All employees deserve to receive fair treatment and entitlements promised to them.
Hannah, a dedicated member of the NPAA Queensland branch, was facing payroll issues regarding her entitlement to fatigue penalties at her workplace.
Hannah's workplace operates under an agreement that guarantees employees receive fatigue penalties if they work shifts with less than a 10-hour break between them. This provision is designed to mitigate the impact of fatigue on employees who work irregular or extended hours.
On this particular occasion, Hannah had already worked an overtime night shift. Despite this, she was requested to come in early for her rostered shift the following day, resulting in her not receiving the mandated 10-hour break between shifts. As per the workplace agreement, and agreed upon by HR, Hannah was entitled to receive fatigue penalties
However, Payroll initially refused to acknowledge her entitlement, leading to frustration and uncertainty for Hannah. Hannah sought assistance from NPAA to resolve the matter. Hannah was assigned one of our case managers who provided persistent advocacy, putting pressure on payroll to uphold the workplace agreement.
As a result, NPAA's advocacy ensured that Hannah received her rightful fatigue penalty.
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.
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 with a workplace issue, please submit a member support ticket on your dashboard, or contact us at 1300 263 374 - 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.