Table of Contents - MA000013 Racing Clubs Events Award 2010

Part 1—Application and Operation

1. Title

2. Commencement and transitional

3. Definitions and interpretation

4. Coverage

5. Access to the award and the National Employment Standards

6. The National Employment Standards and this award

7. Award flexibility

Part 2—Consultation and Dispute Resolution

8. Consultation

9. Dispute resolution

Part 3—Types of Employment and Termination of Employment

10. Types of employment

11. Full-time employment

12. Part-time employment

13. Casual employment—other than liquor employees

14. Casual employment—liquor employees

15. Termination of employment

16. Redundancy

Part 4—Minimum Wages and Related Matters

17. Classifications—other than liquor employees

18. Classifications—liquor employees

19. Minimum wages

20. Allowances

21. District allowances

22. Accident pay

23. Higher duties

24. Payment of wages

25. Superannuation

Part 5—Hours of Work and Related Matters

26. Ordinary hours of work and rostering

27. Breaks

28. Penalty rates

29. Overtime

Part 6—Leave and Public Holidays

30. Annual leave

31. Personal/carer’s leave and compassionate leave

32. Community service leave

33. Public holidays

SCHEDULE A—TRANSITIONAL PROVISIONS
SCHEDULE B—SUPPORTED WAGE SYSTEM
SCHEDULE C—SCHOOL-BASED APPRENTICES
SCHEDULE D—NATIONAL TRAINING WAGE
SCHEDULE E—2016 PART-DAY PUBLIC HOLIDAYS
SCHEDULE F—AGREEMENT TO TAKE ANNUAL LEAVE IN ADVANCE
SCHEDULE G—AGREEMENT TO CASH OUT ANNUAL LEAVE
SCHEDULE H—AGREEMENT FOR TIME OFF INSTEAD OF PAYMENT FOR OVERTIME
Racing Clubs Events Award 2010

Racing Clubs Events Award 2010

This Fair Work Commission consolidated modern award incorporates all amendments up to and including 21 June 2017 (PR592108,PR592271,PR593809,PR592689).

Clause(s) affected by the most recent variation(s):

Current review matter(s):AM2014/47;AM2014/190;AM2014/196;AM2014/197;AM2014/282;AM2014/300;AM2014/301;AM2015/1;AM2015/2;AM2016/15;AM2016/17;AM2016/8

Table of Contents

[Varied by PR988386,PR994475,PR532630,PR544519,PR546288,PR557581,PR573679, PR583062,PR584144]

Part 1—Application and Operation

1. Title

2. Commencement and transitional

3. Definitions and interpretation

4. Coverage

5. Access to the award and the National Employment Standards

6. The National Employment Standards and this award

7. Award flexibility

Part 2—Consultation and Dispute Resolution

8. Consultation

9. Dispute resolution

Part 3—Types of Employment and Termination of Employment

10. Types of employment

11. Full-time employment

12. Part-time employment

13. Casual employment—other than liquor employees

14. Casual employment—liquor employees

15. Termination of employment

16. Redundancy

Part 4—Minimum Wages and Related Matters

17. Classifications—other than liquor employees

18. Classifications—liquor employees

19. Minimum wages

20. Allowances

21. District allowances

22. Accident pay

23. Higher duties

24. Payment of wages

25. Superannuation

Part 5—Hours of Work and Related Matters

26. Ordinary hours of work and rostering

27. Breaks

28. Penalty rates

29. Overtime

Part 6—Leave and Public Holidays

30. Annual leave

31. Personal/carer’s leave and compassionate leave

32. Community service leave

33. Public holidays

Schedule A—Transitional Provisions

Schedule B—Supported Wage System

Schedule C—School-based Apprentices

Schedule D—National Training Wage

Schedule E—2016 Part-day Public Holidays

Schedule F—Agreement to Take Annual Leave in Advance

Schedule G—Agreement to Cash Out Annual Leave

Schedule H—Agreement for Time Off Instead of Payment for Overtime

Part 1—Application and Operation

1. Title

2. Commencement and transitional

3. Definitions and interpretation

4. Coverage

5. Access to the award and the National Employment Standards

6. The National Employment Standards and this award

7. Award flexibility

1. Title

This award is the Racing Clubs Events Award 2010.

2. Commencement and transitional

[Varied by PR988386,PR542133]

2.1 This award commences on 1 January 2010.

2.2 The monetary obligations imposed on employers by this award may be absorbed into overaward payments. Nothing in this award requires an employer to maintain or increase any overaward payment.

2.3 This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the transitional arrangements are in clauses in the main part of the award. There are also transitional arrangements in Schedule A. The arrangements in Schedule A deal with:

      ●minimum wages and piecework rates

      ●casual or part-time loadings

      ●Saturday,Sunday,public holiday,evening or other penalties

      ●shift allowances/penalties.

[2.4 varied by PR542133 ppc 04Dec13]

2.4 Neither the making of this award nor the operation of any transitional arrangements is intended to result in a reduction in the take-home pay of employees covered by the award. On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award or the operation of any transitional arrangements,the Fair Work Commission may make any order it considers appropriate to remedy the situation.

[2.5 varied by PR542133 ppc 04Dec13]

2.5 The Fair Work Commission may review the transitional arrangements in this award and make a determination varying the award.

[2.6 varied by PR542133 ppc 04Dec13]

2.6 The Fair Work Commission may review the transitional arrangements:

      (a) on its own initiative;or

      (b) on application by an employer,employee,organisation or outworker entity covered by the modern award;or

      (c) on application by an organisation that is entitled to represent the industrial interests of one or more employers or employees that are covered by the modern award;or

      (d) in relation to outworker arrangements,on application by an organisation that is entitled to represent the industrial interests of one or more outworkers to whom the arrangements relate.

