MA000108  PR716682
FAIR WORK COMMISSION

DETERMINATION


Fair Work Act 2009

s.156—4 yearly review of modern awards

4 yearly review of modern awards
(AM2019/17)

PROFESSIONAL DIVING INDUSTRY (INDUSTRIAL) AWARD 2010
[MA000108]

Diving services

JUSTICE ROSS, PRESIDENT
DEPUTY PRESIDENT CLANCY
COMMISSIONER BISSETT

MELBOURNE, 14 FEBRUARY 2020

4 yearly review of modern awards – Professional Diving Industry (Industrial) 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 Professional Diving Industry (Industrial) 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

Professional Diving Industry (Industrial) Award 2020

Table of Contents

SECTION A — GENERAL 3
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 5
5. Individual flexibility arrangements 6
6. Requests for flexible working arrangements 7
7. Facilitative provisions 8
Part 2— Types of Employment and Classifications 9
8. Types of employment 9
9. Full-time employees 9
10. Casual employees 9
11. Classifications 11
Part 3— Wage related matters 12
12. Accident pay 12
13. Superannuation 13
Part 4— Leave and Public Holidays 14
14. Annual leave 14
15. Personal/carer’s leave and compassionate leave 16
16. Parental leave and related entitlements 16
17. Community service leave 16
18. Unpaid family and domestic violence leave 16
19. Public holidays 17
Part 5— Consultation and Dispute Resolution 17
20. Consultation about major workplace change 17
21. Consultation about changes to rosters or hours of work 18
22. Dispute resolution 18
Part 6— Termination of Employment and Redundancy 19
23. Termination of employment 19
24. Redundancy 20
SECTION B—INSHORE DIVERS 22
Part 7— Hours of Work 22
25. Ordinary hours of work and rostering 22
26. Breaks 22
Part 8— Wages and Allowances 22
27. Minimum rates 22
28. Payment of wages 23
29. Allowances 24
Part 9— Overtime 27
30. Overtime 27
SECTION C—OFFSHORE DIVERS 30
Part 10— Hours of Work 30
31. Ordinary hours of work and rostering 30
Part 11— Wages and Allowances 32
32. Minimum rates 32
33. Payment of wages 33
34. Allowances 34
Schedule A —Classification Definitions 39
Schedule B —Summary of Rates of Pay 41
Schedule C —Summary of Monetary Allowances 44
Schedule D —Agreement for Time Off Instead of Payment for Overtime 48
Schedule E —Agreement to Take Annual Leave in Advance 49
Schedule F —Agreement to Cash Out Annual Leave 50
Schedule G —Part-day Public Holidays 51

SECTION A — GENERAL
Part 1—Application and Operation of this Award

1. Title and commencement

1.1 This award is the Professional Diving Industry (Industrial) 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 this award and the NES are available to all employees to whom they apply, either on a notice board which is conveniently located at or near the workplace or through accessible electronic means.

4. Coverage

4.1 This industry award covers employers throughout Australia in the professional industrial diving industry and their employees in the classifications listed in Schedule A—Classification Definitions to the exclusion of any other modern award.

4.2 In this award, the professional industrial diving industry means the provision of underwater services to industry and includes offshore exploration and development diving and related shipboard services.

4.3 In clause 4.1, Australia means all areas within the Commonwealth of Australia or within the adjacent areas as defined in the Offshore Petroleum and Greenhouse Gas Storage Acts (State or Federal) and/or the Petroleum (Submerged Lands) Acts (State) and/or such areas that fall within the territorial jurisdiction of the Commonwealth of Australia.

4.4 The award does not cover employers and employees covered by the classifications listed in the Professional Diving Industry (Recreational) Award 2020.

4.5 This award covers any employer which supplies labour on an on-hire basis in the professional industrial diving 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 4.5 operates subject to the exclusions from coverage in this award.

