Call out An employee who is on call and in receipt of an on call allowance will be paid at the appropriate overtime rate for time required to attend work. Actual time worked will be deemed to apply from the time the employee leaves home. Remote response An employee who is in receipt of an on call allowance and available to immediately: respond to phone calls or messages; provide advice (‘phone fixes’); arrange call out/rosters of other employees; and remotely monitor and/or address issues by remote telephone and/or computer access, will be paid the applicable overtime rate for the time actually taken in dealing with each particular matter. An employee remotely responding will be required to maintain and provide to the employer a time sheet of the length of time taken in dealing with each matter remotely for each day commencing from the first remote response. The total overtime paid to an employee for all time remotely responding in any day commencing from the first response will be rounded up to the nearest 15 minutes. Sleepover allowance A community service employee who is required to be present at the workplace for any period while on a sleepover shift will be paid 50% of the for each hour plus the on call allowance provided for in clause 24.6(b). Time spent while on a sleepover shift will not be regarded as ordinary hours or as time worked for any purpose whatsoever. Payment of the on call allowance referred to in clause 24.7(a) will be payment for work undertaken by the employee during any continuous period of a sleepover shift unless the work is in excess of either: one hour; or two call outs. Subject to clause 24.7(c), an employee called out to work will be paid at overtime rates for the period of the call out with a minimum payment of 30 minutes. A sleepover shift will not exceed 12 hours unless the premises at which the employee is required to remain is the principal place of residence, employee’s in which case the employee may be on a sleepover shift for up to 14 hours.
Call out An employee who is on call and in receipt of an on call allowance will be paid at the appropriate overtime rate for time required to attend work. Actual time worked will be deemed to apply from the time the employee leaves home. Remote response An employee who is in receipt of an on call allowance and available to immediately: respond to phone calls or messages; provide advice (‘phone fixes’); arrange call out/rosters of other employees; and remotely monitor and/or address issues by remote telephone and/or computer access, will be paid the applicable overtime rate for the time actually taken in dealing with each particular matter. An employee remotely responding will be required to maintain and provide to the employer a time sheet of the length of time taken in dealing with each matter remotely for each day commencing from the first remote response. The total overtime paid to an employee for all time remotely responding in any day commencing from the first response will be rounded up to the nearest 15 minutes. Sleepover allowance A community service employee who is required to be present at the workplace for any period while on a sleepover shift will be paid 50% of the for each hour plus the on call allowance provided for in clause 24.6(b). Time spent while on a sleepover shift will not be regarded as ordinary hours or as time worked for any purpose whatsoever. Payment of the on call allowance referred to in clause 24.7(a) will be payment for work undertaken by the employee during any continuous period of a sleepover shift unless the work is in excess of either: one hour; or two call outs. Subject to clause 24.7(c), an employee called out to work will be paid at overtime rates for the period of the call out with a minimum payment of 30 minutes. A sleepover shift will not exceed 12 hours unless the premises at which the employee is required to remain is the employee’s principal place of residence, in which case the employee may be on a sleepover shift for up to 14 hours.