MA000117  PR716654 [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)

MANNEQUINS AND MODELS AWARD 2010
[MA000117]

Mannequins and modelling industry

JUSTICE ROSS, PRESIDENT
DEPUTY PRESIDENT CLANCY
COMMISSIONER BISSETT

MELBOURNE, 14 FEBRUARY 2020

4 yearly review of modern awards – Mannequins and Models 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 Mannequins and Models 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

Mannequins and Models 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 8
10. Part-time employees 9
11. Casual employees 9
Part 3— Hours of Work 11
12. Ordinary hours of work 11
13. Rosters 11
14. Breaks 12
15. Additional provisions for mannequins and models 12
Part 4— Wages and Allowances 13
16. Minimum rates 13
17. Allowances 16
18. Accident pay 19
19. Payment of wages 20
20. Superannuation 22
Part 5— Overtime and Penalty Rates 23
21. Overtime 23
22. Penalties and penalty rates for full-time or part-time employees 24
Part 6— Leave and Public Holidays 25
23. Annual leave 25
24. Personal/carer’s leave and compassionate leave 29
25. Parental leave and related entitlements 29
26. Community service leave 29
27. Unpaid family and domestic violence leave 29
28. Public holidays 29
Part 7— Consultation and Dispute Resolution 30
29. Consultation about major workplace change 30
30. Consultation about changes to rosters or hours of work 31
31. Dispute resolution 32
Part 8— Termination of Employment and Redundancy 33
32. Termination of employment 33
33. Redundancy 34
Schedule A —Adjustment of Casual Rates and Penalties 37
Schedule B —Summary of Monetary Allowances 39
Schedule C —Supported Wage System 41
Schedule D —Agreement to Take Annual Leave in Advance 44
Schedule E —Agreement to Cash Out Annual Leave 45
Schedule F —Part-day Public Holidays 46

Part 1—Application and Operation of this Award

1. Title and commencement

1.1 This award is the Mannequins and Models 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 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 occupational award covers employers throughout Australia who employ mannequins and models to the exclusion of any other modern award.

4.2 This award covers any employer which supplies on-hire employees in classifications set out in clause 16Minimum rates 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 4.2 operates subject to the exclusions from coverage in this award.

4.3 This 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.

4.4 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:

14.2(c)

Meal breaks

An individual

21.2

Time off instead of payment for overtime

An individual

23.3

Annual leave in advance

An individual

23.4

Cashing out of annual leave

An individual

28.2

Public holidays—substitution

An individual

28.6

Time off instead of payment for penalty rates

An individual

Part 2—Types of Employment and Classifications

8. Types of employment

8.1 Employees under this award will be employed in one of the following categories:

(a) full-time;

(b) part-time; or

(c) casual.

8.2 At the time of engagement an employer will inform each employee of the terms of their engagement and, in particular, whether they are to be a full-time, part-time or casual employee.

9. Full-time employees

A full-time employee is engaged to work an average of 38 hours per week on up to 5 days in any week.

10. Part-time employees

10.1 A part-time employee:

(a) works less than full-time hours of 38 per week; and

(b) has reasonably predictable hours of work.

10.2 A part-time employee employed under the provisions of clause 10 must be paid for ordinary hours worked at the minimum hourly rate prescribed for the class of work performed.

10.3 At the time of employment, the employer and the part-time employee will agree, in writing, on a regular pattern of work, specifying at least:

(a) the hours worked each day;

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

(c) the actual starting and finishing times of each day;

(d) the times of taking and the duration of meal breaks;

(e) that the minimum daily employment is 3 hours;

(f) that all time worked in excess of agreed hours is paid at the overtime rate; and

(g) that any variation to the agreement must be in writing;

10.4 Any agreement to vary the regular pattern of work must be made in writing before the variation occurs.

10.5 The agreement and any variation to it must be retained by the employer and a copy given by the employer to the employee.

11. Casual employees

11.1 A casual employee is an employee who is engaged and paid as a casual employee.

11.2 General conditions of a written contract

(a) what the employee is to wear or not wear;

(b) where, and under what conditions, the work is to be carried out;

(c) whether the employer requires the employee to work exclusively for the employer for the duration (or part thereof) of the engagement;

(d) whether the employee will at any time be required to hold themselves on-call and if so for what period(s) of time;

(e) whether the employee will be required to wear their hair in any particular style or colour;

(f) the way in which the work will be photographed or otherwise recorded; and

(g) the purpose for which the work, photograph, film, tape or other record will be used.

