MA000115  PR716550 [Note: a correction has been issued to this document]
FAIR WORK COMMISSION

DETERMINATION

Fair Work Act 2009
s.156—4 yearly review of modern awards

4 yearly review of modern awards
(AM2019/17)

ABORIGINAL COMMUNITY CONTROLLED HEALTH SERVICES AWARD 2010
[MA000115]

Indigenous organisations and services

JUSTICE ROSS, PRESIDENT
DEPUTY PRESIDENT CLANCY
COMMISSIONER BISSETT

MELBOURNE, 14 FEBRUARY 2020

4 yearly review of modern awards – Aboriginal Community Controlled Health Services Award 2010 – modern award varied.

A. Further to the decision [[2020] FWCFB 690] issued by the Full Bench of the Fair Work Commission on 14 February 2020, the Aboriginal Community Controlled Health Services Award 2010 is varied as follows:

1. By deleting all clauses, schedules and appendices.

2. By inserting the clauses and schedules attached.

B. This determination comes into operation from 13 April 2020. In accordance with s.165(3) of the Fair Work Act 2009, this determination does not take effect until the start of the first full pay period that starts on or after 13 April 2020.

PRESIDENT

Printed by authority of the Commonwealth Government Printer

Aboriginal Community Controlled Health Services Award 2020

Table of Contents

Part 1— Application and Operation of this Award 3
1. Title and commencement 3
2. Definitions 3
3. The National Employment Standards and this award 4
4. Coverage 4
5. Individual flexibility arrangements 5
6. Requests for flexible working arrangements 6
7. Facilitative provisions 8
Part 2— Types of Employment and Classifications 8
8. Types of employment 8
9. Full-time employees 9
10. Part-time employees 9
11. Casual employees 9
12. Classifications 11
Part 3— Hours of Work 12
13. Ordinary hours of work 12
14. Rostering arrangements 12
15. Unpaid meal breaks 12
Part 4— Wages and Allowances 13
16. Minimum rates 13
17. Payment of wages 17
18. Allowances 18
19. Superannuation 20
Part 5— Overtime and Penalty Rates 22
20. Overtime 22
21. Shiftwork 25
Part 6— Leave and Public Holidays 26
22. Annual leave 26
23. Personal/carer’s leave and compassionate leave 30
24. Parental leave and related entitlements 30
25. Community service leave 30
26. Ceremonial leave 30
27. Unpaid family and domestic violence leave 30
28. Public holidays 30
Part 7— Consultation and Dispute Resolution 31
29. Consultation about major workplace change 31
30. Consultation about changes to rosters or hours of work 32
31. Dispute resolution 32
Part 8— Termination of Employment and Redundancy 33
32. Termination of employment 33
33. Redundancy 34
Schedule A —Classification Definitions 36
Schedule B —Summary of Hourly Rates of Pay 47
Schedule C —Summary of Monetary Allowances 65
Schedule D —Supported Wage System 67
Schedule E —Agreement for Time Off Instead of Payment for Overtime 70
Schedule F —Agreement to Take Annual Leave in Advance 71
Schedule G —Agreement to Cash Out Annual Leave 72
Schedule H —Part-day Public Holidays 73

Part 1—Application and Operation of this Award

1. Title and commencement

1.1 This award is the Aboriginal Community Controlled Health 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.

2. Definitions

In this award, unless the contrary intention appears:

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 the award and the NES are available to all employees to whom they apply, either on a notice board which is conveniently located at or near the workplace or through accessible electronic means.

4. Coverage

4.1 This industry award covers employers throughout Australia in the Aboriginal community controlled health services industry and their employees in the classifications listed in clause 16Minimum rates to the exclusion of any other modern award.

4.2 Aboriginal community controlled health services are incorporated Aboriginal organisations, initiated and based in an Aboriginal community. They are governed by a representative Aboriginal Board of Management which is elected by the local Aboriginal community. They deliver holistic and culturally appropriate health and well-being services to the Aboriginal community which controls them.

4.3 This award covers any employer which supplies labour on an on-hire basis in the Aboriginal community controlled health services 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 employers which provide group training services for trainees engaged in the Aboriginal community controlled health services industry and/or parts of that industry and those 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 4.4 operates subject to the exclusions from coverage in this award.

4.5 The award does not cover:

(a) an employee 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 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

(b) signed by the employer and the employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.

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

(b) by the employer or employee giving 13 weeks’ written notice to the other party (reduced to 4 weeks if the agreement was entered into before the first full pay period starting on or after 4 December 2013).

5.12 An agreement terminated as mentioned in clause 5.11(b) ceases to have effect at the end of the period of notice required under that clause.

5.13 The right to make an agreement under clause 5 is additional to, and does not affect, any other term of this award that provides for an agreement between an employer and an individual employee.

6. Requests for flexible working arrangements

6.1 Employee may request change in working arrangements

6.2 Responding to the request

(a) the needs of the employee arising from their circumstances;

(b) the consequences for the employee if changes in working arrangements are not made; and

(c) any reasonable business grounds for refusing the request.

6.3 What the written response must include if the employer refuses the request

(a) Clause 6.3 applies if the employer refuses the request and has not reached an agreement with the employee under clause 6.2.

(b) The written response under section 65(4) must include details of the reasons for the refusal, including the business ground or grounds for the refusal and how the ground or grounds apply.

(c) If the employer and employee could not agree on a change in working arrangements under clause 6.2, then the written response under section 65(4) must:

6.4 What the written response must include if a different change in working arrangements is agreed

6.5 Dispute resolution

7. Facilitative provisions

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:

20.5

Time off instead of payment for overtime

An individual

22.5

Annual leave in advance

An individual

22.6

Cashing out of annual leave

An individual

28.3

Public holidays—substitution

An individual

Part 2—Types of Employment and Classifications

8. Types of employment

8.1 Employment categories

(a) full-time employment;

(b) part-time employment; or

(c) casual employment.

8.2 At the time of engagement an employer will inform each employee in writing whether they are employed on a full-time, part-time or casual basis.

8.3 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 of that employee.

9. Full-time employees

A full-time employee is engaged to work 38 hours per week or an average of 38 ordinary hours per week in accordance with clauses 13Ordinary hours of work and 14Rostering arrangements.

10. Part-time employees

10.1 A part-time employee is an employee who:

(a) is engaged to work less than an average of 38 ordinary hours per week;

(b) has reasonably predictable hours of work; and

(c) receives, on a pro rata basis, equivalent pay and conditions to those of full-time employees who do the same kind of work.