4.6 This award does not cover:

(a) employees excluded from award coverage by the Act;

(b) employees who are covered by a modern enterprise award or an enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees; or

(c) employees who are covered by a State reference public sector modern award or a State reference public sector transitional award (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees.

4.7 Where an employer is covered by more than one award, an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.

5. Individual flexibility arrangements

5.1 Despite anything else in this award, an employer and an individual employee may agree to vary the application of the terms of this award relating to any of the following in order to meet the genuine needs of both the employee and the employer:

(a) arrangements for when work is performed; or

(b) overtime rates; or

(c) penalty rates; or

(d) allowances; or

(e) annual leave loading.

5.2 An agreement must be one that is genuinely made by the employer and the individual employee without coercion or duress.

5.3 An agreement may only be made after the individual employee has commenced employment with the employer.

5.4 An employer who wishes to initiate the making of an agreement must:

(a) give the employee a written proposal; and

(b) if the employer is aware that the employee has, or reasonably should be aware that the employee may have, limited understanding of written English, take reasonable steps (including providing a translation in an appropriate language) to ensure that the employee understands the proposal.

5.5 An agreement must result in the employee being better off overall at the time the agreement is made than if the agreement had not been made.

5.6 An agreement must do all of the following:

(a) state the names of the employer and the employee; and

(b) identify the award term, or award terms, the application of which is to be varied; and

(c) set out how the application of the award term, or each award term, is varied; and

(d) set out how the agreement results in the employee being better off overall at the time the agreement is made than if the agreement had not been made; and

(e) state the date the agreement is to start.

5.7 An agreement must be:

(a) in writing; and

(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 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:

(a) clause 14.5—Annual leave in advance

(b) clause 14.6—Cashing out of annual leave

(c) clause 25.1(e)—Ordinary hours of work and rostering (inshore divers);

(d) clause 28.1—Payment of wages (inshore divers);

(e) clause 30.4—Time off instead of payment for overtime (inshore divers);

(f) clause 31.1(c)—Roster cycles (offshore divers); and

(g) clause 33.1—Payment of wages (offshore divers).

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; or

(b) casual.

9. Full-time employees

9.1 A full-time employee is engaged to work an average of 38 ordinary hours per week.

9.2 Where employment is of less than 4 weeks’ duration, employees will be paid casual rates.

9.3 Inshore divers must be employed by the week.

9.4 For offshore divers, employment for the first 4 weeks will be on a weekly basis and thereafter will be on a calendar month basis.

10. Casual employees

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

10.2 A casual employee will be paid an hourly rate with a minimum payment of 8 hours except as provided for in clause 10.4.

10.3 Casual loading

(a) For each hour worked, a casual employee must be paid:

10.4 Where casual inshore divers are required to attend for work at the usual starting time and are not required to start work, they must be paid 4 hours’ pay plus fares and travelling time in accordance with clause 29.3(b).

10.5 Casual employment is to be terminated by 4 hours’ notice on either side, or by the payment or forfeiture of 4 hours’ wages as the case may be.

10.6 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 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 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) Any request under clause 10.6 must be in writing and provided to the employer.

(e) Where a regular casual employee seeks to convert to full-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.

(f) Reasonable grounds for refusal include that:

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

(h) 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.

(i) 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 22Dispute 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.

(j) Where it is agreed that a casual employee will have their employment converted to full-time employment as provided for in clause 10.6, the employer and employee must discuss and record in writing that the employee will convert to full-time employment.

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

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

(m) 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 10.6.

(n) Nothing in clause 10.6 obliges a regular casual employee to convert to full-time employment, nor permits an employer to require a regular casual employee to so convert.

(o) Nothing in clause 10.6 requires an employer to increase the hours of a regular casual employee seeking conversion to full-time employment.

(p) An employer must provide a casual employee, whether a regular casual employee or not, with a copy of the provisions of clause 10.6 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 10.6 by 1 January 2019.

(q) A casual employee’s right to request to convert is not affected if the employer fails to comply with the notice requirements in clause 10.6(p).

