LASA Age Services Industry Forum South Australia Proudly - - PowerPoint PPT Presentation

LASA Age Services Industry Forum South Australia

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• 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

Housekeeping

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• Presented by our valued supporters Health

Generation - Jean Prout, Director of Clinical Services & Patrick Spillman, Client Partner

Navigating these Challenging Times

LASA Update

Rosetta Rosa, State Manager SA/NT

Renewal Brochure

The strong voice and a helping hand for all providers of age services

Infographic Statistics

Infographic Statistics

Infographic Statistics

Social Media Campaigns

Age Care Assistant Employment Program

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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.

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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.

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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

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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

• ur program

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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.

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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

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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.

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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 (M) 0401 199 699

Employment Relations Update

Adrienne Nally, Senior Advisor, Employment Relations

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Your Senior ER Team

Claire Bailey Manager, Employment Relations (Sydney) Adrienne Nally Senior Advisor, Employment Relations (Brisbane) Tuesday, Wednesday & Thursday only

Contact us: Phone - 1300 111 636 Email – employmentrelations@lasa.asn.au

Mike Ryan Senior Advisor, Employment Relations (Sydney) Casual

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What can we help with?

Member Advisory Service

• Interpretation of awards, EAs & legislation
• Disciplinary procedures and termination decisions

(incl. mandatory reporting)

• Bullying and/or harassment complaints
• Leave entitlements and management
• Day-to-day management of staff
• Drafting and reviewing of correspondence

Consultancy

• Tribunal representation – Unfair dismissal, general

protections, anti-bullying, disputes etc.

• HR documentation review
• Industrial instrument compliance
• Enterprise bargaining

Other Member Benefits

• Employment Relations Update – Monthly via email
• Workplace Relations Advisory Group (WRAG)
• Advocacy – FWC Modern Award Review Proceedings

Proudly supported by: 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.

Leave Arrangements in regards to COVID-19

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• 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

• bligation 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 employmentrelations@lasa.asn.au

Leave Arrangements in regards to COVID-19

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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
• n 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.

WorkPac v Rossato

Proudly supported by: The following are some proactive measures that Members can take to manage the impact of the Skene and Rossato Decisions on their businesses:

• Review the use of casual employees to identify those who have been

engaged on a regular and systematic basis for over 6 months and determine whether there is a need to employ them on a permanent basis.

• Ensure that there is compliance with the casual conversion clause in any

applicable industrial instruments and that there are records of this compliance.

• If offering permanent employment to a casual employee, ensure that there

is a record kept of this offer and the response from the employee.

• Check that your casual employees have up to date contracts of

employment that properly reflect the nature of their employment with the business.

• Be aware that if a casual employee is employed for over 6 months on a

regular and systematic basis that they can make an unfair dismissal application if they are dismissed or otherwise no longer engaged by your business.

WorkPac v Rossato – Take Away points for members

Proudly supported by: In February 2020, the Australian Industry Group filed an Application to vary the Nurses Award 2010. The application seeks to amend the Award so that weekend penalty rates, overtime rates and public holiday penalty rates are calculated on the minimum hourly rate prescribed by the Award and not on a rate that includes the separate casual loading. It is considered that this change will assist employers by reducing ambiguity and uncertainty regarding how to calculate pay a casual employee working on weekends, public holidays and overtime hours. Interested parties are invited make submissions in regard to this matter between April to July and is listed for Hearing on 1 September 2020. LASA is working with AiG in relation to this Application and we will continue to inform members in relation to any changes that may occur to the Nurses Award 2010.

Employment Relations Update

Application to Vary Nurses Award 2010

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The current Covid-19 Pandemic has affected the timetable pertaining to the Annual Wage Review conducted by the Fair Work Commission. Pursuant to Part 2-6 of the Fair Work Act 2009, the Expert Panel must conduct and complete an annual wage review in year financial year, that is that the decision must be made by 30 June 2020 for the 2019-20 review. However, given the significant impacts that Covid-19 has, and continues to have, on businesses the Expert Panel does not expect to have a Decision regarding the wage review until mid-June at the earliest. The primary cause of the amended timetable is that the Expert Panel has agreed with interested parties to await the March Quarter National Accounts Data and subsequent submissions from interested party before holding a final consultation. The March Quarter data is due to be released on 3 June 2020. The final consultation is currently scheduled for 10 June 2020, with a Decision expected

• thereafter. As a result, the wage review decision will be made only shortly before its

implementation date which is the FFPP on or after 1 July 2020. LASA will continue to monitor the wage review and inform members when a Decision is handed down.