10.2 Before commencing employment, the employer and employee will agree in writing on a regular pattern of work including:

(a) the number of hours to be worked each week;

(b) the days of the week the employee will work;

(c) and the starting and finishing times each day.

10.3 The terms of the agreement may be varied by agreement and recorded in writing.

10.4 A part-time employee will be rostered for a minimum of 4 consecutive hours on any shift.

10.5 All time worked in excess of the hours as mutually arranged or varied will be overtime and paid for at the rates prescribed in clause 20Overtime.

11. Casual employees

11.1 A casual employee is engaged as such on an hourly basis.

11.2 Unless otherwise stated, for each hour worked a casual employee will be paid:

(a) the minimum hourly rate for the employee’s classification; and

(b) a casual loading of 25% instead of the paid leave entitlements of full-time and part-time employees.

11.3 The minimum period of engagement of a casual employee is 3 hours.

11.4 Right to request casual conversion

(a) A person engaged by a particular employer as a regular casual employee may request that their employment be converted to full-time or part-time employment.

(b) A regular casual employee is a casual employee who has in the preceding period of 12 months worked a pattern of hours on an ongoing basis which, without significant adjustment, the employee could continue to perform as a full-time employee or part-time employee under the provisions of this award.

(c) A regular casual employee who has worked equivalent full-time hours over the preceding period of 12 months’ casual employment may request to have their employment converted to full-time employment.

(d) A regular casual employee who has worked less than equivalent full-time hours over the preceding period of 12 months’ casual employment may request to have their employment converted to part-time employment consistent with the pattern of hours previously worked.

(e) Any request under clause 11.4 must be in writing and provided to the employer.

(f) Where a regular casual employee seeks to convert to full-time or part-time employment, the employer may agree to or refuse the request, but the request may only be refused on reasonable grounds and after there has been consultation with the employee.

(g) Reasonable grounds for refusal include that:

(h) For any ground of refusal to be reasonable, it must be based on facts which are known or reasonably foreseeable.

(i) Where the employer refuses a regular casual employee’s request to convert, the employer must provide the casual employee with the employer’s reasons for refusal in writing within 21 days of the request being made.

(j) If the employee does not accept the employer’s refusal, this will constitute a dispute that will be dealt with under the dispute resolution procedure in clause 31Dispute resolution. Under that procedure, the employee or the employer may refer the matter to the Fair Work Commission if the dispute cannot be resolved at the workplace level.

(k) Where it is agreed that a casual employee will have their employment converted to full-time or part-time employment as provided for in clause 11.4, the employer and employee must discuss and record in writing:

(l) The conversion will take effect from the start of the next pay cycle following such agreement being reached unless otherwise agreed.

(m) Once a casual employee has converted to full-time or part-time employment, the employee may only revert to casual employment with the written agreement of the employer.

(n) A casual employee must not be engaged and re-engaged (which includes a refusal to re-engage), or have their hours reduced or varied, in order to avoid any right or obligation under clause 11.4.

(o) Nothing in clause 11.4 obliges a regular casual employee to convert to full-time or part-time employment, nor permits an employer to require a regular casual employee to so convert.

(p) Nothing in clause 11.4 requires an employer to increase the hours of a regular casual employee seeking conversion to full-time or part-time employment.

(q) An employer must provide a casual employee, whether a regular casual employee or not, with a copy of the provisions of clause 11.4 within the first 12 months of the employee’s first engagement to perform work. In respect of casual employees already employed as at 1 October 2018, an employer must provide such employees with a copy of the provisions of clause 11.4 by 1 January 2019.

(r) A casual employee’s right to request to convert is not affected if the employer fails to comply with the notice requirements in clause 11.4(q).

12. Classifications

12.1 Classification definitions are 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.

Part 3—Hours of Work

13. Ordinary hours of work

13.1 The ordinary hours of work for a full-time employee are an average of 38 hours per week over a fortnight.

13.2 No more than 10 ordinary hours of work (exclusive of meal breaks) can be worked in any one day.

13.3 Span of hours

(a) Unless otherwise stated, ordinary hours are worked between 7.00 am and 7.00 pm, Monday to Friday.

(b) Ordinary hours of work for shiftworkers will be worked from Monday to Sunday inclusive.

14. Rostering arrangements

14.1 The starting and finishing time for each day will not be changed without at least 7 working days’ notice unless:

(a) necessary because of

(b) with the consent of the employee.

14.2 The period of notice for casual employees of a change in starting and finishing time for each day will be at least 24 hours.

15. Unpaid meal breaks

15.1 An employee who works more than 5 hours will be entitled to an unpaid meal break of between 30 and 60 minutes.

15.2 The time of taking the meal break may be varied by agreement between the employer and employee.

Part 4—Wages and Allowances

16. Minimum rates

16.1 Classifications

16.2 Junior employees

16.3 Higher duties

16.4 Supported wage system

16.5 National training wage

(a) Schedule E to the Miscellaneous Award 2010 sets out minimum wage rates and conditions for employees undertaking traineeships.

(b) This award incorporates the terms of Schedule E to the Miscellaneous Award 2010 as at 1 July 2019. Provided that any reference to “this award” in Schedule E to the Miscellaneous Award 2010 is to be read as referring to the Aboriginal Community Controlled Health Services Award 2020 and not the Miscellaneous Award 2010.

17. Payment of wages

NOTE: Regulations 3.33(3) and 3.46(1)(g) of Fair Work Regulations 2009 set out the requirements for pay records and the content of payslips including the requirement to separately identify any allowance paid.

17.1 Wages will be paid weekly or fortnightly.

17.2 Wages will be paid by cash, cheque, or electronic funds transfer into the bank or financial institution account nominated by the employee, as determined by the employer.

17.3 Payment on termination of employment

(a) The employer must pay an employee no later than 7 days after the day on which the employee’s employment terminates:

(b) The requirement to pay wages and other amounts under clause 17.3(a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.

18. Allowances

NOTE: Regulations 3.33(3) and 3.46(1)(g) of Fair Work Regulations 2009 set out the requirements for pay records and the content of payslips including the requirement to separately identify any allowance paid.

18.1 Employers must pay to an employee the allowances the employee is entitled to under clause 18.

18.2 Wage-related allowance

18.3 Expense-related allowances

19. Superannuation

19.1 Superannuation legislation

(a) Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund, any superannuation fund nominated in the award covering the employee applies.

(b) The rights and obligations in these clauses supplement those in superannuation legislation.

19.2 Employer contributions

19.3 Voluntary employee contributions

(a) Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 19.2.

