The QNMU acknowledges that 26 January has different meanings for different people. | 26 January position statement |
An ARP is intended to document resuscitation planning outcomes that follow a discussion between a multidisciplinary team and the patient, or the substitute decision-maker if the patient is deemed to lack capacity. | Acute Resuscitation Plan |
Adverse action is when a nurse or midwife is either dismissed or in some way disadvantaged by their employer, or when an employer discriminates between you and other employees.
Adverse action is illegal if it is taken because a nurse of midwife exercises a workplace right, has a protected attribute (ie: race, sex, sexual orientation or disability), participates in protected industrial (union) activity. | Adverse action |
Help yourself and your colleagues identify and report workload issues in your workplace. Please fill out this form and send to your manager. | Aged Care Workload Reporting Form |
The QNMU is a state-registered union and a branch of the Australian Nursing and Midwifery Federation (ANMF), which has branches in each state and territory. This means the QNMU is also active in promoting the interests of nurses and midwives on a national and international level. QNMU members also have full membership of the ANMF. Download the ANMF Rules here. | ANMF rules |
Antimicrobial Stewardship (AMS) is a systematic approach to optimising the use of antimicrobials in healthcare institutions. The Australian Commission on Safety and Quality in Health Care (ACSQHC) considers AMS a national standard (Duguid & Cruickshank, 2010). | Antimicrobial stewardship |
This information pack includes information about the 2022 Arcare overpayment. | Arcare Overpayment Information Pack |
If you are registered solely as a midwife and have been directed to work as a nurse on a nursing unit, or if you are solely a nurse and have been directed to assist with midwifery care, there are a number of factors that must first be considered. The Health Practitioner Regulation National Law (Queensland) (the National Law) recognises nursing and midwifery as separate professions.
This information sheet outlines the National Law and the NMBA, 'holding out' as being a nurse or midwife, the NMBA's decision making framework and NMBA document - context of practice for RNs and RMs. | Are you registered as a nurse or midwife only? |
The QNMU has a zero tolerance position on occupational violence and aggression. All employers have a responsibility to protect the safety of their employees and prevent abuse or assault from occurring. Nurses and midwives have an obligation to take reasonable care at work. This policy operates in conjunction with the QNMU’s policies - Sexual Harassment, Inappropriate Behaviour and Harassment in the Workplace, Occupational Violence and Aggression and Security at Work – and the Assault at Work brochure. | Assault at work |
The QNMU affirms that those seeking asylum within Australia have the right to receive appropriate health care devoid of discrimination, regardless of citizenship, visa status, or ability to pay. Like all seeking health care, those seeking asylum in Australia should be treated with compassion, respect and dignity. | Asylum seekers |
This policy outlines considerations for best practice in protecting nurses and midwives against audiovisual recording whilst they are working. | Audiovisual recording |
View our national body's extensive catalogue of resources. | Australian Nursing and Midwifery Federation (ANMF) Resources |
The Queensland Nurses and Midwives’ Union (QNMU) is a state-registered union and a branch of the Australian Nursing and Midwifery Federation (ANMF). The QNMU promotes and defends the industrial, professional, social, political and democratic interests of its members. The QNMU has coverage of all nurses and midwives in Queensland (in both the public and private sectors) under the various state and federal nursing awards and agreements.
The ANMF is a federally registered union with branches in each state and territory in Australia. | Australian nursing and midwifery unions and registration authorities |
Australian Red Cross Blood Service members with a workload issue should complete the QNMU's ARCBS workloads reporting form which is to be lodged with the senior nurse on duty and the Donor Centre Manager. | Australian Red Cross Blood Service Reporting Form |
Effective rostering of employees requires collaboration between employees and management. Rosters should be based on a sound risk management approach to ensure workplace fatigue is managed to minimise its effects and related risks on the workplace, employees, patients and others. Some workers are at a higher risk of fatigue because their work typically involves some or all of the factors which contribute to fatigue.
This information sheet outlines safe roster design, fatique management strategies, when should the roster be posted, breaks between shifts, on-call, rostering night duty and Health Practitioner Regulation National Law Act 2009. | Best practice rostering |
The democratic framework of the Queensland Nurses and Midwives' Union is based on its Local Branch structure.
Local Branches are the building blocks of our union and the perfect place for nurses and midwives to begin engagement with their union.
A forum for addressing workplace issues, local branches also play an important role in the democratic decision making process of our union.
Local branches contribute to the development of our union’s policies and direction by submitting motions to the QNMU Annual Conference for debate.
Any workplaces with ten or more members can form a Local Branch. | Branch Handbook |
Queensland Health nurses and midwives are entitled to a break of no less than 10 hours between each rostered shift. The break between shifts should provide minimum period off duty (allowing for an uninterrupted eight-hour sleep cycle), a break from continuous professional responsibilities, and time to perform the individual activities of daily living.
This information sheet outlines eight-hour break agreement and references. | Breaks between shifts |
Read more about your right to breastfeed in the workplace | Breastfeeding in the workplace |
The QNMU supports consultation with nurses and midwives and other relevant key stakeholders in determining appropriate nursing and midwifery staff and skill mix levels to meet service requirements across Queensland’s hospital and health services. | Business Planning Framework |
The Business Planning Framework: the methodology for nursing and midwifery workload
management (BPF) provides nurses and midwives with a process to assist in determining
appropriate nursing and midwifery staff and skill mix levels to meet service requirements
and evaluate the performance of nursing and midwifery services. | Business Planning Framework (BPF) - 6th edition |
The Business Planning Framework (BPF) is a tool for nursing and midwifery workload management. Here are our answers to your FAQS | Business Planning Framework FAQs |
The QNMU promotes the importance of supportive and safe workplaces, including proper facilities and amenities, more responsive work arrangements and a culture of safety, where nurses and midwives engage in the promotion of health care and professional practice. | Car parking |
We know that staffing levels and skill mix are inadequate across many aged care facilities. It is becoming increasingly difficult for nursing staff and aged care workers to ensure residents receive appropriate care.
Of particular concern are reports that Enrolled Nurses (ENs) are, in some instances, being directed to act as Team Leader/Shift Coordinator without a Registered Nurse (RN) being physically present to provide direct or indirect supervision. | Care standards and staffing levels in aged care |
Unions have fought long and hard for employers to provide family-friendly work environments. Employees of Queensland Health are entitled to access various forms of paid leave to care for members of their immediate family or household who is ill, because an unexpected emergency arises in relation to that person and who is experiencing domestic violence.
This information sheet outlines types of leave available, what do I do when I need to take carer's leave and references. | Carer's leave |
‘Change management’ is any change in your workplace that arises from the need to review and change service delivery and models of care. It may also be in response to changes in government policy or variations to the way services are funded. | Change Management |
The QNMU promotes clinical supervision and support programs for all nurses and midwives regardless of their clinical area, specialty, career stage, professional experience, level/classification, type of facility or location. | Clinical supervision and support for nurses and midwives |
The Nursing and Midwifery Board of Australia (NMBA) recognises that nurses with relevant qualifications may hold registration as both a Registered Nurse (RN) (division 1) and as an Enrolled Nurse (EN) (division 2). Holding registration in both divisions is called concurrent registration (holding registration as a nurse and midwife is called dual registration). However, a nurse with concurrent registration should be careful when practicing, particularly when registered as a RN but working as an EN. Nurses must be able to differentiate between the relevant responsibilities and scopes of practice for a RN or EN.