3. Definitions and interpretation

[Varied by PR994475,PR997772,PR503615,PR545971]

3.1 In this award,unless the contrary intention appears:

[Definition of Act substituted by PR994475 from 01Jan10]

      Act means the Fair Work Act 2009 (Cth)

[Definition of agreement-based transitional instrument inserted by PR994475 from 01Jan10]

      agreement-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

[Definition of award-based transitional instrument inserted by PR994475 from 01Jan10]

      award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

[Definition of default fund employee inserted by PR545971 ppc 01Jan14]

      default fund employee means an employee who has no chosen fund within the meaning of the Superannuation Guarantee (Administration) Act 1992 (Cth)

[Definition of defined benefit member inserted by PR545971 ppc 01Jan14]

      defined benefit member has the meaning given by the Superannuation Guarantee (Administration) Act 1992 (Cth)

[Definition of Division 2B State award inserted by PR503615 ppc 01Jan11]

      Division 2B State award has the meaning in Schedule 3A of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

[Definition of Division 2B State employment agreement inserted by PR503615 ppc 01Jan11]

      Division 2B State employment agreement has the meaning in Schedule 3A of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

[Definition of Commission deleted by PR994475 from 01Jan10]

[Definition of employee substituted by PR994475,PR997772 from 01Jan10]

      employee means national system employee within the meaning of the Act

      employee in charge of tractor plant means:

      (a) when two or more employees are employed at the plant at the one time,the employee who is invested with the superintendence and responsibility or who has to accept the superintendence and responsibility;

      (b) an employee who is invested with the superintendence and responsibility or who has to accept the superintendence and responsibility over one or more employees;or

      (c) when an employee is the only person of their class employed on the plant,the employee who does the general repair work of the plant in addition to the work of operating,but not when the employee merely assists a fitter or engineer to do such work

[Definition of employer substituted by PR994475,PR997772 from 01Jan10]

      employer means national system employer within the meaning of the Act

[Definition of enterprise award deleted by PR994475 from 01Jan10]

[Definition of enterprise award-based instrument inserted by PR994475 from 01Jan10]

      enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

[Definition of exempt public sector superannuation scheme inserted by PR545971 ppc 01Jan14]

      exempt public sector superannuation scheme has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth)

      leading hand means an employee who is required to supervise,direct or be in charge of another employee or employees

[Definition of MySuper product inserted by PR545971 ppc 01Jan14]

      MySuper product has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth)

[Definition of NAPSA deleted by PR994475 from 01Jan10]

[Definition of NES substituted by PR994475 from 01Jan10]

      NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth)

[Definition of on-hire inserted by PR994475 from 01Jan10]

      on-hire means the on-hire of an employee by their employer to a client,where such employee works under the general guidance and instruction of the client or a representative of the client

      standard rate means the minimum wage for a Grade 4 racecourse attendant in clause 19Minimum wages

[Definition of transitional minimum wage instrument inserted by PR994475 from 01Jan10]

      transitional minimum wage instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

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

4. Coverage

[Varied by PR994475]

4.1 This industry award covers employers throughout Australia engaged in the staging of events at horse and greyhound racing venues,including but not limited to thoroughbred,harness,trotting and greyhound racing clubs,and their employees in the classifications listed in clauses 17 and 18 to the exclusion of any other modern award.

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

[4.3 substituted by PR994475 from 01Jan10]

4.3 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.

[New 4.4,4.5 and 4.6 inserted by PR994475 from 01Jan10]

4.4 The award does not cover employees who are covered by a State reference public sector modern award,or a State reference public sector transitional award (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)),or employers in relation to those employees.

4.5 This award covers any employer which supplies labour on an on-hire basis in the industry set out in clause 4.1 in respect of on-hire employees in classifications covered by this award,and those on-hire employees,while engaged in the performance of work for a business in that industry. This subclause operates subject to the exclusions from coverage in this award.

4.6 This award covers employers which provide group training services for trainees engaged in the industry and/or parts of industry set out at clause 4.1 and those trainees engaged by a group training service hosted by a company to perform work at a location where the activities described herein are being performed. This subclause operates subject to the exclusions from coverage in this award.

[4.4 renumbered as 4.7 by PR994475 from 01Jan10]

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.

      NOTE:Where there is no classification for a particular employee in this award it is possible that the employer and that employee are covered by an award with occupational coverage.

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

7. Award flexibility

[Varied by PR994475,PR542133]

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:

      ●arrangements for when work is performed;

      ●overtime rates;

      ●penalty rates;

      ●allowances;and

      ●leave loading.

[7.2 varied by PR542133 ppc 04Dec13]

7.2 The employer and the individual employee must have genuinely made the agreement without coercion or duress. An agreement under this clause can only be entered into after the individual employee has commenced employment with the employer.

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

[7.3(b) substituted by PR994475 from 01Jan10;varied by PR542133 ppc 04Dec13]

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

[7.4 substituted by PR994475 from 01Jan10]

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 deleted by PR994475 from 01Jan10]

[7.6 renumbered as 7.5 by PR994475 from 01Jan10]

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

[New 7.6 inserted by PR994475 from 01Jan10]

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:

[7.8(a) varied by PR542133 ppc 04Dec13]

      (a) by the employer or the individual employee giving 13 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.

[Note inserted by PR542133 ppc 04Dec13]

      Note:If any of the requirements of s.144(4),which are reflected in the requirements of this clause,are not met then the agreement may be terminated by either the employee or the employer,giving written notice of not more than 28 days (see s.145 of the Fair Work Act 2009 (Cth)).

[New 7.9 inserted by PR542133 ppc 04Dec13]

7.9 The notice provisions in clause 7.8(a) only apply to an agreement entered into from the first full pay period commencing on or after 4 December 2013. An agreement entered into before that date may be terminated in accordance with clause 7.8(a),subject to four weeks’notice of termination.

[7.9 renumbered as 7.10 by PR542133 ppc 04Dec13]

7.10 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

9. Dispute resolution

8. Consultation

[8—Consultation regarding major workplace change renamed and substituted by PR546288 ppc 01Jan14]

8.1 Consultation regarding major workplace change

      (a) Employer to notify

      (i) 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.

      (ii) 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.

