Posted on
November 30, 2021
Social Community and Disability Sector

Roster changes and sleepovers

Members in the north west have raised concerns about roster changes since being told that the roster changes were occurring because “the existing rosters weren’t compliant with the current Oak/Possability Agreement”.

Members were told that this meant they cannot work a 3pm till 11pm shift followed by a sleepover (11pm-7am), and then go on to work a 7am shift, but this information is not quite correct.
According to your agreement, you can work a shift, and then do a sleepover, which is paid by an allowance so not classed as time worked, and then work a morning shift straight after at 7am (except if disturbances occur during the night and then the sleepover should be deemed and paid as an awake shift).
Here’s what your current agreement says about this:
36. Sleep-Over And Sleep-Over Allowance
All employees may be required to complete sleepover shifts. Provided that any employee who, on initial engagement with the employer, entered into a specific agreement not to perform sleepovers will be exempt from this clause.  

  1. Payment for Sleepover

Employees who are required to perform sleepover duties for an eight hour period will be paid $80.47 per sleep over.
Sleep-Over allowance in this Agreement will be increased on 1 July 2019, 1 July 2020 and 1July 2021. The amount of the increase will be 3% or the percentage increase stipulated by the FWC’s Minimum Wage Panel, whichever is the greater. 

  1. Notwithstanding the provisions of subclause 29 (b) (iv), by agreement between the employee and the employer, the break between:
  2. The end of a shift and the commencement of a shift contagious with the start of sleepover: or
  3. A shift commencing after the end of a shift continuous with a sleepover may not be less than eight hours
  4. An employer may roster an employee to perform work immediately before and/or immediately after the sleepover period, but must roster the employee or pay the employee for at least four hours’ work for at least one of these periods of work

We’ve raised the issue to management and here’s what Senior Business Partner Robyn Miller replied:

"I have spoken to our rostering team and can confirm the proposed rosters presented to NW employees have been applied correctly as per clause 36 (ii) of our EA. Rostering have confirmed that staff can work an afternoon shift > Sleep over >morning shift (7am-9am or 7am-3pm) but they do require an 8 hour break before commencing following shifts. In the case of staff who wish to work two or three sleepovers shifts in a row (i.e.3pm-10pm/sleepover), if they work a morning shift prior to the second or third sleepover shift, it does not allow a 8 hour break between."

Manager Stacey Alexander has also written back saying:

"I have had a chat with a couple of supervisors today and they are more than happy to meet with any employees in person with concerns to go through their rosters individually, a BP will also be present in any meetings for further support. We want to support employees within reason where we can as part of this process. If there are any employees in particular that have already approached their supervisor and feel they are unable to take this approach again, I would encourage them to approach their senior supervisor or Robyn directly."

Our advice is to take Stacey up on her offer and speak to your Senior Supervisor or Robyn directly if you still have concerns around your roster changes. If you still feel you are not being supported through this process then give HACSUassist a call on 1300 880 032 to chat about your options further.

For more information about this or any other industrial matter, members should contact HACSUassist on 1300 880 032 or email assist@hacsu.org.au or complete our online contact form

Social Community and Disability Sector