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Health Professionals and Support Services Award 2020
This Fair Work Commission consolidated modern award incorporates all amendments up to and including 27 August 2024 (PR777254 and PR777989).
Clause(s) affected by the most recent variation(s):
2—Definitions
11—Casual employees
13A—Employee right to disconnect
36—Dispute resolution
Table of Contents
[Varied by PR721363, PR728137, PR740695; corrected by PR741373; varied by PR747345, PR748510, PR750477, PR774732, PR777989]
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
16. Minimum rates for Support Services employees
17. Minimum rates for Health Professional employees
22. Annualised wage arrangements
Part 5— Overtime and Penalty Rates
26. Penalty rates and shiftwork
Part 6— Leave and Public Holidays
28. Personal/carer’s leave and compassionate leave
29. Parental leave and related entitlements
32. Family and domestic violence leave
Part 7— Workplace Delegates, Consultation and Dispute Resolution
33A. Workplace delegates’ rights
34. Consultation about major workplace change
35. Consultation about changes to rosters or hours of work
Part 8— Termination of employment and Redundancy
Schedule A —Classification Definitions
Schedule B —List of Common Health Professionals
Schedule C —Summary of Hourly Rates
Schedule D —Summary of Monetary Allowances
Schedule E —School-based Apprentices
Schedule F —Supported Wage System
Schedule G —Agreement for Time Off Instead of Payment for Overtime
Part 1—Application and Operation of this Award
1. Title and commencement
1.1 This award is the Health Professionals and Support Services 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 PR733881, PR774732, PR777254]
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.
apprentice means an employee who is bound by a contract of training registered with the appropriate State or Territory training authority.
[Definition of casual employee inserted by PR733881 from 27Sep21; varied by PR777254 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.
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 PR774732 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 PR774732 from 01Jul24]
enterprise has the meaning given by section 12 of the Act.
exempt public sector superannuation scheme has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth).
health industry has the meaning given in clause 4.2.
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.
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.
private medical, dental, pathology, physiotherapy, chiropractic and osteopathic practice means the practice of any practitioner, such as medical centre, general practice, specialist practice, family practice, medical clinic, dental practice, pathology practice, physiotherapy practice, chiropractic practice, osteopathic practice and women’s health centre, but does not include medical imaging practices, hospitals or hospices.
[Definition of regular casual employee inserted by PR733881 from 27Sep21]
regular casual employee has the meaning given by section 12 of the Act.
shiftworker is an employee who is regularly rostered to work their ordinary hours outside the span of ordinary hours of work of a day worker as defined in clause 13.2.
[Definition of small business employer inserted by PR774732 from 01Jul24]
small business employer has the meaning given by section 23 of the Act.
standard rate means the minimum weekly rate for a Health Professional employee—level 1 pay point 2 in clause 17.2.
undergraduate 2 (UG 2) means an employee with a diploma or equivalent.
[Definition of workplace delegate inserted by PR774732 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.
[Varied by PR724589]
4.1 This industry and occupational award covers:
(a) employers throughout Australia in the health industry and their employees in the classifications listed in Schedule A—Classification Definitions to the exclusion of any other modern award; and
(b) employers engaging a health professional employee in the classifications listed in Schedule A—Classification Definitions.
4.2 The health industry means employers whose business and/or activity is in the delivery of health care, medical services and dental services.
4.3 This award covers any employer which supplies labour on an on-hire basis in the health 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 4.3 operates subject to the exclusions from coverage in this award.
4.4 This award covers any employer which supplies on-hire employees in classifications set out in clause 17—Minimum rates for Health Professional employees and those on-hire employees, if the employer is not covered by another modern award containing a classification which is more appropriate to the work performed by the employee. 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 trainees engaged in the health industry and/or parts of that industry and those apprentices and trainees engaged by a group training service hosted by a company to perform work at a location where the activities described herein are being performed. 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.
[4.6(d) inserted by PR724589 ppc 01Jul21]
(d) Medical Practitioners
4.7 Where an employer is covered by more than one award, an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.
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 clause 5.11(b).
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 PR763223 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 36—Dispute resolution and/or under section 65B of the Act.
7.1 A facilitative provision provides that the standard approach in an award provision may be departed from by agreement between an employer and an individual employee, or an employer and the majority of employees in the enterprise or part of the enterprise concerned.
7.2 Facilitative provisions in this award are contained in the following clauses:
|
Clause |
Provision |
Agreement between an employer and: |
|
15.1(b) |
Unpaid meal breaks |
An individual |
|
15.2(b) |
Paid tea breaks |
An individual |
|
21.1 |
Payment of wages |
The majority of employees |
|
25.5 |
Time off instead of payment for overtime |
An individual |
|
27.4 |
Annual leave in advance |
An individual |
|
27.6 |
Cashing out of annual leave |
An individual |
|
33.3 |
Substitution of public holidays by agreement |
An individual |
Part 2—Types of Employment and Classifications
8.1 Employment categories
(a) Employees under this award will be employed in one of the following categories:
(i) full-time;
(ii) part-time; or
(iii) casual.
(b) At the time of engagement an employer will inform each employee whether they are employed on a full-time, part-time or casual basis.
(c) An employer may direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.
9.1 A full-time employee is engaged to work:
(a) 38 ordinary hours per week; or
(b) an average of 38 ordinary hours per week in a fortnight or 4 week period.
(a) is engaged to work less than an average of 38 hours per week; and
(b) has reasonably predictable hours of work.
10.2 Before commencing employment, the employer and employee will agree in writing on a regular pattern of work including the:
(a) number of hours to be worked each week;
(b) days of the week the employee will work; and
(c) starting and finishing times each day.
10.3 The terms of the agreement in clause 10.2 may be varied by agreement and recorded in writing.
[Varied by PR723909, PR733881, PR750477, PR777254]
[11.1 deleted by PR733881 from 27Sep21]
[11.2 renumbered as 11.1 by PR733881 from 27Sep21]
11.1 A casual employee can be engaged to work up to and including 38 ordinary hours per week.
[11.3 renumbered as 11.2 by PR733881 from 27Sep21]
11.2 Subject to clause 11.3 the minimum period of engagement of a casual employee is 3 hours.
[11.4 renumbered as 11.3 by PR733881 from 27Sep21]
11.3 The minimum period of engagement of cleaners employed in private medical practices is 2 hours.
[11.5 renumbered as 11.4 by PR733881 from 27Sep21]
[11.4(a) substituted by PR723909 ppc 20Nov20; renumbered as a paragraph by PR750477 ppc 15Mar23]
For each ordinary hour worked, a casual employee must be paid:
[11.4(a)(i) renumbered as 11.4(a) by PR750477 ppc 15Mar23]
(a) the minimum hourly rate applicable to the classification and pay point in which they are employed; and
[11.4(a)(ii) renumbered as 11.4(b) by PR750477 ppc 15Mar23]
(b) a loading of 25% of the minimum hourly rate.
[Note inserted by PR750477 ppc 15Mar23]
NOTE: The casual loading is payable instead of entitlements from which casuals are excluded by the terms of this award and the NES. See Part 2-2 of the Act.
[11.4(b) deleted by PR750477 ppc 15Mar23]
11.5 Payment for working overtime
[New 11.6 inserted by PR723909 ppc 20Nov20; 11.6 renumbered as 11.5 by PR733881 from 27Sep21]
When a casual employee works overtime, they must be paid the overtime rates in clauses 25.3 and 25.4.
11.6 Changes to casual employment status
[11.6 renumbered as 11.7 by PR723909; 11.7 renumbered as 11.6 and renamed and substituted by PR733881; renamed and substituted by PR777254 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 36—Dispute resolution.
12.1 All employees covered by this award must be classified according to the structure and definitions set out in Schedule A—Classification Definitions.
12.2 Employers must advise their employees in writing of their classification upon commencement and of any subsequent changes to their classification.
13.1 Ordinary hours
(a) The ordinary hours of work for a full-time employee are an average of 38 hours per week in a fortnight or 4 week period.
(b) Not more than 10 ordinary hours of work (exclusive of meal breaks) are to be worked in any one day.
13.2 Span of hours—day workers
(b) Private medical, dental, pathology, physiotherapy, chiropractic and osteopathic practices
The ordinary hours of work for a day worker in private medical, dental, pathology, physiotherapy, chiropractic and osteopathic practices are worked between:
(i) 7.30 am and 9.00 pm, Monday to Friday; and
(ii) 8.00 am and 4.30 pm on Saturday.
(c) Private medical imaging practices—five and a half day practices
Where a practice services patients on a 5.5 day a week basis, the ordinary hours of work for an employee are worked between:
(i) 7.00 am and 9.00 pm, Monday to Friday; and
(ii) 8.00 am and 1.00 pm on Saturday.
(d) Private medical imaging practices–seven day practices
13A. Employee right to disconnect
[13A inserted by PR777989 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 requiring an employee to monitor, read or respond to contact, or attempted contact, from the employer outside of the employee’s working hours where:
(a) the employee is being paid the on-call allowance under clause 23.2(d); and
(b) the employer’s contact is to notify the employee that they are required to attend or perform work or give other notice about the on-call.
13A.5 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(b); or
(b) a recall to work under clause 25.6.
