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’ work during a 24-hour care shift in circumstances where the requirement to work those additional hours is unreasonable.
- During a 24-hour care shift, an employee will be afforded the opportunity to sleep for a continuous period of 8 hours.
- Employees are 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 where these exist) and free board and lodging for each night when the employee sleeps over.
- If an employee is required to perform more than 8 hours’ work during a 24-hour care shift, that work shall be paid as overtime. This work is to be paid at the rate of time and a half for the first 2 hours and double time thereafter, except on Sundays when overtime will be paid for at the rate of double time, and on public holidays at the rate of double time and a half. An employer and employee may utilise the TOIL arrangement in accordance with clause 28.2.