11.3 Cancellations and postponements

(a) In the case of a person engaged to perform work for less than a day, the following will apply:

(b) In the case of engagements of between a day and one week in duration:

(c) In the case of engagements of one week’s duration or longer:

11.4 Provisions for models

(a) Where a person is engaged to perform work for part of a day the following will apply:

(b) A person engaged for a parade day must arrive at least 15 minutes before the first parade or at the time fixed when the booking was made. If the mannequin or model arrives late they forfeit the amount to be paid for the booking or if at the discretion of the employer or their representatives they are allowed to join in subsequent parades they will only be entitled to proportionate payment based on the number of parades in which they actually participate.

Part 3—Hours of Work

12. Ordinary hours of work

12.1 Ordinary hours of work for a full-time employee will be an average of 38 per week over 28 days, worked in any of the forms provided for in clause 12 or over a longer period by agreement.

12.2 Ordinary hours will be worked on not more than 5 days in any week, within the times set out in clause 12.4.

12.3 The maximum number of hours that will constitute a day’s work without the payment of overtime must not exceed 9 except on one day in any week when it will not exceed 10.5 hours.

12.4 Spread of ordinary hours

Days of the week

Spread of hours

Monday to Wednesday

7.00 am to 9.00 pm

Thursday, Friday and Saturday

7.00 am to 6.00 pm

13. Rosters

13.1 The employer must give each full-time employee written notice of their weekly and daily working hours at least 14 days in advance, together with the days on which the employee is to be off duty. In the absence of such notification, it will be deemed that the employee is rostered to work Monday to Friday (inclusive) each week.

13.2 Employees must be notified at least one week in advance of any change in the roster.

13.3 The roster may be changed by mutual agreement between the employer and the employee.

13.4 In the case of an emergency or other unforeseen circumstance the roster may be changed upon 48 hours’ notice being given by the employer to the employee.

13.5 Changes to rosters are subject to clause 30Consultation about changes to rosters or hours of work.

14. Breaks

14.1 Rest breaks

(a) Where the engagement is for a continuous period of 4 hours or more an employee will be entitled to a rest break of 15 minutes’ duration.

(b) Rest breaks will be taken at times that will not interfere with the continuity of work where continuity is necessary.

14.2 Meal breaks

(a) No employee will be required to work continuously for more than 5 hours without a break for a meal of at least 45 minutes.

(b) All employees will be allowed to leave the establishment where the work is being carried out for the whole of their break.

(c) An employee and employer may agree that the meal break for lunch will be 30 minutes.

15. Additional provisions for mannequins and models

15.1 Where mannequin or model or a house mannequin and model is required to appear in lingerie, foundation garments, semi-nude or nude they will be entitled to have another person of their choosing present at all times during the engagement.

15.2 An employer may not use or distribute the photograph, film or other record of the mannequin or model for any purpose other than that which is specified in writing to the mannequin or model at the time of engagement.

15.3 It shall be a condition of every engagement where photographs are being taken of a mannequin or model that the employer shall, at the time of booking, inform the model in writing of the details for which the photograph film or other recording is being taken.

Part 4—Wages and Allowances

16. Minimum rates

16.1 Full-time and part-time employees

The minimum rates for an adult house mannequin or model (18 years of age or older) are:

16.2 Casual mannequins and models

(g) Fitting payment

(k) Billboards/posters—when the photograph(s) taken are used for large billboards or posters (minimum size, 6 metres by 3 metres), an additional payment of $221.41 will be paid to each model involved.

(l) Mannequins other than manufacturers’ and agents’ showings exclusively to the trade—an additional $57.86 for an exclusive parade where the media is present.

16.3 Supported wage system

17. 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.

17.1 Employers must pay an employee the allowances the employee is entitled to under clause 17.

17.2 Clothing and accessories

(a) Where the employer requires clothing or accessories additional to the employee’s personal wardrobe to be worn, the employer must reimburse the employee for the cost of obtaining such additional clothing or accessories.

(b) Clause 17.2(a) will not apply where an employer provides such clothing or accessories.

(c) Items provided by the employer remain the property of the employer.