Annual Wage Review

Covid-19 Update

Jane Bacot-Kilpatrick, COVID-19/Aged Care Royal Commission Project Coordinator

Retirement Living/Seniors Housing

Paul Murphy, Principal Advisor Retirement Living & Seniors Housing

Residential Care Update

Cheryl Edwards, Residential Aged Care Specialist

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Sector Performance Data

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• Have there been any adverse findings by another regulatory agency or oversight body in the last

12 months? (e.g. Healthcare complaints commission or similar, Food safety authority, Workcover, etc).

• What trends do your complaints data show you?
• How many consumers are receiving pressure area care?
• Have there been any medication incidents in the past 6 months where a consumer required

hospitalisation or attention by a medical officer?

• How many consumers have had falls and required medical attention in the past 3 months?
• How many consumers at the service are currently receiving psychotropic medications? (To be

captured as a rate or percent of total consumers at the service.) How many consumers are restrained in order to manage risks to themselves or others at the service? (To be captured as a rate or percent of total consumers at the service.)

• Can you tell me about incidents in the past 6 months where a consumer or staff member has

required medical attention as a result of challenging behaviour from a consumer?

• What action has the service taken to assess and minimize infection-related risks for the care of

aged care consumers including the impact of a potential coronavirus (COVID-19) outbreak?

Residential Care Update

RISK BASED QUESTIONS

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Residential Care Update

COVID-19

• Resources on LASA webpage
• Fed Gov COVID-19 app
• CDNA National Guidelines – last update 6 April 2020
• Extended hours for workers on visas: www.homeaffairs.gov.au
• PPE – email agedcare@covidpppe@health.gov.au. Priority given to where

confirmed case of COVID-19

• FluVax supply issues: COVID-19FluVaccine@health.gov.au
• Online learning: www.alturalearning.com – free of charge
• COVID-19 grants:
• For approved provider with services directly impacted by Covid-19
• Retention bonuses for staff – no detail yet
• Workforce continuity – funding commences April

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ACQSC Updates

• Assessment contacts by telephone – focus on infection control/outbreak

preparedness

• You will be contacted if due for reaccreditation audit
• Where an onsite visit is necessary you will be notified in advance
• Online assessment tool to evaluate providers’ infection control program
• Postponement of ‘Assessing against the Standards’ workshops
• Additional risk-based question: What action has the service taken to

minimise infection-related risks for the care of aged care consumers including the impact of COVID-19 outbreak.

Residential Care Update

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Sector Performance Data (Residential Care)

• Oct – Dec 2019 data
• Most frequent not met: Standard 3 (3) (b) Effective management of high-

impact or high-prevalence risks associated with the care of each consumer

• Standard 3 (3) (g) Minimisation of infection-related risks is a new focus of

review

• Through implementing Standard and transmission-based precautions to

prevent and control infection

• Standard 8 (3) (d) (i) Effective risk management systems and practices,

including but not limited to managing high-impact or high-prevalence risks associated with the care of consumers.

Residential Care Update

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Sector Performance Data (cont.)

• 2,728 services
• 173 site audits – 45% new not met found of these 9% led to

serious risk decisions

• 458 assessment contacts - 16% had one or more

requirements not met of these 1% resulted in serious risk decisions

• 10 review audits – 100% had one more requirements not

met, 20% (2) led to serious risk decisions

Residential Care Update

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Most frequent “not mets”

• Standard 3 (3) (b) High impact/high prevalence risks managed effectively
• Standard 3 (3) (a) Safe and Effective personal and clinical care
• Standard 8 (3) (c) Effective organisation wide governance systems
• Standard 8 (3) (d) Risk management systems and practices
• Standard 2 (3) (a) Safe and effective care and services
• Standard 7 (3) (a) Number and mix of workforce.

Residential Care Update

Home Care Update

Jane Floyd, Home Care Specialist

Age Services Industry Forum May 2020 Theme: Back to BAU?

