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Caretakers and after-hours alarm callouts

Caretakers and after-hours alarm callouts

The School Caretakers’, Cleaners’, Canteen and Ground Staff Collective Agreementopen_in_new (the CA) does not contain provisions that allow employers to require employees (through direction or expectation) to be available for, and respond to, after-hours alarm callouts.

However, through mutual agreement, a caretaker may decide to be made an initial/primary contact for an alarm service provider as part of their duties and/or to enjoy the additional remuneration and rates that may apply to such work.

Such an arrangement does not bind the employee to respond if they get called. It does mean the school can advise the alarm service provider to contact the caretaker first, so the caretaker is given the first opportunity to respond.  

Responding to an alarm is additional work

When a caretaker is called by an alarm provider, they are effectively being made an offer of some additional hours of work. As it is an offer, the caretaker can decline it.

Caretakers must not be disadvantaged because of a decision to decline additional hours of work.

“Declining” the offer of additional hours of work is done by:

  • Not taking the call from the provider, and/or

  • Advising their line manager in advance that they are not open to offers of additional hours for a certain period of time (and they are temporarily removed as the first contact for the provider).

In both situations, the provider should be instructed to call another person – either the principal or a nominated delegate.

If the caretaker takes the call, they are entitled to the applicable hourly rates set out in clauses 3.7 and 3.9 of the CA.

Having a clear understanding

If offers of additional hours of work to the caretaker are to be made as part of business-as-usual, a line such as “When agreed to by the employee, respond to alarm callouts from time-to-time” needs to be contained within the task and duties section of the job descriptionopen_in_new of the employee.

This should be added to the job description provided to applicants as part of the recruitment and appointment process or when the task is added (with mutual agreement) to the job description of an existing employee following consultation.

It is important that the caretaker’s expectation around the offering of additional hours is understood, that the caretaker is not given (or left with) the impression they cannot decline such work and that a way for the caretaker to let the principal (or a line manager) know in advance when they will not be open to offers of additional hours is arranged.

Arrangements around alarm callouts should be reviewed as-is needed, ensuring both parties are kept up to date with each other and the school’s needs are met.

Questions a principal could ask

  • Does our caretaker know they are not required to be on call 24/7?

  • Does our alarm provider know who to contact if the caretaker does not answer their call?

  • Is our caretaker’s job description up to date?

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Collective Agreement