You’re offline. This is a read only version of the page.
MA000120 - Children’s Services Award 2010
This Fair Work Commission consolidated modern award incorporates all amendments up to and including 17 December 2013 (variation PR545787).
Clauses affected by the most recent variation:
Children’s Services Award 2010
The above award was first made on 4 December 2009 [PR991088]
This consolidated version of the award includes a correction made on 11 December 2009 [PR991783]
NOTE:Transitional provisions may apply to certain clauses –see clause 2 and Schedule A
To determine the transitional amount or loading,go to the version of this modern award in operation prior to 1 July 2010 which does not include:
(a) variations to minimum wages resulting from the Annual Wage Review 2009-10;or
(b) variations in expense related allowances operative from 1 July 2010.
Table of Contents
[Varied by PR532630,PR544519,PR544170]
Part 1—Application and Operation
2. Commencement and transitional
3. Definitions and interpretation
5. Access to the award and the National Employment Standards
6. The National Employment Standards and this award
Part 2—Consultation and Dispute Resolution
8. Consultation regarding major workplace change
Part 3—Types of Employment and Termination of Employment
Part 4—Minimum Wages and Related Matters
Part 5—Hours of Work and Related Matters
21. Ordinary hours of work and rostering
23. Overtime and penalty rates
Part 6—Leave and Public Holidays
25. Personal/carer’s leave and compassionate leave
Schedule A—Transitional Provisions
Schedule B—Classification Structure
Schedule C—Supported Wage System
Schedule D—National Training Wage
Appendix D1:Allocation of Traineeships to Wage Levels
Schedule E—2013 Part-day public holidays
Schedule F—School-based Apprentices
Part 1—Application and Operation
2. Commencement and transitional
3. Definitions and interpretation
5. Access to the award and the National Employment Standards
6. The National Employment Standards and this award
This award is the Children’s Services Award 2010.
2. Commencement and transitional
[Varied by PR542240]
2.1 This award commences on 1 January 2010.
2.2 The monetary obligations imposed on employers by this award may be absorbed into overaward payments. Nothing in this award requires an employer to maintain or increase any overaward payment.
2.3 This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the transitional arrangements are in clauses in the main part of the award. There are also transitional arrangements in Schedule A. The arrangements in Schedule A deal with:
●minimum wages and piecework rates
●casual or part-time loadings
●Saturday,Sunday,public holiday,evening or other penalties
●shift allowances/penalties.
[2.4 varied by PR542240 ppc 04Dec13]
2.4 Neither the making of this award nor the operation of any transitional arrangements is intended to result in a reduction in the take-home pay of employees covered by the award. On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award or the operation of any transitional arrangements,the Fair Work Commission may make any order it considers appropriate to remedy the situation.
[2.5 varied by PR542240 ppc 04Dec13]
2.5 The Fair Work Commission may review the transitional arrangements in this award and make a determination varying the award.
[2.6 varied by PR542240 ppc 04Dec13]
2.6 The Fair Work Commission may review the transitional arrangements:
(a) on its own initiative;or
(b) on application by an employer,employee,organisation or outworker entity covered by the modern award;or
(c) on application by an organisation that is entitled to represent the industrial interests of one or more employers or employees that are covered by the modern award;or
(d) in relation to outworker arrangements,on application by an organisation that is entitled to represent the industrial interests of one or more outworkers to whom the arrangements relate.
3. Definitions and interpretation
[Varied by PR997773,PR503637,PR544170]
3.1 In this award,unless the contrary intention appears:
Act means the Fair Work Act 2009 (Cth)
adjunct care means care provided within a facility where the parent or guardian remains responsible for the child and remains close by,usually on the premises
[Definition of adult apprentice inserted by PR544170 ppc 01Jan14]
adult apprentice means an apprentice who is 21 years of age or over at the commencement of their apprenticeship
agreement-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
AQF means the Australian Qualifications Framework
award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
childcare means a program providing care,support supervision and development for children
children’s services and early childhood education industry means the industry of long day care,occasional care (including those occasional care services not licensed),nurseries,childcare centres,day care facilities,family based childcare,out-of-school hours care,vacation care,adjunct care,in-home care,kindergartens and preschools,mobile centres and early childhood intervention programs
[Definition of Division 2B State award inserted by PR503637 ppc 01Jan11]
Division 2B State award has the meaning in Schedule 3A of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
[Definition of Division 2B State employment agreement inserted by PR503637 ppc 01Jan11]
Division 2B State employment agreement has the meaning in Schedule 3A of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
[Definition of employee substituted by PR997773 from 01Jan10]
employee means national system employee within the meaning of the Act but does not include an employee covered by the Educational Services (Teachers) Award 2010
[Definition of employer substituted by PR997773 from 01Jan10]
employer means national system employer within the meaning of the Act
enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
long day care centre means a childcare establishment which usually provides services over a period of approximately eight hours or more each day for approximately 48 weeks or more during the year
NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth)
occasional care means a service that provides short-term childcare
on-hire means the on-hire of an employee by their employer to a client,where such employee works under the general guidance and instruction of the client or a representative of the client
out-of-school hours care means a program providing childcare and recreation before and/or after school hours and/or during school vacation periods
preschool means a kindergarten,day school or nursery school and will include:
(a) a full day care centre which means an establishment which does not operate on a sessional basis,but which usually operates during hours and terms which approximate those of a recognised school.
(b) a sessional care centre which means an establishment which operates on the basis of morning and/or afternoon sessions and which usually operates during hours and terms which approximate those of a recognised school.
school education weeks of the year means the school education weeks of the year as gazetted or recognised in the relevant State or Territory
standard rate means the minimum weekly rate for a Children’s Services Employee Level 3.1 (Certificate III qualified) in clause 14—Minimum wages
transitional minimum wage instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
unit means a group or class of children which does not at any one time exceed 25 children,but which need not necessarily consist of the same children at all times
vacation care means a service that provides care for school age children during non-term time
3.2 Where this award refers to a condition of employment provided for in the NES,the NES definition applies.
4.1 This award covers employers throughout Australia in the children’s services and early childhood education industry and their employees in the classifications listed in Schedule B—Classification Structure,to the exclusion of any other modern award. The award does not cover employers whose primary functions are covered by the following awards:
(a) the Educational Services (Schools) General Staff Award 2010;
(b) the Higher Education Industry—General Staff—Award 2010;
(c) the Local Government Industry Award 2010;or
(d) the Social,Community,Home Care and Disability Services Industry Award 2010.
4.2 The award does not cover an employee excluded from award coverage by the Act.
4.3 The award does not cover employees who are covered by a modern enterprise award,or an enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)),or employers in relation to those employees.
4.4 The award does not cover employees who are covered by a State reference public sector modern award,or a State reference public sector transitional award (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)),or employers in relation to those employees.
4.5 This award covers any employer which supplies labour on an on-hire basis in the industry set out in clause 4.1 in respect of on-hire employees in classifications covered by this award,and those on-hire employees,while engaged in the performance of work for a business in that industry. This subclause operates subject to the exclusions from coverage in this award.
4.6 This award covers employers which provide group training services for apprentices and trainees engaged in the industry and/or parts of industry set out at clause 4.1 and those apprentices and trainees engaged by a group training service hosted by a company to perform work at a location where the activities described herein are being performed. This subclause operates subject to the exclusions from coverage in this award.
4.7 Where an employer is covered by more than one award,an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.
NOTE:Where there is no classification for a particular employee in this award it is possible that the employer and that employee are covered by an award with occupational coverage.
5. Access to the award and the National Employment Standards
The employer must ensure that copies of this award and the NES are available to all employees to whom they apply either on a noticeboard which is conveniently located at or near the workplace or through electronic means,whichever makes them more accessible.
6. The National Employment Standards and this award
The NES and this award contain the minimum conditions of employment for employees covered by this award.
7.1 Notwithstanding any other provision of this award,an employer and an individual employee may agree to vary the application of certain terms of this award to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary the application of are those concerning:
(a) arrangements for when work is performed;
(b) overtime rates;
(c) penalty rates;
(d) allowances;and
(e) leave loading.
[7.2 varied by PR542240 ppc 04Dec13]
7.2 The employer and the individual employee must have genuinely made the agreement without coercion or duress. An agreement under this clause can only be entered into after the individual employee has commenced employment with the employer.
7.3 The agreement between the employer and the individual employee must:
(a) be confined to a variation in the application of one or more of the terms listed in clause 0;and
[7.3(b) varied by PR542240 ppc 04Dec13]
(b) result in the employee being better off overall at the time the agreement is made than the employee would have been if no individual flexibility agreement had been agreed to.
7.4 The agreement between the employer and the individual employee must also:
(a) be in writing,name the parties to the agreement and be signed by the employer and the individual employee and,if the employee is under 18 years of age,the employee’s parent or guardian;
(b) state each term of this award that the employer and the individual employee have agreed to vary;
(c) detail how the application of each term has been varied by agreement between the employer and the individual employee;
(d) detail how the agreement results in the individual employee being better off overall in relation to the individual employee’s terms and conditions of employment;and
(e) state the date the agreement commences to operate.
7.5 The employer must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.
7.6 Except as provided in clause 7.4(a) the agreement must not require the approval or consent of a person other than the employer and the individual employee.
7.7 An employer seeking to enter into an agreement must provide a written proposal to the employee. Where the employee’s understanding of written English is limited the employer must take measures,including translation into an appropriate language,to ensure the employee understands the proposal.
7.8 The agreement may be terminated:
[7.8(a) varied by PR542240 ppc 04Dec13]
[Note inserted by PR542240 ppc 04Dec13]
Note:If any of the requirements of s.144(4),which are reflected in the requirements of this clause,are not met then the agreement may be terminated by either the employee or the employer,giving written notice of not more than 28 days (see s.145 of the Fair Work Act 2009 (Cth)).
[New 7.9 inserted by PR542240 ppc 04Dec13]
7.9 The notice provisions in clause 7.8(a) only apply to an agreement entered into from the first full pay period commencing on or after 4 December 2013. An agreement entered into before that date may be terminated in accordance with clause 7.8(a),subject to four weeks’notice of termination.
[7.9 renumbered as 7.10 by PR542240 ppc 04Dec13]
7.10 The right to make an agreement pursuant to this clause is in addition to,and is not intended to otherwise affect,any provision for an agreement between an employer and an individual employee contained in any other term of this award.
Part 2—Consultation and Dispute Resolution
8. Consultation regarding major workplace change
8. Consultation regarding major workplace change
(a) Where an employer has made a definite decision to introduce major changes in production,program,organisation,structure or technology that are likely to have significant effects on employees,the employer must notify the employees who may be affected by the proposed changes and their representatives,if any.
(b) Significant effects include termination of employment;major changes in the composition,operation or size of the employer’s workforce or in the skills required;the elimination or diminution of job opportunities,promotion opportunities or job tenure;the alteration of hours of work;the need for retraining or transfer of employees to other work or locations;and the restructuring of jobs. Provided that where this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.
8.2 Employer to discuss change
(a) The employer must discuss with the employees affected and their representatives,if any,the introduction of the changes referred to in clause 8.1,the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.
