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Oil Refining and Manufacturing Award 2020
This Fair Work Commission consolidated modern award incorporates all amendments up to and including 27 August 2024 (PR777303 and PR778043).
Clause(s) affected by the most recent variation(s):
2—Definitions
11—Casual employees
13A—Employee right to disconnect
32—Dispute resolution
Table of Contents
[Varied by PR716602, PR747388, PR750513, PR774784, PR778043]
Part 1— Application and Operation of this Award
3. The National Employment Standards and this award
5. Individual flexibility arrangements
6. Requests for flexible working arrangements
Part 2— Types of Employment and Classifications
13A. Employee right to disconnect
18. Annualised wage arrangements
Part 5— Overtime and Penalty Rates
25. Personal/carer’s leave and compassionate leave
26. Parental leave and related entitlements
28. Family and domestic violence leave
Part 7— Workplace Delegates, Consultation and Dispute Resolution
29A. Workplace delegates’ rights
30. Consultation about major workplace change
31. Consultation about changes to rosters or hours of work
Part 8— Termination of Employment and Redundancy
Schedule A —Classification Definitions
Schedule B —Summary of Hourly Rates of Pay
Schedule C —Summary of Monetary Allowances
Schedule D —School-based Apprentices
Schedule E —Supported Wage System
Schedule F —Agreement for Time Off Instead of Payment for Overtime
Part 1—Application and Operation of this Award
1.1 This award is the Oil Refining and Manufacturing Award 2020.
1.2 This modern award commenced operation on 1 January 2010. The terms of the award have been varied since that date.
1.3 A variation to this award does not affect any right, privilege, obligation or liability that a person acquired, accrued or incurred under the award as it existed prior to that variation.
[Varied by PR733888, PR774784, PR777303]
In this award, unless the contrary intention appears:
Act means the Fair Work Act 2009 (Cth).
adult apprentice means an apprentice who is 21 years of age or over at the commencement of their apprenticeship.
afternoon shift means any shift finishing after 7.00 pm and at or before midnight.
all purposes means the payment will be included in the rate of pay of an employee who is entitled to the allowance, when calculating any penalties, loadings or payment while they are on annual leave (see clause 19.2(a)).
base rate of pay has the meaning given by the NES.
bulk liquid means the liquid or gaseous form of petroleum, oil, hydrocarbons or incidental products.
bulk liquid terminal means a terminal or storage facility where employees are engaged in the reception, handling, storage, preparation, distribution, bottling and packing of bulk liquids.
[Definition of casual employee inserted by PR733888 from 27Sep21; varied by PR777303 from 27Aug24]
casual employee has the meaning given by section 15A of the Act.
NOTE: Section 15A of the Act was amended with effect from 26 August 2024. Under clause 102(3) of Schedule 1 to the Act, an existing employee who was a casual employee of an employer under section 15A as it was immediately before that date is taken to be a casual employee of the employer for the purposes of section 15A after that date.
continuous shiftwork means work carried on with consecutive shifts of employees throughout the 24 hours of each of at least 6 consecutive days without interruption except for breakdowns or meal breaks or due to unavoidable causes beyond the control of the employer.
continuous shiftworker means an employee engaged in continuous shiftwork.
day shift means any shift finishing after noon and at or before 7.00 pm.
defined benefit member has the meaning given by the Superannuation Guarantee (Administration) Act 1992 (Cth).
employee means national system employee within the meaning of the Act.
[Definition of employee organisation inserted by PR774784 from 01Jul24]
employee organisation has the meaning given by section 12 of Act.
employer means national system employer within the meaning of the Act.
[Definition of enterprise inserted by PR774784 from 01Jul24]
enterprise has the meaning given by section 12 of the Act.
minimum weekly rate means the minimum weekly rate of pay in clause 16—Minimum rates.
MySuper product has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth).
NES means the National Employment Standards as contained in sections 59 to 131 of the Act.
night shift means any shift finishing after midnight and at or before noon.
oil refining and manufacturing industry has the meaning given in clause 4.2.
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.
ordinary hourly rate means the hourly rate for an employee’s classification specified in clause 16—Minimum rates plus any allowances specified as being included in the employee’s ordinary hourly rate or payable for all purposes. Note: the industry allowance does not apply to clerical employees.
[Definition of regular casual employee inserted by PR733888 from 27Sep21]
regular casual employee has the meaning given by section 12 of the Act.
shiftworker means an employee for the time being required by the employer to work in a system of shifts, being day shifts, afternoon shifts, night shifts or any combination of them; or a continuous shiftworker.
[Definition of small business employer inserted by PR774784 from 01Jul24]
small business employer has the meaning given by section 23 of the Act.
standard rate means the minimum weekly rate for a Maintenance tradesperson in clause 16—Minimum rates.
[Definition of workplace delegate inserted by PR774784 from 01Jul24]
workplace delegate has the meaning given by section 350C(1) of the Act.
3. The National Employment Standards and this award
3.1 The National Employment Standards (NES) and this award contain the minimum conditions of employment for employees covered by this award.
3.2 Where this award refers to a condition of employment provided for in the NES, the NES definition applies.
3.3 The employer must ensure that copies of this award and the NES are available to all employees to whom they apply, either on a notice board which is conveniently located at or near the workplace or through accessible electronic means.
4.1 This industry award covers employers throughout Australia in the oil refining and manufacturing industry and their employees in the classifications listed in Schedule A—Classification Definitions to the exclusion of any other modern award.
4.2 Oil refining and manufacturing industry means:
(a) refining crude oil;
(b) manufacturing and blending petroleum products including:
(i) aviation fuels;
(ii) bitumen;
(iii) diesel;
(iv) ethylene;
(v) gasoline;
(vi) liquefied petroleum gas;
(vii) lubricant base oils, greases and other related product lines; or
(viii) solvents; and
(c) pipeline distribution of oil or petroleum products included in this definition to or from a terminal or storage facility owned and operated by a refinery employer or a related company, which is itself connected by pipeline to an oil refinery, and the operation of such a terminal or storage facility; and
(d) storage of bulk liquid at a bulk liquid terminal, provided that immediately prior to 1 January 2010, the employer of any employees at such terminal was bound by the Oil and Gas Industry Bulk Liquid Terminals Award 2002 [AP822096CRV].
4.3 This award does not cover:
(b) employees engaged as deck officers, marine engineer officers, ratings or catering staff on any vessel or as professional divers;
(c) employees engaged in commissioning, servicing, maintaining (including mechanical, electrical, fabricating or engineering and preparatory work), modifying, upgrading, or repairing facilities, plant and equipment other than when performed by employees of a refinery operator;
(d) employees engaged in transportation, storage, distribution, marketing and sale of products, other than where specifically included in clause 4.1;
(e) managerial employees;
(f) information technology professionals, professional engineers and scientists working as such;
(g) security, catering and cleaning employees; and
(h) employees engaged in the aviation industry.
4.4 This award covers any employer which supplies labour on an on-hire basis in the oil refining and manufacturing industry 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. Clause 4.4 operates subject to the exclusions from coverage in this award.
4.5 This award covers employers which provide group training services for apprentices and/or trainees engaged in the oil refining and manufacturing industry and/or parts of that industry and those apprentices and/or trainees engaged by a group training service hosted by a company to perform work at a location where the activities described in clause 4.2 are being performed. Clause 4.5 operates subject to the exclusions from coverage in this award.
4.6 This award does not cover:
(a) employees excluded from award coverage by the Act;
(b) 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; or
(c) 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.
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. Individual flexibility arrangements
5.1 Despite anything else in this award, an employer and an individual employee may agree to vary the application of the terms of this award relating to any of the following in order to meet the genuine needs of both the employee and the employer:
(a) arrangements for when work is performed; or
(b) overtime rates; or
(c) penalty rates; or
(d) allowances; or
(e) annual leave loading.
5.2 An agreement must be one that is genuinely made by the employer and the individual employee without coercion or duress.
5.3 An agreement may only be made after the individual employee has commenced employment with the employer.
5.4 An employer who wishes to initiate the making of an agreement must:
(a) give the employee a written proposal; and
(b) if the employer is aware that the employee has, or reasonably should be aware that the employee may have, limited understanding of written English, take reasonable steps (including providing a translation in an appropriate language) to ensure that the employee understands the proposal.
5.5 An agreement must result in the employee being better off overall at the time the agreement is made than if the agreement had not been made.
5.6 An agreement must do all of the following:
(a) state the names of the employer and the employee; and
(b) identify the award term, or award terms, the application of which is to be varied; and
(c) set out how the application of the award term, or each award term, is varied; and
(d) set out how the agreement results in the employee being better off overall at the time the agreement is made than if the agreement had not been made; and
(e) state the date the agreement is to start.
5.7 An agreement must be:
(a) in writing; and
5.8 Except as provided in clause 5.7(b), an agreement must not require the approval or consent of a person other than the employer and the employee.
5.9 The employer must keep the agreement as a time and wages record and give a copy to the employee.
5.10 The employer and the employee must genuinely agree, without duress or coercion to any variation of an award provided for by an agreement.
5.11 An agreement may be terminated:
(a) at any time, by written agreement between the employer and the employee; or
NOTE: If an employer and employee agree to an arrangement that purports to be an individual flexibility arrangement under this award term and the arrangement does not meet a requirement set out in section 144 then the employee or the employer may terminate the arrangement by giving written notice of not more than 28 days (see section 145 of the Act).
5.12 An agreement terminated as mentioned in clause 5.11(b) ceases to have effect at the end of the period of notice required under that clause.
5.13 The right to make an agreement under clause 5 is additional to, and does not affect, any other term of this award that provides for an agreement between an employer and an individual employee.
6. Requests for flexible working arrangements
[6 substituted by PR763277 ppc 01Aug23]
Requests for flexible working arrangements are provided for in the NES.
NOTE: Disputes about requests for flexible working arrangements may be dealt with under clause 32—Dispute resolution and/or under section 65B of the Act.
7.2 Facilitative provisions in this award are contained in the following clauses:
(a) clause 13.2—Ordinary hours—Employees other than shiftworkers;
(b) clause 14.1—Rosters;
(c) clause 22.7—Time off instead of payment for overtime;
(d) clause 22.9—Rest breaks during overtime;
(e) clause 24.10—Taking of annual leave over an extended period;
(f) clause 24.11—Annual leave in advance;
(g) clause 24.12—Cashing out of annual leave; and
(h) clause 29.3—Substitution of public holidays.
Part 2—Types of Employment and Classifications
8.1 Employees under this award will be employed in one of the following categories:
(a) full-time;
(b) part-time; or
(c) casual.
A full-time employee is an employee who is engaged to work an average of 35 ordinary hours per week.
10.1 A part-time employee is an employee who:
(a) is engaged to work on specified days of the week for an average of fewer than 35 ordinary hours per week; and
(b) receives, on a pro rata basis, equivalent pay and conditions to those of full-time employees who do the same kind of work.
10.2 For each ordinary hour worked, a part-time employee will be paid no less than 1/35th of the minimum weekly rate of pay for the relevant classification in clause 16—Minimum rates.
[Varied by PR723939, PR733888, PR777303]
[11.1 deleted by PR733888 from 27Sep21]
[11.2 renumbered as 11.1 by PR733888 from 27Sep21]
11.1 A casual employee’s ordinary hours of work are the lesser of:
(a) an average of 35 hours per week; or
(b) the average hours the employee is required to work by the employer per week over the work cycle.
11.2 Casual loading
[11.3 renumbered as 11.2 by PR733888 from 27Sep21]
[11.2(a) substituted by PR723939 ppc 20Nov20]
(a) For each ordinary hour worked, a casual employee must be paid:
(i) the ordinary hourly rate for the classification in which they are employed; and
(ii) a loading of 25% of the ordinary hourly rate.
(b) The casual loading is paid instead of annual leave, paid personal/carer’s leave, notice of termination, redundancy benefits and other entitlements of full-time or part-time employment.
11.3 Payment for working overtime
[New 11.4 inserted by PR723939 ppc 20Nov20; 11.4 renumbered as 11.3 by PR733888 from 27Sep21]
When a casual employee works overtime, they must be paid the overtime rates in clause 22.5.
11.4 Minimum engagement for casual employees
[11.4 renumbered as 11.5 by PR723939, 11.5 renumbered as 11.4 by PR733888 from 27Sep21]
The minimum engagement for a casual employee is 4 hours.
11.5 Changes to casual employment status
[11.5 renumbered as 11.6 by PR723939; 11.6 renumbered as 11.5 and renamed and substituted by PR733888; renamed and substituted by PR777303 from 27Aug24]
A pathway for employees to change from casual employment to full-time or part-time employment is provided for in the NES. See sections 66A to 66MA of the Act.
NOTE: Disputes about changes to casual employment status may be dealt with under sections 66M and 66MA of the Act and/or under clause 32—Dispute resolution.
A description of the classifications under this award is set out in Schedule A—Classification Definitions.
(a) Clause 13 supplements Division 3 of the NES which deals with maximum weekly hours.
(b) The ordinary hours of work for a full-time employee are an average of 35 ordinary hours per week.
(c) The ordinary hours of work for a part-time employee will be in accordance with clause 10—Part-time employees and the ordinary hours of work for a casual employee will be in accordance with clause 11—Casual employees.
