Casual and part-time employees

Casual and part-time employees who have been disadvantaged by changes to work patterns as a result of COVID-19 disruptions may be eligible for the Employment Stability Payment.

Employment Stability Payment

Those employed under casual or part-time arrangements with Monash Health, on a ‘regular and systematic basis’ from 1 January 2020, will be entitled to the stability payments, which will be back-paid to 1 April 2020.

As part of the response to the COVID-19 pandemic, Monash Health had to reduce elective surgeries and services. This meant many of our casual and part-time employees didn’t receive the regular shifts they would have should these services be running.

On 22 April 2020, the Department of Health and Human Services issued advice to all health services aimed at supporting casual (and part-time) employees whose weekly hours and patterns of work may have been disrupted by coronavirus (COVID-19)-related matters.

Effective from 1 April 2020, and until elective surgery restrictions have been lifted (or otherwise as directed by the Department of Health and Human Services), health services should remunerate affected employees for the equivalent of their average earnings over the last 12 months (or shorter period if they have not been an employee for 12 months).

The key premise of this arrangement is to avoid disadvantage to, but not create an advantage for, affected employees.

Employment Stability Payment online application form

If you are unsure of your eligibility for these payments, please read the FAQs below, and have a conversation with your manager.

Employees who are eligible for the Employment Stability Payment and wish to receive this continued payment (until restrictions on elective surgery are lifted) will need to complete the online Employment Stability Payment application form by Sunday 24 May, 2020.

The Employment Stability Payment application form involves filling in questions about your skills, availability, and site preferences, and can be completed online in less than 10 minutes.

Employment Stability Payment online application form

Please complete the ESP application form to facilitate the matching of work opportunities/hours via Monash Health’s existing allocation system, ShiftMatch.

Frequently asked questions

Casual employees

What am I entitled to if I am a casual employee and I have not been able to pick up as many shifts as normal?

If you have been employed by Monash Health on a ‘regular and systematic basis’ you will be entitled to be paid for the equivalent of your average weekly earnings over the last 12 months (or over the period of your casual employment if less than 12 months) as long as you are willing and available to accept casual shifts and work the casual shifts that are offered to you. This payment is called the Employment Stability Payment.

What does employed on a ‘regular and systematic basis’ mean?

Generally, you will be considered to have worked on a regular and systematic basis if you have worked a casual shift between 1 January 2020 and 31 March 2020, worked casual shifts on a regular basis (such as weekly, fortnightly, monthly) and there is a clear pattern of shifts worked.

There must have been an expectation prior to the COVID-19 restrictions that you would continue to work on a regular and systematic basis.

How long do I have to have worked with Monash Health to be entitled to the Employment Stability Payments?

There is no minimum period of employment with Monash Health that is required. However, you generally must have worked a casual shift between 1 January 2020 and 31 March 2020 and be employed on a ‘regular and systematic basis’.

Will I qualify for the Employment Stability Payments if I have been replacing a permanent employee who has been on parental leave or long service leave?

Yes, provided you have worked a casual shift since 1 January 2020 and meet the definition of regular and systematic (refer to question ‘What does employed on a ‘regular and systematic basis’ mean’?), you will be entitled to the Employment Stability Payments.

However, if you have been engaged as a casual employee to backfill a permanent employee’s absence on leave, and there has been no expectation of ongoing employment following that period that you were backfilling, you will not be eligible for the Employment Stability Payments.

What if I have been a permanent employee of Monash Health for years but changed to casual employment only three months ago. Will I still qualify for the Employment Stability Payments?

Yes, you will qualify for the Employment Stability Payments provided you meet the requirements (refer to question ‘What does employed on a ‘regular and systematic basis’ mean?’). Your average weekly earnings will be calculated over the period you have been employed as a casual and will not include your earnings as a permanent employee.

What if I recently became a permanent employee at another health service but I worked casual shifts at Monash Health on a regular and systematic basis until February 2020? Will I be entitled to the Employment Stability Payments?

