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AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION

ORDER

Workplace Relations Act 1996
s.576E – Procedure for carrying out award modernisation process


BROADCASTING AND RECORDED ENTERTAINMENT AWARD 2010
(AM2008/35)

JUSTICE GIUDICE, PRESIDENT
VICE PRESIDENT LAWLER
VICE PRESIDENT WATSON
SENIOR DEPUTY PRESIDENT WATSON
SENIOR DEPUTY PRESIDENT HARRISON
SENIOR DEPUTY PRESIDENT ACTON
COMMISSIONER SMITH

MELBOURNE, 4 SEPTEMBER 2009

Award Modernisation.

1. Further to the decision [[2009] AIRCFB 826] issued by the Commission on 4 September 2009, the following modern award is made:

2. The award is attached.

BY THE COMMISSION:

PRESIDENT

Broadcasting and Recorded Entertainment Award 2010

Table of Contents

Part 1—Application and Operation 4
1. Title 4
2. Commencement date 4
3. Definitions and interpretation 4
4. Coverage 5
5. Access to the award and the National Employment Standards 6
6. The National Employment Standards and this award 6
7. Award flexibility 6
Part 2—Consultation and Dispute Resolution 8
8. Consultation regarding major workplace change 8
9. Dispute resolution 8
10. Types of employment 9
11. Cadets 10
12. Termination of employment 12
13. Redundancy 12
Part 3—Minimum Wages and Related Matters 13
14. Classifications and minimum wages 13
15. Payment of wages 19
16. Supported wage system 19
17. National training wage 20
18. Allowances 20
19. District allowances 21
20. Accident pay 22
21. Higher duties 22
22. Superannuation 22
Part 4—Leave and Public Holidays 24
23. Annual Leave 24
24. Personal/carer’s leave and compassionate leave 25
25. Community service leave 25
26. Public holidays 25
Part 5—Television Broadcasting 26
27. Ordinary hours of work and rostering 26
28. Meal breaks 27
29. Overtime 28
30. Shift and weekend penalties 29
31. Extra rates of pay not cumulative 30
32. Allowances 30
Part 6—Commercial Radio 35
33. Hours of work—Announcers 35
34. Hours of work—Technical staff 36
35. Rosters—Announcers 37
36. Rosters—Technical staff 37
37. Breaks—Announcers 37
38. Breaks—Technical staff 38
39. Overtime—Announcers 39
40. Overtime—Technical staff 39
41. Penalty rates—Announcers 40
42. Penalty rates—Technical staff 41
43. Allowances 41
Part 7—Journalists 43
44. Annualised salary 43
45. Hours of work 44
46. Rostering 44
47. Breaks 45
48. Shift penalties 45
49. Special allowances 45
50. Distant engagements 46
51. Transfers 47
52. Overtime 48
Part 8—Cinemas 49
53. Ordinary hours of work and rostering 49
54. Rosters 50
55. Special allowances 50
56. Overtime and penalty rates 51
Part 9—Actors 52
57. Special definitions 52
58. Terms of engagement 54
59. Hours of work 56
60. Allowances 58
61. Meal breaks and rest breaks 62
62. Overtime 64
63. Penalty rates 65
64. Lay days 66
Part 10—Musicians 67
65. Hours of work 67
66. Terms of engagement 67
67. Meal breaks and rest breaks 67
68. Allowances 68
69. Overtime 69
70. Penalty rates 69
Part 11—Motion Picture Production 70
71. Hours of Work 70
72. Breaks between shifts 70
73. Meal Breaks 71
74. Overtime 71
75. Calculations of penalties and provision of rosters 72
76. Casual employment 72
77. Allowances 73
78. Travel 74
Schedule A—Television Broadcasting 75
Schedule B—Commercial Radio 125
Schedule C—Journalists 127
Schedule D—Cinema 129
Schedule E—Actors 132
Schedule F—Musicians 137
Schedule G—Motion Picture Production 138
Schedule H—Supported Wage System 144
Schedule I—National Training Wage 147


Part 1—Application and Operation

1. Title

This award is the Broadcasting and Recorded Entertainment Award 2010.

2. Commencement date

This award commences on 1 January 2010.

3. Definitions and interpretation

3.1 In this award, unless the contrary intention appears:

3.2 Where this award refers to a condition of employment provided for in the NES, the NES definition applies.

4. Coverage

4.1 This award covers employers throughout Australia in the broadcasting and recorded entertainment industry and their employees in the classifications set out in this award to the exclusion of any other modern award.

4.2 This award does not cover employers covered by the following awards with respect to employees covered by the:

(a) Clerks—Private Sector Award 2010;

(b) Journalists Published Media Award 2010;

(c) Air Pilots Award 2010; or

(d) Commercial Sales Award 2010.

4.3 This award does not apply to news editors employed by a metropolitan television station.

4.4 The provisions of Part 3—Minimum Wages and Related Matters and Part 7—Journalists (except for clause 46.1) of this award will not apply to any journalist who would otherwise be covered by this award where:

(a) the employee is employed on a fixed term contract; and

(b) in the case of metropolitan television station, the employee is paid an annual salary not less than $72,506; or

(c) in the case of non metropolitan television station, the employee is paid an annual salary not less than $58,563.

4.5 The award does not cover an employee excluded from award coverage by the Act.

4.6 The award does not cover 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.

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. Access to the award and the National Employment Standards

The employer must ensure that copies of this award and the NES are available to all employees to whom they apply either on a noticeboard which is conveniently located at or near the workplace or through electronic means, whichever makes them more accessible.

6. The National Employment Standards and this award

The NES and this award contain the minimum conditions of employment for employees covered by this award.

7. Award flexibility

7.1 Notwithstanding any other provision of this award, an employer and an individual employee may agree to vary the application of certain terms of this award to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary the application of are those concerning:

(a) arrangements for when work is performed;

(b) overtime rates;

(c) penalty rates;

(d) allowances; and

(e) leave loading.

7.2 The employer and the individual employee must have genuinely made the agreement without coercion or duress.

7.3 The agreement between the employer and the individual employee must:

(a) be confined to a variation in the application of one or more of the terms listed in clause 7.1; and

(b) result in the employee being better off overall than the employee would have been if no individual flexibility agreement had been agreed to.

7.4 The agreement between the employer and the individual employee must also:

(a) be in writing, name the parties to the agreement and be signed by the employer and the individual employee and, if the employee is under 18 years of age, the employee’s parent or guardian;

(b) state each term of this award that the employer and the individual employee have agreed to vary;

(c) detail how the application of each term has been varied by agreement between the employer and the individual employee;

(d) detail how the agreement results in the individual employee being better off overall in relation to the individual employee’s terms and conditions of employment; and

(e) state the date the agreement commences to operate.

7.5 The employer must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.

7.6 Except as provided in clause 7.4(a) the agreement must not require the approval or consent of a person other than the employer and the individual employee.

7.7 An employer seeking to enter into an agreement must provide a written proposal to the employee. Where the employee’s understanding of written English is limited the employer must take measures, including translation into an appropriate language, to ensure the employee understands the proposal.

7.8 The agreement may be terminated:

(a) by the employer or the individual employee giving four weeks’ notice of termination, in writing, to the other party and the agreement ceasing to operate at the end of the notice period; or

(b) at any time, by written agreement between the employer and the individual employee.

7.9 The right to make an agreement pursuant to this clause is in addition to, and is not intended to otherwise affect, any provision for an agreement between an employer and an individual employee contained in any other term of this award.


Part 2—Consultation and Dispute Resolution

8. Consultation regarding major workplace change

8.1 Employer to notify

(a) Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must notify the employees who may be affected by the proposed changes and their representatives, if any.

(b) Significant effects include termination of employment; major changes in the composition, operation or size of the employer’s workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs. Provided that where this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.

8.2 Employer to discuss change

(a) The employer must discuss with the employees affected and their representatives, if any, the introduction of the changes referred to in clause 8.1, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.

(b) The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 8.1.

(c) For the purposes of such discussion, the employer must provide in writing to the employees concerned and their representatives, if any, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees provided that no employer is required to disclose confidential information the disclosure of which would be contrary to the employer’s interests.

9. Dispute resolution

9.1 In the event of a dispute about a matter under this award, or a dispute in relation to the NES, in the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute, the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.

9.2 If a dispute about a matter arising under this award or a dispute in relation to the NES is unable to be resolved at the workplace, and all appropriate steps under clause 9.1 have been taken, a party to the dispute may refer the dispute to Fair Work Australia.

9.3 The parties may agree on the process to be utilised by Fair Work Australia including mediation, conciliation and consent arbitration.

9.4 Where the matter in dispute remains unresolved, Fair Work Australia may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.

9.5 An employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause.

9.6 While the dispute resolution procedure is being conducted, work must continue in accordance with this award and the Act. Subject to applicable occupational health and safety legislation, an employee must not unreasonably fail to comply with a direction by the employer to perform work, whether at the same or another workplace that is safe and appropriate for the employee to perform.

10. Types of employment

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

10.2 Full-time employment

(a) Except as specified elsewhere in this award a full-time employee is an employee who is engaged to work 38 hours per week.

(b) A full-time employee must be provided with a written statement setting out their classification, applicable pay scale and terms of engagement.

10.3 Part-time employment

(a) A part-time employee is an employee who works less than 38 hours; has regular, reasonably predictable and continuous employment; and receives, on a pro rata basis at the rate of 1/38th of the weekly rate, equivalent pay and conditions to those of full-time employees who do the same kind of work.

(b) An employer is required to roster a part-time employee for a minimum of four consecutive hours on any day or shift.

(c) At the time of engagement, the employer and the part-time employee will agree in writing on a regular pattern of work, specifying at least the hours worked each day including the starting and finishing time and which days of the week the employee will work. A copy of the agreement must be provided to the employee.

(d) The terms of the engagement may be varied by consent. Any agreed variation to the pattern of work will be recorded in writing, with a copy of the variation provided to the employee.

(e) All hours worked in excess of the hours as mutually arranged will be overtime and will be paid as such.

10.4 Despite clause 10.3(c), the hours of a television journalist may be altered by the employer giving the employee seven days’ notice in writing, provided that there is no change to the total agreed number of ordinary hours of work.

10.5 Casual employment

(a) A casual employee is an employee engaged as such and paid by the hour. An employer when engaging a casual must inform the employee that they are employed as a casual, of their hours of work, classification level and rate of pay.

(b) A casual employee must be paid at the relevant minimum hourly wage plus a loading of 25%. Such loading is paid instead of all paid leave including annual leave, personal/carer’s leave and public holidays not worked whether prescribed in this award or the NES.

(c) Casual employees must be paid at the termination of each engagement, but may agree to be paid weekly or fortnightly.

(d) Subject to the provisions of clause 14.7, casual employees are entitled to a minimum payment of four hours’ pay on each occasion they are required to attend for work.

11. Cadets

11.1 A journalist can be employed on a cadetship in accordance with this clause.

11.2 Subject to the provisions of this clause, the period of cadetship is as follows:

(a) For a cadet other than a graduate of an approved tertiary course the period of cadetship must not exceed three years, provided that cadet training requirements are met.

(b) For a cadet who commenced cadetship as a graduate of an approved tertiary course, the period of cadetship must not exceed one year during which the cadet is to be paid at the appropriate percentage for a final year cadet.

(c) A cadet who after 12 months or more employment completes an approved tertiary course is to be advanced to the final year of cadetship.

(d) Provided that periods of training in journalism on any newspaper or in any radio or television station are to be taken into account in calculating the period of cadetship.

11.3 Cadet training requirements and related matters

(a) Cadets must be instructed progressively throughout their cadetship in practical journalism and a responsible person will supervise that training. Cadets must also be given the opportunity to acquire a full knowledge of the handling of news/current affairs from its collection to its broadcast/televising.

(b) A cadet must be given instruction and practical demonstrations in matters such as news presentation and sub-editing.

(c) A cadet must retain copies of material prepared by the cadet for checking by, and discussion with, the person responsible for cadet training.

(d) A cadet may be given explanations concerning changes to the material prepared by the cadet.

(e) A cadet is required to attend or study a series of lectures by senior journalists and/or other authorities on the theory and practices of journalism, such as lectures on the laws or practices currently in force on the subjects of libel, contempt of court, parliamentary and court privilege and also lectures on political and economic or other subjects of value to the cadet.

(f) Lectures given during study for a diploma of journalism course are deemed to be lectures for purposes of these requirements.

(g) A cadet must be tested from time to time to ascertain the level of knowledge of news and/or current affairs.

(h) A cadet must learn shorthand and typewriting and must be examined from time to time to determine the progress being made, subject to the following.

12. Termination of employment

12.1 Notice of termination is provided for in the NES.

12.2 Notice of termination by an employee

12.3 Job search entitlement

13. Redundancy

13.1 Redundancy pay is provided for in the NES.

13.2 Transfer to lower paid duties

13.3 Employee leaving during notice period

13.4 Job search entitlement

(a) An employee given notice of termination in circumstances of redundancy must be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.

(b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee must, at the request of the employer, produce proof of attendance at an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration is sufficient.

(c) This entitlement applies instead of clause 12.3.

13.5 Transitional provisions

(a) Subject to clause 13.5(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with terms of a notional agreement preserving a State award:

(b) The employee’s entitlement to redundancy pay under the notional agreement preserving a State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay, if any, under the NES.

(c) This clause does not operate to diminish an employee’s entitlement to redundancy pay under any other instrument.

(d) Clause 13.5 ceases to operate on 31 December 2014.


Part 3—Minimum Wages and Related Matters

14. Classifications and minimum wages

14.1 All employees covered by this award must be classified according to the structures set out in Schedule A—Television to Schedule G—Motion Picture Production and paid the minimum wages set out in this clause for their classification. Employers must advise their employees in writing of their classification and of any change to their classification.

14.2 Common salary structure

(a) Grade 1 entertainment employee includes the following classifications:

(b) Grade 2 entertainment employee includes the following classifications:

(c) Grade 3 entertainment employee includes the following classifications:

(d) Grade 4 entertainment employee includes the following classifications:

(e) Grade 5 entertainment employee includes the following classifications:

(f) Grade 6 entertainment employee includes the following classifications:

(g) Grade 7 entertainment employee includes the following classifications:

(h) Grade 8 entertainment employee includes the following classifications:

(i) Grade 9 entertainment employee includes the following classifications:

(j) Grade 10 entertainment employee includes the following classifications:

(k) Grade 11 entertainment employee includes the following classifications:

(l) Grade 12 entertainment employee includes the following classifications:

(m) Grade 13 entertainment employee includes the following classifications:

(n) Grade 14 entertainment employee includes the following classifications:

(o) Grade 15 entertainment employee includes the following classifications:

(p) Grade 16 entertainment employee includes the following classifications:

(q) Grade 17 entertainment employee includes the following classifications:

(r) Grade 18 entertainment employee includes the following classifications:

14.3 Adult wages

14.4 Junior employees

(a) The minimum wages of junior employees are the following percentages of the minimum wage for an entertainment employee Grade 5:

(b) Provided that a junior engaged in putting a television station to air working as the only operator and without supervision must be paid the adult minimum wage for the appropriate classification.

(c) Provided also that a junior with three years’ full-time experience, or equivalent, in a television station, must be paid the adult minimum wage for the appropriate classification.

(d) Service as a junior will count as service in a trainee adult classification.

(e) Junior rates are not applicable to performer (including extras, double bit players) classifications. In these classifications a juvenile, as defined, is to be paid at a rate of 50% of the adult minimum wage rate of the appropriate classification.

(f) Neither junior rates nor juvenile rates are applicable to motion picture production or musician classifications. Juniors and juveniles employed under these classifications will be paid the adult rates.

14.5 Journalists

14.6 Cadets

14.7 Actors

(a) Engaged casually by the hour (with a minimum call of four hours)

(b) Engaged by the day

(c) Engaged by the week

(d) Engaged by the week in a serial drama or serial comedy

14.8 Interviews, auditions and screen tests

(a) None of the provisions of this award apart from this clause will apply to an employee engaged solely for an interview, audition or screen test for a role in television or a feature film.

(b) No payment need be made for the first interview or audition or screen test.

(c) Minimum rates of pay for screen tests for television will be 8.25% of the standard rate or 6.85% of the standard rate if visual only.

