We have seen the proposed ‘agreement’ with technicians now, as well as the proposed scientists’ agreement, and the highly misleading documents which have been circulated by management.

“All core conditions are the equivalent (for all groups). We have added benefits where applicable to each group of employees.” (James Bateman)
We have not found one added benefit for scientists and technicians over an above what are stated to be ‘core conditions’– in fact, what we have is a removal of benefits from scientists and technicians.

“We have given consideration to the views of all representatives” (James Bateman)
In discussions in Fair Work Australia the company’s bargaining agent agreed with the Union that the maternity leave provisions should be amended to provide that paid maternity leave would be available to an employee where the pregnancy results in a still-birth after 20 weeks gestation. This was the only substantive matter over which we reached agreement and yet it has not been included in the so-called “agreements”.

“The Modern Award will be the ‘appropriate award’ within the pathology industry in Australia” (James Bateman)

Wrong. As a matter of law the Health Professionals and Support Services Award (the modern award) only applies where there is no enterprise agreement in place. The company has chosen to take terms and conditions from that award ONLY because they are less favourable than the Private Pathology Award which applies to scientists and technicians at the moment.

FACT: All other major pathology providers in Victoria have stuck with the private pathology award (Melbourne Pathology; Gribbles) or the private sector award (St John of God; Cabrini). Both awards are in similar terms; both are superior to the modern award.

All pathology services in Victoria are affected by the changes brought in by the federal government but only Symbion/SDS/Primary has sought to rip away the entitlements of staff.

The Union’s position The Union’s position has remained the same throughout – that at minimum the rates of pay at Dorevitch and GP should reflect market rates AND terms and conditions should be similar to the rest of the pathology industry in Victoria. We offered to look areas where the terms and conditions at Dorevitch and GP could be said to be superior, in the context of matching market rates. Instead of trying to reach agreement, the company has circulated non-Union ‘agreements’.

SPECIFICS RE TECHNICIANS ‘AGREEMENT’

An analysis of the technicians’ agreement is available on the website. Most of the reductions in conditions of employment which affect scientists also affect technicians, including

• removal of right of access to FWA for the settlement of disputes (the company can veto arbitration);
• reduction in redundancy payments;
• removal of rights in disciplinary procedures;
• significant reduction in sick leave entitlements;
• halving of bereavement leave;
• reduction in additional annual leave entitlements for part-timers working weekends;
• new capacity for company to roster staff on 10 hour shifts; capacity to roster staff 10 days in a row;
• no adjustment in allowances over the life of the agreement;
• new powers for CEO to veto appointment to Technician Grade 2 even if the criteria for promotion are met; The ‘agreement’ trashes the technicians' structure which was negotiated with Dorevitch in 2005. This is has been done without any consultation.

The HSU & MSAV advice to scientists and technicians – and to all Dorevitch and GP staff - VOTE & VOTE NO.

Members have contacted us re flaws in the ballot process. We will be writing to the company to ensure that the ballot is indeed secret and that the Union is present to (a) oversee the marking off of voters’ names (b) oversee the opening & counting of the votes only after the marking off of all votes has occurred.

Contact us if you have any questions.