11. Classifications

The classification structure and definitions under this award are set out at Schedule AClassification Definitions.

Part 3—Wage related matters

12. Accident pay

12.1 For the purposes of clause 12, the following definitions will apply:

(a) Accident pay means a weekly payment made to an employee by the employer that is the difference between the weekly amount of compensation paid to an employee pursuant to the applicable workers’ compensation legislation and the weekly amount that would have been received had the employee been on paid personal leave at the date of the injury (not including over award payments) provided the latter amount is greater than the former amount.

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

12.2 Entitlement to accident pay

12.3 Calculation of the period

(a) The 52 week period commences from the date of injury. In the event of more than one absence arising from one injury, such absences are to be cumulative in the assessment of the 52 week period.

(b) The termination by the employer of the employee’s employment within the 52 week period will not affect the employee’s entitlement to accident pay.

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

12.4 When not entitled to payment

12.5 Return to work

12.6 Redemptions

12.7 Damages independent of the Acts

12.8 Casual employees

13. Superannuation

13.1 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.

13.2 Employer contributions

13.3 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 13.2.

(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 13.3(a) or 13.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 13.3(a) or 13.3(b) was made.

13.4 Superannuation fund

(a) Maritime Super;

(b) AMP Superannuation Savings Trust;

(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 4—Leave and Public Holidays

14. Annual leave

14.1 Annual leave is provided for in the NES.

14.2 Payment for annual leave

(a) Before the start of an employee’s annual leave, the employer must pay the employee the amount the employee would have been paid for working ordinary hours during the period of annual leave.

14.3 Leave for offshore divers is provided for in clause 31.1Ordinary hours and roster cycles.

14.4 Electronic funds transfer (EFT) payment of annual leave

14.5 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 14.5 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 14.5, 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.

14.6 Cashing out of annual leave

(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 14.6.

(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 14.6.

(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 14.6 must state:

(e) An agreement under clause 14.6 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 14.6 as an employee record.

15. Personal/carer’s leave and compassionate leave

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

16. Parental leave and related entitlements

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

17. Community service leave

Community service leave is provided for in the NES.

18. 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.

19. Public holidays

19.1 Public holidays are provided for in the NES.

19.2 An inshore diver required to work on a public holiday will be paid at the rate of 250% of the ordinary hourly rate, with a minimum payment for 4 hours’ work.

19.3 Part-day public holidays

Part 5—Consultation and Dispute Resolution

20. Consultation about major workplace change

20.1 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.

20.2 For the purposes of the discussion under clause 20.1(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.

20.3 Clause 20.2 does not require an employer to disclose any confidential information if its disclosure would be contrary to the employer’s interests.

20.4 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 20.1(b).

20.5 In clause 20 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.

20.6 Where this award makes provision for alteration of any of the matters defined at clause 20.5, such alteration is taken not to have significant effect.

21. Consultation about changes to rosters or hours of work

21.1 Clause 21 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.

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

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

(a) provide to the employees and representatives mentioned in clause 21.2 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.

21.4 The employer must consider any views given under clause 21.3(b).

21.5 Clause 21 is to be read in conjunction with any other provisions of this award concerning the scheduling of work or the giving of notice.

22. Dispute resolution

22.1 Clause 22 sets out the procedures to be followed if a dispute arises about a matter under this award or in relation to the NES.

22.2 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.

22.3 If the dispute is not resolved through discussion as mentioned in clause 22.2, 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.

22.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 22.2 and 22.3, a party to the dispute may refer it to the Fair Work Commission.

22.5 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.

22.6 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.

22.7 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 22.

22.8 While procedures are being followed under clause 22 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.

22.9 Clause 22.8 is subject to any applicable work health and safety legislation.

Part 6—Termination of Employment and Redundancy

23. Termination of employment

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

23.1 Notice of termination by an employee

(a) Clause 23.1 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 23.1(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 23.1(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 23.1(b), then no deduction can be made under clause 23.1(d).