(a) The ordinary hours of work for each employee will be displayed on a fortnightly roster in a place conveniently accessible to employees. The roster will be posted at least 2 weeks before the commencement of the roster period.
(b) Seven days’ notice will be given of a change in a roster. However, a roster may be altered at any time to enable the functions of the hospital, facility or organisation to be carried on where another employee is absent from duty pursuant to clauses 28–Personal/carer’s leave and compassionate leave; 31–Ceremonial leave and 32–Family and domestic violence leave, or in an emergency.
(b) The time of taking the meal break may be varied by agreement between the employer and employee.
(a) Every employee will be entitled to a paid 10-minute tea break in each 4 hours worked at a time to be agreed between the employer and employee.
(c) Tea breaks will be counted as time worked.
16. Minimum rates for Support Services employees
[Varied by PR718844, PR729282, PR733881, PR740705, PR762136, PR773912]
NOTE: A transitional pay equity order taken to have been made pursuant to item 30A of Schedule 3A to the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) has effect in accordance with that item. A relevant transitional pay equity order operates in Queensland as provided for in items 30A(6) and (7).
16.1 Progression through pay points
Progression to the next pay point for all classifications for which there is more than one pay point will be:
(a) for full-time employees—by annual movement; or
(b) for part-time or casual employees—after 1824 hours of similar experience,
having regard to the acquisition and use of skills.
16.2 Support Services employees
[16.2 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
Employee classification |
Minimum weekly rate (full-time employee) |
Minimum hourly rate
|
|
|
$ |
$ |
|
Level 1 |
945.10 |
24.87 |
|
Level 2 |
982.50 |
25.86 |
|
Level 3 |
1020.30 |
26.85 |
|
Level 4 |
1032.30 |
27.17 |
|
Level 5 |
1067.30 |
28.09 |
|
Level 6 |
1124.80 |
29.60 |
|
Level 7 |
1145.00 |
30.13 |
|
Level 8—pay point 1 |
1183.90 |
31.16 |
|
Level 8—pay point 2 |
1215.00 |
31.97 |
|
Level 8—pay point 3 |
1300.30 |
34.22 |
|
Level 9—pay point 1 |
1323.60 |
34.83 |
|
Level 9—pay point 2 |
1370.50 |
36.07 |
|
Level 9—pay point 3 |
1381.50 |
36.36 |
NOTE: See Schedule C—Summary of Hourly Rates for a summary of hourly rates of pay including overtime and penalty rates.
16.3 Juniors in Support Services
A junior employee may be engaged to perform the duties of any Support Services classification level in this award and will be paid the following percentage of the adult minimum rate for the classification level applicable to the junior employee:
|
Age |
% of appropriate adult rate |
|
Under 17 years |
50 |
|
17 years |
60 |
|
18 years |
70 |
|
19 years |
80 |
|
20 years |
90 |
An employee apprenticed in the cooking trade will be paid the percentage of Level 4 set out in the following table:
|
Year of apprenticeship |
% of Level 4 rate |
|
1st year |
55 |
|
2nd year |
65 |
|
3rd year |
80 |
|
4th year |
95 |
16.5 Dental Technician apprentice rates
(a) An employee apprenticed in the dental technician trade before 1 January 2015 will be paid the percentage of Level 4 set out in the following table:
|
Year of apprenticeship |
Apprentices who have not completed year 12 |
Apprentices who have completed year 12 |
|
|
% of Level 4 rate |
|
|
1st year |
50 |
51 |
|
2nd year |
60 |
61 |
|
3rd year |
67 |
67 |
|
4th year |
80 |
80 |
(b) An employee apprenticed in the dental technician trade on or after 1 January 2015 will be paid the percentage of Level 4 set out in the following table:
|
Year of apprenticeship |
Apprentices who have not completed year 12 |
Apprentices who have completed year 12 |
|
|
% of Level 4 rate |
|
|
1st year |
50 |
55 |
|
2nd year |
60 |
65 |
|
3rd year |
67 |
67 |
|
4th year |
80 |
80 |
16.6 Gardening and Landscaping apprentice rates
(a) An employee apprenticed in the gardening and landscaping trade before 1 January 2015 will be paid the percentage of Level 4 set out in the following table:
|
Year of apprenticeship |
Apprentices who have not completed year 12 |
Apprentices who have completed year 12 |
|
|
% of Level 4 rate |
|
|
1st year |
50 |
52.5 |
|
2nd year |
60 |
65 |
|
3rd year |
75 |
75 |
|
4th year |
95 |
95 |
(b) An employee apprenticed in the gardening and landscaping trade on or after 1 January 2015 will be paid the percentage of Level 4 set out in the following table:
|
Year of apprenticeship |
Apprentices who have not completed year 12 |
Apprentices who have completed year 12 |
|
|
% of Level 4 rate |
|
|
1st year |
50 |
55 |
|
2nd year |
60 |
65 |
|
3rd year |
75 |
75 |
|
4th year |
95 |
95 |
16.7 Adult apprentice rates
(a) The minimum rate for an adult apprentice who commenced on or after 1 January 2014 and is in the first year of their apprenticeship must be 80% of the minimum rate for Level 4 in clause 16.2, or the rate prescribed by clause 16.4, 16.5 or 16.6 for the relevant year of the apprenticeship, whichever is the greater.
(b) The minimum rate for an adult apprentice who commenced on or after 1 January 2014 and is in the second or subsequent years of their apprenticeship must be the rate for the lowest adult classification in clause 16.2 or the rate prescribed by the relevant apprenticeship clause 16.4, 16.5 or 16.6 for the relevant year of the apprenticeship, whichever is the greater.
(i) 6 months as a full-time employee; or
[16.7(c)(ii) varied by PR733881 from 27Sep21]
(ii) 12 months as a part-time or regular casual employee,
immediately prior to commencing the apprenticeship.
(d) For the purpose only of fixing a minimum rate, an adult apprentice meeting the requirements of clause 16.7(c) must continue to receive the minimum rate that applies to the classification specified in clause 16.2 in which the adult apprentice was engaged immediately prior to entering into the training agreement.
16.8 Apprentice conditions of employment
(a) Except as provided in clause 16.8 or where otherwise stated, all conditions of employment specified in this award apply to apprentices.
(b) Where an apprentice is required to attend block release training for training identified in or associated with their training contract, and such training requires an overnight stay, the employer must pay for the excess reasonable travel costs incurred by the apprentice in the course of travelling to and from such training. Provided that clause 16.8 will not apply where the apprentice could attend an alternative Registered Training Organisation (RTO) and the use of the more distant RTO is not agreed between the employer and the apprentice.
(c) For the purposes of 16.8(b) above, excess reasonable travel costs include the total costs of reasonable transportation (including transportation of tools where required), accommodation costs incurred while travelling (where necessary) and reasonable expenses incurred while travelling, including meals, which exceed those incurred in travelling to and from work. For the purposes of clause 16.8, excess travel costs do not include payment for travelling time or expenses incurred while not travelling to and from block release training.
(d) The amount payable by an employer under 16.8(b) may be reduced by an amount the apprentice is eligible to receive for travel costs to attend block release training under a Government apprentice assistance scheme. This will only apply if an apprentice has either received such assistance or their employer has advised them in writing of the availability of such assistance.
(f) An employer may meet its obligations under 16.8(e) by paying any fees and/or cost of textbooks directly to the RTO.
(g) An apprentice is entitled to be released from work without loss of continuity of employment and to payment of the appropriate wages to attend any training and assessment specified in, or associated with, the training contract.
(h) Time spent by an apprentice in attending any training and/or assessment specified in, or associated with, the training contract is to be regarded as time worked for the employer for the purposes of calculating the apprentice’s wages and determining the apprentice’s employment conditions. Clause 16.8(h) operates subject to the provisions of Schedule E—School-based Apprentices.
(i) No apprentice will, except in an emergency, work or be required to work overtime or shiftwork at times which would prevent their attendance at training consistent with their training contract.
17. Minimum rates for Health Professional employees
[Varied by PR729282, PR740705, PR762136, PR773912]
17.1 Progression through pay points
(a) Progression through level 1
Employees will enter at the relevant pay point and then progress through each pay point until they reach pay point 6 as follows:
(i) for a full-time employee—annually; or
(ii) for part-time or casual employees— after 1824 hours’ experience.
(b) Progression through levels 2–4
Progression to the next pay point for all classifications for which there is more than one pay point will be:
(i) for full-time employees—by annual movement; or
(ii) for part-time or casual employees—after 1824 hours of similar experience,
having regard to the acquisition and use of skills.