      (b) Employer to discuss change

      (i) The employer must discuss with the employees affected and their representatives,if any,the introduction of the changes referred to in clause 8.1(a),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.

      (ii) 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(a).

      (iii) 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.

8.2 Consultation about changes to rosters or hours of work

      (a) Where an employer proposes to change an employee’s regular roster or ordinary hours of work,the employer must consult with the employee or employees affected and their representatives,if any,about the proposed change.

      (b) The employer must:

      (i) provide to the employee or employees affected and their representatives,if any,information about the proposed change (for example,information about the nature of the change to the employee’s regular roster or ordinary hours of work and when that change is proposed to commence);

      (ii) invite the employee or employees affected and their representatives,if any,to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities);and

      (iii) give consideration to any views about the impact of the proposed change that are given by the employee or employees concerned and/or their representatives.

      (c) The requirement to consult under this clause does not apply where an employee has irregular,sporadic or unpredictable working hours.

      (d) These provisions are to be read in conjunction with other award provisions concerning the scheduling of work and notice requirements.

9. Dispute resolution

[Varied by PR994475,PR542133]

[9.1 varied by PR994475 from 01Jan10]

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 varied by PR994475 from 01Jan10,PR542133 ppc 04Dec13]

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 the Fair Work Commission.

[9.3 varied by PR994475,PR542133 ppc 04Dec13]

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

[9.4 varied by PR994475,PR542133 ppc 04Dec13]

9.4 Where the matter in dispute remains unresolved the Fair Work Commission may exercise any method of dispute resolution permitted by the Act which 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.

Part 3—Types of Employment and Termination of Employment

10. Types of employment

11. Full-time employment

12. Part-time employment

13. Casual employment—other than liquor employees

14. Casual employment—liquor employees

15. Termination of employment

16. Redundancy

10. Types of employment

10.1 Employees may be employed in one of the following categories:

      (a) full-time;

      (b) part-time;or

      (c) casual.

10.2 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.

11. Full-time employment

A full-time employee is one who works an average of 38 hours per week.

12. Part-time employment

12.1 A part-time employee:

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

      (b) has predictable hours of work;and

      (c) receives,on a pro rata basis,equivalent pay and conditions to full-time employees in the same classification.

12.2 At the time of engagement the employer and the part-time employee will agree in writing on a regular pattern of work including the hours to be worked and the starting and finishing times on each day. These hours once fixed can only be varied by mutual agreement.

12.3 Any agreed variation to the regular pattern of work will be recorded in writing.

12.4 An employer is required to roster a part-time employee for a minimum of four consecutive hours on any shift.

12.5 An employee who does not meet the definition of a part-time employee and who is not a full-time employee will be paid as a casual employee in accordance with clause 13Casual employment—other than liquor employees or 14Casual employment—liquor employees.

12.6 All time worked in excess of the hours as mutually arranged will be overtime and paid for at the rates prescribed in clause 29Overtime.

12.7 A part-time employee must be paid for ordinary hours worked at the minimum hourly rate prescribed for the relevant classification.

12.8 A part-time employee will receive a minimum of eight full days off for each four week period.

13. Casual employment—other than liquor employees

[Varied by PR994475]

13.1 This clause applies to employees in the classifications in clause 17Classifications—other than liquor employees. A casual employee is an employee engaged and paid as such.

13.2 Except as provided in clause 13.3,a casual employee is to be paid the minimum hourly wage for the relevant classification in clause 19Minimum wages,plus a loading of 25%. Such loading is 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.

13.3 Sunday and public holiday rates

[13.3 clause heading inserted by PR994475 from 01Jan10]

      (a) For work on Sundays a casual employee is to be paid the minimum hourly wage prescribed in clause 19 for the relevant classification plus 100%.

      (b) For work on a public holiday a casual employee is to be paid the minimum hourly wage prescribed in clause 19 for the relevant classification plus 150%.

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

13.5 A casual employee engaged on night cleaning duties between the hours of 11.00 pm and 7.00 am will be paid the casual loading of 25% and in addition a shift allowance of 30% for all time worked. The provisions of clauses 26Ordinary hours of work and rostering and 29Overtime do not apply.

13.6 A casual employee who reports for work and is not allowed to start will be paid for four hours at the minimum wage for the relevant classification.

14. Casual employment—liquor employees

[Varied by PR994475,PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108]

14.1 This clause applies to liquor employees in the classifications set out in clause 18Classifications—liquor employees. A casual employee is an employee engaged and paid as such.

14.2 Casual employees must be paid the minimum hourly wages in clause 14.3,irrespective of age or experience,provided that an employee 19 years of age or over will be paid the adult rate. The formula set out in clause 14.8 is used to adjust the hourly rates.

14.3 Bar attendants,cashiers and adults picking up glasses must be paid the rate for work performed on any one day as follows:

[14.3(a) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (a) weekdays and Saturdays—$26.40 per hour with a minimum payment of $105.61;

[14.3(b) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (b) Sundays—$35.73 per hour with a minimum payment of $142.95;

[14.3(c) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (c) public holidays—$44.68 per hour with a minimum payment of $178.75.

14.4 Employees 18 years of age or under picking up glasses must be paid the rates for work performed on any one day as follows:

[14.4(a) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (a) weekdays and Saturdays—$21.12 per hour with a minimum payment of $84.48;

[14.4(b) varied by PR997893. PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (b) Sundays—$28.59 per hour with a minimum payment of $114.36;

[14.4(c) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (c) public holidays—$35.74 per hour with a minimum payment of $142.99.

[14.5 varied by PR994475 from 01Jan10]

14.5 Employees in charge of,or supervising the work of,bar attendants or cashiers must be paid an allowance of 2.4% of the standard rate per week.

14.6 Employees working on a shop day,that is preparing for a function on the day before such function or cleaning up on the day after the function,must be paid as follows:

[14.6(a) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (a) weekdays and Saturdays—$26.40 per hour;

[14.6(b) varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      (b) Sundays—$35.73 per hour;

[14.6(c) varied by PR997893,PR509044,PR522875,PR536678,PR551601 PR566681,PR579772,PR592108 ppc 01Jul17]

      (c) public holidays—$44.68 per hour.