The intention of the Employment Stability Payments is not to advantage or disadvantage any employees. If there was an expectation prior to the COVID-19 restrictions that you would continue to work on a regular and systematic basis as a casual employee, you will be entitled to the Employment Stability Payments. The Employment Stability Payments will be based on your average weekly earnings as a casual employee provided you are available to accept shifts and work shifts offered to you. Shifts will be offered to you consistent with your normal availability.

I have been working as a casual employee at Monash Health for many years but earlier in the year I stopped receiving shifts because there was no available work. Will I still be eligible for the Employment Stability Payments?

Generally, if you have worked a casual shift between 1 January 2020 and 31 March 2020 and have been employed by Monash Health on a regular and systematic basis, you will be eligible for the Employment Stability Payments. For more information refer to ‘What does employed on a ‘regular and systematic basis’ mean?’ and ‘How long do I have to have worked with Monash Health to be entitled to the Employment Stability Payments?’.

I am a casual employee who was working shifts temporarily as part of the EMR implementation. The project has now ended. Will these shifts in EMR form part of the calculation for Employment Stability Payments?

If you are a casual employee who has been working shifts in an area where there was no expectation that these hours would continue as it was a temporary arrangement/project, the hours will not be included in the calculation of your average weekly earnings as the hours were clearly temporary and the cessation of those hours was unrelated to COVID-19.

Where it is identified that you worked hours as part of a temporary arrangement/project, we will review whether the hours you worked in the temporary arrangement/project were consistent with your previous average hours of work, and whether there was an expectation that you would continue to work similar hours moving forward.

As a casual employee, what if I have been on parental leave or long service leave in the last 12 months? How will that affect the calculation of my average earnings over the last 12 months?

If you have been on a period of long service leave or other paid leave during the last 12 months, we will still average your pay over the last 12 months. Where you have taken paid leave at half pay or double pay, this will be taken into consideration when calculating your average earnings.

However, where you have been on a period of unpaid parental leave and you have returned to working casual shifts on a regular and systematic basis, we will exclude the period of unpaid parental leave from the calculation of your average weekly earnings over the last 12 months so you are not disadvantaged.

Do I have to work a minimum number of hours to qualify?

No, there is no minimum number of average hours required as a casual employee to qualify for the Employment Stability Payments.

Part-time employees who are working additional ordinary hours shifts

Does the arrangement apply to part-time employees contracted to minimum hours but who have regularly worked additional ordinary hours?

Yes, part-time employees who have regularly and systematically worked additional hours to their minimum contracted hours between 1 January 2020 and 31 March 2020 will be eligible for the Employment Stability Payment, provided:

  • There was an expectation the work would continue and you have experienced a reduction or loss of those additional hours due to COVID-19
  • You are available to accept additional shifts, and
  • You work the additional shifts offered to you.

Shifts additional to contracted hours will still be offered and will now be managed centrally. The additional shifts may be offered in alternative areas, if not available in your own area.

Please speak to your manager in the first instance and contact the COVID-19 employee hotline with any further questions. Details of the process will be available on the Monash Health Bureau webpage and on the COVID-19 website within the next week.

If we are unable to offer appropriate additional work, eligible part time employees will receive the Employment Stability Payment equivalent to their average weekly earnings over the past 12 months.

I am a part-time employee who was working additional ordinary hours temporarily as part of the EMR implementation. The project has now ended. Will these additional hours worked form part of the calculation for Employment Stability Payments?

If you are a part-time employee who has been working additional hours but there was no expectation that these hours would continue, the additional hours will not be included in the calculation of your average weekly earnings as the hours were clearly temporary and the cessation of those hours was unrelated to COVID-19.

Where it is identified that you worked hours as part of a temporary arrangement/project, we will review whether the hours you worked in the temporary arrangement/project were consistent with your previous average hours of work and whether there was an expectation that you would continue to work similar hours moving forward.