This information sheet outlines how to be familiar with the practice for each division of nursing. | Concurrent registration as an Enrolled Nurse (EN) and Registered Nurse (RN) |
NOTE: Do not use this resource if you are using the electronic CPD Record available through our CPD Portal.
This resource has been developed for Queensland Nurses and Midwives’ Union members as a record-keeping tool on professional development and continuing education. It is recommended that it be kept up to date and stored with other education and development materials—for example, certificates of attendance at training/conferences or a record of the goals contained in annual performance appraisals.
This booklet provides one single reference point where your professional development and education activities can be summarised and would be a useful resource when you need to update your resumé or summarise activities when applying for a new job, or if you are audited under the National Registration and Accreditation Scheme. | CPD Record |
The provision of critical incident stress management by employers, helps nurses and midwives to deal with the physical and emotional reactions that result from critical incidents. This management includes critical incident stress debriefing, access to employee assistance programs, the ability for the employee to take leave from existing sick leave if required and the provision of mortality and morbidity (M&M) meetings. | Critical incident stress |
Everyone has the right to access safe healthcare. QNMU considers cultural safety to be included in the provision of safe healthcare and safe workplaces. Cultural safety is therefore a universal framework that affects everyone.
In the context of nursing and midwifery, cultural safety is the effective nursing or midwifery practice of a person or family from another culture and is determined by that person or family (Nursing Council of New Zealand, 2011). | Cultural Safety Definition |
Queensland Health has a number of processes to help employees deal with pay issues, including underpayments, overpayments, errors in leave deducted or accrued, and errors in classification. Members who have been unable to resolve a payroll issue through the following channels should contact Member Connect.
This information sheet outlines how to keep your own records, underpayments, overpayments, overpayments on resignation or termination of employment, errors in leave deducted or accrued and errors in paypoint. | Dealing with payroll in Queensland Health |
Queensland Health (QH) and the Queensland Police Service (QPS) have made new arrangements regarding employees disclosing confidential or personal information to the police. These arrangements are intended to simplify the process for reporting criminal activities to the police.
This information sheet outlines reporting criminal activities and responding to police enquiries. | Dealing with police - Queensland Health (QH) & Queensland Police Service (QPS) arrangements |
Insufficient staffing levels in nursing homes often create issues for aged care nurses and carers. QNMU members often find they are unable to complete all their work in the time available, and often choose to work through breaks or stay back after shifts to complete tasks.
While this donation of your time free of charge may be great for employers, it can lead to stress and fatigue amongst staff, which in turn can increase the risk of errors. It can also lead to an increased use of sick leave.
This information sheet outlines what should be done when excessive workloads are identified, how can long term workload concerns be addressed, avoiding the two common responses by employers and what if your colleagues refuse to act. | Dealing with workload issues in aged care |
"A health worker cannot engage in any nursing activity unless it is delegated to them by a RN (such delegation being outside the scope of practice of an EN), and only if that RN has considered and satisfied themselves on all of the nine factors above.
The Nursing and Midwifery Board of Australia’s (NMBA) Decision Making Framework (DMF) for nursing and midwifery is part of the NMBA’s professional practice framework. The DMF defines health workers and others (also known as unlicensed health care workers) as any persons who is not registered to practise under the National Scheme, and gives RNs sole responsibility for delegating nursing activities.
This information sheet outlines when a non-nurse can perform nursing care. " | Delegation to AINs and carers by Registered Nurses |
This policy applies to circumstances where an emergent deficit in nursing/midwifery staffing has been identified, and no alternate staffing option is available. Employers must not use deployment as a means of managing expected staffing shortfalls. | Deployment of nursing staff |
This position statement details the QNMU’s position on domestic and family violence, as a critical workplace issue for nurses, midwives, and assistants in nursing (however titled) who may be personally experiencing domestic or family violence and provide care for others who experience domestic and family violence. | Domestic and family violence |
What is the accelerated pay point advancement and qualifications allowance entitlement?
Clause 28 of the Nurses and Midwives (Queensland Health and Department of Education) Certified Agreement (EB11) 2022 (Nurses and Midwives EB11) enables an employee Nurse Grade 5 to 7, inclusive, or Nurse Grade 9 to have an additional qualification or advanced qualification recognised where it is relevant to the employee’s current role. This clause will apply to the exclusion of clause 13.1 of the Nurses and Midwives Award.
Download the full guideline below. | EB11 accelerated pay point advancement and qualifications allowance |
Nurses and Midwives (Queensland Health and Department of Education) Certified Agreement (EB11) 2022.
Queensland Industrial Relations Commission (QIRC) Matter No. CB/2022/133 | EB11 Certified Agreement |
What is the after-hours management allowance?
Clause 26 of the Nurses and Midwives (Queensland Health and Department of Education) Certified Agreement (EB11) 2022 (NMEB11) provides an entitlement to an after-hours management allowance of $20 per shift, in certain circumstances. | EB11 QH after hours Nurse Manager allowance |
What is the Mental Health Environmental Allowance?
Prior to the implementation of EB11, the mental health environmental allowance entitlement was found in Clause 13.9 of the Nurses and Midwives (Queensland Health) Award – State 2015 (the Award). HR Policy C30: Environmental allowance – Mental health high security and medium secure units further clarified the eligibility for those employees working in specific high security and/or medium security mental health units.
As part of negotiations for NMEB11 Queensland Health and the Queensland Nurses and Midwives’ Union recognised the previous application of this entitlement did not accurately reflect the intent of the allowance having regard to changes to legislation that has occurred over the years, and expansion of Queensland Health’s mental health facilities. | EB11 QH mental health environmental allowance |
Queensland Health recognises there may be instances where a nursing or midwifery employee works so much telephone recall prior to an ordinary rostered shift that they will not have had the opportunity to have an appropriate break. The Nurses and Midwives (Queensland Health and Department of Education) Certified Agreement (EB11) 2022 (NMEB11) provides criteria which will trigger an entitlement for an employee to have a ten hour break following excessive telephone recall.
Download the full guideline below. | EB11 QH new telephone / remote recall entitlement |
Employees working in multi-disciplinary teams in a role that could be occupied by either a health practitioner or a nurse will be paid the higher rate of pay applicable to the role. Download full guideline below. | EB11 QH Nurses and Midwives in multi-disciplinary teams |
Clause 35.3 of the Nurses and Midwives (Queensland Health and Department of Education) Certified Agreement (EB11) 2022 (Nurses and Midwives EB11) provides an entitlement for public hospital employees to “opt out” of the fifth week of annual leave because they work in a service that does not operate on a public holiday and will not be required to work on public holidays.