14.7 Employees must be paid an allowance of 20% of the standard hourly rate per engagement for engagements finishing after 10.00 pm.

14.8 Where a general review of minimum wages results in an adjustment of a flat weekly amount:

      (a) adult hourly rates in this clause will be adjusted by dividing the dollar amount by 38 and adding the following loadings:

      (i) Monday to Saturdays—50%;

      (ii) Sunday—100%;

      (iii) public holidays—150%;

      (b) The rates for employees 18 years of age and under picking up glasses will be 80% of the hourly rates set out in clause 14.3 with a minimum payment of four hours.

14.9 The foregoing rates of pay have been loaded to compensate employees for the casual nature of the work,weekend and holiday penalties and benefits otherwise available to full-time employees including annual leave,personal/carer’s leave,etc.

15. Termination of employment

15.1 Notice of termination is provided for in the NES.

15.2 Notice of termination by an employee

      The notice of termination required to be given by an employee is the same as that required of an employer except that there is no requirement on the employee to give additional notice based on the age of the employee concerned. If an employee fails to give the required notice the employer may withhold from any monies due to the employee on termination under this award or the NES,an amount not exceeding the amount the employee would have been paid under this award in respect of the period of notice required by this clause less any period of notice actually given by the employee.

15.3 Job search entitlement

      Where an employer has given notice of termination to an employee,an employee must be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off must be taken at times that are convenient to the employee after consultation with the employer.

16. Redundancy

[Varied by PR994475,PR503615,PR561478]

16.1 Redundancy pay is provided for in the NES.

16.2 Transfer to lower paid duties

      Where an employee is transferred to lower paid duties by reason of redundancy the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may,at the employer’s option,make payment instead of an amount equal to the difference between the former ordinary time rate of pay and the new ordinary time rate for the number of weeks of notice still owing.

16.3 Employee leaving during notice period

      An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. The employee will be entitled to receive the benefits and payments they would have received under this clause had they remained in employment until the expiry of the notice,but will not be entitled to payment instead of notice.

16.4 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 will be sufficient.

      (c) This entitlement applies instead of clause 15.3.

16.5 Transitional provisions –NAPSA employees

[16.5 substituted by PR994475;renamed by PR503615;deleted by PR561478 ppc 05Mar15]

16.6 Transitional provisions –Division 2B State employees

[16.6 inserted by PR503615;deleted by PR561478 ppc 05Mar15]

Part 4—Minimum Wages and Related Matters

17. Classifications—other than liquor employees

18. Classifications—liquor employees

19. Minimum wages

20. Allowances

21. District allowances

22. Accident pay

23. Higher duties

24. Payment of wages

25. Superannuation

17. Classifications—other than liquor employees

17.1 Introductory level employee means an employee who enters the industry and who has not demonstrated the competency requirements of a Grade 1 racecourse attendant. An employee at this level will undergo training for up to three months before progressing to grade 1. Progression to grade 1 may be delayed for a further period of up to three months where it is agreed that further training is required.

17.2 Grade 1 racecourse attendant includes the following classifications:

      Cloakroom attendant (not handling cash),door attendant,gate person,general attendant,parking attendant (not handling cash),cleaning and utility person,catching pen attendant,kennel attendant,numbers room attendant,parade official,ticket examiner,ticket taker,turnstile attendant (not handling cash),usher.

17.3 Grade 2 racecourse attendant includes the following classifications:

      Assistant judge (greyhound fixtures),jockey room attendant,parking attendant (handling cash),bookmakers’price clerk,cloak room attendant (handling cash),programme seller,raceday office assistant,scratching board attendant,teleprint semaphore board operator,ticket/token seller,timekeeper (greyhound fixtures),turnstile attendant (handling cash),EFTPOS operator,general administration,general sales person,tour guide.

17.4 Grade 3 racecourse attendant includes the following classifications:

      Assistant starter,banker,barrier attendant,crowd controller,hare driver,kennel supervisor,raceday office assistant handling acceptances or wages,early gates,raceday veterinary assistant,starter (greyhounds),swab attendant,ticket seller operating a computer terminal with advance bookings facilities,supervisor of one to nine employees.

17.5 Grade 4 racecourse attendant includes the following classifications:

      Farrier,starter,mobile barrier driver,stewards patrol video camera operator,supervisor of 10 or more employees.

17.6 Grade 1 raceday official includes the following classifications:

      Ground announcer,bird cage attendant.

17.7 Grade 2 raceday official includes the following classifications:

      Racecourse inspector,betting supervisor,assistant clerk of scales,identification official,assistant clerk of the course,timekeeper.

17.8 Grade 3 raceday official includes the following classifications:

      Chief course inspector,clerk of scales,chief betting supervisor,clerk of the course,assistant judge.

17.9 Grade 4 raceday official includes the following classifications:

      Raceday judge,raceday racecaller.

18. Classifications—liquor employees

Liquor employees in the classifications of bar attendant,cashier,adult picking up glasses and employees 18 years of age or under picking up glasses are engaged on a casual basis as set out in clause 14Casual employment—liquor employees.

19. Minimum wages

[Varied by PR988386,PR997893,PR509044,PR522875,PR536678,,PR551601,PR566681,PR579772,PR592108,PR593809]

19.1 Juniors

     

    %

    18 years of age and under

    75

    19 years of age and over

    100

19.2 Adults

[19.2 varied by PR997893,PR509044,PR522875,PR536678,PR551601,PR566681,PR579772,PR592108 ppc 01Jul17]

      Employees engaged in the classifications set out in clause 17 are entitled to the following minimum wages:

    Classification

    Weekly

    Hourly

     

    $

    $

    Introductory level employee

    694.90

    18.29

    Grade 1 racecourse attendant

    714.90

    18.81

    Grade 2 racecourse attendant

    742.30

    19.53

    Grade 3 racecourse attendant

    767.80

    20.21

    Grade 4 racecourse attendant

    809.10

    21.29

    Grade 1 raceday official

    809.10

    21.29

    Grade 2 raceday official

    834.40

    21.96

    Grade 3 raceday official

    859.70

    22.62

    Grade 4 raceday official

    882.80

    23.23

19.3 Supported wage system for employees with a disability

19.4 School-based apprentices

19.5 National training wage

[19.5 substituted by PR593809 ppc 01Jul17]

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

      (b) This award incorporates the terms of Schedule E to the Miscellaneous Award 2010 as at 1 July 2017. Provided that any reference to “this award”in Schedule E to the Miscellaneous Award 2010 is to be read as referring to the Racing Clubs Events Award 2010 and not the Miscellaneous Award 2010.