(b) The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 8.1.
(c) For the purposes of such discussion,the employer must provide in writing to the employees concerned and their representatives,if any,all relevant information about the changes including the nature of the changes proposed,the expected effects of the changes on employees and any other matters likely to affect employees provided that no employer is required to disclose confidential information the disclosure of which would be contrary to the employer’s interests.
9.1 In the event of a dispute about a matter under this award,or a dispute in relation to the NES,in the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute,the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.
[9.2 varied by PR542240 ppc 04Dec13]
9.2 If a dispute about a matter arising under this award or a dispute in relation to the NES is unable to be resolved at the workplace,and all appropriate steps under clause 0 have been taken,a party to the dispute may refer the dispute to the Fair Work Commission.
[9.3 varied by PR542240 ppc 04Dec13]
9.3 The parties may agree on the process to be utilised by the Fair Work Commission including mediation,conciliation and consent arbitration.
[9.4 varied by PR542240 ppc 04Dec13]
9.4 Where the matter in dispute remains unresolved,the Fair Work Commission may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.
9.5 An employer or employee may appoint another person,organisation or association to accompany and/or represent them for the purposes of this clause.
9.6 While the dispute resolution procedure is being conducted,work must continue in accordance with this award and the Act. Subject to applicable occupational health and safety legislation,an employee must not unreasonably fail to comply with a direction by the employer to perform work,whether at the same or another workplace,that is safe and appropriate for the employee to perform.
Part 3—Types of Employment and Termination of Employment
[Varied by PR530861]
10.1 Employees under this award will be employed in one of the following categories:
(a) full-time;
(b) part-time;or
(c) casual.
10.2 At the time of engagement an employer will inform each employee of the terms of their engagement and in particular whether they are to be full-time,part-time or casual.
10.3 Full-time employment
A full-time employee is an employee who is engaged to work an average of 38 ordinary hours per week.
10.4 Part-time employment
(a) An employer may employ a part-time employee in any classification in this award.
(b) A part-time employee is an employee who:
(i) works less than full-time hours of 38 per week;
(ii) has reasonably predictable hours of work;and
(iii) receives,on a pro rata basis,equivalent pay and conditions to those of full-time employees who do the same kind of work.
(c) At the time of engagement the employer and the part-time employee will agree in writing on a regular pattern of work,specifying at least the hours worked each day,which days of the week the employee will work and the actual starting and finishing times each day.
[10.4(d) substituted by PR530861 ppc 02Nov12]
(d) (i) Changes in the agreed regular pattern of work may only be made by agreement in writing between the employer and employee. Changes in the days to be worked or in starting and/or finishing times (whether on-going or ad hoc) may also be made by agreement in writing.
(ii) Where agreement cannot be reached,the employer may change the days the employee is to work by giving seven days’notice in advance of the change in accordance with clause 21—Ordinary hours of work and rostering.
(iii) The employer is relieved of the obligation to provide the full seven days’notice of change of the days an employee is to work where an emergency outside of the employer’s control causes the employer to make the change. In this clause,emergency means any situation or event that poses an imminent or severe risk to the persons at an education and care service premises,or a situation that requires the education and care service premises to be locked-down.
(e) An employer is required to roster a part-time employee for a minimum of two consecutive hours on any shift.
(f) A part-time employee who agrees to work in excess of their normal hours will be paid at ordinary time for up to eight hours provided that the additional time worked is during the ordinary hours of operation of the early childhood service. No part-time employee may work in excess of eight hours in any day without the payment of overtime paid for at the rates prescribed in clause 23—Overtime and penalty rates.
(g) A part-time employee employed under the provisions of this clause must be paid for the ordinary hours worked at the rate of 1/38th of the weekly rate prescribed in clause 14—Minimum wages.
10.5 Casual employment
(a) A casual employee is an employee engaged as such and must be paid the hourly rate payable for a full-time employee for the relevant classification in clause 14—Minimum wages plus a casual loading of 25%.
(b) A casual employee is one engaged for temporary and relief purposes.
(c) A casual employee will be paid a minimum of two hours pay for each engagement.
(d) A casual employee may,by mutual agreement,be paid weekly or at the termination of each engagement.
(e) For work in excess of eight hours on any one day or shift or 38 hours in any one week,a casual employee will be paid in accordance with the penalties specified in clause 23—Overtime and penalty rates.
11.1 Notice of termination is provided for in the NES.
11.2 Notice of termination by an employee
The notice of termination required to be given by an employee is the same as that required of an employer except that there is no requirement on the employee to give additional notice based on the age of the employee concerned. If an employee fails to give the required notice the employer may withhold from any monies due to the employee on termination under this award or the NES,an amount not exceeding the amount the employee would have been paid under this award in respect of the period of notice required by this clause less any period of notice actually given by the employee.
Where an employer has given notice of termination to an employee,an employee must be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.
[Varied by PR503637]
12.1 Redundancy pay is provided for in the NES.
12.2 Transfer to lower paid duties
Where an employee is transferred to lower paid duties by reason of redundancy,the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may,at the employer’s option,make payment instead of an amount equal to the difference between the former ordinary time rate of pay and the ordinary time rate of pay for the number of weeks of notice still owing.
12.3 Employee leaving during notice period
An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. The employee is entitled to receive the benefits and payments they would have received under this clause had they remained in employment until the expiry of the notice,but is not entitled to payment instead of notice.
12.4 Job search entitlement
(a) An employee given notice of termination in circumstances of redundancy must be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.
(b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment,the employee must,at the request of the employer,produce proof of attendance at an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration is sufficient.
(c) This entitlement applies instead of clause 11.3.
12.5 Transitional provisions –NAPSA employees
[12.5 renamed by PR503637 ppc 01Jan11]
(a) Subject to clause 12.5(b),an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a notional agreement preserving a State award:
(i) that would have applied to the employee immediately prior to 1 January 2010,if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument or enterprise agreement had applied to the employee;and
(ii) that would have entitled the employee to redundancy pay in excess of the employee’s entitlement to redundancy pay,if any,under the NES.
(b) The employee’s entitlement to redundancy pay under the notional agreement preserving a State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay,if any,under the NES.
(c) This clause does not operate to diminish an employee’s entitlement to redundancy pay under any other instrument.
(d) Clause 12.5 ceases to operate on 31 December 2014.
12.6 Transitional provisions –Division 2B State employees
[12.6 inserted by PR503637 ppc 01Jan11]
(a) Subject to clause 12.6(b),an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a Division 2B State award:
(i) that would have applied to the employee immediately prior to 1 January 2011,if the employee had at that time been in their current circumstances of employment and no Division 2B State employment agreement or enterprise agreement had applied to the employee;and
(ii) that would have entitled the employee to redundancy pay in excess of the employee’s entitlement to redundancy pay,if any,under the NES.
(b) The employee’s entitlement to redundancy pay under the Division 2B State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay,if any,under the NES.
(c) This clause does not operate to diminish an employee’s entitlement to redundancy pay under any other instrument.
(d) Clause 12.6 ceases to operate on 31 December 2014.
Part 4—Minimum Wages and Related Matters
13.1 The definitions of the classification levels in clause 14—Minimum wages are contained in Schedule B—Classification Structure.
[Varied by PR998020,PR503637,PR509151,PR522982,PR536785,PR544170]
[Note inserted by PR503637 ppc 01Jan11]
NOTE:A transitional pay equity order taken to have been made pursuant to item 30A of Schedule 3A to the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) has effect in accordance with that item. A relevant transitional pay equity order operates in Queensland as provided for in items 30A(6) and (7).
14.1 The total minimum weekly rate of wages payable to persons employed pursuant to this award will be as set out in the following table.
[14.1 varied by PR998020,PR509151,PR522982,PR536785 ppc 01Jul13]
Classification | Minimum weekly rate | Minimum hourly rate | |
$ | $ | ||
Support Worker | |||
Level 1.1 | On commencement | 636.40 | 16.75 |
Level 2.1 | On commencement | 660.80 | 17.39 |
Level 2.2 | After 1 year* | 683.60 | 17.99 |
Level 3.1 | On commencement | 724.50 | 19.07 |
Children’s Services Employee | |||
Level 1.1 | On commencement | 636.40 | 16.75 |
Level 2.1 | On commencement | 660.80 | 17.39 |
Level 2.2 | After 1 year* | 683.60 | 17.99 |
Level 3A.1** | On commencement | 713.30 | 18.77 |
Level 3A.2** | After 1 year | 724.50 | 19.07 |
Level 3.1 | On commencement | 724.50 | 19.07 |
Level 3.2 | After 1 year* | 749.40 | 19.72 |
Level 3.3 | After 2 years* | 773.00 | 20.34 |
Level 3.4 (Diploma) | 815.70 | 21.47 | |
Level 4A.1 | On commencement | 773.00 | 20.34 |
Level 4A.2 | After 1 year* | 783.80 | 20.63 |
Level 4A.3 | After 2 years* | 794.50 | 20.91 |
Level 4A.4 | After 3 years* | 805.70 | 21.20 |
Level 4A.5 | After 4 years* | 816.50 | 21.49 |
Level 4.1 | On commencement | 853.40 | 22.46 |
Level 4.2 | After 1 year* | 866.40 | 22.80 |
Level 4.3 | After 2 years* | 879.30 | 23.14 |
Level 5A.1 | On commencement | 892.40 | 23.48 |
Level 5A.2 | After 1 year* | 905.30 | 23.82 |
Level 5A.3 | After 2 years* | 918.20 | 24.16 |
Level 5.1 | On commencement | 892.40 | 23.48 |
Level 5.2 | After 1 year* | 905.30 | 23.82 |
Level 5.3 | After 2 years* | 918.20 | 24.16 |
Level 5.4*** | 921.50 | 24.25 | |
Level 6A.1 | On commencement | 1029.00 | 27.08 |
Level 6A.2 | After 1 year* | 1041.80 | 27.42 |
Level 6A.3 | After 2 years* | 1054.70 | 27.76 |
Children’s Services Employee—Director | |||
Level 6.1 | On commencement | 1029.00 | 27.08 |
Level 6.2 | After 1 year* | 1041.80 | 27.42 |
Level 6.3 | After 2 years* | 1054.70 | 27.76 |
Level 6.4 | On commencement | 1094.10 | 28.79 |
Level 6.5 | After 1 year* | 1104.00 | 29.05 |
Level 6.6 | After 2 years* | 1117.30 | 29.40 |
Level 6.7 | On commencement | 1130.70 | 29.76 |
Level 6.8 | After 1 year * | 1143.50 | 30.09 |
Level 6.9 | After 2 years* | 1156.30 | 30.43 |
*Reference to a year or years of service is to service in the industry
**Former Western Australian ‘E’worker classification
***An Assistant Director who holds an Advanced Diploma (AQF 6/3 year qualified) must be paid no less than Level 5.4
14.2 Progression for children’s services employees
(a) Progression from one level to the next within a classification is subject to an employee meeting the following criteria:
(i) competency at the existing level;
(ii) 12 months experience at that level (or in the case of employees employed for 19 hours or less per week,24 months) and in-service training as required;and
(iii) demonstrated ability to acquire the skills necessary for advancement to the next pay point.