Download the full guideline here | EB11 QH opt out of additional annual leave for public hospital employees |
Queensland Health and the Queensland Nurses and Midwives’ Union recognise the importance of supporting employees to participate in professional development and encouraging employees to use their entitlement to professional development leave (PDL). The Nurses and Midwives (Queensland Health and Department of Education) Certified Agreement (EB11) 20122 (NMEB11), provides a commitment to the continued provision of education in relation to professional development leave and monitoring the uptake of professional development leave.
Download the full guideline below. | EB11 QH Professional Development leave |
Download your Queensland Health EB11 wage tables here | EB11 QH wage tables |
E-cigarettes are often marketed as a method to quit smoking, however there is inconclusive evidence to show that they help or are safe (Department of Health, 2020). The purpose of this policy is to outline the QNMU’s position on the use of e-cigarettes. | E-cigarettes (vaping) |
Effective workplace communications consist of mechanisms which directly involve employees in the decision-making process, and which encourage and assist the easy flow of information between employees and management. | Effective communication within the facility |
With increasing technology development, many hospitals, healthcare facilities and aged care facilities are choosing to replace manual, paper-based rostering with commercial electronic rostering software that is often inclusive of AI. | Electronic rostering position statement |
Do you know what to do if your employer makes allegations against you? Always request a copy of the allegation/s in writing. The written allegation/s should provide you with adequate details to enable you to respond. These details should include the date and time the alleged incident took place, the names of those involved, specific details of the incident and any evidence supporting the allegation/s.
This information sheet outlines do you know what to do if your employer makes allegations against you. | Employer allegations against nurses and midwives |
The QNMU recognises that employers may overpay employees through errors in the employer’s administration and/or systems. The purpose of this policy is to set out the QNMU’s position regarding overpayments to employees in the private and aged care sectors. | Employer overpayments |
There is no regulatory barrier for Enrolled Nurses (ENs) and Registered Nurses (RNs) to work as Assistants in Nursing (AINs), but there are professional and ethical dilemmas that must be carefully considered before undertaking such employment. If an EN or RN chooses to undertake work as an AIN, there may be a professional expectation that could put the nurse at risk. For instance, as an EN or RN you may identify a problem that requires immediate action to avoid an adverse outcome for a patient.
This information sheet outlines professional practice, employment role, professional indemnity insurance and advice. | Enrolled Nurses (ENs) / Registered Nurses (RNs) employed as Assistants in Nursing (AINs) |
It is imperative that the design, construction and operation of health care facilities, including aged care facilities, ensure both sustainably healthy workplaces for nurses and midwives and healing environments for patients.
Sustainable health care facilities are better places to work, more cost effective, better places to heal, can contribute to wider health benefits for the community and can contribute to the national emissions reductions targets (Green Building Council Australia, 2019). | Environmentally sustainable health care services policy |
The QNMU supports strategies to reduce falls and harm from falls that occur during care. Nurses and midwives play an important role in effective fall prevention and management strategies. | Falls prevention sensor alarms |
Check your financial health here! | Financial Health Checker |
The QNMU recognises that oral health is a fundamental contributor to overall health and wellbeing.
A number of public health peak bodies including the Australian Medical Association (AMA) actively support the use of fluoride as one of the most important mechanisms of preventing and reducing the risk of tooth decay. | Fluoridation |
Freedom of association is the right of workers to become and remain a member of their union, and engage in legitimate union activity, without fear of discrimination. Any employer who attempts to prevent, punish or disadvantage a nurse or midwife exercising their right to freedom of association is breaking the law and may be liable for an order to pay a penalty of up to $13,000 for an individual, reinstate a dismissed employee or not carry out a threat.
This information sheet outlines why action by an employer is unlawful. | Freedom of association |
QNMU members are encouraged to get active in your union. The QNMU's structure and rules are specifically designed for members to drive the union. Many nurses and midwives work hard for the QNMU in both honorary and paid positions. You can contribute to this effort in the following ways.
This information sheet outlines become a QNMU activist, workplace contact, workplace representative, local branch steering committee, annual conference delegate, meetings of delegates, QNMU Council, QNMU representative on a consultative committee, workplace health and safety representative and working full-time for the QNMU. | Get active in the QNMU |
 Graduate nurses and midwives are beginning practitioners, and as such should be welcomed by experienced practitioners. All nurses and midwives have a mandatory obligation under their respective Standards for Practice to mentor, guide and support new graduates as they continue to develop clinical skills and gain confidence in their practice, as well as provide opportunities for graduates to demonstrate leadership skills for future roles. Graduates should be appointed to full-time positions on a permanent basis either at commencement or completion of their graduate program and offered participation in a structured clinical/educational support program. Each graduate should be employed according to their current registration and graduate role.
This information sheet outlines range and frequency of role placement, preceptoring arrangement, graduate input, working conditions for graduates, graduate responsibilities with client groups, graduate development, graduates and part-time work, re-entry nurses and midwives, and graduate support.  | Graduate support programs |
A grievance is a matter that an employee or a group of employees feel is cause for complaint. It can include situations where an employee feels that a decision made, a process, or the behaviour of another adversely affects them. Grievances can cover a range of workplace issues and they may involve an individual or the entire workforce. It is in everyone’s interest to resolve workplace issues promptly and as close to the local level as possible.
This information sheet outlines what is a grievance, grievance or dispute settlement procedure, the role of QNMU and alternatives to the grievance process. | Grievance procedure |
The Work Health and Safety Act 2011 aims to protect workers and others against harm to their health, safety and welfare. The Act recognises the role of a Person Conducting a Business or Undertaking (PCBU – generally the employer), unions, and workers in making workplaces healthier and safer. It is essential there is consultation between a PCBU and workers. Under the Act, PCBUs have an obligation to consult with workers and their representatives.
This information sheet outlines workplace consultation, who sets up a committee, who should be members of the committee, how often does the committee meet, and are members of the committee civilly liable. | Health and safety committees |
?The QNMU produces a Health and Safety publication for members which is a practical handbook for nurses and midwives to help you navigate health and safety legislation and processes. | Health and Safety Handbook |
When it comes to workplace health and safety, consultation between a Person Conducting a Business or Undertaking (PCBU) and workers is essential. Under the Work Health and Safety Act 2011 (the Act), PCBUs (generally employers) have an obligation to consult with workers and their representatives. To make consultation more effective, workers at a workplace are able to elect Health and Safety Representatives (HSRs) to represent their interests and express their views to the employer. Health and safety committees provide a forum through which consultation and communication can occur (see the QNMU’s information sheet titled Health and safety committees for more information).
This information sheet outlines duties of HSRs, why do you need HSRs, what is consultation, can anyone be a HSR, how are HSRs elected, list of HSRs, how long do HSRs hold the position, are HSRs personally liable and training. | Health and safety representatives |
Individual and population wellbeing is inextricably linked with the health of the environment. A healthy environment not only leads to improved health for the population, but it also encourages people to make choices for better health | Health and the environment |
Queensland Health has re-commenced recovering overpayments that occurred pre-August 2012 and Pay Date Change Loans, Transition Loans and Interim Cash Payments paid around October 2012 (“historic overpayments”).
