A legal professional with extensive experience started at a new workplace, initially classified at a lower level despite managing a workload typically requiring two people. For a brief period, they shared responsibilities with a new colleague who, despite having less experience, was classified at a higher level due to a departmental transfer. When this colleague left, the original employee resumed sole responsibility for the role, further highlighting the pay disparity.
Recognising the unfairness of the situation, the employee sought assistance from NPAA.
The assigned case manager:
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Collected and documented workload evidence
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Analysed classification discrepancies
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Engaged with Business Partnerships
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Advocated for an expedited review
Through persistent advocacy, NPAA successfully secured a significant period of back pay dating and a reclassification to a more appropriate level. This not only ensured fair compensation but also reinforced the importance of recognising professional experience and workload management.
Why is the NPAA different? We believe that real change in healthcare STARTS with empowering frontline nurses, not bureaucrats.
If you are a member of NPAA and need assistance with a workplace issue, please submit a member support ticket on your dashboard, or contact us at 1300 263 374 - hotline@npaa.asn.au
To find out more about NPAA and become protected today visit: npaa.redunion.com.au/join
The name of the member in this article has been changed for confidentiality reasons.