(f) Any deduction made under clause 23.1(d) must not be unreasonable in the circumstances.

23.2 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 23.2 is to be taken at times that are convenient to the employee after consultation with the employer.

24. Redundancy

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

24.1 Transfer to lower paid duties on redundancy

(a) Clause 24.1 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 24.1(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.

24.2 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 24 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.

24.3 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 24.3(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 24.3(b).

(d) An employee who fails to produce proof when required under clause 24.3(b) is not entitled to be paid for the time off.

(e) This entitlement applies instead of clause 23.2.

SECTION B—INSHORE DIVERS
Part 7—Hours of Work

25. Ordinary hours of work and rostering

25.1 Ordinary hours and roster cycles

(a) Ordinary hours are worked between 6.00 am to 6.00 pm, Monday to Friday.

(b) The ordinary hours of work for a full-time employee will not exceed 38 hours per week.

(c) The ordinary hours of work for a casual employee will be in accordance with clause 10Casual employees.

(d) Work undertaken prior to the spread of hours provided by clause 25.1(a) for which overtime rates are payable will be deemed for the purposes of clause 25 to be part of the ordinary hours of work.

(e) The spread of hours provided by clause 25.1(a) may be altered by up to one hour by mutual agreement between the employer and employees.

(f) Where employees are not employed on diving operations during their ordinary hours, the employer may use their services on other work for any time remaining.

26. Breaks

Part 8—Wages and Allowances

27. Minimum rates

27.1 An employer must pay inshore divers the following minimum wages for ordinary hours worked by the employee:

Employee classification

Minimum weekly rate
(full-time employee)

Minimum hourly rate

 

    $

    $

Diving Supervisor

1,396.90

36.76

Hyperbaric Welder

1,083.80

28.52

Diver

1,036.10

27.27

Diver’s Attendant

851.90

22.42

27.2 Higher duties

(a) Where employees perform the duties of a higher paid classification for a day or part day they will be paid at the higher rate for that day and paid at the higher rate for an equivalent day in their off-duty period.

(b) For the purposes of clause 27.2(a), a higher paid classification means a classification where the total salary and allowances payable are greater than the total salary and allowances payable at the employee’s current classification.

28. 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.

28.1 Wages will be paid either weekly or fortnightly, unless otherwise agreed between the employer and the employee.

28.2 Wages will be paid by cash, bank cheque or electronic funds transfer (EFT).

28.3 Where an employee is paid by cash or cheque and the employee is kept waiting for their wages on pay day for more than 15 minutes after the usual time for ceasing work, the employee must be paid overtime rates after that 15 minutes for the duration spent waiting at the workplace.

28.4 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 28.4(a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.

29. 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.

29.1 Employers must pay to an employee the allowances the employee is entitled to under clause 29.

29.2 Over-award allowances

29.3 Expense-related allowances

Part 9—Overtime

30. Overtime

30.1 Definition of overtime

(a) in excess of 6 hours and 36 minutes per day; or

(b) outside the spread of hours in clause 25.1(a).

30.2 Overtime rates

For overtime worked on

Overtime rate
% of minimum hourly rate

Casual overtime rate
% of the casual hourly rate1

Monday to Saturday—first 2 hours

150

150

Monday to Saturday—after 2 hours

200

200

Sunday—all day

200

200

Public holiday—all day

250

250

30.3 Call back

30.4 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 30.4.

(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 30.4 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 30.4(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 30.4 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 30.4 will apply, including the requirement for separate written agreements under clause 30.4(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 30.4 applies has not been taken, the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.

SECTION C—OFFSHORE DIVERS
Part 10—Hours of Work

31. Ordinary hours of work and rostering

31.1 Ordinary hours and roster cycles

(a) The average daily hours of work for an offshore diver will be no greater than 12 hours.