13.2 Employees other than shiftworkers
(a) Employees, other than shiftworkers, may be required to work up to 10 ordinary hours per day, between the hours of 6.00 am and 6.00 pm, Monday to Friday.
(b) If the employer and an employee, or a majority of affected employees agree, up to 12 ordinary hours per day may be worked.
(c) An employer may agree with an employee or a majority of affected employees to alter the spread of hours in clause 13.2(a).
(a) Shiftworkers may be required to work a shift of up to 12 consecutive ordinary hours (including meal breaks).
(b) A shift system may be implemented or altered by the employer to meet the needs of the business. The employer may carry out operations up to 24 hours per day, and 7 days of the week, having regard to the health and safety of employees.
(c) Employees may be required to change shifts or change between day work and shiftwork, and shiftwork and day work. An employee may be required to commence to perform or cease to perform shiftwork upon one week’s notice.
13A. Employee right to disconnect
[13A inserted by PR778043 from 26Aug24]
13A.1 Clause 13A provides for the exercise of an employee’s right to disconnect under section 333M of the Act.
NOTE:
(a) Section 333M provides that, unless it is unreasonable to do so, an employee may refuse to monitor, read or respond to contact, or attempted contact, from:
(1) their employer outside of the employee’s working hours,
(2) a third party if the contact or attempted contact relates to, their work and is outside of the employee's working hours.
(b) Section 333M(3) lists matters that must be taken into account in determining whether an employee’s refusal is unreasonable.
(c) Section 333M(5) provides that an employee’s refusal will be unreasonable if the contact or attempted contact is required under a law of the Commonwealth, a State or a Territory.
(d) Section 333N provides for the resolution of disputes about whether an employee’s refusal is unreasonable and about the operation of section 333M.
(e) The general protections in Part 3–1 of the Act prohibit an employer taking adverse action against an employee because of the employee’s right to disconnect under section 333M of the Act.
13A.2 Clause 13A applies from the following dates:
(a) 26 August 2024—for employers that are not small business employers on this date and their employees.
(b) 26 August 2025—for employers that are small business employers on 26 August 2024 and their employees.
13A.3 An employer must not directly or indirectly prevent an employee from exercising their right to disconnect under the Act.
13A.4 Clause 13A.3 does not prevent an employer from contacting, or attempting to contact, an employee outside of the employee’s working hours in circumstances including to notify them of:
(a) an emergency roster change under clause 14.1(e); or
(b) a recall to work under clause 22.4.
(b) Where an employee is performing shiftwork, the employer may change shift rosters or require an employee to work a different shift roster upon 48 hours’ notice. These time periods may be reduced where agreed by the employer and the employee, or at the direction of the employer where operational circumstances require.
(c) Employees may be required to perform reasonable handover work to ensure continuity of operations. An employee who is not relieved as scheduled at the end of a shift must continue working until relieved or authorised by the employer to finish work. Authorisation must not be unreasonably withheld.
(d) The employer must consult with directly affected employees about any changes made under clause 14 in accordance with clause 31—Consultation about changes to rosters or hours of work.
In the case of an emergency an employer may vary or suspend any roster arrangement immediately, regardless of anything contained elsewhere in clause 14.
15.1 Unpaid meal breaks—employees other than shiftworkers
An employee other than a shiftworker is entitled to an unpaid meal break of not less than 30 minutes after every 5 hours worked.
15.2 Paid meal breaks—shiftworkers
(a) A shiftworker working 10 hours or less will be entitled to a paid meal break of 20 minutes per shift.
(b) A shiftworker working for longer than 10 hours will be entitled to paid meal breaks totalling 40 minutes per shift.
15.3 Scheduling of breaks
Breaks will be scheduled by the employee’s supervisor based upon operational requirements so as to ensure continuity of operations. The employer will not require an employee to work more than 5 hours before the first meal break is taken, or between subsequent meal breaks if any.
15.4 Minimum break between work on successive day or shifts
(a) Employees other than shiftworkers
(ii) An employee (other than a casual employee) who works so much overtime between the termination of ordinary work on one day and the commencement of ordinary work on the next day that the employee has not had at least 10 consecutive hours off work between those times must be released after completion of the overtime until the employee has had 10 consecutive hours off work without loss of pay for ordinary working time occurring during the absence.
(b) Shiftworkers
Clauses 15.4(a)(i) to 15.4(a)(iii) apply to shiftworkers as if the required period of consecutive hours off work is 8 hours.
Breaks during overtime are provided in accordance with clause 22.9.
[Varied by PR720159, PR718890, PR729331, PR733888, PR740756, PR762181, PR767895, PR773959]
[16.1 varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
An employer must pay adult employees the following minimum rates for ordinary hours worked by the employee:
|
Employee classification |
Minimum weekly rate (full-time employee) |
Minimum hourly rate1 |
|
|
$ |
$ |
|
Refinery operations |
|
|
|
Trainee operator (level 1) |
910.70 |
26.02 |
|
Outside operator (level 2) |
986.10 |
28.17 |
|
Advanced outside operator (level 3) |
1070.10 |
30.57 |
|
Console operator (level 4) |
1190.70 |
34.02 |
|
Head operator (level 5) |
1285.30 |
36.72 |
|
Lubricants/bitumen plants and terminals |
|
|
|
Trainee (level 1) |
891.50 |
25.47 |
|
Operator (competent) (level 2) |
942.40 |
26.93 |
|
Operator (advanced) (level 3) |
984.00 |
28.11 |
|
Specialist blender (level 4) |
1026.30 |
29.32 |
|
Head operator (level 5) |
1069.20 |
30.55 |
|
Maintenance |
|
|
|
Tradesperson (level 1) |
1032.30 |
29.49 |
|
Advanced tradesperson (level 2) |
1101.30 |
31.47 |
|
Dual trade tradesperson (level 3) |
1181.10 |
33.75 |
|
Maintenance co-ordinator (level 4) |
1230.60 |
35.16 |
|
Clerical |
|
|
|
Level 1—Year 1 |
945.10 |
27.00 |
|
Level 1—Year 2 |
989.80 |
28.28 |
|
Level 1—Year 3 |
1020.30 |
29.15 |
|
Level 2—Year 1 |
1032.30 |
29.49 |
|
Level 2—Year 2 |
1051.40 |
30.04 |
|
Level 3 |
1090.30 |
31.15 |
|
Level 4 |
1145.00 |
32.71 |
|
Level 5 |
1191.50 |
34.04 |
1 based on 35 hour week.
NOTE: See Schedule B—Summary of Hourly Rates of Pay for a summary of hourly rates of pay including overtime and penalty rates.
16.2 Junior employee rates
[16.2 varied by PR767895 ppc 31Dec23]
Where the law permits junior employees to perform work in the oil refining and manufacturing industry, an employer must pay a junior employee the following percentage of the applicable adult weekly wage (in the case of part‑time or casual employees the hourly rate) for their classification.
|
Age |
% of the adult weekly rate |
|
Under 17 years |
75 |
|
At 17 years |
85 |
|
At 18 years or over |
100 |
16.3 Apprentice rates—other than adult apprentices
(a) An employer must pay an apprentice who commenced work with the employer before 1 January 2014 the following percentage of the applicable adult weekly wage for their classification.
|
Year of apprenticeship |
% of the adult weekly rate |
|
1st year |
45 |
|
2nd year |
55 |
|
3rd year |
75 |
|
4th year |
88 |
(b) Apprentices who commenced their apprenticeship on or after 1 January 2014 will be entitled to the following percentage of the standard rate for their classification:
|
Year of apprenticeship |
% of the adult weekly rate for apprentices who have not completed year 12 |
% of the adult weekly rate for apprentices who have completed year 12 |
|
1st year |
50 |
55 |
|
2nd year |
60 |
65 |
|
3rd year |
75 |
75 |
|
4th year |
88 |
88 |
(c) Adult apprentice rates
(i) Adult apprentices who commenced on or after 1 January 2014 and are in the first year of their apprenticeship will be entitled to 80% of the Tradesperson rate in clause 16.1, or the rate prescribed by clause 16.3(b) for the relevant year of the apprenticeship, whichever is the greater.
(ii) 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 16.1 or the rate prescribed by clause 16.3(b) for the relevant year of the apprenticeship, whichever is the greater.
[16.3(c)(iii) varied by PR733888 from 27Sep21]
(iii) A person employed by an employer under this award in that enterprise for at least 6 months as a full-time employee (or 12 months as a part-time or regular casual employee) 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. 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 16.1 in which the adult apprentice was engaged immediately prior to entering into the training agreement.
16.4 School-based apprentices
For school-based apprentices, see Schedule D—School-based Apprentices
16.5 Higher duties
(a) An employee engaged for more than 2 hours during one day or shift on duties carrying a higher minimum rate than their ordinary classification must be paid the higher minimum rate for such day or shift.
(b) If engaged for 2 hours or less during one day or shift, the employee must be paid the higher minimum rate for the time worked at the higher classification.
16.6 Supported wage system
For employees who because of the effects of a disability are eligible for a supported wage, see Schedule E—Supported Wage System.
[16.7(a) varied by PR720159 ppc 18Jun20]
(a) Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.
[16.7(b) varied by PR720159, PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
(b) This award incorporates the terms of Schedule E to the Miscellaneous Award 2020 as at 1 July 2024. Provided that any reference to “this award” in Schedule E to the Miscellaneous Award 2020 is to be read as referring to the Oil Refining and Manufacturing Award 2020 and not the Miscellaneous Award 2020.
NOTE: Regulations 3.33(3) and 3.46(1)(g) of Fair Work Regulations 2009 set out the requirements for pay records and the content of payslips including the requirement to separately identify any allowance paid.
17.1 Wages will be paid on a regular basis at intervals of one week, 2 weeks or one month by electronic funds transfer into the employee’s bank or a recognised financial institution nominated by the employee.
17.2 An employer may deduct from any amount required to be paid to an employee under clause 17 the amount of any overpayment of wages or allowances.
17.3 Payment on termination of employment
(i) the employee’s wages under this award for any complete or incomplete pay period up to the end of the day of termination; and
(ii) all other amounts that are due to the employee under this award and the NES.
(b) The requirement to pay wages and other amounts under clause 17.3(a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.
NOTE 1: Section 117(2) of the Act provides that an employer must not terminate an employee’s employment unless the employer has given the employee the required minimum period of notice or “has paid” to the employee payment instead of giving notice.
NOTE 2: Clause 17.3(b) allows the Commission to make an order delaying the requirement to make a payment under clause 17.3. For example, the Commission could make an order delaying the requirement to pay redundancy pay if an employer makes an application under section 120 of the Act for the Commission to reduce the amount of redundancy pay an employee is entitled to under the NES.
NOTE 3: State and Territory long service leave laws or long service leave entitlements under section 113 of the Act, may require an employer to pay an employee for accrued long service leave on the day on which the employee’s employment terminates or shortly after.
18. Annualised wage arrangements
[18—Annualised salary renamed and substituted by PR716602 ppc 01Mar20]
18.1 Annualised wage instead of award provisions—non-clerical employees
(a) Clause 18.1 applies to all employees other than those engaged in a clerical classification.
(b) An employer and a full-time employee may enter into a written agreement for the employee to be paid an annualised wage in satisfaction, subject to clause 18.2(d), of any or all of the following provisions of the award:
(i) clause 16—Minimum rates;
(ii) clause 19—Allowances;
(iii) clause 22—Overtime;
(iv) clause 23—Penalty rates; and
(v) clause 24.4(b)—Annual leave loading only.
(i) the annualised wage that is payable;
(ii) which of the provisions of this award will be satisfied by payment of the annualised wage;
(iii) the method by which the annualised wage has been calculated, including specification of each separate component of the annualised wage and any overtime or penalty assumptions used in the calculation; and
(d) If in a pay period or roster cycle an employee works any hours in excess of either of the outer limit amounts specified in the agreement pursuant to clause 18.1(c)(iv), such hours will not be covered by the annualised wage and must separately be paid for in accordance with the applicable provisions of this award.
(e) The employer must give the employee a copy of the agreement and keep the agreement as a time and wages record.
(f) The agreement may be terminated:
(i) by the employer or the employee giving 12 months’ notice of termination, in writing, to the other party and the agreement ceasing to operate at the end of the notice period; or
(ii) at any time, by written agreement between the employer and the individual employee.
(g) Annualised wage not to disadvantage employees
(i) The annualised wage must be no less than the amount the employee would have received under this award for the work performed over the year for which the wage is paid (or if the employment ceases or the agreement terminates earlier, over such lesser period as has been worked).
(ii) The employer must each 12 months from the commencement of the annualised wage arrangement or, within any 12 month period upon the termination of employment of the employee or termination of the agreement, calculate the amount of remuneration that would have been payable to the employee under the provisions of this award over the relevant period and compare it to the amount of the annualised wage actually paid to the employee. Where the latter amount is less than the former amount, the employer shall pay the employee the amount of the shortfall within 14 days.
(iii) The employer must keep a record of the starting and finishing times of work, and any unpaid breaks taken, of each employee subject to an annualised wage arrangement agreement for the purpose of undertaking the comparison required by clause 18.1(c). This record must be signed by the employee, or acknowledged as correct in writing (including by electronic means) by the employee, each pay period or roster cycle.