(b) An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months’ written notice to their employer.

(c) The employer must pay the amount authorised under clauses 19.3(a) or 19.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 19.3(a) or 19.3(b) was made.

19.4 Superannuation fund

(a) AustralianSuper; or

(b) HESTA Super; or

(c) 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

(d) a superannuation fund or scheme which the employee is a defined benefit member of.

Part 5—Overtime and Penalty Rates

20. Overtime

20.1 Overtime rates

(a) The employee will be paid at 150% of the minimum hourly rate for the first 2 hours and 200% of the minimum hourly rate thereafter for all work performed:

For all work performed by an employee rostered to work a broken shift, the employee will be paid:

20.2 Minimum engagement for weekend and public holiday work

An employee required to work overtime on a Saturday, Sunday or public holiday, will be engaged for at least 4 hours’ or paid for 4 hours’ work at the appropriate rate, except where such overtime is continuous with overtime commenced on the previous day.

20.3 These extra rates will be in substitution for and not cumulative upon the shift penalty rates prescribed in clause 21Shiftwork.

20.4 Rest period after overtime

(a) If an employee works so much overtime between the end of their ordinary hours on one day and the start of ordinary hours on the next day that they do not have at least 10 consecutive hours off duty, the employer must:

(b) If the employer requires the employee to resume or continue work, and the employee has not had 10 consecutive hours off duty, the employer must:

20.5 Time off instead of payment for overtime

(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.

(b) Any amount of overtime that has been worked by an employee in a particular pay period and that is to be taken as time off instead of the employee being paid for it must be the subject of a separate agreement under clause 20.5.

(c) An agreement must state each of the following:

(d) The period of time off that an employee is entitled to take is the same as the number of overtime hours worked.

(e) Time off must be taken:

(f) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 20.5 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 20.5(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 20.5 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 20.5 will apply, including the requirement for separate written agreements under clause 20.5(b) for overtime that has been worked.

(k) If, on the termination of the employee’s employment, time off for overtime worked by the employee to which clause 20.5 applies has not been taken, the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.

20.6 On-call and recall

(a) If an employee is rostered by the employer to remain on-call and in readiness to be recalled to work after ordinary working hours, the employee will be paid an on-call allowance of:

(b) An employee who is on-call and is recalled for duty for any period during an off duty period, will be paid from the time of receiving recall until the time of finishing recall duty, with a minimum of one hour’s payment for such recall at the following rates:

(c) If the employee is recalled and does not have an uninterrupted break of 6 hours between midnight and the time of commencement of the next period of ordinary duty, the employee will be entitled to 6 hours off duty from the time of finishing the last recall to the time of commencing the next period of duty without loss of pay.

(d) An employee who is recalled to work overtime during an off duty period and which is not continuous with the next succeeding rostered period of duty will be paid for a minimum of 3 hours’ work at the appropriate overtime rate.

(e) Clause 20.6(d) will not apply:

20.7 In the event of an employee finishing any period of overtime at a time when reasonable means of transport are not available for the employee to return to their place of residence, the employer will provide adequate transport free of cost to the employee.

21. Shiftwork

21.1 If the ordinary rostered hours of work of an employee start or finish between 7.00 pm and 7.00 am, the employee will be paid at 115% of the minimum hourly rate for their classification.

21.2 If a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am the employee will be paid at 130% of the minimum hourly rate for their classification for that shift.

21.3 A shiftworker will be paid at 150% of the minimum hourly rate for their classification for ordinary hours worked on a Saturday.

21.4 A shiftworker will be paid at 200% of the minimum hourly rate for their classification for ordinary hours worked on a Sunday.

21.5 Shift penalty rates for casual employees are calculated upon the employee’s minimum hourly rate, prior to the addition of the 25% casual loading.

21.6 The whole of a shift will be deemed to be worked on the day on which the shift commenced.

Part 6—Leave and Public Holidays

22. Annual leave

22.1 Leave entitlement

(a) Annual leave is provided for in the NES. Clause 22 contains additional provisions. It does not apply to casual employees.

(b) For the purpose of the NES a shiftworker is defined as an employee who is regularly rostered to work ordinary shifts on Sundays and public holidays (that is, not less than 10 in any 12 month period).

22.2 Annual leave loading

(a) In addition to their ordinary pay, an employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their ordinary rate of pay.

(b) Shiftworkers, in addition to their ordinary pay, will be paid the higher of:

22.3 Close-down

22.4 Public holidays falling during annual leave

22.5 Annual leave in advance

(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:

(c) The employer must keep a copy of any agreement under clause 22.5 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 22.5, 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.

22.6 Cashing out of annual leave

(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 22.6.

(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 22.6.

(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 22.6 must state:

(e) An agreement under clause 22.6 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 22.6 as an employee record.

22.7 Excessive leave accruals: general provision

(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 22.1(b)).

(b) If an employee has an excessive leave accrual, the employer or the employee may seek to confer with the other and genuinely try to reach agreement on how to reduce or eliminate the excessive leave accrual.

(c) Clause 22.8 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.

(d) Clause 22.9 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.

22.8 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 22.7(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 22.8(a):

(c) The employee must take paid annual leave in accordance with a direction under clause 22.8(a) that is in effect.

(d) An employee to whom a direction has been given under clause 22.8(a) may request to take a period of paid annual leave as if the direction had not been given.

22.9 Excessive leave accruals: request by employee for leave

(a) If an employee has genuinely tried to reach agreement with an employer under clause 22.7(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 22.9(a) if:

(c) A notice given by an employee under clause 22.9(a) must not:

(d) An employee is not entitled to request by a notice under clause 22.9(a) more than 4 weeks’ paid annual leave (or 5 weeks’ paid annual leave for a shiftworker, as defined by clause 22.1(b)) in any period of 12 months.

(e) The employer must grant paid annual leave requested by a notice under clause 22.9(a).

23. Personal/carer’s leave and compassionate leave

Personal/carer’s leave and compassionate leave are provided for in the NES.

24. Parental leave and related entitlements

Parental leave and related entitlements are provided for in the NES.

25. Community service leave

Community service leave is provided for in the NES

26. Ceremonial leave

An employee who is legitimately required by indigenous tradition to be absent from work for Aboriginal and/or Torres Strait Islander ceremonial purposes will be entitled to up to 10 working days unpaid leave in any one year, with the approval of the employer.

27. Unpaid family and domestic violence leave

Unpaid family and domestic violence leave is provided for in the NES.

