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ebavote.com.au
  • Home
  • Agreement Status
    • Araluen Disability
    • Assisi Aged Care
    • Australian Unity
    • Baptcare
    • Craigcare
    • Healthscope
    • Ramsay Health Care
    • San Carlo Homes for the Aged
    • Scope Disability Victoria
    • Uniting Agewell, Victoria

Araluen Log of Claims

Your feedback will help us understand what the key issues are for workers at Araluen. The Health Workers Union will be seeking improvements to your pay and conditions at work, as part of the bargaining process for your new Araluen Enterprise Agreement. An Enterprise Agreement determines your rate of pay and many of your rights and obligations at work.

Step 1 of 6 – About

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Terms and Conditions(Required)
1. Acceptance of Terms
By participating in this survey, you agree to be bound by these Terms and Conditions and our Privacy Policy. If you do not agree with any part of these terms, you should not proceed with the survey.

2. Purpose of the Survey
The purpose of this survey is to gather information for the Health Workers Union for research and analysis purposes.

3. Data Collection
a. Participation in the survey is voluntary and you may choose to discontinue your participation at any time.
b. We will collect various types of information, including personal and non-personal data. Personal data may include but is not limited to your name, email address, age and other identifiable information.
c. All data collected will be anonymised and combined, and any personal information will be treated in accordance with our Privacy Policy.

4. Use of Data
a. The data collected will be used for research and analysis purposes only.
b. We may share combined and anonymised survey results with third parties, but individual responses will not be disclosed.

5. Data Security
We have implemented reasonable security measures to protect the data collected during the survey. However, we cannot guarantee the security of your data, and you acknowledge that data transmission over the internet is inherently insecure.

6. Data Retention
We will retain your data for as long as necessary to fulfill the purposes for which it was collected unless a longer retention period is required or permitted by law.

7. Access to Your Data
You may request access to the data we hold about you by contacting us at Health Workers Union. We will respond to such requests in accordance with applicable data protection laws.

8. Amendments to Terms
We reserve the right to amend these Terms and Conditions at any time without prior notice. Your continued participation in the survey will constitute your acceptance of the revised terms.

9. Contact Information
If you have any questions or concerns about these Terms and Conditions or the survey, please contact us at (03) 9341 3300.
Privacy Policy(Required)
1. Data Collection

a. We collect personal and non-personal data when you participate in our survey. Personal data may include but is not limited to your name, email address, age and other identifiable information.

b. We may use cookies and similar tracking technologies to collect non-personal data, such as IP addresses, browser type, and usage patterns.

2. Data Use
a. We use the data collected for research and analysis purposes, to improve our services, and to create combined and anonymised reports.
b. We do not sell, rent, or lease your personal data to third parties.

3. Data Security
We have implemented reasonable security measures to protect the data we collect, but we cannot guarantee the security of your data. You acknowledge that data transmission over the internet is inherently insecure.

4. Data Retention
We will retain your data for as long as necessary to fulfil the purposes for which it was collected unless a longer retention period is required or permitted by law.

5. Your Rights
a. You have the right to access the personal data we hold about you.
b. You have the right to request the correction or deletion of your personal data.
c. You have the right to object to the processing of your personal data.

6. Changes to the Privacy Policy
We may update this Privacy Policy from time to time. Any changes will be posted on our website, and your continued use of our services will constitute your acceptance of the revised Privacy Policy.

7. Contact Information
If you have any questions or concerns about our Privacy Policy or data practices, please contact us at 03 9341 3300.
Please make sure to adapt these terms and conditions and privacy policy to your specific needs and consult with legal professionals to ensure compliance with applicable laws and regulations.
Name(Required)
Are you a HWU Member?(Required)

Workplace Satisfaction

Very UnsatisfiedSomewhat UnsatisfiedNeutralSomewhat SatisfiedVery Satisfied

Cost of Living

Are you currently struggling with the cost of living?(Required)
(E.g. the cost of food, rent/mortgage, bills?)
If yes, how much of an increase to your pay do you feel is needed to cope with the cost of living?(Required)

Pay

Have you ever been underpaid by your current employer, or had a problem with something being missing from your pay?(Required)
E.g. You weren’t paid for all the hours you worked, overtime wasn’t paid, you weren’t paid for leave, allowances or penalties were not paid etc.
If you have been underpaid or your pay has been incorrect, did you report this to your employer in writing?(Required)
If you have reported an underpayment or pay error to your employer, how long did it take for it to be corrected?(Required)
(If this has happened numerous times, you may wish to answer for the most recent time)
Did the underpayment affect your ability to meet financial obligations?(Required)
Example: Being unable to fill your car with petrol, buy groceries, or pay your rent or mortgage on time.
Not SatisfiedPartially SatisfiedTotally SatsifedNot applicable

Travel

Very UnsatisfiedSomewhat UnsatisfiedNeutralSomewhat SatisfiedVery Satisfied
E.g. payment for travel time, travel allowance, how far you have to travel, issues with work vehicles

Hours of Work and Rostering

If you’re a casual, has your current employer offered to convert you to a permanent position?(Required)
Are you satisfied with the number of hours you're usually rostered for?(Required)

