We’re here to help you understand the EBA

No. All sites get paid the same. The rates documented in the proposed EBA are the minimum rates RAAFA will pay for the roles listed. 

No. RAAFA will continue to pay penalties for Afternoon, Night and Weekend work – this will not change now or into the future.

The definition of a Level 3 Care Worker under the proposed EBA is:

Level 3 - Employees at this level hold qualifications of no less than a Certificate IV in Aged Care, Allied Health Assistant or equivalent and/or Workplace Training and Assessment qualifications and who is appointed to a position which involves specialised care or service delivery with consistently higher levels of responsibility.

Employees at this level would be appointed by RAAFA to a role which requires specialised care or service delivery with a higher level of responsibility. This would be determined by RAAFA as needs arise, and may for example be for a specific project, initiative or role.

RAAFA is aware that a flyer has been provided by United Workers Union (UWU) with information on the EBA and a misrepresentation of RAAFA’s offer that states incorrect information. To confirm, all RAAFA employees will receive a minimum 3% increase on their wage each year over the next three years. 

RAAFA has written to UWU and asked for a retraction of inaccurate information. 

No, this information is a misrepresentation of RAAFA’s offer by the United Workers Union (UWU). To confirm, all RAAFA employees will continue to require only two weeks’ notice to take annual leave under the proposed EBA.

RAAFA has written to UWU and asked for a retraction of inaccurate information.

No, this information is a misrepresentation of RAAFA’s offer by the United Workers Union (UWU).

To confirm, under the proposed EBA, all RAAFA employees will receive a uniform supplied and paid for by RAAFA. We also provide a laundry allowance towards the cost of laundering the uniforms supplied.

RAAFA has written to UWU and asked for a retraction of inaccurate information. 

No, this information is a misrepresentation of RAAFA’s offer by the United Workers Union (UWU). To confirm, under the proposed EBA, breaks between shifts remain at 10 hours. The EBA allows a shorter break, of up to 8 hours, between shifts to be mutually agreed. This is part of our commitment to providing you with more flexibility for how you choose to work.

RAAFA has written to UWU and asked for a retraction of inaccurate information. 

Leave loading is an extra payment given on top of annual leave pay. RAAFA provide the added benefit of paying leaving loading on annual leave AND public holidays.

No, this information is a misrepresentation of RAAFA’s offer by the United Workers Union (UWU). 

To confirm, under the proposed EBA, all RAAFA employees have guaranteed leaving loading paid on annual leave and public holidays.

RAAFA has written to UWU and asked for a retraction of inaccurate information.

Voting will be managed via an online ballot by Elections Australia Pty Ltd, an independent company that have been conducting elections throughout Australia since 1974.

An email will be sent from enterpriseagreements@raafawa.org.au directing you to Elections Australia once the voting period has commenced.

RAAFA will have no knowledge of who has voted, only the outcome of the Vote. Elections Australia will contact you direct regarding the vote.

• A “yes” vote will be 50% plus 1 vote in favour of voting in the EBA.

• A “no” vote will be 50% plus 1 vote in favour of not voting in the EBA.

It is your decision whether to vote yes or to vote no, I just ask that you do not have any unanswered questions for when we go to vote.

RAAFA’s intention is to proceed to vote on the 8th August 2024 and voting will end on the 12th August.

Upon the receipt of a “yes” vote, RAAFA will apply the wages within the EBA with immediate effect, ensuring that any pay increase is applied and backdated from the first full pay period of July 2024 (effective 10th July).  The EBA will then be sent to the Fair Work Commission who will undertake an assessment of the terms & conditions before the EBA is officially applied.

Should RAAFA receive a “no” vote, the wage increase can not be applied and we will recommence negotiations with Unions & employee representatives. The reason RAAFA can not apply any pay increase is due to the requirement to go back and review how we have balanced and distributed funds across the terms of the EBA. Please note, that a “no” vote will not increase the overall funding applied to the EBA, only how the funding is distributed across the EBA.

It is not a requirement to vote, however, voting will help ensure your voice is heard. A yes vote will also help us finalise our EBA and apply the increases to your employment sooner.

No, your vote will be completely private and the voting system will be run by Elections Australia.

Absolutely, as part of our commitment to you we are committing a dedicated 3% increase as a minimum. Should the Fair Work Commission hand down an annual wage increase above 3%, we will apply the higher amount. Should the Fair Work Commission hand down an annual wage increase below 3%, we will continue to apply 3% regardless. This is RAAFA’s commitment to ensure wages do not go backwards. 

Your salary differs based on your position and experience working at RAAFA, along with industry conditions, market and Award Rates. In the section below you can find your rate and proposed increase.

Unfortunately, you will no longer be able to place your vote after the deadline. We ask you to keep an eye out in your inbox and check your junk email in case your vote invitation is blocked by your spam filter.

RAAFA will advise all employees of the vote outcome when the vote has been completed.

Your EBA benefits will be back dated from the first full pay run in July 2024 once a majority yes vote has been received.

No, RAAFA is a not-for-profit and remains a not-for-profit even after we become a CLG. Your ability to salary package will not change.  Becoming a CLG ensures RAAFA has strengthened governance structures and processes but will not impact how our employees deliver care and services or what benefits are available.

No, all roles will receive exactly the same percentage increase each year. No matter your role or classification, you will receive a minimum 3% wage increase each year.

No, this information is a misrepresentation of RAAFA’s offer by the United Workers Union (UWU).

To confirm, under the proposed EBA, there is an increased entitlement for paid personal/carer’s leave, without the need for medical evidence, aligning the conditions of the two previous agreements.

RAAFA has written to UWU and asked for a retraction of inaccurate information. 

No, not necessarily. RAAFA will need to recommence negotiations and there is no timeframe on how long that may take. It also factors into how we redistribute the funding differently, knowing that the finding doesn’t change just because we get a no vote.

No, all employees have the same entitlement in both EBA’s. A full-time Employee is entitled to ten (10) days of paid personal/carer’s leave. A part-time Employee will accrue paid personal/carer’s leave on a pro-rata basis.

This means that full-time employees (working 38 ordinary hours per week) get 10 days of paid personal or carer's leave each year. Part-time employees get a proportional amount of leave based on their hours worked.

For example:

A full-time employee working 38 hours per week gets 10 days of leave per year.

A part-time employee working 19 hours per week (half of full-time) gets 5 days of leave per year.

A part-time employee working 30 hours per week gets about 7.9 days of leave per year.

If you work on a Public Holiday you will receive:

• 100% - Base wage

• 50% loading for all public holidays, except for a public holiday on 25 December where you will receive 100% loading.

You will also receive:

• 1 day accrued in Annual Leave

• 17.5% leave loading paid on the leave when taken

Total benefit = 267.5% for working on a Public Holiday