NOTE 1: Information concerning an employee’s experience of family and domestic violence is sensitive and if mishandled can have adverse consequences for the employee. Employers should consult with such employees regarding the handling of this information.

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.

28. Public holidays

28.1 Public holiday entitlements are provided for in the NES.

28.2 Payment for working on a public holiday

(a) Any employee required to work on a public holiday will be paid as follows:

(b) Casual employees who are required to work on public holidays will, instead of the casual loading in clause 11.2(b), be paid an additional 50% of the minimum hourly rate for such work.

28.3 Substitution

(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.

28.4 Part-day public holidays

Part 7—Consultation and Dispute Resolution

29. Consultation about major workplace change

29.1 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):

(c) commence discussions as soon as practicable after a definite decision has been made.

29.2 For the purposes of the discussion under clause 29.1(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.

29.3 Clause 29.2 does not require an employer to disclose any confidential information if its disclosure would be contrary to the employer’s interests.

29.4 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 29.1(b).

29.5 In clause 29 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.

29.6 Where this award makes provision for alteration of any of the matters defined at clause 29.5, such alteration is taken not to have significant effect.

30. Consultation about changes to rosters or hours of work

30.1 Clause 30 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.

30.2 The employer must consult with any employees affected by the proposed change and their representatives (if any).

30.3 For the purpose of the consultation, the employer must:

(a) provide to the employees and representatives mentioned in clause 30.2 information about the proposed change (for example, information about the nature of the change and when it is to begin); and

(b) invite the employees to give their views about the impact of the proposed change on them (including any impact on their family or caring responsibilities) and also invite their representative (if any) to give their views about that impact.

30.4 The employer must consider any views given under clause 30.3(b).

30.5 Clause 30 is to be read in conjunction with any other provisions of this award concerning the scheduling of work or the giving of notice.

31. Dispute resolution

31.1 Clause 31 sets out the procedures to be followed if a dispute arises about a matter under this award or in relation to the NES.

31.2 The parties to the dispute must first try to resolve the dispute at the workplace through discussion between the employee or employees concerned and the relevant supervisor.

31.3 If the dispute is not resolved through discussion as mentioned in clause 31.2, 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.

31.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 31.2 and 31.3, a party to the dispute may refer it to the Fair Work Commission.

31.5 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.

31.6 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.

31.7 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 31.

31.8 While procedures are being followed under clause 31 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.

31.9 Clause 31.8 is subject to any applicable work health and safety legislation.

Part 8—Termination of Employment and Redundancy

32. Termination of employment

NOTE: The NES sets out requirements for notice of termination by an employer. See sections 117 and 123 of the Act.

32.1 Notice of termination by an employee

(a) Clause 32.1 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.

(c) In clause 32.1(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 32.1(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 32.1(b), then no deduction can be made under clause 32.1(d).

(f) Any deduction made under clause 32.1(d) must not be unreasonable in the circumstances.

32.2 Job search entitlement

(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 32.2 is to be taken at times that are convenient to the employee after consultation with the employer.

33. Redundancy

NOTE: Redundancy pay is provided for in the NES. See sections 119 to 123 of the Act.

33.1 Transfer to lower paid duties on redundancy

(a) Clause 33.1 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:

(c) If the employer acts as mentioned in clause 33.1(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.

33.2 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 33 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.

33.3 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 33.3(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 33.3(b).

(d) An employee who fails to produce proof when required under clause 33.3(b) is not entitled to be paid for the time off.

(e) This entitlement applies instead of clause 32.2.

Schedule A—Classification Definitions
A.1 Definitions

In this schedule:

A.1.1 Aboriginal and/or Torres Strait Islander knowledge and cultural skills—level 1 means:

A.1.2 Aboriginal and/or Torres Strait Islander knowledge and cultural skills—level 2 means Aboriginal and/or Torres Strait Islander knowledge and cultural skills—level 1 plus a thorough knowledge of the history and role of Aboriginal and/or Torres Strait Islander organisations in the region, including an understanding of the organisations and their goals and knowledge of the political and economic environment in which the organisations operate.
A.1.3 Aboriginal and/or Torres Strait Islander knowledge and cultural skills—level 3 means Aboriginal and/or Torres Strait Islander knowledge and cultural skills levels 1 and 2, plus an understanding, awareness and/or sensitivity to local, national and international cultural values and a clear understanding of Aboriginal and/or Torres Strait Islander organisations, their establishment and goals, and the political and economic environment in which the organisations operate at a local, national and international level.
A.2 Aboriginal and/or Torres Strait Islander Health Workers
A.2.1 Aboriginal and/or Torres Strait Islander Health Worker Grade 1 / Aboriginal and/or Torres Strait Islander Community Health Worker Grade 1 means an employee in their first year of service who will generally have no direct experience in the provision of Aboriginal and/or Torres Strait Islander health services.

A.2.2 Aboriginal and/or Torres Strait Islander Health Worker Grade 2 / Aboriginal and/or Torres Strait Islander Community Health Worker Grade 2 means:

A.2.3 An Aboriginal and/or Torres Strait Islander Health Worker Grade 3 is:

A.2.4 Aboriginal and/or Torres Strait Islander Health Worker Grade 4 means:

A.3 Administrative
A.3.1 Grade 1

A.3.2 Grade 2

A.3.3 Grade 3

A.3.4 Grade 4

A.3.5 Grade 5

A.3.6 Grade 6

A.3.7 Grade 7

A.3.8 Grade 8

A.4 Dental
A.4.1 Dental Assistant Grade 1

A.4.2 Dental Assistant Grade 2 means an employee who has obtained the skills required of a Dental Assistant Grade 1 who performs solely dental assistant duties and has no formal qualifications.

A.4.3 Dental Assistant Grade 3 means:

A.4.4 Dental Assistant Grade 4 means:

A.4.5 Dental Assistant Grade 5 means:

A.4.6 Dental Therapist Grade 1 works under the professional supervision of a higher grade professional officer as to method of approach and requirements and is a professional practitioner who performs normal professional work and exercises individual knowledge, skills, professional judgment and initiative in the application of professional principles, techniques and methods.

A.4.7 Dental Therapist Grade 2 works as a professional practitioner, performs normal professional work under general professional guidance, and may perform novel, complex or critical professional work under professional supervision.

A.5 Ancillary

It is desirable that all ancillary staff have Aboriginal and/or Torres Strait Islander knowledge and cultural skills—level 1.

