff grades

HR Circular 042 2020 Guidance and FAQs for Public Service Employers during COVID-19 in relation to working arrangements and temporary assignments across the Public Service

29/02/2020 Comments are off SIPTU Health
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Redeployment during COVID19

All traditional regular and rostered earnings must be considered if a review of rosters is being undertaken due to COVID-19.

This review must take into account all regular earnings including on-call and overtime. The period for review is 6 weeks prior to the 20th March 2020 (date of introduction of the policy) and this can be adjusted if the employee was on sick leave or annual leave in order to get a true value of regular rostered earnings.

This clause below essential to ensure our members are not financially disadvantaged if interim rosters are introduced for the duration of COVID-19.

If you experience any issues please contact your local representative or shop steward.

 

 

21/07/2019 Comments are off SIPTUhealth
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Have your say on CPD

SIPTU Health Division has launched a questionnaire to enhance the development of a Continuous Professional Development Centre in partnership with the Royal College of Surgeons in Ireland.

Click here to take the survey

The survey will take 10 minutes to complete and is completely confidential.

All completed entries are in a draw for One4All vouchers worth €100.

 

24/06/2019 Comments are off SIPTU Health
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WRC talks resume over the implementation of a job evaluation scheme

Today (Monday, 24th June) SIPTU representatives are back in the Workplace Relations Commission to win an agreement on the implementation of a job evaluation scheme and recognition for support staff members.

Download the SIPTU Health App for updates.

Video: Health Care Assistants like Gareth are the backbone of our health service.

19/06/2019 Comments are off SIPTU Health
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Health strike deferred to allow for talks tomorrow at WRC

SIPTU representatives have confirmed that a 24 hour workplace stoppage planned for tomorrow has been deferred pending the outcome of emergency talks at the WRC on the implementation of a job evaluation scheme.

SIPTU Health Divisional Organiser, Paul Bell, said: “The strike action scheduled for tomorrow is now deferred at the request of the Workplace Relations Commission. Discussions on implementation of the job evaluation scheme will commence tomorrow (Thursday, 20th June)and Friday (21st June)

He added: “Preparations for strike action for next Tuesday (June 25th) and Wednesday (June 26th)

09/03/2019 Comments are off SIPTU Health
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Nursing Contract talks continue

Evening Update:

 

 

Update:

Talks between unions and health employers on a new nursing contract adjourned last night (Friday, 8th Match) at 10.30pm. Talks will resume later today at 2pm at the Workplace Relations Commission.

No progress has been made on substantive issues. A new version of a draft contract is to be prepared by employers for today.  Updates to follow.

 

23/01/2019 Comments are off SIPTU Health
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WRC talks resume tomorrow 1:30pm

SIPTU Nursing representatives attended talks today (Wednesday 23rd January) under the auspices of the Workplace Relations Commission, concerning the recruitment and retention of nursing and midwifery professionals.

Talks have adjourned for the evening. SIPTU representatives will resume talks tomorrow (Thursday 24th January) at 1.30pm.

Updates will be available on the SIPTU Health Division App and website.

16/01/2019 Comments are off SIPTU Health
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SIPTU meets HSE on nurses pay

SIPTU nursing representatives met with the HSE today on the measures required to advance the pay and conditions of employment of our nursing and midwifery members, having regard to the Public Service Stability Agreement (PSSA).

SIPTU representatives urged the health service employers to consider the recommendation of the Public Service Pay Commission that the parties to the PSSA should examine the adequacy of current pay arrangements and should do so as a matter of urgency.
 
SIPTU fully supports the right of all workers to fight for better pay and conditions in the most effective manner as determined by union members.

27/12/2018 Comments are off SIPTU Health
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Video: New Ambition. New Direction

It has been an eventful year for our union which is ending on a very positive note.

The union is making a difference in improving the quality of the lives of our members through its effective industrial, organising and campaigning work.

Under the Public Service Stability Agreement  (PSSA), all SIPTU members working in the public health service, earning up to €30,000 will see an increase of 1% in their wages from January. 

The pension levy threshold will also rise to €32,000, increasing pay by €325 a year for the majority of SIPTU members. 

The deal, which was negotiated by SIPTU and other unions in 2017, will also deliver another 1.75% salary adjustment in September 2019. 

Further pay restoration and another adjustment in the pension levy threshold are also due next year.

The PSSA will also see an end to the pension levy on any non-pensionable elements of public service incomes from January 2019.

Three significant changes to the public service ‘additional superannuation contribution,’ which replaced the so-called pension levy under the Public Service Stability Agreement, will also come into force on 1st January.

  • First, the threshold for paying the levy will rise to €32,000, bringing a net improvement of €325 a year for most civil and public servants. Those who currently earn less than €30,000 a year, who do not benefit from this change, will instead get a 1% pay increase next month.
  • Secondly, there’s a further boost for those who joined the public service after January 2013 and who are in the single public service pension scheme, which was introduced at that time. They will now pay only two-thirds of the additional contribution rate – a figure that will fall to one-third next year. This reflects the fact that the benefits of the single scheme are different from those in the older scheme.
  • Thirdly, the contribution will no longer be payable on any non-pensionable elements of public service incomes from January 2019.

Earlier this year, SIPTU and other ICTU unions, also insisted on early measures to address the ‘new entrants’ pay issue even though, under the agreement, this was not bound to be dealt with until 2020 at the earliest.

The Public Service Committee of Congress also insisted that the Public Service Pay Commission started its work on recruitment and retention issues in the health service.  Our submission can be read here

Non-pay provisions in the PSSA include strong protections against outsourcing and a fix on professional registration fees.

For Section 39 workers, €1000 in pay restoration will be paid from April 2019. 

Payments will also be made in 2020 and 2021. 

These proposals ensure that, after a long and hard fought campaign, our members working in Section 39 organisations will get full pay restoration.

It goes without saying that as a union we have a lot more  to do to cover the lost ground suffered by many workers during the economic downturn.

However, we are on the right track and must continue to assert our rights as a movement to ensure fairness at work and justice in society.

Our collective success relies completely on the energy and commitment of the many thousands of SIPTU activists in workplaces across the country. 

As we prepare for a New Year and new challenges we, together, can face them with confidence in the growing strength of our union.