17.2 Health Professional employee—level 1
[17.2 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Minimum weekly rate (full-time employee) |
Minimum hourly rate |
|
|
$ |
$ |
|
Pay point 1 (UG 2 qualification) |
1082.90 |
28.50 |
|
Pay point 2 (3 year degree entry) |
1124.80 |
29.60 |
|
Pay point 3 (4 year degree entry) |
1174.60 |
30.91 |
|
Pay point 4 (Masters degree entry) |
1215.00 |
31.97 |
|
Pay point 5 (PhD entry) |
1323.60 |
34.83 |
|
Pay point 6 |
1370.50 |
36.07 |
17.3 Health Professional employee—level 2
[17.3 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Minimum weekly rate (full-time employee) |
Minimum hourly rate |
|
|
$ |
$ |
|
Pay point 1 |
1378.00 |
36.26 |
|
Pay point 2 |
1428.10 |
37.58 |
|
Pay point 3 |
1482.60 |
39.02 |
|
Pay point 4 |
1541.60 |
40.57 |
17.4 Health Professional employee—level 3
[17.4 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Minimum weekly rate (full-time employee) |
Minimum hourly rate |
|
|
$ |
$ |
|
Pay point 1 |
1608.50 |
42.33 |
|
Pay point 2 |
1653.60 |
43.52 |
|
Pay point 3 |
1689.20 |
44.45 |
|
Pay point 4 |
1764.20 |
46.43 |
|
Pay point 5 |
1829.30 |
48.14 |
17.5 Health Professional employee—level 4
[17.5 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Minimum weekly rate (full-time employee) |
Minimum hourly rate
|
|
|
$ |
$ |
|
Pay point 1 |
1947.60 |
51.25 |
|
Pay point 2 |
2078.40 |
54.69 |
|
Pay point 3 |
2260.20 |
59.48 |
|
Pay point 4 |
2495.10 |
65.66 |
NOTE: See Schedule C—Summary of Hourly Rates for a summary of hourly rates of pay including overtime and penalty rates.
18.1 A Support Services employee engaged for 2 hours or less in any duties carrying a higher rate than the classification in which they are ordinarily employed will be paid at the higher rate for the time worked at the higher level.
18.2 A Support Services employee engaged for more than 2 hours in any duties carrying a higher rate than the classification in which they are ordinarily employed will be paid at the higher rate for the full day or shift worked at the higher level.
18.3 An employee classified as a Health Professional who is authorised to assume the duties of another employee on a higher classification under this award for a period of 5 or more consecutive working days will be paid for the period for which they assumed such duties at not less than the minimum rate prescribed for the classification applying to the employee so relieved.
For employees who because of the effects of a disability are eligible for a supported wage, see Schedule F—Supported Wage System.
[Varied by PR718844, PR723827, PR729282, PR740705, PR762136, PR773912]
20.1 Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.
[20.2 varied by PR723827, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
20.2 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 Health Professionals and Support Services Award 2020 and not the Miscellaneous Award 2020.
[20.3 inserted by PR718844; deleted by PR723827 ppc 01Nov20]
21.2 Wages will be paid by cash, cheque or electronic funds transfer, as determined by the employer, into the bank or financial institution account nominated by the employee.
21.3 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 21.3(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 21.3(b) allows the Commission to make an order delaying the requirement to make a payment under clause 21.3. 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.
22. Annualised wage arrangements
[21A inserted by PR740695 ppc 9May22; deleted by correction PR741373 ppc 10May22]
[New 22 inserted by correction PR741373 ppc 10May22]
22.1 Annualised wage instead of award provisions
(a) An employer and a full-time employee in the classification of Support Services employee Level 8 or Level 9 or Health Professional employee Level 2, Level 3 or Level 4 may enter into a written agreement for the employee to be paid an annualised wage in satisfaction, subject to clause 22.1(c), of any or all of the following provisions of the award:
(i) clause 16—Minimum rates for Support Services employees and clause 17—Minimum rates for Health Professional employees;
(ii) clause 23—Allowances;
(iii) clause 25—Overtime;
(iv) clause 26—Penalty rates and shiftwork; and
(v) clause 27.3—Annual leave loading
(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
(c) 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 22.1(b)(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.
(d) The employer must give the employee a copy of the agreement and keep the agreement as a time and wages record.
(e) 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.
22.2 Annualised wage not to disadvantage employees
(a) 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).
(b) 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.
(c) 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 22.1(b). 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.
22.3 Base rate of pay for employees on annualised wage arrangements
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 for Support Services employees and clause 17—Minimum rates for Health Professional employees and excludes any incentive-based payments, bonuses, loadings, monetary allowances, overtime and penalties.
[Varied by PR718844, PR718999, PR729282, PR729470; 22 renumbered as 23 by correction PR741373 ppc 10May22; 23 varied by PR740705, PR740876, PR762136, PR762300, PR773912, PR774080]
23.1 Employers must pay to an employee the allowances the employee is entitled to under this award.
NOTE: See Schedule D—Summary of Monetary Allowances for a summary of monetary allowances and method of adjustment.
23.2 Wage-related allowances
(ii) It will be the responsibility of the employer to ascertain the temperature.
[23.2(a)(iii) varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
· where the temperature exceeds 40°C but does not exceed 46°C—$0.56 per hour or part thereof; or
· where the temperature exceeds 46°C—$0.67 per hour or part thereof.
[23.2(b)(i) varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
(i) An allowance of $0.56 per hour or part thereof will be paid to an employee in any classification if:
· they are engaged in handling linen of a nauseous nature other than linen sealed in airtight containers; and/or
· for work which is of an unusually dirty or offensive nature having regard to the duty normally performed by such employee in such classification.
[23.2(b)(ii) varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
(ii) Any employee who is entitled to this allowance will be paid a minimum of $3.04 per week for nauseous or offensive work performed in any week.
(c) Occasional interpreting allowance
[23.2(c) varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
An employee not employed as a full-time interpreter who is required to perform interpreting duties will receive an additional $1.24 on each occasion with a maximum additional payment of $14.28 per week.
An employee required by the employer to be on-call will receive the following additional amounts for each 24-hour period or part thereof:
[23.2(d)(i) varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
(i) when the on-call period is between Monday and Saturday inclusive—$24.30 per 24 hour period; and
[23.2(d)(ii) varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
(ii) when the on-call period is on a Sunday or public holiday—$48.48 per 24 hour period.
23.3 Expense-related allowances
(a) Blood check allowance
Any employee exposed to radiation hazards in the course of their work will be entitled to a blood count as often as is considered necessary and will be reimbursed for any out of pocket expenses arising from such test.
(b) Clothing and equipment
Instead of the provision of such uniforms, the employer may, by agreement with the employee, pay an employee a uniform allowance of:
· $1.23 per shift or part thereof on duty; or
· $6.24 per week,
whichever is the lesser amount.
(iii) Laundry allowance
Where an employee’s uniforms are not laundered by or at the expense of the employer the employee will be paid a laundry allowance of:
· $0.32 per shift or part thereof on duty; or
· $1.49 per week,
whichever is the lesser amount.
(iv) The uniform allowance, but not the laundry allowance, will be paid during all absences on leave, except absences on long service leave and absence on personal/carer’s leave longer than 21 days. Where, prior to the taking of leave, an employee was paid a uniform allowance other than at the weekly rate, the rate to be paid during absence on leave will be the average of the allowance paid during the 4 weeks immediately preceding the taking of leave.
(v) Where an employer requires an employee to wear rubber gloves, special clothing or where safety equipment is required for the work performed by an employee, the employer must reimburse the employee for the cost of purchasing the special clothing or safety equipment, except where the clothing or equipment is provided by the employer.
(c) Damaged clothing allowance
(i) Where an employee, in the course of their employment suffers any damage to or soiling of clothing or other personal effects (excluding female hosiery), the employer will be liable for the replacement, repair or the cleaning of the clothing or personal effects provided immediate notification is given of the damage or soiling.
(ii) Clause 23.3 will not apply where the damage or soiling is caused by the negligence of the employee.
(d) Deduction for board and lodging
Where the employer provides board and lodging, the wage rates prescribed in this award will be reduced by the following amounts per week:
[23.3(d)(i) varied by PR718999, PR729470, PR740876, PR762300 ppc 01Jul23]
(i) employees receiving full adult rate of pay—$35.86; or
[23.3(d)(ii) varied by PR718999, PR729470, PR740876, PR762300 ppc 01Jul23]
[23.3(d)(iii) varied by PR718999, PR729470, PR740876, PR762300 ppc 01Jul23]
(e) Meal allowances
[23.3(e)(i) varied by PR718999, PR729470, PR740876, PR762300, PR774080 ppc 01Jul24]
(i) When required to work after the usual finishing hour of work beyond one hour or, in the case of shiftworkers, when the overtime work on any shift exceeds one hour, an employee will be:
· supplied with an adequate meal where an employer has adequate cooking and dining facilities; or
· paid a meal allowance of $16.20.
[23.3(e)(ii) varied by PR718999, PR729470, PR740876, PR762300, PR774080 ppc 01Jul24]
(ii) In addition to the allowance provided for in clause 23.3(e)(i), where overtime work exceeds 4 hours, a further meal allowance of $14.60 will be paid.
(iii) Clauses 23.3(e)(i) and 23.3(e)(ii) will not apply when an employee could reasonably return home for a meal within the meal break.
(iv) On request the meal allowance will be paid on the same day as overtime is worked.
(f) Telephone allowance
Where the employer requires an employee to install and/or maintain a telephone for the purpose of being on-call, the employer will refund the installation costs and the subsequent rental charges on production of receipted accounts.
[23.3(g) varied by PR718999, PR729470, PR740876, PR762300, PR774080 ppc 01Jul24]
A tool allowance of $13.41 per week for the supply and maintenance of tools will be paid to chefs and cooks who are not provided with all necessary tools by the employer.