It is important to check Streamline and your payslip regularly as this is where you will be notified of your historic overpayment. An alleged historic overpayment that relates to general wage matters cannot be recovered without your consent or permission.
If you disagree with an overpayment, contact payroll immediately stating your concerns and ask for a case manager to be appointed to investigate the alleged overpayment.
This information sheet outlines if you resign, industrial adviace and assistance the QNMU can provide and financial hardship assistance. | Historic overpayments recovered by Queensland Health |
The QNMU promotes access to adequate clinical placement, quality continuing education and meaningful career structures for current and future nurses and midwives. This will enable them to provide the best care to patients, broaden their knowledge, expertise and competence, keep up with requirements for registration, stay ahead of advancements in health care, and progress within their profession. | Hospital based training facilities |
This policy sets out the key guiding principles the QNMU believes both public and private sectors should employ in providing affordable housing and accommodation for nurses and midwives in relation to health service development and redevelopment in Queensland. | Housing and accommodation |
Registered Nurses and Midwives, in consultation with pharmacists and medical practitioners, are the most appropriate health professionals to administer medicines to people who are unable to do so unaided. The QNMU supports a model of pharmacy-based immunisation services in Australia. The Pharmaceutical Society of Australia (PSA) has developed guidelines to provide direction for best practice in this environment. The QNMU supports these guidelines, which are titled The Practice guidelines for the provision of immunisation services within pharmacy.
This information sheet outlines Immunisation Program Nurse, procedural requirements, as a RN - how do I become an IPN, drug therapy protocol - communicable diseases and references. | Immunisation services in pharmacies |
Whether you are on parental leave, an extended break, pursuing other interests, between jobs, or retired, you can keep up to date with nursing and midwifery by maintaining inactive membership of the QNMU. | Inactive membership flyer |
How inadequate staffing levels can result in unacceptable staff workloads and what nursing staff can do.
This information sheet outlines how inadequate staffing levels can result in unacceptable staff workloads, what nursing staff can do about inadequate staffing levels, what nursing staff can do if employment conditions are not being met, and what residents and their families can do f in adequate staffing levels have caused unacceptable levels of care. | Inadequate nurse staffing levels in aged care |
All workers have the right to work in an environment based on trust and respect free from inappropriate behaviour, harassment and discrimination. The QNMU recognises the importance of ensuring appropriate behaviour in the workplace at all times. | Inappropriate behaviour and harassment in the workplace |
When speaking with your manager to deal with inappropriate rostering causing fatigue, please refer to clauses from the Award or your enterprise agreement for rostering, breaks between shifts, on call/recall and overtime entitlements, Queensland Government Safety website and the Health Practitioner Regulation National Law Act 2009.
This information sheet outlines steps to consider and resources available. | Inappropriate rostering |
Individual Flexibility Arrangements (IFA) allow variations to an enterprise agreement to meet the genuine needs of the employer and individual employees, while ensuring minimum entitlements and protections are not undermined. IFAs must be superior to the terms of the enterprise agreement and no employee can be worse off under these arrangements. Once agreed, an IFA will become a term of the enterprise agreement as it applies to the individual employee, and can be enforced as such. Bear in mind that all IFAs cease to operate when a new enterprise agreement is made.
This information sheet outlines who does an IFA affect, does my enterprise agreement permit IFAs, I am thinking about asking for an IFA - what should I do next, what are the potential negative implications of an IFA, what is the process for creating an IFA, my employer has asked me to enter into an IFA - do I have to, will Fair Work Australia oversee the creation and operation of my IFA, how do I terminate my IFA and what happens if I do, and you cannot be worse off under an IFA than under an agreement. | Individual flexibility arrangements |
This poster has all the info you need to complete and submit a Queensland Health workload form. | Know Your Ratios (poster) |
It is a stressful experience when the police arrive at your workplace or home to speak to you about an incident. The things you do and say to the police may have legal or professional consequences. It is important you know your rights when talking to the police about a work-related matter.
This information sheet outlines your right to remain silent, giving a statement and if you are arrested or charged. | Know your rights when the police are called |
A Health workers and Occupational Health and Safety practitioners have been aware of the existence of latex allergies for quite some time. Latex is a material derived from the sap of Hevea brasiliensis, commonly known as the rubber tree. Products manufactured from latex are used extensively in the health industry and range from the elastic in theatre caps to catheters. Probably the most widespread latex items used in the health industry are surgical gloves required for universal infection control purposes.
This information sheet outlines why is latex, what is a latex allergy, routes of exposure, control measures to prevent latex allergy and reference list. | Latex hazard - allergic reaction to latex |
It is the policy of InScope to encourage reader participation for its ‘InComing’ page. Correspondence can be in the form of a letter, text, email, or Facebook private message. Diverse and varied opinions are welcome. | Letters to the editor |
Your enterprise agreement (EA) includes provisions for creating and maintaining a local consultative forum. | Local Nursing Forums - Private hospitals |
Your enterprise agreement (EA) includes provisions for creating and maintaining a local consultative forum. | Local Nursing Forums - Public sector |
Nurses and midwives are increasingly being asked to provide statements to authorities, courts, commissions and tribunals. Employers may also request statements as part of local investigations into industrial or public grievances or alleged incidents of inappropriate workplace conduct. Any statement you make could have serious ramifications, regardless of whether you have merely witnessed an incident or were directly involved. It is also important to be aware that anything you write could be used against you.
This information sheet outlines general advice about making statements, preparing your statement, claims notification and what we need to know from you. | Making statements |
Regulatory mechanisms should ensure that health practitioners who are or might be suffering from a health impairment are encouraged to seek referral and treatment without fear of a breach of trust and confidentiality by the treating practitioner. | Mandatory notifications by treating practitioners |
The QNMU respects freedom of expression relating to sexual orientation and gender identity as fundamental human rights and intrinsic to physical and mental health. | Marriage equality and health |
This policy should be read in conjunction with the ANMF’s medicinal cannabis position statement and the Queensland Government’s clinical guidance for medicinal cannabis. | Medicinal cannabis |
The QNMU supports and promotes the provision of homebirth services across Queensland in both private and public models of care.
The Nursing and Midwifery Board of Australia (NMBA) recognises the practice of homebirth is within the scope of practice for midwives and has set out expectations of midwives who provide private homebirth services (NMBA, 2021).
There are complexities and challenges associated with offering homebirth services in the current Australian context, including insurance and collaborative arrangement issues. Currently, Queensland does not provide public funding homebirth options, unlike the rest of the Australian States and Territories.
