LASA Age Services Industry Forum South Australia Proudly supported by:
Housekeeping Welcome to the LASA Age Services Industry Forum Webinar Please note: this Webinar is being recorded You will be muted during the whole Webinar Please ask questions via the chat window We will address questions at the end of each section Or you could email your questions to events@lasa.asn.au after the Webinar Proudly supported by:
Navigating these Challenging Times Presented by our valued supporters Health Generation - Jean Prout, Director of Clinical Services & Patrick Spillman, Client Partner Proudly supported by:
LASA Update Rosetta Rosa, State Manager SA/NT
Renewal Brochure The strong voice and a helping hand for all providers of age services
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Age Care Assistant Employment Program
Innovative solution to workforce issues Altura Learning, DASH Group and Leading Age Services Australia (LASA) have partnered to provide an innovative solution to the workforce issues that have arisen in aged care since COVID-19. Proudly supported by:
Aged Care Assistant We’ve consulted with employee and employer groups to design a bespoke, temporary role. The Aged Care Assistant (ACA) role has been created to: • provide aged care organisations with a surge workforce in response to COVID-19 and traditional seasonal shortages • provide direct assistance to support current staff to allow them to focus on continuity of care and service provision. Proudly supported by:
Expectations of the Role The Assistant role will work under direct supervision of care staff and can attend to tasks such as: • assistance with meal distribution and preparation. • social assistance and simple recreational activities. • assistance with bed making. • distribution of clean linen; and • general administrative duties Proudly supported by:
Built in Recruitment & Training We’re aware that aged care organisations have had a significant drain on their current resources. We’ve built recruitment through Dash Recruitment and readiness training through Altura Learning into our program Proudly supported by:
Screening DASH group will be working with employers to ascertain the number of positions that are required to support the workforce. ACA candidates will be thoroughly screened including: ● an interview ● personality and aptitude testing ● reference checks ● Police Check ● Influenza vaccination We are also recommending that candidates self isolate for five days prior to entering aged care to further safeguard residents in care homes. Proudly supported by:
Cost Effective The Aged Care Assistant (ACA) program is cost effective in comparison to traditional recruitment methods or agencies. • $450 direct employment model • $32 per hour labour hire model Proudly supported by:
Training This training will cover all the mandatory topics that aged care organisations require at orientation as well as specific training to support them in their ACA role. Once the ACA candidate has passed the screening process they will be enrolled in a 10 hour training course that encompasses 19 modules. The modules are sequenced to ensure the candidate builds on their knowledge. Proudly supported by:
Additional Benefits Staffing issues are also likely to be compounded, with the crossover between COVID-19 challenges and influenza. The flu season is starting - along with its historical staff shortages. The benefit of having assistants to provide winter surge capacity and help back up care staff is a strong consideration. Proudly supported by:
LASA Contact – Karen Murray, Manager Workforce Development. (E) education@lasa.asn.au Proudly supported by: (M) 0401 199 699
Employment Relations Update Adrienne Nally, Senior Advisor, Employment Relations
Your Senior ER Team Adrienne Nally Mike Ryan Claire Bailey Senior Advisor, Senior Advisor, Manager, Employment Relations Employment Relations Employment Relations (Brisbane) (Sydney) (Sydney) Tuesday, Wednesday & Casual Thursday only Contact us: Phone - 1300 111 636 Proudly supported by: Email – employmentrelations@lasa.asn.au
What can we help with? • Interpretation of awards, EAs & legislation • Disciplinary procedures and termination decisions Member (incl. mandatory reporting) Advisory • Bullying and/or harassment complaints Service • Leave entitlements and management • Day-to-day management of staff • Drafting and reviewing of correspondence • Tribunal representation – Unfair dismissal, general protections, anti-bullying, disputes etc. Consultancy • HR documentation review • Industrial instrument compliance • Enterprise bargaining Other • Employment Relations Update – Monthly via email Member • Workplace Relations Advisory Group (WRAG) Benefits • Advocacy – FWC Modern Award Review Proceedings Proudly supported by:
Leave Arrangements in regards to COVID-19 LASA ER have received a number of enquiries regarding the appropriate leave arrangements for staff whose absences are in relation to Covid-19. Some common questions we have received are as follows: 1. Is Personal Leave available for staff who are unable to attend work because they are ill (irrespective if that illness is Covid-19 or not)? If you have a staff member who is unfit for work due to an illness or injury or needs to care for a sick or injured member of their family/ household then they can take personal/carers leave in Accordance with the Fair Work Act 2009. 2. How do I pay staff who choose to self isolate and are not unwell? If an employee chooses to absent them selves from the workplace, their absence is not arising from the employee being unfit for work due to illness or injury. Therefore, the employer does not have an obligation to pay that employee. The employee may apply for other leave such as annual or long service. Proudly supported by:
Leave Arrangements in regards to COVID-19 3. Employer directed absence from the workplace Where an employer directs an employee to remain at home there is an obligation to pay that employee. The employee can be directed to remain at home and work, if they are fit to do so. However, in the event that the employee cannot work from home there is an obligation to pay the employee until such time as they are declared unfit to work at which point they will be paid personal/carer’s leave until they have exhausted their allocation. LASA has established a dedicated webpage the hyperlinks to the latest available information as well as FAQ’s. Employment Relations enquiries can be directed to 1300 111 636 or email Proudly supported by: employmentrelations@lasa.asn.au
WorkPac v Rossato On 20 May 2020, the Full Bench of the Federal Court handed down another decision confirming that a casual whose working arrangements more closely resemble those of a permanent worker, is entitled to paid annual leave, personal/carer’s leave, and compassionate leave entitlements The court’s latest decision in Rossato reinforces the court’s previous ruling that despite an employee’s contract describing them as a casual, the court will consider a range of factors to determine their entitlements. In this Decision, the court focused on whether there was a ‘firm advance commitment’ in relation to the employee’s engagement. In determining whether this commitment existed, the court considered a range of factors, including: • whether the employment was intermittent or irregular, informal and unlikely to continue for any length of time, and other than regular and stable; • if the employer could elect whether to offer employment on a particular day and if, when offered, the employee could elect whether or not to work; • if the employee only worked on demand or as required over a short period; • whether the employment was described as being by the hour and whether the employment may be terminated on an hour’s notice (as relevant but not conclusive considerations); • the description which the parties give to their relationship (as relevant but not a conclusive consideration); • the employment arrangement considered as a whole, not just the express terms of any contract; • the circumstances known at the time of the engagement or circumstances and the manner of performance of the contract; and • changes in the employment relationship that occur after commencement. Proudly supported by:
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