121 Care Inc.

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Conditions of Employment for 121 Care Home Care Employees. 

Payment of Wages – SCHADS Award

121 Care Home Care Employees are employed on a casual or part-time basis under the SCHADS Award (Social, Community, Home Care and Disability Services) . The level of payment will differ in accordance with workers’ qualifications (e.g.- certificate in Disability Work or Aged Care) . For further information read Schads Award for Home Care Employees

Terms of Employment

Workers are required to sign a Contract of Employment and undergo an official induction process at commencement of employment.

Shift Cancellations

Where a client cancels or changes the rostered home care service, an employee will be provided with notice of a change of roster by 5:00 pm the day prior.  In such circumstances, no payment will be made to the employee” (SCHADS Award – Clause 25.5 (f)).

Workers are paid in full for shifts cancelled with less than the minimum notice. However, if the shift is longer than 2 hours an appropriate cancellation rate may be negotiated with your client.

In cases of unforeseen or emergency circumstances, i.e. where a client goes to hospital, an appropriate retention payment may be negotiated.

Accrued Leave

Permanent part-time employees accrue annual leave, long service leave and personal leave (sick and compassionate leave). Workers wishing to apply for accrued leave are required to complete an Application for Leave form and talk to their clients before submitting their request forms for approval.


Workers have the right to choose their own superannuation fund. If you do not choose a fund of your own, your payments will be made into SunSuper. A choice of superannuation fund form will be given to you at induction, along with a SunSuper application booklet if required.

Criminal History Screening – Positive Notice (Yellow Card)

It is a requirement for all workers to undergo a national Criminal History Screening (Yellow Card).  Workers need to receive a Positive Notice from Disability Services to obtain their Yellow Card.  Workers are required to renew their Criminal History Screening every 3 years at their own cost.  If screening results in a negative notice, the offer of employment will be withdrawn.

Mileage Reimbursement

Mileage will be paid if you use your own vehicle to transport clients or carry out any duty on a clients behalf. Mileage reimbursement will be paid according to the pertinent wages award, and only paid when transporting clients.  Mileage is not paid for travel between clients..

Training Requirements

For further information on mandatory and non-mandatory training for workers please go to Training Requirements.

 Workers Compensation:

Workers are covered under Workcover Queensland for any personal injury incurring during the course of their employment or traveling by the shortest route to or from their place of residence to work. If you have been injured at work, you must notify the 121 Care office within 24 hours of your accident. Office staff will provide you with a WorkCover Claim form for compensation if you are not able to work while you have been injured.

Anti Discrimination

121 Care has a zero tolerance for  discrimination in any form.  However, clients have the right under the Anti-Discrimination Act Qld 1991 Section 26 in regard to residual domestic services. It is not unlawful for a person to discriminate in arrangements made for: deciding who should be offered work; failing to offer work; or dismissing a worker if the work is to perform duties at a person’s home (e.g. the prohibited grounds of discrimination). However, discrimination against race is not permitted in any circumstance. For further information go to http://www.adcq.qld.gov.au/

121 Care welcomes feedback from workers that will assist the organisation to improve the quality of services. Workers have the right to complain or express concerns about a service without fear of recrimination. 121 Care will make every reasonable effort to deal with complaints fairly and promptly.

Privacy and Confidentiality:

121 Care believes that clients have a right to the same level of privacy, dignity and confidentiality expected by other members of the community who do not have a disability.  121 Care holds the preservation of these rights to be of paramount importance in service delivery.  Workers are required to complete and sign a Privacy and Confidentiality Agreement at the time of their induction.

Code of Conduct for Workers & Clients:

Workers and Clients are to abide by the 121 Care Code of Conduct. The Code of Conduct for workers is part of their contract of employment. 121 Care is committed to empowering people with a disability in their lives. As such, they are required to take responsibility for the results of any actions or decisions they make. This also applies to workers.

Zero Alcohol and Drug Tolerance:

121 Care has a zero tolerance policy for the consumption or being under the influence of alcohol or illicit drugs whilst performing duties. Breaches will result in instant termination of employment.  Clients are not permitted to request workers to take part in illegal activities, including the procurement or assistance with the taking of illegal substances.


The Australian Workers Union is the relevant union for workers.

Forms, Handbooks & Brochures:

To download any forms, handbooks, brochures and information sheets click here.


Last updated:  19 May 2017