This policy outlines the key guiding principles the QNMU believes the public sector should employ in developing publicly funded homebirth models of care in Queensland. | Midwifery role in homebirth |
QNMU Midwifery Workforce Policy | Midwifery Workforce Policy |
The Australian government’s My Health Record is an online summary of an individual’s key health information. This can include details of medical conditions and treatments, medicines, allergies, and pathology tests and scan results. | My Health Record |
Download the full Nurses and Midwives Implementation Group (NaMIG) February 2023 communique below. | NaMIG communique February |
The QNMU's Administrative Regulations assist with the implementation of QNMU rules and policy. Download Administrative Regulation 4: New local branches and casual vacancies here. | New QNMU local branches and casual vacancies (Admin Reg 4) |
The QNMU's Administrative Regulations assist with the implementation of QNMU rules and policy. Download Administrative Regulation 10: Notices of motion - Annual Conference here. | Notices of Motion - Annual Conference (Admin Reg 10) |
In addition to legislated minimum nurse to patient ratios, each ward/unit will define its notional nurse/midwife to patient ratios specifying the nursing/midwifery hours per patient day (or occasions of service) they are required to provide which will vary in accordance with changing acuity and activity. | Notional Nurse/ Midwife: Patient Ratios Notice |
This position statement details the issues that Nurse Practicioners face in Clinical Governance settings | Nurse Practitioner Clinical governance reporting structure |
The QNMU has a zero tolerance position on occupational violence and aggression. The best strategy for managing aggression is prevention. | Occupational violence and aggression |
Issues around aggression and assaults in aged care are well known. QNMU members are likely to have experienced or are aware of colleagues injured due to this problem.
This information sheet outlines what you can do if you believe you're at risk of assault (including whether you can walk away), what your employer's obligations are, and what to do if you are assaulted at work. | Occupational violence in aged care |
The QNMU is regularly contacted by members with health and safety concerns over aggressive behaviour from residents suffering dementia. Often these members have attempted to resolve issues with their managers with little success. This trend of violence in dementia care is very disturbing, especially as the number of people with dementia is expected to increase to an estimated 536,164 by 2025 and 1.2 million by 2056.
This information sheet outlines what is dementia, employer's responsibility, your responsibility and reference list. | Occupational violence in dementia care |
The QNMU promotes and defends the importance of supportive and safe workplaces, including proper facilities and amenities, more responsive work arrangements and a culture of safety, where nurses and midwives engage in the promotion of health care and professional practice. | Offender health services |
The QNMU acknowledges the richness and longevity of Aboriginal and Torres Strait Islander cultures who have lived on this land for more than 65,000 years, making them the oldest continuous living cultures. | On making an apology to Aboriginal and Torres Strait Islander peoples |
Ordinary hours of work are an average of 38 hours per week, but not greater than 80 hours in a fortnight. The ordinary hours of work can be worked as follows in any four-week work cycle, there will be 19 days (shifts) of eight hours’ duration and one day taken as an accrued day off (ADO) with pay; in shifts as required, not exceeding 10 hours or less than four hours, with the hours worked in excess of an average of 38 hours per week over a four-week work cycle, being credited towards an ADO or by any other arrangement as agreed by the employer and the union. The ordinary hours must be worked in shift lengths agreed between the employer and the union in consultation with the affected employees.
This information sheet outlines rosters, breaks between shifts, flexible work arrangements, FAQs and references. | Ordinary hours of work |
The purpose of this policy is to set out the terms and conditions of overtime that the QNMU believes should apply in all workplaces. Nurses and midwives should use this document as a guide in self-assessment of fatigue and reasonable expectations when considering an employer’s request to work overtime. | Overtime, fatigue, self-assessment |
There are different schemes employees should consider for the birth or adoption of a child including the Fair Work Act 2009 provides unpaid parental leave as one of the National Employment Standards (NES), the federal government’s Paid Parental Leave (PPL) scheme provides 18 weeks minimum wage, so long as you fulfill the eligibility requirements and depending on your enterprise agreement, you may also be eligible for paid parental/maternity leave where your employer provides payment for a specified amount of time.
This information sheet outlines unpaid parental leave via the NES, paid parental leave under the federal government scheme and employer-paid parental/maternity leave under an enterprise agreement. | Paid Parental / Maternity Leave |
Parental Leave is provided as part of The Queensland Employment Standard and Queensland Health HR Policy C26 including paid maternity/adoption leave, unpaid maternity/adoption leave, paid spousal leave, paid pre-natal leave and paid pre-adoption leave. You may also be eligible for financial assistance from the federal government.
This information sheet outlines types of PPL applying to birth/adoption, types of PPL applying to pregnancy, the federal governments family assistance and references. | Paid parental / maternity leave Queensland Health |
The QNMU’s position extends to all settings where end-of-life and palliative care is provided. Nurses and midwives may provide end-of-life care outside of palliative care settings. | Palliative and end-of-life care |
The QNMU recognises that a pandemic may expose nurses, midwives or assistants in nursing (AIN) (however titled) to a disproportionately higher risk of infection than the rest of the community. The purpose of this policy is to set out the work practices that the QNMU believes employers should undertake in these circumstances and to ensure that there are suitable leave arrangements in place to cover affected employees. | Pandemic illnesses |
The QNMU supports adequate skills mix and staffing levels and reasonable workloads. PDS should not be used to undermine these principles. | Patient dependency systems |
Performance agreements are developed collaboratively between an employee and their manager. They are used to record performance objectives for an upcoming period and can include goals and required outcomes. Performance agreements for nurses and midwives must only include those items over which the nurse/midwife has clear authority and accountability to act, as outlined in the nurse’s/ midwife’s position description. Where this accountability and authority is shared, it must be clearly identified. | Performance agreements |
The process for managing work performance issues is set out in Queensland Health HR policy G11. All health employees should participate in the process in good faith. It should be seen as a process that can assist the employee to meet the performance expectations of their employer. These expectations should be reasonable and assessable. The process should be implemented in such a way that it ensures an employee is given adequate assistance to meet performance standards, while protecting their rights.
This information sheet outlines how is performance assessed, how is unsatisfactory work performance identified, what is the process, drawing up a plan, the performance improvement process, reassessment, what happens if performance objectives and standards continue not to be met and references. | Performance improvement |
All nurses and midwives working in the private and aged care sectors are entitled to personal/carer’s leave and compassionate leave. This is because both these types of leave come under the National Employment Standards (NES)—10 minimum workplace conditions which apply to all employees covered by the national workplace relations system. Employers who contravene the NES may be fined up to $12,600 for an individual and $63,000 for a corporation.
This information sheet outlines what is this leave for, when do i take personal/carer's leave, when can paid personal/carers leave be taken, who is in my immediate family or household, what about public holidays, what payments are required when personal/carer's leave is taken, unpaid carer's leave, compassionate leave, what payments are required when compassionate leave is taken, notice and evidence requirements and what sort of evidence. | Personal / carer's leave and compassionate leave |
The QNMU’s strategic plan commits the union to facilitating positive and sustainable social change through directed activities, education and policy development.
Social justice is a process based on four interrelated values—equity, rights, access and participation. | Principles of social/political policy development |
Print this resource for your workplace to take control of your workloads | Private Sector: Workloads Take Control |
The QNMU's Administrative Regulations assist with the implementation of QNMU rules and policy. Download Administrative Regulation 5: Procedures for electing delegates and alternate delegates here. | Procedures for electing QNMU delegates and alternate delegates (Admin Reg 5) |
Help yourself and your colleagues identify and report workload issues in your workplace. Please fill out this form and send to your manager. | Professional Workloads Reporting Form - Private Hospitals |
Protected industrial activity is not the same as protected industrial action. See the QNMU’s information sheet on protected industrial activity for information.
