Social, Community, Home Care and Disability Services Industry Award (MA000100)

The article provides guidelines on using the pre-built Social, Community, Home Care and Disabled Services Industry (abbreviated to SCHADS) award package. For further information about this industry award, refer to Social Community, Home Care and Disability Services Industry Award.

Key updates

  Select the current financial year tab to see award updates for the 2023/24 financial year, while all previous updates before this time you can find in the historical financial years tab.

Current financial year Historical financial years
June 2024

7th

We have performed a revamp on the award and all pay condition rule sets have been updated to provide greater alignment between the platform’s pay condition rule sets and the Award’s clauses. Timesheets must be used with start and end times for the rules to apply correctly.

The following changes have been made:

  1. New pay condition rule sets for part time employees had been created to ensure accurate application of period overtime as outlined in clause 28.
    NB: Employment agreements for part time employees have already been updated to assign the new rule set. These changes will be automatically applied in the payroll platform with the award update.
  2. New rules (including relevant work types, tags and pay categories) for the following clauses:
    • Heat Allowance as per clause 20.9
      • New Pay Categories: Hot work allowance - 40°C-46°C, Hot work allowance - over 46°
      • New Work Type: Hot work allowance - 40°C-46°C, Hot work allowance - over 46°
    • Minimum 4 hours payment before and/or after Sleepover as per clause 25.7(f)
    • Minimum 8 hours payment for 24-hour care as per clause 25.8(d)
    • Client Cancellation as per clause 25.5(f)(iii)
      • New Work Type: Cancelled shift
    • Higher Duties - others as per clause 30.2
    • Higher of Paid Family Domestic Violence Leave as per clause 36
    • Time in Lieu of Overtime for Casuals as per clause 28.2
  3. New employment agreements have been created:
    • Crisis accommodation employee level 1 as per Schedule C
      • Pay point 3 (3 year degree) clause C.1.3(b)(i)
      • Pay point 4 (4 year degree) clause C.1.3(b)(ii)
    • Crisis accommodation employee level 4 as per Schedule C
      • Pay point 2 (Graduates) clause C.4.1(f)
    • Social and community services employee level 2 as per Schedule B
      • Pay point 2 (Level 4 certificate) clause B.2.1(e)
    • Social and community services employee level 3 as per Schedule B
      • Pay point 3 (3 year degree) clause B.3.1(g)
      • Pay point 4 (4 year degree) clause B.3.1(g)
  4. We've revised the following rules to ensure alignment with the clauses outlined in the award:
    • Automate the payment of Broken Shift Allowance (with 1 or 2 unpaid break) as per clause 20.12.
      NB: There is no need to use work types to trigger the payment of this allowance.
    • Period overtime rules have been adjusted to ensure period overtime aligns with clause 28.1(b)
    • 24 hour care as per clause 25.8 applies only to home care employees. Employees need to be assigned the tag “Home Care Services”, as well as using the work type for this rule to apply.
    • Only employees defined as shiftworkers per clause 31.2 would receive an additional week of annual leave. Please assign the new tag “Shiftworker” to employees for this rule to apply.
    • Due to system limitation with identifying if the previous shift is an overtime or not for clause 28.3, a new work type “No rest period after overtime” is introduced. Employees need to select this work type for applicable shifts.
    • Automatic meal break rule has been adjusted to apply after 5 hours worked as per clause 27.1.
    • Remote work rule has been adjusted to ensure minimum payment applies as per clause 25.10.
    • Similar rules for Time in Lieu of Overtime per clause 28.2(c) has been merged into a single rule.
    • The condition “first shift of the day” has been removed from the rules pertaining to clause 20.6 First Aid Allowance and clause 20.2 Uniform and Laundry Allowance.
    • Rules have been reorder and updated with condition “time worked” to ensure rules will apply as intended.
    • The rule for “Minimum break between shifts - 8 Hours by agreement” has been deleted as it pertains to clause 25.4(b) Rest breaks between rostered work. The award clause is for intention of rostering and does not mention any penalty, as such, no rule has been created.
March 2024

11th

We have updated the weekend excursion rule across all the rulesets in the award to ensure that weekend penalties will apply as per clause 25.9.

Additionally, for the Casual Shift Worker and Day Worker rulesets, we have placed the Work During Sleepover rules before all the overtime rules to ensure the precise application of overtime.

August 2023

11th

We have updated the Employment Agreements setting for home care employees—aged care to allow the employees assigned to the General Home care employment agreements to select the aged care roles as a higher classification.

Please note that this setting only applies to the General Home care employees. If the employee is primarily engaged to perform aged care work in a direct care capacity and performs some disability work on an ad-hoc basis, FWO advises that as a general rule, they would be looking at the primary purpose of engagement of the employee and in this instance, it would mean all hours may be remunerated at the aged care rate. 

1st

From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.

July 2023

1st

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and includes updates to expense-related allowances. You can find information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st of July 2023. It includes Fair Work Commission's recent change to increase minimum wages by 15% for some employees working in aged care.