(b) Where an employee is deemed not to have met the requisite competency at their existing level at the time of the appraisal,progression may be deferred for a period of three months provided that:
(i) the employee is notified in writing of the reasons for the deferral;
(ii) the employee has,in the previous 12 months,been provided with the in-service training required to attain a higher pay point;and
(iii) following any deferral,the employee is provided with the training necessary to advance to the next level.
(c) Where an appraisal has been deferred for operational reasons beyond the control of either party and the appraisal subsequently deems the employee to have met the requirements of clause 14.2(a),any increase in wages will be back paid to the 12 (or 24) month anniversary date of the previous progression.
(d) An employee whose progression has been refused or deferred may invoke the provisions of clause 9—Dispute resolution. If the resolution results in the advancement being granted,any increase in wages will be backdated to the relevant anniversary date.
(e) An employee employed as a Children’s Services Employee Level 2 on completion of an accredited introductory childcare course will immediately progress by one additional level beyond that determined in accordance with clause 14.2(a). Any additional steps will be subject to meeting the requirements of clause 14.2(a).
14.3 Junior employees
(a) Junior employees employed as Children’s Services Employees Level 3,4 and 5 must be paid at the appropriate adult rate.
(b) Junior employees employed as Children’s Services Employee Level 1 or Children’s Services Employee Level 2 will be paid no less than the following percentages of the corresponding Children’s Services Employee Level 2 rate:
14.4 Apprentices
[14.4 substituted by PR544170 ppc 01Jan14]
(a) Apprentices will be engaged in accordance with the relevant apprenticeship legislation and paid no less than an unapprenticed junior of the same age.
(b) For apprentices who commenced on or after 1 January 2014,the minimum rate of pay will be as set out in the table below,subject to the proviso in clause 14.4(a) that no apprentice will be paid less than an unapprenticed junior of the same age.
Year of apprenticeship | % of minimum rate for Children’s Services Employee Level 3.1 for apprentices who have not completed year 12 | % of minimum rate for Children’s Services Employee Level 3.1 for apprentices who have completed year 12 |
1st year | 50 | 55 |
2nd and subsequent years | 60 | 65 |
14.5 Adult apprentices
[New 14.5 inserted by PR544170 ppc 01Jan14]
(a) The minimum rate for an adult apprentice who commenced on or after 1 January 2014 and is in the first year of their apprenticeship will be 80% of the minimum rate for a Level 3.1,or the rate prescribed by clause 14.4,whichever is the greater.
(b) The minimum rate for an adult apprentice who commenced on or after 1 January 2014 and is in the second and subsequent years of their apprenticeship must be the rate for the lowest adult classification in clause 14.1,or the rate prescribed by clause 14.4,whichever is the greater.
(c) A person employed by an employer under this award immediately prior to entering into a training agreement as an adult apprentice with that employer must not suffer a reduction in their minimum wage by virtue of entering into the training agreement,provided that the person has been an employee in that enterprise for at least six months as a full-time employee or twelve months as a part-time or regular and systematic casual employee immediately prior to commencing the apprenticeship. For the purpose only of fixing a minimum wage,the adult apprentice must continue to receive the minimum wage that applies to the classification specified in clause 14.1 in which the adult apprentice was engaged immediately prior to entering into the training agreement.
14.6 Supported wage system
[14.5 renumbered as 14.6 by PR544170 ppc 01Jan14]
See Schedule C.
14.7 National training wage
[14.6 renumbered as 14.7 by PR544170 ppc 01Jan14]
See Schedule D.
[Varied by PR996603,PR998159,PR509272,PR523102,PR536905]
15.1 Broken shift allowance
Where an employee works two separate shifts in a day,they will be paid an allowance of 1.91% of the standard rate per day for each day on which a broken shift is worked.
15.2 Clothing and equipment allowance
(a) Where the employer requires an employee to wear any special clothing or articles of clothing the employer must reimburse the employee for the cost of purchasing such clothing. The provisions of this clause do not apply where the employer pays for the clothing required to be worn by the employee.
(b) Where an employee is required to launder any clothing referred to in clause 15.2(a) the employee will be paid an allowance of $9.49 per week or $1.90 per day,or where the uniform does not require ironing,$5.98 per week or $1.20 per day.
(c) Where an employee is required to wear protective clothing or equipment such as goggles,aprons or gloves,the employer will either supply such clothing or equipment or reimburse the employee for the cost of their purchase.
15.3 Excess fares allowance
[15.3 varied by PR523102,PR536905 ppc 01Jul13]
Where an employee is directed to work away from their normal place of work on any day the employee will be paid an allowance of $13.06 per day to compensate for excess fares. This provision does not apply if the employer provides or offers to provide suitable transport free of charge to the employee.
15.4 First aid allowance
[15.4(a) varied by PR996603 ppc 28Apr10]
(a) Where an employee classified below Level 3 is required by the employer to administer first aid to children within the employee’s care and the employee holds a current recognised first aid qualification such as a certificate from the St John Ambulance,the Australian Red Cross or a similar body they will be paid an allowance of 1.13% of the standard rate per day. Where the employee is employed in out-of-school hours care,the allowance will be 0.15% of the standard rate per hour.
(b) Provided that a first aid officer need not be appointed where a qualified nurse is on the premises at all times.
(c) Where an employee is required by an employer to act as a first aid officer and they do not have current qualifications,the employer must pay the costs of any required training.
15.5 Meal allowance
[15.5 varied by PR998159,PR509272,PR523102,PR536905 ppc 01Jul13]
An employee required to work overtime for more than two hours without being notified on the previous day or earlier that they will be so required to work will either be supplied with a meal by the employer or paid an allowance of $10.94. No meal allowance is payable where an employee could reasonably return home for a meal within the period allowed.
15.6 Qualifications allowance
A Director or Assistant Director who holds a Graduate Certificate in Childcare Management or equivalent will be paid an all-purpose allowance,calculated at 5% of the weekly rate for an Assistant Director (Children’s Services Employee Level 5.4).
15.7 Use of vehicle allowance
[15.7 varied by PR523102,PR536905 ppc 01Jul13]
Where an employer requests an employee to use their own motor vehicle in the performance of their duties the employee will be paid an allowance of $0.76 per kilometre in the case of a motor car or $0.25 per kilometre in the case of a motorcycle.
15.8 Adjustment of expense related allowances
(a) At the time of any adjustment to the standard rate,each expense related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
[15.8(b) varied by PR523102 ppc 01Jul12]
(b) The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0),as follows:
Allowance | Applicable Consumer Price Index figure |
Clothing and equipment allowance | Clothing and footwear group |
Excess fares allowance | Transport group |
Meal allowance | Take away and fast foods sub-group |
Vehicle allowance | Private motoring sub-group |
16.1 Northern Territory
An employee in the Northern Territory is entitled to payment of a district allowance in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth):
(a) that would have applied to the employee immediately prior to 1 January 2010,if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument or enterprise agreement had applied to the employee;and
(b) that would have entitled the employee to payment of a district allowance.
16.2 Western Australia
An employee in Western Australia is entitled to payment of a district allowance in accordance with the terms of a notional agreement preserving a State award or an award made under the Workplace Relations Act 1996 (Cth):
(a) that would have applied to the employee immediately prior to 1 January 2010,if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument or enterprise agreement had applied to the employee;and
(b) that would have entitled the employee to payment of a district allowance.
16.3 This clause ceases to operate on 31 December 2014.
[Varied by PR503637]
[17.1 substituted by PR503637 ppc 01Jan11]
17.1 Subject to clause 17.2,an employee is entitled to accident pay in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006,a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or a Division 2B State award that would have applied to the employee immediately prior to 1 January 2011:
(a) if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument,enterprise agreement or Division 2B State employment agreement had applied to the employee;and
(b) that would have entitled the employee to accident pay in excess of the employee’s entitlement to accident pay,if any,under any other instrument.
[17.2 substituted by PR503637 ppc 01Jan11]
17.2 The employee’s entitlement to accident pay under the award,the notional agreement preserving a State award or the Division 2B State award is limited to the amount of accident pay which exceeds the employee’s entitlement to accident pay,if any,under any other instrument.
17.3 This clause does not operate to diminish an employee’s entitlement to accident pay under any other instrument.
17.4 This clause ceases to operate on 31 December 2014.
[Varied by PR530861]
[18.1 varied by PR530861 ppc 02Nov12]
18.1 An employee engaged in duties carrying a higher rate than their ordinary classification for two or more consecutive hours within any shift or day will be paid for the time so worked at the higher rate provided that:
(a) the greater part of the time so worked is spent in performing duties carrying the higher rate;
(b) an employee engaged as a Children’s Services Employee Level 5 (Assistant Director) who is required to undertake the duties of a Director by reason of the Director’s absence will not be entitled to payment under this clause unless the Director’s absence exceeds two complete consecutive working days;
(c) an employee engaged as a Children’s Services Employee Level 3 who is required to undertake duties of the Director by reason of the Director’s non-attendance outside of core hours will not be entitled to payment under this clause;
(d) where an employee is appointed to act as the Director of a Centre or a Supervising Officer pursuant to the relevant childcare regulations,they will be paid for the entire period at the rate applicable for a Director or Supervising Officer;or
(e) an employee who is required to undertake the duties of another employee by reason of the latter employee’s absence for the purpose of attending (with pay) an approved training course (including in-service training) will not be entitled to payment under this clause.
18.2 For the purposes of this clause,the duties of an employee will be determined by reference to this award and the employee’s job description.
[Varied by PR530861]
19.1 Except on termination of employment all wages including overtime will be paid on any day of the week other than Saturday or Sunday.
19.2 Wages may be paid weekly,fortnightly or monthly by agreement between the employer and employee,by one of the following means:
(a) cash;
(b) cheque;or
(c) payment into employee’s bank or nominated financial institution account by electronic funds transfer,without cost to the employee.
[19.3 varied by PR530861 ppc 02Nov12]
19.3 Where an employee lawfully leaves their employment they will be paid all moneys due at the time of leaving by cash,cheque or electronic funds transfer. Alternatively,the employee may be paid on the next working day where this is reasonable.
[Varied by PR530219]
20.1 Superannuation legislation
(a) Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated in the award covering the employee applies.
(b) The rights and obligations in these clauses supplement those in superannuation legislation.
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
20.3 Voluntary employee contributions
(a) Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 20.2.
(b) An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months’written notice to their employer.
(c) The employer must pay the amount authorised under clauses 20.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 20.3(a) or (b) was made.
20.4 Superannuation fund
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 20.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 20.2 and pay the amount authorised under clauses 20.3(a) or (b) to one of the following superannuation funds or its successor:
(a) HESTA Super Fund;
[20.4(b) substituted by PR530219 ppc 26Oct12]
(b) CareSuper;
(c) AustralianSuper;
(d) Tasplan;
(e) Statewide Superannuation Trust;
(f) Westscheme;
(g) Queensland Independent Education and Care Superannuation Trust (QIEC Super);
(h) Sunsuper;
(i) Australian Childcare Super Fund;or
(j) any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund.
