From 1 July 2022 the Social, Community, Home Care and Disability Services Award includes provisions dealing with remote work.

An employee who is directed or authorised by their employer to be on call to perform work may be engaged in remote work. Employees may also perform remote work when they are not on call if needed.

Remote work is work performed by the employee that is:

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Client cancellation is when a scheduled home care or disability service, to be worked by a full-time or part-time employee, is cancelled, or rescheduled by the customer. For the client cancellation provisions to apply, it must occur within 7 days of the scheduled service. The client cancellation provisions don’t apply to casuals.

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Broken shifts only apply to:

• social and community services employees when undertaking disability services work
• home care employees.

There are no provisions in the award for other employees to work broken shifts.

What’s a broken shift?

It’s a shift that includes 1 or 2 unpaid breaks from work.

A meal break doesn’t break a shift.

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A sleepover is when an employee is required to sleep overnight at their client’s premises. It’s different to a 24 hour care shift. The span for a sleepover is a continuous period of 8 hours.

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Casual and part-time employees are paid overtime when they work:

• more than 38 hours per week or 76 hours per fortnight
• for more than 10 hours on a day or shift.

Working more than 10 hours on a day or shift

A casual or part-time employee gets paid overtime if they work more than 10 continuous hours on a day or shift. This means:

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Award coverage for church employees

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Award coverage for human resources employees

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Award coverage for family day care employees

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Award coverage for outdoor leaders

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Award coverage for attendant carers employed in private homes

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