Question 1

What is the difference between a boarding house worker and a residential support worker?

Accepted Answer

The terms are often used interchangeably in supported accommodation settings. Boarding house workers may have additional responsibilities for facility management and communal areas. Both roles are typically covered by the SCHADS Award, with classification based on duties and qualifications.

Question 2

What award covers boarding house workers in Australia?

Accepted Answer

Most boarding house worker positions are covered by the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award, MA000100). This award applies to employees working in supported accommodation and residential services. Always verify which award applies to your specific organisation.

Question 3

What classification level should I use for a boarding house worker?

Accepted Answer

Under the SCHADS Award, boarding house workers are classified based on their qualifications and duties. Workers with Certificate III typically start at Level 2, while those with additional responsibilities or Certificate IV may be at Level 3 or higher. See our SCHADS Award pay rates guide for current rates.

Question 4

Should I include pay rates in a boarding house worker job description?

Accepted Answer

While not legally required, including indicative pay rates helps attract suitable candidates and sets clear expectations. You can reference the applicable award rate or use phrases like 'Award rates plus penalties' or 'Competitive hourly rate based on qualifications.' Check the current SCHADS Award rates for guidance.

Question 5

What qualifications do boarding house workers need?

Accepted Answer

Most organisations require at least a Certificate III in Individual Support or Certificate III in Community Services. The specific qualification depends on the resident group and level of support provided. Some boarding houses may accept relevant experience in lieu of formal qualifications for entry-level positions. Track qualifications using HR software.

Question 6

Do boarding house workers need any certificates?

Accepted Answer

Yes, boarding house workers typically need a valid First Aid certificate and CPR certification. A National Police Check is mandatory. Depending on the resident group, an NDIS Worker Screening Check or Working with Children Check may be required. Food safety certification may be required if involved in meal preparation.

Question 7

What experience should I look for in a boarding house worker?

Accepted Answer

For entry-level positions, relevant work placement experience or volunteer work in community services is sufficient. For experienced roles, look for previous work in supported accommodation, residential care or community housing, along with experience supporting people with complex needs or challenging behaviors.

Question 8

Can I hire boarding house workers as trainees?

Accepted Answer

Yes, many organisations successfully hire trainees who are enrolled in Certificate III in Individual Support or Community Services. Trainees must be supervised and complete their qualification within the specified timeframe. This pathway helps build a skilled residential support workforce.

Question 9

Should I hire casual or permanent boarding house workers?

Accepted Answer

This depends on your accommodation model and resident needs. Permanent staff provide continuity for residents and stability in the boarding house environment, while casuals offer flexibility for covering leave and fluctuating occupancy. Many boarding houses use a mix — permanent workers for core shifts and casuals for coverage. See our guide on casual vs permanent employment trends.

Question 10

What penalty rates apply to boarding house workers?

Accepted Answer

Under the SCHADS Award, penalty rates apply for: Saturdays, Sundays, public holidays, evening shifts, night shifts and overtime. Boarding houses operate 24/7, so understanding penalty rates is crucial for payroll accuracy. Casual employees receive a 25% loading instead of leave entitlements. Use award interpretation software to calculate rates accurately.

Question 11

What are the minimum shift lengths for boarding house workers?

Accepted Answer

Under the SCHADS Award, the minimum engagement for casual employees is typically 2 hours per shift. Part-time employees also have minimum shift requirements. Sleepover shifts have specific provisions. Check the award for specific requirements.

Question 12

What should I include in a boarding house worker employment contract?

Accepted Answer

Key elements include: position title and classification level, employment type (casual/part-time/full-time), hourly rate or salary, applicable award, reporting structure, main duties, work location, shift patterns including evenings, nights and weekends, sleepover requirements if applicable, and any facility management responsibilities. Use our digital employment contracts to simplify this process.

Question 13

How far in advance must I provide rosters to boarding house workers?

Accepted Answer

Under the SCHADS Award, rosters must be provided at least 7 days in advance. Changes within this period require employee agreement unless due to unforeseen circumstances. Using rostering software helps support compliance and gives staff visibility of their upcoming shifts, particularly important for 24/7 boarding house operations.

Question 14

Can I require boarding house workers to work night shifts or sleepovers?

Accepted Answer

Yes, but night shift and sleepover requirements should be clearly communicated in the job description and during recruitment. Many boarding houses require overnight support. Under the award, employees are entitled to specific provisions for sleepover shifts. Be clear about overnight expectations during hiring.

Question 15

What breaks are boarding house workers entitled to?

Accepted Answer

Under the SCHADS Award, employees working more than 5 hours are entitled to an unpaid meal break. Paid rest breaks also apply based on shift length. Sleepover shifts have specific break provisions. Use break planning tools to support compliance while maintaining adequate coverage.

Question 16

How do I manage handovers in boarding houses?

Accepted Answer

Build adequate handover time into your rosters — typically 15-30 minutes overlap between shifts. This allows for proper handover of resident information, any incidents and facility matters. Use rostering software to schedule overlapping shifts and ensure seamless coverage in the boarding house.

Boarding house worker job description