(h) Travelling, transport and fares
[23.3(h)(i) varied by PR718999, PR740876, PR762300, PR774080 ppc 01Jul24]
(i) An employee required and authorised to use their own motor vehicle in the course of their duties will be paid an allowance of not less than $0.99 per kilometre.
(iii) The employee will not be entitled to reimbursement for expenses referred to in clause 23.3(h)(ii), which exceed the mode of transport, meals or the standard of accommodation agreed with the employer, for these purposes.
[23 renumbered as 24 by PR741373; varied by PR771295]
24.1 Superannuation legislation
[24.1 substituted by PR771295 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 24 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.
24.3 Voluntary employee contributions
(c) The employer must pay the amount authorised under clauses 24.3(a) or 24.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 24.3(a) or 24.3(b) was made.
24.4 Superannuation fund
[24.4 varied by PR771295 ppc 09Apr24]
Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 24.2 to another superannuation fund, the employer must make the superannuation contributions provided for in clause 24.2 and pay any amount authorised under clauses 24.3(a) or 24.3(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) First State Super;
(b) Health Industry Plan (HIP);
(c) Health Employees Superannuation Trust of Australia (HESTA);
(d) Catholic Super (CSF);
(e) Mercy Super;
(f) Sunsuper;
(g) Tasplan;
(h) CareSuper;
(i) NGS Super;
(j) Statewide Superannuation Trust;
(k) 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
(l) a superannuation fund or scheme which the employee is a defined benefit member of.
Part 5—Overtime and Penalty Rates
[24—Overtime rates renamed and varied by PR723909 ppc 20Nov20; 24 renumbered as 25 by PR741373 ppc 10May22; varied by PR763223]
25.1 Overtime is paid in the following circumstances:
(a) Where a full-time employee:
(i) works in excess of their ordinary hours;
(ii) works in excess of 10 hours per shift;
(b) Where a part-time employee:
(i) works in excess of their ordinary hours, except where agreement has been reached in accordance with clauses 10.3; and/or
(ii) works in excess of 10 hours per shift; and/or
(iii) works in excess of an average of 38 hours per week in a fortnight or 4 week period.
(c) Where a casual employee:
(i) works in excess of 10 hours per shift; and/or
(ii) works in excess of 38 hours per week or 76 hours in a fortnight.
(d) Where an employee is deprived of part of their break between shifts as required by clause 25.4.
25.2 Overtime rates—full-time and part-time employees
[25.2 substituted by PR723909 ppc 20Nov20]
(a) An employee who works overtime shall be paid the following rates for their employment classification:
(i) Monday to Saturday—150% of the minimum hourly rate for the first 2 hours and 200% of the minimum hourly rate after 2 hours;
(ii) Sunday—200% of the minimum hourly rate; and
(iii) Public Holidays—250% of the minimum hourly rate.
(b) Overtime rates under clause 25.2 will be in substitution for and not cumulative upon the penalties and loadings prescribed in clause 26—Penalty rates and shiftwork.
25.3 Overtime rates—casual employees
[New 25.3 inserted by PR723909 ppc 20Nov20]
(a) An employee who works overtime shall be paid the following rates for their employment classification:
(i) Monday to Saturday—187.5% of the minimum hourly rate for the first 2 hours and 250% of the minimum hourly rate after 2 hours;
(ii) Sunday—250% of the minimum hourly rate; and
(iii) Public Holidays—312.5% of the minimum hourly rate.
(b) Overtime rates under clause 25.3 will be in substitution for and not cumulative upon the penalties and loadings prescribed in clause 26—Penalty rates and shiftwork.
NOTE: The overtime rates for casual employees have been calculated by adding the casual loading prescribed by clause 11.4(b) to the minimum hourly rate before applying the overtime rates for full-time and part-time employees prescribed by clause 25.2.
25.4 Rest period after overtime
[25.4(b) substituted by PR723909 ppc 20Nov20]
(b) If, on the instructions of the employer, an employee referred to in clause 25.4(a) does not receive 10 consecutive hours off duty, the employee must be paid as follows:
(ii) for a casual employee—at a rate of 250% of the minimum hourly rate applicable to their classification and pay point until being released from duty.
NOTE: The overtime rate for casual employees has been calculated by adding the casual loading prescribed by clause 11.4(b) to the minimum hourly rate before applying the overtime rates for full-time and part-time employees prescribed by clause 25.4(b)(i).
[25.4(b)(ii) renumbered as 25.4(c) and varied by PR723909 ppc 20Nov20]
(c) Upon being released from duty, the employee is entitled to be absent until they have had at least 10 consecutive hours off duty, without loss of pay for ordinary working time occurring during their absence.
25.5 Time off instead of payment for overtime
[25.4 renumbered as 25.5 by PR723909 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 25.5(c)(iii) must be made in the next pay period following the request.
NOTE: An example of the type of agreement required by clause 25.5 is set out at Schedule G—Agreement for Time Off Instead of Payment for Overtime. There is no requirement to use the form of agreement set out at Schedule G—Agreement for Time Off Instead of Payment for Overtime. An agreement under clause 25.5 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 25.5 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 25.5 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 25.5(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 25.5 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 25.5 will apply, including the requirement for separate written agreements under clause 25.5(b) for overtime that has been worked.
[Note varied by PR763223 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 25.5 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 25.5.
An employee who is recalled to work overtime after leaving the employer’s premises will be paid for a minimum of 2 hours’ work at the appropriate overtime rate.
25.7 Paid rest break during overtime
An employee working overtime will take a paid rest break of 20 minutes after each 4 hours of overtime worked if required to continue work after the break.
26. Penalty rates and shiftwork
[25 renumbered as 26 by correction by PR741373 ppc 10May22]
(a) For all ordinary hours worked between midnight Friday and midnight Sunday a full-time or part-time employee will be paid 150% of the minimum hourly rate applicable to their classification and pay point.
Payment for public holidays is in accordance with clause 33.1.
26.3 Shiftwork penalty rates
(b) A casual employee who works shiftwork as defined in clause 26.3(a) will be paid 140% of the minimum hourly rate of pay applicable to their classification and pay point but will not be paid the casual loading of 25%.
(c) The shiftwork penalty rates prescribed in clause 26.3 will not apply to shiftwork performed by any employee on Saturday, Sunday or public holidays where the extra payment prescribed in clause 26.1—Weekend penalty rates and clause 33—Public holidays, apply.
Part 6—Leave and Public Holidays
[26 renumbered as 27 by correction PR741373 ppc 10May22; varied by PR751051]
27.1 Annual leave is provided for in the NES. Clause 27 contains additional provisions.
27.2 Additional leave for certain shiftworkers
(a) The NES provides that an employee who is defined as a shiftworker under clause 27.2 is entitled to an additional week’s annual leave on the same terms and conditions.
(b) For the purpose of the NES a shiftworker is an employee who is regularly rostered to work Sundays and public holidays.
For the period of annual leave in addition to their ordinary pay:
(a) an employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their minimum rate of pay;
(b) a shiftworker will be paid the higher of:
(i) an annual leave loading of 17.5% of their minimum rate of pay; or
(ii) the weekend and shift penalties the employee would have received had they not been on leave during the relevant period.
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).
(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 27.4 is set out at Schedule H—Agreement to Take Annual Leave in Advance. There is no requirement to use the form of agreement set out at Schedule H—Agreement to Take Annual Leave in Advance.
(c) The employer must keep a copy of any agreement under clause 27.4 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 27.4, 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.
27.5 Direction to take annual leave during shutdown – dental and medical practices
[27.5 renamed and substituted by PR751051 ppc 01May23]
(a) Clause 27.5 applies if an employer:
(i) intends to shut down all or part of a dental or medical practice 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 27.5(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 27.5(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 27.5(d).
(g) In respect of any part of a temporary shutdown period which is not the subject of a direction under clause 27.5(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 27.4.
(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 27.4, to which an entitlement has not been accrued, is to be taken into account.
(j) Clauses 27.7 to 27.9 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 27.5.
27.6 Cashing out of annual leave
(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 27.6.
(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 27.6.
(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 27.6 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 27.6 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 27.6 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 27.6.
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 27.6.
NOTE 3: An example of the type of agreement required by clause 27.6 is set out at Schedule I—Agreement to Cash Out Annual Leave. There is no requirement to use the form of agreement set out at Schedule I—Agreement to Cash Out Annual Leave.
27.7 Excessive leave accruals: general provision
NOTE: Clauses 27.7 to 27.9 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 27.2).
(c) Clause 27.8 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.
(d) Clause 27.9 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.
27.8 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 27.7(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 27.8(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 27.7, 27.8 or 27.9 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 27.8(a) that is in effect.
(d) An employee to whom a direction has been given under clause 27.8(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 27.8(d) may result in the direction ceasing to have effect. See clause 27.8(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.
27.9 Excessive leave accruals: request by employee for leave
(a) If an employee has genuinely tried to reach agreement with an employer under clause 27.7(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 27.9(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 27.8(a) that, when any other paid annual leave arrangements (whether made under clause 27.7, 27.8 or 27.9 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 27.9(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 27.7, 27.8 or 27.9 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 27.9(a) more than 4 weeks’ paid annual leave (or 5 weeks’ paid annual leave for a shiftworker, as defined by clause 27.2) in any period of 12 months.
(e) The employer must grant paid annual leave requested by a notice under clause 27.9(a).