Protected industrial action is the strongest and most effective kind of action QNMU nurses and midwives can take to get what they deserve. | Protected industrial action |
Protected industrial activity is not the same as protected industrial action. See the QNMU’s information sheet on protected industrial action for information.
Protected industrial activity includes union members participating in an activity organised or promoted by a union (such as the QNMU), or encouraging that activity. If the QNMU and your employer cannot agree on a fair enterprise agreement offer to put to nurses and/or midwives, QNMU members may decide to take protected industrial activity as a means of persuading the employer to make a better offer. | Protected industrial activity |
The Work Health and Safety Act 2011 (WHS Act) entitles Health and Safety Representatives (HSRs) to issue a Provisional Improvement Notice (PIN) if they suspect there has been a breach of the Act. Elected representatives must undergo training before they can issue a PIN. A HSR can issue a PIN in their area of representation and to their particular work group if they reasonably believe that a person is breaching or has breached a provision of the WHS Act (or in circumstances when they believe it is likely to occur again).
This information sheet outlines the PIN provision, consultation prior to the issue of a PIN, who can a HSR issue a PIN to, what must the HSR include in the PN, can more than one contravention be put in a PIN, who must the person who is issued with the PIN do after receiving it, what timeframes are placed on the inspector to investigate, inspector's decision can be appealed, how mus a PIN or an inspector's PIN enquiry outcome notice be served, action to be taken against a HSR for inappropriate use of PINs, will a mistake in a PIN or PIN enquiry outcome notice make it invalid and PIN process map. | Provisional improvement notices |
This guide is the same as the guide published by Queensland Health. Thanks to some improvements to working arrangements through EB11, the QNMU and QH are now in agreement on work arrangements for public holidays. | Public holiday guide |
QNMU Local Branch Delegates are elected and represent their Local Branch membership at Annual Conference each year. The Annual Conference is a forum where Delegates come together and represent members to debate issues and policy priorities for the QNMU to progress in the future. Once elected, Delegates and Alternate Delegates form or join a Steering Committee for their Local QNMU Branch. A Steering Committee consists of a Chair and no less than three, or no more than 11, other members.
This information sheet outlines how does a delegate do this, what makes a good delegate, other things to note and resources. | QNMU delegates |
A Local Branch is a grouping of 10 or more members of the Queensland Nurses and Midwives’ Union (QNMU) and is usually based on an individual or group of workplaces, a geographical area or special interest of members. Local Branches are the ‘building blocks’ of the QNMU’s democratic framework. The role of the Local Branch is to promote membership participation and facilitate consultation and two-way communication between QNMU members and officials.
This information sheet outlines what is a local branch, what do they do, how do I know if I'm connected to a QNMU local branch, how do you set up a new local branch, what happens after you have formed your new local branch, what is a steering committee, how often should your local branch hold a meeting of members and further information. | QNMU local branches |
The QNMU Member Code of Conduct sets out the behaviours members might expect from one another to continue to advance the industrial and professional standing of our union. As a democratic union that works collectively with members to achieve the best outcomes for nurses and midwives, it’s important we undertake our vital work in the spirit of our shared nursing, midwifery and union values. Download the QNMU Member Code of Conduct here. | QNMU member code of conduct |
The QNMU is committed to providing cost effective, quality services which are appropriate, equitable and sustainable to
eligible members in accordance with the QNMU Rules, ANMF Rules and the QNMU Member Code of Conduct.
Download the QNMU Member Representation Policy here. | QNMU Member Representation Policy |
QNMU members are employed in diverse roles and work settings. Some QNMU
members are employed in management positions and at times find themselves
“on the other side of the table” from representatives of their union, be these
workplace representatives, branch officials or paid union officials. | QNMU members in management |
Queensland needs a comprehensive nursing and midwifery workforce plan. The QNMU’s Nursing and Midwifery Workforce Policy Recommendations 2023-2028 sets out three priority areas where immediate action is needed, along with recommended action over the medium and long term. | QNMU Midwifery Workforce Policy Recommendations 2023-2028 |
Queensland needs a comprehensive nursing and midwifery workforce plan. The QNMU’s Nursing and Midwifery Workforce Policy Recommendations 2023-2028 sets out three priority areas where immediate action is needed, along with recommended action over the medium and long term. | QNMU Nurse Practitioner Workforce Policy Recommendations |
Our workforce is in crisis. Gaps in safe staffing levels and the substitution of nursing and midwifery roles with technology, and with professionals and unregulated care workers who possess different skills, demonstrates a fundamental misunderstanding of the return-on-investment provided by nurses and midwives. | QNMU Nursing and Midwifery Workforce Policy Recommendations 2023-28 |
The QNMU's Administrative Regulations assist with the implementation of QNMU rules and policy. Download Administrative Regulation 2: QNMU Policy Committee here. | QNMU policy committee (Admin Reg 2) |
The QNMU’s inaugural ‘Reflect’ RAP has been endorsed by Reconciliation Australia. Reconciliation Action Plans (RAP) are developed by organisations to outline how they will contribute to the reconciliation movement. | QNMU Reconciliation Action Plan |
The QNMU Rules set high standards for the functions and operations of the QNMU. The rules are designed to streamline union processes, improve efficiency and effectiveness and anticipate some of the issues our professions may confront in coming years.
Download the QNMU Rules here. | QNMU rules |
Our strategic plan, along with our rules, are bedrock governance documents that guide the QNMU. Strategic planning is vital for any successful organisation. | QNMU Strategic Plan |
Safety, encompassing all aspects of the woman
and her baby, is essential in birth. Midwives are
fundamental to the safety of women, throughout the
childbirth continuum. | QNMU SWiM Standard for Midwives |
The QNMU recognises that though the community derives benefits from the use of radiation there are recognisable risks that employers must assess and manage. | Radiation safety |
There may be times when you are paid less than the amount you think you are entitled. If this happens to you, adhering to the following process should help resolve the matter.
This information sheet outlines concerns with unpaid overtime. | Recovering unpaid wages |
Registered Nurses (RNs) and Enrolled Nurses (ENs) are increasingly working in the area of cosmetic nursing within private cosmetic practices. There are many different procedures that are available or becoming available in Australia, including dermal therapies and injectable cosmetic procedures. Cosmetic nurses are only able to perform procedures if they are educated, competent and are authorised by the Nursing and Midwifery Board of Australia (NMBA) as a RN or EN to do so.
This information sheet outlines The Nursing and Midwifery Board of Australia, scope of practice of a profession, scope of practice of an individual, delegation and supervision of ENs by a RN, Queensland regulation, who decides scope of practice and references. | Registered Nurses (RNs) and Enrolled Nurses (ENs) working as cosmetic nurses |
Actual, suspected or alleged elder abuse are significant issues in the aged care sector. According to the Royal Commission into Aged Care Quality and Safety, approximately 39% of older Australians living in nursing homes have experienced abuse in the form of neglect, emotional or physical abuse with the most prevalent being neglect.