17.3 Full-time and part-time employees

17.4 Casual employees

18. Accident pay

18.1 Definitions

(a) Accident pay means a weekly payment made to an employee by the employer that is the difference between the weekly amount of compensation the employee is entitled to receive pursuant to the applicable workers’ compensation legislation and the employee’s weekly wage payable under this award for the classification of work if the employee had been performing their normal duties (not including over award payments, shift loadings or overtime).

(b) Injury will be given the same meaning and application as applying under the applicable workers’ compensation legislation covering the employer.

18.2 Entitlement to accident pay

18.3 Calculation of the period

(a) The 26 week period commences from the date of injury. In the event of more than one absence arising from one injury, such absences are to be cumulative in the assessment of the 26 week period.

(b) The termination by the employer of the employee’s employment within the 26 week period will not affect the employee’s entitlement to accident pay.

(c) For a period of less than one week, accident pay will be calculated on a pro rata basis.

18.4 When not entitled to payment

18.5 Return to work

18.6 Redemptions

18.7 Damages independent of the Acts

18.8 Casual employees

19. 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.

19.1 Wages may be paid in cash, or by cheque or electronic funds transfer.

19.2 All wages due will be paid no later than Thursday in each pay period and must be paid during working hours. When Friday is a holiday, wages will be paid no later than Wednesday in that week.

19.3 Frequency of payment for full-time employees

(a) In the case of an employee who works a 38 hour week wages will be paid weekly or fortnightly according to the actual hours worked each week or fortnight.

(b) In the case of an employee whose ordinary hours of work are arranged so that they work an average of 38 ordinary hours each week during a particular work cycle, wages must be paid weekly or fortnightly according to a weekly average of ordinary hours worked even though more or less than 38 ordinary hours may be worked in any particular week of the work cycle.

19.4 Frequency of payment for part-time employees

19.5 Frequency of payment for casual employees

19.6 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 19.6(a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.

20. Superannuation

20.1 Superannuation legislation

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

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

20.2 Employer contributions

20.3 Voluntary employee contributions

(a) Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 20.2.

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

(c) The employer must pay the amount authorised under clauses 20.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 20.3(a) or (b) was made.

20.4 Superannuation fund

(a) Retail Employees Superannuation Trust (REST);

(b) AustralianSuper;

(c) Tasplan;

(d) CareSuper;

(e) Sunsuper;

(f) Media Super;

(g) 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 or its successor fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme; or

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

20.5 Absence from work

(a) Paid leave—while the employee is on any paid leave;

(b) Work-related injury or illness—for the period of absence from work (subject to a maximum of 52 weeks) of the employee due to work-related injury or work-related illness provided that:

Part 5—Overtime and Penalty Rates

21. Overtime

21.1 For all work done in excess of 38 hours per week, or outside the spread of ordinary hours in clause 12.4, an employee must be paid at:

(a) 150% of the minimum hourly rate for the first 3 hours; and

(b) 200% of the minimum hourly rate after 3 hours.

21.2 Time off instead of payment for overtime

(a) An employee and employer may agree to the employee taking time off instead of being paid for a particular amount of overtime that has been worked by the employee.

(b) The period of time off that an employee is entitled to take is equivalent to the overtime payment that would have been made.

(c) Time off must be taken:

(d) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 21.2 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.

(e) If time off for overtime that has been worked is not taken within the period of 6 months mentioned in clause 21.2(c), 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.

(f) 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.

(g) 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 21.2 will apply for overtime that has been worked.

(h) If, on the termination of the employee’s employment, time off for overtime worked by the employee to which clause 21.2 applies has not been taken, the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.

22. Penalties and penalty rates for full-time or part-time employees

22.1 Evening and Saturday work

(a) House mannequin or model

22.2 Sunday work

Part 6—Leave and Public Holidays

23. Annual leave

23.1 Annual leave is provided for in the NES.

23.2 Payment for annual leave

In addition to the payment provided for in the NES, an employer is required to pay leave loading of 17.5% of that payment.

23.3 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 23.3 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 23.3, 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.

23.4 Cashing out of annual leave

(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 23.4.

(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 23.4.

(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 23.4 must state:

(e) An agreement under clause 23.4 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 23.4 as an employee record.

23.5 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.

(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 23.6 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.

(d) Clause 23.7 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.

23.6 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 23.5(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 23.6(a):

(c) The employee must take paid annual leave in accordance with a direction under clause 23.6(a) that is in effect.