Subject to the governing rules of the relevant superannuation fund,the employer must also make the superannuation contributions provided for in clause 20.2 and pay the amount authorised under clauses 20.3(a) or (b):
(a) Paid leave—while the employee is on any paid leave;
(b) Work-related injury or illness—for the period of absence from work (subject to a maximum of 52 weeks) of the employee due to work-related injury or work-related illness provided that:
(i) the employee is receiving workers compensation payments or is receiving regular payments directly from the employer in accordance with the statutory requirements;and
(ii) the employee remains employed by the employer.
Part 5—Hours of Work and Related Matters
21. Ordinary hours of work and rostering
23. Overtime and penalty rates
21. Ordinary hours of work and rostering
[Varied by PR503637,PR530861]
21.1 The ordinary hours of work of full-time employees will be an average of 38 hours per week over a one,two or four week cycle.
21.2 Ordinary hours will be worked in periods not exceeding eight hours,in unbroken periods save for meal breaks,between Monday and Friday. Subject to the provisions of clause 7—Award flexibility,by agreement between an employer and an employee,an employee may be rostered to work up to a maximum of 10 hours in any one day.
21.3 Ordinary hours may be worked between 6.00 am and 6.30 pm. Where broken shifts are worked the spread of hours can be no greater than 12 hours per day.
21.4 Rostered time off for full-time employees
(a) The method of rostering the 38 hour week may be by any of the following:
(i) by employees working less than eight ordinary hours per day;
(ii) by employees working less than eight ordinary hours on one or more days each week;
(iii) by rostering employees off on various days of the week during the work cycle;or
(iv) by accumulating rostered days off with a maximum of five such days being taken consecutively at times mutually convenient to the employer and the employee.
(b) In the absence of agreement at a workplace in respect to rostering of the 38 hour week the provisions of clause 9—Dispute resolution will apply.
21.5 Non-contact time
(a) An employee responsible for the preparation,implementation and/or evaluation of a developmental program for an individual child or group of children will be entitled to a minimum of two hours per week,during which the employee is not required to supervise children or perform other duties directed by the employer,for the purpose of planning,preparing,evaluating and programming activities.
(b) Wherever possible non-contact time should be rostered in advance.
21.6 Attendance at court
Where it is necessary for an employee to attend court on the employer’s,or the employer’s clients,behalf in connection with any matter arising out of or in connection with their employment,the time taken will count as time worked.
21.7 Rostering
(a) An employer will post a legible roster at a place readily accessible to employees indicating the rostered hours of work.
[21.7(b) substituted by PR530861 ppc 02Nov12]
(b) (i) An employer may change an employee’s rostered hours,but only by giving the employee seven days’notice. In the absence of such notice overtime will be paid until seven days have elapsed from the date the notice was given. However,an employee and employer may agree to waive or shorten this notice period in a particular case. Such agreement must be recorded in writing and form part of the time and wages records.
(ii) The employer is also relieved of the obligation to provide the full seven days’notice where an emergency outside of the employer’s control causes the employer to make the change. In this clause,emergency means any situation or event that poses an imminent or severe risk to the persons at an education and care service premises,or a situation that requires the education and care service premises to be locked-down.
(iii) However,where an employee is required to stay beyond their rostered
hours because a parent fails to arrive on time to collect a child,this will not be regarded as an emergency. In this circumstance,the employer must pay the employee at overtime rates for the additional time the employee remains at the workplace.
(c) An employee may be transferred from one location to another within their rostered hours at the direction of the employer. An employee transferring from one location to another during a shift will be paid for the time taken to travel from one location to the other.
(d) Where an employee is required to permanently transfer to another location (other than by mutual agreement) they must be given seven days notice of the change or paid overtime until seven days have transpired from the date notice was given.
21.8 Make-up time
An employee may elect,with the consent of their employer,to work make-up time under which the employee takes time off during ordinary hours and works those hours at a later time during the ordinary spread of hours provided for in clause 21.3 at the ordinary rate of pay.
21.9 Hours of work—out-of-school hours care,preschools and kindergartens
(a) An employee in an out-of-school hours care service,preschool or kindergarten may be employed as a term-time employee to work:
(i) only the school education weeks of the year as defined;
(ii) an average of 38 ordinary hours per week of the school education year;or
(iii) less than an average of 38 hours per week of the school education year.
(b) All entitlements for term-time employees are no less than those for non term-time employees,except that no ordinary wages are payable for the weeks the employee is not engaged to work.
(c) Notwithstanding clause 21.9(b) non-engaged periods count as service for the purposes of accrual of paid annual and personal/carer’s leave and wage increments.
(d) Where a public holiday falls on a day on which a term-time employee is normally employed to work,the employee will be paid at the ordinary hourly rate of pay for the number of hours they would ordinarily have worked on that day.
(e) Annual leave is exclusive of any public holiday which may occur during the period of leave provided the employee would have ordinarily been required to work on the day on which the public holiday falls.
(f) Nothing in this clause prevents an employee in a preschool or kindergarten from being employed other than as a term-time only employee.
[21.9(g) varied by PR503637 ppc 01Jan11]
(g) Where a person employed as at the date of making this award is employed on a contract which provides for payment of salary during non-term times or is employed under an award-based transitional instrument or Division 2B State award which provides for such payments the provisions of this clause will not have the effect that their contract of employment is changed as a result of this award coming into operation.
(h) The making of this award is not intended to prevent other arrangements for staff,who are not required to work during non-term weeks,to be agreed between the employer and majority of employees in a preschool,kindergarten or out-of-school hours care service.
[Varied by PR530861]
22.1 Meal breaks
(a) An employee will not be required to work in excess of five hours without an unpaid meal break of not less than 30 minutes and not more than one hour. Provided that employees who are engaged for not more than six hours continuously per shift may elect to forego a meal break.
(b) A meal break must be uninterrupted. Where there is an interruption to the meal break and this is occasioned by the employer,overtime will be paid until an uninterrupted break is taken. The minimum overtime payment will be as for 15 minutes with any time in excess of 15 minutes being paid in minimum blocks of 15 minutes.
[22.1(c) substituted by PR530861 ppc 02Nov12]
(c) Notwithstanding clause 22.1(a),where an employee is required to remain on the employer’s premises,the employee will be entitled to a paid meal break of not less than 20 minutes or more than 30 minutes. This paid meal break is to be counted as time worked. By agreement with the employer an employee may leave the premises during the meal break,however,such time away from the premises will not be counted as time worked and nor will any payment be made for such time.
22.2 Rest pauses
(a) An employee working four hours or more on any engagement will be entitled to a paid rest period of 10 minutes.
(b) Provided that an employee working for seven hours or more will be entitled to two such paid rest periods of 10 minutes each unless the employee agrees to forego one of these rest periods.
(c) All rest periods must be uninterrupted.
22.3 Breaks between work periods
(a) All employees will be entitled to a 10 hour rest period between the completion of work on one day and the commencement of work on the next. Work includes any reasonable additional hours or overtime.
(b) Where an employee recommences work without having had 10 hours off work the employee will be paid at overtime rates until such time as they are released from duty for a period of 10 consecutive hours without loss of pay for ordinary time hours occurring during the period of such absence.
(c) By agreement between an employer and an employee the period of 10 hours may be reduced to not less than eight hours.
23. Overtime and penalty rates
23.1 Entitlement to overtime rates
(a) A full-time employee is paid at overtime rates for any work performed outside of their ordinary hours of work.
(b) A part-time employee is paid at overtime rates in the circumstances specified in clause 10.4(f).
(c) A casual employee is paid at overtime rates in the circumstances specified in clause 10.5(e).
23.2 Overtime rates
(a) Overtime will be paid at the rate of time and a half for the first two hours and double time thereafter. In calculating overtime,each day’s work will stand alone.
(b) Where,due to a genuine and pressing emergency situation,an employee is required to remain at work after their normal finishing time such time will be paid at the ordinary rate for the employee’s classification. Provided that such emergency overtime does not exceed one hour per week. For the purposes of this subclause an emergency situation may include a natural disaster affecting a parent,another employee or the centre/service,the death of a child or parent,or a child requiring urgent hospitalisation or medical attention.
(c) Time off instead of payment for overtime
An employee and an employer may agree that an employee will be provided with time off instead of being paid an overtime payment for all authorised work performed outside of or in excess of the ordinary or rostered hours subject to the following:
(i) any periods of time off in ordinary hours will equate to the relevant period of overtime worked;
(ii) an employee must not accumulate more than 20 hours of time off which must be taken within four weeks of its accrual. Where time off is not taken the overtime will be paid for in the next pay period at the appropriate rate of overtime applicable;and
(iii) notwithstanding clause 23.2(c)(ii),by agreement between the employee and the employer,time off instead of payment for overtime may be accrued and taken as part of annual leave.
23.3 Shiftwork
(a) Despite the provisions of clauses 21.1,21.2 and 21.3,employees may be employed as shiftworkers.
(b) The ordinary hours inclusive of meal breaks for shiftworkers will not,without payment of overtime,exceed an average of 38 hours per week to be worked over a one,two or four week cycle.
(c) The following allowances will be paid for shiftwork:
Shift | % loading |
Early morning | 10 |
Afternoon | 15 |
Night shift,rotating with day or afternoon | 17.5 |
Night shift,non-rotating | 30 |
(d) Definitions
(i) Early morning shift means any shift commencing at or after 5.00 am and before 6.00 am.
(ii) Afternoon shift means any shift finishing after 6.30 pm and at or before midnight.
(iii) Night shift means any shift finishing after midnight and at or before 8.00 am or any shift commencing at or before midnight and finishing before 5.00 am.
(iv) Night shift,non-rotating means any night shift system in which night shifts do not rotate or alternate with another shift so as to give the employee at least one third of their working time off night shift in each roster cycle.
23.4 Weekend and public holiday work
(a) Overtime on a Saturday will be paid at the rate of time and a half for the first two hours and double time thereafter.
(b) Provided that shiftworkers required to work ordinary hours on a Saturday will be paid at the rate of time and a half for all hours worked. Overtime worked on a Saturday by shiftworkers will be paid at time and a half for the first two hours and double time thereafter.
(c) All time worked on a Sunday will be paid at the rate of double time.
(d) All time worked on a public holiday will be paid at the rate of double time and a half. Where both a public holiday and a substitute day are worked,public holiday penalties are payable for only one of those days,at the election of the employee.
(e) Employees working on a Saturday,Sunday or public holiday will receive a minimum payment of four hours pay.
Part 6—Leave and Public Holidays
25. Personal/carer’s leave and compassionate leave
24.1 Annual leave is provided for in the NES.
24.2 For the purposes of the additional week of leave provided by the NES,a shiftworker is an employee on shiftwork who is required to work in accordance with a roster on Sundays and public holidays.
24.3 Annual leave loading
In addition to the payment provided for by the NES an employer is required to pay leave loading of 17.5% of that payment.