As a part-time employee What if I have been on parental leave or long service leave in the last 12 months? How will that affect the calculation of my average earnings over the last 12 months?

If you have been on a period of paid leave during the last 12 months, we will still average your pay over the last 12 months. Where you have taken paid leave at half pay or double pay, this will be taken into consideration when calculating your average earnings. However, where you have been on a period of unpaid leave, we will exclude the period of unpaid leave from the calculation of your average weekly earnings over the last 12 months so you are not disadvantaged.

Availability to work shifts

Do I have to work shifts to receive the payment?

Yes, there is an expectation that you are willing and available to work shifts to receive the Employment Stability Payment.

Where you have seen a reduction in available casual shifts, or additional shifts for part-time employees, we will look to find work for you to do, but the work may be in a different role or area to where you would normally work. If you previously worked an average of two casual shifts a week, we will try and roster you to two shifts a week to work, consistent with your normal shift availability. If you previously picked up one additional ordinary hour shift a week, we will try and roster you for one additional shift per week, consistent with your normal shift availability.

What happens if I don’t want to work an offered shift?

If you do not wish to work a shift that is offered to you, you do not have to accept it but you may not receive payment for that shift. There is an expectation that you are willing and available to work shifts to receive the Employment Stability Payment (see question above ‘Do I have to work shifts to receive the payment?’).

Please note the new JobKeeper payment does not apply to Monash Health employees.

How will I be offered shifts?

You will need to advise of your availability to work shifts by completing the Employment Stability Payments Application Form (coming soon). You will then be rostered to perform the shifts on in the ShiftMatch system which match your availability, skills and experience. Where you do not accept a shift that has been offered to you, you may not be paid for the shift, as we may form the view you are no longer willing and available to work.

What happens if I am offered work in an area I don’t usually work in? Will I be provided with training and support?

If working a shift in a new area, the manager will be responsible for providing you with a local orientation and training.

What happens if I am a part-time employee and I have been offered work in an area where I don’t usually work? Do I have to accept the shift?

Where possible, you will be offered a shift that matches your skills, experience and availability. If working a shift in a new area, you will be provided with training and support as appropriate. If you have concerns that the work offered is inappropriate, please raise your concerns with your manager or Monash Health Bureau in the first instance. If you choose not to accept an appropriate additional shift in another area, which matches your skills, experience and availability, you may not be paid for the shift as we may form the view that you are no longer willing and available to work.

Can I refuse a shift that has been offered to me due to concerns regarding COVID-19 or other reasons?

As part of being a health care worker, it is expected that our employees will accept shifts to meet our operational needs, this will include working on COVID-19 wards and services.

If you have concerns you should discuss this with Monash Health Bureau or your manager in the first instance. Monash Health is committed to ensuring that employees are able to work safely and have appropriate training and support and access to PPE where appropriate. If you are concerned that you may be at higher risk of serious illness from COVID-19 you should complete the screening checklist for higher risk employees.

If you refuse a shift, you may not receive payment for that shift.

Will the hours of work match my current hours?

Wherever possible, your average hours worked will be matched. If we cannot provide you with sufficient hours of work, you will still be paid for the equivalent of your average weekly earnings over the last 12 months. If you elect to work reduced hours, despite additional hours to meet your average hours being made available to you, only these reduced hours will be paid.

What if I am a higher risk employee? Will I be entitled to these Employment Stability Payments after I have exhausted the 20 days’ paid special leave?

If, after completing the ‘Screening Checklist for Employees Who May Be at Higher Risk of Serious Illness from COVID-19, you have been assessed as a higher risk employee who is working in a high-risk area, your manager will work with your People and Culture Business Partner to explore options for you to work safely. More information is available on the Higher Risk Employees web page.

If we are able to provide suitable working arrangements and shifts for you, then you will be expected to work these shifts. If you choose not to work these shifts, you will not be entitled to the payment. However, if we cannot provide you with suitable working arrangements, you will be entitled to paid special leave and then to the Employment Stability Payments.