(d) Minimum rates of pay for any other audition and/or screen test will be 3.76% of the standard rate per hour or part thereof with a minimum payment of one hour. For the purpose of calculating payment under this provision the artist will be deemed to have commenced the audition or screen test at the time of the artist’s call or the artist’s arrival time whichever is the later.

(e) Artists will be given the specific times of attendance required for an audition, screen test or interview.

14.9 Post-synchronisation or additional dialogue

(a) A performer post-synchronising their own voice unless such work is carried out during the period of their engagement will be paid at the hourly rate, with a minimum call of two and a half hours.

(b) A performer revoicing another artist’s voice, engaged by the hour for a minimum of two and a half hours will be paid per hour 6.3% of the relevant minimum weekly actor’s rate set out in clause 14.7(c).

14.10 Musicians (other than session singers)

14.11 Musicians (session singers)

15. Payment of wages

15.1 All employees must be paid weekly or fortnightly by cash, cheque or electronic funds transfer, except where the employer is currently paying monthly in which case that system may continue. Provided also that by written agreement between an employer and an individual employee in the relevant enterprise, wages may be paid monthly.

15.2 All amounts due to an employee in respect of work carried out during a week or fortnight must be paid to the employee within the succeeding seven days.

16. Supported wage system

See Schedule H

17. National training wage

See Schedule I

18. Allowances

18.1 Vehicle allowance

(a) Where the employer requires an employee to use their own vehicle in the course of their employment the employer must pay the employee an allowance of $0.74 per kilometre.

(b) Where the employer requires an employee to use their own motorcycle in the course of their employment the employer must pay the employee an allowance of $0.37 per kilometre.

18.2 First aid allowance

18.3 Working late and working early

18.4 Uniform allowance

18.5 Telephone rental allowance

18.6 Tools of trade

(a) Where the employer requires the employee to provide any tools for the performance of their work, the employer must reimburse the employee the cost of purchasing such tools.

(b) Where any tools supplied or paid for by the employer are lost through the negligence of the employee the cost of their replacement may be deducted from the employee’s wage.

18.7 Protective clothing

18.8 Adjustment of expense related allowances

(a) At the time of any adjustment to the standard rate, each expense related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.

(b) 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:

19. District allowances

19.1 Northern Territory

(a) that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement made under the Workplace Relations Act 1996 (Cth) had applied to the employee; and

(b) that would have entitled the employee to payment of a district allowance.

19.2 Western Australia

(a) that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement made under the Workplace Relations Act 1996 (Cth) had applied to the employee; and

(b) that would have entitled the employee to payment of a district allowance.

19.3 This clause ceases to operate on 31 December 2014.

20. Accident pay

20.1 Subject to clause 20.2, an employee is entitled to accident pay in accordance with the terms of:

(a) a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006, if the employee had at that time been in their current circumstances of employment and no agreement made under the Workplace Relations Act 1996 (Cth) had applied to the employee; and

(b) that would have entitled the employee to accident pay in excess of the employee’s entitlement to accident pay, if any, under any other instrument.

20.2 The employee’s entitlement to accident pay under the notional agreement preserving a State award or the award is limited to the amount of accident pay which exceeds the employee’s entitlement to accident pay, if any, under any other instrument.

20.3 This clause does not operate to diminish an employee’s entitlement to accident pay under any other instrument.

20.4 This clause ceases to operate on 31 December 2014.

21. Higher duties

An employee (other than a journalist) engaged for half or more of one day on the duties of a higher classification must be paid the higher rate for the whole day.

22. Superannuation

22.1 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.

22.2 Employer contributions

(a) An employer must make such superannuation contributions at their ordinary rate to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.

(b) Despite the provisions of clause 22.2(a) an employer must also make superannuation contributions to a superannuation fund on behalf of a performer (excluding extras, doubles and stand-ins) between the ages of 16 and 18 as if the performer were 18 if:

22.3 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 22.2.

(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 22.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 22.3(a) or (b) was made.

22.4 Superannuation fund

(a) AustralianSuper;

(b) Media Super;

(c) Australian Retirement Fund;

(d) FACTS Industry Superannuation Plan (FISP); or

(e) any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008, provided the superannuation fund is an eligible choice fund.


Part 4—Leave and Public Holidays

23. Annual Leave

23.1 Annual leave is provided for in the NES.

23.2 Where an employee, other than a journalist, works on Sundays and/or public holidays as part of their ordinary rostered hours of work, the employee must be allowed additional annual leave as follows:

23.3 Journalists are required to work on public holidays and are entitled to an extra two weeks’ annual leave. If a journalist is not required to work on a particular public holiday, the employer must notify the employee at least 14 days prior to the public holiday and that day will be an annual leave day.

23.4 Notwithstanding the NES, an employer may close down an enterprise or part of it for the purpose of allowing annual leave to all or the majority of the employees in the enterprise or part concerned, provided that:

(a) the employer gives not less than four weeks’ notice in writing of intention to do so;

(b) an employee who has accrued sufficient leave to cover the period of the close-down is allowed leave and is also paid for that leave at the appropriate wage in accordance with Part 3—Minimum Wages and Related Matters;

(c) an employee who has not accrued sufficient leave to cover part or all of the close-down, is allowed paid leave for the period for which they have accrued sufficient leave and given unpaid leave for the remainder of the close-down;

(d) any leave taken by an employee as a result of a close-down pursuant to this clause also counts as service by the employee with their employer;

(e) the employer may only close down the enterprise or part of it pursuant to this clause for one or two separate periods in a year;

(f) if the employer closes down the enterprise or part of it pursuant to this clause in two separate periods, one of the periods must be at least 14 consecutive days including non-working days; and

(g) the employer and the majority of employees concerned may agree to the enterprise or part of it being closed down pursuant to this clause for three separate periods in a year provided that one of the periods is at least 14 days including non-working days.

23.5 By agreement between an employer and an employee a period of annual leave may be taken in advance of the entitlement accruing. Provided that if leave is taken in advance and the employment terminates before the entitlement has accrued the employer may make a corresponding deduction from any money due to the employee on termination of employment.

23.6 Annual leave must be taken within 18 months of the entitlement accruing. For the purpose of ensuring accrued annual leave is taken within that period, and in the absence of agreement as provided for in s.88 of the Act, an employer may require an employee to take a period of annual leave from a particular date provided the employee is given at least 28 days notice.

23.7 Before the start of the employee’s annual leave the employer must pay the employee:

(a) subject to clause 30.4, instead of the base rate of pay referred to in s.90(1) of the Act, the amount the employee would have earned for working their normal hours, exclusive of overtime had they not been on leave; and

(b) an additional loading of 17.5% of the relevant minimum wage for their classification as set out in this award.

24. Personal/carer’s leave and compassionate leave

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

25. Community service leave

Community service leave is provided for in the NES.

26. Public holidays

26.1 Public holidays are provided for in the NES.

26.2 Except as otherwise provided for in this award:

(a) an employee required to work on a public holiday will be paid double time and a half with a minimum payment of four hours or be provided with an additional day off work;

(b) by agreement between the employer and the majority of employees in the enterprise or part of the enterprise concerned, an alternative day may be taken as the public holiday instead of any of the prescribed days, and

(c) an employer and an individual employee may agree to the employee taking another day as the public holiday instead of the day which is being observed as the public holiday in the enterprise or part of the enterprise concerned.


Part 5—Television Broadcasting

27. Ordinary hours of work and rostering

27.1 The ordinary hours of work will be an average of 38 hours per week to be worked on any day of the week in accordance with clauses 27.2, 27.3 or 27.4.

27.2 The ordinary hours of work must not exceed 38 hours per week to be worked in shifts of 7.6 continuous hours (exclusive of meal periods).

27.3 The employer may, after consultation with employees in a relevant division, section or unit at the workplace, implement a roster period of 28 consecutive days, within which employees will have nine days off work, comprised of eight clear days off as provided for in clause 27.5, plus an additional day off (an accrued day off). Provided that:

(a) The employer must designate one of the nine days off work as an accrued day off.

(b) For work performed on an accrued day off only and where there is no agreement to bank the accrued day off, an employee will be entitled to be paid overtime at the rate of double time for all time worked or double time and a half for all time worked on a public holiday (with a minimum payment of four hours), and the provisions of clause 27.2 will not apply.

(c) During the 28 day roster period a minimum of two days off will be rostered consecutively.

(d) The daily spread of ordinary time hours available for the roster period set out in clause 27.4 will be a minimum of six and a maximum of 10 hours in any one day or shift.

27.4 By agreement between the employer and the majority of employees in a division, section or unit of the workplace any arrangement for working ordinary hours, in substitution for the arrangements set out in clauses 27.2 and 27.3, will be implemented subject to:

(a) no more than 152 ordinary hours being worked in a 28 day roster period;

(b) the ordinary daily spread of continuous hours being a minimum of four and a maximum of 12; and

(c) employees receiving at least nine days off in a 28 day roster period.

27.5 Days off duty

(a) The ordinary weekly hours of work will be worked so that each employee will be given two clear days off work each week.

(b) Where the 38 hour week is implemented in a manner specified in clauses 27.3 or 27.4 the employees of a division, section or unit may agree with their employer to bank up to a maximum of five days off to be taken at a mutually agreed time. If an accrued day off remains untaken at the time of an employee’s termination it will be paid.

27.6 Rostering

(a) All rosters must specify the commencing and finishing times of the ordinary hours of work of the respective shifts for each employee.

(b) The rosters will be posted at the station concerned at least seven clear days before they come into operation, provided that:

(c) For the purposes of clause 27.6, seven clear days’ notice of change is calculated so that seven clear days’ notice expires no later than midnight before the day on which the shift to be changed is rostered.

(d) With the approval of the supervisor in charge of the department or section concerned, the employees will be allowed to exchange shifts or days off or to perform duty for other employees, provided that any excess hours worked will not involve the employer in overtime payments.

(e) Where an employee’s rostered day off falls on a public holiday, the employee must:

28. Meal breaks

28.1 An employee must be allowed a meal period during or at the end of each five hours of work. The meal period is to be not less than half an hour or more than one hour. Provided that where an employee is rostered to work a shift of six ordinary hours or less and does so work, the employee and the employer may agree not to take a meal break.

28.2 An employee must take a meal break as set out in clause 28.1 unless directed otherwise, in which case all work performed from the time the meal period became due until the meal period is allowed must be paid for at the rate of time and a half for week days, double time for Saturday and Sunday and double time and a half for public holidays.

28.3 Clause 28.2 does not apply in the following circumstances:

(a) Transmitter Technicians—where the transmitter is remotely located and where only one technician is on duty;

(b) Studio operations—Co-ordinators, Master Control, Videotape, Telecine and Audio Operators where relieving for a meal break would mean rostering an additional crew for a minimum of four hours. Except that, where it is practicable the employees referred to above must provide meal break relief for the other operators.

(c) At weekends—when only one team is rostered for duty, providing that the exception in studio operations in clause 28.3(b) will apply;

(d) Solus Operator—where the transmission from the studios is performed by a solus operator;

(e) Production—those employees of the production crew who find it essential to eat on-the-job due to the nature of the work, providing that the meal break must be taken unless the work required is absolutely unavoidable; or

(f) Outside broadcasts—where the taking of the second or subsequent meal break would unnecessarily delay the finishing time of the work, provided that the work can be finished within two hours of such meal break becoming due and the employees decide in favour of foregoing the meal period, except that where it is permissible and practicable to eat on the job, the penalties will be payable in respect of the meal period only.

28.4 Where it is necessary for an employee to remain on call during the meal period, that period must be counted as time worked.

28.5 Where an employee is required to perform work when on call during the meal period the employee must for all time worked on Monday to Friday inclusive be paid at the rate of one and a half times their ordinary rate of pay and for time worked on Saturday or Sunday be paid at the rate of double their ordinary rate of pay, and for time worked on public holidays at the rate of two and a half times their ordinary rate of pay.

29. Overtime

29.1 The hourly rate for overtime purposes is to be calculated by dividing the relevant minimum weekly wage by 38.

29.2 All time worked in excess of the ordinary hours is overtime and must be paid for as follows:

(a) Monday to Friday—time and a half for the first two hours and double time after that;

(b) Saturday—time and three quarters for the first two hours and double time after that;

(c) Sunday—double time; and

(d) public holiday—double time and a half.

29.3 Where an employee is specifically brought in to work overtime on a Saturday, Sunday or public holiday, the minimum payment must be for four hours of work.

29.4 In computing overtime each day’s work must stand alone, provided that where the overtime begins on one day and continues after midnight without interruption other than for meal breaks, the overtime must be paid on the basis that the employee has worked continuously.

29.5 Notwithstanding clauses 29.2 to 29.4, an employee may elect, with the consent of the employer, to take time off instead of payment for overtime at a time or times agreed with the employer. Overtime taken as time off during ordinary time hours must be taken at the ordinary time rate, that is, an hour for each hour worked.

29.6 Except in cases of a change of roster of which the employee has had 24 hours’ notice or where the employee agrees to bank an accrued day off, an employee who is required to work on any day for which the employee is rostered off duty will be entitled to payment at the rate of double time for all time worked or double time and a half for public holidays with a minimum payment for four hours’ work.

29.7 Except in the case of overtime worked under clause 29.6, where an employee having completed work and having left the place of work is recalled for work, not continuous with the next rostered shift, the employee must be paid overtime at the rate of double time with a minimum of two hours’ payment.

29.8 An employee who finishes overtime work at a time when reasonable means of transport are not available must either be provided with transport to their home or be paid at the overtime rate for the time reasonably required to reach their home after completing the overtime.

29.9 An employee is entitled to a minimum break of 10 hours between the finish of work on one day and the start of work on the next day. If the employer requires an employee to resume work without such a break, the employee must be paid at the rate of double time for all time worked until they have had a break of at least 10 hours.

30. Shift and weekend penalties

30.1 Subject to the provisions of clause 30.3 an employee who works a rostered shift which finishes after 7.00 pm or a shift which finished at or before 7.00 am on any day must be paid for that shift 15% more than their ordinary rate of pay.

30.2 Subject to the provisions of clause 30.3 an employee who works a rostered shift which begins before 7.00 am on any day must be paid for that shift 15% more than their ordinary rate of pay.

30.3 For all ordinary time worked on a rostered shift between midnight and 6.00 am the shift duty allowance prescribed in this award must be increased to 20% more than their ordinary rate of pay limited to the ordinary time worked between these hours.

30.4 The shift duty allowance must not be taken into account in computing the additional rates prescribed for overtime, Saturday or Sunday work, work on public holidays, or any payment for annual leave or personal leave.

30.5 All ordinary time worked on a rostered shift as part of ordinary rostered hours between midnight on Friday and midnight on Saturday must be paid for at the rate of time and a half.

30.6 All ordinary time worked on a rostered shift as part of ordinary rostered hours between midnight on Saturday and midnight on Sunday must be paid for at the rate of time and three quarters.

30.7 The extra rates prescribed in clauses 30.5 and 30.6 must be in addition to the shift duty allowance prescribed by clauses 30.1 to 30.4.

31. Extra rates of pay not cumulative

The rates prescribed as payments additional to minimum ordinary weekly rates must not be cumulative so as to exceed the maximum of double time except on public holidays when the maximum rate must be double time and a half.

32. Allowances

32.1 Meal allowance

32.2 Maintenance allowance

32.3 A director who works as a producer

(a) A director who works as a producer on any television program, in addition to the other payments to which the employee is entitled, is to be paid an allowance of 10% of the relevant minimum weekly wage. The allowance will be calculated on a daily basis.

(b) For the purpose of clause 32.3, a producer is an employee who is responsible for the concept of programs, the originating of ideas and formats (or where a script is provided for interpreting the writer’s ideas and intentions), selection of music, hiring of talent, preparation and control of budgets, planning and supervision of scenarios and for all details of the production and completion of the program.

