St Vincent's Private (Lismore) Nursing & Midwifery Wages

Notes

• •Rates are weekly full-time minimums. The ordinary hourly rate is the weekly rate divided by 38 (cl 18.3), which is also the basis of part-time and casual pay.
• •Three increases of +3.5% each, from the first full pay period on or after 1 July 2024, 2025 and 2026. There is no further step before the nominal expiry on 30 June 2027.
• •Progression: a year of service is 1,976 hours for part-time and casual employees. Evidence of prior service given within 3 months of starting is backdated to your start date; evidence given later counts only from the date you provide it.
• •Weekend rates are paid instead of, not on top of, the weekday shift loadings (cl 22.3). Employees working under 38 hours a week get the weekday loadings only where the shift starts before 06:00 or finishes after 18:00 (cl 22.1.1).
• •Casual loading is 25%. On weekdays it is added on top of the shift loading (cl 19.5). On weekends a casual Assistant in Nursing is paid 150% / 175% of the casual hourly rate, while other casuals are paid 150% / 175% of the unloaded ordinary rate (cl 22.2).
• •Overtime (cl 15.4): 150% for the first 2 hours then 200% Monday to Saturday, 200% on a Sunday and 250% on a public holiday. A casual Assistant in Nursing is paid 187.5% / 250% / 250% / 312.5%; every other casual is paid the permanent percentages on the base rate with no loading added.
• •Recall to duty is a minimum 4 hours at the overtime rate, and you are paid in full for the remaining hours if released early (cl 15.5) — more generous than the Sydney agreement. Time off in lieu accrues at 1.5 hours per hour of overtime worked (cl 15.11).
• •Public holidays are the standard NSW days plus Easter Sunday, plus one extra day each year between Christmas and New Year nominated by the hospital before 1 July, which substitutes for any local race or show day and for the NSW Bank Holiday.
• •Part-time employees on a rotating roster qualify for a public holiday falling on a rostered day off by a 26-week lookback: if you worked at least 50% of that weekday over the previous 26 weeks, you are paid at your average hours for those days (cl 29.6).
• •On-call is an hourly allowance with a minimum payment for each 24-hour period. Schedule 2 sets that minimum out as its own amount rather than as eight times the hourly rate, so the two do not line up to the cent. Only one on-call allowance is payable in any 24-hour period, and it applies to classifications up to and including Nursing Unit Manager.
• •The lead apron allowance is included in the "ordinary rate" used for the cl 22 shift and weekend penalty calculations (cl 22.5).
• •The three continuing education allowances are shown as weekly amounts, matching the equivalent allowances in the Sydney agreement. Schedule 2 lists them without a unit, so check with payroll how yours is paid.
• •Standard full-time hours are 38 a week, with shifts up to 10 hours on days and 11 on nights. Minimum engagement is 4 hours for a part-time start and for each casual engagement; a casual shift cancelled on under 2 hours notice attracts 2 hours pay.
• •Annual leave is 6 weeks for seven-day shift workers and 4 weeks otherwise, with leave loading of 17.5% or the shift and weekend penalties foregone, whichever is greater.
• •Source: St Vincent's Private Hospital Nurses' Enterprise Agreement 2024–2027 (AE528092, [2025] FWCA 643), operative 26 February 2025, nominal expiry 30 June 2027. Read the full agreement at the Fair Work Commission: fwc.gov.au