Do you want to work shifts longer than 8 hours?(Required)
Are you always paid for at least 2 hours per shift?(Required)
(Note: the minimum amount of hours you must be paid for per shift is called ‘minimum engagement’).
Do you currently work broken or split shifts?(Required)
(This is when you have one or more unpaid breaks in your day, not including a lunch break or a 10 minute rest break. An example would be working 9am-12PM, having a 3 hour break, and then working 3PM-6PM).
(This is when you have one or more unpaid breaks in your day, not including a lunch break or a 10 minute rest break. An example would be working 9am-12PM, having a 3 hour break, and then working 3PM-6PM).
Strongly againstAgainstNeutralIn favourStrongly in favour
Have you ever requested a flexible working arrangement?(Required)
For instance, flexibility of work hours, rosters, shifts, and the option to work from home.
If you have requested a flexible working arrangement, was it approved?(Required)
NeverRarelySometimesOftenVery Often

Breaks

Araluen employees are entitled to a paid 10-minute tea break in each four hours worked. How often do you take your 10-minute breaks?(Required)
23. Araluen employees are entitled to an unpaid meal break (between 30 and 60 minutes) when they work shifts longer than 5 hours. Do you always get to take your meal break when you are entitled to one?(Required)
Are you ever required to have your meal break with a client/resident, without getting paid for the meal break?(Required)

Client Cancellations

Do you work in an area that is affected by client cancellations?(Required)
How frequently, on average, do you have a shift cancelled or changed due to client cancellations?(Required)
How many times have you missed out on pay because of a client cancellation?(Required)
E.g. guaranteed pay when a shift is cancelled without a certain amount of notice, more options to work makeup shifts.

Sleepover Shifts

Have you ever worked sleepover shifts at Araluen?(Required)
If you work sleepover shifts, would you prefer to be able to work in the morning, or go home straight after your sleep and have a break?(Required)
For example: Is the pay for sleepover shifts too low? Are there issues with getting staff to want to work sleepover shifts? Do you get disturbed during your sleepover too frequently? Are there issues with the quality and privacy of the accommodation?

Vacant Shifts

Do you feel that vacant shifts are communicated and allocated in a fair way at your workplace?(Required)

Leave

Have you had any issues getting leave applications approved in a timely manner?(Required)
(Any type of leave, including annual leave, personal/carer’s leave, parental leave, long service leave, family and domestic violence leave or another type of leave)
If you’ve had an issue with leave not being approved in a timely way, how long did it take?(Required)
Specifically for annual leave, when you request annual leave at your current workplace, how long does it usually take for it to be formally approved or rejected?(Required)
In your experience, does your workplace have a fair and equitable system for deciding who gets to take leave during popular times of year?(Required)
Have you ever had a leave application rejected by Araluen where you thought that was unfair?(Required)
Were you aware that you can apply to access paid family and domestic violence leave at work (including for casuals)?(Required)

Occupational Health & Safety (OHS)

Too low – not enough to doJust rightA bit high – It get’s busy but I can usually manageToo high – I am struggling
Were you aware that high workload and under staffing is an OHS (Occupational Health and Safety) issue(Required)
Do you know who your HSR is?(Required)
A Health and Safety Representative (HSR) is an individual who is elected or appointed to represent the interests of workers in matters related to health and safety.
Have you ever felt unsafe at work while working for your current employer?(Required)
Have you ever experienced violence/assault or threats of violence while working for your current employer?(Required)
Have you experienced bullying or harassment while working for your current employer?(Required)
If you experienced or saw a safety issue at work, would you feel comfortable reporting it to your current employer?(Required)

Training & Progression

Do you feel you receive enough training at work?(Required)
For example, what training would you like to do? Is the issue that the training isn’t offered at all, or it’s available but you aren’t given the time to do it during work hours?
Are you required to complete unpaid training for work with your current employer? (Not including pre-employment requirements like getting a first aid certificate before starting your job)(Required)
What kind of unpaid training is required? Have you done this yourself? How many hours were involved?
Are you happy with the opportunities your employer provides you for career progression?(Required)
Is there anything specific you would like to see in terms of opportunities for career progression and professional development at work?

Disciplinary Process and Complaints

A disciplinary process occurs in situations where there has been a complaint made about a worker, or an employer has had a concern about a worker’s conduct or performance.
If you have ever been involved in a disciplinary process at work, did you feel the process was handled fairly?(Required)
Were you aware that HWU Members can contact the union to ask for union representation to support you at a disciplinary meeting?(Required)
Very PoorPoorOkayGoodVery good

Union Delegates

A union delegate is a member who is chosen to represent and advocate for their fellow union members in workplace matters. They communicate member concerns, assist in problem-solving, and often participate in negotiations to secure better working conditions and benefits.
Are you interested in becoming a union delegate?(Required)

What Matters Most to You?

Very UnimportantUnimportantI’m indifferentImportantVery Important
Increase to my hourly pay rate
Increased penalty rates, shift loadings
Increased sleepover pay
Increased minimum engagement (minimum shift length)
Receiving backpay
Increased redundancy pay
Very UnimportantUnimportantI’m indifferentImportantVery Important
More annual leave
More parental leave
Earlier access to long service leave
Fairer process for applying for leave
More flexibility to use my personal/carer’s leave (e.g. less strict evidence requirements, and using it to attend appointments and to manage chronic health conditions or impacts of menstruation or menopause) Additional family and domestic violence leave
Disaster leave (Additional leave when you can’t go to work due to a disaster like a fire or flood)
Very UnimportantUnimportantI’m indifferentImportantVery Important
Fairer disciplinary process/stronger protections if there is a complaint about you
Improved consultation/having more of a say when there are changes
Fairer client cancellation policies

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