(h) Base rate of pay for employees on annualised wage arrangements
(i) For the purposes of the NES, the base rate of pay of an employee receiving an annualised wage under this clause comprises the portion of the annualised wage equivalent to the relevant rate of pay in clause 16—Minimum rates and excludes any incentive-based payments, bonuses, loadings, monetary allowances, overtime and penalties.
18.2 Annualised wage instead of award provisions—clerical employees
(a) Clause 18.2 applies to all employees engaged in a clerical classification.
(b) An employer may pay a full-time employee an annualised wage in satisfaction, subject to clause 18.2(d), of any or all of the following provisions of the award:
(i) clause 16—Minimum rates;
(ii) clause 19—Allowances;
(iii) clause 22—Overtime;
(iv) clause 23—Penalty rates; and
(v) clause 24.4(b)—Annual leave loading only.
(c) Where an annualised wage is paid the employer must advise the employee in writing, and keep a record of:
(i) the annualised wage that is payable;
(ii) which of the provisions of this award will be satisfied by payment of the annualised wage;
(iii) the method by which the annualised wage has been calculated, including specification of each separate component of the annualised wage and any overtime or penalty assumptions used in the calculation; and
(d) If in a pay period or roster cycle an employee works any hours in excess of either of the outer limit amounts specified pursuant to clause 18.2(c)(iv), such hours will not be covered by the annualised wage and must separately be paid for in accordance with the applicable provisions of this award.
(e) Annualised wage not to disadvantage employees
(i) The annualised wage must be no less than the amount the employee would have received under this award for the work performed over the year for which the wage is paid (or if the employment ceases earlier over such lesser period as has been worked).
(iii) The employer must keep a record of the starting and finishing times of work, and any unpaid breaks taken, of each employee subject to an annualised wage arrangement for the purpose of undertaking the comparison required by clause 18.2(e)(ii). This record must be signed by the employee, or acknowledged as correct in writing (including by electronic means) by the employee, each pay period or roster cycle.
(f) Base rate of pay for employees on annualised wage arrangements
(i) For the purposes of the NES, the base rate of pay of an employee receiving an annualised wage under this clause comprises the portion of the annualised wage equivalent to the relevant rate of pay in clause 16—Minimum rates and excludes any incentive-based payments, bonuses, loadings, monetary allowances, overtime and penalties.
[Varied by PR718890, PR719043, PR729331, PR729516, PR740756, PR740922, PR762181, PR762348, PR773959, PR774127]
NOTE: Regulations 3.33(3) and 3.46(1)(g) of Fair Work Regulations 2009 set out the requirements for pay records and the content of payslips including the requirement to separately identify any allowance paid.
19.1 Employers must pay to an employee the allowances the employee is entitled to under clause 19.
NOTE: See Schedule C—Summary of Monetary Allowances for a summary of monetary allowances and method of adjustment.
19.2 Wage-related allowances
(a) All-purpose allowances
Allowances paid for all purposes are included in the rate of pay of an employee who is entitled to the allowance, when calculating any penalties, loadings or payment while they are on annual leave. The following allowance is paid for all purposes under this award:
(i) industry allowance (clause 19.2(b)).
(b) Industry allowance—other than clerical employees
[19.2(b) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
An industry allowance of $41.29 per week is payable to all employees (other than clerical employees) to compensate for the disabilities associated with the performance of particular tasks or work in particular conditions of the industry.
(i) The industry allowance is payable for all purposes.
(ii) The industry allowance recognises and is in payment for all aspects of work in the industry including but not limited to the location and nature of oil refining and manufacturing operations, boiler repairs, dirt, wet, height, confined spaces, call-in by phone and all other disabilities not expressly dealt with under clause 19.
[19.2(c) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
An employee who holds first aid qualifications from St John Ambulance or an equivalent body, and who is appointed by the employer to participate in the emergency response team or otherwise to perform first aid duties, will be paid a first aid payment of $20.65 per week.
[19.2(d) varied by PR740756, PR762181, PR773959 ppc 01Jul24]
A leading hand must be paid a weekly allowance of:
|
Allowance |
$ per week |
|
Leading hand in charge of: |
|
|
– 3 to 10 employees |
45.42 |
|
– 11 to 20 employees |
57.81 |
|
– More than 20 employees |
77.73 |
19.3 Expense-related allowances
(a) Meal allowance for overtime work
[19.3(a)(i) varied by PR719043, PR729516, PR740922, PR762348, PR774127 ppc 01Jul24]
(ii) The allowance is not required to be paid if the employer provides a meal or meal-making facilities or if the employee was notified by the employer no later than the previous day or shift that the employee would be required to work overtime.
(b) Protective clothing and equipment allowance
(i) The employer will supply all protective clothing, footwear and equipment and replace it on a fair wear and tear basis.
(ii) Where additional purchases have received the prior approval of the employer, such as prescription safety glasses or hardened lenses, the employee will be reimbursed the cost upon proof of purchase.
[19.3(c) varied by PR729516, PR740922, PR762348, PR774127 ppc 01Jul24]
An employee who, with the prior approval of their employer, uses the employee’s own motor vehicle on the employer’s business, must be paid $0.98 per kilometre travelled.
[19.3(d) varied by PR719043, PR729516, PR740922, PR762348, PR774127 ppc 01Jul24]
(e) Travel, accommodation, living away from home and incidentals allowance
If not otherwise paid for by an employer, the employer will reimburse an employee for reasonable expenses actually incurred (with the prior approval of the employer) in relation to transport or travel costs required by the employer to be incurred.
For the purposes of clause 20, the following definitions will apply:
(b) Injury will be given the same meaning and application as applying under the applicable workers’ compensation legislation covering the employer.
20.2 Entitlement to accident pay
The employer must pay accident pay where an employee suffers an injury and weekly payments of compensation are paid to the employee under the applicable workers’ compensation legislation for a maximum period of 52 weeks.
20.3 Calculation of the period
(a) The 52 week period commences from the date of injury. In the event of more than one absence arising from one injury, such absences are to be cumulative in the assessment of the 52 week period.
(b) The termination by the employer of the employee’s employment within the 52 week period will not affect the employee’s entitlement to accident pay.
(c) For a period of less than one week, accident pay (as defined) will be calculated on a pro rata basis.
20.4 When not entitled to payment
An employee will not be entitled to any payment under clause 20 in respect of any period of paid annual leave or long service leave, or for any paid public holiday.
If an employee entitled to accident pay under clause 20 returns to work on reduced hours or modified duties, the amount of accident pay due will be reduced by any amounts paid for the performance of such work.
20.6 Redemptions
In the event that an employee receives a lump sum payment in lieu of weekly payments under the applicable workers’ compensation legislation, the liability of the employer to pay accident pay will cease from the date the employee receives that payment.
20.7 Damages independent of the Acts
Where the employee recovers damages from the employer or from a third party in respect of the said injury independently of the applicable workers’ compensation legislation, such employee will be liable to repay to the employer the amount of accident pay which the employer has paid under clause 20 and the employee will not be entitled to any further accident pay thereafter.
20.8 Casual employees
For a casual employee, the weekly payment referred to in clause 20.1(a) will be calculated using the employee’s average weekly ordinary hours with the employer over the previous 12 months or, if the employee has been employed for less than 12 months by the employer, the employee’s average weekly ordinary hours over the period of employment with the employer. The weekly payment will include casual loading but will not include over award payments.
[Varied by PR736252, PR771348]
21.1 Superannuation legislation
[21.1 substituted by PR771348 ppc 09Apr24]
(a) The NES and 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), deal with the superannuation rights and obligations of employers and employees.
(b) The rights and obligations in clause 21 supplement those in superannuation legislation and the NES.
NOTE: Under superannuation legislation:
(a) Individual employees generally have the opportunity to choose their own superannuation fund.
(b) If a new employee does not choose a superannuation fund, the employer must ask the Australian Taxation Office (ATO) whether the employee is an existing member of a stapled superannuation fund and, if stapled fund details are provided by the ATO, make contributions to the stapled fund.
(c) If an employee does not choose a superannuation fund and does not have a stapled fund, the choice of superannuation fund requirements will be satisfied by contributions made to a superannuation fund nominated in the award covering the employee, provided the fund is able to accept contributions for the benefit of the employee.
(d) A fund may not be able to accept contributions for the benefit of an employee if the employee would be a new member of the fund’s MySuper product and the MySuper product is closed to new members because it has failed the performance tests of Australian Prudential Regulation Authority (APRA) for 2 consecutive years.
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.
21.3 Voluntary employee contributions
(c) The employer must pay the amount authorised under clauses 21.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 21.3(a) or (b) was made.
[21.4 varied by PR736252, PR771348 ppc 09Apr24]
Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 21.2 to another superannuation fund, the employer must make the superannuation contributions provided for in clause 21.2 and pay any amount authorised under clauses 21.3(a) or 21.3(b) to one of the following superannuation funds or its successor, provided that, in respect of new employees, the fund is able to accept new beneficiaries:
(a) AustralianSuper;
(b) LUCRF Super;
(c) Tasplan;
(d) Sunsuper;
(e) 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 and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme; or
(f) a superannuation fund or scheme of which the employee is a defined benefit member.
21.5 Absence from work
Subject to the governing rules of the relevant superannuation fund, an employer must also make the superannuation contributions provided for in clause 21.1(a) and pay the employee the amount authorised under clauses 21.3(a) or (b):
(a) while the employee is on any paid leave; or
(b) while the employee is absent from work (subject to a maximum of 52 weeks) 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—Overtime and Penalty Rates
[Varied by PR723939, PR763277]
22.1 Definition of overtime
(a) For a full-time employee, overtime is any time worked in addition to the employees ordinary hours worked in accordance with clause 13—Ordinary hours of work.
(b) For a part time employee, overtime is any time worked in excess of the part-time employee’s ordinary hours of work in clause 10—Part-time employees.
(c) For a casual employee, overtime is any time worked in excess of the ordinary hours specified in clause 11—Casual employees or outside the span of ordinary hours contained in clauses 13.2 and 13.3.
22.2 Payment for working overtime—full-time and part-time employees other than continuous shiftworkers
[22.2 renamed by PR723939 ppc 20Nov20]
[22.2(a) substituted by PR723939 ppc 20Nov20]
Except where provided otherwise in clause 22, an employee will be paid for overtime worked on Monday to Saturday at the rate of:
(i) 150% of the ordinary hourly rate for the first 2 hours; and
(ii) 200% of ordinary hourly rate after 2 hours.
(b) Sunday
An employee will be paid 200% of the ordinary hourly rate for overtime worked at any time on a Sunday.
An employee will be paid 250% of the ordinary hourly rate for overtime worked on a public holiday.
22.3 Payment for working overtime—casual employees other than continuous shiftworkers
[New 22.3 inserted by PR723939 ppc 20Nov20]
(a) Monday to Saturday
Except where provided otherwise in clause 22, an employee will be paid for overtime worked on Monday to Saturday at the rate of:
(i) 175% of the ordinary hourly rate for the first 2 hours; and
(ii) 225% of the ordinary hourly rate after 2 hours.
(b) Sunday
An employee will be paid 225% of the ordinary hourly rate for overtime worked at any time on a Sunday.
An employee will be paid 275% of the ordinary hourly rate for overtime worked on a public holiday.
NOTE: The overtime rates for casual employees have been calculated by adding the casual loading prescribed by clause 11.2(a)(ii) to the overtime rates for full-time and part-time employees prescribed by clause 22.2.
[22.2(d) renumbered as 22.4 by PR723939 ppc 20Nov20]
An employee recalled to work overtime after leaving the employer’s premises (whether notified before or after leaving the premises) will be engaged to work for a minimum of 4 hours or will be paid for a minimum of 4 hours’ work at overtime rates in circumstances where the employee is engaged for a lesser period.
22.5 Payment for working overtime—continuous shiftworkers—full-time and part-time employees
[22.3 renumbered as 22.5, renamed and substituted by PR723939 ppc 20Nov20]
A full-time or a part-time continuous shiftworker will be paid 200% of the ordinary hourly rate for all overtime the employer requires the continuous shiftworker to perform.
22.6 Payment for working overtime—continuous shiftworkers—casual employees
[22.6 inserted by PR723939 ppc 20Nov20]
A casual continuous shiftworker will be paid 225% of the ordinary hourly rate for all overtime the employer requires the continuous shiftworker to perform.
NOTE: The overtime rates for casual employees have been calculated by adding the casual loading prescribed by clause 11.2(a)(ii) to the overtime rates for full-time and part-time employees prescribed by clause 22.5.
22.7 Time off instead of payment for overtime
[22.4 renumbered as 22.7 by PR723939 ppc 20Nov20]
(a) An employee and employer may agree in writing to the employee taking time off instead of being paid for a particular amount of overtime that has been worked by the employee.
(c) An agreement must state each of the following:
(i) the number of overtime hours to which it applies and when those hours were worked;
(ii) that the employer and employee agree that the employee may take time off instead of being paid for the overtime;
(iv) that any payment mentioned in clause 22.7(c)(iii) must be made in the next pay period following the request.