A.5.1 Cleaner means a person who performs tasks customarily performed by cleaners utilising a range of materials and equipment to clean a range of surfaces in order to restore or maintain buildings in a clean and hygienic condition.
A.5.2 Driver—Grade 1 means a person whose primary duties include undertaking a range of driving activities on behalf of the employer in a vehicle that has the capacity to carry between one and 15 passengers.
A.5.3 Driver—Grade 2 means a person whose primary duties include undertaking a range of driving activities on behalf of the employer in a vehicle that has the capacity to carry 16 or a greater number of passengers.
A.5.4 Caretaker means a person who is responsible for the supervision of an Aboriginal and/or Torres Strait Islander community controlled health service premises out of hours including opening and closing the premises before and after each day of business.

Schedule B—Summary of Hourly Rates of Pay
B.1 Aboriginal and/or Torres Strait Islander Health Worker adult employees
B.1.1 Full-time and part-time adult employees—ordinary, shiftworker and penalty rates

 

All employees

Shiftworkers

All employees

 

Ordinary hours

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

Public holiday

 

% of minimum hourly rate

 

100%

115%

130%

150%

200%

150% plus one day off3

250%

 

$

$

$

$

$

$

$

Grade 1

 

 

 

 

 

 

 

Level 1

21.65

24.90

28.15

32.48

43.30

32.48

54.13

Level 2

23.20

26.68

30.16

34.80

46.40

34.80

58.00

Level 3

23.99

27.59

31.19

35.99

47.98

35.99

59.98

Grade 2

             

Level 1

25.24

29.03

32.81

37.86

50.48

37.86

63.10

Level 2

26.57

30.56

34.54

39.86

53.14

39.86

66.43

Level 3

27.86

32.04

36.22

41.79

55.72

41.79

69.65

Grade 3

             

Level 1

28.63

32.92

37.22

42.95

57.26

42.95

71.58

Level 2

29.41

33.82

38.23

44.12

58.82

44.12

73.53

Level 3

30.08

34.59

39.10

45.12

60.16

45.12

75.20

Grade 4

             

Level 1

30.80

35.42

40.04

46.20

61.60

46.20

77.00

Level 2

31.52

36.25

40.98

47.28

63.04

47.28

78.80

Level 3

32.29

37.13

41.98

48.44

64.58

48.44

80.73

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

3 At the ordinary time rate, that is, an hour for each hour worked in accordance with clause 28.2(a)(ii).

B.1.2 Full-time and part-time adult employees—overtime rates

 

Employees other than shiftworkers

Shiftworkers - broken shifts

All employees

 

Outside the span of hours1

Outside the span of hours1

Outside a spread of 9 hours2

Outside a spread of 12 hours3

Excess hours4

 

First 2 hours

After 2 hours

First 2 hours

After 2 hours

 

% of minimum hourly rate

 

150%

200%

150%

200%

150%

200%

 

$

$

$

$

$

$

Grade 1

 

 

 

 

 

 

Level 1

32.48

43.30

32.48

43.30

32.48

43.30

Level 2

34.80

46.40

34.80

46.40

34.80

46.40

Level 3

35.99

47.98

35.99

47.98

35.99

47.98

Grade 2

           

Level 1

37.86

50.48

37.86

50.48

37.86

50.48

Level 2

39.86

53.14

39.86

53.14

39.86

53.14

Level 3

41.79

55.72

41.79

55.72

41.79

55.72

Grade 3

           

Level 1

42.95

57.26

42.95

57.26

42.95

57.26

Level 2

44.12

58.82

44.12

58.82

44.12

58.82

Level 3

45.12

60.16

45.12

60.16

45.12

60.16

Grade 4

           

Level 1

46.20

61.60

46.20

61.60

46.20

61.60

Level 2

47.28

63.04

47.28

63.04

47.28

63.04

Level 3

48.44

64.58

48.44

64.58

48.44

64.58

1 Outside the span of hours of 7.00am to 7.00pm Monday to Friday in accordance with clause 20.1(a).

2 Outside a spread of 9 hours from the time of commencing work by an employee rostered to work broken shifts in accordance with clause 20.1(b).

3 Outside a spread of 12 hours from the time of commencing work by an employee rostered to work broken shifts in accordance with clause 20.1(b).

4 In excess of the number of hours fixed as a day’s, a week’s or a fortnight’s work as the case may be in accordance with clause 20.1(a).

B.1.3 Casual adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Day

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

   

% of minimum hourly rate

 

125%

140%

155%

175%

225%

150%

 

$

$

$

$

$

$

Grade 1

 

 

 

 

 

 

Level 1

27.06

30.31

33.56

37.89

48.71

32.48

Level 2

29.00

32.48

35.96

40.60

52.20

34.80

Level 3

29.99

33.59

37.18

41.98

53.98

35.99

Grade 2

           

Level 1

31.55

35.34

39.12

44.17

56.79

37.86

Level 2

33.21

37.20

41.18

46.50

59.78

39.86

Level 3

34.83

39.00

43.18

48.76

62.69

41.79

Grade 3

           

Level 1

35.79

40.08

44.38

50.10

64.42

42.95

Level 2

36.76

41.17

45.59

51.47

66.17

44.12

Level 3

37.60

42.11

46.62

52.64

67.68

45.12

Grade 4

           

Level 1

38.50

43.12

47.74

53.90

69.30

46.20

Level 2

39.40

44.13

48.86

55.16

70.92

47.28

Level 3

40.36

45.21

50.05

56.51

72.65

48.44

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

B.2 Administrative adult employees
B.2.1 Full-time and part-time adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Ordinary hours

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

Public holiday

% of minimum hourly rate

 

100%

115%

130%

150%

200%

150% plus one day off3

250%

 

$

$

$

$

$

$

$

Grade 1

 

 

 

 

 

 

 

Level 1

21.49

24.71

27.94

32.24

42.98

32.24

53.73

Level 2

21.57

24.81

28.04

32.36

43.14

32.36

53.93

Level 3

22.02

25.32

28.63

33.03

44.04

33.03

55.05

Level 4

22.33

25.68

29.03

33.50

44.66

33.50

55.83

Level 5

22.98

26.43

29.87

34.47

45.96

34.47

57.45

Grade 2

             

Level 1

23.34

26.84

30.34

35.01

46.68

35.01

58.35

Level 2

23.75

27.31

30.88

35.63

47.50

35.63

59.38

Level 3

24.16

27.78

31.41

36.24

48.32

36.24

60.40

Level 4

24.51

28.19

31.86

36.77

49.02

36.77

61.28

Level 5

24.93

28.67

32.41

37.40

49.86

37.40

62.33

Grade 3

             