In line with the change, we have created new pay rate templates and employment agreements: The new Home Care Employees—Aged Care pay rate templates and employment agreements are for home care employees providing services to an aged person. The existing Home Care pay rate templates and employment agreements are for home care employees providing services to a person with a disability. You can find further information on what you should be aware of here.

Installing and configuring the pre-built award package

For details on how to install and configure this pre-built award template, please review the detailed help article here.

While every effort is made to provide a high-quality service, Employment Hero does not accept responsibility for, guarantee or warrant the accuracy, completeness or up-to-date nature of the service.

Before relying on the information, users should carefully evaluate its accuracy, currency, completeness and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.

Special notes

  • Categories (work types, tags, pay categories) that have been marked with an (*asterisk) are no longer used in rules. It still remains visible in the platform for auditing/reporting purposes.
  • Employees can only be assigned to one of the tags below. Where employees work multiple roles or streams, the rules will need to be customised.
    • Crisis Accommodation Services
    • Day Care Services
    • Disability Services
    • Home Care Services
    • Social & Community Services
  • It is assumed that all social and community services employees (with either "Disability Services" or  "Home Care Services" tag assigned) would be on an agreed regular pattern of work made under clause 10.3 to work a broken shift with 2 unpaid breaks and would be paid the allowances in accordance to clause 25.6. 
  • Clause 25.4(b) Rest breaks between rostered work is for intention of rostering and does not mention any penalty if employees did not receive such break between shifts, as such, no rule has been created. Custom rules can be created to pay employees a penalty if needed. 
  • Employment Agreements for employees with qualifications only has the minimum entitled pay point assigned. Employees needing to proceed to the next pay point will need to be reassigned accordingly. 
  • Work type “Sleepover” needs to be used for sleepover during overnight excursion as per clause 25.9(a)(iii).
  • Community Service Leave in the system is a paid leave. If the employee is not paid for performing any community services, please advise them to use the Unpaid Leave instead.
  • The clauses listed in the table below were not included in the award. If you need any of these clauses, it is necessary to create or customise the award.
Clauses not included in the award
Clause no. Clause Name Details
18 Supported wage system.

Need to create Pay Rate Templates and Employment Agreements.

Employee receiving a supported wage (see Schedule D—Supported Wage System).

19.2 National training wage.

Need to create Pay Rate Templates and Employment Agreements.

  • a) Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.
34.3  
Substitution of certain public holidays by agreement at the enterprise.

Need to customise rules:

  • (a) An employer and employee may agree to substitute another day for a day that would otherwise be a public holiday under the NES.
  • (b) An employer and employee may agree to substitute another part-day for a part-day that would otherwise be a part-day public holiday under the NES.
20.10  
Board and lodging

Need to customise rules:

Employer provides board and lodging, the wage rates prescribed in this award will be reduced

Work types

Work types are a description of the kind of shift you are working, and you select them when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item.

A - F
10hr shift by agreement Choose this work type when, by agreement between an employer and a full time employee, the employee is rostered for up to 10 hours (rather than the usual 8 hours).
24hr care shift Choose this work type for the portion/s of a 24-hour care shift where the employee is providing care.
24hr care shift - inactive time Choose this work type for the portion/s of a 24-hour care shift where the employee is not providing care. 
Annual leave Choose this work type when annual leave is taken.
Cancelled shift Choose this work type if the client cancels a scheduled home care or disability service.
Ceremonial leave Choose this work type when ceremonial leave is taken.
Compassionate leave Choose this work type when compassionate leave is taken.
Excursion Choose this work type when an employee is required by the employer and agrees to supervise clients in excursion activities involving overnight stays from home. 
G - L
Hot work allowance - 40°C-46°C Choose this work type when an employee is required to work in places where the temperature exceeds 40 degrees Celsius but does not exceed 46 degrees Celsius.
Hot work allowance - over 46° Choose this work type when an employee is required to work in places where the temperature exceeds 46 degrees Celsius.
Kilometre allowance Choose this work type when an employee is required and authorised by an employer to use their own motor vehicle in the performance of their duties, this work type should be used. The number of kilometres should be entered in the units field.
Launder clothing other than uniforms Choose this work type when the clothing of an employee (other than a uniform) is soiled in the course of the performance of their duties. 
Long service leave Choose this work type when long service leave is taken.
M - R
No meal break Choose this work type to indicate that no meal break is taken during the shift. Normally, meal breaks are automatically added for shifts over 5h30m. 
No minimum shift engagement Choose this work type when an employee does not require minimum shift payment.
No rest period after overtime Choose this work type if an employee resumes work without having the 10 consecutive hours rest period following overtime.
On call Choose this work type where an employee is required to be on call (i.e., available for recall to duty) during any 24hr period or part thereof.
Overtime meal allowance (1+ OT hours worked) Choose this work type where an employee is required to work more than one hour after their usual finishing time or, in the case of shiftworkers, when the overtime work on any shift exceeds one hour. If an employee has been supplied a meal, then this work type does not need to be selected.
Overtime meal allowance (4+ OT hours worked) Where an employee is required to work more than 4 hours of overtime, choose this work type instead of the "Overtime Meal Allowance (1+ OT hrs worked)" work type.
Paid meal break Choose this work type when an employee is required by the employer to have a meal with a client or clients as part of the normal work routine or client program.
Personal/carer's leave Choose this work type when sick leave is taken.
Public holiday not worked Use this work type if you've had time off on a public holiday (only applicable to permanent employees).
Remote work - on call Choose this work type when an employee performs remote work while on call.
Remote work - not on call Choose this work type when an employee performs remote work where the employee is not on call.
Remote work - meetings/training Choose this work type when an employee performs remote work that involves participating in staff meetings or staff training remotely.
S - Z
Sleepover Choose this work type when an employer requires an employee to sleep overnight at premises where the client for whom the employee is responsible is located.
Time in lieu taken Choose this work type when time in lieu is taken.
Time off in lieu of overtime Choose this work type when the employee elects to receive time off in lieu rather than be paid for any overtime they are entitled to for this shift.
Unpaid leave Choose this work type when unpaid leave is taken. 
Work during sleepover