NOTE: An example of the type of agreement required by clause 22.7 is set out at Schedule F—Agreement for Time Off Instead of Payment for Overtime. There is no requirement to use the form of agreement set out at Schedule F—Agreement for Time Off Instead of Payment for Overtime. An agreement under clause 22.7 can also be made by an exchange of emails between the employee and employer, or by other electronic means.
(d) The period of time off that an employee is entitled to take is the same as the number of overtime hours worked.
EXAMPLE: By making an agreement under clause 22.7 an employee who worked 2 overtime hours is entitled to 2 hours’ time off.
(i) within the period of 6 months after the overtime is worked; and
(ii) at a time or times within that period of 6 months agreed by the employee and employer.
(f) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 22.7 but not taken as time off, the employer must pay the employee for the overtime, in the next pay period following the request, at the overtime rate applicable to the overtime when worked.
(g) If time off for overtime that has been worked is not taken within the period of 6 months mentioned in clause 22.7(e), the employer must pay the employee for the overtime, in the next pay period following those 6 months, at the overtime rate applicable to the overtime when worked.
(h) The employer must keep a copy of any agreement under clause 22.7 as an employee record.
(i) An employer must not exert undue influence or undue pressure on an employee in relation to a decision by the employee to make, or not make, an agreement to take time off instead of payment for overtime.
(j) An employee may, under section 65 of the Act, request to take time off, at a time or times specified in the request or to be subsequently agreed by the employer and the employee, instead of being paid for overtime worked by the employee. If the employer agrees to the request then clause 22.7 will apply, including the requirement for separate written agreements under clause 22.7(b) for overtime that has been worked.
[Note varied by PR763277 ppc 01Aug23]
NOTE: If an employee makes a request under section 65 of the Act for a change in working arrangements, the employer may only refuse that request on reasonable business grounds (see section 65A(3) of the Act).
(k) If, on the termination of the employee’s employment, time off for overtime worked by the employee to which clause 22.7 applies has not been taken, the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.
NOTE: Under section 345(1) of the Act, a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 22.7.
[22.5 renumbered as 22.8 by PR723939 ppc 20Nov20]
(a) When computing overtime payments, each day or shift worked will stand alone.
[22.8(b) substituted byPR723939 ppc 20Nov20]
(b) Any payments under clause 22 are in substitution of any other penalty rates in Part 5—Overtime and Penalty Rates.
22.9 Rest breaks during overtime
[22.6 renumbered as 22.9 by PR723939 ppc 20Nov20]
(a) An employee may take a paid rest break of 20 minutes after each 4 hours of overtime worked, if the employee is required to continue work after the rest break.
(b) The employer and an employee may agree to any variation of clause 22.9 to meet the circumstances of the workplace, provided that the employer is not required to make any payment in excess of or less than what would otherwise be required under clause 22.
22.10 Minimum break after overtime
[22.7 renumbered as 22.10 by PR723939 ppc 20Nov20]
A minimum break after overtime is provided in accordance with clause 15.4.
[Varied by PR723939]
afternoon shift means any shift finishing after 7.00 pm and at or before midnight.
continuous shiftwork means work carried on with consecutive shifts of employees throughout the 24 hours of each of at least 6 consecutive days without interruption except for breakdowns or meal breaks or due to unavoidable causes beyond the control of the employer.
continuous shiftworker means an employee engaged in continuous shiftwork.
day shift means any shift finishing after noon and at or before 7.00 pm.
night shift means any shift finishing after midnight and at or before noon.
permanent night shift means a period of shiftwork where an employee works night shift only; remains on night shift for longer than 4 consecutive weeks; or works on night shift that does not rotate or alternate with another shift or with day work so as to give that employee at least one-third of working time off the night shift in each cycle.
permanent afternoon shift means a period of shiftwork where an employee works afternoon shift only; remains on afternoon shift for longer than 4 consecutive weeks; or works on afternoon shift that does not rotate or alternate with another shift or with day work so as to give that employee at least one-third of working time off the afternoon shift in each cycle.
shiftworker means an employee for the time being required by the employer to work in a system of shifts, being day shifts, afternoon shifts, night shifts or any of them, or a continuous shiftworker.
23.2 Calculation of penalty rates
[23.2 substituted by PR723939 ppc 20Nov20]
Any payments under clause 23 are in substitution of any other penalty rates in Part 5—Overtime and Penalty Rates.
(a) A shiftworker or continuous shiftworker must be paid 115% of the ordinary hourly rate for each ordinary hour worked on afternoon shift or night shift.
(b) A shiftworker must be paid 120% of the ordinary hourly rate for each ordinary hour worked on permanent afternoon shift.
(c) A shiftworker or continuous shiftworker must be paid 130% of the ordinary hourly rate for each ordinary hour worked on permanent night shift.
23.4 Saturday work
For all ordinary hours worked on a Saturday an employee will be paid:
(a) 150% of the ordinary hourly rate for the first 2 hours; and
(b) 200% of the ordinary hourly rate thereafter.
23.5 Sunday work
An employee will be paid 200% of the ordinary hourly rate for all ordinary hours worked on a Sunday.
An employee will be paid 300% of the ordinary hourly rate for all ordinary hours worked on a public holiday.
24.1 Annual leave is provided for in the NES.
24.2 Clause 24 of the award supplements the provisions of the NES which deal with annual leave. Annual leave does not apply to casual employees.
24.3 For the purpose of the additional week of annual leave provided for in section 87(1)(b) of the Act, a shiftworker is a 7 day shiftworker who is regularly rostered to work on Sundays and public holidays.
(b) the employee’s minimum rate of pay for ordinary hours under clause 16—Minimum rates for the period of the annual leave, plus an annual leave loading of 17.5%.
NOTE: Where an employee is receiving over-award payments such that the employee’s base rate of pay is higher than the rate specified under this award, the employee is entitled to receive the higher rate while on a period of paid annual leave (see sections 16 and 90 of the Act).
24.5 Electronic funds transfer (EFT) payment of annual leave
Despite anything else in clause 24, an employee paid by electronic funds transfer (EFT) may be paid in accordance with their usual pay cycle while on paid annual leave. The amount to be paid must be worked out in accordance with clause 24.4
24.6 Direction to take annual leave during shutdown
[24.6 renamed and substituted by PR751088 ppc 01May23]
(a) Clause 24.6 applies if an employer:
(i) intends to shut down all or part of its operation for a particular period (temporary shutdown period); and
(ii) wishes to require affected employees to take paid annual leave during that period.
(c) The employer must give written notice of a temporary shutdown period to any employee who is engaged after the notice is given under clause 24.6(b) and who will be affected by that period, as soon as reasonably practicable after the employee is engaged.
(e) A direction by the employer under clause 24.6(d):
(i) must be in writing; and
(ii) must be reasonable.
(f) The employee must take paid annual leave in accordance with a direction under clause 24.6(d).
(g) In respect of any part of a temporary shutdown period which is not the subject of a direction under clause 24.6(d), an employer and an employee may agree, in writing, for the employee to take leave without pay during that part of the temporary shutdown period.
(h) An employee may take annual leave in advance during a temporary shutdown period in accordance with an agreement under clause 24.11.
(i) In determining the amount of paid annual leave to which an employee has accrued an entitlement, any period of paid annual leave taken in advance by the employee, in accordance with an agreement under clause 24.11 to which an entitlement has not been accrued, is to be taken into account.
(j) Clauses 24.7 to 24.9 do not apply to a period of annual leave that an employee is required to take during a temporary shutdown period in accordance with clause 24.6.
24.7 Excessive leave accruals: general provision
NOTE: Clauses 24.7 to 24.9 contain provisions, additional to the NES, about the taking of paid annual leave as a way of dealing with the accrual of excessive paid annual leave. See Part 2.2, Division 6 of the Act.
(a) An employee has an excessive leave accrual if the employee has accrued more than 8 weeks’ paid annual leave (or 10 weeks’ paid annual leave for a shiftworker, as defined by clause 24.3).
(c) Clause 24.8 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.
(d) Clause 24.9 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.
24.8 Excessive leave accruals: direction by employer that leave be taken
(a) If an employer has genuinely tried to reach agreement with an employee under clause 24.7(b) but agreement is not reached (including because the employee refuses to confer), the employer may direct the employee in writing to take one or more periods of paid annual leave.
(b) However, a direction by the employer under clause 24.8(a):
(i) is of no effect if it would result at any time in the employee’s remaining accrued entitlement to paid annual leave being less than 6 weeks when any other paid annual leave arrangements (whether made under clause 24.7, 24.8 or 24.9 or otherwise agreed by the employer and employee) are taken into account; and
(ii) must not require the employee to take any period of paid annual leave of less than one week; and
(iii) must not require the employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the direction is given; and
(iv) must not be inconsistent with any leave arrangement agreed by the employer and employee.
(c) The employee must take paid annual leave in accordance with a direction under clause 24.8(a) that is in effect.
(d) An employee to whom a direction has been given under clause 24.8(a) may request to take a period of paid annual leave as if the direction had not been given.
NOTE 1: Paid annual leave arising from a request mentioned in clause 24.8(d) may result in the direction ceasing to have effect. See clause 24.8(b)(i).
NOTE 2: Under section 88(2) of the Act, the employer must not unreasonably refuse to agree to a request by the employee to take paid annual leave.
24.9 Excessive leave accruals: request by employee for leave
(a) If an employee has genuinely tried to reach agreement with an employer under clause 24.7(b) but agreement is not reached (including because the employer refuses to confer), the employee may give a written notice to the employer requesting to take one or more periods of paid annual leave.
(b) However, an employee may only give a notice to the employer under clause 24.9(a) if:
(i) the employee has had an excessive leave accrual for more than 6 months at the time of giving the notice; and
(ii) the employee has not been given a direction under clause 24.8(a) that, when any other paid annual leave arrangements (whether made under clause 24.7, 24.8 or 24.9 or otherwise agreed by the employer and employee) are taken into account, would eliminate the employee’s excessive leave accrual.
(c) A notice given by an employee under clause 24.9(a) must not:
(i) if granted, result in the employee’s remaining accrued entitlement to paid annual leave being at any time less than 6 weeks when any other paid annual leave arrangements (whether made under clause 24.7, 24.8 or 24.9 or otherwise agreed by the employer and employee) are taken into account; or
(ii) provide for the employee to take any period of paid annual leave of less than one week; or
(iii) provide for the employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the notice is given; or
(iv) be inconsistent with any leave arrangement agreed by the employer and employee.
(d) An employee is not entitled to request by a notice under clause 24.9(a) more than 4 weeks’ paid annual leave (or 5 weeks’ paid annual leave for a shiftworker, as defined by clause 24.3) in any period of 12 months.
(e) The employer must grant paid annual leave requested by a notice under clause 24.9(a).
24.10 Taking of annual leave over an extended period
An employer and employee may agree that the employee can take a period of paid annual leave over a longer period. Where this occurs, the payment for the leave will be reduced in proportion to the period of extension. For example, it may be agreed that the leave period is doubled and taken on half pay.
(a) An employer and employee may agree in writing to the employee taking a period of paid annual leave before the employee has accrued an entitlement to the leave.
(b) An agreement must:
(i) state the amount of leave to be taken in advance and the date on which leave is to commence; and
(ii) be signed by the employer and employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.
NOTE: An example of the type of agreement required by clause 24.11 is set out at Schedule G—Agreement to Take Annual Leave in Advance. There is no requirement to use the form of agreement set out at Schedule G—Agreement to Take Annual Leave in Advance.
(c) The employer must keep a copy of any agreement under clause 24.11 as an employee record.
(d) If, on the termination of the employee’s employment, the employee has not accrued an entitlement to all of a period of paid annual leave already taken in accordance with an agreement under clause 24.11, the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.
24.12 Cashing out of annual leave
(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 24.12.
(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 24.12.
(c) An employer and an employee may agree in writing to the cashing out of a particular amount of accrued paid annual leave by the employee.
(d) An agreement under clause 24.12 must state:
(i) the amount of leave to be cashed out and the payment to be made to the employee for it; and
(ii) the date on which the payment is to be made.
(e) An agreement under clause 24.12 must be signed by the employer and employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.
(f) The payment must not be less than the amount that would have been payable had the employee taken the leave at the time the payment is made.
(g) An agreement must not result in the employee’s remaining accrued entitlement to paid annual leave being less than 4 weeks.
(h) The maximum amount of accrued paid annual leave that may be cashed out in any period of 12 months is 2 weeks.
(i) The employer must keep a copy of any agreement under clause 24.12 as an employee record.
NOTE 1: Under section 344 of the Act, an employer must not exert undue influence or undue pressure on an employee to make, or not make, an agreement under clause 24.12.
NOTE 2: Under section 345(1) of the Act, a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 24.12.
NOTE 3: An example of the type of agreement required by clause 24.12 is set out at Schedule H—Agreement to Cash Out Annual Leave. There is no requirement to use the form of agreement set out at Schedule H—Agreement to Cash Out Annual Leave.
25. Personal/carer’s leave and compassionate leave
Personal/carer’s leave and compassionate leave are provided for in the NES.