20. Allowances

To view the current monetary amounts of work-related allowances refer to the Allowances Sheet.

[Varied by PR994475,PR998111,PR509166,PR522996,PR536799,PR551722,PR566823,PR579519,PR592271]

20.1 Footwear for wet work

      An employee required to work in the rain or in wet conditions underfoot at a race meeting must be paid an allowance of $6 per meeting to a maximum of $12 per week for the purpose of purchasing suitable footwear for such duties. This clause does not apply where waterproof footwear is supplied by the employer.

20.2 Tractor plant

      An employee in charge of a tractor plant (as defined) must receive an additional payment of 3% of the standard rate,weekly or hourly as the case may be.

20.3 Protective clothing and equipment

[20.3 varied by PR994475 from 01Jan10]

      Where an employee is required to wear protective clothing (e.g. oilskins,gumboots,overalls,goggles,safety boots,etc.),the employer must reimburse the employee on proof of purchase for the cost of purchasing such special clothing and equipment. The employee is responsible for maintaining these items in a serviceable condition. The provisions of this paragraph do not apply where the clothing and equipment is paid for by the employer.

20.4 Loss of clothing

[20.4 varied by PR994475 from 01Jan10]

      The employer must reimburse an employee up to a maximum of 95% of the weekly standard rate for a single claim if an employee’s clothing is destroyed by fire in an employer’s changing house or other shelter,provided that such destruction is not caused in any way by the employee’s own wilful act or neglect.

20.5 Accommodation

      Where an employee is required by the employer to live on the premises and is required to act as caretaker,the employee must be paid an allowance equal to the amount of the rental charged by the employer for the accommodation at the said premises.

20.6 Meal allowance

[20.6 varied by PR998111,PR509166,PR522996,PR536799,PR551722,PR566823,PR579519, PR592271 ppc 01Jul17]

      An employee who is required to work overtime for one and a half hours or more immediately after the completion of their ordinary hours of work on an ordinary working day or immediately after the completion of eight hours of work on a Saturday,Sunday or public holiday,must be paid a meal allowance of $11.10 unless the employer provides a meal.

20.7 First aid attendant

      Any employee holding a first aid qualification from the St John Ambulance or a similar body and who is appointed by the employer to perform first aid duties must be paid an allowance of 2% of the standard rate calculated weekly or hourly as the case may be.

20.8 Horse and saddlery

      (a) Where an employer requires a clerk of the course or an assistant clerk of the course to supply their own horses and saddlery,the employer must pay the employee for an additional two hours at the minimum rate per engagement.

      (b) Where an employer requires a clerk of the course or an assistant clerk of the course to provide their own riding apparel,the employer must either reimburse the employee for the cost of providing and maintaining the riding apparel or pay the employee for an additional hour at the appropriate minimum wage per engagement.

20.9 Adjustment of expense-related allowances

      At the time of any adjustment to the standard rate,each expense-related allowance in this clause must 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.

      The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0),as follows:

    Allowance

    Applicable Consumer Price Index figure

    Meal allowance

    Take-away and fast foods sub-group

    Footwear allowance

    Clothing and footwear group

         

21. District allowances

[Varied by PR994475;deleted by PR561478 ppc 05Mar15]

22. Accident pay

[Varied by PR994475,PR503615;deleted by PR561478 ppc 05Mar15]

23. Higher duties

[23—Mixed functions renamed as Higher duties by PR994475]

An employee who is required to do work for which a higher rate is fixed than that provided for their ordinary duties must,if such work exceeds a total of four hours on any day,be paid at the higher rate for all work done on such day. In all other cases the employee must be paid the higher rate for the actual time worked.

24. Payment of wages

[24 substituted by PR992211]

Wages must be paid either by cash,cheque or electronic funds transfer into the bank or financial institution account nominated by the employee.

25. Superannuation

[Varied by PR990536,PR990823,PR994475,PR530248,PR545971]

25.1 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.

25.2 Employer contributions

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

25.3 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 25.2.

      (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 25.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 25.3(a) or (b) was made.

25.4 Superannuation fund

[25.4 varied by PR994475 from 01Jan10]

      Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 25.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 25.2 and pay the amount authorised under clauses 25.3(a) or (b) to one of the following superannuation funds or its successor:

      (a) AustralianSuper;

      (b) HOSTPLUS;

      (c) SunSuper;

      (d) AMP Superannuation Savings Trust;

[25.4(e) substituted by PR530248 ppc 26Oct12]

      (e) CareSuper;

[25.4(f) varied by PR545971 ppc 01Jan14]

      (f) any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector scheme;or

[25.4(g) inserted by PR545971 ppc 01Jan14]

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

Part 5—Hours of Work and Related Matters

26. Ordinary hours of work and rostering

27. Breaks

28. Penalty rates

29. Overtime

26. Ordinary hours of work and rostering

26.1 Except as provided elsewhere in this award the ordinary working hours are 38 hours per week or an average of 38 hours per week over a four week period.

26.2 The commencing and finishing times of employees other than casuals when once fixed must not be altered except by agreement or by the employer on 14 days’notice.

26.3 All employees must be engaged for a minimum of four hours.

26.4 Where a casual employee is required by their employer to attend an inquiry conducted under the Rules of Racing on a day other than that of a racing fixture at which they are employed,they must be paid for the time of such attendance at ordinary rates with a minimum of two hours pay,plus reasonable expenses.