31.2 Work on first day of off-duty period

Part 11—Wages and Allowances

32. Minimum rates

32.1 Minimum rates

(a) An employer must pay offshore divers the following wages for ordinary hours worked by the employee:

 

    Full-time employees

Employee classification

Minimum weekly rate
(full-time employee)

Aggregate weekly factor (percentage of minimum weekly rate)

Total weekly rate (minimum weekly rate plus aggregate weekly factor)

 

$

%

$

Diving Superintendent

1138.70

117

2470.98

Diving Supervisor

1064.10

116

2298.46

Supervisor
(ADS Operations)

1064.10

116

2298.46

Hyperbaric Welder

1027.10

116

2218.54

Life Support Technician

973.80

114

2083.93

Senior Operator (OMB Operations)

973.80

114

2083.93

Systems Maintenance Technician

911.70

113

1941.92

Diver

857.00

111

1808.27

Operator
(ADS Operations)

857.00

111

1808.27

Diver’s Attendant

745.50

108

1550.64

(b) A full-time employee engaged in offshore diving must be paid the total weekly rate which is the minimum weekly rate plus the aggregate weekly factor.

(c) The aggregate weekly factor specified in clause 32.1(a) includes payment for the various rosters that may be worked, overtime, the nature of the industry and penalties and conditions of employment applicable to the work performed.

(d) Total monthly rates are calculated by multiplying the total weekly rate specified in clause 32.1(a) by 4.35.

32.2 Higher duties

(a) Where employees perform the duties of a higher paid classification for a day or part day they will be paid at the higher rate for that day and paid at the higher rate for an equivalent day in their off-duty period.

(b) For the purposes of clause 32.2(a), a higher paid classification means a classification where the total salary and allowances payable are greater than the total salary and allowances payable at the employee’s current classification.

33. 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.

33.1 Wages will be paid either weekly or fortnightly, unless otherwise agreed between the employer and the employee.

33.2 Wages will be paid by cash, bank cheque or electronic funds transfer (EFT).

33.3 Where an employee is paid by cash or cheque and the employee is kept waiting for their wages on pay day for more than 15 minutes after the usual time for ceasing work, the employee must be paid overtime rates after that 15 minutes for the duration spent waiting at the workplace.

33.4 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 33.4(a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.

34. 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.

34.1 Employers must pay to an employee the allowances the employee is entitled to under clause 34.

34.2 Over-award allowances

34.3 Expense-related allowances

Schedule A—Classification Definitions

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.

A.1 Diver means an employee trained and certified in accordance with AS 2815 Parts 1-3 and experienced in the use of Self-Contained Underwater Breathing Apparatus (SCUBA) and/or Surface Supplied Breathing Apparatus (SSBA) equipment, the physics and physiology of diving, underwater communication systems, use, inspection and maintenance of compressed air supplies, operation and maintenance of underwater tools, preparation and operation of compression chambers (Parts 1 and 2 under supervision), the performance of underwater work, first aid and the relevant legislation.
A.2 Diver’s Attendant means an employee who has adequate knowledge of underwater work, the signals and communication devices used in diving operations, decompression procedures and equipment used in diving operations. The Diver’s Attendant will carry out the functions of attending to a diver, including assisting the diver to dress and undress, handling hoses and/or lifelines and such other duties as may be assigned by the diving supervisor but will not be required to perform underwater services.
A.3 Diving Superintendent means an employee placed in charge of a 24 hour diving operation to co-ordinate the diving work and to relieve Diving Supervisors engaged in that operation where and when necessary.
A.4 Diving Supervisor means a diver experienced in diving and diving techniques, appointed by the employer in writing to supervise diving operations, to instruct other divers and to be responsible for safe diving practices. The diving supervisor will also be competent to supervise all classes of hydrocarbon exploration and development diving applicable to and appropriate to the particular operation which may include using helium/oxygen or similar mixtures, using submarine observation chambers and operating from submarine working chambers. In addition, the diving supervisor is responsible to the employer for other on-site supervisory functions relating to matters within the scope of this award, including liaison with other companies, supervision of employees, keeping of appropriate records and reports ensuring that all equipment is kept and properly maintained to comply with all rules and regulations and that all expendable items are maintained at an acceptable stock level. An employee must have worked as a diver for a period of not less than 6 months before being designated as a diving supervisor.
A.5 Hyperbaric Welder means an employee who is a trained and certified diver and is a qualified welder appointed to perform work in such capacity by the employer.
A.6 Life Support Technician means an employee who will, under the supervision of a diving supervisor, control and monitor all the systems and functions which relate to the life support, safety and health of any person inside hyperbaric chambers used in saturation diving.
A.7 Operator (ADS Operations) means an operator in relation to ADS Operations as defined in clause 2Definitions.
A.8 Senior Operator (OMB Operations) means an employee appointed as such to operate an observation manipulator bell as OMB, ARMS or MOB.
A.9 Supervisor (ADS Operations) means a supervisor in relation to ADS Operations as defined in clause 2Definitions.
A.10 Systems Maintenance Technician means an employee engaged specifically to perform maintenance and repair tasks on diving and ancillary equipment. Such an employee will typically have a relevant trade qualification and be familiar with diving operations.

