Frequently Asked Questions
Answers to common questions about SCHADS Award compliance, NDIS worker screening, and our onboarding process.
SCHADS Award Compliance
What is the SCHADS Award and who does it apply to?
The SCHADS Award (Social, Community, Home Care and Disability Services Industry Award 2010) applies to employees working in social and community services, crisis assistance, supported employment, and home care sectors — including most NDIS providers. It sets minimum pay rates, penalty rates, allowances, and working conditions that employers must follow under Australian law.
How do I know if I'm classifying my staff correctly under SCHADS?
Classification under SCHADS depends on the employee's role, qualifications, and level of responsibility. For example, a Support Worker Grade 1 handles routine tasks under supervision, while higher grades require more autonomy and specialised skills. Teamistry conducts a thorough review of your roles and responsibilities to ensure every position is classified and paid correctly — reducing your risk of underpayment claims and Fair Work audits.
What are common SCHADS compliance mistakes NDIS providers make?
The most common mistakes include incorrect pay grade classification, failing to apply the right penalty rates for evening, weekend, or public holiday shifts, not paying the broken shift allowance, and misunderstanding overtime rules for part-time staff. We help you identify and correct these issues before they become costly disputes.
Can Teamistry help us prepare for a Fair Work audit?
Absolutely. We assist with full audit preparation including reviewing employment contracts, pay records, rostering practices, and policy documents to ensure they align with SCHADS and Fair Work Act requirements. We help you resolve any gaps and document your compliance processes clearly.
NDIS Worker Screening
What checks are required for NDIS workers?
NDIS workers in risk-assessed roles must hold a valid NDIS Worker Screening Check (WSC), which is a nationally recognised background check. In addition, depending on the role and state, workers may also need a Working With Children Check (WWCC) and/or a National Police Check. Teamistry helps you identify which checks apply to each role and manages the process from start to finish.
How long does the NDIS Worker Screening Check take?
Processing times vary by state and territory, typically ranging from 2 to 6 weeks. However, in some cases it can take longer if additional information is requested. We recommend initiating screening checks as early as possible in your recruitment process. Teamistry monitors the status of applications and keeps both the employer and worker informed throughout.
Can a worker start before their NDIS Worker Screening Check is cleared?
In most states, workers in risk-assessed roles cannot commence work with NDIS participants until their screening check is cleared, unless they are directly supervised by a cleared worker. The rules vary by state, so it's important to understand your obligations. Teamistry provides clear guidance on what's permissible to keep your operations running without breaching compliance.
What happens if a worker's screening check returns an exclusion?
If a worker receives an exclusion, they are not permitted to work in risk-assessed roles with NDIS participants. As an employer, you are obligated to remove them from such roles immediately. Teamistry advises on how to handle these situations sensitively and lawfully, including documentation and communication requirements.
Onboarding Workflow
What does Teamistry's onboarding process look like?
Our onboarding workflow is structured into four key phases: (1) Documentation & Compliance — collecting signed contracts, screening checks, and role-specific certifications; (2) System Setup — adding the new employee to your HR and payroll systems with correct classification; (3) Induction & Training — delivering a tailored induction covering your policies, NDIS Code of Conduct, and role expectations; and (4) Probation Check-In — a structured review at 30 and 90 days to ensure the employee is settling in and performing well.
How do you tailor onboarding for NDIS providers specifically?
NDIS onboarding requires additional steps compared to standard employment. We incorporate NDIS Code of Conduct training, participant rights awareness, mandatory reporting obligations, incident management procedures, and positive behaviour support frameworks. Every new worker is onboarded with a clear understanding of their legal and ethical responsibilities under the NDIS Quality and Safeguards framework.
Can Teamistry build a custom onboarding pack for our organisation?
Yes. We develop fully customised onboarding packs that include your branded welcome letter, employment contract, position description, key policies (WHS, Code of Conduct, Privacy, etc.), compliance checklists, and induction schedules. These are built to reflect your organisation's culture while meeting all legal and NDIS registration requirements.
How do you handle onboarding for remote or regional workers?
We support fully digital onboarding processes including e-signature for documents, online induction modules, and virtual check-in meetings. This ensures workers in remote or regional areas receive the same quality onboarding experience as those based in metropolitan offices, with no delays to their start date.