Employment Stability Payments and casual shift allocation using ShiftMatch

How do I register myself on ShiftMatch?

Employees who are eligible for Employment Stability Payments, and are available to work, are required to complete the online Employment Stability Payment application form (above) to join Monash Health Bureau.

Any employee wishing to maintain their extra shifts (and their eligibility for the payment) is required to complete the form.  These details will be uploaded into our ShiftMatch system. ShiftMatch is a web-based system used to allocate employees into shifts.  The web address is mh.cascom.com.au. Save the address for ShiftMatch under favourites or create a short cut on your desktop.  A temporary password will be emailed to you once you have been registered on ShiftMatch. Once you have logged on, please take the time to read the ShiftMatch User Guide.

How do I make myself available for shifts?

You will be required to enter the details of your availability to work on ShiftMatch. This is known as an ‘offer’. It is recommended you enter your ‘offers’ at least six weeks in advance.

How do I get allocated my work?

ShiftMatch will send you an SMS offering you work. Each shift will have its own code, e.g. ABC123. Reply with the code given to accept the shift offer.  You may also receive a phone call from the Monash Health Bureau team offering you work.

What do I do if I cannot work a previously accepted shift?

If unable to work a shift previously accepted you will need to ring Monash Health Bureau on (03) 9265 1789 as soon as possible to withdraw.  Monash Health Bureau hours of operation are 5:30am to 10pm Monday to Sunday.

What do I do if my availabilities have changed?

If your availability changes, please ensure ShiftMatch is updated to reflect the changes.  If you are unable to work, please remove your availability from ShiftMatch.

Who will enter my shifts onto Kronos?

Five minutes after your shift starts, ShiftMatch will transfer the times onto your Kronos timecard.  You will be required to check and approve your timecard before the end of the pay fortnight.

What happens if I do not get paid for a shift worked through Monash Health Bureau?

Employees have the responsibility to check and approve their timecard in Kronos before the end of the pay fortnight. If the timecard needs adjustment before the end of the pay fortnight, the employee should speak with their manager. If you are paid incorrectly, you will need to submit an amendment form to MHB for approval.  This can be found on the ’Payroll Forms’ intranet page. The amendment form will be submitted to pay office for payment in your next pay fortnight.

What happens if I don’t want to work an offered shift?

If you do not wish to work a shift that is offered to you, you do not have to accept it, but you may not receive payment for that shift. There is an expectation that you are willing and available to work shifts to receive the Employment Stability Payment. Please note the new JobKeeper payment does not apply to Monash Health employees.

What happens if I am offered work in an area I don’t usually work in? Will I be provided with training and support?

Monash Health Bureau will endeavour to find you work in an area you are familiar with, using skills you already have. If this is not possible, and you are offered work in a new area, the manager will be responsible for providing you with local orientation and training.

Can I refuse a shift that has been offered to me due to concerns regarding COVID-19 or other reasons?

As a health care worker, Monash Health expects that employees will accept shifts to meet operational needs; this includes working on COVID-19 wards and services. If you have concerns, you should discuss this with Monash Health Bureau or your manager in the first instance. If you are concerned that you may be at higher risk of serious illness from COVID-19 you should complete the screening checklist for higher risk employees on the higher risk employees page.

As part of your application for the Employment Stability Payment, you will have been asked to ensure your PPE training and flu vaccinations are up to date. Visit the coronavirus website for Monash Health employees to find out more.

What if I am a sessional doctor

Medical employee shifts are managed by Monash Doctors. Please contact them for further details of how the Employment Stability Payments are being managed for eligible sessional doctors.

General questions

What if I am a full-time employee who is regularly rostered to work overtime and the overtime is no longer available?

The Employment Stability Payments do not apply to full-time employees, only to eligible casual and part-time employees.

What if I am a new casual employee, or a part-time employee that has recently commenced picking up additional shifts? Will I be eligible for the Employment Stability Payments?