28. Personal/carer’s leave and compassionate leave
[27 renumbered as 28 by correction PR741373 ppc 10May22]
Personal/carer’s leave and compassionate leave are provided for in the NES.
29. Parental leave and related entitlements
[28 renumbered as 29 by correction PR741373 ppc 10May22; varied by PR763223 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 36—Dispute resolution and/or under section 76B of the Act.
[29 renumbered as 30 by correction PR741373 ppc 10May22]
Community service leave is provided for in the NES.
[30 renumbered as 31 by correction PR741373 ppc 10May22]
An employee who is legitimately required by Aboriginal or Torres Strait Islander tradition to be absent from work for traditional ceremonial purposes will be entitled to up to 10 working days’ unpaid leave in any one year, with the approval of the employer.
32. Family and domestic violence leave
[31 renumbered as 32 by correction PR741373 ppc 10May22; 32—Unpaid family and domestic violence leave renamed and substituted by PR750477 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.
[32 renumbered as 33 by correction PR741373 ppc 10May22; varied by PR747345]
33.1 Public holidays are provided for in the NES.
33.3 Substitution of public holidays by agreement
(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.
[33.4 deleted by PR747345 ppc 14Nov22]
Part 7—Workplace Delegates, Consultation and Dispute Resolution
[Part 7—Consultation and Dispute Resolution renamed by PR774732 from 01Jul24]
33A. Workplace delegates’ rights
[33A inserted by PR774732 from 01Jul24]
33A.1 Clause 33A 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 33A.
33A.2 In clause 33A:
(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.
33A.3 Before exercising entitlements under clause 33A, 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.
33A.4 An employee who ceases to be a workplace delegate must give written notice to the employer within 14 days.
33A.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.
33A.6 Entitlement to reasonable communication
(a) A workplace delegate may communicate with eligible employees for the purpose of representing their industrial interests under clause 33A.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.
33A.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 33A.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.
33A.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.
33A.9 Exercise of entitlements under clause 33A
(a) A workplace delegate’s entitlements under clause 33A 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 33A 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 33A 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 33A.
34. Consultation about major workplace change
[33 renumbered as 34 by correction PR741373 ppc 10May22]
34.1 If an employer makes a definite decision to make major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must:
(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.
34.2 For the purposes of the discussion under clause 34.1(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.
34.3 Clause 34.2 does not require an employer to disclose any confidential information if its disclosure would be contrary to the employer’s interests.
34.4 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 34.1(b).
34.5 In clause 34 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.
34.6 Where this award makes provision for alteration of any of the matters defined at clause 34.5, such alteration is taken not to have significant effect.
35. Consultation about changes to rosters or hours of work
[34 renumbered as 35 by correction PR741373 ppc 10May22]
35.1 Clause 35 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.
35.3 For the purpose of the consultation, the employer must:
(a) provide to the employees and representatives mentioned in clause 35.2 information about the proposed change (for example, information about the nature of the change and when it is to begin); and
35.4 The employer must consider any views given under clause 35.3(b).
35.5 Clause 35 is to be read in conjunction with any other provisions of this award concerning the scheduling of work or the giving of notice.
[35 renumbered as 36 by correction PR741373 ppc 10May22; varied by PR763223, PR777254, PR777989]
36.1 Clause 36 sets out the procedures to be followed if a dispute arises about a matter under this award or in relation to the NES.
36.3 If the dispute is not resolved through discussion as mentioned in clause 36.2, 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.
36.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 36.2 and 36.3, a party to the dispute may refer it to the Fair Work Commission.
36.5 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.
36.6 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.
36.7 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 36.
36.8 While procedures are being followed under clause 36 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.
36.9 Clause 36.8 is subject to any applicable work health and safety legislation.
[Note 1 and Note 2 inserted by PR763223; deleted by PR777989 from 26Aug24]
[Note inserted by PR777989 from 26Aug24; varied by PR777254 from 27Aug24]
NOTE: In addition to clause 36, 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
[36 renumbered as 37 by correction PR741373 ppc 10May22]
NOTE: The NES sets out requirements for notice of termination by an employer. See sections 117 and 123 of the Act.
37.1 Notice of termination by an employee
(a) Clause 37.1 applies to all employees except those identified in sections 123(1) and 123(3) of the Act.
(b) An employee must give the employer notice of termination in accordance with Table 1—Period of notice of at least the period specified in column 2 according to the period of continuous service of the employee specified in column 1.
|
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 37.1(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 37.1(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 37.1(b), then no deduction can be made under clause 37.1(d).
(f) Any deduction made under clause 37.1(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 37.2 is to be taken at times that are convenient to the employee after consultation with the employer.
[37 renumbered as 38 by correction PR741373 ppc 10May22]
NOTE: Redundancy pay is provided for in the NES. See sections 119 to 123 of the Act.
38.1 Transfer to lower paid duties on redundancy
(a) Clause 38.1 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 38.1(c).
(c) If the employer acts as mentioned in clause 38.1(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.
38.2 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 38 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.
38.3 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 38.3(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 38.3(b).
(d) An employee who fails to produce proof when required under clause 38.3(b) is not entitled to be paid for the time off.
(e) This entitlement applies instead of clause 37.2.
Schedule A—Classification Definitions
[Varied by PR724589]
A.1 Support Services employees—definitions
A.1.1 Support Services employee—level 1—entry level:
An employee with less than 3 months’ work experience in the industry and who performs basic duties.
(a) An employee at this level:
(i) works within established routines, methods and procedures;
(ii) has minimal responsibility, accountability or discretion;
(iii) works under direct or routine supervision, either individually or in a team; and
(iv) is not required to have previous experience or training.
(b) Indicative roles at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Assistant gardener Car park attendant Cleaner General clerk Hospital orderly Incinerator operator Laundry hand Seamsperson
|
Food and domestic services assistant |
Animal house attendant CSSD attendant Darkroom processor Dental assistant (unqualified) Laboratory assistant Medical imaging support Orthotic technician Recording attendant (including EEG & ECG) Social work/Welfare aide Theatre attendant |
A.1.2 Support Services employee—level 2
(a) An employee at this level:
(i) is capable of prioritising work within established routines, methods and procedures;
(ii) is responsible for work performed with a limited level of accountability or discretion;
(iii) works under limited supervision, either individually or in a team;
(iv) possesses sound communication skills; and
(v) requires specific on-the-job training and/or relevant skills training or experience.
(b) In addition to level 1, other indicative roles at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Driver (less than 3 tonne) Gardener (non-trade) General clerk/Typist (between 3 months and less than 1 year’s service) Housekeeper Maintenance/Handyperson (unqualified) Storeperson |
Diet cook (a person responsible for the conduct of a diet kitchen; an unqualified (non-trade) cook employed as a sole cook in a kitchen. |
Instrument technician Personal care worker grade 1 |
A.1.3 Support Services employee—level 3
(a) An employee, other than an administrative/clerical employee, at this level:
(i) is capable of prioritising work within established routines, methods and procedures;
(ii) is responsible for work performed with a medium level of accountability or discretion;
(iii) works under limited supervision, either individually or in a team;
(iv) possesses sound communication and/or arithmetic skills; and
(v) requires specific on-the-job training and/or relevant skills training or experience.
(b) An administrative/clerical employee at this level undertakes a range of basic clerical functions within established routines, methods and procedures.
(c) Indicative roles performed at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Driver (less than 3 tonne) who is required to hold a St John Ambulance first aid certificate. General clerk/Typist (second and subsequent years of service) Receptionist. |
Food monitor (an employee whose primary function is to liaise with patients and staff to obtain appropriate meal requirements of patients, and to tally and collate the overall results). |
Instrument technician Laboratory assistant Personal care worker grade 2 Theatre technician |
A.1.4 Support Services employee—level 4
(a) An employee at this level:
(i) is capable of prioritising work within established policies, guidelines and procedures;
(ii) is responsible for work performed with a medium level of accountability or discretion;
(iii) works under limited supervision, either individually or in a team;
(iv) possesses good communication, interpersonal and/or arithmetic skills; and
(v) requires specific on-the-job training, may require formal qualifications and/or relevant skills training or experience at Certificate III level.
(b) Indicative roles performed at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Clerk (ward, casualty, medical records etc.) Driver (3 tonne and over) Gardener (trade) Medical imaging administration Printer (trade) Security officer |
Trade cook |
Dental assistant (qualified) Dental technician Instrument technician (qualified) Orthotic technician Pathology collector Pathology technician Personal care worker grade 3 Theatre technician (qualified) |
A.1.5 Support Services employee—level 5
(a) An employee at this level:
(i) is capable of functioning semi autonomously, and prioritising their own work within established policies, guidelines and procedures;
(ii) is responsible for work performed with a substantial level of accountability;
(iii) works either individually or in a team;
(iv) in the case of an administrative/clerical employee, requires a comprehensive knowledge of medical terminology and/or a working knowledge of health insurance schemes;
(v) may require basic computer knowledge or be required to use a computer on a regular basis;
(vi) possesses administrative skills and problem solving abilities;
(vii) possesses well developed communication, interpersonal and/or arithmetic skills; and
(viii) requires substantial on-the-job training and may require formal qualifications at trade or certificate level and/or relevant skills training or experience.
