Navigating Policy Contradictions
Transitioning between employers in the nursing often comes with administrative hurdles. For Miranda, a nurse member of the NPAA NSW branch, the process became particularly challenging due to issues with transferring her Long Service Leave (LSL).
Miranda had served diligently at her previous employer, accumulating a significant amount of LSL. During her recruitment process with the new employer, she was assured that her LSL balance would be transferable. This assurance was crucial in her decision not to request a pay-out of her LSL upon leaving her former job. Trusting the information provided, Miranda embarked on her new nursing journey, expecting her hard-earned leave to follow her.
Upon starting at her new workplace, the payroll department informed her that, according to their policy, LSL balances were not transferable. This contradicted the assurances given during her recruitment and the guidelines outlined on the Industrial Relations website, which state that public servants moving interstate must have their LSL transferred.
Over the next four months, Miranda experienced a series of conflicting messages from her new employer. Initially, they insisted the transfer was impossible. Later, they suggested it might be possible with updated documentation from her former employer, only to revert to the stance that the transfer was indeed not possible. Understandably this left Miranda in a state of confusion and frustration, at risk of losing over 200 hours of accrued leave.
Miranda turned to NPAA for assistance and was promptly assigned a case manager. The case manager contacted the Acting Senior Human Resource Business Partner, seeking clarity and resolution. After numerous discussions and persistent advocacy, a resolution was reached.
Miranda was given two options: either to be paid out by her previous employer or to have her prior service recognized in the calculation of her LSL at the 10-year milestone with her new employer. This outcome ensured that Miranda’s accrued leave would not be lost, providing her with much-needed clarity and peace of mind.
Thanks to the concerted efforts of her case manager and NPAA, Miranda was able to secure a positive outcome, ensuring that her years of dedicated service were rightfully recognized and rewarded.
How is the NPAA 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 NPAA different? We believe that real change in healthcare STARTS with empowering frontline nurses, not bureaucrats.
If you are a member of NPAA and need assistance, please submit an Member Support Form on your dashboard, or contact us at hotline@npaa.asn.au
To find out more about NPAA and become protected today visit: npaa.redunion.com.au/join
The name of the member in this article has been changed for confidentiality reasons.