26. Parental leave and related entitlements
[26 varied by PR763277 ppc 01Aug23]
Parental leave and related entitlements are provided for in the NES.
NOTE: Disputes about requests for extensions to unpaid parental leave may be dealt with under clause 32—Dispute resolution and/or under section 76B of the Act.
Community service leave is provided for in the NES.
28. Family and domestic violence leave
[Unpaid family and domestic violence leave renamed and substituted by PR750513 ppc 15Mar23]
Family and domestic violence leave is provided for in the NES.
NOTE 1: Information provided to employers concerning an employee’s experience of family and domestic violence is sensitive and if mishandled can have adverse consequences for the employee. Employers are subject to confidentiality requirements regarding the handling of this information under section 106C of the Act and requirements as to what can be reported on payslips pursuant to regulations 3.47 and 3.48 of the Fair Work Regulations 2009.
NOTE 2: Depending upon the circumstances, evidence that would satisfy a reasonable person of the employee’s need to take family and domestic violence leave may include a document issued by the police service, a court or family violence support service, or a statutory declaration.
[Varied by PR747388]
29.1 Public holidays are provided for in the NES.
29.2 Where an employee works on a public holiday they will be paid in accordance with clause 22.2(c) or 23.6.
29.3 Substitution of public holidays
(a) An employer and employee may agree to substitute another day for a day that would otherwise be a public holiday under the NES.
(b) An employer and employee may agree to substitute another part-day for a part day that would otherwise be a part-day public holiday under the NES.
[29.4 deleted by PR747388 ppc 14Nov22]
Part 7—Workplace Delegates, Consultation and Dispute Resolution
[Part 7—Consultation and Dispute Resolution renamed by PR774784 from 01Jul24]
29A. Workplace delegates’ rights
[29A inserted by PR774784 from 01Jul24]
29A.1 Clause 29A provides for the exercise of the rights of workplace delegates set out in section 350C of the Act.
NOTE: Under section 350C(4) of the Act, the employer is taken to have afforded a workplace delegate the rights mentioned in section 350C(3) if the employer has complied with clause 29A.
29A.2 In clause 29A:
(a) employer means the employer of the workplace delegate;
(b) delegate’s organisation means the employee organisation in accordance with the rules of which the workplace delegate was appointed or elected; and
(c) eligible employees means members and persons eligible to be members of the delegate’s organisation who are employed by the employer in the enterprise.
29A.3 Before exercising entitlements under clause 29A, a workplace delegate must give the employer written notice of their appointment or election as a workplace delegate. If requested, the workplace delegate must provide the employer with evidence that would satisfy a reasonable person of their appointment or election.
29A.4 An employee who ceases to be a workplace delegate must give written notice to the employer within 14 days.
29A.5 Right of representation
A workplace delegate may represent the industrial interests of eligible employees who wish to be represented by the workplace delegate in matters including:
(a) consultation about major workplace change;
(b) consultation about changes to rosters or hours of work;
(c) resolution of disputes;
(d) disciplinary processes;
(e) enterprise bargaining where the workplace delegate has been appointed as a bargaining representative under section 176 of the Act or is assisting the delegate’s organisation with enterprise bargaining; and
(f) any process or procedure within an award, enterprise agreement or policy of the employer under which eligible employees are entitled to be represented and which concerns their industrial interests.
29A.6 Entitlement to reasonable communication
(a) A workplace delegate may communicate with eligible employees for the purpose of representing their industrial interests under clause 29A.5. This includes discussing membership of the delegate’s organisation and representation with eligible employees.
(b) A workplace delegate may communicate with eligible employees during working hours or work breaks, or before or after work.
29A.7 Entitlement to reasonable access to the workplace and workplace facilities
(a) The employer must provide a workplace delegate with access to or use of the following workplace facilities:
(i) a room or area to hold discussions that is fit for purpose, private and accessible by the workplace delegate and eligible employees;
(ii) a physical or electronic noticeboard;
(iii) electronic means of communication ordinarily used in the workplace by the employer to communicate with eligible employees and by eligible employees to communicate with each other, including access to Wi-Fi;
(iv) a lockable filing cabinet or other secure document storage area; and
(v) office facilities and equipment including printers, scanners and photocopiers.
(b) The employer is not required to provide access to or use of a workplace facility under clause 29A.7(a) if:
(i) the workplace does not have the facility;
(ii) due to operational requirements, it is impractical to provide access to or use of the facility at the time or in the manner it is sought; or
(iii) the employer does not have access to the facility at the enterprise and is unable to obtain access after taking reasonable steps.
29A.8 Entitlement to reasonable access to training
Unless the employer is a small business employer, the employer must provide a workplace delegate with access to up to 5 days of paid time during normal working hours for initial training and at least one day each subsequent year, to attend training related to representation of the industrial interests of eligible employees, subject to the following conditions:
(a) In each year commencing 1 July, the employer is not required to provide access to paid time for training to more than one workplace delegate per 50 eligible employees.
(b) The number of eligible employees will be determined on the day a delegate requests paid time to attend training, as the number of eligible employees who are:
(i) full-time or part-time employees; or
(ii) regular casual employees.
(c) Payment for a day of paid time during normal working hours is payment of the amount the workplace delegate would have been paid for the hours the workplace delegate would have been rostered or required to work on that day if the delegate had not been absent from work to attend the training.
(d) The workplace delegate must give the employer not less than 5 weeks’ notice (unless the employer and delegate agree to a shorter period of notice) of the dates, subject matter, the daily start and finish times of the training, and the name of the training provider.
(e) If requested by the employer, the workplace delegate must provide the employer with an outline of the training content.
(f) The employer must advise the workplace delegate not less than 2 weeks from the day on which the training is scheduled to commence, whether the workplace delegate’s access to paid time during normal working hours to attend the training has been approved. Such approval must not be unreasonably withheld.
(g) The workplace delegate must, within 7 days after the day on which the training ends, provide the employer with evidence that would satisfy a reasonable person of their attendance at the training.
29A.9 Exercise of entitlements under clause 29A
(a) A workplace delegate’s entitlements under clause 29A are subject to the conditions that the workplace delegate must, when exercising those entitlements:
(i) comply with their duties and obligations as an employee;
(ii) comply with the reasonable policies and procedures of the employer, including reasonable codes of conduct and requirements in relation to occupational health and safety and acceptable use of ICT resources;
(iii) not hinder, obstruct or prevent the normal performance of work; and
(iv) not hinder, obstruct or prevent eligible employees exercising their rights to freedom of association.
(b) Clause 29A does not require the employer to provide a workplace delegate with access to electronic means of communication in a way that provides individual contact details for eligible employees.
(c) Clause 29A does not require an eligible employee to be represented by a workplace delegate without the employee’s agreement.
NOTE: Under section 350A of the Act, the employer must not:
(a) unreasonably fail or refuse to deal with a workplace delegate; or
(b) knowingly or recklessly make a false or misleading representation to a workplace delegate; or
(c) unreasonably hinder, obstruct or prevent the exercise of the rights of a workplace delegate under the Act or clause 29A.
30. Consultation about major workplace change
(a) give notice of the changes to all employees who may be affected by them and their representatives (if any); and
(b) discuss with affected employees and their representatives (if any):
(i) the introduction of the changes; and
(ii) their likely effect on employees; and
(iii) measures to avoid or reduce the adverse effects of the changes on employees; and
(c) commence discussions as soon as practicable after a definite decision has been made.
30.2 For the purposes of the discussion under clause 30.1(b), the employer must give in writing to the affected employees and their representatives (if any) all relevant information about the changes including:
(a) their nature; and
(b) their expected effect on employees; and
(c) any other matters likely to affect employees.
30.3 Clause 30.2 does not require an employer to disclose any confidential information if its disclosure would be contrary to the employer’s interests.
30.4 The employer must promptly consider any matters raised by the employees or their representatives about the changes in the course of the discussion under clause 30.1(b).
30.5 In clause 0 significant effects, on employees, includes any of the following:
(a) termination of employment; or
(b) major changes in the composition, operation or size of the employer’s workforce or in the skills required; or
(c) loss of, or reduction in, job or promotion opportunities; or
(d) loss of, or reduction in, job tenure; or
(e) alteration of hours of work; or
(f) the need for employees to be retrained or transferred to other work or locations; or
(g) job restructuring.
30.6 Where this award makes provision for alteration of any of the matters defined at clause 30.5, such alteration is taken not to have significant effect.
31. Consultation about changes to rosters or hours of work
31.1 Clause 31 applies if an employer proposes to change the regular roster or ordinary hours of work of an employee, other than an employee whose working hours are irregular, sporadic or unpredictable.
31.3 For the purpose of the consultation, the employer must:
(a) provide to the employees and representatives mentioned in clause 31.2 information about the proposed change (for example, information about the nature of the change and when it is to begin); and
31.4 The employer must consider any views given under clause 31.3(b).
31.5 Clause 31 is to be read in conjunction with any other provisions of this award concerning the scheduling of work or the giving of notice.
[Varied by PR763277, PR777303, PR778043]
32.1 Clause 32 sets out the procedures to be followed if a dispute arises about a matter under this award or in relation to the NES.
32.3 If the dispute is not resolved through discussion as mentioned in clause 32.2, the parties to the dispute must then try to resolve it in a timely manner at the workplace through discussion between the employee or employees concerned and more senior levels of management, as appropriate.
32.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 32.2 and 32.3, a party to the dispute may refer it to the Fair Work Commission.
32.5 The parties may agree on the process to be followed by the Fair Work Commission in dealing with the dispute, including mediation, conciliation and consent arbitration.
32.6 If the dispute remains unresolved, the Fair Work Commission may use any method of dispute resolution that it is permitted by the Act to use and that it considers appropriate for resolving the dispute.
32.7 A party to the dispute may appoint a person, organisation or association to support and/or represent them in any discussion or process under clause 32.
32.8 While procedures are being followed under clause 32 in relation to a dispute:
(a) work must continue in accordance with this award and the Act; and
(b) an employee must not unreasonably fail to comply with any direction given by the employer about performing work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.
32.9 Clause 32.8 is subject to any applicable work health and safety legislation.
[Note 1 and Note 2 inserted by PR763277; deleted by PR778043 from 26Aug24]
[Note inserted by PR778043 from 26Aug24; varied by PR777303 from 27Aug24]
NOTE: In addition to clause 32, the Act contains dispute resolution procedures as follows:
|
For a dispute about rights under the Act to |
Section |
|
Request flexible working arrangements |
65B |
|
Change casual employment status |
66M |
|
Request an extension to unpaid parental leave |
76B |
|
Exercise an employee’s right to disconnect |
333N |
Part 8—Termination of Employment and Redundancy
NOTE: The NES sets out requirements for notice of termination by an employer. See sections 117 and 123 of the Act.
33.1 Notice of termination by an employee
(a) Clause 33.1 applies to all employees except those identified in sections 123(1) and 123(3) of the Act.
Table 1—Period of notice
|
Column 1 Employee’s period of continuous service with the employer at the end of the day the notice is given |
Column 2 Period of notice |
|
Not more than 1 year |
1 week |
|
More than 1 year but not more than 3 years |
2 weeks |
|
More than 3 years but not more than 5 years |
3 weeks |
|
More than 5 years |
4 weeks |
NOTE: The notice of termination required to be given by an employee is the same as that required of an employer except that the employee does not have to give additional notice based on the age of the employee.
(c) In clause 33.1(b) continuous service has the same meaning as in section 117 of the Act.
(d) If an employee who is at least 18 years old does not give the period of notice required under clause 33.1(b), then the employer may deduct from wages due to the employee under this award an amount that is no more than one week’s wages for the employee.
(e) If the employer has agreed to a shorter period of notice than that required under clause 33.1(b), then no deduction can be made under clause 33.1(d).
(f) Any deduction made under clause 33.1(d) must not be unreasonable in the circumstances.
(a) Where an employer has given notice of termination to an employee, the employee must be allowed time off without loss of pay of up to one day for the purpose of seeking other employment.
(b) The time off under clause 33.2 is to be taken at times that are convenient to the employee after consultation with the employer.
NOTE: Redundancy pay is provided for in the NES. See sections 119 to 123 of the Act.
34.1 Transfer to lower paid duties on redundancy
(a) Clause 34.1 applies if, because of redundancy, an employee is transferred to new duties to which a lower ordinary rate of pay applies.
(b) The employer may:
(i) give the employee notice of the transfer of at least the same length as the employee would be entitled to under section 117 of the Act as if it were a notice of termination given by the employer; or
(ii) transfer the employee to the new duties without giving notice of transfer or before the expiry of a notice of transfer, provided that the employer pays the employee as set out in clause 34.1(c).
(c) If the employer acts as mentioned in clause 34.1(b)(ii), the employee is entitled to a payment of an amount equal to the difference between the ordinary rate of pay of the employee (inclusive of all-purpose allowances, shift rates and penalty rates applicable to ordinary hours) for the hours of work the employee would have worked in the first role, and the ordinary rate of pay (also inclusive of all-purpose allowances, shift rates and penalty rates applicable to ordinary hours) of the employee in the second role for the period for which notice was not given.
34.2 Employee leaving during redundancy notice period
(a) An employee given notice of termination in circumstances of redundancy may terminate their employment during the minimum period of notice prescribed by section 117(3) of the Act.
