Update: Whiddon Easton Park Employees

We have been informed that an employee at Taylor House at Whiddon Easton Park has tested positive to COVID-19. As a precaution, residents in Taylor House, where the employee works, are in isolation and employees are wearing full PPE across Whiddon Easton Park.

We are working closely with the local Public Health Unit and have activated our COVID-19 response plan to ensure all necessary precautionary measures are implemented. As an additional precaution at this time, employees at Taylor House have undertaken a rapid antigen test today, which have all produced negative results. Whiddon Easton Park has recommenced rapid antigen testing of employees as a precaution for now. Our COVID-19 response plan is robust and ensures we prioritise the safety of residents and employees. At this stage, the Public Health Unit has not recommended employees at Taylor House to self-isolate and as such all employees not directly impacted can continue to come to work and attend their normal shifts.

Our robust COVID-19 management plan has meant that we have limited movement across our care homes and strict protocols in place to avoid spread of the virus across our care homes. As a precaution, we have closed our aged care campus to all visitors for now.

We understand that this is a challenging time for everyone, but we want you to know that it is our highest priority to keep everyone in our Whiddon family safe and well, and we are doing everything we can to achieve this. We are also committed to keeping you up-to-date of the situation and will provide a further update once we know more. We ask that if you have any concerns to please speak to your manager in the first instance. Please also remember our confidential EAP service contactable 24/7 on 1800 818 728.

This afternoon, we will receive further direction from the Public Health Unit about any additional testing of residents and employees. We will provide another update this afternoon once we know more around this. We also take this opportunity to remind you not to post any information on social media about the situation at Easton Park. It is really important that families and employees have one source of truth to avoid undue confusion or stress.

Update: Whiddon Easton Park families

We have been informed that an employee at Whiddon Easton Park has tested positive to COVID-19. As a precaution, employees are wearing full PPE across Whiddon Easton Park. If you are receiving this message, the employee was not working in the care home where your loved one resides.

We are working closely with the local Public Health Unit and have activated our COVID-19 response plan to ensure all necessary precautionary measures are implemented.

Our robust COVID-19 management plan has meant that we have limited movement across our care homes and strict protocols in place to avoid spread of the virus across our care homes. As a precaution, we have closed our aged care campus to all visitors for now. Whiddon Easton Park will recommence rapid antigen testing of employees as a precaution at this time.

We understand that this is a challenging time for everyone, but we want you to know that it is our highest priority to keep everyone in our family safe and well, and we are doing everything we can to achieve this. We are also committed to keeping you up-to-date of the situation and will provide a further update once we know more.

Update: Whiddon Easton Park Taylor House families

We have been informed that an employee at Taylor House at Whiddon Easton Park has tested positive to COVID-19. As a precaution, residents in Taylor House, where the employee works, are in isolation and employees are wearing full PPE across Whiddon Easton Park.

We are working closely with the local Public Health Unit and have activated our COVID-19 response plan to ensure all necessary precautionary measures are implemented. As an additional precaution at this time, employees at Taylor House have undertaken a rapid antigen test today, which have all produced negative results. Whiddon Easton Park has recommenced rapid antigen testing of employees as a precaution for now.

Our robust COVID-19 management plan has meant that we have limited movement across our care homes and strict protocols in place to avoid spread of the virus across our care homes. As a precaution, we have closed our aged care campus to all visitors for now.

We understand that this is a challenging time for everyone, but we want you to know that it is our highest priority to keep everyone in our family safe and well, and we are doing everything we can to achieve this. We are also committed to keeping you up-to-date of the situation and will provide a further update once we know more.

This afternoon, we will receive further direction from the Public Health Unit about any additional testing of residents and employees. We will provide another update this afternoon once we know more around this.

Get paid to refer our next Whiddon star!

Whiddon nurse checking client's blood pressure

Refer a friend!

We’re looking for more great people like you. If you know someone who would be a great fit for the team at a Whiddon service, refer them to us.

By referring new talent, you’ll receive a $500 one-off payment

Referring someone is easy. Once they’ve been with us as a permanent employee for six months, working a minimum of three shifts each week, you’ll receive the payment.

Speak to your manager today to refer our next employee!

Visit Whiddon Careers to view all available roles.

It pays to have friends!

*Relevant income tax will be deducted as applicable

MEMO to all employees – Single Site Arrangement Ceases

Single Site Arrangement Ceases

3 November 2021

As you are aware on the 14 August 2021 employees who worked for more than one Aged Care provider were asked to work at one site only as an important infection control measure against COVID-19. We would like to thank all of you who participated in these arrangements for your contribution to protecting your fellow colleagues and our residents.

As of today, providers have been advised by the Department of Health that Single Site Arrangements will cease from the 15 November 2021.

What this means for you is that over the next two weeks we will transition back to our ordinary rosters and you can resume your usual working arrangements.

As a matter of priority please speak with your manager about your own circumstances and resuming your usual working arrangements in line for return to pre-Single Site Arrangements rosters by the 15 November 2021.

