PAYMENT AND CONDITIONS WHILE COVID INFECTIONS ARE BEING MANAGED
My apologies for not getting something out on this sooner but all sorts of unprecedented situations are arising that we have to carefully check with our industrial workplace advisers before responding.
This is not the sort of information that some people want or need but I have to tell it as it is and adhere to the advice I receive.
These protocols can change by direction from the Department of Health (DoH) and our industrial workplace advisers, Quartz Consulting. I will send out immediate memos on any changes.
Discretionary COVID Leave Payments
The current unpredictability of the COVID situation does not allow NWSS to consider discretionary COVID leave payments that would be funded out of service development funds.
Workers Compensation
A support worker who was infected in a workplace while working would likely qualify for worker’s compensation. However, it would require an application and be subject to assessment by the insurance company as to whether it would be accepted or not.
The Resident
Everything that happens to resident/s is in accordance with:
- NWSS internal policies and procedures
- Directions from the (DoH) who can override NWSS internal policies if necessary
An employee who is required to isolate in accordance with a government health order and does have COVID
- They are not paid but can use sick leave and annual leave, if they have it, because they are not fit for work.
- If they are a casual employee, they are not paid and can apply for a government payment:
- An infected employee who decides to make it easier for the organisation to deal with the situation by agreeing to remain in the residents home with the infected resident/s for the isolation period can negotiate the conditions and payment for such a commitment. In a recent use of this strategy we were able to limit the potential spread of the infection.
- Mild COVID infections for residents and staff who remain with them will be monitored by the Department of Health’s, COVID AT HOME TEAM
An employee required to isolate in accordance with a government health order but does not have COVID
- This person does not get paid. They can take annual leave and sick leave, if they have it, by agreement.
- If they are a casual employee, they are not paid and can apply for a government payment:
An employee who is required to isolate in accordance with a NWSS policy
- If the person is not subject to a public health order to isolate but there is a policy in place that requires the person to isolate, then they do not get paid for the period that they are required to isolate.
An employee who hasn’t been infected but NWSS is not allowing them to go into the workplace if an infection in that workplace is under a management strategy that does not require them
- This employee will be stood down from this workplace without pay but remain in the employment of NWSS until they can be given permission to go back to this workplace. They can still work in other workplaces if work is available.
As I said, at the beginning, this may not be welcome news but it is the way things are being handled at the moment.
NWSS is very grateful for the obvious care and considerations that are keeping us relatively safe at the moment.
I do want to reiterate our offer to change employees to the pay rate that allows them to accrue sick leave and annual leave that can be used in these situations. If you are interested in transferring to the entitlement accruing rate, please contact me.
- Neal Rodwell
- General Manager : North West Support Services
- 0418 140 000