(b) The employee is entitled to receive the benefits and payments they would have received under clause 34 or under sections 119 to 123 of the Act had they remained in employment until the expiry of the notice.
(c) However, the employee is not entitled to be paid for any part of the period of notice remaining after the employee ceased to be employed.
34.3 Job search entitlement
(a) Where an employer has given notice of termination to an employee in circumstances of redundancy, the employee must be allowed time off without loss of pay of up to one day each week of the minimum period of notice prescribed by section 117(3) of the Act for the purpose of seeking other employment.
(b) If an employee is allowed time off without loss of pay of more than one day under clause 34.3(a), the employee must, at the request of the employer, produce proof of attendance at an interview.
(c) A statutory declaration is sufficient for the purpose of clause 34.3(b).
(d) An employee who fails to produce proof when required under clause 34.3(b) is not entitled to be paid for the time off.
(e) This entitlement applies instead of clause 33.2.
Schedule A—Classification Definitions
[Varied by PR743439]
A.1 Refinery operations
A.1.1 Classifications
In each of the classifications under this award it is a requirement that an employee must:
(a) perform work in a fully flexible manner as reasonably required by the employer and in accordance with the employee’s ability and competence, including when required undertake lower level duties as well as performing tasks incidental to work at their level;
(b) acquire any skills as reasonably requested by the employer and, where necessary, undertake required training and assist with the training of others; and
(c) use such tools and equipment as may be required, subject to the limit of the employee’s skills and competence and provided that the employee has been properly trained in the use of such tools and equipment.
An employee will progress through the classification levels subject to:
(a) possessing the applicable skills for the level; and
(b) being required by the employer to perform work at that level.
Progression to level 3 and above will be subject to the employee being appointed by the employer.
|
Level |
Task and functions |
|
Trainee operator (level 1) |
A trainee operator is a refinery employee undergoing the necessary orientation and training to enable safe and efficient performance as an operator. |
|
Outside operator (level 2) |
The basic functions and accountabilities of a refinery operator include: · all tasks essential to ensuring that the process operates efficiently and safely; · carrying out basic maintenance tasks; and · identifying and prioritising services required from other personnel, both from inside and outside the production area, to ensure that the plant runs in an optimal manner. The Outside operator level 2 is a refinery employee who carries out such duties as are required by the employer to operate, in a safe and efficient manner, all outside plant and equipment to which the employee is assigned. These duties include: · general housekeeping; and · isolation and preparation of equipment for maintenance and the use of such tools and appliances as may be necessary to conduct maintenance on equipment to ensure the continuity of the process. The Outside operator will hold the relevant certificates of competency required for the area. This classification also includes an employee engaged as a non‑graduate laboratory technician. |
|
Advanced outside operator (level 3) |
Qualifies in all respects for Outside operator (level 2) and is competent to perform 3 or more jobs in the outside area. |
|
Console operator (level 4) |
The Console operator: · is a refinery employee designated as such; · will have met the skill level requirements for level 2; · will hold the relevant certificates of competency required for the area; · is assigned to an area, panel or workstation as required; and · controls/co-ordinates unit operations and field operators, performing such duties independently without direct supervision when necessary. The Console operator’s duties and responsibilities include: · the operation of the control system of an operating area; · implementation of all operating programmes; · optimisation of unit performance using panel instruments, advanced controls and optimisers; · liaison with head operator or staff supervisor to ensure efficient and safe operation of the area; · liaison with other areas and departments to assist in the co‑ordination of refinery activities; · identification of system faults and the use of loop tuning software; · responsibility for the activation of shutdown devices and procedures; · assistance in the training of others; and · relieving the head operator and rotation in all positions to maintain skills when qualified. |
|
Head operator (level 5) |
The Head operator, who may also be styled as a facilitator or co‑ordinator, is a refinery employee designated as such. An employee at this level will have met the skill level requirements for level 3. The Head operator’s duties and responsibilities include: · taking charge of the safe, clean and effective operations of one unit or unit group of petroleum refining, treating or blending equipment; · control and supervision of the operators allocated to the unit or unit group. This will entail responsibility and accountability for the standards of work produced, monitoring the quality of work, goal setting, resolving operational problems, providing feedback in respect of performance and other work related matters, and responsibility for training of the operators allocated to the unit or unit group; · manipulation of the equipment to produce petroleum products within laid down specifications; · watching equipment to see that it is operating safely and without damage to itself; · keeping a log or record of operations as may be required; and · preparing a unit or unit group for mechanical inspection and maintenance as required. |
A.1.4 Lubricants/bitumen plants and terminals
|
Level |
Task and functions |
|
Trainee |
A trainee plant and terminal operator is an employee undergoing the necessary orientation and training to enable safe and efficient performance as an operator. |
|
Operator (competent) (level 2) |
The duties of a plant and terminal operator include the following: · pack filling of all products into containers; · drum filling including unloading, inspection, washing, painting, filling, capping and stencilling; · order assembly including correct handling, documentation, picking procedures and packaging; · stores procedures covering all aspects of stores operation; basic quality control knowledge and testing; · rail tank car loading; road vehicle loading; and · minor maintenance within scope of training; and general housekeeping. In addition, a plant and terminal operator may perform the following duties: · store operations (ordering, pick-up receipt, checking, storing, stocktaking and purchase liaison); · loading and discharge of bulk product using fixed or mobile pumping equipment; · forklift driving and operation and minor maintenance of other mechanical handling equipment; · cleaning, maintaining and reporting on the serviceability of hand and power tools; · crane chasing and dogging; · immediate mechanical and site maintenance function, including minor mechanical tasks; · tank farm operation including dipping and cleaning; · bunker attendance and tanker loading/discharging; and · assistance to tradespersons in any maintenance or project task. |
|
Operator (advanced) (level 3) |
A plant and terminal advanced operator is an employee who holds the appropriate specialist production competencies where required and is an experienced operator. An employee at this level will have met the skill level requirements for level 2. In addition to level 2 duties, the advanced plant and terminal operator may perform the following duties: · co-ordination of the activities in any one of the lube oil, sundries, bitumen, grease and warehousing facilities; ·
diagnosis of mechanical, hydraulic and pneumatic problems with
any fixed equipment within the plant or · in conjunction with engineers, modification of existing plant and machinery; · capacity to carry out advanced project work, when appropriate, which could involve upgrading or additions to any fixed assets; · capability to interpret and work from detailed drawings which will also entail compiling a material listing for the relevant task; and · organisation and supervision of the workforce, equipment and materials. |
|
Specialist blender (level 4) |
May perform specialist roles including: · grease and special product blender; and · operation of all blending equipment. |
|
Head operator (level 5) |
A plant and terminal head operator, who may also be styled as a facilitator or co-ordinator, is designated as such and will be able to perform all duties at level 3. This employee is involved in the day to day running and organising of the plant. The head operator can perform all the duties of an Advanced operator but has a broader responsibility including control and supervision of the operators allocated to the unit such as responsibility and accountability for the standards of work, monitoring the quality of work, goal setting, resolving operations problems, providing feedback in respect of performance, the issue of work permits and other work related matters. This position requires superior communication and organisational skills. Typical duties include: · production scheduling; · administering leave; · hiring casual employees; and · providing guidance and training to others. |
[A.1.5 varied by PR743439 ppc 11Jul22]
|
Level |
Task and functions |
|
Maintenance tradesperson (level 1) |
An employee at this level will have been assessed as competent to apply skills and knowledge in complex but routine situations where discretion and judgment are involved. The skills and knowledge are acquired through the completion of a trade certificate, or through practical experience, which has equipped the employee with an equivalent level of skills and knowledge. |
|
Advanced tradesperson (single trade) (level 2) |
An employee at this level will have met the requirements for level 1 and been assessed as competent to perform tasks which require in depth skill or knowledge, or the employee is assessed as having the integration of a broad range of skills. The work may be of a non-routine nature requiring the application of the relevant skills and knowledge to new but predictable situations. The level of skills or knowledge required to perform this work will involve the completion of a post trade training appropriate for this level, or through the acquisition of practical skills and knowledge which has equipped the employee with the equivalent level of skills and knowledge. |
|
Dual trade tradesperson (level 3) |
An employee at this level will have met the requirements for level 2 and holds a dual trade qualification or equivalent prescribed post trade course used in the operation and has acquired additional knowledge enabling the employee to apply dual trade skills or an equivalent level of high precision specialised trade skills in one area. An employee at this level: has high precision trade skills in more than one area; is qualified to work on machinery or equipment with complex mechanical, hydraulic, electrical circuitry or controls; and meets the skills requirements for tradespersons in accordance with the Manufacturing and Associated Industries and Occupations Award 2020 for this level. |
|
Maintenance co-ordinator (level 4) |
A Maintenance co-ordinator is an employee designated as such. An employee at this level may be required to hold qualifications necessary for level 3 and must have a good knowledge of all equipment, procedures and skills used with maintenance activity under their control. The employee will keep up to date with new technology as applied in the control of refinery or other plant operations. The Maintenance co-ordinator is responsible for ensuring an efficient and cost-effective maintenance service including co‑ordination and planning of daily and long term maintenance requirements. This position also has control and supervision responsibilities in respect of tradespersons. This entails responsibility and accountability for the standards of work produced, monitoring the quality of work, goal setting, resolving maintenance problems, providing feedback in respect of performance and other work related matters and responsibility for training and guidance. |
A.2 Clerical
The classification criteria in this schedule provides guidelines to determine the appropriate classification level of persons employed pursuant to this award. In determining the appropriate level, consideration must be given to both the characteristics and typical duties/skills. The characteristics are the primary guide to classification as they indicate the level of basic knowledge, comprehension of issues, problems and procedures required and the level of supervision or accountability of the position. The totality of the characteristics must be read as a whole to obtain a clear understanding of the essential features of any particular level and the competency required. The typical duties/skills are a non-exhaustive list of duties/skills that may be comprehended within the particular level. They are an indicative guide only and at any particular level employees may be expected to undertake duties of any level lower than their own. Employees at any particular level may perform/utilise one such duty/skill, or many of them, depending on the particular work allocated.
The key issue to be looked at in properly classifying an employee is the level of competency and skill that the employee is required to exercise in the work they perform, not the duties they perform per se. It will be noted that some typical duties/skills appear in more than one level, however when assigning a classification to an employee this needs to be done by reference to the specific characteristics of the level. For example, whilst word processing and copy typing are first specifically mentioned at Level 2 in terms of typical duty/skill, it does not mean that as soon as an employee operates a word processor or typewriter they automatically become Level 2. They would achieve a Level 2 classification when they have achieved the level of skill and competency envisaged by the characteristics and the relevant indicative duty(ies)/skill(s) of a Level 2. Level 1 in this structure is to be viewed as the level at which employees learn and gain competence in the basic clerical skills required by the employer, which in most cases would lead to progression through the classification structure as their competency and skills increase and are utilised.
A.2.1 Level 1
(a) Characteristics
(i) Employees at this level may include the initial recruit who may have limited relevant experience. Initially work is performed under close direction using established practices, procedures and instructions.
(ii) Such employees perform routine clerical and office functions requiring an understanding of clear, straightforward rules or procedures and may be required to operate certain office equipment. Problems can usually be solved by reference to established practices, procedures and instructions.
(iii) Employees at this level are responsible and accountable for their own work within established routines, methods and procedures and the less experienced employees’ work may be subject to checking at all stages. The more experienced employee may be required to give assistance to less experienced employees in the same classification.
(b) Typical duties/skills
Indicative typical duties and skills at this level may include:
(i) reception/switchboard, e.g. directing telephone callers to appropriate staff, issuing and receiving standard forms, relaying internal information and initial greeting of visitors;
(ii) maintenance of basic records;
(iii) filing, collating, photocopying etc;
(iv) handling or distributing mail including messenger service;
(v) recording, matching, checking and batching of accounts, invoices, orders, store requisitions etc.; and
(vi) the operation of keyboard and other allied equipment in order to achieve competency as prescribed in Level 2.
A.2.2 Level 2
(a) Characteristics
(i) This level caters for the employees who have had sufficient experience and/or training to enable them to carry out their assigned duties under general direction.
(ii) Employees at this level are responsible and accountable for their own work which is performed within established guidelines. In some situations detailed instructions may be necessary. This may require the employee to exercise limited judgment and initiative within the range of their skills and knowledge.
(iii) The work of these employees may be subject to final checking and as required progress checking. Such employees may be required to check the work and/or provide guidance to other employees at a lower level and/or provide assistance to less experienced employees at the same level.
