A JOURNEY THROUGH BUREAUCRACY: HOW ASSISTANCE MADE A DIFFERENCE
The past few years are known widely as a time during which our Healthcare System has undergone a stress test of historic intensity. It was an unprecedented crisis for so many hard-working people who, despite their unique circumstances, were not eligible to work, at the same time causing staff shortages & so placing further stress on those who are. So they could keep working, members have made applications for special consideration but, outrageously, were refused. When someone cannot get back to work the healthcare system starts cracking under pressure.
In this case, one of our expert Red Union Case Managers stepped in to fight & win for our NPAQ member. The NPAQ wants to get people back to work so these times are put behind us. The issue surrounded a Directive for all Queensland Health employees, unaffectionately familiar to some members, requiring in this instance compliance by year’s end, despite our member’s unique & legitimate circumstance making them materially eligible to make the request.
The Challenge
The exemption process was like navigating a crash course, blindfolded, in classical Greek! In basic terms, the member had valid albeit “exceptional circumstances", to do with adverse events amongst their family. It was recommended to seek out a medical specialist since there is precedent protecting members in these circumstances.
The process, to the chagrin, I believe, of any honest yet busy person (unavoidably involving a protracted email exchange, consultations with various specialists, and a struggle to provide ‘satisfactory’ evidence for a valid medical contraindication), was further complicated by a suspension from duty, pending a periodic review.
The Assistance
The NPAQ stepped in to facilitate ‘fair go’ communication, protect entitlements, compel the employer to be consistent with their own published position, and ultimately prevent our member from losing their job. That assistance included:
- The NPAQ considered the lack of a formal working arrangement, the expectation of being 'on call,' and the difficulty in approximating hours worked.
- The NPAQ provided a qualified interpretation of policy & procedures, arguing for the consideration of full-time hours for the period in question, regardless of the quantity of delegated tasks.
- Two resolutions were proposed, focusing on assessing hours worked based on rostered time and making new arrangements for clarity and fairness.
- The NPAQ emphasized the importance of transparency, collaboration, and continued commitment to the employer. They offered expertise in crafting a flexible working arrangement and encouraged open communication.
Difference Made
Our Red Union Case Manager helped navigate the ‘policy maze’ with our member. It was about humanising a process that otherwise can be impersonal and overwhelming. Also, it was about getting the member back to work.
Our demands were met, and our member was provided with alternative paid duties where any conflict still existed. It is a testament to the efficacy of NPAQ membership and an intervention that ensured a professional resolution as well as protecting our member’s livelihood.
How is the NPAN so effective in defending members during workplace issues and disputes? Our experienced and professional case managers use our unique RED™ case resolution system.
Why is the NPAN different? We believe that real change in healthcare STARTS with empowering frontline nurses, not bureaucrats.
If you are a member of NPAN and need assistance with an bullying or a return to work please submit an Member Support Form on your dashboard, or contact us on on 1300 263 374 - hotline@npan.com.au
To find out more about NPAN and become protected today visit: npan.redunion.com.au/signup
