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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.
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:
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.
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:
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:
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.
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.
14 August 2021
Due to the increased concerns around the current COVID-19 situation in the Hunter region, all employees at Whiddon Largs will be required to wear eye protection as an added layer of protection when working in our care home. This is only a precaution, and has been recommended by Hunter New England Local Health District.
We understand that this is a difficult time. Our teams will be working hard to keep you connected to your loved one via phone and video calls.
We will provide a further update once we know more.
13 August 2021
We are pleased to let you know that we will be introducing rapid COVID-19 testing for employees at Whiddon Largs from Monday, 16 August to further protect residents and employees during the evolving COVID-19 situation in the Hunter region. Please note, despite the introduction of Rapid Antigen Testing, visiting restrictions will remain in place as per NSW Health orders.
Rapid antigen tests are taken on-the-spot and deliver a positive or negative result in just ten minutes. They are approved by the Therapeutic Goods Administration, and under supervision of a registered nurse, employees have been trained to administer the tests themselves and should a positive result be detected, the employee must then take a standard diagnostic test in line with Government advice.
Employees are encouraged to have the test when they come on shift. Research has shown that the frequency of the testing is the most important factor in controlling the spread of infection. Employees will be encouraged to test every day to begin with and then every other day following that, while community transmission remains high.
We are proud to bring this initiative to Whiddon as it adds a very important layer of increased protection for residents and employees against COVID-19, while community transmission rates are high. We have been offering this at Whiddon Easton Park and Whiddon Hornsby for several weeks now as a trial, and are pleased to see this added layer of protection now offered at Whiddon Largs.
13 August 2021
We are pleased to let you know that we are introducing rapid antigen testing at Whiddon Redhead, Whiddon Belmont and Whiddon Largs from Monday, 16 August. We trialled this at Whiddon Easton Park and Whiddon Hornsby over last month with the team there, as South-west Sydney is in an area that continues to see high levels of community transmission. We are now pleased to be able to offer this across more of our care homes, to provide an extra layer of protection as community transmission remains high.
The test is not compulsory, however we strongly encourage you to participate as it’s so important that we are doing everything we can to make sure that no one is unwillingly bringing the virus into our home.
The rapid antigen tests we will be using are not as invasive as the PCR tests that you may have already had at one of the NSW testing clinics, although it does require a nasal swab. Up-take of the tests were high at Easton Park and Hornsby and feedback overwhelmingly indicated that rapid antigen testing gave confidence that employees and residents weren’t at risk.
The results of the rapid test are delivered in just ten minutes. We will be offering this while community transmission is high and while we can access the testing kits. We will then assess the position following this and decide how to proceed from there.
Thank you so much for everything that you are doing. We can’t do it with you and we want you to know we are genuinely working very hard behind the scenes to do the very best we can to support you.
13 August 2021
We are pleased to let you know that we will be introducing rapid COVID-19 testing for employees at Whiddon Redhead from Monday, 16 August to further protect residents and employees during the evolving COVID-19 situation in the Hunter region. Please note, despite the introduction of Rapid Antigen Testing, visiting restrictions will remain in place as per NSW Health orders.
Rapid antigen tests are taken on-the-spot and deliver a positive or negative result in just ten minutes. They are approved by the Therapeutic Goods Administration, and under supervision of a registered nurse, employees have been trained to administer the tests themselves and should a positive result be detected, the employee must then take a standard diagnostic test in line with Government advice.
Employees are encouraged to have the test when they come on shift. Research has shown that the frequency of the testing is the most important factor in controlling the spread of infection. Employees will be encouraged to test every day to begin with and then every other day following that, while community transmission remains high.
We are proud to bring this initiative to Whiddon as it adds a very important layer of increased protection for residents and employees against COVID-19, while community transmission rates are high. We have been offering this at Whiddon Easton Park and Whiddon Hornsby for several weeks now as a trial, and are pleased to see this added layer of protection now offered at Whiddon Redhead.
13 August 2021
We are pleased to let you know that we will be introducing rapid COVID-19 testing for employees at Whiddon Belmont from Monday, 16 August to further protect residents and employees during the evolving COVID-19 situation in the Hunter region. Please note, despite the introduction of Rapid Antigen Testing, visiting restrictions will remain in place as per NSW Health orders.
Rapid antigen tests are taken on-the-spot and deliver a positive or negative result in just ten minutes. They are approved by the Therapeutic Goods Administration, and under supervision of a registered nurse, employees have been trained to administer the tests themselves and should a positive result be detected, the employee must then take a standard diagnostic test in line with Government advice.
Employees are encouraged to have the test when they come on shift. Research has shown that the frequency of the testing is the most important factor in controlling the spread of infection. Employees will be encouraged to test every day to begin with and then every other day following that, while community transmission remains high.
We are proud to bring this initiative to Whiddon as it adds a very important layer of increased protection for residents and employees against COVID-19, while community transmission rates are high. We have been offering this at Whiddon Easton Park and Whiddon Hornsby for several weeks now as a trial, and are pleased to see this added layer of protection now offered at Whiddon Belmont.
2 August 2021
As you may have heard, the current restrictions that were put in place in 11 South-east Queensland local government areas has been extended as a result of an increase of COVID-19 cases. This includes the Scenic Rim region, where Whiddon Beaudesert Star is located. This means that the lockdown for the wider community in these 11 LGAs has been extended until 4pm Sunday 8 August and we will not be permitted to accept any visitors to our care home for now, unless under exceptional circumstances and with approval from the Director of Care Services.
We will be assisting where we can to facilitate phone and video calls to help you keep in touch with your loved one. At this stage, we will be unable to offer window visits under these restrictions. We do understand this is a difficult time and will send a further update once we know more, or are in the position to relax the restrictions.
Thank you