Hybrid roles and award coverage
It's not uncommon for a staff member with two job roles consisting of separate responsibilities and duties. As a result, the employee may be covered by separate awards. An example of this may be a registered nurse who is the practice manager. This might look like 80 per cent of an employee’s duties and days consisting of practice manager duties and the other 20 per cent involving their nursing duties and responsibilities.
The aim for the article is to assist you to determine which award might be most appropriate for your employee and which award their contracts should reflect.
Understanding the relevant awards
Employees working in private medical practices are generally covered by one or more modern awards. Support Services employees in this sector are covered by the Health Professionals and Support Services Award 2020 (HPSS). Common positions covered under this award include, receptionists, administrators, practice managers and health professionals.
Nurses working in a private medical practice and who are principally engaged in nursing/midwifery duties are covered by the Nurses Award 2020.
Which award is relevant?
Using our practice manager/nurse example, practices should review each award to determine the employee’s appropriate classification and minimum rate of pay. This will allow you to identify if the employee is covered by two separate awards and which one is more appropriate.
In the coverage clause of both the HPSS Award and the Nurses Award it states, 'where an employer is covered by more than one award, an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee…'. This can be achieved by reviewing the classification definition sections of each award found in Schedule A – Classification Definitions.
Classification definitions
Each award bases their classifications on different criteria. The HPSS Award classification structure is based upon the competencies of, and duties performed by, the employee. Whereas, the Nurses Award classification structure is based upon a combination of qualifications held, experience and duties performed.
Key considerations
Keeping in mind the award coverage consideration and what duties and responsibilities the employees will primarily be performing, the employee should be provided with an employment contract relevant to their award and position. As both awards outline separate entitlements and arrangements, a contract reflecting the appropriate award is necessary.
Some key differences under the awards include, but at not limited to:
- annual leave
- applicable overtime rates
- ordinary hours of work
- applicable allowances
The Workplace Relations Team has contract templates applicable to both awards and all employment statuses. If you are unsure which award is most appropriate or what contract should be used, contact the team.
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Workplace Relations Support can walk members through the classification definitions section of modern awards and provide general guidance on which rate of pay correlates to the classification. You can contact us via phone (07) 3872 2222 and email support workplacerelations@amaq.com.au. |
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Workplace Relations Toolkit |
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Workplace Relations Consultancy Workplace Relations Consultancy can provide comprehensive tailored advice to members on the appropriate award coverage and contract considerations for practices. We are also able to review current employment contracts in place and offer advice on necessary amendments. |