This information sheet outlines what is the Serious Incident Response Scheme (SIRS), types of incidents, what are the reporting requirements for SIRS, what are the approved provider's responsibilities and the Aged Care Quality and Safety Commission's responsibilities. | Reporting suspected or actual resident abuse |
Employee disputes, grievances and/or complaints can be made about a number of issues relating to an employee's employment. It could include complaints about the way an employee has been treated, conduct of others, working hours or decisions that have been made that affect an employee. It includes, but is not limited to, workload issues, harassment, clinical concerns or corrupt conduct.
This information sheet outlines what is a grievance, the role of QNMU, the grievance procedure, where to go in the award and references. | Resolving grievances |
The harms of excess alcohol use are significant and warrant serious measures, especially regarding adolescents and youth. The QNMU is committed to reducing the harmful effects of excess alcohol consumption through targeted prevention and early intervention, and fully resourced best-practice treatment | Responsible use of alcohol |
Nurses are often unreasonably expected by their employer to work on public holidays. Nurses actually have a legal right to be absent from work on a public holiday, and can refuse an unreasonable request by their employer to work on a public holiday. Often the manner in which an employer requests a nurse to work on a public holiday does not recognise that public holidays are different from other days – management just rosters a nurse to work a public holiday without even informing staff of their right to be absent on that public holiday.
This information sheet outlines 114 entitlement to be absent from employment on public holiday and the notice to refuse an unreasonable request to work on a public holiday form. | Right to be absent from work on public holidays |
Private and aged care nursing staff, including AINs and PCs, are often unreasonably expected by their employer to work additional hours above the standard eight per day or 38 per week. Nursing staff are also often asked to work above their contracted hours or on ‘days off’ or ‘on–call’. Nursing staff actually have a legal right to refuse unreasonable additional hours.
This information sheet outlines 62 maximum weekly hours and refuse unreasonable hours form. | Right to refuse unreasonable additional hours |
The QNMU Council is the governing body of the QNMU and is elected by members in accordance with QNMU rules. The QNMU’s commitment to a democratic and hands-on approach to governance is reflected in the Council’s approach to decision making.
This information sheet outlines QNMU Council duties and obligations, responsibilities, other things to note and resources. | Role of QNMU Council |
Salary sacrificing, also referred to as ‘salary packaging’, describes an arrangement that allows salary to be taken as benefits before tax is paid. Employees benefit as they do not pay income tax on the amount of salary that is sacrificed. Employees benefit as they do not pay income tax on the amount of salary that is sacrificed.
This information sheet outlines what is salary sacrificing, what factors impact on my ability to salary sacrifice, what problems can occur with FBT and salary sacrificing, what individual circumstances should I be aware of that can impact on my salary sacrificing, what are the costs of salary sacrificing, what happens if I stop work, and do all employers offer salary sacrificing. | Salary sacrificing |
Consumers should be informed and give consent to admission to mixed gender in-patient accommodation to protect personal dignity, privacy, and gender-related clinical sensitivities. Children should not be accommodated with adults in various configurations of ‘flexi-bed’ management. Consideration should be given to child status dependent upon maturity, lifestyle and developmental delays/disabilities. | Same gender accommodation |
Download a sample statement here. | Sample Statement |
The QNMU believes everyone has a right to be safe and secure at their place of work. Workplace health and safety legislation requires employers to provide a safe and secure environment for staff and for others who, for whatever reason, work at or visit that facility. The QNMU is committed to zero tolerance of all forms of workplace aggression. | Security at work |
The QNMU does not tolerate any form of sexual harassment. The QNMU will act to ensure employers prevent or deal with sexual harassment matters appropriately | Sexual harassment |
It’s vital all nurses and midwives understand the difference between their own reflective practice exercises and a formal written statement to an employer. | Should I provide my written reflections to management? |
The QNMU has long been a campaigner for minimum nurse or midwife to patient ratios with the key elements of the campaign including establishing safe workloads and skill mix levels for nurses and midwives. | Skill mix |
As a health professional it is important to be aware of how your online behaviour can affect your professional life and registration. When used well, social media can offer significant benefits. However, improper use of social media can result in disciplinary action being taken by the employer or, in some cases, AHPRA.
This information sheet outlines closed social media groups, professional obligations in using social media, helpful tips in brief and a reference list. | Social media: Here's what you need to know |
The QNMU's Administrative Regulations assist with the implementation of QNMU rules and policy. Download Administrative Regulation 1: Standard Operating Procedures for Local Branches here. | Standard operating procedures for QNMU local branches (Admin Reg 1) |
The role of an Assistant in Nursing (AIN) in an acute facility is greatly limited in terms of assisting direct patient care. Careful consideration must be given to employing AINs in acute units of a facility, as patients requiring acute care commonly have complex concurrent needs and conditions that are unstable. The demands of providing nursing care in the acute environment are often unpredictable and the system can be complex to navigate. Consequently, a high level of supervision and support for AINs is required.
This information sheet outlines regulations, advice, undergraduate student in nursing and references. | Student nurses employed as Assistants in Nursing (AINs) in acute facilities |
The purpose of this policy is to outline the QNMU’s position on population-level consumption of excess sugars. | Sugar Additives and Health Promotion |
The purpose of this policy is to ensure employees and employers understand the relevant legislative obligations.