Jane Floyd LASA Home Care Specialist

Proudly supported by: If your state or territory allows you to re-commence providing face to face support services, therapies and/or group activities to vulnerable people you must be able to strongly commit to:

• developing a COVID safe plan for your workplace before re-commencing

services

• ensuring that activities enable all participants (staff and service recipients)

adhere to social distancing and infection control requirements

• staying 1.5 metres away from other people during these activities whenever

and wherever we can

• maintaining good hand washing and cough/sneeze hygiene
• ensuring those participating (staff and clients) are well before they
• participate. Staff and clients should stay home when unwell, and get tested

if they have respiratory symptoms or a fever

• encouraging staff and clients to download the COVIDSafe app so we can

find the virus quickly.

CHSP: F2F service recommencement

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The Department of Health has advised that from 22 May 2020, telephone and telehealth assessments no longer need to be the default for community-based aged care assessments. Regional Assessment Services (RAS) and Aged Care Assessment Teams (ACATs) will continue to consider their local circumstances and client choice when deciding how to conduct aged care assessments. Face-to-face assessments should be offered where it is possible and safe. RAS and ACATs will have protocols in place to return to telephone assessments should a local outbreak occur. Aged care assessors will explain any timing constraints on face-to-face assessments to clients and discuss immediate care needs over the phone so clients can be supported to seek services. This will minimise any potential risks to the health and safety of clients while they wait for their face-to-face assessment.

Aged care assessments

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• Where the easing of State and Territory restrictions permit, providers may re-

commence delivery of face-to-face social support and group-based activities with appropriate safeguards in place. Any decision to recommence services must consider the following:

• Vulnerable people continue to be at risk of serious illness from coronavirus.
• Each State and Territory will decide when and how to ease restrictions,

considering their local circumstances. Individuals and businesses should look to local authorities for the most up to date information, or visit www.australia.gov.au to be linked to state and territory resources.

• To meet their Work Health and Safety obligations, all workplaces need to do

everything they reasonably can to protect workers and others from COVID-

• 19. Providers of face to face support services, therapies and/or group

activities to vulnerable people should consider:

• the restrictions currently in place in the state or territory, particularly

restrictions in regard to gatherings

• what advice the state or territory has given regarding vulnerable

people

• any particular characteristics or concerns relating to the client group

CHSP: resuming social groups

Proudly supported by: Aged care service providers must also ensure that they revise, in consultation with consumers, the consumer care and services plan to include social support group activities in accordance with Standard 2 of the Aged Care Quality Standards and per the requirements of the Home Care Packages Program Operation Manual and Commonwealth Home Support Programme (CHSP) manual. Social Support Group activities must meet the consumer’s needs, goals and preferences.

CHSP: social support care plans

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With the exception of the Social Support Group service type and other in person group activities (Centre Based Respite and Flexible Respite), all CHSP service types are considered essential for the purposes of the COVID-19 pandemic.

CHSP “essential” services

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Form a Return to Work Planning Team Providers should establish a multi-disciplinary team that is responsible for developing, implementing and monitoring a return to work plan. Develop an Individualized and Flexible Return to Work Plan Every return to work plan will be unique, and different plans may be required based on location, local requirements and function. Key factors to consider include the location of the workplace, the number of employees working in one location, the ability to ensure proper social distancing within the workplace and employee reliance on public transportation. Prepare the Workplace for Returning Employees Critically important in designing a return to work plan is developing and implementing workplace controls and strategies to minimize the exposure risks for employees returning to the workplace and mitigating potential liability risks for the employer. Implement a Phased Approach Providers may wish to phase-in employee returns on a gradual basis to limit the number of employees present at a single location at any given time. Alternatively, or in addition, employers could provide staggered worktimes to achieve the same result, if that meets the employer’s business needs. A phased approach also has the added benefit of reducing the burden on the company and its cleaning crew in managing and performing routine or enhanced office cleaning and disinfection. Ongoing Monitoring and Response Plan Providers return to work plan should also include processes for monitoring developments that could result in a significant increase in the number of employee absences (whether due to illness, providing care for a family member or safety concerns with returning to the workplace) or require you to close its workplace (e.g., a COVID-19 outbreak within the workplace). Providers should be prepared to continue operations with a reduced workforce.