24.4 Taking annual leave
(a) Where a workplace is closed during a vacation period,other than Christmas vacation,and no work is available,an employee will be paid the ordinary rate of pay during such a period.
(b) During the Christmas vacation only,an employee may be directed to take annual leave. An employee without sufficient accrued leave to maintain their ordinary rate of pay during the vacation period may be required to take leave without pay for a maximum of four weeks.
(c) Notwithstanding clause 24.4(a) in establishments which operate for more than 48 weeks per year,an employer may require an employee to take annual leave by giving at least four weeks notice in the following circumstances:
(i) as part of a close-down of its operations;or
(ii) where an employee has accrued more than eight weeks’leave.
24.5 Paid leave in advance of accrued entitlement
An employer may allow an employee to take annual leave either wholly or partly in advance before the leave has accrued. Where such leave is paid in advance and the employee leaves the employment before completing the service necessary to account for the leave provided,the employer may deduct the amount of leave paid in advance from any termination payments owing to the employee. No leave loading will be payable in respect of leave taken in advance of accrual.
25. Personal/carer’s leave and compassionate leave
Personal/carer’s leave and compassionate leave are provided for in the NES.
Community service leave is provided for in the NES.
27.1 Public holidays are provided for in the NES.
27.2 By agreement between the employer and the majority of employees in the relevant workplace an alternative day may be taken as the public holiday instead of any of the days prescribed by the NES.
27.3 Additional arrangements for full-time employees
(a) A full-time employee whose rostered day off falls on a public holiday must,subject to clause 27.2,either:
(i) be paid an extra day’s pay;
(ii) be provided with an alternative day off within 28 days;or
(iii) receive an additional day’s annual leave.
(b) A full-time employee who works on a public holiday is entitled to a substitute day as provided for in the NES.
Schedule A—Transitional Provisions
[Sched A varied by PR991783,PR503637]
A.1 General
A.1.1 The provisions of this schedule deal with minimum obligations only.
A.1.2 The provisions of this schedule are to be applied:
(a) when there is a difference,in money or percentage terms,between a provision in a relevant transitional minimum wage instrument (including the transitional default casual loading) or award-based transitional instrument on the one hand and an equivalent provision in this award on the other;
(b) when a loading or penalty in a relevant transitional minimum wage instrument or award-based transitional instrument has no equivalent provision in this award;
(c) when a loading or penalty in this award has no equivalent provision in a relevant transitional minimum wage instrument or award-based transitional instrument;or
(d) when there is a loading or penalty in this award but there is no relevant transitional minimum wage instrument or award-based transitional instrument.
[A.1.3 inserted by PR503637 ppc 01Jan11]
A.1.3 To avoid doubt,this schedule operates subject to the transitional pay equity order referred to in clause 14 of this award.
A.2 Minimum wages –existing minimum wage lower
A.2.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage lower than that in this award for any classification of employee.
A.2.2 In this clause minimum wage includes:
(a) a minimum wage for a junior employee,an employee to whom training arrangements apply and an employee with a disability;
(b) a piecework rate;and
(c) any applicable industry allowance.
A.2.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument for the classification concerned.
A.2.4 The difference between the minimum wage for the classification in this award and the minimum wage in clause A.2.3 is referred to as the transitional amount.
A.2.5 From the following dates the employer must pay no less than the minimum wage for the classification in this award minus the specified proportion of the transitional amount:
First full pay period on or after | |
1 July 2010 | 80% |
1 July 2011 | 60% |
1 July 2012 | 40% |
1 July 2013 | 20% |
A.2.6 The employer must apply any increase in minimum wages in this award resulting from an annual wage review.
A.2.7 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.
A.3 Minimum wages –existing minimum wage higher
A.3.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage higher than that in this award for any classification of employee.
A.3.2 In this clause minimum wage includes:
(a) a minimum wage for a junior employee,an employee to whom training arrangements apply and an employee with a disability;
(b) a piecework rate;and
(c) any applicable industry allowance.
A.3.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument for the classification concerned.
A.3.4 The difference between the minimum wage for the classification in this award and the minimum wage in clause A.3.3 is referred to as the transitional amount.
A.3.5 From the following dates the employer must pay no less than the minimum wage for the classification in this award plus the specified proportion of the transitional amount:
First full pay period on or after | |
1 July 2010 | 80% |
1 July 2011 | 60% |
1 July 2012 | 40% |
1 July 2013 | 20% |
A.3.6 The employer must apply any increase in minimum wages in this award resulting from an annual wage review. If the transitional amount is equal to or less than any increase in minimum wages resulting from the 2010 annual wage review the transitional amount is to be set off against the increase and the other provisions of this clause will not apply.
A.3.7 New South Wales,Western Australia and Tasmania –Other than Division 2B State award employers
[New A.3.7 inserted by PR991783 from 01Jan10;heading inserted by PR503637 ppc 01Jan11]
The following transitional arrangements apply to an employer in New South Wales,Western Australia and Tasmania which,immediately prior to 1 January 2010:
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage higher than that in this award for an employee engaged in a classification lower than Children’s Services Employee Level 3.1 and all classifications of Support Worker in Tasmania and Western Australia,and for all classifications in New South Wales.
The employer must:
(i) continue to pay no less than the minimum wage in the transitional minimum wage instrument and/or award-based transitional instrument;and
(ii) apply any increase in minimum wages in this award resulting from an annual wage review.
A.3.8 New South Wales and Tasmania –Division 2B State award employers
[New A.3.8 inserted by PR503637 ppc 01Jan11]
The following transitional arrangements apply to an employer in New South Wales and Tasmania which,immediately prior to 1 January 2011:
(a) was obliged,
(b) but for the operation of a Division 2B State employment agreement or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by a Division 2B State award to pay a minimum wage higher than that in this award for an employee engaged in a classification lower than Children’s Services Employee Level 3.1 and all classifications of Support Worker in Tasmania and for all classifications in New South Wales.
The employer must:
(i) continue to pay no less than the minimum wage in the Division 2B State award and
(ii) apply any increase in minimum wages in this award resulting from an annual wage review.
[A.3.7 renumbered as A.3.8 by PR991783,A.3.8 renumbered as A.3.9 by PR503637 ppc 01Jan11]
A.3.9 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.
A.4 Loadings and penalty rates
For the purposes of this schedule loading or penalty means a:
●casual or part-time loading;
●Saturday,Sunday,public holiday,evening or other penalty;
●shift allowance/penalty.
A.5 Loadings and penalty rates –existing loading or penalty rate lower
A.5.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by the terms of a transitional minimum wage instrument or an award-based transitional instrument to pay a particular loading or penalty at a lower rate than the equivalent loading or penalty in this award for any classification of employee.
A.5.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument or award-based transitional instrument for the classification concerned.
A.5.3 The difference between the loading or penalty in this award and the rate in clause A.5.2 is referred to as the transitional percentage.
A.5.4 From the following dates the employer must pay no less than the loading or penalty in this award minus the specified proportion of the transitional percentage:
First full pay period on or after | |
1 July 2010 | 80% |
1 July 2011 | 60% |
1 July 2012 | 40% |
1 July 2013 | 20% |
A.5.5 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.
A.6 Loadings and penalty rates –existing loading or penalty rate higher
A.6.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by the terms of a transitional minimum wage instrument or an award-based transitional instrument to pay a particular loading or penalty at a higher rate than the equivalent loading or penalty in this award,or to pay a particular loading or penalty and there is no equivalent loading or penalty in this award,for any classification of employee.
A.6.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument or award-based transitional instrument.
A.6.3 The difference between the loading or penalty in this award and the rate in clause A.6.2 is referred to as the transitional percentage. Where there is no equivalent loading or penalty in this award,the transitional percentage is the rate in A.6.2.
A.6.4 From the following dates the employer must pay no less than the loading or penalty in this award plus the specified proportion of the transitional percentage:
First full pay period on or after | |
1 July 2010 | 80% |
1 July 2011 | 60% |
1 July 2012 | 40% |
1 July 2013 | 20% |
A.6.5 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.
A.7 Loadings and penalty rates –no existing loading or penalty rate
A.7.1 The following transitional arrangements apply to an employer not covered by clause A.5 or A.6 in relation to a particular loading or penalty in this award.
A.7.2 Prior to the first full pay period on or after 1 July 2010 the employer need not pay the loading or penalty in this award.
A.7.3 From the following dates the employer must pay no less than the following percentage of the loading or penalty in this award:
First full pay period on or after | |
1 July 2010 | 20% |
1 July 2011 | 40% |
1 July 2012 | 60% |
1 July 2013 | 80% |
A.7.4 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.
A.8 Former Division 2B employers
[New A.8 inserted by PR503637 ppc 01Jan11]
A.8.1 This clause applies to an employer which,immediately prior to 1 January 2011,was covered by a Division 2B State award.
A.8.2 All of the terms of a Division 2B State award applying to a Division 2B employer are continued in effect until the end of the full pay period commencing before 1 February 2011.
A.8.3 Subject to this clause,from the first full pay period commencing on or after 1 February 2011 a Division 2B employer must pay no less than the minimum wages,loadings and penalty rates which it would be required to pay under this Schedule if it had been a national system employer immediately prior to 1 January 2010.
A.8.4 Despite clause A.8.3,where a minimum wage,loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was lower than the corresponding minimum wage,loading or penalty rate in this award,nothing in this Schedule requires a Division 2B employer to pay more than the minimum wage,loading or penalty rate in this award.
A.8.5 Despite clause A.8.3,where a minimum wage,loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was higher than the corresponding minimum wage,loading or penalty rate in this award,nothing in this Schedule requires a Division 2B employer to pay less than the minimum wage,loading or penalty rate in this award.
A.8.6 In relation to a Division 2B employer this Schedule commences to operate from the beginning of the first full pay period on or after 1 January 2011 and ceases to operate from the beginning of the first full pay period on or after 1 July 2014.
A.9 Allowances
[A.8 renumbered as A.9 by PR503637 ppc 01Jan11]
A.9.1 Health screen and police clearance allowances
(a) This clause applies to an employer in Western Australia which,immediately prior to 1 January 2010:
(i) was obliged,or
(ii) but for the operation of an agreement-based transitional instrument would have been obliged,or
(iii) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by an award-based transitional instrument to pay for or reimburse the cost of an employee undergoing health screening or obtaining a police clearance. The employer continues to be bound to observe such provisions and the employee continues to be entitled to the benefit.
(b) This clause ceases to operate on 31 December 2014.
Schedule B—Classification Structure
All employees will be classified by the employer into one of the levels contained in this Schedule in accordance with the employee’s skills,responsibilities,qualifications,experience in the industry and duties.
Progression within a level is subject to the provisions of clause 14.2.
Employees moving from one classification level to another will commence on the 1st year of service rate of the higher level.
B.1 Children’s Services Employees (CSE)
B.1.1 Level 1
This is an employee who has no formal qualifications but is able to perform work within the scope of this level. The employee will work under direct supervision in a team environment and will receive guidance and direction at all times. The employee will receive structured and regular on-the-job training to perform the duties expected at this level. Normally an employee at this level will not be left alone with a group of children.