Schedule B—Summary of Rates of Pay
B.1 Full-time employees—inshore divers
B.1.1 Full-time employees—ordinary and penalty rates

 

Ordinary hours

Public holiday

 

% of minimum hourly rate

 

100%

250%

 

$

$

Diving Supervisor

36.76

91.90

Hyperbaric Welder

28.52

71.30

Diver

27.27

68.18

Diver’s Attendant

22.42

56.05

B.1.2 Full-time employees—overtime rates

B.2 Casual employees—inshore divers
B.2.1 Casual hourly rate includes the casual loading which is payable for all purposes.
B.2.2 Casual employees—ordinary and penalty rates

 

Ordinary hours

Public holiday

 

% of casual hourly rate

 

100%

250%

 

$

$

Diving Supervisor

45.95

114.88

Hyperbaric Welder

35.65

89.13

Diver

34.09

85.23

Diver’s Attendant

28.03

70.08

B.3 Full-time employees—offshore divers
B.3.1 Full-time employees—ordinary rates

B.4 Casual employees—offshore divers
B.4.1 Casual employees—ordinary rates

 

Casual ordinary rate

 

$

Diving Superintendent

37.46

Diving Supervisor

35.00

Supervisor (ADS Operations)

35.00

Hyperbaric Welder

33.79

Life Support Technician

32.04

Senior Operator (OMB Operations)

32.04

Systems Maintenance Technician

29.99

Diver

28.19

Operator (ADS Operations)

28.19

Diver's Attendant

24.53

   

Schedule C—Summary of Monetary Allowances

See clauses 29Allowances and 34Allowances for full details of allowances payable under this award.

C.1 Wage-related allowances—inshore divers
C.1.1 The following wage-related allowances are based on the standard rate defined in clause 2Definitions as the minimum weekly rate for a Diver in clause 27Minimum rates = $1036.10. These rates are to be paid in accordance with the clause 29Allowances.

Allowance

Clause

% of standard rate

$

Payable

Diving allowance—Per metre; OR

29.2(a)

0.43

4.46

per metre

Diving allowance—Per foot of water or equivalent pressure

29.2(a)

0.13

1.35

per foot of water or equivalent pressure

Non-destructive testing allowance

29.2(b)

6.51

67.45

per day

Hyperbaric welding allowance

29.2(c)(ii)

0.49

5.08

per linear millimetre

Hyperbaric welding allowance—weld which requires repair

29.2(c)(iii)

0.33

3.42

per linear millimetre

C.2 Expense-related allowances—inshore divers
C.2.1 The expense-related allowances in this award will be adjusted by reference to the Consumer Price Index (CPI) as per the following:

Allowance

Clause

$

Payable

Meal allowance—overtime

29.3(a)

9.08

per occasion

Meal allowance—late cancellation of overtime

29.3(a)

