Unions representing workers – including the Union of Health Services and the NSW Nurses and Midwives Association – began negotiations shortly after the current agreement expired at the end of 2017. After months of negotiations – and a previous NO – more than 2150 IRT workers will return to the polls next week to vote on the same company deal offer. “We expect to come up with an agreement that will guarantee our employees a competitive salary package (top 10 in the elderly care sector),” he said. The IRT Group did not deviate from its initial offer of a salary increase of 2.5 percent per year over the duration of the three-year contract. “Members want a 3 percent increase in the minimum wage for the next three years — not an inappropriate demand since IRT is a billion-dollar company that made a profit of $33 million last year,” he said. “At the beginning of April, we ran an ineffective campaign for the first round – 66% of workers voted against the offer.” “They were willing to sacrifice their rights to care for the most vulnerable.” Please note that all comments that are posted or posted here are bound by the terms and conditions of the online discussion. HSU (Elder Care) regional organizer Randall Millington said workers felt the organization`s offer was “inferior.” “I think the problem was that if our workers felt they deserved a better deal, they didn`t want to take union action and penalize their customers – most of them are elderly, frail and vulnerable. Patrick Reid, CEO of IRT Group, said EA`s “final draft” was followed by “extensive consultations” with staff. Employees will now vote on the IRT`s offer, with the opening of an electronic vote next Monday and the closure on June 7.
. “We had to get 51 percent of our members to say yes, but we only got 48 percent,” Millington said. Mr Millington said the union had not run another no campaign because union actions were not supported – and workers could lose their extra payment. Representatives of HSU then requested a protected action vote from the Fair Work Commission; But the workers voted against it. In addition to the 2.5 percent annual salary increase, the offer offered additional benefits such as increased paid parental leave (12 weeks), increased paid couple leave (2 weeks), and special paid leave in cases of domestic and domestic violence. . . .