Single Site Working Arrangements in Victoria - Shared screen with speaker view
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Thanks for joining us for todays session.The session is being recorded and slides and a recording will be made available.Please type your questions here in the chat at anytime and they will be addressed as we go through.Please ensure you select "all panelists and attendees" from the drop down so everyone has the benefits of your queries and comments.Please
Glenys - you are on mute
I can hear Glenys
Will there be funding for single site workforce securing in regional sites please?
I can hear Glenys also.
The audio quality is very echoy
Can aged care workers in Melbourne work in other workplaces like cafes or NDIS or Home Care etc.?
Can you please clarify is this information relevant / applicable for regional agencies or community based aged care?
GLENYS I CANT HEAR YOU - ARE YOU ON MUTE?
Glenys can you please stay close to microphone and avoid moving your head....thanks!
I can hear
I can hear
I can hear Glenys
I can hear
Hi David, yes they can. The funding is only available to PRAC to PRAC.
I am ok I can hear
I can hear - using zoom not internet browser if that helps
On the questions regarding scope, it applies in designated areas only - in this case Metro Melbourne - and only resi facilities.
The single site working arrangements currently apply to staff working across RACFs in the Great Melbourne areas.
Thanks for clarification
Will a copy of the presentation will be made available to all participants post the session?
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Does all SACWIC need to be Aged care provider to Aged care provider ?
The session is being recorded and slides and a recording will be made available.Please type your questions here in the chat at anytime and they will be addressed as we go through.Please ensure you select "all panelists and attendees" from the drop down so everyone has the benefits of your queries and comments.
Hey Jacob, change you response people. You are only replying to panelists.
Slides and recording will be made available post webinar and also added to the Hub website https://supporthub.agedservicesworkforce.com.au/
Hi Paul - yes, it only applies to staff employed directly in RACF, and limits them to working at one RACF.
yes that is correct, PRAC to PRAC in the Melbourne metro area
Hi - for past payslips if casual/not fixed shifts how is this evidenced? How many payslips required?
Agency and surge workforce pose the highest risks for transmission and yet they are excluded. What measures can be taken to reduce this huge risk?
Is Geelong included in this program? is there an available definition of out of pocket expenses?
What about situations where staff work in one RACF but also in community based aged care (CHSP funded) is this applicable, thanks
This is very difficult when the rosters are published 4 weeks ahead, and the government just gives us very short term dates where this will be funded
Hi Dan, we will take your question on notice. thank you
How does this apply to allied health staff who also work in the community?
hi, if a staff works in community aged care and residential care (hours most in community) would they have to nominate single place employment?
Does this limit staff from working in community aged care environments? Eg CHSP activities like home based personal care?
Anna Maria Wade
The last three payslips
what if a staff member unreasonably refuses to work certain shifts because of convenience, knowing they will get paid anyway.
Could you please provide guidance and clarity on staff working in other high risk settings (for example, seeing many clients each week through District Nursing Services; working at a hospital and a RACF at the same time; working as a personal care worker in extensive home care settings)
same question as Tania above
Hi, following from Paul's question: What about allied health practitioners ie Physios who are employed through a third-party contractor, does that mean they can still move around different facilities as they are not "directly" employed by the RACF?
Aidan O Flaherty
can we get the slides
Hi Charlotte and Penny, this applies to staff working across RACFs.
Yes would like to know what happens when staff work in a RACF and CHSP services. Especially around payment
This system distorts the workforce and many smaller providers will end up with shortages of staff. How will the Commonwealth cover this shortfall?
Can staff continue to work as second job with other heathcare settings such as hospital, GP clinics?
what abt entitlements specifically LSL
Hi Chirag , yes.
How does this apply to staff who work in a RACF and Home Support Programs in the community
Grants guidance under reference: GO4215 at www.grants.gov.au
Does the single site apply to other allied services and community services coming into RACF as individual support workers?
Does this only apply to aged care workforce? We have staff working in settings such as hospitality and cleaning services that are not related to aged care
What about PSRAC to private RAC?
what if they were working over fulltime work between multiple sites. eg 50+ hours
Hi Tracey, it does not apply.
Similar to the previous question. What about nursing staff working in RACF and Hospital Settings?
one of my staff work for us (Aged care) and covid hub clinic, what advice do you have?
What about staff working in acute hospital, conducting covid testing, and RACS?
When it states other woksites are excluded - does this mean that funding is not available and employees can continue working at both? For example a nurse in RAC and a Hospital - can they continue.
Hi Melvin, it only applies to staff working across RACFs.
We are regional and have staff working and living in Melbourne. We have moved to single site. I assume regional providers in this case would be able to access funding support also if needed.
Is there a recommendation with how to deal with employees who work in other areas other than RAC?
Thankyou for the information. Our staff work across RACF and private homes, so I assume this does not apply.
