1 July 2022

There have been four updates to the award. These changes into effect from the first full pay period on or after 1 July 2022. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022. 

1. Annual Wage Review 2021.22

The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of detailed in the Annual Wage Review 2021-22 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 July 2022. 

2. Weekly Overtime Updates (System Improvement - Unrelated to Legislation Changes)

All rulesets have been updated to ensure that the correct overtime tiers are applied when an employee exceeds the standard hours per pay period. The tiers will now be applied once across all matching overtime shifts.

3. Removal of Unpaid Pandemic Leave

Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.

4. Major Updates to the Award as Part of the 4 Yearly Review

**Important: Please read carefully**

Significant changes have been made to the configuration of the award to enact changes as part of the 4 yearly review of modern awards for the Social, Community, Home Care and Disability Services Industry Award. These changes come into effect from the first full pay period on or after 1 July 2022. More information is available here.

Actions You Must Take

In order to ensure you are using the system correctly to apply these changes we recommend that you do the following:

  1. Read the below section called “Summary of New Work Types and Shift Conditions to Assign to Timesheets” to understand the new work types and when they must be assigned to timesheets.
  2. Read the below section called “List of All System Changes” to understand what changes have been made within KeyPay and how this will impact pays processed after 1 July.
  3. Install the updates after you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022.

Summary of New Work Types and Shift Conditions to Assign to Timesheets

The following are new work types that must be added to timesheets in the described scenarios. Please note, if you are using an external timesheet system, the below new work types will need to be configured in your external system.

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. This work type is also available as a shift condition.

Broken Shift (1 unpaid break)

This is a hidden work type and is automatically assigned to broken shifts with 1 unpaid break. No action is required to be taken to assign this work type to broken shifts with 1 unpaid break. This work type is also available as a shift condition.

Broken Shift (2 unpaid breaks)

Choose this work type when an employee works a broken shift with 2 unpaid breaks. The work type can be applied to any or all of the individual broken shift segments. This work type is also available as a shift condition.

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.

24 hour 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.

List of All System Changes

Change to Award: New Minimum Engagement for Part Time Employees (Clause 10.5)

The SCHCDS Permanent Shift Worker and SCHCDS Permanent Day Worker rulesets have been updated to ensure that the new minimum engagement requirements for part time employees are applied. A 3 hour minimum engagement will be applied for part time social and community services employees (except when undertaking disability services work) and a 2 hour minimum engagement will be applied for all other employees.

Change to Award: Changes to Minimum Engagement for Casual Employees (Clause 10.5)

The SCHCDS Casual Shift Worker and SCHCDS Casual Day Worker rulesets have been updated to reflect changes to the minimum engagement requirements for casual employees. The one hour minimum engagement requirement for Home Care employees has been removed. The new minimum engagement requirements for casual employees are a 3 hour minimum engagement for social and community services employees (except when undertaking disability services work) and a 2 hour minimum engagement for all other employees.

Change to Award: New Allowance - Laundering of clothing other than uniforms (Clause 20.3)

All rulesets have been updated to incorporate the new laundry allowance payable when the clothing of an employee (other than a uniform) is spoiled in the course of the performance of their duties. To pay this allowance, the work type or shift condition Launder clothing other than uniforms must be assigned to the employee's timesheet.

Change to Award: New Allowances - Broken Shifts (Clause 20.12)

All rulesets have been updated to incorporate two new broken shift allowances for social and community services employees when undertaking disability services work and for home care employees. Two new pay categories have been created; Broken Shift Allowance (1 unpaid break) and Broken Shift Allowance (2 unpaid breaks). Two new work types have also been created; Broken Shift (1 unpaid break) and Broken Shift (2 unpaid breaks). These work types have also been added as shift conditions.

For broken shifts with 1 unpaid break, we have configured the rulesets to automatically apply the work type based on certain criteria. Therefore, you do not need to assign the Broken Shift (1 unpaid break) to any shifts. The automatic application of the work type enables the broken shift allowance for 1 unpaid break to be paid to the employee.

For broken shifts with 2 unpaid breaks, the Broken shift (2 unpaid breaks) work type must be manually assigned to any or all of the individual broken shift segments. The manual application of the work type enables the broken shift allowance for 2 unpaid breaks to be paid to the employee.

Change to Award: Change of Criteria for Night Shift on Broken Shifts (Clause 25.6e(ii))

The SCHCHS Permanent Shift Worker and SCHCHS Casual Shift Worker rulesets have been updated to ensure that when an employee works a broken shift, the night shift allowance is not paid for work performed on night shift that commences before 6:00am.

Change to Award: Changes to 24-hour Care Shift Payments (Clause 25.8)

All rulesets have been updated to action changes to the 24-hour care clause. An employee who works a 24-hour care shift is now entitled to payment for work exceeding 8 hours. The work exceeding 8 hours will now also be paid at the applicable overtime rate. In addition to the existing work type, 24 hour care shift, we have added a new work type called 24 hour care shift - Inactive Time. This is to distinguish between parts of the shift where the employee is and is not providing care.

Change to Award: New Clause for Remote Work (Clause 25.10)

All rulesets have been updated to accommodate the new Remote Work clause. Three work types have been created, Remote Work - On Call, Remote Work - Not on Call and Remote Work - Meetings/Training. 

A minimum engagement of 15 minutes will now apply to an employee who is on call and performs remote work between 6:00am and 10:00pm. A minimum engagement of 30 minutes will now apply to an employee who is on call and performs remote work between 10:00pm and 6:00am. A minimum engagement of 1 hour will apply to an employee who is not on call and performs remote work at any time. A minimum engagement of 1 hour will also apply to an employee who performs work by participating in staff meetings or staff training remotely. All time worked exceeding the minimum engagement will be rounded to the nearest 15 minutes.

The rate paid for overtime work will differ depending on the time of day or day of week as detailed in section d of clause 25.10.