Employers of staff covered by the Social, Community, Home Care and Disability Services Industry Award (SCHADS Award) need to understand the extensive changes to the award effective from 1 July 2022. This bulletin summarises the more important changes.
Minimum Payment Periods
New minimum payment periods for part time and casual employees are as follows:
| Casual home care employees | 2-hour minimum payment, increased from one hour. |
| Part-time employees |
Note: The minimum engagement periods apply to each portion of work of a broken shift. |
Employers must consult with part-time employees whose agreed regular pattern of work includes shifts/broken shifts of less than the above minimum shift lengths.
Broken Shifts
Unless the employer and employee have agreed, broken shifts can now only involve 1 unpaid break.
Broken shift allowances now apply. The amount depends on whether it is a 1 or 2-break broken shift.
Requests by Part-Time Workers to Increase Hours
A part time worker who for at least 12 months has regularly worked more than their guaranteed hours may request for their guaranteed hours be increased. The employer must respond in writing within 21 days and may only refuse the request on reasonable business grounds.
Client Cancellation
Where a client cancels a scheduled service within 7 days, the rostered full or part-time employee must be paid at the higher rate of the cancelled shift or the substitute work performed. In some circumstances make-up time can be notified by the employer.
24-hour care
24-hour care shifts can only be worked by agreement and specified facilities must be available. The employee must be able to sleep for a continuous period of 8 hours. Overtime pay applies to more than 8 hours work, and an employee can refuse unreasonable requirements to work more than 8 hours.
An employee who works more than 8 x 24-hour care shifts per year will receive an additional week of annual leave per year, similar to a shift worker.
Other Changes
Other changes include notifying roster changes, an allowance for being on call over weekends and public holidays, damaged clothing allowances, laundering of clothing (other than uniforms), payment for remote work and recall-to-work overtime.