Return to work strategy

Proudly supported by: This guide is for providers of aged care and disability services who offer home care and support services to older people living at home and people with disability living in the community. It provides information and guidance on how to stay safe from coronavirus (COVID-19). https://www.health.gov.au/resources/publications/coronavirus-covid-19-guide- for-home-care-providers

• Use of PPE in regards to face shields and donning and doffing
• Use of aerosols - Nebulisers should not be used during the COVID-19
• utbreak.
• “It is OK for a care worker to provide necessary care involving close

contact to a confirmed COVID-19 case, as long as the recommended PPE is used properly.” DO YOU RISK ASSESSMENT!

COVID-19 Guide for Home Care Providers - updated

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CHSP provider reporting in DEX for the January – June 2020 reporting period and accounting for COVID-19 expenses in CHSP financial acquittals  CHSP providers should accurately report all outputs delivered under CHSP in DEX, as per normal procedures. Where flexibility provisions have been used, the actual services delivered should be reported.  Information on what additional COVID-19 related expenses are permissible under CHSP is listed in Section 3.2 and 3.3. of the Commonwealth Home Support Programme (CHSP) – Emergency support for COVID-19 Grant Opportunity Guidelines – (excerpt provided below by LASA)  CHSP service providers (without additional reporting requirements that corresponds to COVID-19 specific meals and unsolicited proposal funding grants) are expected to continue to accurately report their service delivery in DEX.  DoH have advised they are still investigating the issue around the new accounting standards on performance accountability, and how to account for unusual COVID-19 expenses, and will provide further clarification when this is available.  CHSP service providers with additional reporting requirements that correspond to COVID-19 specific meals and unsolicited proposal funding grants can note unusual COVID-19 expenses in their performance report.  Providers will not be disadvantaged if they are unable to meet their output targets or other program objectives during the COVID-19 pandemic.  If providers have any difficulties with their reporting they should contact their Funding Arrangement Manager in the first instance. This includes providers seeking an extension to the DEX timeframes.

CHSP end of year acquittals

Proudly supported by: Tips and strategies for providers of in-home care regarding coronavirus (COVID-19) and supporting people living with dementia. National Dementia Helpline on 1800 100 500. https://www.dementia.org.au/resources/coronavirus-covid-19-helpsheets/tips- for-home-care-providers

Supporting people with dementia

Proudly supported by:

• Audits now conduct via telephone assessment for home services.
• Themes emerging:
• Planning for continuity of service delivery
• volunteers, at risk staff
• Knowledge and training on use of PPE

Infection control training As part of your preparation for potential discussions with the Aged Care Quality and Safety Commission regarding COVID preparedness have access to information about what infection control training your staff have undertaken (either the Department training or other sources) and the proportion of staff who have been trained.

ACQSC audit contacts

Proudly supported by: Services Australia letters requesting means assessments issued incorrectly Letters asking care recipients to complete an Aged Care - Calculation of your cost of care digital form (SA486) with an issue date between 11 and 15 May 2020 may be incorrect. Letters were sent to care recipients, applicable nominees and their Home Care or Residential Care service provider. Care recipients who have already provided their income and asset information to Services Australia or to the Department of Veterans’ Affairs do not need to respond to this letter.

Services Australia letter error

Proudly supported by: https://www.health.gov.au/resources/videos/coronavirus-covid-19-wearing- personal-protective-equipment-in-aged-care-video

New Video on PPE use

Proudly supported by:

• Stay on top of communications from LASA and the Department
• Stay on top of expert health advice directions for your state or territory and

local outbreaks

• Review client needs assessment and care plan
• Manage WH&S risks to ensure staff are trained and following infection

control protocols including influenza vaccination

• Review your staffing arrangements and contingency plans
• Review brokerage arrangements and contracts to ensure compliance and

infection control, and provide lifting of restrictions guidance

• Review fees and charges and obtain client consent (28 days notice) - you

will have until 30 June to bring all clients into your standard pricing – don’t forget your COVID-19 fee

• Prepare your “return to work” strategy

What’s important:

Northern Territory Department of Health Update

Liz Edwards, Director, NT Office Darwin, Department of Health

General Business & Wrap Up

Rosetta Rosa, State Manager SA/NT

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• Q & A
• The online Industry Forum format?
• Further content desired?

General Business & Wrap Up

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• Thank you for attending
• Thank you to our supporters Health Generation!

Thank you

Leading Age Services Australia (LASA) is the national peak body representing all providers of age services across residential care, home care and retirement living.