Have I understood correctly that workers employed in ACF's can continue to work in Home Care?
Hi Bronwyn, yes they can continue.
Is there anything we can do for employees who ignore this, or refuse to stop working at more than one facility
Where do we draw the line for WHS of staff where they would normally work multiple double shifts by working two jobs but not considered safe if doing this in only one workplace?
Are Respite Centres classified as RACs? will this affect staff who works across RACs and aged care respite centres?
Does this grant apply to community home aged care sector or just RACF?
Could you please confirm the other grants that are available?
Anna Maria Wade
Their take home pay is what needs to be considered i.e. their take home pay for their two jobs at two RACFs. You will need to consider WHS (fatigue, physical distancing etc.) when rostering extra hours
What about those staff that refuse to provide evidence of working at another residential care provider? What can we the employer do?
Hi, Do you have to pay the balance of hours not worked over 76 hours? ie 110 hours total , 50 hours at one and 60 at hours 76 legally able to work so is the funding for the 34 hours?
Thanks Cheryl - if they do opt to just work at RAC does this mean that funding not available to cover them? im assuming so but want to confirm. thanks
The funding for SSE is only applicable to RACFs. From a COVID-19 risk perspective though, what is the guidance on managing other high risk settings (for example staff seeing many clients via District Nursing Services, staff working at a hospital and also at a RACF; working as a personal care worker extensively in home care).
Alicia, check the support hub web page - the link will be included in the slides which will be sent out.
When are we expecting the directive to move to single site? Is this likely to be post the National cabinet meeting on Friddddddddddddddddddd
Anna Maria Wade
The wages should be the same as previous take home pay between the two jobs. Employees should work as many hours as practicable considering WHS, carer's responsibilities etc.
Desma-Ann van Rosendal
Is the Single Site Working arrangement relevant if one of our staff works in a doctors surgery as their second place of employment?
Would it not be easier if f secondary employers continued to pay the staff members regular normal hours whilst they are at their primary workplace - that way excessive overtime costs to the community could be avoided. Secondary employers could then claim that cost back from the grant
Is single site funding applicable to RACF staff who are not direct care workers?
..sorry - keyboard got stuck - National Cabinet meeting Friday....
Can staff put in claim for last year regarding outstanding monies owed? We have only just been informed by carer she was disadvantaged 12mths ago?
Will the current single site grant be extended past 30 June?
And then the hotspot is over soon afterwards
Hi Desma, No only RACF to RACF workers.
Anna Maria Wade
The take home pay rather than the hours is what needs to be considered. If an employee goes into overtime, they will reach their ordinary total take home pay sooner.
Do you know if students on overseas student visas are again able to work more than 20hrs/wk at the moment? to assist with staffing?
When do we get the grant money post application - cash flow?
Desma-Ann van Rosendal
OK thanks cheryl
Hi, How do overtime provisions work? considering staff may potentially be rostered well beyond the 76 hours per fortnight? Do the overtime provisions of the primary employer apply as per norm?
Anna Maria Wade
The rule is still only for students employed before 8 September 2020
Grant is open for hotspots which occurred prior to this event - to 30 June. For this and any subsequent hotspots the grant will be open to end Dec 21.
Some employees need to remain home when they home school during lock down.
so to be 100% clear you will need to pay for hours not worked over 76 hours to ensure no disadvantage and that the RACF will be reimbursed?
effective between 27 May to 10 June currently
Hi are these recommendations for regional areas where there are no current cases and staff are only working in the one region?
reduces the number of staff available then - they work less hours so again resourcing becomes an issue
The providers are just as stressed
Is there funding available to assist Admin/Management with implementing these arrangements - a lot of structing, communicating and rostering behind the scenes
Understand, however the time of applying to the time of receiving
Hi Laura, currently only Greater Melbourne LGAs.
Can we claim funding from the SACWIC grant for the additional administration hours required to do the volume of scheduling/rostering related to this?
Does the Grant cover the administrative costs associated with the coordination of one site workers?
If a surge workforce is required (agency) are they only permitted to work at a single site?
We hear that staff are being told that their organisation is making single site mandatory. If we need staff to stay working for us, for us to maintain adequate staffing for continuing care, how do we manage this. It feels like the staff member is stuck in an uncomfortable position between the two organisations.
issues with regard to workforce cover - ie concerns can be raised through the hub and support provided. Also contact DH re access to surge workforce
Are there some acceptable circumstances from a funding perspective where the worker can nominate as primary employer where they do not have the most hours? This may be for a variety of valid reasons.
So to clarify, there is no requirement of regional sites to secure their workforce?
If a worker works two jobs, is the primary workplace simply a matter of shift hours or where the worker has tax free threshold?
some regional aged care facilities are making working at one site mandatory now, in barwon west
Current hotspot is declared for Greater Melbourne LGAs
More information is available on the Support Hub Webpage.