32.4 Back pack loading

32.5 Broadcast Operator’s Certificate of Proficiency (BOCP) allowance

(a) a qualification prescribed by the former Department of Communications as a prerequisite for a candidate for examination for the Television Operator’s Certificate of Proficiency;

(b) a qualification as an electrical tradesperson;

(c) an Electronics and Communications Certificate, without the Television Strand;

(d) any other qualification recognised by the employer as equivalent to the BOCP; or

(e) any other trade certificate or diploma,

32.6 Television Operator’s Certificate of Proficiency (TVOCP) allowance

(a) an Electronics and Communications Certificate with the Television Strand;

(b) any other completed formal qualification which is generally recognised in the industry provided that the course accreditation level is higher than the BOCP (or any of it’s post trade equivalents) and the employer requires the employee to apply the skills acquired, in the course of their employment; or

(c) a formal qualification for digital television accredited to a level higher than the BOCP (or any of its post trade equivalents),

32.7 Properties allowance

32.8 Working away from public transport or when public transport is unavailable

(a) This clause applies when:

(b) In the above circumstances the employer must reimburse the employee for reasonable transport costs. However, the employer may instead of reimbursement provide the employee with transport to or from the nearest means of regular public transport.

(c) This clause does not apply to non metropolitan television stations or their employees.

32.9 Travel by rail, sea or air

(a) Where an employee is required to travel by rail in the course of their duties, the employee will be reimbursed for the actual cost of first class accommodation and sleeper.

(b) Where an employee is required to travel by air the employer will reimburse the employee for the actual cost of economy class air travel. Provided that no reimbursement will be made if the employer pays for the cost of the air travel. An employee can refuse to travel by air if the employee has a reasonable objection to air travel.

(c) An employee who travels by rail, sea or air in accordance with clause 32.9 of this award will be reimbursed for all reasonable out-of-pocket expenses.

(d) The provisions of clause 32.9 will not apply if the employer provides travel of the nature set out above.

32.10 Change of residence

(a) members of an employee’s family who are required to travel whether by rail, sea or air as the result of such transfer are entitled to reimbursement for the actual cost of their fares; and

(b) the removal and transmission of the employee’s furniture and household effects will be reimbursed by the employer.

32.11 Distant engagement

(a) When an employee is required to carry out duty at any place other than the transmitting station or the studios, the employee must be reimbursed the cost of a taxi or other reasonable means of conveyance. The provisions of this clause do not apply when the employer provides such travel.

(b) Where an employee is normally employed at the studios or at the transmitter and is required to perform temporary duties at a place other than the employee’s normal place of duty, the employee must be paid the actual excess travelling costs involved.

(c) Where an employee is normally employed at the studios or at the transmitter and is required to perform temporary duties at a place other than the employee’s normal place of duty, the employee must be paid an allowance equal to the normal rate of pay for all time spent travelling to and from the employee’s normal place of duty from the time of commencing or ceasing their rostered hours.

32.12 Height allowance

Height

% of the standard rate

15 metres to 50 metres

0.93

51 metres to 90 metres

1.96

Over 90 metres

3.25

32.13 Special risks allowance

(a) Where an employee performs any duty which would invalidate the employee’s personal insurance policies the employer will reimburse the employee for the cost of taking out additional personal insurance. Provided that the employer has been informed of the risk of invalidation before the employee undertakes these duties.

(b) This clause will not apply where the employer indemnifies the employee against any invalidation of the employee’s personal policy.

(c) If the employer notifies the employee that the employer declines to indemnify the employee and/or their dependants, the employee may decline the assignment.

32.14 Reimbursement against death or disability outside Australia

(a) Where an employee is required to perform any duty outside of Australia the employer must reimburse the employee the cost of taking out insurance against injury or death arising from the performance of such duties. Provided that this clause will not apply where the employer provides such insurance.

(b) Exposure

(ii) Definitions

(c) Provided that in the event of an employee becoming entitled to a refund of all or part of such expenses from any other source the employer will only be liable for the excess of the amount recoverable.

32.15 Director’s loading

(a) A Director classified as Supervising Director, Director/Specialist or Senior Director will be paid the Director’s loading in accordance with clause 32.15(c). If by written agreement between the employee and employer the loading is not paid, the prescribed minimum wage per week will be paid. In such cases the exemption from the operation of award provisions in clause 32.15(c) will not apply.

(b) A Director classified as Director or Trainee Director will not be paid the Director’s loading and will not be exempt from the operation of award provisions in clause 32.15(c). If by written agreement between the director and employer the loading is paid the exemption from the operation of award provisions in clause 32.15(c) will apply.

(c) Where applicable under clauses 32.15(a) or (b), an employee’s wage will include the Director’s loading of 25% of the minimum wage per week for their classification. The Director’s loading is, where applicable, part of the employee’s rate of pay and accordingly is paid for all purposes of the award. The Director’s loading exempts the director from the operation of clause 23.7, clause 27, clause 28.2, clause 29 (except for clause 29.6) and clause 30. However, the employee will be given two clear days off work in each week.

32.16 Videotape post-production allowance

(a) A Technician Audio, Lighting, Master Control or Videotape employee who is capable of and who performs videotape post-production work, which requires:

(b) This allowance is, where applicable, part of the employee’s rate of pay and is paid for all purposes of the award.

32.17 Videotape editing allowance

(a) A Technician, Audio, Lighting, Master Control or Videotape employee who is capable of and who:

(b) The allowance does not apply where the work only involves dubbing, recording, program compilation or simple editing such as butt editing.

(c) This allowance is part of the employee’s rate of pay and is paid for all purposes of the award.


Part 6—Commercial Radio

33. Hours of work—Announcers

33.1 The ordinary hours of work of a full-time employee are an average of 38 hours per week.

33.2 By agreement between the employer and the employee ordinary hours are to be worked in one of the following ways:

(a) five days of seven hours and 36 minutes per day;

(b) four days of eight hours and one day of six hours;

(c) four days of seven hours thirty minutes and one day of eight hours; or

(d) any combination of the above.

33.3 Hours on air

(a) Except in an emergency or on a public holiday the maximum number of consecutive ordinary hours on air in all daylight shifts, Monday to Friday, must not exceed four.

(b) Provided that in relation to employees employed in Groups 3 and 4, on-air hours may be increased to a maximum of five consecutive hours by agreement between the parties.

(c) Except in an emergency the maximum number of consecutive ordinary hours on air at all other times must not exceed six without a meal break.

33.4 Other duties counted as time worked

(a) A minimum of 15 minutes, taken by the employee away from the microphone prior to going on air in order to study programs, scripts and copy will be counted as time worked. The employer may require that the period of 15 minutes be increased and any such increased period will be counted as time worked.

(b) Time spent by an employee at a staff or partial staff meeting of the employer’s staff at the request or invitation of the employer must be paid for at ordinary rates of pay.

(c) Time spent in servicing of a client advertiser of the employer by an employee at the direction of the employer must be paid for at ordinary rates of pay. Any travelling time incurred by an employee in carrying out such servicing must be paid for at ordinary rates of pay.

(d) Should an employee be directed to travel away from the usual studios to broadcast, or record or perform any other duties, the time involved in travelling to and from such location will be counted as time worked, provided the maximum travelling time to be paid for will be eight hours on any one day.

34. Hours of work—Technical staff

34.1 The hours of work of a full-time employee must not exceed 38 hours per week, to be worked wherever reasonably possible in shifts of eight hours per day, and in any event not exceeding nine hours per day (inclusive of meal breaks).

34.2 The arrangement for working the 38 hours per week is to be agreed between the employer and the employee from the alternatives in clause 33.2.

34.3 The agreed hours of work arrangement must meet the following conditions.

(a) A minimum of seven hours 36 minutes and a maximum of nine hours may be worked in any one day.

(b) An employee must be given a minimum break of 10 hours between the finish of ordinary hours of work on the one day and the commencement of ordinary hours of work on the next day.

35. Rosters—Announcers

35.1 A roster for employees other than casuals showing normal starting and finishing times and the name of each employee must be prepared by the employer and must be displayed in a conspicuous place accessible to the employees concerned.

35.2 The roster must contain details of the days and hours of work of each employee during the 14 days shown on the roster and will be issued not later than seven days prior to the commencement date of such roster.

35.3 The roster must provide that each employee has four days off in each fortnight, unless paid at overtime rates as provided for in clause 39—Overtime—Announcers of this award. Such roster must provide that not less than two of the said four days off are consecutive days in each fortnight.

35.4 An employee must not be so rostered or required to work so that the end of one day’s work and the beginning of the next day’s work occur on the same calendar day. Provided that this provision will not apply to an employee who is working the midnight to dawn shift or to an employee rostered to work one unbroken stretch to 1.00 am and who commences their work on the same day after a break of not less than 10 hours.

35.5 The roster may not be altered at less than seven days notice of such alteration except in an actual emergency or with the agreement of the employer and employee.

36. Rosters—Technical staff

36.1 A roster for employees showing normal starting and finishing times and the name of each employee must be prepared by the employer and must be displayed in a conspicuous place accessible to the employees concerned seven days before the roster comes into operation.

36.2 The roster will be alterable by mutual consent at any time. The employer may amend the roster on seven days’ notice. Where a roster is altered without the required seven days’ notice the employee whose roster has been changed will be paid at overtime rates specified in clause 40—Overtime—Technical staff until the seven days’ notice has elapsed.

36.3 All rosters will be such as to allow at least two clear days off in each roster week. For the purposes of this clause day means midnight to midnight.

36.4 When the spread of rostered hours, inclusive of meal breaks, exceeds nine hours on any day the employee so rostered must be paid at time and a half of their ordinary rate of pay for the first two hours and double time after that.

36.5 For the purposes of this clause each day will stand alone.

37. Breaks—Announcers

37.1 Meal breaks

37.2 Ten hour break between shifts

(a) the employee may, without loss of pay, start work at such later time as is necessary to ensure that they receive a break of at least 10 hours; or

(b) the employer must pay the employee at the rate of double time for all work performed until the employee has received a break of at least 10 hours.

38. Breaks—Technical staff

38.1 Meal break during shift

(a) An employee will be allowed a meal break during or at the end of each five hours of work. Such meal break is unpaid and is to be not less than 30 minutes or more than one hour.

(b) If the meal break is not allowed as in clause 38.1(a), the normal time of the meal break will be paid for at time and a half of the employees ordinary rate of pay for week days, double time for Saturdays and Sundays and double time and a half for public holidays, providing that the employee will be permitted to have the meal break without deduction from their ordinary rate of pay as soon as possible after the prescribed meal break.

(c) By agreement between any employer and employees other arrangements about meal breaks may be made.

(d) Where it is necessary for an employee to remain on call during their meal break that break will be paid as time worked.

(e) Where an employee is required to perform work when on call during their meal break Monday to Friday inclusive, such employee will be paid at time and a half of their ordinary rates for time so worked, Saturday or Sunday will be paid at double time and on public holidays the rate of double time and a half.

38.2 Ten hour break between shifts

(a) the employee may, without loss of pay, start work at such later time as is necessary to ensure that they receive a break of at least 10 hours; or

(b) the employer must pay the employee at the rate of double time for all work performed until the employee has received a break of at least 10 hours.

39. Overtime—Announcers

39.1 All time worked in excess of the rostered daily hours by full-time, part-time and casual announcers is overtime and is to be paid at the rate of time and a half for the first two hours and double time after that.

39.2 All time worked in excess of seven hours by an announcer on a midnight to dawn shift is overtime and is to be paid at the rate of time and a half for the first two hours on any one day and at double time after that on that day.

39.3 Overtime worked on any day stands alone.

39.4 Work in excess of 10 days

39.5 On-air hours

39.6 Work on rostered day off

(a) An announcer other than a casual required to work on their rostered day off at less than seven days’ notice will be paid at the rate of double time for that day’s work.

(b) If an employee is required by the employer to attend a staff or partial staff meeting of the employer’s staff on the employee’s day off, and where such employee agrees to attend, the employee will be paid at the rate of double time with a minimum payment of two hours.

40. Overtime—Technical staff

40.1 Technical staff are to be paid for overtime at the following rates:

(a) Monday to Friday—time and a half for the first two hours and double time after that.

(b) Saturday—time and three quarters for the first two hours overtime and double time after that.

(c) Sunday—double time.

(d) Public holidays—double time and a half.

40.2 In the computation of overtime each day’s work will stand alone, provided that where the overtime commences on one day and continues after midnight without interruption other than for meal breaks the overtime will be paid as having been worked on a continuous basis.

40.3 A meal break of at least 45 minutes will be allowed wherever practicable before commencing overtime unless the period of overtime is less than one and a half hours. An employer and employee may mutually agree to any variation of this provision to meet the circumstances of the work in hand.

40.4 Time off instead of payment for overtime

(a) Despite the provisions of clause 40.1 an employee may choose, with the consent of the employer, to take time off instead of payment for overtime at a time or times agreed with the employer. This agreement must be in writing. The employee must take the time off within four weeks of working the overtime.

(b) If an employee takes time off instead of payment for overtime then the amount of time off is to be equivalent to the pay the employee would have otherwise received for working the overtime.

(c) If requested by the employee an employer must within one week of receiving a request pay the employee for any overtime worked. The employee must be paid at overtime rates.

41. Penalty rates—Announcers

41.1 Sundays

41.2 Public holidays

41.3 Penalty rates not cumulative

41.4 Shift penalties

(a) An announcer required to work between 10.00 pm and 9.00 am (other than on a midnight to dawn shift) must be paid an allowance of 15% of the relevant minimum wage calculated hourly, with a minimum payment of one hour.

(b) An announcer required to work on a midnight to dawn shift must be paid an allowance of 15% of the relevant minimum wage calculated hourly.

(c) The allowances prescribed by this clause are not cumulative upon any other entitlement under any other clause in this award.

42. Penalty rates—Technical staff

42.1 Weekend penalty rates
(a) Saturdays

(b) Sundays

(c) Public holidays

(d) Shift penalties

42.2 Penalty rates not cumulative

43. Allowances

43.1 Meal allowance
(a) Announcers

(b) Technical staff

43.2 Extra duties

(a) the rostering of announcers’ duties;

(b) studio bookings;

(c) the training of trainees; or

(d) the supervision of the studio staff.

43.3 Transfer allowance
(a) Temporary transfer

(b) Permanent transfer

43.4 Excess travelling time allowance

43.5 Stand-by allowance

(a) All such stand-by duty will be rostered specifying the commencing and finishing times of such duty.

(b) Stand-by duty will be paid for at the rate of 20% of the relevant minimum wage calculated hourly.

(c) Where an employee on stand-by duty is called back to perform duty, stand-by payment will cease when they leave home and the employee will then be entitled to be paid at the rates in clause 40—Overtime—Technical staff from the time of leaving home until return, or to a place further mutually arranged, with a minimum payment as for two hours worked.

(d) Stand-by payment where an employee has returned from a call-back duty will not recommence until the expiration of the period for which payment is received in clause 43.5(c).

(e) Where an employee has returned from a call-back to duty and such period of duty was less than two hours, they are to recommence stand-by duty without payment until the expiration of two hours, after which stand-by payment at the appropriate rate will recommence and continue until the end of the rostered stand-by duty. Alternatively, if the employee is called back to work a second time during the period of two hours, no additional payment will be made until after the expiration of the two hours, when overtime as provided in clause 43.5(c) above will resume without any further minimum payment.

43.6 Call-back payment


Part 7—Journalists

44. Annualised salary

44.1 By agreement with the employer, a member classified as a Journalist Grade 5 or above may be paid a total salary package instead of ordinary pay, overtime, shift penalties, annual leave loading and distant engagement provisions.

44.2 Such agreement must be in writing and state which payments are displaced by the salary package and by what amount.

44.3 Prior to entering into such agreement, a member must be advised of what payments they would be entitled to for the prospective year based, as far as possible, on the pattern of hours that they will be expected to work.

44.4 If the member’s pattern of ordinary hours of work changes during the period of the agreement or is found to be wrongly calculated or extraordinary events have intervened they will be entitled to terminate the agreement and revert to the conditions contained in this award.

44.5 The salary agreement will last for a period of 12 months, upon which either party may terminate and revert to the conditions contained in this award or continue the agreement until terminated by either side by providing eight weeks’ notice.

45. Hours of work

45.1 The ordinary hours of work are an average of 38 hours per week to be worked on one of the following bases by agreement between the employer and the majority of the employees in a section or unit:

(a) five days per week;

(b) nineteen days in a 20 day work cycle comprised of three weeks of 40 hours and one week of 32 hours;

(c) nine days in a 10 day work cycle comprised of one week of 42 hours and one week of 34 hours; or

(d) four days in a five day work cycle.