You must have commenced working casual shifts or picking up additional shifts by 31 March 2020 to be eligible.

What if I have taken long service leave as there has been a reduction in available shifts? Can the long service leave be re-credited to me?

No, however you can discuss cancelling the remainder of your long service leave with your manager or Monash Health Bureau and then make yourself available to work shifts. We need to be able to balance the already planned roster with any requests to cancel previously approved leave. Exceptions may occur where an employee has an excessive leave balance and the leave was part of a leave plan or where recruitment action has occurred and a replacement employee has been engaged. We also need to be mindful that there may be limits on leave in the future, so taking leave as planned may be a good idea.

What if I work at another health service and have had to stop working there because of COVID-19 restrictions? Will Monash Health maintain my pay for the hours I would have worked at the other health service?

No. Each health service is only responsible for its own casual and part-time employees. Monash Health will only pay you the equivalent of your average weekly earnings at Monash Health over the past 12 months.

I am a fractional specialist and I have seen a reduction in my shifts. Does this arrangement apply to me?

Yes, the arrangement will apply to fractional specialists who have seen a reduction in their shifts, but not where there has been a reduction in fee for service work.

Employees on maternity leave who are working casual shifts

I was planning to do casual work during my parental leave. Can I still do this?

Yes, you can still apply to do casual work during your parental leave. The casual shifts are separate to your entitlement to keeping in touch days as set out in your relevant Enterprise Agreement. More information is available in the People & Culture Parental Leave Procedure. Please note you will not be eligible for Employment Stability Payments where you have not commenced working casual shifts before 1 April 2020.

I am currently doing casual work during my parental leave but there are no casual shifts available. Am I eligible for the Employment Stability Payments?

If you are currently on parental leave and commenced picking up casual shifts during your unpaid parental leave prior to 1 April 2020, you may be eligible to have your pay maintained if you have been working casual shifts on a regular and systematic basis for the duration of your unpaid parental leave and have had a reduction in these shifts due to COVID-19.  In the first instance, we will look to see if we are able to provide you with work to cover the average shifts you would normally work. More information is available on this process in the casual employees section above.

Calculation and payment questions

When will the payments commence and will they be back dated?

The payments will commence shortly and will be backdated to 1 April 2020. Payments will cease when the restrictions on elective surgery have been lifted and resumed to a normal level or otherwise as directed by the Department of Health and Human Services.

What will I be paid?

If you qualify for these payments, you will receive a salary that is the equivalent of your average weekly earnings over the last 12 months. Your average weekly earnings includes payments for shift penalties, penalties for weekend work and payments for rostered overtime where you have received payment for them in the previous 12 months. However, it will exclude any payments for overtime worked on an ad hoc basis in the previous 12 months.

Do the payments attract superannuation or count for leave accrual purposes?

Generally yes. As the payments are made in lieu of salary for hours that are normally be worked, superannuation and leave accruals (for part-time employees working additional hours) should apply as if these hours were worked.

Will I be paid fortnightly like I am now?

Yes, you will be paid fortnightly like you are now. However, the payments will be made a fortnight in arrears to ensure that payments are accurate. The payments are intended to substitute or top up the normal pay you would receive in each pay period. However, any back pay will be paid in one lump sum payment.

Dispute resolution process

What if I have been assessed as being ineligible to receive the Employment Stability Payments, or I do not agree with my assessed average hours? How do I query this?

In the first instance, please contact the COVID-19 Employee Hotline or email  COVID19employeeenquiries@monashhealth.org who will review your entitlement to the payments.

In the event your concerns are not resolved, you can make a complaint in accordance with the People and Culture Complaints Procedure.

If the matter is still not resolved, the dispute will be forwarded to the Department of Health and Human Services Industrial Relations Branch for consideration.

What if I am not happy with the shifts that are being offered to me or what I am being paid?

