Aged Care
Single-site employment in aged care
The Commonwealth Government has made specific funding available during the COVID-19 pandemic to activate single-site employment arrangements for workers in residential aged care facilities (RACFs) in particular, and Local Government Areas (LGAs) when the Commonwealth Chief Medical Officer declares them to be a hotspot.
Single-site employment is designed to minimise the potential risk of workers unintentionally transmitting COVID-19 by working across multiple sites. The aim is to reduce the overall risk of an outbreak at any given site, as well as reducing the health risk for individual residents and workers in NSW RACFs located in hotspots.
The objective is to ensure that neither the worker nor RACF is out of pocket with the implementation of this risk mitigation strategy. It is fully funded by the Commonwealth and remains in place for the duration of the hotspot declaration.
The worksite where you work the most hours will generally be your primary workplace and will then become the single site at which you will work all your shifts. That worksite will employ you for at least your total normal hours by providing additional hours equal to or greater than the hours you were working at other sites.
The primary employer can then make a declaration to the Common-wealth Government for reimbursement of the additional hours worked/supernumerary paid hours.
Why can’t I keep working at my usual two nursing homes – we take precautions?
Single-site employment in RACFs is triggered in a locality when the Commonwealth Chief Medical Officer declares it a hotspot. While appropriate PPE may well be in place, it is designed to reduce the risk of transmission to residents and aged care workers by moving to a single place of work arrangement for the duration of the hotspot. It is an additional level of protection for the most vulnerable and those who care for them.
I work as a casual at a number of aged care facilities. Am I covered?
Yes. If you are employed directly by the facility (and not through an agency, for example) you are covered. You will have your average working hours across all sites maintained at the facility you remain at. The previous six weeks of hours worked can be used to establish your baseline of hours to be maintained.
Won’t I be worse off if I am only working at one site?
The single-site employment arrangements are based on the principle of no net disadvantage to the aged care worker from working at only one site. In other words, you should not be financially disadvantaged. The total hours you would have worked across all sites will be maintained/paid by the single site you remain working at.
I work at several sites but all with the same employer. Am I included?
Yes. Whether the same provider operates all the sites you work at, the principle to be applied is that during the single-site employment arrangements being in place, you remain working all your hours at a single site.
How will my hours be maintained at the single site?
The single site you remain at will usually be the one in which you work the most hours. In turn they will provide you additional hours at that site, which matches those you would have worked elsewhere. If they are unable to provide such hours for you to work, they are to be treated as supernumerary and still paid to you as part of your wages that fortnight.
What if the extra hours I work at the single site exceed 38 hours per week?
If the extra hours allocated to you are worked, and exceed 38 hours per week, then the relevant overtime provisions of the agreement/ award will kick in.
My employer says they can’t afford to maintain my hours, so I will need to take annual leave from my other place of work.
That is incorrect. All providers will be able to make application to the Commonwealth to be fully reimbursed for all additional wage costs incurred from maintaining hours of work – whether actually worked or paid as supernumerary – along with overtime and shift penalties arising from applying these arrangements.
Employers can contact the Aged Care Support Hub that was established to provide advice and assistance on 1800 491 793. They can also provide advice on the grant application process.
My other employer is saying that I have to take leave if I only work at another site. Or even resign. Is that correct?
No. Your other employer is obliged to put you on unpaid single-site leave for the duration. Your accrued leave is preserved, and they must keep your job open for your return at the conclusion of the single-site employment arrangements. This absence will also be treated as service for long service leave purposes.
Has this happened before?
Yes. A few times in Victoria. It also occurred in NSW with the Northern Beaches cluster in late 2020/early 2021. While each had a few hiccups, as by definition these arrangements often need to be implemented very quickly and with no notice, the coordination between the Commonwealth, employers, employer associations and unions have been able to ensure a cooperative and productive approach, with very positive outcomes.