by Sara Byers | Dec 15, 2021 | Newsletter
From 1 July 2022 the Award will include at clause 15 the final rates of pay applicable from 1 December 2020 under the Equal Remuneration Order (ERO) for Social and Community Services employees and Crisis Accommodation employees. This change makes it clearer as to what... by Sara Byers | Dec 15, 2021 | Newsletter
From the first full pay period on or after 1 July 2022 employees who work at least eight 24-hour care shifts in accordance with clause 25.8 during the yearly period in respect of which their annual leave accrues will be considered to be shiftworkers for the purposes... by Sara Byers | Dec 15, 2021 | Newsletter
From the first full pay period on or after 1 July 2022 employees working a sleepover will need to be provided with: a separate room with a bed and clean linen; the use of appropriate facilities (including access to food preparation facilities and staff facilities... by Sara Byers | Dec 15, 2021 | Newsletter
From the first full pay period on or after 1 July 2022 the new clauses 20.3 Laundering of clothing other than uniforms and 20.4 Repair and replacement of clothing other than uniforms will be operative for your employees. These provisions have arisen from union claims... by Sara Byers | Dec 15, 2021 | Newsletter
From the first full pay period on or after 1 July 2022, remote working provisions will apply to employees in new clause 25.10. The new provisions are as follows: The provision is for when an employee’s personal time is disturbed because they are required by their... by Sara Byers | Dec 15, 2021 | Newsletter
From the first full pay period on or after 1 July 2022 there will be the following changes to 24-hour care shifts (clause 25.8): The employer needs the agreement of the employee to roster them for 24-hour care shifts. An employee may refuse to work more than 8 hours’...