Level 1

25.38

29.19

32.99

38.07

50.76

38.07

63.45

Level 2

25.83

29.70

33.58

38.75

51.66

38.75

64.58

Level 3

26.11

30.03

33.94

39.17

52.22

39.17

65.28

Level 4

26.58

30.57

34.55

39.87

53.16

39.87

66.45

Grade 4

             

Level 1

26.99

31.04

35.09

40.49

53.98

40.49

67.48

Level 2

27.64

31.79

35.93

41.46

55.28

41.46

69.10

Level 3

28.14

32.36

36.58

42.21

56.28

42.21

70.35

Level 4

28.66

32.96

37.26

42.99

57.32

42.99

71.65

Grade 5

             

Level 1

29.23

33.61

38.00

43.85

58.46

43.85

73.08

Level 2

29.83

34.30

38.78

44.75

59.66

44.75

74.58

Level 3

30.46

35.03

39.60

45.69

60.92

45.69

76.15

Grade 6

             

Level 1

30.81

35.43

40.05

46.22

61.62

46.22

77.03

Level 2

31.39

36.10

40.81

47.09

62.78

47.09

78.48

Level 3

32.04

36.85

41.65

48.06

64.08

48.06

80.10

Level 4

33.27

38.26

43.25

49.91

66.54

49.91

83.18

Level 5

34.26

39.40

44.54

51.39

68.52

51.39

85.65

Grade 7

             

Level 1

35.08

40.34

45.60

52.62

70.16

52.62

87.70

Level 2

36.03

41.43

46.84

54.05

72.06

54.05

90.08

Grade 8

             

Level 1

36.39

41.85

47.31

54.59

72.78

54.59

90.98

Level 2

37.33

42.93

48.53

56.00

74.66

56.00

93.33

Level 3

38.58

44.37

50.15

57.87

77.16

57.87

96.45

Level 4

39.49

45.41

51.34

59.24

78.98

59.24

98.73

1.Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2.Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

3.At the ordinary time rate, that is, an hour for each hour worked in accordance with clause 28.2(a)(ii).

B.2.2 Full-time and part-time adult employees—overtime rates

 

Employees other than shiftworkers

Shiftworkers - broken shifts

All employees

 

Outside the span of hours1

Outside the span of hours1

Outside a spread of 9 hours2

Outside a spread of 12 hours3

Excess hours4

 

First 2 hours

After 2 hours

First 2 hours

After 2 hours

 

% of minimum hourly rate

 

150%

200%

150%

200%

150%

200%

 

$

$

$

$

$

$

Grade 1

 

 

 

 

 

 

Level 1

32.24

42.98

32.24

42.98

32.24

42.98

Level 2

32.36

43.14

32.36

43.14

32.36

43.14

Level 3

33.03

44.04

33.03

44.04

33.03

44.04

Level 4

33.50

44.66

33.50

44.66

33.50

44.66

Level 5

34.47

45.96

34.47

45.96

34.47

45.96

Grade 2

           

Level 1

35.01

46.68

35.01

46.68

35.01

46.68

Level 2

35.63

47.50

35.63

47.50

35.63

47.50

Level 3

36.24

48.32

36.24

48.32

36.24

48.32

Level 4

36.77

49.02

36.77

49.02

36.77

49.02

Level 5

37.40

49.86

37.40

49.86

37.40

49.86

Grade 3

           

Level 1

38.07

50.76

38.07

50.76

38.07

50.76

Level 2

38.75

51.66

38.75

51.66

38.75

51.66

Level 3

39.17

52.22

39.17

52.22

39.17

52.22

Level 4

39.87

53.16

39.87

53.16

39.87

53.16

Grade 4

           

Level 1

40.49

53.98

40.49

53.98

40.49

53.98

Level 2

41.46

55.28

41.46

55.28

41.46

55.28

Level 3

42.21

56.28

42.21

56.28

42.21

56.28

Level 4

42.99

57.32

42.99

57.32

42.99

57.32

Grade 5

           

Level 1

43.85

58.46

43.85

58.46

43.85

58.46

Level 2

44.75

59.66

44.75

59.66

44.75

59.66

Level 3

45.69

60.92

45.69

60.92

45.69

60.92

Grade 6

           

Level 1

46.22

61.62

46.22

61.62

46.22

61.62

Level 2

47.09

62.78

47.09

62.78

47.09

62.78

Level 3

48.06

64.08

48.06

64.08

48.06

64.08

Level 4

49.91

66.54

49.91

66.54

49.91

66.54

Level 5

51.39

68.52

51.39

68.52

51.39

68.52

Grade 7

           

Level 1

52.62

70.16

52.62

70.16

52.62

70.16

Level 2

54.05

72.06

54.05

72.06

54.05

72.06

Grade 8

           

Level 1

54.59

72.78

54.59

72.78

54.59

72.78

Level 2

56.00

74.66

56.00

74.66

56.00

74.66

Level 3

57.87

77.16

57.87

77.16

57.87

77.16

Level 4

59.24

78.98

59.24

78.98

59.24

78.98

1 Outside the span of hours of 7.00am to 7.00pm Monday to Friday in accordance with clause 20.1(a).

2 Outside a spread of 9 hours from the time of commencing work by an employee rostered to work broken shifts in accordance with clause 20.1(b).

3 Outside a spread of 12 hours from the time of commencing work by an employee rostered to work broken shifts in accordance with clause 20.1(b).

4 In excess of the number of hours fixed as a day’s, a week’s or a fortnight’s work as the case may be in accordance with clause 20.1(a).