In the first instance, discuss your concerns with your manager or Monash Health Bureau where relevant. In the event that your concerns are not resolved, you can make a complaint in accordance with the People and Culture Complaints Procedure. If the matter is still not resolved, the dispute will be forwarded to the Department of Health and Human Services Industrial Relations Branch for consideration.

Finance questions for cost centre managers

Is the cost towards maintenance of employed workforce, considered a COVID-19 cost?

Only the elements of the casual pay which are either not worked (where an employee’s salary is topped up to ensure they receive their average weekly salary) or a non-essential shift (where a casual employee is given a shift to ensure they are still working and which is not rostered or does not have a budget) are regarded as COVID-19 costs.

The essential shifts (shifts required as a part of the roster or budget e.g. to backfill employees) are considered a business as usual cost and are not a COVID-19 cost.

Are the wards/units expected to carry COVID-19 costs?

No, a process is in place to ensure COVID-19 costs are transferred out from wards/units.  Please consult your Business Manager, if you have any queries.

Managing employees eligible for Employment Stability Payments and casual shift allocation using ShiftMatch

Managers will need to assess whether employees are eligible for the Employment Stability Payment. For more information download and review the eligibility for casual and part-time employees document below.

For Managers not currently using ShiftMatch, please email the Monash Health Bureau team and provide the following information:

  • Full Name
  • Employee Number
  • Department/Ward

The Monash Health Bureau team will set you up an account and provide you with setup instructions and user guides.

When should vacant shifts be placed onto ShiftMatch?

Vacant shifts are entered as “Shortfalls” and should be placed onto ShiftMatch as soon as practical so that part-time and casual employees can be offered shifts in a timely manner. If a roster is posted that has vacant shifts, these shifts should be entered onto ShiftMatch when posting the roster. If an employee is unable to work their rostered shift once the roster is posted, and backfill is required, the vacant shift should be placed onto ShiftMatch following notification of unavailability of the rostered employee.

Do I need to put my vacant shift on ShiftMatch if I have a part-time employee available to work the shift?

Yes, the vacant shift must be placed onto ShiftMatch. The Employment Stability Payment process will ensure all eligible casual and part-time employees are offered shifts so that they can maintain their usual average hours.

Managers are able to pre-book employees on ShiftMatch unless the employee has already accepted offers of shifts that meet their minimum average hours. In this case, the shift is entered as a shortfall only and not assigned to the employee by the Manager. The Employee may still enter their availability for work in ShiftMatch and will be offered additional shifts when all eligible employees have been offered shifts to meet their minimum average hours.

When I post my roster I occasionally have employees that are rostered additional shifts above their contracted hours. Why do these additional shifts now have to go into ShiftMatch?

The Employment Stability Payments have been designed to ensure eligible casual and part-time employees who wish to maintain their usual regular and systematic hours are offered available shifts. These employees are required to enter their availability for shifts into ShiftMatch, and Managers are required to enter the vacant shifts. The system will match employees to shifts based upon their skillset and ensure all employees are able to work their usual hours. By utilising ShiftMatch, appropriate records can be maintained of employees being allocated shifts and for Monash Health to manage the Employment Stability Payments process.

I have attempted to assign my part-time employee to a vacant shift in ShiftMatch, but I cannot find the employee in the system, what should I do?

The employee must complete a Monash Health Bureau permanent part-time employees picking up additional shifts agreement form, so that they can record their availability for shifts and be available in the system to be offered shifts. If you are unable to assign your employee, please confirm with them that they have submitted their application in the first instance. If the application has been submitted please contact Monash Health Bureau on (03) 9265 1789.

Who will enter the shifts allocated on ShiftMatch in Kronos?

Five minutes after the shift starts, ShiftMatch will transfer the times onto the employees Kronos timecard.  Shift Managers are required to complete shift approvals in Kronos or manage exceptions for areas using Biometrics.

Employees will be required to check and approve your timecard before the end of the pay fortnight.

