What is the Work Value Case?
The Aged Care Work Value Case is a series of decisions of the Fair Work Commission that change minimum wages and conditions for employees in the aged care industry. The Work Value Case recognises that a valued workforce with the right skills and knowledge is critical to reform the aged care system.
The Work Value Case is currently in Stage 3.
This web page has been created to host information relating to the changes from the Fair Work Commission (FWC) for the Aged Care Work Value Case (WVC) Stage 3 and help you to understand what the changes mean for you as an employee at Benetas.
How does this affect me?
In Stage 3 of the Work Value Case there are changes to the Aged Care Award (ACA), and the Social Community, Home Care and Disability Services Industry Award (SCHADS). These Awards help aged care organisations to Classify and determine the hourly pay rates for employees, which we do through 'Classifications' in our own Enterprise Agreement. Each organisation uses the Award Classifications in a different way, so what the change looks like at Benetas, may not be what it looks like at another aged care organisation that you may be working at.
The FWC has decided to increase hourly pay rates for specific Classifications in the ACA and SCHADS Awards, with some funding from the Federal Government. All increases funded by the Federal Government will be fully passed on to eligible employees. This means that the dollar amount increases to award rates will be applied to the appropriate classifications under the Benetas Enterprise Agreements. The increase amount varies by classification and role.
Please note, the FWC has not issued increases for all Direct Care and Home Care employees.
What do I need to do?
You do not need to do anything.
All increases funded by the Federal Government will be fully passed on to eligible employees. This means that the dollar amount increases to award rates will be applied to the appropriate classifications under the Benetas Enterprise Agreements. The increase amount varies by classification and role.
Please note, the FWC has not issued increases for all Direct Care and Home Care employees.
These changes will take affect from the first full pay period at Benetas, and for those affected, you will see the change reflected in your pay on 23 January 2025.
If you are to be affected by the change, you will receive communications letting you know and advising you what the change will be. Please read these communications.
What happens next?
We will continue to communicate the changes to you in a variety of ways.
Your Managers ae available if you have any questions or concerns or would like more information on how this change will or will not affect you. You can also visit the Fair Work Website, or the Department of Health and Aged Care Website.
Alternatively, you can contact our Human Resources Department at Benetas at hrenquiries@benetas.com.au.
Frequently Asked Questions
New Employment Contract
A new employment contract may be used where your overarching employment conditions are significantly changing. Where a new employment contract is issued, your previous employment contract will no longer be active.
Examples where a new employment contract may be issued:
- Changing employment status, for example Temporary to Permanent
- Changing employment status from Casual to Part Time; from Part Time to Full Time; from Full Time to Part Time, etc
- Permanent changes to a position from a promotion or internal transfer. For example from a Marketing Officer to a Senior Marketing Advisor, moving from working as a Personal Care Worker to working as a Registered Nurse
Addendum to an Employment Contract
An Addendum may be used where your employment conditions are being modified in a minor way. The addendum is used to supplement your current employment contract.
Examples where an addendum may be issued:
- Changes to your annual salary or hourly rate for Non-Award employees
- Changes to your classification, within the same Enterprise Agreement
- Temporarily acting in another role (secondment or higher duties)
- Adding / removing an allowance or deduction
- Increasing or decreasing your part time hours, while staying within a part time employment status.
- Changing your roster pattern
If you still have questions, you can contact our Human Resources Team on 8803 9484 or hrenquiries@benetas.com.au
If you are noticing any issues in your pay, or have any questions, you can contact the payroll team directly at payrollenquiries@benetas.com.au or 03 8823 7900.
You can access any of your documents through your applicant portal, link here.
If you are on our Careers Page (link here), there is a button at the top right hand side that says "My Profile" If you click on My Profile, there will then be a button to go to the Applicant Portal.
After you are in the Applicant Portal, click on View Application for the required position, and your documents will be in there.
For Employment Contracts or Addendum Letters issued prior to June 2024, you may need to contact the Benetas Human Resources Department throgh hrenquiries@benetas.com.au
The variations form can be completed by a line manager, or a Residential Services CSO, or an Executive Assistant.
The Variation form will be the details of the verbal agreement between the employee and the line manager.
Operational areas have a higher number of variations, and often have shorter turn around times.
Noting that 2024 has seen a significant amount of changes for our operational areas already, the release to operations has been moved to 2025.
As Support Office, Blackburn Centre and Retirement living have fewer variations instances, releasing in 2024 means that we can start to see some benefits coming through, and also allows for real scenario testing prior to releasing to operational areas with a higher frequency.
Communications will be a mix of email, newsletters, and presentations at meetings for Leadership positions.
Front line employees will receive an email, as well as physical notices such as posters within their work spaces. This webpage has also been created and can be accessed through links in different communications, and QR codes on posters.
Additionally, we request support from line managers to discuss the upcoming change with their teams, and support and resources will be provided for this.
Prior to the new document being sent out to you, you will receive an email letting you know what will be coming and what to do when you receive it.
You will be sent the final document to review.
An Addendum will generally be only 1-2 pages in length, and will specify at the top of the document that it is a Contract Addendum.
An Employment Contract is generally 4+ pages in length and will specify at the top of the document that it is an Employment Contract.
The Addendum or Employment Contract should be reviewed and actioned as soon as possible.
We are not able to process the requested change until your acceptance of the change has been received.
If there is a delay in accepting, it may mean that we have to change the date the change can be effective from.
An automatic reminder will be sent to you 48 hours after the addendum or contract is issued.
A member of the HR team, or your line manager may follow up after this period.
There will be an accept button and a decline button available to you.
You do not have to accept the document if you do not agree with the terms outlined within the document or referenced to.
We encourage you to contact your line manager, or a member of the HR team prior to declining the documents.