(b) Indicative roles performed at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Interpreter (unqualified) Medical audio typist Medical imaging administration Medical stenographer Secretary |
Senior cook |
Dental assistant Orthotic technician Pathology collector Personal care worker grade 4 Pharmacy technician Theatre technician |
A.1.6 Support Services employee—level 6
(a) An employee at this level:
(ii) is responsible for work performed with a substantial level of accountability and responsibility;
(iii) works either individually or in a team;
(iv) may require comprehensive computer knowledge or be required to use a computer on a regular basis;
(v) possesses administrative skills and problem solving abilities;
(vi) possesses well developed communication, interpersonal and/or arithmetic skills; and
(vii) may require formal qualifications at post-trade or Advanced Certificate or Associate Diploma level and/or relevant skills training or experience.
(b) Indicative roles performed at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Computer clerk (advanced) Gardener (advanced) Pay clerk (advanced) Library technician Medical imaging administration Printer (advanced) |
Chef |
Anaesthetic technician Pathology collector Pathology technician Pharmacy technician |
A.1.7 Support Services employee—level 7
(a) An employee at this level:
(i) is capable of functioning autonomously, and prioritising their work and the work of others within established policies, guidelines and procedures;
(ii) is responsible for work performed with a substantial level of accountability and responsibility;
(iii) may supervise the work of others, including work allocation, rostering and guidance;
(iv) works either individually or in a team;
(v) may require comprehensive computer knowledge or be required to use a computer on a regular basis;
(vi) possesses developed administrative skills and problem solving abilities;
(vii) possesses well developed communication, interpersonal and/or arithmetic skills; and
(viii) may require formal qualifications at trade or Advanced Certificate or Associate Diploma level and/or relevant skills training or experience.
(b) Indicative roles performed at this level are:
|
General and administrative services |
Food services |
Technical and clinical |
|
Gardener superintendent General clerical supervisor General services supervisor Interpreter (qualified) Medical imaging Administration |
Food services supervisor Senior chef |
Personal care worker grade 5 Technical and therapy supervisor |
A.1.8 Support Services employee—level 8
(a) Employees at this level 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 independently 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.
(b) They are responsible and accountable for their own work; and may have delegated responsibility for the work under their control or supervision, in terms of, inter alia, scheduling workloads, resolving operations problems, monitoring the quality of work produced as well as counselling staff for performance as well as work related matters.
(c) They would also be able to train and to supervise employees in lower levels by means of personal instruction and demonstration. They often exercise initiative, discretion and judgment in the performance of their duties.
(d) The possession of relevant post secondary qualifications may be appropriate but not essential.
(e) Indicative typical duties and skills in this level may include:
(i) operating and having responsibility for a complex and diverse payroll system;
(ii) applying detailed knowledge of the organisation’s objectives, performance, projected areas of growth, product trends and general industry conditions for the purposes of assisting in developing policy or new products and services to meet changing market needs or other circumstances;
(iii) using computer software packages including evaluating and determining optimum software solutions or the integration of complex word processing/data/graphics text;
(iv) finalising quotations or costings by applying a detailed knowledge of variable inputs, margins, market conditions, supply and delivery arrangements; or
(v) preparing internal reports for management in any or all of the following areas:
· account/financial;
· staffing;
· legislative requirement; and
· other significant company activities/operations.
A.1.9 Support Services employee—level 9
(a) Work at this level is usually performed in relation to established priorities, task methodology and work practices to achieve results in line with the organisation goals.
(b) The work may include preparing papers and reports, drafting complex correspondence for senior employees, undertaking activities of a specialist or detailed nature, assisting in the preparation of procedural guidelines, providing, interpreting and analysing information for clients or other interested parties, exercising specific process responsibilities, and overseeing and co-ordinating the work of subordinate staff.
(c) Work at this level includes supervision of a work group, small work area or office within the total organisational structure and co-ordination of a range of organisation functions.
(d) Work is performed under general direction as to work priorities and may be of a technical or professional, project, procedural or processing nature, or a combination of these.
(e) Direction exercised over work performed at this level may be less direct than at lower levels and is usually related to task methodologies and work practices. Employees at this level are expected to set priorities and to monitor work flow in the area of responsibility.
(f) The work at this level requires the application of knowledge usually gained through previous experience in the discipline or from post secondary or tertiary study. The work may require the co-ordination of a range of organisation functions and the exercising of judgment and/or delegated authority in areas where precedents or procedures are not clearly defined.
(g) Independent action may be exercised at this level, e.g. developing procedures, management strategies and guidelines.
(h) Indicative typical duties and skills at this level may include:
(i) supervising staff, setting priorities, monitoring work flow, and the development of strategies or work practices;
(ii) having responsibility for the development of appropriate training programmes related to group development;
(iii) applying equal employment opportunity and industrial relations principles;
(iv) providing advice in relation to personal and career development related to work requirements;
(v) liaising or communicating with clients or other interested groups;
(vi) general knowledge of the organisation’s operations, combined with specialist knowledge of major activities within the work area; or
(vii) being able to investigate interpret or evaluate information where legislation, regulations, instructions or procedural guidelines do not give adequate or specific answers.
A.2 Health Professional employees—definitions
[A.2 varied by PR724589 ppc 01Jul21]
An indicative list of common health professionals which are covered by the definitions is contained in Schedule B—List of Common Health Professionals.
A.2.1 Health Professional—level 1
(a) Positions at level 1 are regarded as entry level health professionals and for initial years of experience.
(b) This level is the entry level for new graduates who meet the requirement to practise as a health professional (where appropriate in accordance with their professional association’s rules and be eligible for membership of their professional association) or such qualification as deemed acceptable by the employer. It is also the level for the early stages of the career of a health professional.
A.2.2 Health Professional—level 2
(a) A health professional at this level works independently and is required to exercise independent judgment on routine matters. They may require professional supervision from more senior members of the profession or health team when performing novel, complex, or critical tasks. They have demonstrated a commitment to continuing professional development and may have contributed to workplace education through provision of seminars, lectures or in-services. At this level the health professional may be actively involved in quality improvement activities or research.
(b) At this level the health professional contributes to the evaluation and analysis of guidelines, policies and procedures applicable to their clinical/professional work and may be required to contribute to the supervision of discipline specific students.
A.2.3 Health Professional—level 3
(a) A health professional at this level would be experienced and be able to independently apply professional knowledge and judgment when performing novel, complex, or critical tasks specific to their discipline. At this level health professionals will have additional responsibilities.
(b) An employee at this level:
(i) works in an area that requires high levels of specialist knowledge and skill as recognised by the employer;
(ii) is actively contributing to the development of professional knowledge and skills in their field of work as demonstrated by positive impacts on service delivery, positive referral patterns to area of expertise and quantifiable/measurable improvements in health outcomes;
(iii) may be a sole discipline specific health professional in a metropolitan, regional or rural setting who practices in professional isolation from health professionals from the same discipline;
(iv) is performing across a number of recognised specialties within a discipline;
(v) may be accountable for allocation and/or expenditure of resources and ensuring targets are met and is responsible for ensuring optimal budget outcomes for their customers and communities;
(vi) may be responsible for providing regular feedback and appraisals for senior staff to improve health outcomes for customers and for maintaining a performance management system; and
(vii) is responsible for providing support for the efficient, cost effective and timely delivery of services.
A.2.4 Health Professional—level 4
(a) A health professional at this level applies a high level of professional judgment and knowledge when performing a wide range of novel, complex, and critical tasks, specific to their discipline.
(b) An employee at this level:
(i) has a proven record of achievement at a senior level;
(ii) has the capacity to allocate resources, set priorities and ensure budgets are met within a large and complex organisation;
(iii) may be responsible to the executive for providing effective services and ensuring budget/strategic targets are met;
(iv) supervises staff where required; and
(v) is expected to develop/implement and deliver strategic business plans which increase the level of care to customers within a budget framework.