This policy provides guidance to assist with developing procedures to control the gathering and accessibility of personal information through surveillance technology. | Surveillance technology in nursing and midwifery |
The QNMU encourages the advancement of safe, innovative and responsive nursing and midwifery practice in all sectors (Queensland Nurses and Midwives’ Union, 2019). | Technology in nursing and midwifery care |
The purpose of this policy is to set out measures to address the long term physical and psychological effect of nursing and midwifery. This policy should be read in conjunction with the QNMU Wellbeing Leave and Critical Incident Stress policies. | The long term physical and psychological effects of nursing and midwifery |
The QNMU acknowledges the central role government plays in ensuring social cohesion. The government fulfils many functions, including the provision of services to meet collective needs, maintaining the conditions for economic activity, promoting economic growth and maintaining social order. | The role of government and privatization of government services |
The purpose of this policy is to set out the QNMU’s position on accruing 'time off in lieu' TOIL. | Time off in lieu |
QNMU First Nations Branch members Hylda Wapau (Bamaga Hospital, Nurse Navigator/CNC) and Mary Underwood (Thursday Island Primary Health, Community Health/CN) travelled to Austin, Texas in November 2022 to participate in the Third International Indigenous Nurses Research Summit. They were part of the poster presentation sessions, speaking to the poster titled Torres Strait Islander Nurse Led COVID Vaccination Team which focussed on the outstanding work they and their colleagues undertook to boost vaccination uptake by 70% the Torres Strait and Northern Peninsular Area last year. | Torres Strait Islander nurse led COVID vaccination team |
The QNMU (the union) recognises and supports the importance of member education and has an ongoing commitment to education which empowers and unifies the members and more. | Training and education |
The purpose of this policy is to outline the framework for programs to support the transition of graduates or experienced nurses and midwives into practice in a new or unfamiliar area of practice. | Transition support programs for nurses and midwives |
Transition to retirement arrangements enable nurses and midwives to move gradually out of employment and into retirement by reducing the number of hours worked or by varying their responsibilities for a period of time prior to retirement. | Transition to retirement |
Disinfection using ultraviolet (UV) light has been used over many decades. Early research has indicated varying efficacy rates at controlling microbial growth on surfaces and in the air and water. | Ultraviolet disinfection technology |
Vaccination has been identified as one of the most effective (and cost-effective) public health measures and, worldwide, prevents approximately 2.5 million deaths per year. The COVID-19 pandemic has demonstrated the vital role of immunisation in helping to prevent widespread deaths during this global emergency. | Vaccination Encouragement Position Statement |
The VAD scheme will operate in Queensland from 2023 and the number of people who will ultimately undertake VAD is likely to be relatively small, the QNMU maintains that all nurses and midwives must understand how the Voluntary Assisted Dying Act 2021 (Qld) may impact their professional practice. | Voluntary assisted dying |
The QNMU recognises that there are times when representative bodies of the union, such as QNMU Council, Annual Conference, Meetings of Delegates (MODs) and Branches, may determine that it is appropriate to propose a vote of no confidence. The purpose of this policy is to set out the principles and process for proposing votes of no confidence. | Votes of no confidence |
This policy sets out the principles the QNMU believes employers must adopt to support the wellbeing of nurses and midwives by allowing the taking of wellbeing level when they require. This policy operates in conjunction with the QNMU’s policy on Critical Incident Stress. | Wellbeing leave |
Enterprise bargaining (EB) is the process whereby workers negotiate with their employer for their wages and working conditions. Queensland nurses and midwives are usually represented in negotiations by the QNMU, which pursues better wages and conditions. The best results for nurses and midwives in bargaining come when they stick together, speak with one voice and act as one. QNMU members are led and supported by QNMU officials who are very experienced in bargaining, with a track record of excellent outcomes.
This information sheet outlines what are the rules of enterprise bargaining and how does the EB process work. " | What is enterprise bargaining? |
Discrimination on the basis of breastfeeding is unlawful under both Queensland and Federal law. This means you cannot be treated less favourably or adversely because you choose to breastfeed or express breastmilk in the workplace. The provision of safe and clean spaces and sufficient time to breastfeed at work is a workplace right. Breastfeeding is a protected ground of discrimination. Making an employee feel uncomfortable about breastfeeding, not providing adequate facilities or breaks to breastfeed or express breastmilk, or being asked to express or breastfeed in inappropriate places, such as toilets, may constitute discrimination.
This information sheet outlines your legal rights, if you have an EA, workplace policies, arranging breastfeeding at work, Australian Breastfeeding Association (ABA) and references. | Work and breastfeeding |
Workers’ compensation is payment made to workers who sustain an injury or illness through their employment. It is regulated by the Workers Compensation and Rehabilitation Act 2003. It is compulsory for employers to pay injury insurance with WorkCover (or a self-insurer) who administers the fund.
This information sheet outlines what is workers' compensation, who is covered, when am I covered, what steps do I take to claim for a work-related injury, are there any time frames, do I have to take time off work, how long is it until my claim is decided by WorkCover, what happens if I make a 'stress' claim, how is payment made, when do I start being paid, what should I do if problems arise, what am I entitled to, what about rehabilitation, what happens if my claim is not approved and what happens if I am referred to a medical assessment tribunal. | Workers compensation |
This policy sets out the principles the QNMU believes that state and federal governments, employers and the education sector should adopt in planning the nursing and midwifery workforce to ensure there are adequate numbers of appropriately qualified nurses and midwives available to meet the needs of a burgeoning and ageing population. | Workforce planning |
This policy sets out the principles the QNMU believes employers must adopt in protecting nurses and midwives when working in hot environments and provides guidance on control measures that should be adopted | Working in heat |
Providing safe and quality nursing and midwifery care and protecting patients, nurses and midwives are the priorities on every
shift. When workload management issues arise, nurses and midwives will consider their professional accountabilities and apply
their professional judgement to prioritise their work in order to ensure that safe nursing and midwifery care is maintained. | Workload Low Priority List |
This policy sets out the principles the QNMU believes all employers as well as state and federal governments should adopt in assisting the profession to manage nursing and midwifery workloads to ensure there are adequate numbers of appropriately qualified nurses and midwives available to meet the needs of a burgeoning and ageing population. | Workload management |
Print this resource for your workplace to take control of your workloads | Workloads - take control poster |
The Business Planning Framework: a tool for nursing and midwifery workload management (BPF) is the agreed tool to manage nursing and midwifery staffing levels across Queensland Health facilities. The tool is used to achieve a balance between service demand and the supply of nursing/midwifery resources necessary to meet the identified demand. The BPF is also the agreed methodology to resolve concerns regarding workload and safe staffing levels. | Workloads, safe staffing and the BPF |
This policy sets out the key guiding principles the QNMU believes both public and private sectors should employ in providing workplace amenities in health service development and redevelopment in Queensland. | Workplace amenities |
Workplace harassment and bullying is unwanted and unsolicited repeated behaviour by a person (such as one’s employer or co-worker) that the victim (and others) finds offensive, intimidating, humiliating or threatening. In Queensland, workplace harassment and bullying is against the law, and can include obvious behaviours such as verbal / physical abuse, spreading rumours / disclosing confidential information about an employee, constant name calling, belittling or intimidation, and creating rumours or making false statements. Bullying and harassment may also include more subtle behaviours such as inappropriate rostering, constant unjustified criticism or complaints, setting unreasonable timelines, excessive scrutiny of work performance, and deliberately excluding a person from normal workplace activities.
This information sheet outlines what is workplace harrassment and bullying, why workplace harassment should be treated as a serious issue, I'm being bullied at work - what can I do, who can I talk to, employer/employee obligations and references. | Workplace harassment and bullying |
QNMU Workplace Representatives are the face of our union in the workplace. Ensuring your workplace is safe and issues are appropriately addressed is always a collective effort – but this role offers a unique opportunity to make a real difference by leading your fellow nursing and midwifery colleagues to achieve the kind of workplace you want to see.
This information sheet outlines what does a workplace representative do, you'll never be alone and more information. | Workplace representatives |
The QNMU's Administrative Regulations assist with the implementation of QNMU rules and policy. Download Administrative Regulation 11: Workplace representatives here. | Workplace representatives (Admin Reg 11) |
The Fair Work Act 2009 applies to all nursing and midwifery employees who work in the private sector. The Act recognises your workplace rights, including your right to be active in the QNMU. The Act also encourages the QNMU to be involved in assisting you and your colleagues to pursue fair agreements in your workplace. It encourages you to use these rights to speak up and be active.
This information sheet outlines rights for union members, workplace rights and responsibilities, adverse action and defending your rights. | Your rights at work |