45.2 The ordinary hours specified in clause 45.1 must be worked so that each employee has at least two days off duty each week except in the fortnights in which Christmas Day and Good Friday occur, when there must be at least five days off duty.

45.3 The employees in a section or a unit may agree with their employer to accrue up to a maximum of three days off.

(a) Where an employee is given a day(s) off duty, such day or days will commence from the time the employee actually ceased duty.

(b) An employee who is not given any of the day or days off duty referred to in clause 45.2 by any of the methods provided for in this clause will be paid for such days in accordance with clause 52.3(e).

46. Rostering

46.1 The starting and finishing times of the ordinary daily hours of work will be rostered seven days in advance on a section by section basis unless the employer and a majority of employees in that section agree that a roster is not feasible. Any such agreement must contain provisions for the means of determining overtime and will be in writing.

46.2 Due to unforeseen circumstances, rostered ordinary hours for a employee may be changed by the employer up to the conclusion of the previous shift worked by the employee or, where the employee is off duty, not less than 12 hours before the next rostered shift of ordinary hours for the employee is due to begin, or later in an emergency.

46.3 Ordinary hours of duty will be rostered in shifts of not less than four and not more than 11 hours.

47. Breaks

47.1 An employee will not be compelled to work more than five hours without a break of at least 20 minutes.

47.2 Where an employee is permitted a break of one hour off duty for a meal, the employer will be entitled to deduct one hour from the total time worked in accordance with clause 45—Hours of work. If the break permitted is less than one hour, no time will be deducted. Not more than one hour will be deducted in any one day.

48. Shift penalties

48.1 An employee who is rostered to perform and performs ordinary duty on a shift:

(a) any part of which falls between the times of 6.00 am and 7.00 am or is rostered to perform and performs ordinary duty on a shift that concludes between the hours of 6.00 pm and 8.30 pm will be paid an additional 10% of the appropriate minimum wage calculated hourly; and

(b) any part of which falls between the hours of 8.30 pm and 6.00 am will be paid an additional 17.5% of the appropriate minimum wage calculated hourly.

48.2 The additional rates provided in clauses 48.1(a) and (b) are not cumulative and where any shift attracts both penalties only the higher percentage will be paid.

48.3 The additional payments prescribed in this subclause will not exceed the amount based on the rate for Grade 5 in the case of an employee employed by a major transmission television station and Grade 3 in the case of an employee employed in a non major transmission television station.

49. Special allowances

49.1 Meal allowance

(a) For the purpose of this clause meal means breakfast, lunch, or dinner.

(b) Normal meal break hours are:

49.2 Air travel reimbursements

(a) When an employee agrees to travel by other than a regular passenger-carrying air service, the employer will:

(b) Provided that this clause will not apply where the employer indemnifies the employee against any invalidation of the employee’s personal insurance policies and insures the employee against injury or death in the same terms as set out in clause 49.3.

49.3 Special risks reimbursements

(a) Where an employee performs any duty which would invalidate any of their personal insurance policies, the employer will reimburse the employee for the cost of taking out additional personal insurance to cover any existing insurance policies that would be invalidated by such activity.

(b) Provided that this clause will not apply where the employer indemnifies the employee against any invalidation of the employee’s personal insurance policies.

49.4 Spectacles allowances

(a) where the employee is in receipt of a health fund benefit the employer will pay the difference between the cost of the spectacles and the benefit with a maximum of $111.30 on the first frames; and

(b) the employer will not be liable for the tinted or outdoor component of any lenses.

50. Distant engagements

50.1 A distant engagement is an assignment requiring an employee to spend one or more nights away from the location where they are employed (the place of origin).

50.2 Commencement and ceasing times for distant engagements

(a) A distant engagement begins from the time of departure on the assignment from the place of origin, provided that where an employee has commenced work prior to the time of departure the distant engagement will commence eight hours after the employee commenced duty on that day and the employee will be treated as having worked eight hours on that day in addition to any time worked that day on the distant engagement.

(b) A distant engagement ends at whichever is the later, the time the employee returns to the place of origin or the time the employee ceases work on that day.

50.3 Calculation of ordinary hours of work, overtime and shift penalty payments and treatment of days off on a distant engagement

(a) Time spent working and travelling on any day where travel is by a means approved by the employer, will be hours of duty on that day for the purpose of clause 50.3. Each employee will be treated as working a minimum of nine hours on any day.

(b) Except as provided in 50.3(c), overtime will only occur where the hours of duty of an employee exceed 38 in seven consecutive days.

(c) Work performed without any travel for more than 11 hours (including any meal break) on any day will be overtime.

(d) No time will be counted as overtime more than once.

(e) All overtime worked on a distant engagement will be either allowed as time off instead (at the rate of hour for hour and will be given off in blocks of four hours), or paid at the rate of time and a half for the first eight hours and double time after that as determined by the employer.

(f) An employee on a distant engagement is entitled to the shift penalties provided for in clause 48—Shift penalties. For the purpose of this clause ordinary hours of duty means the first nine hours of duty on any day except when those hours are overtime by reason of clause 45.1.

(g) When an employee on a distant engagement is not given weekly days off duty to which the employee is entitled under clause 45—Hours of work, the employee will be given them within 14 days of the cessation of the distant engagement, in addition to the days off to which the employee is entitled in that 14 day period with the days off to be continuous where the employee has been on a distant engagement for a week or more without being given any days off.

51. Transfers

51.1 This clause applies to employees who are required by their employer to permanently perform their duties in a different town or city to the one in which they were last directed by their employer to perform their duties.

51.2 An employee must not be downgraded as a consequence of any transfer.

51.3 An employer must reimburse the following costs associated with the transfer:

(a) first class train fare or economy class air fares for the employee and their family, or if the employee travels by car they will be paid the vehicle allowance in accordance with clause 18.1;

(b) the transfer and storage of the employee’s furniture and effects. The employee will obtain at least two quotations for such transfer and storage and the employer will be obliged to reimburse the lower amount;

(c) reasonable accommodation costs for a maximum of four weeks or until permanent accommodation is obtained, whichever is the sooner; and

(d) reconnection and installation costs of telephone and other utilities at the employee’s first new place of residence.

51.4 This clause does not apply when an employee who is transferred under this clause agrees in writing, at the time of the transfer or subsequently, that the city or town to which they are transferred will be or has become their permanent place of residence.

51.5 If the employment of an employee is terminated by the employer for a reason other than misconduct, and the employee determines to relocate to the city or town in which they were located prior to the transfer, the employer must reimburse the employee the costs which are associated with that relocation referred to in clauses 51.3 and 51.4

51.6 An employee who resigns or is dismissed for misconduct while employed in another town, city or State is not entitled to the return fare or to that of their family, or to any other return expenses.

51.7 The town or city to which an employee is transferred must thereafter be regarded as the town or city in which the employee is regularly employed for all purposes.

52. Overtime

52.1 The hourly rate for overtime purposes is to be calculated by dividing the relevant minimum wage by 38.

52.2 Daily overtime represents all time worked outside an employee’s rostered hours of duty, except for time worked on a rostered day off.

52.3 Daily overtime will be compensated for in the following manner.

(a) Up to and including the first hour of overtime will either be given as time off instead of payment, at the rate of time and a half, within the following fortnight or paid for at the rate of time and a half, at the discretion of the employer.

(b) Overtime in excess of one hour will be paid for at the rate of time and a half for the first hour and double time after that.

(c) An employee may, by mutual agreement with their employer, opt to take overtime as time off instead at the rate of single time within the next 12 months. Such agreement will be recorded in writing.

(d) Any time allowed off duty instead of overtime will be deemed to be ordinary hours for the day or days on which the time off instead is taken.

(e) When an employee is not given the days or nights off duty as provided for in clause 45—Hours of work the employee will be paid at the rate of double time for all work done on any such day or days with a minimum payment for four hours.

52.4 Insufficient break represents all time worked before the expiration of 12 hours from the completion of duty on one day and the resumption of duty, except during distant engagements, and will be compensated as follows:

(a) if the break is less than eight hours, overtime will be paid for at the rate of double time for all work done before the expiration of the 12 hour break; or

(b) if the break is eight hours or more, overtime will be paid for at the rate of time and a half for all work done before the expiration of the 12 hour break.

52.5 If an employee is called upon to resume duty within 12 hours of completion of a distant engagement, overtime will be paid at the rate of time and a half for all work done before the expiration of the 12 hour break.

52.6 Time worked during any period of insufficient break will not be included in the calculation of weekly hours.

52.7 In no circumstances will overtime as provided for in this clause be compensated for more than once.

52.8 Notwithstanding the above, overtime on a distant engagement will be governed by clause 50—Distant engagements.


Part 8—Cinemas

53. Ordinary hours of work and rostering

53.1 Hours of work—other than managers

(a) Ordinary hours of work can be any hours worked on any of the days Monday through to and including Sunday provided that ordinary hours worked between 1.00 am and 8.00 am on any day will be paid at the rate of double time.

(b) Full-time employees must work 76 ordinary hours in a 14 day cycle. Ordinary hours must be worked in periods of rostered ordinary hours of not more than eight consecutive hours or 10 consecutive hours by agreement between the employer and employee, and not less than four hours which must be consecutive other than for meal breaks.

(c) Part-time employees will be required to work an agreed number of ordinary hours in a 14 day cycle. The agreement about ordinary hours to be worked will be in writing and may be changed at any time by agreement between the employer and employee which will also be in writing. Part-time employees may by agreement be employed as full-time employees during school holidays.

(d) Casual employees will work a minimum of three consecutive hours excluding meal breaks required by the award.

53.2 Hours of work—managers

(a) The ordinary weekly hours for managers will not exceed 38 per week, or 10 hours per day within a span of 13 hours commencing not earlier than 9.00 am and finishing not later than 12.00 midnight. Except in the event of daylight saving being applicable when 12.00 midnight becomes 1.00 am.

(b) All ordinary hours worked outside the span of 13 hours on any day will be paid for at the rate of time and a half for the first hour and double time after that.

54. Rosters

54.1 This clause applies to employees other than theatre managers.

54.2 The employer will post the weekly roster at least seven days in advance. Rostered ordinary hours may be changed by agreement between the employee and the employer. The employer can change the roster at short notice due to unforeseen operational requirements. However, if the employer changes the roster for other reasons, employees will be paid double the ordinary rate for hours worked outside the original roster.

55. Special allowances

55.1 Confectionery shop, snack and/or liquor bar allowance

55.2 Checking and banking allowance

55.3 Liquor licence allowance

(a) Where a manager, or other person is appointed and is a holder of any liquor license, and accepts responsibilities under the relevant legislation, an allowance of not less than 2.94% of the standard rate per week will be paid.

(b) A manager who manages more than one theatre will be paid any expenses incurred in travelling to and from one theatre to the other or in the event that the manager uses their own vehicle for the purposes of travelling from one theatre to the other they will be paid the vehicle allowance set out at clause 18.1.

55.4 Removal allowance

55.5 Working away from usual place of work

55.6 Zone managers—additional allowances

(a) A zone manager will, in addition to the ordinary wage, be paid the following allowance for each additional theatre supervised:

(b) Zone 1 applies to cinemas in the central city areas of the capital cities of the States of the Commonwealth and the City of Newcastle or any cinemas regularly giving three or more performances daily.

(c) Zone 2 applies to drive-in theatres and all other cinemas other than those in the Zone 1.

56. Overtime and penalty rates

56.1 Full-time and part-time employees

(a) Work for more than 76 ordinary hours, or on more than 10 days in any 14 day cycle, is overtime. The employer will pay for this overtime at the rate of time and a half for the first two hours and double time after that.

(b) Work for more than eight hours on any day or 10 hours by agreement between the employer and employee is overtime. The employer will pay for this overtime at the rate of time and a half for the first two hours and double time after that.

56.2 Casual employees

(a) Work for more than eight consecutive hours on any day or 10 consecutive hours by agreement between the employer and employee is overtime. The employer will pay for this overtime at the rate of time and a half for the first two hours and double time after that.

(b) Each day’s work will be considered separately for the purposes of overtime. The employer will not count meal breaks when adding up hours of overtime.

56.3 Managers

(a) All time worked outside the time of beginning and ending work as prescribed in clause 53.2, will be paid for at the rate of double time.

(b) All time worked within the times of beginning and ending work in excess of the hours fixed for a week’s work will be paid for at the rate of time and a half for the first two hours and double time after that.

(c) The calculation of rates in this clause, except where it is agreed that the actual rate paid includes an amount to compensate for overtime worked or to be worked, will be on the actual rate paid to the manager. The rate payable under this clause will not be cumulative.

(d) An employee recalled to work overtime after leaving the place of employment, except for the partaking of a meal, will be paid for a minimum of three hours’ work at the appropriate rate.

(e) Weekly employees will be free from duty for a minimum of two days each week and such days will be consecutive where reasonably possible. If any of the days are not given and taken, payment will be made at the rate of time and a half for the first two hours and double time after that for all hours so worked with a minimum payment for four hours.

(f) Managers will be granted a 10 hour break between the finishing of work on one day and the commencement of work on the following day. Where such a break is not granted the manager will be paid at double time until the full 10 hours has expired.

(g) Each manager will be provided with a written statement setting out the normal weekly working hours, and in particular, the starting and finishing times and meal breaks to be observed by the employee concerned. Except in the case of emergency, the employer must not alter the manager’s normal hours of work without their consent except by providing a new statement of hours on notice of at least six days.

56.4 Time off instead of payment for overtime

(a) Arrangements for time off instead of payment for overtime will be made on an individual basis, as agreement must be reached between an individual employee and the employer.

(b) Overtime worked on Sunday or public holidays will accrue at the rate prescribed by the award for each hour worked.

(c) If the employee works during any agreed time off period the following will apply:

(d) After consultation with the employee the employer will decide the most appropriate period in which time off instead of payment for overtime will be taken, provided that the employee will take time off instead of payment for overtime not later than six months after the overtime hours are banked.


Part 9—Actors

57. Special definitions

58. Terms of engagement

58.1 The terms of an engagement will be specified by the employer when the engagement is made, confirmed in writing and forwarded to the employee or their agent prior to the commencement of work by the employee on their first call.

58.2 The employer will specify in writing as part of the terms of engagement the details of work to be performed by the performer, including:

(a) with respect to advertising content the products or services to be advertised, if any, and where possible and practicable, the details of length and number of advertising films;

(b) with respect to content other than advertising films the requirement to use the artist’s name or image in commercial tie-ups between that content and commercial goods or in commercial advertising;

(c) the intention, if any, to associate the performers image or name with promoting a product or service, including the use of still photographs;

(d) the requirement, if any, to appear nude, semi-nude or in sex simulated scenes, including in still photography;

(e) the intention, if any, to use a stand-in or double in place of the performer in nude, semi-nude or sex simulated scenes;

(f) a requirement to participate, if any, in action which could reasonably be described in industry custom and practice as a stunt and the details of the special services required; and

(g) with respect to content other than advertising content the performer’s name to be used for billing publicity and purposes.

58.3 The minimum payment for work on any day for employees will be as follows.

(a) Advertising films

(b) Feature films

(c) All other content

58.4 No audition or screen test will be held in public. The only persons allowed to be present during an audition or screen test will be the employer and/or members of the employer’s production staff.

58.5 No recording of an audition or screen test will be used in any manner whatsoever other than for private viewing by the employer and/or members of the employer’s production staff and such recording may only be retained by the employer solely for reference purposes.

58.6 The artist will not be required to perform a sex simulated scene in any audition or screen test.

58.7 The artist will not be required to appear nude or semi nude in the first audition or screen test.

58.8 Where the employer requires the artist to appear nude or semi-nude in an audition the employer must:

(a) provide the artist with a script 24 hours in advance of the auditioning;

(b) allow the artist to nominate an individual to be present throughout the audition; and

(c) not record the audition.

59. Hours of work

59.1 Content other than feature films

(a) The ordinary hours of work will be based on an eight hour day exclusive of meal breaks to be worked continuously between 7.00 am and 8.00 pm Monday to Friday and will not exceed:

(b) Feature films

59.2 General (applicable to all content)

(a) Travelling time both ways between the pick-up point and the place of work will be counted as time worked.

(b) An employee will not be required to work more than eight hours without payment for overtime.