(b) Typical duties/skills
Indicative typical duties and skills at this level may include:
(i) reception/switchboard duties as in Level 1 and in addition responding to enquiries as appropriate, consistent with the acquired knowledge of the organisation’s operations and services, and/or where presentation and use of interpersonal skills are a key aspect of the position;
(ii) operation of computerised radio/telephone equipment, micro personal computer, printing devices attached to personal computer, dictaphone equipment, typewriter;
(iii) word processing, e.g. the use of a word processing software package to create, format, edit, correct, print and save text documents, e.g. standard correspondence and business documents;
(iv) stenographer/person solely employed to take shorthand and to transcribe by means of appropriate keyboard equipment;
(v) copy typing and audio typing;
(vi) maintenance of records and/or journals including initial processing and recording relating to the following:
· reconciliation of accounts to balance;
· incoming/outgoing cheques;
· invoices;
· debit/credit items;
· payroll data;
· petty cash imprest system; and
· letters etc.;
(vii) computer application involving use of a software package which may include one or more of the following functions:
· create new files and records;
· spreadsheet/worksheet;
· graphics;
· accounting/payroll file; and
· following standard procedures and using existing models/fields of information;
(viii) arrange routine travel bookings and itineraries, make appointments; and
(ix) provide general advice and information on the organisation’s products and services, e.g. front counter/telephone.
A.2.3 Level 3
(a) Characteristics
(i) Employees at this level have achieved a standard to be able to perform specialised or non-routine tasks or features of the work. Employees require only general guidance or direction and there is scope for the exercise of limited initiative, discretion and judgment in carrying out their assigned duties.
(ii) Such employees may be required to give assistance and/or guidance (including guidance in relation to quality of work and which may require some allocation of duties) to employees in Levels 1 and 2 and would be able to train such employees by means of personal instruction and demonstration.
(b) Typical duties/skills
Indicative typical duties and skills at this level may include:
(i) prepare cash payment summaries, banking reports and bank statements; calculate and maintain wage and salary records; follow credit referral procedures; apply purchasing and inventory control requirements; post journals to ledger;
(ii) provide specialised advice and information on the organisation’s products and services; respond to client/public/supplier problems within own functional area utilising a high degree of interpersonal skills;
(iii) 1apply one or more computer software packages developed for a micro personal computer or a central computer resource to either/or:
· create new files and records;
· maintain computer based records management systems;
· identify and extract information from internal and external sources; and/or
· use advanced word processing/keyboard functions;
(iv) arrange travel bookings and itineraries; make appointments; screen telephone calls; respond to invitations; organise internal meetings on behalf of executive(s); establish and maintain reference lists/personal contact systems for executive(s); and
(v) application of specialist terminology/processes in professional offices.
NOTE: 1These typical duties/skills may be either at Level 3 or Level 4 dependent upon the characteristics of that particular level.
A.2.4 Level 4
(a) Characteristics
(i) Employees at this level will have achieved a level of organisation or industry specific knowledge sufficient for them to give advice and/or information to the organisation and clients in relation to specific areas of their responsibility. They would require only limited guidance or direction and would normally report to more senior staff as required. Whilst not a prerequisite a principal feature of this level is supervision of employees in lower levels in terms of responsibility for the allocation of duties, co-ordinating work flow, checking progress, quality of work and resolving problems.
(ii) They exercise initiative, discretion and judgment at times in the performance of their duties.
(iii) They are able to train employees in Levels 1–3 by personal instruction and demonstration.
(b) Typical duties/skills
Indicative typical duties and skills at this level may include:
(i) secretarial/executive support services which may include the following: maintaining executive diary; attending executive/organisational meetings and taking minutes; establishing and/or maintaining current working and personal filing systems for executive; answering executive correspondence from verbal or handwritten instructions;
(ii) able to prepare financial/tax schedules, calculating costings and/or wage and salary requirements; completing personnel/payroll data for authorisation; reconciliation of accounts to balance;
(iii) advising on/provide information on one or more of the following:
· employment conditions;
· workers compensation procedures and regulations;
· superannuation entitlements, procedures and regulations;
(iv) 1applying one or more computer software packages, developed for a micro personal computer or a central computer resource to either/or:
· create new files and records;
· maintain computer based management systems;
· identify and extract information from internal and external sources; and/or
· use advanced word processing/keyboard functions.
NOTE: 1These typical duties/skills may be either at Level 3 or Level 4 dependent upon the characteristics of that particular level.
A.2.5 Level 5
(a) Characteristics
(i) Employees at this level are subject to broad guidance or direction and would report to more senior staff as required.
(ii) Such employees will typically have worked or studied in a relevant field and will have achieved a standard of relevant and/or specialist knowledge and experience sufficient to enable them to advise on a range of activities and features and contribute, as required, to the determination of objectives, within the relevant field(s) of their expertise.
(iii) They are responsible and accountable for their own work and may have delegated responsibility for the work under their control or supervision, including, scheduling workloads, resolving operations problems, monitoring the quality of work produced and counselling staff for performance and work related matters.
(iv) They would also be able to train and to supervise employees in lower levels by means of personal instruction and demonstration. They would also be able to assist in the delivery of training courses. They would often exercise initiative, discretion and judgment in the performance of their duties.
(v) The possession of relevant post secondary qualifications may be appropriate but are not essential.
(b) Typical duties/skills
Indicative typical duties and skills at this level may include:
(i) apply knowledge of organisation’s objectives, performance, projected areas of growth, product trends and general industry conditions;
(ii) application of computer software packages within either a micropersonal computer or a central computer resource including the integration of complex word processing/desktop publishing, text and data documents;
(iii) provide reports for management in any or all of the following areas:
· account/financial;
· staffing;
· legislative requirements;
· other company activities, and
(iv) administer individual executive salary packages, travel expenses, allowances and company transport; administer salary and payroll requirements of the organisation.
Schedule B—Summary of Hourly Rates of Pay
[Varied by PR718890, PR729331, PR740756, PR762181, PR773959]
B.1 Ordinary hourly rate
B.1.1 Ordinary hourly rate includes the industry allowance (clause 19.2(b)) which is payable to all employees except clerical employees, for all purposes.
B.2 Full-time and part-time employees
B.2.1 Full-time and part-time employees—other than shiftworkers—ordinary and penalty rates
[B.2.1(a) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Ordinary hours |
Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
||||
|
|
% of ordinary hourly rate1 |
||||
|
|
100% |
150% |
200% |
200% |
300% |
|
|
$ |
$ |
$ |
$ |
$ |
|
Refinery operations |
|
|
|
|
|
|
Trainee operator (level 1) |
27.20 |
40.80 |
54.40 |
54.40 |
81.60 |
|
Outside operator (level 2) |
29.35 |
44.03 |
58.70 |
58.70 |
88.05 |
|
Advanced outside operator (level 3) |
31.75 |
47.63 |
63.50 |
63.50 |
95.25 |
|
Console operator (level 4) |
35.20 |
52.80 |
70.40 |
70.40 |
105.60 |
|
Head operator (level 5) |
37.90 |
56.85 |
75.80 |
75.80 |
113.70 |
|
Lubricants/bitumen plants and terminals |
|
|
|
|
|
|
Trainee (level 1) |
26.65 |
39.98 |
53.30 |
53.30 |
79.95 |
|
Operator (competent) (level 2) |
28.11 |
42.17 |
56.22 |
56.22 |
84.33 |
|
Operator (advanced) (level 3) |
29.29 |
43.94 |
58.58 |
58.58 |
87.87 |
|
Specialist blender (level 4) |
30.50 |
45.75 |
61.00 |
61.00 |
91.50 |
|
Head operator (level 5) |
31.73 |
47.60 |
63.46 |
63.46 |
95.19 |
|
Maintenance |
|
|
|
|
|
|
Tradesperson (level 1) |
30.67 |
46.01 |
61.34 |
61.34 |
92.01 |
|
Advanced tradesperson (level 2) |
32.65 |
48.98 |
65.30 |
65.30 |
97.95 |
|
Dual trade tradesperson (level 3) |
34.93 |
52.40 |
69.86 |
69.86 |
104.79 |
|
Maintenance co-ordinator (level 4) |
36.34 |
54.51 |
72.68 |
72.68 |
109.02 |
1 Ordinary hourly rate includes the industry allowance payable to all employees, other than clerical employees, for all purposes.
(b) Clerical employees
[B.2.1(b) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Ordinary hours |
Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
||||
|
|
% of ordinary hourly rate |
||||
|
|
100% |
150% |
200% |
200% |
300% |
|
|
$ |
$ |
$ |
$ |
$ |
|
Clerical |
|
|
|
|
|
|
Level 1—Year 1 |
27.00 |
40.50 |
54.00 |
54.00 |
81.00 |
|
Level 1—Year 2 |
28.28 |
42.42 |
56.56 |
56.56 |
84.84 |
|
Level 1—Year 3 |
29.15 |
43.73 |
58.30 |
58.30 |
87.45 |
|
Level 2—Year 1 |
29.49 |
44.24 |
58.98 |
58.98 |
88.47 |
|
Level 2—Year 2 |
30.04 |
45.06 |
60.08 |
60.08 |
90.12 |
|
Level 3 |
31.15 |
46.73 |
62.30 |
62.30 |
93.45 |
|
Level 4 |
32.71 |
49.07 |
65.42 |
65.42 |
98.13 |
|
Level 5 |
34.04 |
51.06 |
68.08 |
68.08 |
102.12 |
B.2.2 Full-time and part-time employees other than shiftworkers—overtime rates
(a) Non-clerical employees
[B.2.2(a) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Monday to Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
|||
|
% of ordinary hourly rate1 |
||||
|
|
150% |
200% |
200% |
250% |
|
$ |
$ |
$ |
$ |
|
|
Refinery operations |
|
|
|
|
|
Trainee operator (level 1) |
40.80 |
54.40 |
54.40 |
68.00 |
|
Outside operator (level 2) |
44.03 |
58.70 |
58.70 |
73.38 |
|
Advanced outside operator (level 3) |
47.63 |
63.50 |
63.50 |
79.38 |
|
Console operator (level 4) |
52.80 |
70.40 |
70.40 |
88.00 |
|
Head operator (level 5) |
56.85 |
75.80 |
75.80 |
94.75 |
|
Lubricants/bitumen plants and terminals |
|
|
|
|
|
Trainee (level 1) |
39.98 |
53.30 |
53.30 |
66.63 |
|
Operator (competent) (level 2) |
42.17 |
56.22 |
56.22 |
70.28 |
|
Operator (advanced) (level 3) |
43.94 |
58.58 |
58.58 |
73.23 |
|
Specialist blender (level 4) |
45.75 |
61.00 |
61.00 |
76.25 |
|
Head operator (level 5) |
47.60 |
63.46 |
63.46 |
79.33 |
|
Maintenance |
|
|
|
|
|
Tradesperson (level 1) |
46.01 |
61.34 |
61.34 |
76.68 |
|
Advanced tradesperson (level 2) |
48.98 |
65.30 |
65.30 |
81.63 |
|
Dual trade tradesperson (level 3) |
52.40 |
69.86 |
69.86 |
87.33 |
|
Maintenance co-ordinator (level 4) |
54.51 |
72.68 |
72.68 |
90.85 |
1 Ordinary hourly rate includes the industry allowance payable to all employees, other than clerical employees for all purposes.
(b) Clerical employees
[B.2.2(b) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
Monday to Saturday |
Sunday |
Public holiday |
||
|
First 2 hours |
After 2 hours |
|||
|
% of ordinary hourly rate |
||||
|
150% |
200% |
200% |
250% |
|
|
$ |
$ |
$ |
$ |
|
|
Clerical |
|
|
|
|
|
Level 1—Year 1 |
40.50 |
54.00 |
54.00 |
67.50 |
|
Level 1—Year 2 |
42.42 |
56.56 |
56.56 |
70.70 |
|
Level 1—Year 3 |
43.73 |
58.30 |
58.30 |
72.88 |
|
Level 2—Year 1 |
44.24 |
58.98 |
58.98 |
73.73 |
|
Level 2—Year 2 |
45.06 |
60.08 |
60.08 |
75.10 |
|
Level 3 |
46.73 |
62.30 |
62.30 |
77.88 |
|
Level 4 |
49.07 |
65.42 |
65.42 |
81.78 |
|
Level 5 |
51.06 |
68.08 |
68.08 |
85.10 |
B.2.3 Shiftworkers—ordinary and penalty rates
(a) Non-clerical employees
[B.2.3(a) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Afternoon & night |
Permanent afternoon |
Permanent night |
Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
||||||
|
|
% of ordinary hourly rate1 |
||||||
|
|
115% |
120% |
130% |
150% |
200% |
200% |
300% |
|
|
$ |
$ |
$ |
$ |
$ |
$ |
$ |
|
Refinery operations |
|
|
|
|
|
|
|
|
Trainee operator (level 1) |
31.28 |
32.64 |
35.36 |
40.80 |
54.40 |
54.40 |
81.60 |
|
Outside operator (level 2) |
33.75 |
35.22 |
38.16 |
44.03 |
58.70 |
58.70 |
88.05 |
|
Advanced outside operator (level 3) |
36.51 |
38.10 |
41.28 |
47.63 |
63.50 |
63.50 |
95.25 |
|
Console operator (level 4) |
40.48 |
42.24 |
45.76 |
52.80 |
70.40 |
70.40 |
105.60 |
|
Head operator (level 5) |
43.59 |
45.48 |
49.27 |
56.85 |
75.80 |
75.80 |
113.70 |
|
Lubricants/bitumen plants and terminals |
|
|
|
|
|
|
|
|
Trainee (level 1) |
30.65 |
31.98 |
34.65 |
39.98 |
53.30 |
53.30 |
79.95 |
|
Operator (competent) (level 2) |
32.33 |
33.73 |
36.54 |
42.17 |
56.22 |
56.22 |
84.33 |
|
Operator (advanced) (level 3) |
33.68 |
35.15 |
38.08 |
43.94 |
58.58 |
58.58 |
87.87 |
|
Specialist blender (level 4) |
35.08 |
36.60 |
39.65 |
45.75 |
61.00 |
61.00 |
91.50 |
|
Head operator (level 5) |
36.49 |
38.08 |
41.25 |
47.60 |
63.46 |
63.46 |
95.19 |
|
Maintenance |
|
|
|
|
|
|
|
|
Tradesperson (level 1) |
35.27 |
36.80 |
39.87 |
46.01 |
61.34 |
61.34 |
92.01 |
|
Advanced tradesperson (level 2) |
37.55 |
39.18 |
42.45 |
48.98 |
65.30 |
65.30 |
97.95 |
|
Dual trade tradesperson (level 3) |
40.17 |
41.92 |
45.41 |
52.40 |
69.86 |
69.86 |
104.79 |
|
Maintenance co-ordinator (level 4) |
41.79 |
43.61 |
47.24 |
54.51 |
72.68 |
72.68 |
109.02 |
1 Ordinary hourly rate includes the industry allowance payable to all employees, other than clerical employees for all purposes.
