6 August 2021
MEMO: from Amanda Hughes, People and Culture Advisor
COVID Single site working arrangements
Given the current number of COVID-19 cases in NSW and following the declaration of a COVID-19 hotspot to include the Hunter Region, workers at residential aged care facilities in impacted areas are asked to limit their work to a single site.
Workers at residential aged care facilities in the Hunter Region who work for more than one residential aged care provider should be asked to pick only one Aged Care Provider to work with during the period of 5 August 2021 up to 12 August 2021. Please note, this time period may be extended.
It is expected that workers will work at the site where they receive the most hours (primary employer). Once a worker begins working at a single site, they should continue to work at that site for the duration of this ‘single site workforce’ period. If Whiddon is the primary employer and you elect your other provider then Whiddon does not have to make up your pay.
This is an important step to reduce the risk of transmission of COVID-19 and to protect workers and residents.
What will happen next?
- Please complete the secondary employment disclosure form, a text message from Whiddon was sent to you with a link to complete; and
- Notify your manager if the above applies to you and advise on which residential aged care provider you chose to work for during this period.
- Read the FAQ’s below for further information.
It is up to you to choose which provider you wish to work for, either Whiddon or the other residential aged care provider however it is important to note:
- If you choose to work for Whiddon during this period, Whiddon will match your pay and make up the hours that you work at the other provider; and
- If you choose to work at the other provider, Whiddon will place you on either paid or unpaid leave based on your choice.
Please note, you should not be worse off in terms of pay as a result of this requirement.
We understand that this is a challenging time, we would like to take this opportunity to remind you about the Employee Assistance Program (EAP). The EAP is a free and confidential counselling service available to all employees and immediate family members and they can be contacted on 1800 818 728, 24 hours per day, 7 days per week.
In addition to the above, please don’t hesitate to speak with your manager or contact the People and Culture team on 02 9827 6630.
FREQUENTLY ASKED QUESTIONS: COVID-19 Single Site Working
Is my job safe at Whiddon if I choose to work at my other Residential Aged Care employer during this time?
Yes, Whiddon will not change your conditions of employment or terminate your employment due to you selecting to work at your other residential aged care employer.
How do I choose which employer to work for?
Employees should choose to work for their primary employer.
What is the definition of a primary employer?
Your primary employer means your main employer, being where you work the most hours. It is expected that employees will work at the site where they work the most hours. Once an employee commences working at a single site, they should continue to work at that site for the duration of the single site period.
What if an employee chooses to work at their secondary employer instead? Does the secondary employer need to make up the pay?
The intention of the arrangements is that employees choose their primary employer. If the employee has a valid reason for choosing their secondary employer instead of their primary employer then the primary employer does not need to make up those hours. The secondary employer will need to make the necessary arrangements for making up the employees pay which will involve rostering the additional hours.
What if I work equal number of hours between both employers?
If you work equivalent number of hours, it is then up to you to chose which provider you wish to work for, either Whiddon or the other residential aged care provider however it is important to note:
- If you choose to work for Whiddon during this period, Whiddon will match your pay and make up the hours that you work at the other provider; and
- If you choose to work at the other provider, Whiddon will place you on either paid or unpaid leave based on your choice.
What will happen to my leave entitlements if I am not working at one of my jobs?
You will not be disadvantaged at Whiddon and will continue to accrue your leave entitlements.
Can I pick up extra shifts and will this affect the make-up pay I am entitled to from my other job?
Yes, you may pick up extra shifts at Whiddon, this will not impact the make-up pay you are paid by Whiddon to account for your secondary job. Additional hours may be rostered, if you are available and taking into considering work health and safety i.e. working well over 76 hours per fortnight.
Do I have to make a choice; can I continue to work at both jobs?
Single site working is a voluntary process, it is a recommendation not a requirement. Whiddon encourages single site working as this is an important step to reduce the risk of transmission and protect employees and residents.
What if my other job is outside of aged care?
If your other job is outside of residential aged care you are excluded from single site working and can continue working for more than one employer. We require you to advise your manager of your secondary employment.
Will I be paid the same penalty rates that I would have received from my secondary employer or only at ordinary hours?
Whiddon will endeavour to roster you in the same shifts you worked at your secondary employer. Whiddon’s terms and conditions for our Enterprise Agreement will apply to any shifts worked. It is important to note, the top up pay is on take home pay so whilst every attempt to roster you in similar shifts will be made, the focus will be to match your take home pay. The principle that no employee should be worse off under this arrangement applies. It might be that overtime is payable during this arrangement where this would not have been applicable at the secondary employer. This means the take home pay figure may be reached earlier than it would have under the normal arrangements.
What information do I need to provide as evidence of my usual hours of work and take-home pay from my secondary employer?
In relation to evidence, we can ask for:
- The last three payslips;
- Up to date employment contract; and
- Contact details of the secondary provider/s and permission from the employee to contact them.
When will I be paid? Will it be in next week’s pay or a lump sum at the end?
You will be paid in line with your next pay schedule.
If Whiddon is the primary employer do I have to pick up additional make-up shifts and if I do, will I still be entitled to be paid my makeup pay based on my shifts at my secondary employer?
The spirit of this arrangement is cooperation. It is expected that employees will be available to work additional shifts to make up the hours from their secondary employer. If Whiddon cannot provide the same shifts as the secondary employer, alternatives should be offered. Where these shifts cannot be worked, Whiddon should offer supernumerary shifts. Employees will need a valid reason as to why they were not able to work the additional hours. If you’re a casual employee you may decline additional shifts.
What if an employee refuses to work the additional shifts at their primary employer to make up the hours from the secondary employer? What should we do?
If the employee is refusing to work a shift by their primary provider that would provide them with additional hours of work normally worked for their secondary provider/s, alternative shifts should also be offered to them to give them further opportunities to work the hours. It is expected that employees will accept and work the additional hours for the primary employer.
The employee would need a valid reason as to why they were not able to work the additional hours. Employees can refuse additional hours where they are unreasonable using the Fair Work Definition. It is recommended that you escalate these matters for consideration to your People and Culture Advisor.
If the employee does provide a valid reason for not working all the offered additional hours, the primary employer will pay the employee the remainder of their total average take home pay normally received from secondary employers for that pay cycle for this unworked time.
Is a casual entitled to claim loss of hours from secondary employer? How will this be calculated i.e. average?
Yes, the average hours of work and averaged weekly rate of pay for a casual employee can be calculated on the weekly pay received by the employee in the previous 6 weeks, or where the employee has been employed for less than 6 weeks, for the duration of their employment with the secondary provider.
Where can I find out more information about Single Site Working?
You can find out more information from your manager.