(c) The employee’s time of starting will be the time that the employee is directed to be in attendance by the employer provided that time taken for the application of make-up will count as time worked but removal of make-up must be in the artist’s own time except where the time taken to remove full body make-up, special effects make-up and prosthetics exceeds 10 minutes, when the actual time taken to remove such make-up, up to a maximum of 30 minutes, will count as time worked. Provided further that where the employer and an artist agree that there are bona fide and special circumstances requiring more than 30 minutes in the removal of such make-up, the time actually taken in such removal will be counted as time worked.

(d) If for the purposes of wardrobe the employer directs an employee to attend at a particular place before the commencement of the employee’s call, the employer will pay the employee for each hour or part thereof which the employee so attends for such purposes at the employee’s ordinary rate of pay.

(e) Wild lines (dialogue) recorded on location, in studio premises or location hotel room on completion of a day’s shooting, but not recorded to pictures, are to be regarded as shooting time or an extension thereof.

59.3 Notice of call times

59.4 Cancellation
(a) Advertising films

(b) Other content

60. Allowances

60.1 Meal allowances

(a) Should an artist be required to continue working for not less than two hours after the employee has completed eight hours work on that day, the employee will be entitled to a second meal break to commence not later than 10 hours from the commencement of the employee’s work on that day and will also be entitled at the employee’s option to be supplied with a meal or be paid the sum of $13.90 instead.

(b) An artist when travelling or on location during meal breaks will be paid an allowance of $12.50 for breakfast, $14.10 for lunch and $21.50 for dinner. This clause does not apply where the artist is provided with a satisfactory meal.

60.2 Work in other countries

60.3 Climate allowance

60.4 Additional roles

60.5 Payment for publicity/promotion

60.6 Transport for publicity/promotions

(a) In carrying out any publicity and/or promotion work pursuant to this clause, an artist will, where relevant, be paid in accordance with clause 60.7 for travelling and be provided with accommodation and expenses pursuant to clause 60.8 except that an artist will be provided with transport or paid the cost of same both ways.

(b) When working at a place of work that does not require air travel between the artist’s residence and the place of work the employer must pay the cost of transport for the artist to get to and from work. This does not apply where the employer provides transport free of charge.

(c) When working at a place of work that requires air travel between the artist’s residence and the place work the employer must pay the cost of air transport for the artist to get to or from work. This clause does not apply where the employer pays for the cost of air transport.

(d) An artist will be provided with air travel of a class stipulated in the artist’s employment contract or in the absence of any such stipulation, pursuant to clause 60.7.

(e) Prior to departure an artist will be provided with an itinerary outlining the places where they will be required to attend and the duties required of the artist in carrying out such publicity and/or promotion work (e.g. interviews, performance, etc.).

60.7 Travel allowance

60.8 Accommodation allowance

(a) An artist required to stay away overnight from their place of residence will be reimbursed by the employer up to the actual cost of suitable accommodation. This provision will not apply where the employer provides suitable accommodation.

(b) Where it is impossible for the employer to obtain such accommodation the artist will be paid the following allowances:

(c) For the purposes of this clause it will be deemed impossible for an employer to obtain accommodation of the type referred to in clause 60.8(a) where it is necessary for the artist to spend more than one and a half hours travelling from the location to the nearest accommodation.

(d) Where an artist is required by the employer to perform an engagement interstate commencing before 9.00 am on the first day of engagement and it is impracticable for the artist to travel from home the artist will be reimbursed the actual cost of overnight accommodation. Where an artist is required to perform an engagement interstate finishing after 7.00 pm on the final day of employment the artist will be reimbursed the actual cost of overnight accommodation where it is impracticable for the artist to return home. This provision does not apply where the employer provides suitable accommodation.

(e) Where an artist is required by the employer to travel intrastate or to perform an engagement more than 80 km from their place of residence and commence work before 9.00 am on the first day of engagement the employer will reimburse the artist for the actual cost of overnight accommodation. Where an artist is required to perform an engagement more than 80 km from their place of residence and finish work after 6.00 pm on the final day of employment, the employer will reimburse the artist the actual cost of overnight accommodation. This provision does not apply where the employer provides suitable accommodation.

(f) If an artist is required to travel to or from an engagement on any day on which they are not being paid for work they will travel at a time which as far as possible will be at a time to suit their convenience and be paid at the hourly equivalent of the relevant daily award rate specified in clause 14—Classifications and minimum wages with a minimum of four hours’ payment (meal breaks excluded).

(g) An artist will be provided with transport between the pick-up point and place of work if they so require.

(h) An artist required by the employer to carry baggage of not less than eight kilograms or which cannot be conveniently carried by the artist by hand, to a location or studio or pick-up point will be reimbursed for the actual cost of taxi or private automobile transport to and from the artist’s place of residence. This provision will not apply where the employer provides transport.

(i) The artist required to stay overnight from the artist’s place of residence will be paid the actual cost of transport both ways between all town or city transport terminals, places of work and places of overnight accommodation. This provision does not apply if the employer provides transport.

(j) An artist not required to stay away overnight from their place of residence will be reimbursed the actual cost of taxi or private automobile transport either way as relevant between their place of residence and the place of work as set out below:

(k) Payment of allowances pursuant to this clause will be paid to an artist on a day to day basis.

60.9 Wardrobe allowance

(a) Where an employer requires an employee to provide properties, wigs, footwear and articles of clothing not possessed by the artist and any article of clothing or footwear peculiar to any trade, calling, occupation or sport the artist will be reimbursed up to the actual cost to the artist of providing these items. This provision will not apply where the employer provides these items.

(b) The employer will reimburse the employee for the actual cost of maintaining wardrobe in a satisfactory and hygienic condition or for the cost of repairs or replacement resulting from any damage. This provision will not apply where the employer maintains or replaces wardrobe as required.

(c) Where an employer requires an artist to wear footwear and/or civilian dress of a type which is customarily worn by civilians of the present day in Australia the artist may be required to provide such wardrobe if it is already in the artist’s possession. In the event that such wardrobe is not in the artist’s possession, the artist will be reimbursed up to the actual cost to the artist of providing the items. This will not apply where the employer provides such items.

(d) The employer will reimburse the artist for the actual cost of maintaining wardrobe in a satisfactory and hygienic condition or for the cost of repairs or replacement resulting from any damage. This provision will not apply where the employer maintains or replaces wardrobe as required.

(e) The employer may elect, as an alternative to its obligation pursuant to clause 60.9(d), to pay the following allowance:

60.10 Episode allowance

(a) Where an artist is engaged to perform in a serial drama or serial comedy and works in more than five episodes in a week the artist will be paid in addition to the rate of pay for performing in five episodes set out in clause 14.7(d) an allowance of 43.75% of the one and two episode rate for each episode in which that performer works in that week.

(b) Where two one-hour programs are produced in a week then for the purposes of this clause and clause 14.7(d) they will be regarded as four episodes in which work is performed in a week.

(c) An artist engaged by the day who is required to perform in more than one episode will be paid in accordance with clause 14.7(d).

60.11 Release allowances payable to performers—feature films only

(a) The payment as specified in clause 14—Classifications and minimum wages will entitle the producer to Australian theatrical rights. The producer may acquire additional rights from a performer by the payment of an additional allowance based on the percentage of their ordinary rate of pay set out below to secure the rights to release the film in the following way:

(i) Australian television rights

(ii) World television rights (excluding any screening on a USA Network)

(b) The percentage set out in clause 60.11(a) will apply if the producer pays the allowance at the time of the production. If the allowance is not paid at the time of the production, and is paid subsequently, the applicable percentage will be doubled. Any additional screenings are to be the subject of further negotiation.

61. Meal breaks and rest breaks

61.1 General

(a) If duty commences before 5.30 am the employer will allow a half hour break between 6.30 am and 8.00 am. This break will be considered as time on duty and a breakfast allowance as set out in clause 60.1(b) will be paid unless the employer provides breakfast. Where duty commences between 5.30 am and 7.00 am the employer will pay an allowance as set out clause 60.1(b) unless breakfast is provided by the employer.

(b) An artist will be allowed meal periods of not less than half an hour or more than one hour between 12.00 noon and 2.00 pm for lunch and 5.00 pm and 8.00 pm for dinner except in the case of daylight saving when the dinner break will be between 6.00 pm and 9.00 pm. A meal break will not be considered as time on duty. Provided that in any event a meal break will commence not later than five hours from the start of the work session involved.

(c) If the meal period is not allowed as provided, the normal time of the meal period will be paid for at the rate of time and a half for week days, time and three quarters for Saturdays, double time for Sundays and double time and a half for public holidays. The artist will be permitted to have their usual meal period without deduction as soon as possible after the prescribed meal period.

(e) When overtime duty is performed beyond midnight a supper break of half an hour must be allowed and taken as time on duty. The employer must reimburse the artist at the rate set out in clause 60.1(a) per supper or provide supper.

(f) Artists will be granted a rest period of 10 minutes during the morning and afternoon of each day. Where the period between meal breaks or between starting time and the first meal break is more than five hours, the rest period will be of 20 minutes duration. No artist will be entitled to more than one rest period during each morning or afternoon.

(g) When proper meals are unavailable or the artist by reason of wearing costume and/or make-up is unable to proceed to a public restaurant etc., the employer will pay the artist the amount as set out in clause 60.1(b) for lunch and for dinner or provide adequate meals.

(h) Where an artist is required to start work at a time which does not allow them to obtain breakfast at the place of accommodation the employer will pay the artist the amount set out in clause 60.1(b) or provided with an adequate breakfast.

(i) All meal breaks and rest periods are to be uninterrupted and free from hair, wardrobe, make-up, rehearsal calls and other work.

(j) A break of 10 clear hours must be allowed between the cessation of work on one day and the commencement of work on the succeeding day provided that in the event of an emergency work may be performed with the consent of the artist within a period of 10 clear hours of the cessation of work in which case the artist will be paid double time for the whole of the period worked until the artist commences the full 10 hours break.

(k) Where an artist is scheduled only a single day off in a week the minimum break for that day will be 34 consecutive hours calculated from the time the artist stops work on the day prior to the break. Where an artist does not receive such a break of 34 hours they will be paid at the rate of double time for that period of time worked which is equal to the time by which the 34 hour break was shortened. For the purpose of this clause publicity and/or promotion work will not be regarded as work in a 34 hour break and such work will be paid for at the rate prescribed in clause 60.5.

61.2 Dancers

(a) A 30 minute warm-up period prior to the commencement of work will be counted as time worked.

(b) A rest break of no less than 10 minutes per hour will be granted during all rehearsal/film periods.

(c) This provision applies only in circumstances where professional dancers are engaged as such to perform choreographed or unchoreographed dance to a level normally expected of a professional dancer.

62. Overtime

62.1 An employee will work overtime as an employer may reasonably require.

62.2 For half daily engagements time worked in excess of four hours will be paid for at the appropriate overtime rate.

62.3 Television other than television programs

(a) For all time worked in excess of eight hours per day other than on Sunday or public holidays payment will be made at the rate of time and a half for the first two hours and double time after that.

(b) Overtime and penalty rates will be based on the employee’s ordinary rate of pay.

62.4 Feature films

(a) For all time worked in excess of eight hours per day on Monday to Friday or 38 hours per week payment will be made at the rate of time and a half for the first three hours and double time after that. For purposes of calculating overtime payments each day’s overtime will stand alone.

(b) Where ordinary hours of work are worked on a Saturday such ordinary hours will not exceed eight hours exclusive of meal breaks and will be paid for at the rate of time and a quarter. Where overtime is worked on a Saturday following the working of ordinary hours of work the rate of payment of such overtime will be time and three quarters for the first three hours and double time after that.

(c) Where overtime is worked on a Saturday which does not follow or is not continuous with the working of ordinary hours of work (i.e. where Saturday is a sixth or seventh day of the week) it will be paid for at the rate of time and half for the first three hours and double time after that.

(d) For all work performed between 11.00 pm and 6.30 am a penalty rate of 25% will be paid for each hour so worked.

(e) Provided that where the work is performed between midnight Friday and 6.30 am Saturday, or between 8.00 pm and midnight Saturday, the penalty will be 50%.

62.5 All other content

(a) For all work performed between 8.00 pm and 7.00 am a penalty rate of 25% will be paid for each hour so worked.

(b) Provided that where the work is performed between midnight Friday and 7.00 am Saturday, or between 8.00 pm and midnight Saturday, the penalty will be 50%.

(c) For all time worked in excess of eight hours per day on Monday to Friday or 38 hours per week payment will be made at the rate of time and a half for the first three hours and double time after that. For purposes of calculating overtime payments each day’s overtime will stand alone.

(d) Where an artist is rostered a day free of duty between Monday and Friday they may be worked on Saturday as part of their ordinary hours of work. Where ordinary hours of work are worked on a Saturday such ordinary hours must not exceed eight hours exclusive of meal breaks and will be paid for at the rate of time and a quarter. Where overtime is worked on a Saturday following the working of ordinary hours of work the rate of payment of such overtime will be time and three quarters for the first three hours and double time after that.

(e) Where overtime is worked on a Saturday which does not follow or is not continuous with the working of ordinary hours of work (i.e. where Saturday is a sixth or seventh day of the week) it will be paid for at the rate of time and half for the first three hours and double time after that.

62.6 General (applicable to all productions)

63. Penalty rates

63.1 Sunday work

63.2 Postponement
(a) Advertising films

(b) Other content

(c) Calls substituted for the postponed call will be paid for at the rate for the original call.

63.3 Public holidays

64. Lay days

If an artist is required to stay away overnight from their place of residence but is not required to work (not being their usual day off) the artist will receive their ordinary rate for each day, unless such artist is engaged on a weekly basis.


Part 10—Musicians

65. Hours of work

65.1 The ordinary hours of work of a casual musician employed in television will be not less than a call of three hours and not more than a call of eight hours on any one day, excluding meal breaks.

65.2 In all other cases the duration of a call will not exceed three hours and will include all intervals and breaks as time worked. All time worked in excess of three hours will be paid at the appropriate overtime rate.

66. Terms of engagement

66.1 The terms of engagement of a musician employed in the making of feature films, documentaries, telemovies and television mini-series will be specified by the producer when the engagement is made, confirmed in writing and forwarded to the musicians where possible at least 48 hours before recording call commences.

66.2 The employer will specify in writing as part of the terms of engagement the details of work to be performed by the musician including:

(a) the production title, the production company and the employer’s name;

(b) the instrument to be played, if doubling is required, and in the case of a session singer the type of work required by the employee (e.g. doubling, harmonising, original track);

(c) the hours and days required to work;

(d) the fees to be paid; and

(e) whether the engagement is for auditioning or demonstration purposes.

66.3 At least 48 hours’ notice will be given by the employer of the cancellation or postponement of a recording call, failing which payment in full will be made.

66.4 Finished recording will be made in multiples of seven minutes per hour in the aggregate with not more than 21 minutes of finished recording, paid at the ordinary time rate of pay, to be made in the first three hours.

66.5 A call will be deemed to have started at the time notified by the employer but, should all members of the orchestra not be present and ready to commence at the time so notified by the employer as the starting time, the call will be deemed to have started only when the entire orchestra actually commences.

67. Meal breaks and rest breaks

67.1 A musician will be entitled to a break of not less than 15 minutes in each call. Such break to be taken at a time to be mutually agreed and will count as time worked.

67.2 An employee whose ordinary hours of call on any one day exceed five hours will be allowed a meal break no later than at the end of each five hours of work, such meal break to be not less than half or more than one hour, or in the case of a session singer, one hour. A meal break will not be counted as time worked.

67.3 An employee will be allowed a break of 10 consecutive hours between the time the employee ceases work on a day and the time the employee next starts work. If the employee starts without having received the break, the employee will be paid at the rate of double time of their ordinary rate until the employee receives such a break.

68. Allowances

68.1 Travel allowances

(a) An employee required by the employer to travel by train, ship or aircraft will be reimbursed the actual cost of such travel. This provision will not apply where the employer provides and the employee elects to use employer provided transport.

(b) An employee required by the employer to travel will be reimbursed the actual cost of a first class ticket for train (including sleeping accommodation), ship or in the case of aircraft, economy class ticket, to the required destination. This provision will not apply where the employer provides and the employee elects to use employer provided transport.

(c) An employee required by the employer to stay away overnight from their usual place of residence will be reimbursed by the employer the actual cost of suitable accommodation. This provision will not apply where the employer provides suitable accommodation.