B.2.3 Casual adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Day

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

% of minimum hourly rate

 

125%

140%

155%

175%

225%

150%

 

$

$

$

$

$

$

Grade 1

           

Level 1

26.86

30.09

33.31

37.61

48.35

32.24

Level 2

26.96

30.20

33.43

37.75

48.53

32.36

Level 3

27.53

30.83

34.13

38.54

49.55

33.03

Level 4

27.91

31.26

34.61

39.08

50.24

33.50

Level 5

28.73

32.17

35.62

40.22

51.71

34.47

Grade 2

           

Level 1

29.18

32.68

36.18

40.85

52.52

35.01

Level 2

29.69

33.25

36.81

41.56

53.44

35.63

Level 3

30.20

33.82

37.45

42.28

54.36

36.24

Level 4

30.64

34.31

37.99

42.89

55.15

36.77

Level 5

31.16

34.90

38.64

43.63

56.09

37.40

Grade 3

           

Level 1

31.73

35.53

39.34

44.42

57.11

38.07

Level 2

32.29

36.16

40.04

45.20

58.12

38.75

Level 3

32.64

36.55

40.47

45.69

58.75

39.17

Level 4

33.23

37.21

41.20

46.52

59.81

39.87

Grade 4

           

Level 1

33.74

37.79

41.83

47.23

60.73

40.49

Level 2

34.55

38.70

42.84

48.37

62.19

41.46

Level 3

35.18

39.40

43.62

49.25

63.32

42.21

Level 4

35.83

40.12

44.42

50.16

64.49

42.99

Grade 5

           

Level 1

36.54

40.92

45.31

51.15

65.77

43.85

Level 2

37.29

41.76

46.24

52.20

67.12

44.75

Level 3

38.08

42.64

47.21

53.31

68.54

45.69

Grade 6

           

Level 1

38.51

43.13

47.76

53.92

69.32

46.22

Level 2

39.24

43.95

48.65

54.93

70.63

47.09

Level 3

40.05

44.86

49.66

56.07

72.09

48.06

Level 4

41.59

46.58

51.57

58.22

74.86

49.91

Level 5

42.83

47.96

53.10

59.96

77.09

51.39

Grade 7

           

Level 1

43.85

49.11

54.37

61.39

78.93

52.62

Level 2

45.04

50.44

55.85

63.05

81.07

54.05

Grade 8

           

Level 1

45.49

50.95

56.40

63.68

81.88

54.59

Level 2

46.66

52.26

57.86

65.33

83.99

56.00

Level 3

48.23

54.01

59.80

67.52

86.81

57.87

Level 4

49.36

55.29

61.21

69.11

88.85

59.24

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

B.3 Dental employees
B.3.1 Full-time and part-time adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Ordinary hours

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

Public holiday

% of minimum hourly rate

 

100%

115%

130%

150%

200%

150% plus one day off3

250%

 

$

$

$

$

$

$

$

Dental assistant

             

Grade 1

20.49

23.56

26.64

30.74

40.98

30.74

51.23

Grade 2

20.91

24.05

27.18

31.37

41.82

31.37

52.28

Grade 3

21.34

24.54

27.74

32.01

42.68

32.01

53.35

Grade 4

22.70

26.11

29.51

34.05

45.40

34.05

56.75

Grade 5

23.47

26.99

30.51

35.21

46.94

35.21

58.68

Dental therapist grade 1

             

Grade 1

24.55

28.23

31.92

36.83

49.10

36.83

61.38

Grade 2

25.19

28.97

32.75

37.79

50.38

37.79

62.98

Grade 3

26.01

29.91

33.81

39.02

52.02

39.02

65.03

Grade 4

27.01

31.06

35.11

40.52

54.02

40.52

67.53

Grade 5

28.34

32.59

36.84

42.51

56.68

42.51

70.85

Grade 6

29.65

34.10

38.55

44.48

59.30

44.48

74.13

Grade 7

30.65

35.25

39.85

45.98

61.30

45.98

76.63

Dental therapist grade 2

             

Level 1

31.09

35.75

40.42

46.64

62.18

46.64

77.73

Level 2

31.79

36.56

41.33

47.69

63.58

47.69

79.48

Level 3

32.47

37.34

42.21

48.71

64.94

48.71

81.18

Level 4

33.05

38.01

42.97

49.58

66.10

49.58

82.63

Level 5

33.79

38.86

43.93

50.69

67.58

50.69

84.48

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

3 At the ordinary time rate, that is, an hour for each hour worked in accordance with clause 28.2(a)(ii).

B.3.2 Full-time and part-time adult employees—overtime rates

 

Employees other than shiftworkers

Shiftworkers - broken shifts

All employees

 

Outside the span of hours1

Outside the span of hours1

Outside a spread of 9 hours2

Outside a spread of 12 hours3

Excess hours4

 

First 2 hours

After 2 hours

   

First 2 hours

After 2 hours

 

% of minimum hourly rate

 

150%

200%

150%

200%

150%

200%

 

$

$

$

$

$

$

Dental assistant

           

Grade 1

30.74

40.98

30.74

40.98

30.74

40.98

Grade 2

31.37

41.82

31.37

41.82

31.37

41.82

Grade 3

32.01

42.68

32.01

42.68

32.01

42.68

Grade 4

34.05

45.40

34.05

45.40

34.05

45.40

Grade 5

35.21

46.94

35.21

46.94

35.21

46.94

Dental therapist grade 1

           

Grade 1

36.83

49.10

36.83

49.10

36.83

49.10

Grade 2

37.79

50.38

37.79

50.38

37.79

50.38

Grade 3

39.02

52.02

39.02

52.02

39.02

52.02

Grade 4

40.52

54.02

40.52

54.02

40.52

54.02

Grade 5

42.51

56.68

42.51

56.68

42.51

56.68

Grade 6

44.48

59.30

44.48

59.30

44.48

59.30

Grade 7

45.98

61.30

45.98

61.30

45.98

61.30

Dental therapist grade 2

           

Level 1

46.64

62.18

46.64

62.18

46.64

62.18

Level 2

47.69

63.58

47.69

63.58

47.69

63.58

Level 3

48.71

64.94

48.71

64.94

48.71

64.94

Level 4

49.58

66.10

49.58

66.10

49.58

66.10

Level 5

50.69

67.58

50.69

67.58

50.69

67.58

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

3 At the ordinary time rate, that is, an hour for each hour worked in accordance with clause 28.2(a)(ii).

B.3.3 Casual adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Day

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

 

% of minimum hourly rate

 

125%

140%

155%

175%

225%

150%

 

$

$

$

$

$

$

Dental assistant

           

Grade 1

25.61

28.69

31.76

35.86

46.10

30.74

Grade 2

26.14

29.27

32.41

36.59

47.05

31.37

Grade 3

26.68

29.88

33.08

37.35

48.02

32.01

Grade 4

28.38

31.78

35.19

39.73

51.08

34.05

Grade 5

29.34

32.86

36.38

41.07

52.81

35.21

Dental therapist grade 1

           

Level 1

30.69

34.37

38.05

42.96

55.24

36.83

Level 2

31.49

35.27

39.04

44.08

56.68

37.79

Level 3

32.51

36.41

40.32

45.52

58.52

39.02

Level 4

33.76

37.81

41.87

47.27

60.77

40.52

Level 5

35.43

39.68

43.93

49.60

63.77

42.51

Level 6

37.06

41.51

45.96

51.89

66.71

44.48

Level 7

38.31

42.91

47.51

53.64

68.96

45.98

Dental therapist grade 2

           