(b) Clerical employees
[B.2.3(b) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Afternoon & night |
Permanent afternoon |
Permanent night |
Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
||||||
|
|
% of ordinary hourly rate |
||||||
|
|
115% |
120% |
130% |
150% |
200% |
200% |
300% |
|
|
$ |
$ |
$ |
$ |
$ |
$ |
$ |
|
Clerical |
|
|
|
|
|
|
|
|
Level 1—Year 1 |
31.05 |
32.40 |
35.10 |
40.50 |
54.00 |
54.00 |
81.00 |
|
Level 1—Year 2 |
32.52 |
33.94 |
36.76 |
42.42 |
56.56 |
56.56 |
84.84 |
|
Level 1—Year 3 |
33.52 |
34.98 |
37.90 |
43.73 |
58.30 |
58.30 |
87.45 |
|
Level 2—Year 1 |
33.91 |
35.39 |
38.34 |
44.24 |
58.98 |
58.98 |
88.47 |
|
Level 2—Year 2 |
34.55 |
36.05 |
39.05 |
45.06 |
60.08 |
60.08 |
90.12 |
|
Level 3 |
35.82 |
37.38 |
40.50 |
46.73 |
62.30 |
62.30 |
93.45 |
|
Level 4 |
37.62 |
39.25 |
42.52 |
49.07 |
65.42 |
65.42 |
98.13 |
|
Level 5 |
39.15 |
40.85 |
44.25 |
51.06 |
68.08 |
68.08 |
102.12 |
B.2.4 Shiftworkers—overtime rates
(a) Non-clerical employees
[B.2.4(a) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Monday to Saturday |
Sunday |
Public holiday |
Continuous shift worker |
|
|
First 2 hours |
After 2 hours |
Monday to Sunday |
|||
|
% of ordinary hourly rate 1 |
|||||
|
|
150% |
200% |
200% |
250% |
200% |
|
$ |
$ |
$ |
$ |
$ |
|
|
Refinery operations |
|
|
|
|
|
|
Trainee operator (level 1) |
40.80 |
54.40 |
54.40 |
68.00 |
54.40 |
|
Outside operator (level 2) |
44.03 |
58.70 |
58.70 |
73.38 |
58.70 |
|
Advanced outside operator (level 3) |
47.63 |
63.50 |
63.50 |
79.38 |
63.50 |
|
Console operator (level 4) |
52.80 |
70.40 |
70.40 |
88.00 |
70.40 |
|
Head operator (level 5) |
56.85 |
75.80 |
75.80 |
94.75 |
75.80 |
|
Lubricants/bitumen plants and terminals |
|
|
|
|
|
|
Trainee (level 1) |
39.98 |
53.30 |
53.30 |
66.63 |
53.30 |
|
Operator (competent) (level 2) |
42.17 |
56.22 |
56.22 |
70.28 |
56.22 |
|
Operator (advanced) (level 3) |
43.94 |
58.58 |
58.58 |
73.23 |
58.58 |
|
Specialist blender (level 4) |
45.75 |
61.00 |
61.00 |
76.25 |
61.00 |
|
Head operator (level 5) |
47.60 |
63.46 |
63.46 |
79.33 |
63.46 |
|
Maintenance |
|
|
|
|
|
|
Tradesperson (level 1) |
46.01 |
61.34 |
61.34 |
76.68 |
61.34 |
|
Advanced tradesperson (level 2) |
48.98 |
65.30 |
65.30 |
81.63 |
65.30 |
|
Dual trade tradesperson (level 3) |
52.40 |
69.86 |
69.86 |
87.33 |
69.86 |
|
Maintenance co-ordinator (level 4) |
54.51 |
72.68 |
72.68 |
90.85 |
72.68 |
(b) Clerical employees
[B.2.4(b) varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
|
|
Monday to Saturday |
Sunday |
Public holiday |
Continuous shift worker |
|
|
First 2 hours |
After 2 hours |
Monday to Sunday |
|||
|
% of ordinary hourly rate |
|||||
|
|
150% |
200% |
200% |
250% |
200% |
|
$ |
$ |
$ |
$ |
$ |
|
|
Clerical |
|
|
|
|
|
|
Level 1—Year 1 |
40.50 |
54.00 |
54.00 |
67.50 |
54.00 |
|
Level 1—Year 2 |
42.42 |
56.56 |
56.56 |
70.70 |
56.56 |
|
Level 1—Year 3 |
43.73 |
58.30 |
58.30 |
72.88 |
58.30 |
|
Level 2—Year 1 |
44.24 |
58.98 |
58.98 |
73.73 |
58.98 |
|
Level 2—Year 2 |
45.06 |
60.08 |
60.08 |
75.10 |
60.08 |
|
Level 3 |
46.73 |
62.30 |
62.30 |
77.88 |
62.30 |
|
Level 4 |
49.07 |
65.42 |
65.42 |
81.78 |
65.42 |
|
Level 5 |
51.06 |
68.08 |
68.08 |
85.10 |
68.08 |
Schedule C—Summary of Monetary Allowances
[Varied by PR718890, PR719043, PR729331, PR729516, PR740756, PR740922, PR750825, PR762181, PR762348, PR773959, PR774127]
See clause 19—Allowances for full details of allowances payable under this award.
[C.1.1 varied by PR718890, PR729331, PR740756, PR762181, PR773959 ppc 01Jul24]
C.1.1 The wage-related allowances in this award are based on the standard rate as defined in clause 2—Definitions as the minimum weekly wage rate for a Maintenance Tradesperson in clause 16—Minimum rates = $1032.30.
|
Allowance |
Clause |
% of standard rate |
$ |
Payable |
|
Industry allowance—other than clerical employees1 |
19.2(b) |
4.0 |
41.29 |
per week |
|
First aid allowance |
19.2(c) |
2.0 |
20.65 |
per week |
|
Leading hand in charge of—3 to 10 employees |
19.2(d) |
4.4 |
45.42 |
per week |
|
Leading hand in charge of—11 to 20 employees |
19.2(d) |
5.6 |
57.81 |
per week |
|
Leading hand in charge of—more than 20 employees |
19.2(d) |
7.53 |
77.73 |
per week |
1 This allowance applies for all purposes of this award.
C.1.2 Adjustment of wage–related allowances
[C.1.2 renamed and substituted by PR750825 ppc 15Mar23]
The amount of each wage-related allowance is the percentage of the standard rate specified for the allowance and will automatically adjust to reflect the specified percentage when the standard rate is varied.
C.2 Expense-related allowances
[C.2.1 varied by PR719043, PR729516, PR740922, PR762348, PR774127 ppc 01Jul24]
|
Allowance |
Clause |
$ |
Payable |
|
Meal allowance—overtime |
19.3(a)(i) |
17.92 |
per occasion |
|
Vehicle allowance |
19.3(c) |
0.98 |
per km |
|
Tool allowance |
19.3(d) |
17.90 |
per week |
C.2.2 Adjustment of expense-related allowances
(a) At the time of any adjustment to the standard rate, an expense-related allowance will be increased by the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
(b) For clause 19.3 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 index figure |
|
Overtime meal allowance |
Take-away and fast foods sub-group |
|
Tool allowance |
Tools and equipment for house and garden component of the household appliances, utensils and tools sub-group |
|
Vehicle allowance |
Private motoring sub-group |
Schedule D—School-based Apprentices
D.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.
D.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.
D.4 For the purposes of clause D.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.
D.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.
D.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.
D.7 The duration of the apprenticeship must be as specified in the training agreement or contract for each apprentice but must not exceed 6 years.
D.8 School-based apprentices progress through the relevant wage scale at the rate of 12 months progression for each 2 years of employment as an apprentice or at the rate of competency-based progression, if provided for in this award.
D.9 The apprentice wage scales are based on a standard full-time apprenticeship of 4 years (unless the apprenticeship is of 3 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.
D.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.
D.11 School-based apprentices are entitled pro rata to all of the other conditions in this award.
Schedule E—Supported Wage System
[Varied by PR719661, PR729672, PR742256, PR762969, PR774051]
E.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.
E.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 Social Services that records the employee’s productive capacity and agreed wage rate.
E.3 Eligibility criteria
E.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.
E.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.
E.4 Supported wage rates
|
Assessed capacity (clause E.5) % |
Relevant minimum wage % |
|
10 |
10 |
|
20 |
20 |
|
30 |
30 |
|
40 |
40 |
|
50 |
50 |
|
60 |
60 |
|
70 |
70 |
|
80 |
80 |
|
90 |
90 |
[E.4.2 varied by PR719661, PR729672, PR742256, PR762969, PR774051 ppc 01Jul24]
E.4.2 Provided that the minimum amount payable must be not less than $106 per week.
E.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.
E.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 SWS 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.
E.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.
E.6 Lodgement of SWS wage assessment agreement
E.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.
E.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.
E.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 SWS.
E.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.
E.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.
E.10 Trial period
E.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 4 weeks) may be needed.
E.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.
[E.10.3 varied by PR719661, PR729672, PR742256, PR762969, PR774051 ppc 01Jul24]
E.10.3 The minimum amount payable to the employee during the trial period must be no less than $106 per week.
E.10.4 Work trials should include induction or training as appropriate to the job being trialled.
E.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 E.5.
Schedule F—Agreement for Time Off Instead of Payment for Overtime
Link to PDF copy of Agreement for Time Off Instead of Payment for Overtime.
Name of employee: _____________________________________________
Name of employer: _____________________________________________
The employer and employee agree that the employee may take time off instead of being paid for the following amount of overtime that has been worked by the employee:
Date and time overtime started: ___/___/20___ ____ am/pm
Date and time overtime ended: ___/___/20___ ____ am/pm
Amount of overtime worked: _______ hours and ______ minutes
The employer and employee further agree that, if requested by the employee at any time, the employer must pay the employee for overtime covered by this agreement but not taken as time off. Payment must be made at the overtime rate applying to the overtime when worked and must be made in the next pay period following the request.
Signature of employee: ________________________________________
Date signed: ___/___/20___
Name of employer representative: ________________________________________
Signature of employer representative: ________________________________________
Date signed: ___/___/20___
Schedule G—Agreement to Take Annual Leave in Advance
Link to PDF copy of Agreement to Take Annual Leave in Advance.
Name of employee: _____________________________________________
Name of employer: _____________________________________________
The employer and employee agree that the employee will take a period of paid annual leave before the employee has accrued an entitlement to the leave:
The amount of leave to be taken in advance is: ____ hours/days
The leave in advance will commence on: ___/___/20___
Signature of employee: ________________________________________
Date signed: ___/___/20___
Name of employer representative: ________________________________________
Signature of employer representative: ________________________________________
Date signed: ___/___/20___
|
[If the employee is under 18 years of age - include:] I agree that: if, on termination of the employee’s employment, the employee has not accrued an entitlement to all of a period of paid annual leave already taken under this agreement, then the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued. Name of parent/guardian: ________________________________________ Signature of parent/guardian: ________________________________________ Date signed: ___/___/20___ |
Schedule H—Agreement to Cash Out Annual Leave
Link to PDF copy of Agreement to Cash Out Annual Leave.
Name of employee: _____________________________________________
Name of employer: _____________________________________________
The employer and employee agree to the employee cashing out a particular amount of the employee’s accrued paid annual leave:
The amount of leave to be cashed out is: ____ hours/days
The payment to be made to the employee for the leave is: $_______ subject to deduction of income tax/after deduction of income tax (strike out where not applicable)
The payment will be made to the employee on: ___/___/20___
Signature of employee: ________________________________________
Date signed: ___/___/20___
Name of employer representative: ________________________________________
Signature of employer representative: ________________________________________
Date signed: ___/___/20___
|
Include if the employee is under 18 years of age:
Name of parent/guardian: ________________________________________ Signature of parent/guardian: ________________________________________ Date signed: ___/___/20___ |
[Schedule I— Part-day Public Holidays PR747388 ppc 14Nov22]
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