Choose this work type where an employee is required to undertake work during a sleepover shift. All time worked during a sleepover shift is paid at overtime rates within a minimum 1 hour of payment. If the employee is entering timesheets, and also the 'sleepover' work type, they will need to ensure that these do not overlap.

E.g.if the employee was clocking on and off using WorkZone, they would have to go back in and edit their timesheet if they had to wake up during the sleepover, adding a new line for each period of 'sleepover' and 'work during sleepover'.

Shift conditions

Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or Swag apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.

A - F
10hr shift by agreement Select this shift condition when, by agreement between an employer and a full time employee, the employee is rostered for up to 10 hours (rather than the usual 8 hours).
L - P
Launder clothing other than uniforms Select this shift condition when the clothing of an employee (other than a uniform) is soiled in the course of the performance of their duties.
No minimum shift engagement Select this shift condition when an employee does not require minimum shift payment.
Paid meal break Select this shift condition when an employee is required by the employer to have a meal with a client or clients as part of the normal work routine or client program.

Tags

Employee tags are specific conditions typically related to the employee’s agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee’s role. Payment of these provisions is usually of a recurring and ongoing nature.

A - H
7-day shift worker *This tag is no longer applicable.
Crisis accommodation services Assign this tag if the employee is to be treated as a Crisis Accommodation Services employee for the purposes of overtime calculation.
Day care services Assign this tag if the employee is to be treated as a Family Day Care Services employee for the purposes of overtime calculation.
Disability services Assign this tag if the employee is to be treated as a Disability Services employee for the purposes of overtime calculation. 
First aid Assign this tag if the employee is allocated as a first aid officer for all shifts worked. 
Home care services Assign this tag if the employee is to be treated as a Home Care Services employee for the purposes of overtime calculation. 
L - U
Laundry allowance Assign this tag if the employee is required to launder any special clothing or articles of clothing. 
Shiftworker Assign this tag to an employee who requires an additional one week of annual leave
Social and community services Assign this tag if the employee is to be treated as a Social and Community Services employee for the purposes of overtime calculation.
Time in lieu of overtime Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime. Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked.
Uniform allowance Assign this tag if the employee is to be paid a uniform allowance rather than be provided with uniforms.

System limitations

Please note that rules will not be able to interpret or calculate the below clauses due to platform limitations and will require manual intervention. 

Clause 28.2 Time off instead of payment for overtime

  • (f) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 20.5 but not taken as time off, the employer must pay the employee for the overtime, in the next pay period following the request, at the overtime rate applicable to the overtime when worked.

  • (g) If time off for overtime that has been worked is not taken within the period of 6 months mentioned in clause 20.5(e), the employer must pay the employee for the overtime, in the next pay period following those 6 months, at the overtime rate applicable to the overtime when worked.

Clause 25.5(f)(vi)(E) Make-up Time (Cancelled Shift) 

 An employee who works make-up time will be paid the amount payable had the employee performed the cancelled service or the amount payable in respect of the work actually performed, whichever is the greater.

Clause 20.2(c) Clothing and equipment 

(c) The uniform allowance, but not the laundry allowance, will be paid during all absences on paid leave, except absences on long service leave and absences on personal/carer's leave beyond 21 days.

The system is set up by default to pay the uniform allowance even if the employee has taken personal/carer's leave for more than 21 days.

Clause 20.12 Broken shift allowance

Where employees have worked 2 or more shifts which spans pass midnight, the system would be unable to identify the correct broken shift allowance to be paid. 

Clause 25.6(f) Broken shifts

Where employees have worked in excess of the 12 hour span that passes midnight, the system is only able to identify shifts on the same day. For hours beyond the 12 hour span and passes midnight would require manual intervention to ensure the correct penalty is paid to employees. 

 
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