(d) An employee when travelling during meal breaks will be paid an allowance of $10.70 for breakfast, $15.90 for lunch and $21.10 for dinner. This does not apply where the employer provides a meal.

(e) An employee required by the employer to perform in an engagement either interstate from their ordinary place of residence or at a location which involves the employee travelling a like or similar distance will be reimbursed the actual cost of return transport in accordance with clause 68.1(a). This provision will not apply where the employer provides such transport.

(f) An employee required by the employer to stay away overnight from their ordinary place of residence will be reimbursed the actual cost of all transport both ways between all town or city transport terminals, places of work and places of overnight accommodation. This provision will not apply where the employer provides such transport.

(g) An employee not required to stay away from their place of residence will be provided with taxi or private automobile transport either way as relevant between the place of residence and the place of work or to be paid the cost of same in any of the following circumstances:

68.2 Other allowances

(a) Principal players as defined in Schedule F—Musicians will be paid an additional amount of 25% of the minimum rate per call.

(b) Doubling—a musician required to play more than one instrument and a session singer required to multi-track the same line of music, will be paid an additional amount of 25% of the minimum rate per additional instrument per call.

(c) Overdubbing—where a producer requires a musician to play additional parts or a session singer is required to multi-track a different line of music, the musician will be paid an additional minimum call of three hours’ duration.

(d) Leaders as defined in Schedule F—Musicians will be paid an additional amount of 33.3% of the total minimum call rate.

69. Overtime

69.1 Any time worked in excess of an initial three hour call will be paid at the rate of time and a half for two hours and then double time, and will be calculated in segments of 15 minutes.

69.2 Any time worked in excess of the initial three hour call for purpose of recording material in excess of 21 minutes will be paid at the rate of time and a half, with a minimum payment as for one hour.

69.3 All time worked in excess of the ordinary hours of an engagement on any one day will be paid for at the rate of time and a half for the first four hours and double time after that, to be calculated to the nearest quarter of an hour.

70. Penalty rates

70.1 Sundays

70.2 Public holidays

(a) All work performed on public holidays will be paid at double the minimum rate for work performed on an ordinary day.

(b) Casual employees will be paid for work on public holidays at double the ordinary rate of pay plus the 25% casual loading (calculated on the ordinary rate of pay).

(c) An employee required to work on any of the holidays will be paid at the rate of double time and a half for all work performed on that day, with a minimum payment as for four hours.

70.3 Session singers

(a) All work excluding live recordings performed on public holidays will be paid for at the rate of double time and a half.

(b) Should the recording in any one session total more than 21 minutes, a loading of 25% of the performer’s session fee in that session will be paid for each additional three minutes or part thereof.

(c) For all work performed between 11.00 pm and 8.00 am, a penalty rate of 25% will be paid for each hour so worked. Provided that where the work is performed between midnight Friday and 7.00 am Saturday or between 8.00 pm and midnight Saturday, the penalty rate will be 50%.

(d) An employee required to perform as an Ensemble singer must receive a penalty of 100% of the minimum session as set out in clause 14.11.


Part 11—Motion Picture Production

71. Hours of Work

71.1 Ordinary hours of work for full-time employees will average 38 hours each week, which will by agreement between the employer and employees be worked on one of the following bases:

(a) in days of up to 10 hours each over five between Monday to Saturday, such hours to be worked continuously with the exception of meal breaks; or

(b) by agreement with a majority of employees by any other arrangement to a maximum of 152 hours per 28 day cycle.

71.2 All time worked on a Sunday will be overtime and paid in accordance with clause 74—Overtime of this award.

71.3 Except when living away from home and working on location, hours of work will commence and finish at a nominated place of call. A nominated place of call for the purposes of this award will mean, in the case of a capital city, a place nominated by the employer within 25 km of the GPO of such capital city or in other cases, a place nominated by the employer within 25 km of the employer’s usual place of business.

71.4 When living away from home and working on location, hours of work will commence and finish at the place where the employee is provided with accommodation.

72. Breaks between shifts

72.1 The following breaks will be given, or the penalties prescribed in clause 72.2 will be paid.

(a) In the case of two consecutive days worked—10 clear hours between the finish of one day’s work and the commencement of the next day’s work.

(b) In the case of a single day off—34 clear hours between the finish of work prior to the day off and the commencement of work following the day off.

72.2 Any employee required to commence work at such time that the employee does not receive the breaks prescribed in clause 72.1 will be paid single time additional for all time actually worked after that until such time as the employee receives a break as set out in that clause.

73. Meal Breaks

73.1 Meal breaks will commence not later than five hours from the start of the work session or the end of the last meal break, whichever is the later.

73.2 If the meal break is not allowed as provided by this clause the normal time of the meal break will be paid at the following rates:

(a) for week days—time and a half of the ordinary rate;

(b) for Saturdays—time and three quarters;

(c) for Sundays—double time; and

(d) for public holidays—double time and a half.

73.3 Notwithstanding the above where any employee is required to work beyond the time of their second meal break such meal will be provided by the employer or the appropriate allowance will be paid to the employee by the employer.

73.4 When overtime duty is performed beyond midnight a supper break of half an hour must be allowed and taken as time on duty. The employer must provide supper or reimburse the employee as per clause 77.1 of this award.

74. Overtime

74.1 Overtime will be classified as scheduled or unscheduled in accordance with the provisions of this clause.

74.2 Scheduled overtime is overtime which an employee has agreed to work and for which the employer has agreed to pay (whether worked or not) at the commencement of an engagement.

74.3 Scheduled overtime may be contracted as follows:

(a) where a five-day week is worked scheduled overtime up to a maximum of two hours per day may be contracted for; or

(b) where a six-day week is worked, scheduled overtime up to a maximum of two hours per day for each day between Monday and Friday inclusive and up to a maximum of 10 hours on Saturday may be contracted for.

74.4 Subject to other penalties prescribed in this award, payment for all overtime will be made as follows:

(a) Monday to Saturday—time and a half for the first two hours and double time after that; or

(b) Sunday—double time; and

(c) any time worked on any day in excess of 12 hours—triple time.

74.5 Where overtime is worked on a day on which ordinary hours are not worked, payment will be made as for a minimum of four hours worked.

74.6 Any employee recalled to work after leaving the employer’s premises will be paid for a minimum of three hours work at the appropriate overtime rate.

75. Calculations of penalties and provision of rosters

75.1 For the purposes of applying penalties under this Part, the week will be divided into time zones as follows and the loadings indicated will be payable in addition to all other payments including overtime for work performed in the relevant time zones.

Zone

Time

Loading

Zone A

7.00 am to 8.00 pm Monday to Friday

Nil

Zone B

8.00 pm to midnight Monday to Thursday

25%

 

12.01 am to 7.00 am Tuesday to Friday

  
 

7.00 am to 8.00 pm* Saturday

  

Zone C

8.00 pm to midnight Friday and Saturday

50%

 

12.01 am to 7.00 am Saturday

  

Zone D

12.01 am to 7.00 am** Monday

100%

75.2 Penalty and overtime rates will be based on hourly rates calculated from the ordinary time rate on which the employee’s gross agreed remuneration is based. A divisor of 38 will be used for such calculations.

75.3 Calculations will be made per quarter hour and work in excess of five minutes will be taken to the next quarter hour.

76. Casual employment

In addition to the provisions of clause 10.5 the following provisions will apply to casual employees.

76.1 Except when hired for one day only, a casual employee not required to work on a second or subsequent day will receive notice of cancellation prior to cessation of ordinary hours of work on the day prior to the next agreed starting time. If such notice is not given the employee will be paid for a minimum of eight hours at the appropriate casual rate.

76.2 Casual employees engaged at a location may be employed for a minimum of four hours at the appropriate hourly rate.

77. Allowances

77.1 Meal allowance

(a) Upon location if a satisfactory lunch cannot be obtained by the employee such meal will be provided by the employer or the employee will be paid an amount of $9.85.

(b) Upon location dinner will be provided by the employer or the employee will be paid an amount of $15.10.

(c) When required as per clause 73.4 of this award, supper will be provided by the employer or the employee will be paid an amount of $9.85.

77.2 Laundry allowance

77.3 Reimbursement for facilities

77.4 Accommodation allowance

(a) where accommodation is provided at the standard of a private home, homestead, or hotel with share facilities or where unshared accommodation is not provided—$7.80 per day;

(b) where accommodation is provided at the standard of airconditioned caravans or airconditioned and sewered mining camps—$15.70 per day; or

(c) where accommodation is provided at the standard of shearer’s quarters, rough mining camps, or by camping—$31.20 per day.

78. Travel

78.1 All travel required between the daily commencement of work and the daily conclusion of work including all travel to and from location will be the responsibility of the employer, subject to the provisions of this clause.

78.2 All time spent in travelling will be counted as time worked, subject to the provisions of the award.

78.3 Where an employee elects, with the written agreement of the employer, to provide their own transport to a location which is at a distance of more than 25 km from the capital city in which the employer’s usual place of business is located, time spent in travel will be regarded as time worked and will be calculated as between a radius of 25 km from the GPO and the place of location, such distance to be measured on the basis of the shortest practicable route by road between the employer’s usual place of business and the location, and the time taken will be calculated on the basis of two minutes for each kilometre of distance between the 25 km radius and the location. If the location is within the 25 km radius the location may be considered the place of call and the employee’s time worked may be calculated from their call time at such location.


Schedule A—Television Broadcasting

1.1 Classifications

1.1.1 Definitions

(a) A Major Production for the purpose of determining the classifications of an employee is defined as a live or recorded program originated by the station of employment of the employee concerned at its studios or an outside broadcast location which is either:

(i) telecast between the hours of 6.00 pm and 10.00 pm by that station and in which program production three or more television cameras are jointly used; the total time taken to rehearse on camera, record or transit exceeds five hours and in which production a combined number of 20 or more employees in classifications covered by this award are directly engaged in make-up, set designing, cameras, recording and technical operations usually associated with the television production; or

(ii) irrespective of the time of telecast by that station, transmitted live or recorded from an outside broadcast location, involving the joint use of five or more outside broadcast cameras under the direction of the Director Major Production concerned; and

(iii) which program is transmitted by that originating station to an area where a normal signal can be expected to cover and be able to be satisfactorily received by 400,000 or more persons.

(b) A Technician is an employee who during the normal course of duty performs one or more of the following functions under direction:

(i) installing, setting up, operating or maintaining television equipment such as audio, video, telecine, lighting, recording, transmission or other apparatus associated with television.

(ii) For the purposes of this definition:

(c) Videotape

(d) Electronic News Gathering (ENG) Camera

1.1.2 Technicians

(a) Supervising Technician A+

(i) Performs the duties of the lower classifications.

(ii) The highest classification for Supervising Technician in studio technical operations, maintenance, transmission or outside broadcasting in a Major Transmission station.

(iii) Assists in the assessment, recruitment and selection of staff.

(iv) Assists in managing the performance of other employees.

(v) Supervises other supervisors (or a section or department) in the sense of work functions/organisation.

(vi) Plans and directs the work of technical employees.

(vii) Co-ordinates general and specialist employees on projects requiring complex and specialised knowledge.

(b) Supervising Technician A

(i) Performs the duties of the lower classifications.

(ii) Plans and directs the work of lower classifications.

(iii) Responsible to a manager and/or the chief engineer for the overall supervision of a non Major Transmission television station.

(c) Supervising Technician B

(i) Performs the duties of the lower classifications.

(ii) The highest classification for Supervising Technicians in a section of studio technical operation such as videotape, and installation.

(iii) Assists in the assessment, recruitment and selection of staff.

(iv) Assists in managing the performance of other employees.

(v) Supervises a section or a department in the sense of work functions/organisation and rostering.

(vi) Plans and estimates staffing and material costs for their section.

(vii) Responsible to a Manager and/or Chief Engineer and/or Supervising Technician A for the overall supervision of technical operations of a non Major Transmission television station.

(d) Senior Technician A

(i) Performs the duties of the lower classifications.

(ii) A high level of diagnostic skill on complex forms of television equipment and instruments.

(iii) Capable of sophisticated maintenance on all types of television equipment.

(iv) Applies overall knowledge and understanding of the operating principles of television equipment to the level of developing and designing systems.

(v) Produces reports of a technical nature independently on tasks or assignments when directed.

(vi) Provides high level technical guidance or advice.

(vii) Meets budgeting/scheduling requirements.

(viii) Co-ordinates concepts with a superior.

(e) Senior Technician B

(i) Performs the duties of the lower classifications.

(ii) Can and does prepare reports of a technical nature on tasks or assignments as directed.

(iii) Exercises discretion and judgment for self and others with respect to planning and selection of work organisation.

(iv) Could be appointed, and works as, a specialist technical/maintenance person.

(v) Performs complex modifications to television equipment.

(vi) Quality control at a high level and uses advanced computer techniques.

(vii) Trains lower levels, but in conjunction with higher level supervisors.

(viii) Subject to general guidance on progress and action—a minimum level of supervision.

(ix) Supervises others, but more a team leader and facilitator.

(x) Works within routine, and non-routine, methods.

(xi) Represents technical departments in liaison with other non-technical areas.

(f) Technician A+

(i) Performs the duties of the lower classifications.

(ii) A thorough understanding of complex television equipment and specialised circuitry.

(iii) Assists in the preparation of reports of a technical nature on tasks or assignments as directed.

(iv) Responsible for the allocation of staff for the job at hand to accommodate a predetermined schedule.

(g) Technician A

(i) Performs the duties of the lower classifications.

(ii) In-depth knowledge of the maintenance of television equipment and intricate circuitry.

(iii) Sets up, operates and maintains all types of television equipment.

(iv) Is under broad guidance on own work and provides guidance.

(v) Checks the work of others relating to its overall progress.

(vi) Provides higher level technical guidance and advice.

(vii) Co-ordinates concepts with a superior.

(h) Technician B+

(i) Performs the duties of the lower classifications.

(ii) A working knowledge of television equipment and a broad range of skills.

(iii) Sets up, installs, operates and/or maintains complex television equipment.

(iv) Possesses and exercises more advanced computer skills on software applications and diagnostics.

(v) Exercises discretion and judgment on equipment selection for the job at hand.

(vi) Works within routines but exercises initiative and judgment.

(vii) Provides trade level guidance with limited supervision of lower classifications.

(viii) Monitors and assists the work of others.

(i) Technician B

(i) Performs the duties of the lower classification.

(ii) Works from semi-complex instructions.

(iii) Works in a team environment.

(iv) Capable of using precision measuring instruments (e.g. assess readings from instrumentation).

(v) Basic fault finding, sets up, installs and/or operates television equipment.

(vi) Intermediate computer skills on software applications and diagnostics.

(vii) Gives instruction but in conjunction with appropriate higher level.

(viii) Performs a range of maintenance functions.

(ix) Works under routine guidance and is subject to intermittent checking.

(x) This is a minimum trade level entry position.

(j) Assistant/Trainee Technician

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Accurately measures.

(vii) Basic computer skills on software applications and diagnostics.

(viii) Performs duties of a minor nature.

(ix) Responsible for the quality of their own work, but under supervision.

(x) Uses discretion within level of skills.

1.1.3 Audio

(a) Supervisor Audio

(i) Performs the duties of the lower classifications.

(ii) This is a working supervisor/leading hand.

(iii) Responsible to an employee of the Production/Operations or Station management staff.

(iv) Responsible for the overall supervision of audio operations.

(v) Assists in selection and assessment procedures.

(vi) May assess the performance of other employees but does not have the ultimate say in promotion.

(vii) Judgment for self and others in planning and selection of equipment, work organisation, services, actions and outcomes within time constraints.

(viii) Working under broad guidance within a structured plan.

(ix) Responsibility for, but not full accountability for, audio personnel at a lower level.

(x) Participates in the preparation of, but not responsible for, the final budget.

(xi) Plans and estimates staffing and material costs, but not to the level of the overall planning and budgeting of the department.

(xii) Responsible for the allocation of staff within this occupational group to accommodate a predetermined production schedule.

(b) Senior Audio Director A

(i) Performs the duties of the lower classifications.

(ii) Has an overall and in-depth knowledge and understanding of the television operating systems.

(iii) Provides high level guidance or advice on audio operations.