Is the choice based on hours worked only. What if they have permanent hours at one facility and are a casual worker at another facility?
community settings are high risk - why is it RACF to RACF only?
So regional sites do not need to secure their workforce?
Can an employee retrospectively make a claim against an employer to meet the financial hardship make up pay, if in the first instance they opted out of the Grant process?
what are the reasonable support docs that a provider can ask for an employee to validate the additional hours to be paid (if hours are not available)
Lana, it is usually the workplace where the most hours are worked.
Is it an expectation to pay over and above 76 hours in a fortnight. Some of our employees are working around up to 100 hours in a fortnight when their 2 jobs are combined.
For Jacob: does the grant funding apply to workers who work across multiple facilities with the SAME employer (and they elect to work at only one facility with that employer)?
Anna Maria Wade
Payslips - last three; contract of employment/letter of engagement; contact details for other employer for you to make direct contact to confirm employment arrangements
The employee should not be worse off.
With this arrangement being volunteer, If employees decide they want to remain working in multisite and contributes to an outbreak then this approach becomes less useful. If there is funding available and the employee is not being disadvantaged financially, why can't this be made mandatory?
What about staff living in regional who travel to RACF in hotspot area?
Fiker, this will be taken on notice.
Is there any funding available for increased PPE that we need at the moment?
We have already submitted an acquittal form to pay back unspent SACWIC funds for the previous hotspots (we were told this was required by 3 June 2021) but now we are going to need more funding due to this new hotspot being declared. How do we go about receiving extra funding? Do we have to apply again or can our acquittal be cancelled?
Jodi, conversations should be had with these employees, if they are also working in a regional RACF.
Does this include casual shifts that are usually worked or just regular shifts
"Above usual wage bill" as evidence does not take occupancy into account. Occupancy decreases in outbreaks with a corresponding decrease in payroll, especially with casual staff being required to isolate. This does not accurately capture our out of pocket expenses. This does not seem fair? Could we just provide evidence of individual employee payroll pre and post hot-spot?
safe working conditions must be considered - knowingly allowing someone to work excessive hours at your facility is a risk - this is where it would work best if their secondary employer continued to pay those hours - that way the primary employer could provide additional hours in a safer context without disadvantaging the employee financially
so does this include Home care staff?
Re staff shortages. Small facilities can lose critical staff literally overnight. This can force them into long term expensive agency arrangements at short notice. How does the grant process deal with this issue for providers?
Are allied health professionals working in Melbourne facilities permitted to work across facilities including outside Melbourne region
Can you please define how to calculate normal wages when applying for the first part of the grant (supernumerary). Many of our sites are ineligible to claim the additional costs incurred due to circumstances that have decreased the wage costs for the site between the two periods. eg public holidays, reduced occupancy etc
What if the delegate does not approve, are providers left footing the bill????
Could you please provide examples of "further supporting documentation" that may be requested during the assessment?
Allied Heath and social support services - can we ask them to apply single site?
WE have been through this before and the time between applying and receiving the grant can be months!!
Vanessa - Government has indicated the COVID supplements paid last year were to cover these costs If you cannot access PPE you can approach the DH firstname.lastname@example.org
Will funding be available to get this documentation and implement the application?
Been through this process and delays in eimburesment can be months??
When staff choose to work at their primary employer, it leaves a gap with their secondary RACF employer. That employer will then close those gaps through offering overtime that they would not have usually paid. Staff will be better off financially, but it is not sustainable for wellbeing. Agency is usually an alternative, but this won't be covered?
Can funding also cover increased use of agency if single site measures result in a net exodus of staff?
Allied health should be encouraged to work single site, or utilise telehealth services.
Sorry - so was supernumerary hours permitted in the grant? Or do they stay home and we just pay their “expected hours”.
Can you plse confirm the 'top-up' costs of agency staff to supplement employee cost can be included in the GO4215 claim
Thanks Cheryl, can provide pain management massages via Telehealth unfortunately.
Should staff also working in other high risk settings (district nursing, hospitals etc) also be encouraged to work single site (even if this grant does not apply).
Could we please have the link for the fact sheet?
If this arrangement was to be extended, when do expect this to be announced for preparation purposes?
Please clarify that a CHSP worker can also present for work at an RACF?
Hella - need to log into grant connect to access but if you go to the hub website all materials are there
Good luck trying to get surge workforce!
I went to the hub and cannot locate it
Agree with David
If mandatory covid testing and on-site rules come into place this will be extremely challenging - most staff have indicated they will leave
Helia, please email the hub for extra assistance.
What is the difference with surge staff from ? anywhere and using our own staff between sites ??
Agree with David from experience, the surge force cannot send staff
community and hospital settings are also high risk. Why is single site only applicable RACF to RACF?