9.08

per occasion

Fares and travelling time allowance

29.3(b)(i)

11.63

per day

Distant work allowance—Expenses

29.3(c)(iii)

6.70

per occasion

Distant work allowance—Accommodation and meals

29.3(c)(v)

350.47

per week by agreement

Distant work allowance—Accommodation and meals—broken parts of the week

29.3(c)(vi)

50.11

per day

Distant work allowance—Use of own vehicle allowance

29.3(c)(viii)

0.78

per km

Diving clothing and equipment allowance

29.3(d)

7.08

per day

Protective clothing, footwear and equipment allowance—casual employees

29.3(e)(ii)

2.53

per day

C.3 Wage-related allowances—offshore divers
C.3.1 The following wage-related allowances are based on the standard rate defined in clause 2Definitions as the minimum weekly rate for a Diver in clause 32.1 = $857.00. These rates are to be paid in accordance with the clause 34Allowances.

Allowance

Clause

% of standard rate

$

Payable

Disability allowance—Full-time/part-time employees

34.2(a)

8.00

68.56

per on-duty day

Disability allowance—Casual employees

34.2(a)

9.49

81.33

per on-duty day

Diving allowance—other than ADS Operations—Per metre; OR

34.2(b)(i)

0.47

4.03

per metre

Diving allowance—other than ADS Operations—Per foot or equivalent pressure

34.2(b)(i)

0.14

1.20

per foot or equivalent pressure

Diving allowance—other than ADS Operations—Minimum payment 50 x Diving allowance per foot; OR

34.2(b)(i)

 

60.00

per 12 hour period

Diving allowance—other than ADS Operations—Minimum payment using saturation techniques—250 x Diving allowance per foot

34.2(b)(i)

 

300.00

per 12 hour period

Diving allowance—ADS Operations—Per metre; OR

34.2(b)(ii)

0.23

1.97

per metre

Diving allowance—ADS Operations—Per foot

34.2(b)(ii)

0.07

0.60

per foot

Diving allowance—ADS Operations—Minimum payment—250 x Diving allowance per foot

34.2(b)(ii)

 

150.00

per 12 hour period

Non-destructive testing allowance

34.2(c)

7.04

60.33

per day

Hyperbaric welding allowance

34.2(d)(ii)

0.58

4.97

per linear millimetre

Hyperbaric welding allowance—weld which requires repair

34.2(d)(ii)

0.39

3.34

per linear millimetre

C.4 Expense-related allowances—offshore divers
C.4.1 The expense-related allowances in this award will be adjusted by reference to the Consumer Price Index (CPI) as per the following:

Allowance

Clause

$

Payable

Loss of personal effects reimbursement—maximum—an amount of up to

34.3(a)(i)

2552

per claim

Living away from home allowance

34.3(b)(i)

54.37

per day

Clothing and equipment allowances—Full-time employees

34.3(d)(ii)

108.61

per calendar month

Clothing and equipment allowances—Casual employees

34.3(d)(iii)

8.75

per day

Insurance policy—reimbursement of cost policy

34.3(f)

129,489

insured sum

C.5 Adjustment of wage–related allowances

C.6 Adjustment of expense-related allowances
C.6.1 At the time of any adjustment to the standard rate, each expense-related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
C.6.2 The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0), as follows:

Allowance

Applicable Consumer Price Index figure

Clothing, footwear and equipment allowances

Clothing and footwear group

Distant work allowance

Domestic holiday travel and accommodation sub-group

Fares allowance

Transport group

Insurance policy reimbursement

Insurance and financial services group

Living away from home allowance

Domestic holiday travel and accommodation sub-group

Loss of personal effects reimbursement

Consumer price index – All groups

Meal allowance

Take away and fast foods sub-group

Vehicle allowance

Private motoring sub-group

   

Schedule D—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 E—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 F—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 G—Part-day Public Holidays
G.1 This schedule operates in conjunction with award provisions dealing with public holidays.
G.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:

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