(iv) An overall knowledge and understanding of operating systems.

(v) Prepares reports on/about specific tasks.

(vi) A high level of diagnostic skills on complex forms of audio equipment and instruments.

(vii) Works on Major Production as defined.

(c) Senior Audio Director B

(i) Performs the duties of the lower classifications.

(ii) Performs varied and highly specific tasks.

(iii) Complexity in range of choice and actions.

(iv) Audio directs any style of television production (studio and outside broadcast), regardless of number of sources or complexity of the program.

(v) In-depth knowledge of audio operations in all areas including communications.

(vi) Assists in training.

(vii) Initiative and judgment for self and others.

(d) Audio Operator A/Audio Director

(i) Performs the duties of the lower classifications.

(ii) Thorough knowledge of studio procedures, terminology and audio hardware.

(iii) In addition works on complex communication equipment.

(iv) As an Audio Director, in the course of performing duties could be responsible for the supervision and training of lower classifications.

(v) Responsible for the allocation of staff for the job at hand to accommodate a predetermined production schedule.

(e) Audio Operator A

(i) Performs the duties of the lower classifications.

(ii) Works on all types of productions.

(iii) Works within routines but exercises initiative and judgment.

(iv) In-depth knowledge of studio procedures, terminology and audio hardware.

(v) May work as an Audio Director, works from basic instructions which do not require complex audio operations.

(vi) May work as an Audio Director on non Major Production involving multiple audio sources.

(vii) Works on minor sport or productions, lower level sport and outside broadcasts than an Audio Director.

(f) Audio Operator B+

(i) Performs the duties of the lower classifications.

(ii) An in-depth knowledge of equipment and a broad range of skills.

(iii) Sets up, installs, maintains complex audio equipment.

(iv) Proficient in operating audio functions including mic, public address, foldback, booth.

(v) Performs a range of audio maintenance functions.

(vi) Exercises discretion and judgment on equipment selection for the job at hand.

(vii) Advanced computer skills on software application and diagnostics.

(viii) Works within routines, but exercises initiative and judgment.

(ix) Provides trade level guidance with limited supervision of lower classifications.

(x) Works under routine guidance and is subject to intermittent checking.

(xi) Monitors and assists the work of others.

(g) Audio Operator B

(i) Performs the duties of the lower classifications.

(ii) Intermediate computer skills on software applications and diagnostics.

(iii) Exercises minimal judgment.

(iv) Can give instruction but in conjunction with appropriate higher level.

(v) Uses precision measuring instruments (e.g. assess readings from instrumentation).

(vi) Sets up and operates basic public address and sound reproduction systems.

(vii) Works from semi-complex instructions.

(viii) Works in a team environment.

(ix) Works within a fixed format operations (e.g. news and hostings).

(x) Sets up and rigs floor and control room based equipment.

(xi) Basic fault finding, maintains, sets up and operates equipment.

(xii) Responsible for own work under general supervision.

(xiii) Routine and structured operational maintenance work.

(h) Trainee Audio Operator

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Accurately measures.

(vii) Basic computer skills on software application and diagnostics.

(viii) Performs duties of a minor nature.

(ix) Responsible for the quality of their own work, but under supervision.

(x) Uses discretion within level of skills.

1.1.4 Lighting

(a) Supervisor Lighting

(i) Performs the duties of the lower classifications.

(ii) This is a working supervisor/leading hand.

(iii) Responsible to an employee of the Production/Operations or Station management staff.

(iv) Responsible for the overall supervision of lighting operations.

(v) Assists in the selection and assessment procedures.

(vi) May assess the performance of other employees but does not have the ultimate say in promotion.

(vii) Judgment for self and others in planning and selection of equipment, work organisation, services, actions and outcomes within time constraints.

(viii) Working under broad guidance within a structured plan.

(ix) Responsibility for, but not full accountability for, lighting personnel at a lower level.

(x) Participates in the preparation of, but not responsible for, the final budget.

(xi) Plans and estimates staffing and material costs, but not to the level of the overall planning and budgeting of the department.

(xii) Responsible for the allocation of staff within this occupational group to accommodate a predetermined production schedule.

(b) Senior Lighting Director A

(i) Performs the duties of the lower classifications.

(ii) Has an overall knowledge and understanding of the operating principles of television.

(iii) Works on Major Production requiring complex operations in a senior role.

(iv) Provides technical competence and guidance or advice.

(v) An overall knowledge and understanding of television operating systems.

(vi) Prepares reports on/about specific tasks.

(vii) A high level of diagnostic skills on complex forms of lighting equipment and instruments.

(c) Senior Lighting Director B

(i) Performs the duties of the lower classifications.

(ii) Works on productions requiring complex operations in a senior role.

(iii) Performs varied and highly specific tasks.

(iv) Complexity in range of choice and actions.

(v) Lighting directs any style of television production (studio and outside broadcast), regardless of location, size or complexity of the program.

(vi) In-depth knowledge of lighting operation in all areas.

(vii) Assists in training.

(viii) Initiative and judgment for self and others.

(d) Lighting Operator A/Lighting Director

(i) Performs the duties of the lower classifications.

(ii) Thorough knowledge of studio procedures, terminology and lighting hardware.

(iii) As a Lighting Director, in the course of performing duties could be responsible of the supervision and training of lower classifications.

(iv) Responsible for the allocation of staff for the job at hand to accommodate a predetermined production schedule.

(e) Lighting Operator A

(i) Performs the duties of the lower classifications.

(ii) Works on all types of productions.

(iii) Works within routines but exercises initiative and judgment.

(iv) In-depth knowledge of studio procedures, terminology and lighting hardware.

(v) Proficient in operating general lighting functions.

(vi) May work as a Lighting Director, works from basic instructions, which do not require complex lighting operations.

(vii) May work as a Lighting Director on non Major Production.

(viii) Works on minor sport or productions, lower level sport and outside broadcasts than a Lighting Director.

(f) Lighting Operator B+

(i) Performs the duties of the lower classifications.

(ii) Advanced computer skills on software applications and diagnostics.

(iii) An in-depth knowledge of equipment and a broad range of skills.

(iv) Set-up and selection of complex lighting equipment.

(v) Proficient in operating lighting control equipment.

(vi) Exercises discretion and judgment on equipment selection for the job at hand.

(vii) Works within routines, but exercises initiative and judgment.

(viii) Provides trade level guidance with limited supervision of the lower classifications.

(ix) Works under routine guidance and is subject to intermittent checking.

(x) Monitors and assists the work of others.

(g) Lighting Operator B

(i) Performs the duties of the lower classification.

(ii) Exercises minimal judgment.

(iii) Can give instruction but in conjunction with appropriate higher level.

(iv) Set up and operation of lighting equipment at a non-technical level.

(v) Works from semi-complex instruction.

(vi) Works in a team environment.

(vii) Works within a fixed format lighting operations (e.g. news and hostings).

(viii) Responsible for own work under general supervision.

(ix) Routine and structured operational maintenance work.

(x) Basic fault finding, maintains, sets up and operates equipment.

(xi) Intermediate computer skills on software applications and diagnostics.

(h) Trainee Lighting Operator

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Accurately measures.

(vii) Basic computer skills on software applications and diagnostics.

(viii) Performs duties of a minor nature.

(ix) Responsible for the quality of their own work, but under supervision.

(x) Uses discretion within level of skills.

1.1.5 Master Control (MC)

(a) MC Supervisor

(i) Performs the duties of the lower classifications.

(ii) Has an overall knowledge and understanding of the operating principles of a television station.

(iii) A high level of diagnostic skills on complex forms of television equipment and instruments.

(iv) A working supervisor with the emphasis on responsibility for others.

(v) A section supervisor but not a head of a department.

(vi) Responsible to the Department Manager.

(vii) Responsible for the allocation of staff and resources within this occupational group to accommodate a predetermined schedule.

(viii) Responsible for training.

(ix) Provides high level technical and operational guidance or advice.

(x) Capable of meeting budgeting requirements.

(b) Senior MC Operator A

(i) Performs the duties of lower classifications.

(ii) An overall knowledge and understanding of the operating principles of television equipment and intricate circuitry.

(iii) A high level of diagnostic skills on complex television equipment and instruments.

(iv) Independently produces reports of a technical nature on tasks or assignments when directed.

(c) Senior MC Operator B

(i) Performs the duties of the lower classifications.

(ii) Prepares reports of a technical nature on tasks or assignments as directed.

(iii) Exercises discretion and judgment for self and others with respect to planning and selection of work organisation.

(iv) Works on complex interconnected television equipment with intricate circuitry.

(v) Performs complex modifications to television and communications equipment.

(vi) Exercises and performs quality control at a high level and uses advanced computer techniques.

(vii) Trains lower levels, but in conjunction with higher level supervisors.

(viii) Subject to general guidance on progress and action, a minimum level of supervision.

(ix) Includes the supervision of others but more a team leader and facilitator.

(x) Works within routine and non-routine methods.

(d) MC Operator A+

(i) Performs the duties of the lower classifications.

(ii) A thorough understanding of complex television and communications equipment and specialised circuitry.

(iii) Assists in the preparation of reports of a technical nature on tasks or assignments as directed.

(iv) Responsible for the allocation of staff and resources for the job at hand.

(e) MC Operator A

(i) Performs the duties of the lower classifications.

(ii) An in-depth knowledge of the maintenance of television equipment and intricate circuitry.

(iii) Sets up and operates all types of television and communications equipment.

(iv) Works on intricate circuitry involving examining, diagnosing, fault finding, processing and modifying interconnected equipment.

(v) Under broad guidance on own work and provides trade level guidance.

(vi) Checks the work of others relating to its overall progress.

(f) MC Operator B+

(i) Performs the duties of lower classifications.

(ii) An in-depth knowledge of television equipment and a broad range of skills.

(iii) Sets up and operates a wide range of television and communications equipment.

(iv) Works within routines but exercises initiative and judgment.

(v) Provides trade level guidance with limited supervision of lower classifications.

(vi) Performs a range of maintenance functions.

(vii) Monitors and assists the work of others.

(g) MC Operator B

(i) Performs the duties of the lower classifications.

(ii) Works from semi-complex instructions.

(iii) Uses precision measuring instruments (e.g. assess readings from instrumentation).

(iv) Capable of basic fault finding.

(v) Sets up and operates equipment.

(vi) In-depth knowledge and a broad range of skills.

(vii) Intermediate computer skills.

(viii) Works under routine guidance and is subject to intermittent checking.

(ix) Exercises initiative, discretion and judgment on equipment selection and operation for the job at hand.

(x) Can give instruction but in conjunction with appropriate higher level classifications.

(h) Trainee MC Operator/Assistant MC Operator

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Accurately measures.

(vii) Basic computer skills.

(viii) Performs duties of a minor nature.

(ix) Responsible for the quality of their own work, but under supervision.

(x) Uses discretion within level of skills.

1.1.6 Vision Switcher

(a) Vision Switcher Major Production

(i) Performs the duties of the lower classifications.

(ii) Can switch any style of television production regardless of the number of sources or complexity of the program.

(iii) A comprehensive range of skills.

(iv) Works on Major Production as defined.

(v) If other lower level vision switchers are employed, could be responsible for the allocation of those staff within this occupational group to accommodate a predetermined production schedule.

(b) Vision Switcher

(i) Performs the duties of the lower classifications.

(ii) Works within routines and under direction, but exercises initiative and judgment.

(iii) In-depth knowledge and a broad range of tasks and roles.

(iv) Switches video signals and operates associated video effects equipment during a recording, rehearsal or live transmission of a program, under the direction of a director or co-ordinator.

(v) Responsible to the director or co-ordinator of the specific production they are working on.

(vi) Provides guidance, assistance and training.

(vii) Possesses and exercises advanced computer skills.

(viii) Exercises discretion and judgment when vision switching under the direction of a director or co-ordinator.

(c) Trainee Vision Switcher

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Accurately measures.

(vii) Basic computer skills.

(viii) Performs duties of a minor nature.

(ix) Responsible for the quality of their own work, but under supervision.

(x) Uses discretion within level of skills.

1.1.7 On-air presentation

(a) Supervising Presentation Co-ordinator

(i) Performs the duties of lower classifications.

(ii) In-depth knowledge of On-air Presentation and other areas of a television station.

(iii) Has an overall knowledge and understanding of the operating principles of a television station.

(iv) A working supervisor with the emphasis on responsibility.

(v) Responsible to an employee of the Presentation, Program, Operations or Station management staff.

(vi) Responsible for the supervision control and training of Assistant Co-ordinators and Co-ordinators, where at least five full-time Co-ordinators are employed (including this position).

(vii) Has input into planning and estimating staffing and material costs.

(viii) Assists in the recruitment, selection and assessment procedures.

(ix) May assess the performance of other employees but does not have the ultimate say in promotion.

(x) Responsible for the allocation of staff and resources within this occupational group to accommodate a predetermined schedule.

(b) Presentation Co-ordinator

(i) Performs the duties of lower classifications.

(ii) When co-ordinating, during the course of transmission, co-ordinates activities of a number of areas including studio, videotapes, other stations with regard to transmissions.

(iii) In-depth knowledge of the operating principles of a television station and possess a broad range of skills.

(iv) Responsible for the continuity, timing and switching of program transmissions.

(v) Responsible to a more senior person by whatever designation, similar to Station Manager/Program Manager/Presentation Manager/Operations Manager.

(vi) Assists in training.

(vii) Judgment for self and others in planning, work organisation, services, actions and outcomes within time constraints.

(viii) Possess advanced computer skills

(c) Assistant Presentation Co-ordinator

(i) Performs the duties of lower classifications.

(ii) Works from semi-complex instructions.

(iii) Works in a team environment.

(iv) Capable of basic fault finding.

(v) Sets up and operates videotape machines in record and replay modes.

(vi) Typical, fixed format operations.

(vii) Assists Presentation Co-ordinator with execution of on-air logs.

(viii) Works under routine guidance and subject to intermittent checking and close supervision from a Presentation Co-ordinator in the immediate proximity.

(ix) Works within set procedures.

(x) Set up, turn on and make it work.

(xi) Responsible for log input.

(xii) Previews programs.

(xiii) Responsible for timing.

(xiv) Works at operating, not technical, level.

(xv) Possesses intermediate computer skills.

(d) Trainee Presentation Co-ordinator

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision.

(v) In the course of training.

(vi) Basic computer skills.

(vii) Performs duties of a minor nature.

(viii) Responsible for the quality of their own work, but under supervision.

(ix) Uses discretion within level of skills.

1.1.8 Videotape

(a) Videotape Supervisor/Post-Production Senior Editor

(i) Videotape Supervisor

(ii) Post-Production Senior Editor

(b) Post-Production Editor A

(i) Performs the duties of the lower classifications.

(ii) Post-produces any style of television production (including Major Production), regardless of the number of sources or the complexity of the program.

(iii) In-depth knowledge of post-production editing operations.

(iv) An overall knowledge and understanding of the operating systems involved.

(v) Operates all types of television post-production and editing equipment at the highest level.

(vi) Exercises discretion and judgment for self and others.

(vii) Assists in training.

(viii) Judgment for self and others in planning and selection of equipment, work organisation and services.

(c) Senior Production Videotape Operator/Post-Production Editor B

(i) Performs the duties of the lower classifications.

(ii) Can and does prepare reports on specific tasks or assignments.

(iii) Operationally skilled in all formats and methods of editing.

(iv) Works on productions requiring complex operations at a senior role.

(v) Uses complex computer based editing equipment which controls vision and audio switching functions, vision and audio effects generators and multiple vision and audio sources.

(vi) Undertakes complex, varied and highly specific tasks.

(vii) Performs quality control at a high level and uses advanced computer techniques.

(viii) Trains lower levels in conjunction with higher level supervisors.

(ix) Responsible for planning work of others (e.g. rosters and assigns workloads).

(x) Shift leader.

(d) Editor A

(i) Performs the duties of the lower classifications.

(ii) Has a thorough understanding of complex videotape and specialised record/replay equipment.

(iii) Compiles program material which requires the operation of an external edit controller controlling three or more sources.

(iv) Responsible for the allocation of staff for the job at hand to accommodate a predetermined schedule.

(e) Production Videotape Operator A/Editor B

(i) Performs the duties of lower classifications.

(ii) An in-depth knowledge of production procedures, terminology, hardware and videotape operations.