27. Breaks

[Varied by PR529160]

27.1 Rest breaks—casual employees

      (a) Casual employees engaged for a minimum of five hours must be allowed a rest break of 20 minutes without deduction of pay.

      (b) Casual employees required to continue working for a further five hours must be allowed a further rest break of 20 minutes without deduction of pay.

      (c) Both of the above rest breaks must be taken at a time convenient to the employer but not at the beginning or the end of the period of duty.

27.2 Meal breaks—other than casual employees

      (a) An employee other than a casual employee must be allowed a meal break of not less than 30 minutes,not later than five hours after commencing work.

      (b) An employee other than a casual employee required to work through their normal meal break must be paid at the rate of 150% of the relevant minimum wage until such time as they receive a meal break of the customary duration.

27.3 Tea breaks—other than casual employees

      (a) An employee other than a casual employee must be allowed a tea break of 10 minutes duration without deduction of pay during the morning and afternoon periods of each working day at a time to be arranged by the employer.

[27.3(b) varied by PR529160 ppc 27Sep12]

      (b) The afternoon tea break is not to be taken in any establishment where the majority of employees agree to forego the break and cease normal work 10 minutes earlier each day.

28. Penalty rates

[28 substituted by PR994475;varied by PR529160]

28.1 Penalty rates for casual employees are dealt with in clauses 13Casual employment—other than liquor employees and 14Casual employment—liquor employees.

28.2 Full and part-time employees are entitled to the following penalty rates:

      (a) for all time worked between midnight Saturday and midnight Sunday—200% of the relevant minimum wage;

[28.2(b) varied by PR529160 ppc 27Sep12]

      (b) for all time worked on a public holiday—250% of the relevant minimum wage with a minimum of four hours pay. Alternatively,an employee who works on a public holiday may,by agreement,perform such work at 150% of the relevant minimum wage in that week provided that equivalent paid time is added to the employee’s annual leave or one day off instead of such public holiday will be allowed to the employee during the week in which such holiday falls,provided that such holiday may be allowed to the employee within 28 days of such holiday falling due.

29. Overtime

[Varied by PR584144]

29.1 All time worked in excess of 38 hours a week or in excess of eight hours per day must be paid for at the rate of 150% of the relevant minimum wage for the first two hours and 200% after the first two hours.

29.2 Except as provided in clause 29.3,in computing overtime each day’s work will stand alone.

29.3 Rest period after overtime

      When overtime work is necessary it will be arranged so that employees have at least 10 consecutive hours off duty between the work of successive days.

      (a) Where an employee (other than a casual employee) works so much overtime that there is less than 10 hours between finishing overtime from one day and the commencement of their ordinary work on the next day,the employee must be released,subject to clause 29.3(b) until they have had at least 10 consecutive hours off without loss of pay for ordinary working time occurring during such absence.

      (b) If,on the instructions of the employer,such an employee resumes work or continues work without having had such 10 consecutive hours off duty they will be paid at 200% of the relevant minimum wage until the employee is released from duty for such period and the employee can then be absent until they have had 10 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

29.4 Transport after overtime work

      When an employee,after having worked overtime,finishes work at a time when reasonable means of transport are not available the employer must provide the employee with transportation to their home.

29.5 Time off instead of payment for overtime

[29.5 inserted by PR584144 ppc 22Aug16]

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

      (b) Any amount of overtime that has been worked by an employee in a particular pay period and that is to be taken as time off instead of the employee being paid for it must be the subject of a separate agreement under clause 29.5.

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

      (i) the number of overtime hours to which it applies and when those hours were worked;

      (ii) that the employer and employee agree that the employee may take time off instead of being paid for the overtime;

      (iii) that,if the employee requests at any time,the employer must pay the employee,for overtime covered by the agreement but not taken as time off,at the overtime rate applicable to the overtime when worked;

      (iv) that any payment mentioned in subparagraph (iii) must be made in the next pay period following the request.

      Note:An example of the type of agreement required by this clause is set out at Schedule H. There is no requirement to use the form of agreement set out at Schedule H. An agreement under clause 29.5 can also be made by an exchange of emails between the employee and employer,or by other electronic means.

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

      EXAMPLE:By making an agreement under clause 29.5 an employee who worked 2 overtime hours is entitled to 2 hours’time off.

      (e) Time off must be taken:

      (i) within the period of 6 months after the overtime is worked;and

      (ii) at a time or times within that period of 6 months agreed by the employee and employer.

      (f) If the employee requests at any time,to be paid for overtime covered by an agreement under clause 29.5 but not taken as time off,the employer must pay the employee for the overtime,in the next pay period following the request,at the overtime rate applicable to the overtime when worked.

      (g) If time off for overtime that has been worked is not taken within the period of 6 months mentioned in paragraph (e),the employer must pay the employee for the overtime,in the next pay period following those 6 months,at the overtime rate applicable to the overtime when worked.

      (h) The employer must keep a copy of any agreement under clause 29.5 as an employee record.

      (i) An employer must not exert undue influence or undue pressure on an employee in relation to a decision by the employee to make,or not make,an agreement to take time off instead of payment for overtime.

      (j) An employee may,under section 65 of the Act,request to take time off,at a time or times specified in the request or to be subsequently agreed by the employer and the employee,instead of being paid for overtime worked by the employee. If the employer agrees to the request then clause 29.5 will apply,including the requirement for separate written agreements under paragraph (b) for overtime that has been worked.

      Note:If an employee makes a request under section 65 of the Act for a change in working arrangements,the employer may only refuse that request on reasonable business grounds (see section 65(5) of the Act).

      (k) If,on the termination of the employee’s employment,time off for overtime worked by the employee to which clause 29.5 applies has not been taken,the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.

      Note:Under section 345(1) of the Act,a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 29.5.