Schedule B—List of Common Health Professionals
[Varied by PR724589]
Acupuncturist
Aromatherapist
Art Therapist
Audiologist
Biomedical Engineer
Biomedical Technologist
Cardiac Technologist
Child Psychotherapist
Chiropractor
Client Advisor/Rehabilitation Consultant
Clinical Perfusionist
Community Development Worker
Counsellor
[Dental Hygienist inserted by PR724589 ppc 01Jul21]
Dental Hygienist
[Dental Prosthetist inserted by PR724589 ppc 01Jul21]
Dental Prosthetist
Dental Therapist
Dietician
Diversional Therapist
Exercise Physiologist
Genetics Counsellor
Health Information Manager
Homeopathist
Masseur, Remedial
Medical Imaging Technologist (MIT) (including: Medical Radiographer; Ultrasonographer; Magnetic Resonance Imaging Technologist; Nuclear Medicine Technologist; and Radiation Therapist)
Medical Laboratory Technician
Medical Librarian
Medical Photographer/Illustrator
Medical Record Administrator
Medical Technician/Renal Dialysis Technician
Musculoskeletal Therapist
Music Therapist
Myotherapist
Naturopathist
Nuclear Medicine Technologist (NMT)
Occupational Therapist
[Oral Health Therapist inserted by PR724589 ppc 01Jul21]
Oral Health Therapist
Orthoptist
Osteopath
Pastoral Carer
Pharmacist
Physiotherapist
Play Therapist
Podiatrist
Prosthetist/Orthotist
Psychologist
Radiation Therapy Technologist (RTT)
Recreation Therapist
Reflexologist
Research Technologist
Medical Scientist
Social Worker
Sonographer
Speech Pathologist
Welfare Worker
Youth Worker
Schedule C—Summary of Hourly Rates
[Varied by PR718844, PR729282, PR740705, PR762136, PR773912]
C.1 Support services employees
C.1.1 Full-time and part-time support services employees—ordinary hours and penalty rates
[C.1.1 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Ordinary hours |
Between midnight Friday and midnight Sunday |
Public holiday |
Shiftwork1 |
|
|
% of minimum hourly rate |
|||
|
|
100% |
150% |
250% |
115% |
|
|
$ |
$ |
$ |
$ |
|
Level 1 |
24.87 |
37.31 |
62.18 |
28.60 |
|
Level 2 |
25.86 |
38.79 |
64.65 |
29.74 |
|
Level 3 |
26.85 |
40.28 |
67.13 |
30.88 |
|
Level 4 |
27.17 |
40.76 |
67.93 |
31.25 |
|
Level 5 |
28.09 |
42.14 |
70.23 |
32.30 |
|
Level 6 |
29.60 |
44.40 |
74.00 |
34.04 |
|
Level 7 |
30.13 |
45.20 |
75.33 |
34.65 |
|
Level 8—pay point 1 |
31.16 |
46.74 |
77.90 |
35.83 |
|
Level 8—pay point 2 |
31.97 |
47.96 |
79.93 |
36.77 |
|
Level 8—pay point 3 |
34.22 |
51.33 |
85.55 |
39.35 |
|
Level 9—pay point 1 |
34.83 |
52.25 |
87.08 |
40.05 |
|
Level 9—pay point 2 |
36.07 |
54.11 |
90.18 |
41.48 |
|
Level 9—pay point 3 |
36.36 |
54.54 |
90.90 |
41.81 |
1 Shiftwork means any shift where ordinary hours commence between 6.00 pm and 6.00 am or finish between 6.00 pm and 8.00 am as defined in clause 26.3.
C.1.2 Full-time and part-time support services employees—overtime
[C.1.2 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Monday to Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
|||
|
|
% of minimum hourly rate |
|||
|
|
150% |
200% |
200% |
250% |
|
|
$ |
$ |
$ |
$ |
|
Level 1 |
37.31 |
49.74 |
49.74 |
62.18 |
|
Level 2 |
38.79 |
51.72 |
51.72 |
64.65 |
|
Level 3 |
40.28 |
53.70 |
53.70 |
67.13 |
|
Level 4 |
40.76 |
54.34 |
54.34 |
67.93 |
|
Level 5 |
42.14 |
56.18 |
56.18 |
70.23 |
|
Level 6 |
44.40 |
59.20 |
59.20 |
74.00 |
|
Level 7 |
45.20 |
60.26 |
60.26 |
75.33 |
|
Level 8—pay point 1 |
46.74 |
62.32 |
62.32 |
77.90 |
|
Level 8—pay point 2 |
47.96 |
63.94 |
63.94 |
79.93 |
|
Level 8—pay point 3 |
51.33 |
68.44 |
68.44 |
85.55 |
|
Level 9—pay point 1 |
52.25 |
69.66 |
69.66 |
87.08 |
|
Level 9—pay point 2 |
54.11 |
72.14 |
72.14 |
90.18 |
|
Level 9—pay point 3 |
54.54 |
72.72 |
72.72 |
90.90 |
C.1.3 Casual support service employees—ordinary hours and penalty rates
[C.1.3 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Ordinary hours |
Saturday or Sunday |
Public holiday |
Shiftwork1 |
|
|
% of minimum hourly rate |
|
||||
|
|
125% |
175% |
275% |
140% |
|
|
|
$ |
$ |
$ |
$ |
|
|
Level 1 |
31.09 |
43.52 |
68.39 |
34.82 |
|
|
Level 2 |
32.33 |
45.26 |
71.12 |
36.20 |
|
|
Level 3 |
33.56 |
46.99 |
73.84 |
37.59 |
|
|
Level 4 |
33.96 |
47.55 |
74.72 |
38.04 |
|
|
Level 5 |
35.11 |
49.16 |
77.25 |
39.33 |
|
|
Level 6 |
37.00 |
51.80 |
81.40 |
41.44 |
|
|
Level 7 |
37.66 |
52.73 |
82.86 |
42.18 |
|
|
Level 8—pay point 1 |
38.95 |
54.53 |
85.69 |
43.62 |
|
|
Level 8—pay point 2 |
39.96 |
55.95 |
87.92 |
44.76 |
|
|
Level 8—pay point 3 |
42.78 |
59.89 |
94.11 |
47.91 |
|
|
Level 9—pay point 1 |
43.54 |
60.95 |
95.78 |
48.76 |
|
|
Level 9—pay point 2 |
45.09 |
63.12 |
99.19 |
50.50 |
|
|
Level 9—pay point 3 |
45.45 |
63.63 |
99.99 |
50.90 |
|
1 Shiftwork means any shift where ordinary hours commence between 6.00 pm and 6.00 am or finish between 6.00 pm and 8.00 am as defined in clause 26.3.
C.2 Health professional employees
C.2.1 Full-time and part-time health professional employees—ordinary hours and penalty rates
[C.2.1 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Ordinary hours |
Between midnight Friday and midnight Sunday |
Public holiday |
Shiftwork1 |
|
|
% of minimum hourly rate |
|||
|
|
100% |
150% |
250% |
115% |
|
|
$ |
$ |
$ |
$ |
|
Health Professional employee—level 1 |
|
|
|
|
|
Pay point 1 (UG 2 qualification) |
28.50 |
42.75 |
71.25 |
32.78 |
|
Pay point 2 (3 year degree entry) |
29.60 |
44.40 |
74.00 |
34.04 |
|
Pay point 3 (4 year degree entry) |
30.91 |
46.37 |
77.28 |
35.55 |
|
Pay point 4 (Masters degree entry) |
31.97 |
47.96 |
79.93 |
36.77 |
|
Pay point 5 (PhD entry) |
34.83 |
52.25 |
87.08 |
40.05 |
|
Pay point 6 |
36.07 |
54.11 |
90.18 |
41.48 |
|
Health Professional employee—level 2 |
|
|
|
|
|
Pay point 1 |
36.26 |
54.39 |
90.65 |
41.70 |
|
Pay point 2 |
37.58 |
56.37 |
93.95 |
43.22 |
|
Pay point 3 |
39.02 |
58.53 |
97.55 |
44.87 |
|
Pay point 4 |
40.57 |
60.86 |
101.43 |
46.66 |
|
Health Professional employee—level 3 |
|
|
|
|
|
Pay point 1 |
42.33 |
63.50 |
105.83 |
48.68 |
|
Pay point 2 |
43.52 |
65.28 |
108.80 |
50.05 |
|
Pay point 3 |
44.45 |
66.68 |
111.13 |
51.12 |
|
Pay point 4 |
46.43 |
69.65 |
116.08 |
53.39 |
|
Pay point 5 |
48.14 |
72.21 |
120.35 |
55.36 |
|
Health Professional employee—level 4 |
|
|
|
|
|
Pay point 1 |
51.25 |
76.88 |
128.13 |
58.94 |
|
Pay point 2 |
54.69 |
82.04 |
136.73 |
62.89 |
|
Pay point 3 |
59.48 |
89.22 |
148.70 |
68.40 |
|
Pay point 4 |
65.66 |
98.49 |
164.15 |
75.51 |
1 Shiftwork means any shift where ordinary hours commence between 6.00 pm and 6.00 am or finish between 6.00 pm and 8.00 am as defined in clause 26.3.