(a) Indicative duties
●Learning and implementing the policies,procedures and routines of the service.
●Learning how to establish relationships and interact with children.
●Learning the basic skills required to work in this environment with children.
●Giving each child individual attention and comfort as required.
●Basic duties including food preparation,cleaning and gardening.
(b) Progression
A Level 1 employee will progress to the next level after a period of one year or earlier if the employer considers the employee capable of performing the work at the next level or if the employee actually performs work at the next level.
B.1.2 Level 2
This is an employee who has completed 12 months in Level 1,or a relevant AQF Certificate II,or in the opinion of the employer has sufficient knowledge and experience to perform the work within the scope of this level. An employee at this level has limited knowledge and experience in children’s services and is expected to take limited responsibility for their own work.
Indicative duties
●Assist in the implementation of the children’s program under supervision.
●Assist in the implementation of daily care routines.
●Develop awareness of and assist in maintenance of the health and safety of the children in care.
●Give each child individual attention and comfort as required.
●Understand and work according to the centre or service’s policies and procedures.
●Demonstrate knowledge of hygienic handling of food and equipment.
B.1.3 Level 3A
Such an employee would be an ‘E’Worker as previously classified under the Child Care (Long Day Care) WA Award 2005 as CSE Level 2.
B.1.4 Level 3
This is an employee who has completed AQF Certificate III in Children’s Services or an equivalent qualification or,alternatively,this employee will possess,in the opinion of the employer,sufficient knowledge or experience to perform the duties at this level. An employee appointed at this level will also undertake the same duties and perform the same tasks as a CSE Level 2.
(a) Indicative duties
●Assist in the preparation,implementation and evaluation of developmentally appropriate programs for individual children or groups.
●Record observations of individual children or groups for program planning purposes for qualified staff.
●Under direction,work with individual children with particular needs.
●Assist in the direction of untrained staff.
●Undertake and implement the requirements of quality assurance.
●Work in accordance with food safety regulations.
(b) Progression
Subject to this award,an employee at this level is entitled to progression to Level 3.3. An employee at this level who has completed an AQF Diploma in Children’s Services or equivalent,and who demonstrates the application of skills and knowledge acquired beyond the competencies required for AQF Certificate III in the ongoing performance of their work,must be paid no less than the rate prescribed for Level 3.4. Such an employee would also include an ‘E’Worker as previously classified under the Child Care (Long Day Care) WA Award 2005 as a CSE Level 3.
Any dispute concerning an employee’s entitlement to be paid at Level 3.4 may be dealt with in accordance with clause 9—Dispute resolution,which may require the employee to demonstrate that they utilise skills and knowledge above those prescribed for Level 3 but below those prescribed for Level 4.
B.1.5 Level 4A
This is an employee who has not obtained the qualifications required for a Level 4 employee who performs the same duties as a Level 4 employee.
B.1.6 Level 4
This is an employee who has completed a Diploma in Children’s Services or equivalent (e.g. Certificate IV in Out of School Hours Care) as recognised by licensing authorities and is appointed as the person in charge of a group of children in the age range from birth to 12 years or an employee who is appointed as an Authorised Supervisor (as defined in the Children and Young Persons (Care and Protection) Act 1998 (NSW)).
An employee at this level will also take on the same duties and perform the same tasks as a CSE Level 3.
Indicative duties
●Responsible,in consultation with the Assistant Director/Director for the preparation,implementation and evaluation of a developmentally appropriate program for individual children or groups.
●Responsible to the Assistant Director/Director for the supervision of students on placement.
●Responsible for ensuring a safe environment is maintained for both staff and children.
●Responsible for ensuring that records are maintained accurately for each child in their care.
●Develop,implement and evaluate daily care routines.
●Ensure that the centre or service’s policies and procedures are adhered to.
●Liaise with families.
B.1.7 Level 5A
This is an employee who has not obtained the qualification required for a Level 5 employee who performs the same duties as a Level 5 employee.
B.1.8 Level 5
This is an employee who has completed an AQF Level V Diploma in Children’s Services or equivalent and is appointed as:
●an Assistant Director of a service;
●a Children’s Services Co-ordinator;
●a Family Day Care Co-ordinator;
●a Family Day Care Trainee Supervisor;or
●a School Age Care Co-ordinator.
An Assistant Director will also take on the same duties and perform the same tasks as a CSE Level 4.
Indicative duties
●Co-ordinate and direct the activities of employees engaged in the implementation and evaluation of developmentally appropriate programs.
●Contribute,through the Director,to the development of the centre or service’s policies.
●Co-ordinate centre or service operations including Occupational Health and Safety,program planning,staff training.
●Responsible for the day-to-day management of the centre or service in the temporary absence of the Director and for management and compliance with licensing and all statutory and quality assurance issues.
●Generally supervise all employees within the service.
(a) A Children’s Service Co-ordinator undertakes additional responsibilities including:
●co-ordinating the activities of more than one group;
●supervising staff,trainees and students on placement;and
●assisting in administrative functions.
[B.1.8(b) varied by PR530861 ppc 02Nov12]
(b) A Family Day Care Co-ordinator undertakes the following indicative duties:
●arranges,administers and monitors a number of Family Day Care placements;
●responsible for the direction,supervision and training of a number of family based childcare workers;
●implements licensing regulations and accreditation requirements for family day care;
●assists in recruiting and approving the registration of family based childcare workers in accordance with the scheme’s policies and licensing regulations;
●documents,interprets and uses information about children;
●assists family based childcare workers to develop care routines for children;
●communicates effectively with family based childcare workers,children,parents and families;
●applies well-developed theoretical knowledge to the care situations with respect to cultural diversity,gender issues and scheme philosophy;
●responsible for the quality of their own work and the work of others;and
●ensures that records are maintained and up to date.
[B.1.8(c) varied by PR530861 ppc 02Nov12]
(c) A Family Day Care Trainee Supervisor undertakes the following indicative duties:
●provides support and guidance to family based childcare workers undertaking the AQF Certificate III Traineeship;
●undertakes supervision visits for the purpose of on-the-job workplace assessment;
●organises training assistance such as additional resources,in-service sessions and study groups as required;and
●contributes to the development of the scheme’s policies.
[B.1.8(d) varied by PR530861 ppc 02Nov12]
(d) An unqualified Co-ordinator who co-ordinates and manages a stand alone out-of-school hours care and/or vacation care centre may undertake the following:
●develop and/or oversee programs and ensure they offer a balance of flexibility,variety,safety and fun;
●supervise the programs/activities and ensure each staff member is fulfilling their relevant duties and responsibilities;
●carry out administrative tasks including fee collection and receipting,banking,staff pay,etc;
●administer first aid when appropriate and ensure that injured children receive appropriate medical attention;
●work positively with parents and/or committees;and
●understand and work in accordance with the centre or service’s policies.
B.1.9 Level 6A
This is an employee who has not obtained the qualification required for a Level 6 employee who performs the same duties as a Level 6 employee.
B.1.10 Level 6—Director
A Director is an employee who holds a relevant Degree or a 3 or 4 year Early Childhood Education qualification,or an AQF Advanced Diploma,or a Diploma in Children’s Services,or a Diploma in Out-of-Hours Care;or is otherwise a person possessing such experience,or holding such qualifications deemed by the employer or the relevant legislation to be appropriate or required for the position,and who is appointed as the director of a service.
(a) Indicative duties
●Responsible for the overall management and administration of the service.
●Supervise the implementation of developmentally appropriate programs for children.
●Recruit staff in accordance with relevant regulations.
●Maintain day-to-day accounts and handle all administrative matters.
●Ensure that the centre or service adheres to all relevant regulations and statutory requirements.
●Ensure that the centre or service meets or exceeds quality assurance requirements.
●Liaise with families and outside agencies.
●Formulate and evaluate annual budgets.
●Liaise with management committees as appropriate.
●Provide professional leadership and development to staff.
●Develop and maintain policies and procedures for the centre or service.
(b) Director Level 1
A Director Level 1 is an employee appointed as the Director of a service licensed for up to 39 children or a Family Day Care service of no more than 30 family based childcare workers and is paid at the Level 6.1 to 6.3 salary range.
(c) Director Level 2
A Director Level 2 is an employee appointed as the Director of a service licensed for between 40 and 59 children or a Family Day Care service with between 31 and 60 family based childcare workers and is paid at the Level 6.4 to 6.6 salary range.
(d) Director Level 3
A Director Level 3 is an employee appointed as the Director of a service licensed for 60 or more children or a Family Day Care service with more 60 family based childcare workers and is paid at the Level 6.7 to 6.9 salary range.
(e) Qualified Co-ordinator
This is also the level for a qualified Co-ordinator who co-ordinates and manages a stand alone out-of-school hours care and/or vacation care centre and has successfully completed a post-secondary course of at least two years in Early Childhood Studies or an equivalent qualification.
A Co-ordinator appointed to co-ordinate the activities of a service licensed to accommodate up to 59 children will be paid at the salary range Level 6.1 to 6.3.
A Co-ordinator appointed to co-ordinate the activities of a service licensed to accommodate 60 or more children will be paid at the salary range Level 6.4 to 6.6.
B.2 Support Worker
B.2.1 Level 1
This is an untrained,unqualified employee. Employees at this level will work under supervision with guidance and direction.
(a) Indicative duties
●Assisting a qualified cook and/or basic food preparation and/or duties of a kitchen hand.
●Laundry work.
●Cleaning.
●Gardening.
●Driving.
●Maintenance (non-trade).
●Administrative duties.
(b) Progression
An employee will progress to Children’s Services Support Employee (CSSE) Level 2 after 12 months,or earlier if the employee is performing the duties of a children’s Services support employee Level 2.
B.2.2 Level 2
An employee at this level will possess skills,training and experience above that of a CSSE Level 1 and below that of a CSSE level 3. An employee at this level works under routine supervision and exercises discretion consistent with their skills and experience.
Indicative duties
●Assisting a qualified cook and/or basic food preparation and/or duties of a kitchen hand.
●Laundry work.
●Cleaning.
●Gardening.
●Driving.
●Maintenance (non-trade).
●Administrative duties.
B.2.3 Level 3
An employee at this level possesses an AQF Certificate III or equivalent skills and performs work at that level as required by the employer.
Schedule C—Supported Wage System
[Varied by PR998748,PR510670,PR525068,PR537893,PR542240]
C.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.
C.2 In this schedule:
approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system
assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system
disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth),as amended from time to time,or any successor to that scheme
relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged
supported wage system (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability,as documented in the Supported Wage System Handbook. The Handbook is available from the following website:www.jobaccess.gov.au
SWS wage assessment agreement means the document in the form required by the Department of Education,Employment and Workplace Relations that records the employee’s productive capacity and agreed wage rate
C.3 Eligibility criteria
C.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award,because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.
C.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.