Once again, we would like to thank you for your dedication and cooperation over this uncertain time. We understand that for many of you this has been 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. This service can be contacted by phoning 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.

 

 

We’re Seeking Expressions of Interest for Registered Nurses

Have you been considering a Green Change? With our network of care homes across NSW, Whiddon can accommodate both a Sea or Green Change meaning you can build the lifestyle you want.

If you are a Registered Nurse, we currently have opportunities for a Green Change at some of our regional NSW sites. We have permanent full-time roles available at:

  • Kyogle
  • Moree
  • Narribri

We will also have positions available across our other care homes. Click here to see if there’s an alternative location that you would prefer.

What’s on offer

Permanent Shifts: We have the opportunity for someone to join our teams on a full time basis across various shifts so your preferences will likely be accommodated.

Visa options: Sponsorship visas are available for suitable candidates.

Relocation Package: Whiddon will cover the costs related to your relocation via expense reimbursement.

Benefits:

  • 5 weeks annual leave
  • Extra day off every year
  • Long service leave after 5 years
  • Salary packaging: pay less tax and keep more of your pay
  • Retail discounts such as JB Hifi, RedBalloon, Foxtel and more!
  • Novated leasing
  • HESTA Fee Relief
  • Scholarships available
  • 12 Weeks Parental Leave

About the teams

You will be joining a supportive team who genuinely wish to achieve great outcomes for our residents and support each other both inside and outside of work. Our teams welcome new ideas and experiences to complement their dynamics.

Eligibility

To be eligible for the above roles you will require to provide evidence of relevant qualifications and compliance requirements of the industry, which include:

  • AHPRA Registration
  • Nursing qualifications
  • NDIS Workers Check (or willing to obtain)
  • Influenza and COVID Vaccination (or willing to obtain)
  • Proven skills in clinical care, clinical decision making and palliation
  • Proven experience in Aged Care is preferred

If you wish to apply for a position with Whiddon, click below, visit our careers page at or email jobs@whiddon.com.au with a copy of your resume and cover letter.

 

Get paid to refer our next Whiddon star!

Whiddon nurse checking client's blood pressure

Refer a friend for the roles below!

$1,500* bonus for referring a Registered Nurse at:
Kyogle, Moree, Beaudesert, Narrabri, Bourke, Wee Waa and Walgett

$2,500* bonus for referring:
Director Care Services Whiddon Casino
Deputy Director Care Services Whiddon Moree
Clinical Care Coordinator Whiddon Moree

Visit Whiddon Careers to view all available roles.

*Relevant income tax will be deducted as applicable

Update for Whiddon Kelso families

21 August 2021

We have just been advised that there has been a risk of possible COVID-19 exposure at Whiddon Kelso.

We want to reassure you that we have taken all precautionary measures to keep our residents and employees safe, including isolating residents for now, until we know more about the situation.

We are also working closely with the local public health unit in ensuring that all appropriate precautions are taken.

Our employees are also wearing full PPE as a precaution. Our teams are communicating the situation to residents, so they are aware of the additional precautionary measures and we will continue to keep them up-to-date.

Both our resident and employee vaccination rates are high at Whiddon Kelso.

Once we know more about the situation, we will provide you with a further update.

We ask that you limit phone calls to urgent calls where possible for now while the team manage this situation.

STAFF MEMO: COVID-19 Single Site Working Arrangements

In line with the Chief Medical Officer’s declaration on 14 August 2021 that all of NSW is now a hotspot due to the increasing daily COVID case numbers and with a high proportion of infectious cases in the community resulting in the recent spread of cases to regional areas within NSW, workers at residential aged care facilities across NSW are asked to limit their work to a single site (Single Site Arrangement).

Workers at residential aged care facilities across NSW are asked to pick only one Aged Care Provider to work with for the two-week period to 28 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?

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.

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 6646.

Frequently Asked Questions:

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 I refuse to work the additional shifts at my primary employer to make up the hours from the secondary employer?

If you refuse to work a shift by their primary provider that would provide you with additional hours of work normally worked for your secondary provider/s, alternative shifts should also be offered to you to give you further opportunities to work the hours. It is expected that you will accept and work the additional hours for the primary employer.

You would need a valid reason as to why you were not able to work the additional hours. You 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 manager in the first instance.

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.

Update to Whiddon NSW Families

14 August 2021

As you would be aware, new restrictions will be introduced for all of regional NSW, effective from 5pm tonight until 12.01am Sunday 22 August 2021. This means the whole of New South Wales will be under stay at home restrictions from 5pm today. This new order will replace any existing orders in regional NSW.

Based on these new restrictions, Whiddon care homes in NSW will exclude visitors unless under exceptional circumstances, with approval on a case-by-case basis.

Again, we genuinely understand that this is difficult time for residents and their families, and we will aim to keep you as connected as possible to your loved ones. Our teams will do their absolute best to assist with phone and video calls during this time. You can also stay connected by downloading our CareConnect App and following us on Facebook where we often share updates of the fun and engaging activities happening across our care homes.

We thank you for your understanding.