C.2.2 Full-time and part-time health professional employees—overtime
[C.2.2 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Monday to Saturday |
Sunday |
Public holiday |
|
|
First 2 hours |
After 2 hours |
|||
|
|
% of minimum hourly rate |
|||
|
|
150% |
200% |
200% |
250% |
|
|
$ |
$ |
$ |
$ |
|
Health Professional employee—level 1 |
|
|
|
|
|
Pay point 1 (UG 2 qualification) |
42.75 |
57.00 |
57.00 |
71.25 |
|
Pay point 2 (3 year degree entry) |
44.40 |
59.20 |
59.20 |
74.00 |
|
Pay point 3 (4 year degree entry) |
46.37 |
61.82 |
61.82 |
77.28 |
|
Pay point 4 (Masters degree entry) |
47.96 |
63.94 |
63.94 |
79.93 |
|
Pay point 5 (PhD entry) |
52.25 |
69.66 |
69.66 |
87.08 |
|
Pay point 6 |
54.11 |
72.14 |
72.14 |
90.18 |
|
Health Professional employee—level 2 |
|
|
|
|
|
Pay point 1 |
54.39 |
72.52 |
72.52 |
90.65 |
|
Pay point 2 |
56.37 |
75.16 |
75.16 |
93.95 |
|
Pay point 3 |
58.53 |
78.04 |
78.04 |
97.55 |
|
Pay point 4 |
60.86 |
81.14 |
81.14 |
101.43 |
|
Health Professional employee—level 3 |
|
|
|
|
|
Pay point 1 |
63.50 |
84.66 |
84.66 |
105.83 |
|
Pay point 2 |
65.28 |
87.04 |
87.04 |
108.80 |
|
Pay point 3 |
66.68 |
88.90 |
88.90 |
111.13 |
|
Pay point 4 |
69.65 |
92.86 |
92.86 |
116.08 |
|
Pay point 5 |
72.21 |
96.28 |
96.28 |
120.35 |
|
Health Professional employee—level 4 |
|
|
|
|
|
Pay point 1 |
76.88 |
102.50 |
102.50 |
128.13 |
|
Pay point 2 |
82.04 |
109.38 |
109.38 |
136.73 |
|
Pay point 3 |
89.22 |
118.96 |
118.96 |
148.70 |
|
Pay point 4 |
98.49 |
131.32 |
131.32 |
164.15 |
C.2.3 Casual health professional employees—ordinary hours and penalty rates
[C.2.3 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
|
|
Ordinary hours |
Saturday and Sunday |
Public holiday |
Shiftwork1 |
|
|
% of minimum hourly rate |
|||
|
|
125% |
175% |
275% |
140% |
|
|
$ |
$ |
$ |
$ |
|
Health Professional employee—level 1 |
|
|
|
|
|
Pay point 1 (UG 2 qualification) |
35.63 |
49.88 |
78.38 |
39.90 |
|
Pay point 2 (3 year degree entry) |
37.00 |
51.80 |
81.40 |
41.44 |
|
Pay point 3 (4 year degree entry) |
38.64 |
54.09 |
85.00 |
43.27 |
|
Pay point 4 (Masters degree entry) |
39.96 |
55.95 |
87.92 |
44.76 |
|
Pay point 5 (PhD entry) |
43.54 |
60.95 |
95.78 |
48.76 |
|
Pay point 6 |
45.09 |
63.12 |
99.19 |
50.50 |
|
Health Professional employee—level 2 |
|
|
|
|
|
Pay point 1 |
45.33 |
63.46 |
99.72 |
50.76 |
|
Pay point 2 |
46.98 |
65.77 |
103.35 |
52.61 |
|
Pay point 3 |
48.78 |
68.29 |
107.31 |
54.63 |
|
Pay point 4 |
50.71 |
71.00 |
111.57 |
56.80 |
|
Health Professional employee—level 3 |
|
|
|
|
|
Pay point 1 |
52.91 |
74.08 |
116.41 |
59.26 |
|
Pay point 2 |
54.40 |
76.16 |
119.68 |
60.93 |
|
Pay point 3 |
55.56 |
77.79 |
122.24 |
62.23 |
|
Pay point 4 |
58.04 |
81.25 |
127.68 |
65.00 |
|
Pay point 5 |
60.18 |
84.25 |
132.39 |
67.40 |
|
Health Professional employee—level 4 |
|
|
|
|
|
Pay point 1 |
64.06 |
89.69 |
140.94 |
71.75 |
|
Pay point 2 |
68.36 |
95.71 |
150.40 |
76.57 |
|
Pay point 3 |
74.35 |
104.09 |
163.57 |
83.27 |
|
Pay point 4 |
82.08 |
114.91 |
180.57 |
91.92 |
1 Shiftwork means any shift where ordinary hours commence between 6.00 pm and 6.00 am or finish between 6.00 pm and 8.00 am as defined in clause 26.3.
Schedule D—Summary of Monetary Allowances
[Varied by PR718844, PR718999, PR729282, PR729470, PR740705, PR740876, PR750777, PR762136, PR762300, PR773912, PR774080]
See clause 23—Allowances for full details of allowances payable under this award.
D.1 Wage-related allowances
[D.1.1 varied by PR718844, PR729282, PR740705, PR762136, PR773912 ppc 01Jul24]
D.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 rate for a Health Professional employee—level 1 pay point 2 in clause 17.2 = $1124.80.
|
Clause |
% of standard rate |
$ |
Payable |
|
|
Heat allowance—between 40°C and 46°C1 |
23.2(a)(iii) |
0.05 |
0.56 |
per hour or part thereof |
|
Heat allowance—exceeds 46°C1 |
23.2(a)(iii) |
0.06 |
0.67 |
per hour or part thereof |
|
Nauseous work allowance—per hour or part thereof |
23.2(b)(i) |
0.05 |
0.56 |
per hour or part thereof |
|
Nauseous work allowance—minimum per week |
23.2(b)(ii) |
0.27 |
3.04 |
per week |
|
Occasional interpreting allowance—per occasion |
23.2(c) |
0.11 |
1.24 |
per occasion |
|
Occasional interpreting allowance—maximum per week |
23.2(c) |
1.27 |
14.28 |
per week |
|
On-call allowance, per 24 hour period or part thereof—Monday to Saturday |
23.2(d)(i) |
2.16 |
24.30 |
per 24 hour period |
|
On-call allowance, per 24 hour period or part thereof—Sunday or public holiday |
23.2(d)(ii) |
4.31 |
48.48 |
per 24 hour period |
1 Heat allowance only payable to certain employees in accordance with clause 23.2(a)(iii).
D.1.2 Automatic adjustment of wage-related allowances
[D.1.2 renamed and substituted by PR750777 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.
D.2 Expense-related allowances
[D.2.1 varied by PR718999, PR729470, PR740876, PR762300, PR774080 ppc 01Jul24]
|
Allowance |
Clause |
$ |
Payable |
|
Uniform allowance, the lesser of—per shift or part thereof; OR |
23.3(b)(ii) |
1.23 |
per shift |
|
Uniform allowance, the lesser of—per week |
23.3(b)(ii) |
6.24 |
per week |
|
Laundering allowance, the lesser of—per shift or part thereof; OR |
23.3(b)(iii) |
0.32 |
per shift |
|
Laundering allowance, the lesser of—per week |
23.3(b)(iii) |
1.49 |
per week |
|
Meal allowance—more than one hour of overtime |
23.3(e)(i) |
16.20 |
per occasion |
|
Meal allowance—further meal allowance where overtime exceeds 4 hours |
23.3(e)(ii) |
14.60 |
per occasion |
|
Tool allowance—chefs and cooks not provided with all necessary tools |
23.3(g) |
13.41 |
per week |
|
Motor vehicle allowance |
23.3(h)(i) |
0.99 |
per km |
D.2.2 Deduction for board and lodging
[D.2.2 varied by PR718999, PR729470, PR762300, PR774080 ppc 01Jul24]
Where the employer provides board and lodging, the wage rates prescribed in this award will be reduced by the following amounts:
|
Deduction |
Clause |
$ |
Payable |
|
Board and lodging—employees receiving full adult rate of pay |
23.3(d)(i) |
35.86 |
per week |
|
Board and lodging—trainees |
23.3(d)(ii) |
16.20 |
per week |
|
Board and lodging—where employees buy their meals at ruling cafeteria rates |
23.3(d)(iii) |
22.33 |
per week |
D.2.3 Adjustment of expense-related allowances
(a) At the time of any adjustment to the standard rate, each expense-related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
|
Allowance |
Applicable Consumer Price Index figure |
|
Meal allowance |
Take away and fast foods sub-group |
|
Clothing and equipment allowance |
Clothing and footwear 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 |
|
Board and lodging |
Domestic holiday travel and accommodation sub-group |
Schedule E—School-based Apprentices
E.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.
E.4 For the purposes of clause E.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.
E.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.
E.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.
E.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.
E.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.
E.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.
E.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.
E.11 School-based apprentices are entitled pro rata to all of the other conditions in this award.
Schedule F—Supported Wage System
[Varied by PR719661, PR729672, PR742256, PR762969, PR774051]
F.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.
F.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.
F.3 Eligibility criteria
F.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.
F.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.
F.4 Supported wage rates
F.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:
|
Assessed capacity (clause F.5) % |
Relevant minimum wage % |
|
10 |
10 |
|
20 |
20 |
|
30 |
30 |
|
40 |
40 |
|
50 |
50 |
|
60 |
60 |
|
70 |
70 |
|
80 |
80 |
|
90 |
90 |
[F.4.2 varied by PR719661, PR729672, PR742256, PR762969, PR774051 ppc 01Jul24]
F.4.2 Provided that the minimum amount payable must be not less than $106 per week.
F.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.
F.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.
F.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.
F.6 Lodgement of SWS wage assessment agreement
F.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.
F.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.
F.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.
F.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.
F.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.
F.10 Trial period
F.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.
F.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.
[F.10.3 varied by PR719661, PR729672, PR742256, PR762969, PR774051 ppc 01Jul24]
F.10.3 The minimum amount payable to the employee during the trial period must be no less than $106 per week.
F.10.4 Work trials should include induction or training as appropriate to the job being trialled.
F.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 F.5.
Schedule G—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 H—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 I—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 J—Part-day Public Holidays deleted by PR747345 ppc 14Nov22]
[Schedule X—Additional Measures During the COVID-19 Pandemic varied by PR720633; corrected by PR720662; varied by PR721438, PR724065, PR728136, PR736911, PR743810; deleted by PR748510 ppc 01Jan23]
[Schedule Y—Industry Specific Measures During the COVID-19 Pandemic deleted by PR728137 ppc 26Mar21]
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