C.4 Supported wage rates
C.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:
Assessed capacity (clause C.5) % | Relevant minimum wage % |
10 | 10 |
20 | 20 |
30 | 30 |
40 | 40 |
50 | 50 |
60 | 60 |
70 | 70 |
80 | 80 |
90 | 90 |
[C.4.2 varied by PR998748,PR510670,PR525068,PR537893 ppc 01Jul13]
C.4.2 Provided that the minimum amount payable must be not less than $78 per week.
C.4.3 Where an employee’s assessed capacity is 10%,they must receive a high degree of assistance and support.
C.5.1 For the purpose of establishing the percentage of the relevant minimum wage,the productive capacity of the employee will be assessed in accordance with the Supported Wage System by an approved assessor,having consulted the employer and employee and,if the employee so desires,a union which the employee is eligible to join.
C.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement,and retained by the employer as a time and wages record in accordance with the Act.
C.6 Lodgement of SWS wage assessment agreement
[C.6.1 varied by PR542240 ppc 04Dec13]
C.6.1 All SWS wage assessment agreements under the conditions of this schedule,including the appropriate percentage of the relevant minimum wage to be paid to the employee,must be lodged by the employer with the Fair Work Commission.
[C.6.2 varied by PR542240 ppc 04Dec13]
C.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment,the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days.
C.7 Review of assessment
The assessment of the applicable percentage should be subject to annual or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the supported wage system.
C.8 Other terms and conditions of employment
Where an assessment has been made,the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.
C.9 Workplace adjustment
An employer wishing to employ a person under the provisions of this schedule must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties,working time arrangements and work organisation in consultation with other workers in the area.
C.10 Trial period
C.10.1 In order for an adequate assessment of the employee’s capacity to be made,an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks,except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.
C.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.
[C.10.3 varied by PR998748,PR510670,PR525068,PR537893 ppc 01Jul13]
C.10.3 The minimum amount payable to the employee during the trial period must be no less than $78 per week.
C.10.4 Work trials should include induction or training as appropriate to the job being trialled.
C.10.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period,a further contract of employment will be entered into based on the outcome of assessment under clause C.5.
Schedule D—National Training Wage
[Varied by PR998020,PR509151,PR509151,PR522982,PR536785,PR545787]
D.1 Title
This is the National Training Wage Schedule.
D.2 Definitions
In this schedule:
adult trainee is a trainee who would qualify for the highest minimum wage in Wage Level A,B or C if covered by that wage level
approved training means the training specified in the training contract
Australian Qualifications Framework (AQF) is a national framework for qualifications in post-compulsory education and training
out of school refers only to periods out of school beyond Year 10 as at the first of January in each year and is deemed to:
(c) include any period of schooling beyond Year 10 which was not part of or did not contribute to a completed year of schooling;
(d) include any period during which a trainee repeats in whole or part a year of schooling beyond Year 10;and
(e) not include any period during a calendar year in which a year of schooling is completed
relevant State or Territory training authority means the bodies in the relevant State or Territory which exercise approval powers in relation to traineeships and register training contracts under the relevant State or Territory vocational education and training legislation
relevant State or Territory vocational education and training legislation means the following or any successor legislation:
Australian Capital Territory:Training and Tertiary Education Act 2003;
New South Wales:Apprenticeship and Traineeship Act 2001;
Northern Territory:Northern Territory Employment and Training Act 1991;
Queensland:Vocational Education,Training and Employment Act 2000;
South Australia:Training and Skills Development Act 2008;
Tasmania:Vocational Education and Training Act 1994;
Victoria:Education and Training Reform Act 2006;or
Western Australia:Vocational Education and Training Act 1996
trainee is an employee undertaking a traineeship under a training contract
traineeship means a system of training which has been approved by the relevant State or Territory training authority,which meets the requirements of a training package developed by the relevant Industry Skills Council and endorsed by the National Quality Council,and which leads to an AQF certificate level qualification
training contract means an agreement for a traineeship made between an employer and an employee which is registered with the relevant State or Territory training authority
training package means the competency standards and associated assessment guidelines for an AQF certificate level qualification which have been endorsed for an industry or enterprise by the National Quality Council and placed on the National Training Information Service with the approval of the Commonwealth,State and Territory Ministers responsible for vocational education and training,and includes any relevant replacement training package
year 10 includes any year before Year 10
D.3 Coverage
D.3.1 Subject to clauses D.3.2 to D.3.6 of this schedule,this schedule applies in respect of an employee covered by this award who is undertaking a traineeship whose training package and AQF certificate level is allocated to a wage level by Appendix D1 to this schedule or by clause D.5.4 of this schedule.
D.3.2 This schedule only applies to AQF Certificate Level IV traineeships for which a relevant AQF Certificate Level III traineeship is listed in Appendix D1 to this schedule.
D.3.3 This schedule does not apply to the apprenticeship system or to any training program which applies to the same occupation and achieves essentially the same training outcome as an existing apprenticeship in an award as at 25 June 1997.
D.3.4 This schedule does not apply to qualifications not identified in training packages or to qualifications in training packages which are not identified as appropriate for a traineeship.
D.3.5 Where the terms and conditions of this schedule conflict with other terms and conditions of this award dealing with traineeships,the other terms and conditions of this award prevail.
D.3.6 At the conclusion of the traineeship,this schedule ceases to apply to the employee.
D.4 Types of Traineeship
The following types of traineeship are available under this schedule:
D.4.1 a full-time traineeship based on 38 ordinary hours per week,with 20% of ordinary hours being approved training;and
D.4.2 a part-time traineeship based on less than 38 ordinary hours per week,with 20% of ordinary hours being approved training solely on-the-job or partly on-the-job and partly off-the-job,or where training is fully off-the-job.
D.5 Minimum Wages
[D.5 substituted by PR998020,PR509151,PR522982,PR536785 ppc 01Jul13]
D.5.1 Minimum wages for full-time traineeships
Subject to clause D.5.3 of this schedule,the minimum wages for a trainee undertaking a full-time AQF Certificate Level I–III traineeship whose training package and AQF certificate levels are allocated to Wage Level A by Appendix D1 are:
Highest year of schooling completed | |||
Year 10 | Year 11 | Year 12 | |
per week | per week | per week | |
$ | $ | $ | |
School leaver | 279.50 | 307.90 | 366.80 |
Plus 1 year out of school | 307.90 | 366.80 | 426.80 |
Plus 2 years out of school | 366.80 | 426.80 | 496.70 |
Plus 3 years out of school | 426.80 | 496.70 | 568.70 |
Plus 4 years out of school | 496.70 | 568.70 | |
Plus 5 or more years out of school | 568.70 | ||
(b) Wage Level B
Subject to clause D.5.3 of this schedule,the minimum wages for a trainee undertaking a full-time AQF Certificate Level I–III traineeship whose training package and AQF certificate levels are allocated to Wage Level B by Appendix D1 are:
Highest year of schooling completed | |||
Year 10 | Year 11 | Year 12 | |
per week | Per week | per week | |
$ | $ | $ | |
School leaver | 279.50 | 307.90 | 356.90 |
Plus 1 year out of school | 307.90 | 356.90 | 410.50 |
Plus 2 years out of school | 356.90 | 410.50 | 481.40 |
Plus 3 years out of school | 410.50 | 481.40 | 549.10 |
Plus 4 years out of school | 481.40 | 549.10 | |
Plus 5 or more years out of school | 549.10 | ||
(c) Wage Level C
Subject to clause D.5.3 of this schedule,the minimum wages for a trainee undertaking a full-time AQF Certificate Level I–III traineeship whose training package and AQF certificate levels are allocated to Wage Level C by Appendix D1 are:
Highest year of schooling completed | |||
Year 10 | Year 11 | Year 12 | |
per week | per week | per week | |
$ | $ | $ | |
School leaver | 279.50 | 307.90 | 356.90 |
Plus 1 year out of school | 307.90 | 356.90 | 401.70 |
Plus 2 years out of school | 356.90 | 401.70 | 448.70 |
Plus 3 years out of school | 401.70 | 448.70 | 500.00 |
Plus 4 years out of school | 448.70 | 500.00 | |
Plus 5 or more years out of school | 500.00 | ||
(d) AQF Certificate Level IV traineeships
(i) Subject to clause D.5.3 of this schedule,the minimum wages for a trainee undertaking a full-time AQF Certificate Level IV traineeship are the minimum wages for the relevant full-time AQF Certificate Level III traineeship with the addition of 3.8% to those minimum wages.
(ii) Subject to clause D.5.3 of this schedule,the minimum wages for an adult trainee undertaking a full-time AQF Certificate Level IV traineeship are as follows,provided that the relevant wage level is that for the relevant AQF Certificate Level III traineeship:
Wage level | First year of traineeship | Second and subsequent years of traineeship |
per week | per week | |
$ | $ | |
Wage Level A | 590.60 | 613.50 |
Wage Level B | 569.80 | 591.70 |
Wage Level C | 518.50 | 538.20 |
D.5.2 Minimum wages for part-time traineeships
Highest year of schooling completed | |||
Year 10 | Year 11 | Year 12 | |
per hour | per hour | per hour | |
$ | $ | $ | |
School leaver | 9.19 | 10.14 | 12.07 |
Plus 1 year out of school | 10.14 | 12.07 | 14.05 |
Plus 2 years out of school | 12.07 | 14.05 | 16.34 |
Plus 3 years out of school | 14.05 | 16.34 | 18.70 |
Plus 4 years out of school | 16.34 | 18.70 | |
Plus 5 or more years out of school | 18.70 | ||
Highest year of schooling completed | |||
Year 10 | Year 11 | Year 12 | |
per hour | per hour | per hour | |
$ | $ | $ | |
School leaver | 9.19 | 10.14 | 11.75 |
Plus 1 year out of school | 10.14 | 11.75 | 13.50 |
Plus 2 years out of school | 11.75 | 13.50 | 15.84 |
Plus 3 years out of school | 13.50 | 15.84 | 18.07 |
Plus 4 years out of school | 15.84 | 18.07 | |
Plus 5 or more years out of school | 18.07 | ||
Highest year of schooling completed | |||
Year 10 | Year 11 | Year 12 | |
per hour | per hour | per hour | |
$ | $ | $ | |
School leaver | 9.19 | 10.14 | 11.75 |
Plus 1 year out of school | 10.14 | 11.75 | 13.21 |
Plus 2 years out of school | 11.75 | 13.21 | 14.76 |
Plus 3 years out of school | 13.21 | 14.76 | 16.45 |
Plus 4 years out of school | 14.76 | 16.45 | |
Plus 5 or more years out of school | 16.45 | ||
(d) School-based traineeships
Subject to clauses D.5.2(f) and D.5.3 of this schedule, the minimum wages for a trainee undertaking a school-based AQF Certificate Level I–III traineeship whose training package and AQF certificate levels are allocated to Wage Levels A,B or C by Appendix D1 are as follows when the trainee works ordinary hours:
(e) AQF Certificate Level IV traineeships
(i) Subject to clauses D.5.2(f) and D.5.3 of this schedule,the minimum wages for a trainee undertaking a part-time AQF Certificate Level IV traineeship are the minimum wages for the relevant part-time AQF Certificate Level III traineeship with the addition of 3.8% to those minimum wages.