(d) An employee to whom a direction has been given under clause 23.6(a) may request to take a period of paid annual leave as if the direction had not been given.

23.7 Excessive leave accruals: request by employee for leave

(a) If an employee has genuinely tried to reach agreement with an employer under clause 23.5(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 23.7(a) if:

(c) A notice given by an employee under clause 23.7(a) must not:

(d) An employee is not entitled to request by a notice under clause 23.7(a) more than 4 weeks’ paid annual leave in any period of 12 months.

(e) The employer must grant paid annual leave requested by a notice under clause 23.7(a).

24. Personal/carer’s leave and compassionate leave

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

25. Parental leave and related entitlements

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

26. Community service leave

Community service leave is provided for in the NES.

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 All work performed on a public holiday or a substituted day will be paid at 250% of the employee’s minimum hourly rate.
28.3 Public holiday 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.

(c) In the case of Christmas Day where substitution occurs, work on 25 December will attract an additional penalty of half a normal day’s wage for a full day’s work in addition to the Saturday/Sunday rate and the employee will also be entitled to the benefits of the substituted public holiday.

28.4 An employee who works only on a standard Monday to Friday roster will not receive compensation for Easter Saturday or Anzac Day when it occurs on a weekend.

28.5 Part-day public holidays

28.6 Time off instead of payment for penalty rates

(a) Time off instead of payment of the penalty rate prescribed for work on a public holiday pursuant to clause 28 may be provided if an employee so elects and it is agreed by the employer.

(b) Such time off must be taken at a mutually convenient time and within 4 weeks of the public holiday or, where agreed between the employee and the employer, may be accumulated and taken as part of annual leave.

(c) Time off instead of payment for penalty rates must equate to the penalty rate, e.g. if the employee works 3 hours on a public holiday and the additional penalty rate is 150% of the minimum hourly rate and the employee elects to take time off instead of payment, the time off would equal 4.5 hours.

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 119–123 of the Act. Clause 33.4 supplements the NES by providing redundancy pay for employees of a small business employer.

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 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 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 119–123 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.

33.4 Severance pay—employees of a small employer

(a) Clause 33.4 applies to an employee of a small business employer, except for an employee who is excluded from redundancy pay under the NES by sections 121(1)(a), 123(1), 123(4)(a) or 123(4)(d) of the Act.

(b) In clause 33.4(a) an employee is an employee of a small business employer if, immediately before the time the employee’s employment is terminated, or at the time when the employee is given notice of termination as described in section 117(1) of the Act (whichever happens first), the employer is a small business employer as defined by section 23 of the Act.

(c) Subject to clauses 33.4(f) and 33.4(g), an employee is entitled to be paid redundancy pay by the employer if the employee’s employment is terminated:

(d) An employee of a small business employer whose employment is terminated by reason of redundancy is entitled to the following amount of redundancy pay in respect of a period of continuous service:

(e) In clause 33.4(d) continuous service has the same meaning as in section 119 of the Act.

(f) The terms of section 120 of the Act apply as if section 120 referred to ‘clause 33.4(c) above’ rather than ‘section 119’.

(g) The terms of section 122 of the Act apply as if section 122 referred to ‘clause 33.4’ rather than ‘this Subdivision’ and to ‘paragraph (c) above’ rather than ‘section 119’.


Schedule A—Adjustment of Casual Rates and Penalties
A.1 Casual mannequins and models

The additional rates for Casual mannequins and models in clause 16.2(j) and 16.2(l) are based on the standard rate as defined in Clause 2Definitions as the minimum weekly rate for a house mannequin or model in clause 16.1(a) = $817.30.

Allowance

Clause

% of standard rate

$

Payable

Trade showings or parades

16.2(j)(i)

5.33

43.56

per showing or parade

Freelance comperes—mannequin parades—Not required to prepare a script

16.2(j)(ii)

5.01

40.95

per engagement

Freelance comperes—mannequin parades—Required to prepare a script for repetitive parades

16.2(j)(ii)

11.40

93.17

per engagement

Freelance comperes—mannequin parades—Required to prepare a script for a single parade

16.2(j)(ii)

17.45

142.62

per engagement

Billboards/posters

16.2(k)

27.09

221.41

additional payment to each model involved

Mannequins—other than manufacturers’ and agents’ showings exclusively to the trade

16.2(l)

7.08

57.86

per exclusive parade where media is present

A.2 Penalties

The penalties in clause 22 of this award are based on the standard rate as defined in clause 2Definitions as the minimum weekly rate for a house mannequin or model in clause 16.1(a) = $817.30.