Part 6—Leave and Public Holidays

30. Annual leave

31. Personal/carer’s leave and compassionate leave

32. Community service leave

33. Public holidays

30. Annual leave

[Varied by PR994475,PR546342, PR583062,PR588725]

30.1 Annual leave is provided for in the NES. Annual leave does not apply to casual employees.

30.2 Annual leave in advance

[30.2 renamed and substituted by PR583062 ppc 29Jul16]

      (a) An employer and employee may agree in writing to the employee taking a period of paid annual leave before the employee has accrued an entitlement to the leave.

      (b) An agreement must:

      (i) state the amount of leave to be taken in advance and the date on which leave is to commence;and

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

      Note:An example of the type of agreement required by clause 30.2 is set out at Schedule F. There is no requirement to use the form of agreement set out at Schedule F

      (c) The employer must keep a copy of any agreement under clause 30.2 as an employee record.

      (d) If,on the termination of the employee’s employment,the employee has not accrued an entitlement to all of a period of paid annual leave already taken in accordance with an agreement under clause 30.2,the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.

30.3 Temporary close-down

      (a) Where an employer intends temporarily to close (or reduce to nucleus) the place of employment or a section of it for the purpose,amongst others,of allowing annual leave to the employees concerned or a majority of them,the employer may give those employees one month’s notice in writing of an intention to apply the provisions of this clause. In the case of any employee engaged after notice has been given,notice must be given to that employee on the date of their engagement.

[30.3(b) substituted by PR546342 ppc 24Jan14]

      (b) Where an employee has been given notice pursuant to clause 30.3(a) and the employee has:

      (i) accrued sufficient annual leave to cover the full period of closing,the employee must take paid annual leave for the full period of closing;

      (ii) insufficient accrued annual leave to cover the full period of closing,the employee must take paid annual leave to the full amount accrued and leave without pay for the remaining period of the closing;or

      (iii) no accrued annual leave,the employee must take leave without pay for the full period of closing.

[30.3(c) substituted by PR546342 ppc 24Jan14]

      (c) Public holidays that fall within the period of close down will be paid as provided for in this award and will not count as a day of annual leave or leave without pay.

30.4 Excessive leave accruals:general provision

[30.4 varied by PR994475;substituted by PR588725 ppc 20Dec16]

      Note:Clauses 30.4 to 30.6 contain provisions,additional to the National Employment Standards,about the taking of paid annual leave as a way of dealing with the accrual of excessive paid annual leave. See Part 2.2,Division 6 of the Fair Work Act.

      (a) An employee has an excessive leave accrual if the employee has accrued more than 8 weeks’paid annual leave.

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

      (c) Clause 30.5 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.

      (d) Clause 30.6 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.

30.5 Excessive leave accruals:direction by employer that leave be taken

[New 30.5 inserted by PR588725 ppc 20Dec16]

      (a) If an employer has genuinely tried to reach agreement with an employee under clause 30.4(b) but agreement is not reached (including because the employee refuses to confer),the employer may direct the employee in writing to take one or more periods of paid annual leave.

      (b) However,a direction by the employer under paragraph (a):

      (i) is of no effect if it would result at any time in the employee’s remaining accrued entitlement to paid annual leave being less than 6 weeks when any other paid annual leave arrangements (whether made under clause 30.4,30.5 or 30.6 or otherwise agreed by the employer and employee) are taken into account;and

      (ii) must not require the employee to take any period of paid annual leave of less than one week;and

      (iii) must not require the employee to take a period of paid annual leave beginning less than 8 weeks,or more than 12 months,after the direction is given;and

      (iv) must not be inconsistent with any leave arrangement agreed by the employer and employee.

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

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

      Note 1:Paid annual leave arising from a request mentioned in paragraph (d) may result in the direction ceasing to have effect. See clause 30.5(b)(i).

      Note 2:Under section 88(2) of the Fair Work Act,the employer must not unreasonably refuse to agree to a request by the employee to take paid annual leave.

30.6 Excessive leave accruals:request by employee for leave

[New 30.6 inserted by PR588725 ppc 20Dec16]

      (a) Clause 30.6 comes into operation from 20 December 2017.

      (b) If an employee has genuinely tried to reach agreement with an employer under clause 30.4(b) but agreement is not reached (including because the employer refuses to confer),the employee may give a written notice to the employer requesting to take one or more periods of paid annual leave.

      (c) However,an employee may only give a notice to the employer under paragraph (b) if:

      (i) the employee has had an excessive leave accrual for more than 6 months at the time of giving the notice;and

      (ii) the employee has not been given a direction under clause 30.5(a) that,when any other paid annual leave arrangements (whether made under clause 30.4,30.5 or 30.6 or otherwise agreed by the employer and employee) are taken into account,would eliminate the employee’s excessive leave accrual.

      (d) A notice given by an employee under paragraph (b) must not:

      (i) if granted,result in the employee’s remaining accrued entitlement to paid annual leave being at any time less than 6 weeks when any other paid annual leave arrangements (whether made under clause 30.4,30.5 or 30.6 or otherwise agreed by the employer and employee) are taken into account;or

      (ii) provide for the employee to take any period of paid annual leave of less than one week;or

      (iii) provide for the employee to take a period of paid annual leave beginning less than 8 weeks,or more than 12 months,after the notice is given;or

      (iv) be inconsistent with any leave arrangement agreed by the employer and employee.

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

      (f) The employer must grant paid annual leave requested by a notice under paragraph (b).

[30.5 renumbered as 30.7 by PR588725 ppc 20Dec16]

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

[30.5(a) varied by PR994475 from 01Jan10]

      (a) 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 in clause 19Minimum wages.

30.8 Electronic funds transfer (EFT) payment of annual leave

[30.6 inserted by PR583062 ppc 29Jul16;30.6 renumbered as 30.8 by PR588725 ppc 20Dec16]

      Despite anything else in this clause,an employee paid by electronic funds transfer (EFT) may be paid in accordance with their usual pay cycle while on paid annual leave.

30.9 Cashing out of annual leave

[30.7 inserted by PR583062 ppc 29Jul16;30.7 renumbered as 30.9 by PR588725 ppc 20Dec16]

      (a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 30.9.