Level 1

38.86

43.53

48.19

54.41

69.95

46.64

Level 2

39.74

44.51

49.27

55.63

71.53

47.69

Level 3

40.59

45.46

50.33

56.82

73.06

48.71

Level 4

41.31

46.27

51.23

57.84

74.36

49.58

Level 5

42.24

47.31

52.37

59.13

76.03

50.69

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

B.4 Ancillary employees
B.4.1 Full-time and part-time adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Ordinary hours

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

Public holiday

 

% of minimum hourly rate

 

100%

115%

130%

150%

200%

150% plus one day off3

250%

 

$

$

$

$

$

$

$

Cleaner

21.33

24.53

27.73

32.00

42.66

32.00

53.33

Driver—Grade 1

22.21

25.54

28.87

33.32

44.42

33.32

55.53

Driver—Grade 2

22.79

26.21

29.63

34.19

45.58

34.19

56.98

Caretaker

22.79

26.21

29.63

34.19

45.58

34.19

56.98

1 Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2 Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

3 At the ordinary time rate, that is, an hour for each hour worked in accordance with clause 28.2(a)(ii).

B.4.2 Full-time and part-time adult employees—overtime rates

 

Employees other than shiftworkers

Shiftworkers - broken shifts

All employees

 

Outside the span of hours1

Outside the span of hours1

Outside a spread of 9 hours2

Outside a spread of 12 hours3

Excess hours4

 

First 2 hours

After 2 hours

   

First 2 hours

After 2 hours

 

% of minimum hourly rate

 

150%

200%

150%

200%

150%

200%

 

$

$

$

$

$

$

Cleaner

32.00

42.66

32.00

42.66

32.00

42.66

Driver—Grade 1

33.32

44.42

33.32

44.42

33.32

44.42

Driver—Grade 2

34.19

45.58

34.19

45.58

34.19

45.58

Caretaker

34.19

45.58

34.19

45.58

34.19

45.58

1.Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2.Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

3.At the ordinary time rate, that is, an hour for each hour worked in accordance with clause 28.2(a)(ii).

B.4.3 Casual adult employees—ordinary, shiftwork and penalty rates

 

All employees

Shiftworkers

All employees

 

Day

Outside normal span of hours1

Continuous night shift2

Saturday

Sunday

Public holiday

 

% of minimum hourly rate

 

125%

140%

155%

175%

225%

150%

 

$

$

$

$

$

$

Cleaner

26.66

29.86

33.06

37.33

47.99

32.00

Driver—Grade 1

27.76

31.09

34.43

38.87

49.97

33.32

Driver—Grade 2

28.49

31.91

35.32

39.88

51.28

34.19

Caretaker

28.49

31.91

35.32

39.88

51.28

34.19

1.Outside normal span of hours means where the ordinary rostered hours of work of an employee finish between 7.00 pm and 7.00 am or commence between 7.00 pm and 7.00 am in accordance with clause 21.1.

2.Continuous night shift means where a shiftworker is required to work ordinary hours continuously for a period exceeding 4 weeks on a shift wholly within the hours of 7.00 pm and 7.00 am in accordance with clause 21.2.

   

Schedule C—Summary of Monetary Allowances

See clause 18Allowances for full details of allowances payable under this award.

C.1 Wage-related allowances
C.1.1 The wage-related allowances in this award are based on the standard rate as defined in clause 2Definitions as the minimum weekly wage for an Aboriginal and/or Torres Strait Islander Health Worker Grade 2 Level 1 in clause 16.1(a) = $959.30.

Allowance

Clause

% of standard rate

$

Payable

Bilingual qualification allowance—Level 1

18.2(a)(ii)

206.93%

1985.08

per annum

Bilingual qualification allowance—Level 2

18.2(a)(ii)

414.18%

3973.23

per annum

On-call and recall allowances—After ordinary working hours—other than public holiday

20.6(a)(i)

1.97%

18.90

per any 24 hour period or part thereof

On-call and recall allowances—Public holiday

20.6(a)(ii)

3.94%

37.80

per any 24 hour period or part thereof

C.1.2 Adjustment of wage-related allowances

C.2 Expense-related allowance
C.2.1 The following expense-related allowances will be payable to employees in accordance with clause 18.3:

Allowance

Clause

$

Payable

Clothing allowance—Uniform allowance—the lesser of:

18.3(a)(i)

   

– Per day or part thereof; OR

 

1.20

per day or part thereof

– Per week

 

5.92

per week

Clothing allowance—Laundry allowance—the lesser of:

18.3(a)(ii)

   

– Per day or part thereof; OR

 

0.26

per day or part thereof

– Per week

 

1.29

per week

Travelling, transport and fares—use of own motor vehicle

18.3(b)(i)

0.78

per km

Meal allowance—Overtime of more than one hour after usual finishing time

18.3(c)(i)

13.29

per occasion

Meal allowance—Overtime exceeding 4 hours

18.3(c)(ii)

11.98

per occasion

C.2.2 Adjustment of expense-related allowances

   

Schedule D—Supported Wage System
D.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.
D.2 In this schedule:

D.3 Eligibility criteria
D.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.
D.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.
D.4 Supported wage rates
D.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 D.5)
%

Relevant minimum wage
%

10

10

20

20

30

30

40

40

50

50

60

60

70

70

80

80

90

90

D.4.2 Provided that the minimum amount payable must be not less than $87 per week.
D.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.
D.5 Assessment of capacity
D.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.
D.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.
D.6 Lodgement of SWS wage assessment agreement
D.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.
D.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.
D.7 Review of assessment

D.8 Other terms and conditions of employment

D.9 Workplace adjustment

D.10 Trial period
D.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.
D.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.
D.10.3 The minimum amount payable to the employee during the trial period must be no less than $87 per week.
D.10.4 Work trials should include induction or training as appropriate to the job being trialled.
D.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 D.5.

Schedule E—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 F—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 G—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 H—Part-day Public Holidays
H.1 This schedule operates where this award otherwise contains provisions dealing with public holidays that supplement the NES.
H.2 Where a part-day public holiday is declared or prescribed between 6.00 pm and midnight, or 7.00 pm and midnight on Christmas Eve (24 December in each year) or New Year’s Eve (31 December in each year) the following will apply on Christmas Eve and New Year’s Eve and will override any provision in this award relating to public holidays to the extent of the inconsistency:

H.3 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.
H.4 This schedule is not intended to detract from or supplement the NES