Penalty

Clause

% of standard rate

$

Payable

Evening and Saturday work:

22.1

     

    House mannequin or model—between 6.00 pm and 9.00 pm on a weekday

22.1(a)(i)

0.63

5.15

per hour

    House mannequin or model—between 7.00 am and 6.00 pm on a Saturday

22.1(a)(ii)

1.30

10.62

per hour

Evening and Saturday work—juniors:

22.1(b)

     

    Ordinary hours between 6.00 pm and 9.00 pm on a weekday:

22.1(b)(i)

     

    15 years of age

 

0.38

3.11

per hour

    16 years of age

 

0.47

3.84

per hour

    17 years of age

 

0.57

4.66

per hour

    18 years of age and over

 

0.63

5.15

per hour

    Ordinary hours between 7.00 am and 6.00 pm on a Saturday:

22.1(b)(ii)

     

    15 years of age

 

0.78

6.37

per hour

    16 years of age

 

0.97

7.93

per hour

    17 years of age

 

1.17

9.56

per hour

    18 years of age and over

 

1.30

10.62

per hour

A.3 Adjustment of casual rates and penalties

Payments in this schedule are adjusted in accordance with increases to wages and are based on a percentage of the standard rate as specified.

Schedule B—Summary of Monetary Allowances
B.1 Expense-related allowances
B.1.1 The following expense-related allowances will be payable to employees in accordance with clause 17Allowances:

Allowance

Clause

$

Payable

Full-time and part-time employees:

     

Transport allowance—use of own motor vehicle

17.3(a)(i)

0.78

per km

Meal allowances—Overtime—at least one hour

17.3(c)(i)

13.63

per occasion

Meal allowances—Overtime—exceeds 4 hours

17.3(c)(i)

12.22

per occasion

Meal allowances—Late night—second meal break

17.3(c)(ii)

13.63

per occasion

Meal allowances—Overtime on Sunday

17.3(c)(iii)

13.63

per occasion

Meal allowances—Overtime on Sunday—more than 8 hours’ work

17.3(c)(iii)

12.22

per occasion

Casual employees:

     

Travelling allowances—11km up to 25km from capital city GPO

17.4(a)(i)

10.72

per engagement

Travelling allowances—25km up to 50km from capital city GPO

17.4(a)(ii)

21.50

per engagement

Travelling allowances—Distant work, fares and accommodation—use of own motor vehicle

17.4(b)(v)

0.78

per km

B.1.2 Adjustment of expense-related allowances

   

Schedule C—Supported Wage System
C.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.
C.2 In this schedule:

C.3 Eligibility criteria
C.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.
C.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.
C.4 Supported wage rates
C.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:

Assessed capacity (clause C.5)
%

Relevant minimum wage
%

10

10

20

20

30

30

40

40

50

50

60

60

70

70

80

80

90

90

C.4.2 Provided that the minimum amount payable must be not less than $87 per week.
C.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.
C.5 Assessment of capacity
C.5.1 For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the 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.
C.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement, and retained by the employer as a time and wages record in accordance with the Act.
C.6 Lodgement of SWS wage assessment agreement
C.6.1 All SWS wage assessment agreements under the conditions of this schedule, including the appropriate percentage of the relevant minimum wage to be paid to the employee, must be lodged by the employer with the Fair Work Commission.
C.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment, the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days.
C.7 Review of assessment

The assessment of the applicable percentage should be subject to annual or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the SWS.

C.8 Other terms and conditions of employment

Where an assessment has been made, the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.

C.9 Workplace adjustment

An employer wishing to employ a person under the provisions of this schedule must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.

C.10 Trial period
C.10.1 In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.
C.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.
C.10.3 The minimum amount payable to the employee during the trial period must be no less than $87 per week.
C.10.4 Work trials should include induction or training as appropriate to the job being trialled.
C.10.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause C.5.

Schedule D—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 E—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 F—Part-day Public Holidays
F.1 This schedule operates where this award otherwise contains provisions dealing with public holidays that supplement the NES.
F.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:

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