Agency staff are excluded as they are one of the options for access to surge workforce
The department is block booking agency for 6 month contracts to assist with COVID matters
Hi Veronica, yes they can.
What happens when one home is non for profit but the primary is not how is this to be paid
How does this affect Casual staff who are rostered on a regular basis?
Is this only paid if they is a hotspot only - for example if they bring in the one site rule but no hotspots - can we still apply for the funding?
If an employs is on leave due to symptoms/COVID tests then we pay sick leave or will this be funded?
Continuity of service at both ?
A Commonwealth hotspot has to be declared to access the grant funding
yes service is not broken at either site
what if employee choose us as primary during the period but went to mat leave after a few days. should I include them in the calcuation
Anna Maria Wade
From memory yes but will double check
Hi Claire, not at this time
We are covered as we have staff working in Melbourne as well as working at our regional service
So regional sites do not need to secure a single site workforce?? Could you please confirm this.
Could you kindly reconfirm the position with respect to agencies providing a fully outsourced AHP services into Residential Aged Care. Will such providers be exempt to single site policy given they are not direct employees of RAC and equally do not qualify for government funding to support labour costs against this policy?
for previous years hotspots - in Adelaide for example can we backclaim for this - or is it only the current Melbourne locations?
where is the funding for these additional screening measures?
Claire - you can apply for previous hotspots by 30 June 2021.
This is taking staff away from residents
If the employee chooses the other employer as primary employer would they still be accruing Long service leave with our aged care. would they at the same time accruing LSL with the chosen primary employer
Does this affect workers who work across residential disability homes and RACFs?
Hi Jodi, this has been included in the recent extra funding which has been received in the March subsidy payment.
Can staff put in claim for last year regarding outstanding monies owed? We have only just been informed by carer she was disadvantaged 12mths ago?please advise as I didn't hear this question being answered.
for staff if the other job is not at an aged care facility the funding grant would not apply
Can I please have more information on this Cheryl?
Hi Rachelle, No, not at this stage.
Hi Jodi, please log your enquiry on the support hub so we can assist further,
Payroll expense for that particular residence?
just to confirm the payroll to be provided is for the payroll at the impacted residential aged care home only...not the entire organisation ?
Zeenat, that is correct.
That is right - you can claim for one or more facilities, so need to provide for the facilities being applied for. So not the whole org.
what is the point of standing them down when we are desperate for staff...……...
If an out break happens due to the multisite as noted with the current COVID case, it would be in the best interest of our resident this becomes mandated.
So if the other facility is asking the staff to stay at their site, but we require the staff to work with us, are they eligible for the grant if they work with us, even if they usually have more hours at the other site? (Assuming the other site let’s them come to us).
so we may have to pay over 76hours if they usually work 110 hours
Please log your questions and concerns on the Support Hub for further guidance.
I know that agency staff are excluded as they can obviously work across multiple sites. I am asking whether the additional agency costs can be claimed for funding when the single site initiative has resulted in a loss of workforce.
I have the same question Vanessa - thank you
Can staff put in claim for last year regarding outstanding monies owed? We have only just been informed by carer she was disadvantaged 12mths ago?can you please answer!!
Hi Alicia, a BIDs was sent out with a map of the Greater Melbourne LGAs - please email the Support Hub for further assistance.
Hi Dianne, if you pay her and then you can show that you are disadvantage by the 30 June. you will be able to access the SACWIC funding for last year.
Diane, the grant applications are still open until June 30, 2021.
So do staff have any choice as to who they want to work with? Or does it have to be where most hours worked?
Hi Made, yes that is correct
hub triage 1800 491 793
In relation to recovering the cost of agency (additional cost to cover lost work for employees) there is a comment on p10 of the Frequently Asked Question Guide for GO4215...this may assist).
Are CHSP funded services included in this funding in order to replace Care workers affected by Covid?
So Rachel - those extra hours can still be eligible for the grant? even if they are working more hours usually on the other site
Hi Julianne this applies to staff working across RACFs only at this stage.
Hi Nishan, yes that is correct, you pay them their ordinary pay.
Except that the funding now states that they have to nominate the employer they have the most hours. Some doubt around whether this would be funded.
Doesn't using agency somewhat defeat the purpose of single site employment?
when will the recording be available to attendees..?
Hi Karen, correct.
Hi Karen, that is correct. it does not apply to contractors
Yes, Roger, that is correct. However, it is the grim reality for smaller providers who experience a net exodus.
With the supporting information that will be provided post this discussion would it be possible to include the position communicated today on AHP agencies to ensure there is consistency on the understanding of them being exempt for single site policy.
I think the elephant in the room is that it is hard to get staff because there is overall hesitancy in working in aged Care. Perhaps this can be the next topic of discussion
Congrats on this session, must be difficult for you all at this time. Cheers dj
Glenn, as soon as possible.