Telephone/Remote Recall. (i) An employee rostered on call and who is recalled to perform work via a telephone or electronic means without the need to leave their private residence and/or to return to the employer’s facilities or a visit a patient or client for any purpose will receive a minimum payment as for one hour’s work for each call at the appropriate overtime rate commencing from the time the employee starts work.
(ii) If the employee is recalled more than once in the same minimum engagement period, the employee is only paid once for the minimum engagement period. However, if the employee works beyond the minimum engagement period the employee will be paid at the relevant overtime rate for all additional time worked.
Telephone/Remote Recall. (i) An employee rostered on call and who is recalled to perform work via a telephone or electronic means without the need to leave their private residence and/or to return to the employer’s facilities or a visit a patient or client for any purpose will receive a minimum payment as for one hour’s work for each call at the appropriate overtime rate commencing from the time the employee starts work.
(ii) If the employee is recalled more than once in the same minimum engagement period, the employee is only paid once for the minimum engagement period. However, if the employee works beyond the minimum engagement period the employee will be paid at the relevant overtime rate for all additional time worked.
(iii) Where an employee is due to commence rostered ordinary hours within four hours of the completion of the last telephone recall, and the cumulative recall worked in the eight hours immediately preceding rostered duty meets the following criteria:
(A) has exceed two hours work (rather than time paid); or
(B) comprise three or more recalls over a period of four hours or more, the employer will not require the employee to resume or to continue to work without having had 10 consecutive hours off duty without loss of pay for rostered ordinary hours.
(iv) Every effort should be made to fill an employee’s position when they are on fatigue leave as a result of this provision.
(v) Where an employee has performed telephone recall prior to a rostered ordinary hours shift, which does not meet the criteria at clause 20.3(d)(iii), but the employee identifies they are fatigued, they should advise their line manager or supervisor. The employee can provide such advice by telephone. The line manager or supervisor must work with the employee to implement strategies to mitigate the risk of the employee working fatigued.
(vi) Where possible, to mitigate fatigue, on call should not be allocated between a late and an early shift.
(vii) Developing a flexible work system that can respond to instances of fatigue when they arise on a day-to- day basis will assist to effectively manage fatigue risk when it occurs.