What happens if a part-time employee notifies me, as their Manager, that an additional shift was not entered or entered incorrectly onto Kronos?

The Manager should ensure the shift that was requested in ShiftMatch and worked by the employee are the same. The Manager should advise Monash Health Bureau if there was a change to the actual hours worked.

All Kronos and payroll matters in relation to shifts worked through Monash Health Bureau are managed by the Bureau. The employee should contact Monash Health Bureau on (03) 9265 1789.

Does the part-time employee accrue annual leave and sick leave whilst picking up extra shifts?

All part-time employees who pick up extra shifts via ShiftMatch will accrue leave such as annual leave and personal leave as a result of these extra shifts.

What happens if my employee works extra shifts via ShiftMatch and continually calls in sick for the shifts on their home unit?

You will need to have a conversation with the employee to determine if they have any issues, to ensure their welfare, and to determine the necessary support for the employee.

How many hours can my employee work?

This will depend on the average weekly hours worked over the last 12 months as advised by payroll.  For example, if an employee, as a result of COVID-19, was not offered their usual work of an extra shift per fortnight, they will be rostered to work once per fortnight. ShiftMatch has the ability to cap the number of hours the employee is to work each week, based on average weekly hours over the last 12 months.

Who will enter the shifts allocated on ShiftMatch in Kronos?

Five minutes after the shift starts, ShiftMatch will transfer the times onto the employees Kronos timecard.  Shift Managers are required to complete shift approvals in Kronos or manage exceptions for areas using Biometrics.

Employees will be required to check and approve your timecard before the end of the pay fortnight.

What happens if a part-time employee notifies me, as their Manager, that an additional shift was not entered or entered incorrectly onto Kronos?

The Manager should ensure the shift that was requested in ShiftMatch and worked by the employee are the same. The Manager should advise Monash Health Bureau if there was a change to the actual hours worked.

All Kronos and payroll matters in relation to shifts worked through Monash Health Bureau are managed by the Bureau. The employee should contact Monash Health Bureau on (03) 9265 1789.

Does the part-time employee accrue annual leave and sick leave whilst picking up extra shifts?

All part-time employees who pick up extra shifts via ShiftMatch will accrue annual leave and sick leave as a result of these extra shifts.

What happens if my employee works extra shifts via ShiftMatch and continually calls in sick for the shifts on their home unit?

A conversation will need to be had with the employee to ensure the welfare of the employee, and to determine the necessary support for the employee.

How many hours can my employee work?

This will depend on the average weekly hours worked over the last 12 months as advised by payroll.  For example, if an employee, as a result of COVID-19, was not offered their usual work of an extra shift per fortnight, they will be rostered to work once per fortnight. ShiftMatch has the ability to cap the number of hours the employee is to work each week, based on average weekly hours over the last 12 months.

What should I do if I have concerns regarding my employee being allocated shifts in other areas?

Discuss these concerns with the employee, and if relevant, advise them of the risk involved with picking up shifts outside the home unit without the necessary support and education.

What happens if a casual or part-time employee does not get paid for their shift?

The employee should submit an amendment form to Monash Health Bureau for approval. This can be found on the ‘Payroll Forms’ intranet page. The amendment form will be submitted to pay office for payment in your next pay fortnight.

Contact information

Monash Health Bureau – 9265 1789

COVID19 Employee Hotline – 9594 5815

Payroll – 9265 2700

Kronos Help Desk – 9265 7911

Support

The Health and Wellbeing page and the Monash Health Employee Assistance Program (EAP) provide a wealth of information and resources in relation to general wellbeing.

EAP can be accessed by logging into the dedicated portal:

Monash Health has also established a dedicated Call a Psychologist service which is free and confidential for all Monash Health employees. This service is provided by Monash Health psychologists, from 9am-5pm Monday to Friday. If you would like to use this service please call 0418 905 414.

Access the following sites for additional wellbeing related information or visit the Health and Wellbeing page of the coronavirus website for employees:

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