Changes-to-SCHADS-Award

Changes to SCHADS Award

Social, Community, Home Care, and Disability Services (SCHADS).

The disability sector in Australia is changing year after year, including changes to SCHADS award, which governs how employees are paid in the field.

As part of the most recent review, many changes to the SCHADS award are scheduled to take effect beginning with the full payroll period on or after 1 July 2022.

The process allows those directly affected by the award to have their say on how it could be improved.

What SCHADS Award covers

The SCHADS Award covers the crisis assistance and supported housing, social and community services and home care industries and provides protection and entitlements, including pay, hours of work, rosters, breaks, allowances, penalty rates and overtime.

Source: https://www.health.gov.au

The minimum shift of 2 hours

hpa 01

Part-time employees will be subject to new 2-hour minimum engagement times.

Casual home care employees’ minimum engagement times would be increased from one to two hours.

The SCHADS Award has been updated to indicate that part-time and casual employees who work hours outside the regular hours are eligible for overtime.

Readers playing along at home will notice that NDIS assistance is often supplied and billed by the hour rather than in two-hour increments.

However, there will be a transition period from 1 February 2022 to 1 October 2022 to allow companies and employees to negotiate shift adjustments.

Broken shifts

support worker

Changes to SCHADS Award, several stakeholders submitted that the planned modifications to broken shifts would not function with the present NDIS pricing structure.

On the other hand, the Fair Work Commission has decided to compensate workers for broken shifts, which are defined as a shift within a 12-hour period that includes one or more breaks but does not include meal breaks.

For example:
The support worker’s first shift is between 9 am and 12 pm.
The support worker’s second shift starts at 3 pm and 6 pm.

For each of these instances, different allowances are introduced.

A two-period broken shift for support employees must be compensated at 1.7% of the normal rate.

Employees who perform a three-period broken shift must also be compensated at 2.25% of the usual rate.

Damaged clothing and laundry allowances

Employers must bear the reasonable costs of repairing or replacing an employee’s clothes.

Except for regular wear and tear, this applies to personal apparel that has become dirty or damaged beyond repair while the employee is doing their job.

If a customer cancels a planned service for a full-time or part-time employee within seven days, the employer must either replace the person with another shift or pay the full charge.

Due to the changes, employers must now offer employees early notice before requiring them to work ‘make-up hours’.

This will be one of the more challenging modifications for service providers, given the NDIS Pricing Arrangements currently only allow for a two-business-day cancellation limit.

If an employer wants to assign “make-up time,” they are permitted to do so. There are, however, certain conditions:

  • First, the employee must be consulted.
  • The employee must give at least seven days’ notice of the make-up time (this can be less if agreed by the employee)
  • The new shift must be scheduled within 6 weeks of the service being cancelled.
  • You do not have to position them in the exact shift or customer, but you must place them in an area where they can do the function successfully.
  • You must guarantee they are paid the same or more than if they performed the cancelled service.

These are the change that the SCHADS award has made. If you are looking to get registered in NDIS, we will assist you and give 100% compliance to get you registered.

For more information, contact us on 03 9120 8822 or visit www.healthproviderassist.com.au.

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