(iii) Has a broad range of skills.

(iv) Sets up and operates all types of record/replay equipment.

(v) Performs simple machine-to-machine editing using two to three machines but not required to exercise elaborate computer control.

(vi) Some responsibility for the work of others (i.e. Videotape Operators/Editors) but in conjunction with higher level supervisors.

(vii) Checks the work of others relating to its overall progress.

(viii) Provides limited operational guidance and advice.

(ix) Exercises discretion and judgment of work, organisation and services.

(f) Production Videotape Operator B

(i) Performs the duties of lower classifications.

(ii) An in-depth knowledge of television equipment and a broad range of skills.

(iii) Sets up and operates a wide range of record/replay equipment.

(iv) Works on all types of productions.

(v) Works within routines but exercises initiative and judgment.

(vi) Work involves recording, replaying, duplicating and simple compilation/butt editing.

(vii) Provides trade guidance with limited supervision of lower classifications.

(viii) Could be a senior on-air operator.

(ix) Advanced computer skills on software applications and diagnostics.

(g) Videotape Operator

(i) Performs the duties of the lower classifications.

(ii) Works in a team environment.

(iii) Uses precision measuring instruments (e.g. assess readings from instrumentation).

(iv) Uses operational procedures to rectify simple faults.

(v) Sets up and operates various equipment to record and replay.

(vi) Performs a range of sequencing, set up, monitoring and operational functions.

(vii) Intermediate computer skills on software applications and diagnostics.

(viii) Usually employed as an on-air or record/replay tape operator.

(ix) Works under routine guidance and is subject to intermittent checking.

(x) Exercises initiative, discretion and judgment on equipment selection and operation of equipment for the job at hand.

(h) Trainee Videotape Operator

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Accurately measures.

(vii) Basic computer skills on software applications and diagnostics.

(viii) Performs duties of a minor nature.

(ix) Responsible for the quality of their own work, but under supervision.

(x) Uses discretion within level of skills.

1.1.9 Library

(a) Music/Video Library Supervisor

(i) Performs the duties of the lower classifications.

(ii) Responsible for the operation and establishment of the full library function.

(iii) Working supervisor, if employees engaged at a lower level.

(b) Music/Video Librarian

(i) Performs the duties of the lower classifications.

(ii) Works within routines, but exercises initiative and judgment.

(iii) In-depth knowledge of a limited/selected number of cataloguing systems.

(iv) Works from instructions involving scheduling requirements.

(v) High level computer skills and data inputting while using pre-formatted library systems.

(vi) Works to a predetermined production/on-air schedule so as to source programs for on-air.

(vii) Not required nor qualified to perform the full range of functions of a librarian working in a general library.

(viii) Works alone or within a team environment, under general supervision, but always following and utilising predetermined systems.

(ix) Catalogues and operates the video/music library.

(x) Prepares and lodges all music usage reports required by the copyright associations.

(xi) Provides guidance if others are employed at a lower level.

(c) Trainee Music/Video Librarian

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Basic computer skills.

(vii) Performs duties of a minor nature.

(viii) Responsible for the quality of their own work, but under supervision.

(ix) Uses discretion within level of skills.

1.1.10 Camera

(a) Supervisor Camera

(i) Performs the duties of the lower classifications.

(ii) This is a working supervisor.

(iii) Responsible to an employee of the Production/Operations or Station management staff where there are more than five camera operators employed.

(iv) Responsible for the overall supervision of camera related operations. Assists in selection and assessment procedures.

(v) May assess the performance of other employees but does not have the ultimate say in promotion.

(vi) Judgment for self and others in planning and selection of equipment, work organisation, services, actions and outcomes within time constraints.

(vii) Responsibility, but not full accountability, for camera personnel at a lower level.

(viii) Participates in the preparation of, but not responsible for, the final budget.

(ix) Plans and estimates staffing and material costs, but not to the level of the overall planning and budgeting of the department.

(x) Responsible for the allocation of staff within this occupational group to accommodate a predetermined production schedule.

(b) Senior Camera Operator A

(i) Performs the duties of the lower classifications.

(ii) Assists in on-the-job training.

(iii) Works on all types of productions at the highest level.

(iv) Co-ordinates concepts with a supervisor.

(v) An overall knowledge and understanding of the operating principles of television.

(vi) Specific yet somewhat varied planning of own work.

(vii) Prepares reports on/about specific tasks.

(c) Senior Camera Operator B

(i) Performs the duties of the lower classifications.

(ii) Responsible for the supervision and training of other camera operators where there are less than five camera operators employed.

(iii) Works on all types of productions including Major Production requiring complex operations in a senior role.

(iv) Exercises discretion, independent initiative and judgment for self and others.

(v) In-depth knowledge of camera operations.

(vi) Operates all types of camera equipment including but not restricted to jib arms, Steadicam and camera dollies.

(d) Camera Operator A

(i) Performs the duties of the lower classifications.

(ii) Works within routines but exercises initiative and judgment.

(iii) In-depth knowledge of studio procedures, terminology and camera hardware.

(iv) Proficient in operating camera functions including camera movements and shooting patterns.

(v) Works from basic instructions which do not require complex camera operations.

(vi) Limited guidance (limited direction) but specific directions given.

(vii) Performs on non Major Productions involving more than one camera operator, where there is a requirement for more complex shooting patterns/movements.

(viii) Minor studio-based sport and productions, and lower complexity level sport and outside broadcasts.

(ix) Works on all types of productions including Major Production on a camera that requires less skill than a higher level (i.e. less responsibility, tasks less difficult in nature and complexity).

(e) Camera Operator B

(i) Performs the duties of the lower classifications.

(ii) Limited skill and judgment.

(iii) Works within set procedures.

(iv) Routine, pre-structured maintenance work.

(v) Instructed to shoot within a fixed environment.

(vi) Minimal experience.

(vii) The role incorporates rigging, operation and striking of camera related operating equipment (e.g. assemble, disassemble, and works at operating level).

(viii) Responsible for own work under constant supervision and one visual aspect of an overall production (i.e. a camera shot).

(ix) Works under routine guidance and subject to constant direction and direct supervision.

(x) Works on formatted shooting pattern programs/productions under constant direction of a Director.

(xi) Minimal camera movements.

(xii) Limited shooting patterns.

(xiii) Fixed format non Major Productions (e.g. news and current affairs, presentation/hostings/wide shot and zooming).

(f) Trainee Camera Operator

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Basic computer skills.

(vii) Performs duties of a minor nature.

(viii) Responsible for the quality of their own work, but under supervision.

(ix) Uses discretion within level of skills.

1.1.11 ENG Camera

(a) Supervising ENG Camera Operator

(i) Performs the duties of the lower classifications.

(ii) Working section supervisor/leading hand on production for Major Transmission.

(iii) Assesses new technology and the regular maintenance of equipment.

(iv) Assists in planning of budget requirements for operation of section.

(v) The supervision and training of ENG camera operators where at least five graded operators are employed within the department.

(vi) Assesses the performance of other operators but does not have ultimate say in promotion.

(vii) Full responsibility and accountability for all aspects of the work of others within the section.

(viii) Allocates camera operators of all lower levels to accommodate a predetermined production schedule.

(b) Specialist ENG Camera Operator

(i) Performs the duties of the lower classifications.

(ii) Specialist camera operator for special tasks (e.g. helicopter or overseas work).

(iii) Works on Major Production requiring complex operations or in demanding, unusual and non-routine situations that require a senior operator.

(iv) Works on production for Major Transmissions or works as a supervisor where at least five graded operators are employed on production for non Major Transmission.

(v) Thorough knowledge of all aspects of ENG camera work.

(vi) Thorough knowledge of specialist equipment (e.g. lenses, mounts, shooting styles).

(vii) Adoption of skills for either broad or specialised applications.

(viii) The highest level of complex judgment for the job at hand.

(ix) While operating under instructions from Supervisor or Department Head must be able to exercise discretion for job at hand.

(x) Competencies usually used independently and are substantially non-routine.

(c) Senior ENG Camera Operator

(i) Performs the duties of the lower classifications.

(ii) Proficient operator in all facets of ENG camera work where the output of an employee’s work is broadcast in a national or state-wide program.

(iii) Works on production for Major Transmission.

(iv) Exercises initiative and judgment.

(v) Broad range of skills and knowledge of equipment and operating systems.

(d) ENG Camera Operator A

(i) Performs the duties of the lower classifications.

(ii) Judgment for self and others in actions, planning and meeting the time constraints of daily deadlines.

(iii) Tasks varied and specific.

(iv) Responsible for the basic care of camera and associated equipment for the news department.

(v) Where two or more ENG Camera Operators are employed then one must be classified as ENG Camera Operator A or higher.

(vi) Judgment in planning and selecting appropriate equipment for .

(e) ENG Camera Operator B

(i) Performs the duties of the lower classifications.

(ii) Judgment for self in actions, planning and meeting the time constraints of daily deadlines.

(iii) Tasks can be either varied or specific.

(iv) Works within a team environment.

(v) Exercises discretion and judgment for the job at hand.

(vi) Where two or more ENG Camera Operators are employed then one must be classified as ENG Camera Operator A or higher.

(vii) Responsible for the quality and standard of their own work.

(f) Senior ENG Camera Assistant

(i) Performs the duties of the lower classifications.

(ii) Sets up and operates complex audio and lighting equipment as required.

(iii) Operates an ENG camera under the general guidance of an ENG Camera Operator.

(iv) Assists in training of lower classifications.

(g) ENG Camera Assistant

(i) Performs the duties of the lower classifications.

(ii) Works within routines but exercises initiative and judgment.

(iii) Works under broad guidelines and instructions from a more senior person.

(iv) Responsible for the outcome of their work with respect to the job at hand.

(v) Works within set procedures but exercises discretion for the job at hand.

(vi) Increased range of skills and abilities.

(vii) Sets up and operates audio and lights as required.

(h) Trainee ENG Camera

(i) Performs duties of a minor nature.

(ii) Less than 12 months’ continuous service.

(iii) A learning and doing position.

(iv) Exercises minimal judgment.

(v) Subject to close supervision with supervisor in immediate proximity.

(vi) In the course of training.

(vii) Basic computer skills.

(viii) Responsible for the quality of their own work, but under supervision.

(ix) Uses discretion within level of skills.

1.1.12 Graphic Art

(a) Supervising Graphic Artist

(i) Performs the duties of the lower classifications.

(ii) This is a working supervisor/leading hand.

(iii) Responsible to an employee of the production/operations or station management staff.

(iv) Responsible for the overall supervision of graphic art related operations.

(v) Assists in selection and assessment procedures.

(vi) May assess the performance of other employees but does not have the ultimate say in promotion.

(vii) Judgment for self and others in planning and selection of equipment, work organisation, services, actions and outcomes within time constraints.

(viii) Working under broad guidance within a structured plan.

(ix) Responsibility, but not full accountability, for Graphic Art personnel at a lower level.

(x) Participates in the preparation of, but not responsible for, the final budget.

(xi) Plans and estimates staffing and material costs, but not to the level of the overall planning and budgeting of the department.

(xii) Responsible for the allocation of staff within this occupational group to accommodate a predetermined production schedule.

(xiii) Supervision, control and training of the Graphic Arts section in which at least five full-time Graphic Artists are employed.

(b) Senior/Specialist Graphic Artist

(i) Performs the duties of the lower classifications.

(ii) Performs varied and highly specific tasks.

(iii) Prepares reports of a technical nature on specific tasks or assignments as directed.

(iv) Works on complex digital and/or analogue systems.

(v) In-depth knowledge of graphics operations.

(vi) Exercises a broad range of skills.

(vii) Performs quality control at a high level and uses advanced computer techniques.

(viii) Complexity in range of choice and actions.

(ix) Work involves the production of single frame, composite, animated and multi-dimensional graphics.

(x) Works on all types of productions including Major Production requiring complex graphics operation in a senior role.

(xi) Exercises discretion and judgment for self and others.

(xii) Assists in training.

(c) Graphic Artist

(i) Performs the duties of the lower classifications.

(ii) Proficient in operating all types of framed-based graphic equipment.

(iii) Knowledge of production procedures, terminology and graphics hardware and software.

(iv) Works on all types of productions.

(v) Work involves the production of single frame graphics.

(vi) Works within routines but exercises initiative and judgment.

(vii) Limited guidance (limited direction) but specific directions given.

(viii) Works as a Graphic Artist that requires less skill than a higher level (i.e. less responsibility, tasks less difficult in nature and complexity).

(ix) Works from basic instructions that do not require complex graphics operations.

(d) Trainee Graphic Artist

(i) Less than 12 months’ continuous service.

(ii) A learning and doing position.

(iii) Exercises minimal judgment.

(iv) Subject to close supervision with supervisor in immediate proximity.

(v) In the course of training.

(vi) Basic computer skills.

(vii) Performs duties of a minor nature.

(viii) Responsible for the quality of their own work, but under supervision.

(ix) Uses discretion within level of skills.

1.1.13 Directors

(a) Supervising Director

(i) Performs the duties of the lower level classifications.

(ii) Working supervisor/leading hand.

(iii) Capable of studio and outside broadcast work.

(iv) Assesses the performance of other employees but does not have ultimate say in promotion.

(v) The supervision control and training of Directors where at least five graded Directors are employed.

(vi) Responsible to management level equivalent, and has full responsibility for budget and hiring/firing.

(vii) Not responsible for producing the production schedule.

(viii) Directs any style of television production, regardless of number of cameras or complexity of the program.

(ix) Independent judgment.

(x) Assesses the performance of Directors below this classification.

(xi) Under broad guidance selects appropriate equipment and other resources.

(xii) Responsible for the allocation of staff within the Production Department to accommodate a predetermined production schedule.

(b) Director Major Production/Specialist

(i) Performs the duties of the lower classifications.

(ii) Assesses performance of other employees for crew selection.

(iii) Given more broad production guidance.

(iv) Works on Major Production where more than four cameras are used and/or can perform duties in a specialist field.

(v) Responsible to a more senior person by whatever designation, similar to Supervising Director/Station Manager/Production Manager/Operations Manager.

(vi) Performs varied and highly specialised tasks.

(vii) Complexity in range of choice and actions.

(c) Senior Director

(i) Performs the duties of the lower classifications.

(ii) Directs programs of a less responsible or less difficult nature than those usually directed by a Director Major Production/Specialist.

(iii) Uses discretion and judgment but works within routine methods and procedures.

(iv) Works under limited supervision with general guidance on progress and outcomes.

(v) Involves supervision and team guidance during the production process.

(vi) Judgment for self and others in planning and selection of equipment, services, actions and time constraints.

(vii) Performs work in a variety of contexts with complexity in the range and choice of actions.

(viii) When directing, during the course of production, must be capable of directing employees from a number of areas including make-up, set design, camera and recording or technical operations.

(ix) Assists in training others.

(x) Responsible for the allocation of staff for the job at hand to accommodate a predetermined production schedule.

(xi) Judgment for self and others in planning and selection of equipment, work organisation, services, actions and outcomes within time constraints.

(d) Director

(i) Performs the duties of the lower classifications.

(ii) Directs all programs other than Major Production.

(iii) Routine pre-structured or fixed format productions (e.g. news, current affairs, presentation hosting, forums).

(iv) Directs limited shooting patterns.

(v) Tasks varied and highly specific.

(vi) In-depth knowledge of the production and operational principles of a television station and has a broad range of skills.

(vii) Responsible for, and limited organisation of, work of others.

(viii) Works under broad guidance.

(e) Trainee Director

(i) A learning and doing position.

(ii) Exercises minimal judgment.

(iii) In the course of training.

(iv) Subject to close supervision.

(v) Intermediate computer skills.

(vi) Performs duties of a varied nature.

(vii) Responsible for the quality of their own work, but under supervision.

(viii) Uses discretion within level of skills.

1.1.14 Producer/Director’s Assistant/ VCG operator

(a) Producer/Director’s Assistant Major Production/VCG Operator Major Production

(i) Producer/Director’s Assistant Major Production

(ii) VCG Operator Major Production

(b) Producer/Director’s Assistant/VCG Operator

(i) Producers/Director’s Assistant

(ii) VCG Operator

(c) Trainee Producer/Director’s Assistant/VCG Operator

(i) Trainee Producer/Director’s Assistant