(ii) Subject to clauses D.5.2(f) and D.5.3 of this schedule,the minimum wages for an adult trainee undertaking a part-time AQF Certificate Level IV traineeship are as follows,provided that the relevant wage level is that for the relevant AQF Certificate Level III traineeship:
(f) Calculating the actual minimum wage
(i) Where the full-time ordinary hours of work are not 38 or an average of 38 per week,the appropriate hourly minimum wage is obtained by multiplying the relevant minimum wage in clauses D.5.2(a)–(e) of this schedule by 38 and then dividing the figure obtained by the full-time ordinary hours of work per week.
(ii) Where the approved training for a part-time traineeship is provided fully off-the-job by a registered training organisation,for example at school or at TAFE,the relevant minimum wage in clauses D.5.2(a)–(e) of this schedule applies to each ordinary hour worked by the trainee.
(iii) Where the approved training for a part-time traineeship is undertaken solely on-the-job or partly on-the-job and partly off-the-job,the relevant minimum wage in clauses D.5.2(a)–(e) of this schedule minus 20% applies to each ordinary hour worked by the trainee.
D.5.3 Other minimum wage provisions
(a) An employee who was employed by an employer immediately prior to becoming a trainee with that employer must not suffer a reduction in their minimum wage per week or per hour by virtue of becoming a trainee. Casual loadings will be disregarded when determining whether the employee has suffered a reduction in their minimum wage.
(b) If a qualification is converted from an AQF Certificate Level II to an AQF Certificate Level III traineeship,or from an AQF Certificate Level III to an AQF Certificate Level IV traineeship,then the trainee must be paid the next highest minimum wage provided in this schedule,where a higher minimum wage is provided for the new AQF certificate level.
The minimum wage for a trainee undertaking an AQF Certificate Level I–III traineeship whose training package and AQF certificate level are not allocated to a wage level by Appendix D1 is the relevant minimum wage under this schedule for a trainee undertaking an AQF Certificate to Level I–III traineeship whose training package and AQF certificate level are allocated to Wage Level B.
D.6 Employment conditions
D.6.1 A trainee undertaking a school-based traineeship may,with the agreement of the trainee,be paid an additional loading of 25% on all ordinary hours worked instead of paid annual leave,paid personal/carer’s leave and paid absence on public holidays,provided that where the trainee works on a public holiday then the public holiday provisions of this award apply.
D.6.2 A trainee is entitled to be released from work without loss of continuity of employment and to payment of the appropriate wages to attend any training and assessment specified in,or associated with,the training contract.
D.6.3 Time spent by a trainee,other than a trainee undertaking a school-based traineeship,in attending any training and assessment specified in,or associated with,the training contract is to be regarded as time worked for the employer for the purposes of calculating the trainee’s wages and determining the trainee’s employment conditions.
[Note inserted by PR545787 ppc 01Jan14]
Note:The time to be included for the purpose of calculating the wages for part-time trainees whose approved training is fully off-the-job is determined by clause D.5.2(f)(ii) and not by this clause.
D.6.4 Subject to clause D.3.5 of this schedule, all other terms and conditions of this award apply to a trainee unless specifically varied by this schedule.
Appendix D1:Allocation of Traineeships to Wage Levels
The wage levels applying to training packages and their AQF certificate levels are:
D1.1 Wage Level A
Training package | AQF certificate level |
Aeroskills | II |
Aviation | I |
Beauty | III |
Business Services | I |
Chemical,Hydrocarbons and Refining | I |
Civil Construction | III |
Coal Training Package | II |
Community Services | II |
Construction,Plumbing and Services Integrated Framework | I |
Correctional Services | II |
Drilling | II |
Electricity Supply Industry—Generation Sector | II |
Electricity Supply Industry—Transmission,Distribution and Rail Sector | II |
Electrotechnology | I |
Financial Services | I |
Floristry | III |
Food Processing Industry | III |
Gas Industry | III |
Information and Communications Technology | I |
Laboratory Operations | II |
Local Government (other than Operational Works Cert I and II) | I |
Manufactured Mineral Products | III |
Manufacturing | I |
Maritime | I |
Metal and Engineering (Technical) | II |
Metalliferous Mining | II |
Museum,Library and Library/Information Services | II |
Plastics,Rubber and Cablemaking | III |
Public Safety | III |
Public Sector | II |
Pulp and Paper Manufacturing Industries | III |
Retail Services (including wholesale and Community pharmacy) | III |
Telecommunications | II |
Textiles,Clothing and Footwear | III |
Tourism,Hospitality and Events | I |
Training and Assessment | III |
Transport and Distribution | III |
Water Industry (Utilities) | III |
D1.2 Wage Level B
Training package | AQF certificate level |
Animal Care and Management | I |
Asset Maintenance | I |
Australian Meat Industry | I |
Automotive Industry Manufacturing | II |
Automotive Industry Retail,Service and Repair | I |
Beauty | II |
Caravan Industry | II |
Civil Construction | I |
Community Recreation Industry | III |
Entertainment | I |
Extractive Industries | II |
Fitness Industry | III |
Floristry | II |
Food Processing Industry | I |
Forest and Forest Products Industry | I |
Furnishing | I |
Gas Industry | I |
Health | II |
Local Government (Operational Works) | I |
Manufactured Mineral Products | I |
Metal and Engineering (Production) | II |
Outdoor Recreation Industry | I |
Plastics,Rubber and Cablemaking | II |
Printing and Graphic Arts | II |
Property Services | I |
Public Safety | I |
Pulp and Paper Manufacturing Industries | I |
Retail Services | I |
Screen and Media | I |
Sport Industry | II |
Sugar Milling | I |
Textiles,Clothing and Footwear | I |
Transport and Logistics | I |
Visual Arts,Craft and Design | I |
Water Industry | I |
D1.3 Wage Level C
Training package | AQF certificate level |
Agri-Food | I |
Amenity Horticulture | I |
Conservation and Land Management | I |
Funeral Services | I |
Music | I |
Racing Industry | I |
Rural Production | I |
Seafood Industry | I |
Schedule E—2013 Part-day public holidays
[Sched E inserted by PR532630 ppc 23Nov12;renamed and varied by PR544519 ppc 21Nov13]
This schedule operates where this award otherwise contains provisions dealing with public holidays that supplement the NES.
E.1 Where a part-day public holiday is declared or prescribed between 7.00 pm and midnight on Christmas Eve (24 December 2013) or New Year’s Eve (31 December 2013) the following will apply on Christmas Eve and New Year’s Eve and will override any provision in this award relating to public holidays to the extent of the inconsistency:
(a) All employees will have the right to refuse to work on the part-day public holiday if the request to work is not reasonable or the refusal is reasonable as provided for in the NES.
(b) Where a part-time or full-time employee is usually rostered to work ordinary hours between 7.00 pm and midnight but as a result of exercising their right under the NES does not work,they will be paid their ordinary rate of pay for such hours not worked.
(c) Where a part-time or full-time employee is usually rostered to work ordinary hours between 7.00 pm and midnight but as a result of being on annual leave does not work,they will be taken not to be on annual leave between those hours of 7.00 pm and midnight that they would have usually been rostered to work and will be paid their ordinary rate of pay for such hours.
(d) Where a part-time or full-time employee is usually rostered to work ordinary hours between 7.00 pm and midnight,but as a result of having a rostered day off (RDO) provided under this award,does not work,the employee will be taken to be on a public holiday for such hours and paid their ordinary rate of pay for those hours.
(e) Excluding annualised salaried employees to whom clause E.1(f) applies,where an employee works any hours between 7.00 pm and midnight they will be entitled to the appropriate public holiday penalty rate (if any) in this award for those hours worked.
(f) Where an employee is paid an annualised salary under the provisions of this award and is entitled under this award to time off in lieu or additional annual leave for work on a public holiday,they will be entitled to time off in lieu or pro-rata annual leave equivalent to the time worked between 7.00 pm and midnight.
(g) An employee not rostered to work between 7.00 pm and midnight,other than an employee who has exercised their right in accordance with clause E.1(a),will not be entitled to another day off,another day’s pay or another day of annual leave as a result of the part-day public holiday.
This schedule is not intended to detract from or supplement the NES.
This schedule is an interim provision and subject to further review.
Schedule F—School-based Apprentices
[Sched F inserted by PR544170 ppc 01Jan14]
F.1 This schedule applies to school-based apprentices. A school-based apprentice is a person who is undertaking an apprenticeship in accordance with this schedule while also undertaking a course of secondary education.
F.2 A school-based apprenticeship may be undertaken in the trades covered by this award under a training agreement or contract of training for an apprentice declared or recognised by the relevant State or Territory authority.
F.3 The relevant minimum wages for full-time junior and adult apprentices provided for in this award,calculated hourly,will apply to school-based apprentices for total hours worked including time deemed to be spent in off-the-job training.
F.4 For the purposes of F.3,where an apprentice is a full-time school student,the time spent in off-the-job training for which the apprentice must be paid is 25% of the actual hours worked each week on-the-job. The wages paid for training time may be averaged over the semester or year.
F.5 A school-based apprentice must be allowed,over the duration of the apprenticeship,the same amount of time to attend off-the-job training as an equivalent full-time apprentice.
F.6 For the purposes of this schedule,off-the-job training is structured training delivered by a Registered Training Organisation separate from normal work duties or general supervised practice undertaken on the job.
F.7 The duration of the apprenticeship must be as specified in the training agreement or contract for each apprentice but must not exceed six years.
F.8 School-based apprentices progress through the relevant wage scale at the rate of 12 months progression or the rate of competency-based progression for each two years of employment as an apprentice or at the rate of competency-based progression if provided for in this award.
F.9 The apprentice wage scales are based on a standard full-time apprenticeship of four years (unless the apprenticeship is of three years duration) or stages of competency based progression (if provided for in this award). The rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school-based apprentice undertaking the applicable apprenticeship.
F.10 If an apprentice converts from school-based to full-time,the successful completion of competencies (if provided for in this award) and all time spent as a full-time apprentice will count for the purposes of progression through the relevant wage scale in addition to the progression achieved as a school-based apprentice.
F.11 School-based apprentices are entitled pro rata to all of the other conditions in this award.
** end of text **
Modern award and related determinations on the Find My Award tool or otherwise on the Fair Work Ombudsman’s website display content taken from the Fair Work Commission’s website. The Fair Work Commission and Fair Work Ombudsman take care to ensure that modern award and related determination copies are accurate at the time of publication but do not guarantee, and accept no legal liability whatsoever arising from or connected to, the accuracy, reliability, currency or completeness of the information displayed by the Find My Award tool or otherwise on the Fair Work Ombudsman’s website or resources.
Any data extracts must be read in conjunction with the provisions in the modern award. These copies and extracts are not a substitute for independent professional advice and users should obtain any appropriate professional advice relevant to their particular circumstances.
The Fair Work Ombudsman acknowledges the Traditional Custodians of Country throughout Australia and their continuing connection to land, waters, skies and communities. We pay our respects to them, their Cultures, and Elders past and present.