      (b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 30.9.

      (c) An employer and an employee may agree in writing to the cashing out of a particular amount of accrued paid annual leave by the employee.

      (d) An agreement under clause 30.9 must state:

      (i) the amount of leave to be cashed out and the payment to be made to the employee for it;and

      (ii) the date on which the payment is to be made.

      (e) An agreement under clause 30.9 must be signed by the employer and employee and,if the employee is under 18 years of age,by the employee’s parent or guardian.

      (f) The payment must not be less than the amount that would have been payable had the employee taken the leave at the time the payment is made.

      (g) An agreement must not result in the employee’s remaining accrued entitlement to paid annual leave being less than 4 weeks.

      (h) The maximum amount of accrued paid annual leave that may be cashed out in any period of 12 months is 2 weeks.

      (i) The employer must keep a copy of any agreement under clause 30.9 as an employee record.

      Note 1:Under section 344 of the Fair Work Act,an employer must not exert undue influence or undue pressure on an employee to make,or not make,an agreement under clause 30.9.

      Note 2:Under section 345(1) of the Fair Work Act,a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 30.9.

      Note 3:An example of the type of agreement required by clause 30.9 is set out at Schedule G. There is no requirement to use the form of agreement set out at Schedule G.

31. Personal/carer’s leave and compassionate leave

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

32. Community service leave

Community service leave is provided for in the NES.

33. Public holidays

33.1 Public holidays are provided for in the NES.

33.2 Substitution of public holidays by agreement

      By agreement between the employer and the majority of employees in an enterprise another day may be substituted for a public holiday provided for in the NES.

Schedule A—Transitional Provisions

[Varied by PR988386,PR994475,PR503615]

A.1 General

A.1.1 The provisions of this schedule deal with minimum obligations only.

[A.1.2 substituted by PR994475 from 01Jan10]

A.1.2 The provisions of this schedule are to be applied:

      (a) when there is a difference,in money or percentage terms,between a provision in a relevant transitional minimum wage instrument (including the transitional default casual loading) or award-based transitional instrument on the one hand and an equivalent provision in this award on the other;

      (b) when a loading or penalty in a relevant transitional minimum wage instrument or award-based transitional instrument has no equivalent provision in this award;

      (c) when a loading or penalty in this award has no equivalent provision in a relevant transitional minimum wage instrument or award-based transitional instrument;or

      (d) when there is a loading or penalty in this award but there is no relevant transitional minimum wage instrument or award-based transitional instrument.

A.2 Minimum wages –existing minimum wage lower

A.2.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:

      (a) was obliged,

[A.2.1(b) substituted by PR994475 from 01Jan10]

      (b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or

      (c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged

      by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage lower than that in this award for any classification of employee.

A.2.2 In this clause minimum wage includes:

      (a) a minimum wage for a junior employee,an employee to whom training arrangements apply and an employee with a disability;

      (b) a piecework rate;and

      (c) any applicable industry allowance.

A.2.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument for the classification concerned.

A.2.4 The difference between the minimum wage for the classification in this award and the minimum wage in clause A.2.3 is referred to as the transitional amount.

A.2.5 From the following dates the employer must pay no less than the minimum wage for the classification in this award minus the specified proportion of the transitional amount:

    First full pay period on or after

     

    1 July 2010

    80%

    1 July 2011

    60%

    1 July 2012

    40%

    1 July 2013

    20%

A.2.6 The employer must apply any increase in minimum wages in this award resulting from an annual wage review.

A.2.7 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.3 Minimum wages –existing minimum wage higher

A.3.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:

      (a) was obliged,

[A.3.1(b) substituted by PR994475 from 01Jan10]

      (b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or

      (c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged

      by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage higher than that in this award for any classification of employee.

A.3.2 In this clause minimum wage includes:

      (a) a minimum wage for a junior employee,an employee to whom training arrangements apply and an employee with a disability;

      (b) a piecework rate;and

      (c) any applicable industry allowance.

A.3.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument for the classification concerned.

A.3.4 The difference between the minimum wage for the classification in this award and the minimum wage in clause A.3.3 is referred to as the transitional amount.

A.3.5 From the following dates the employer must pay no less than the minimum wage for the classification in this award plus the specified proportion of the transitional amount:

    First full pay period on or after

     

    1 July 2010

    80%

    1 July 2011

    60%

    1 July 2012

    40%

    1 July 2013

    20%

A.3.6 The employer must apply any increase in minimum wages in this award resulting from an annual wage review. If the transitional amount is equal to or less than any increase in minimum wages resulting from the 2010 annual wage review the transitional amount is to be set off against the increase and the other provisions of this clause will not apply.

A.3.7 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.4 Loadings and penalty rates

      For the purposes of this schedule loading or penalty means a:

      ●casual or part-time loading;

      ●Saturday,Sunday,public holiday,evening or other penalty;

      ●shift allowance/penalty.

A.5 Loadings and penalty rates –existing loading or penalty rate lower

[A.5.1 substituted by PR994475 from 01Jan10]

A.5.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:

      (a) was obliged,

      (b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or

      (c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged

      by the terms of a transitional minimum wage instrument or an award-based transitional instrument to pay a particular loading or penalty at a lower rate than the equivalent loading or penalty in this award for any classification of employee.

[A.5.2 substituted by PR994475 from 01Jan10]

A.5.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument or award-based transitional instrument for the classification concerned.

A.5.3 The difference between the loading or penalty in this award and the rate in clause A.5.2 is referred to as the transitional percentage.

A.5.4 From the following dates the employer must pay no less than the loading or penalty in this award minus the specified proportion of the transitional percentage:

    First full pay period on or after

     

    1 July 2010

    80%

    1 July 2011

    60%

    1 July 2012

    40%

    1 July 2013

    20%

A.5.5 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.6 Loadings and penalty rates –existing loading or penalty rate higher

[A.6.1 substituted by PR994475 from 01Jan10]

A.6.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:

      (a) was obliged,

      (b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or

      (c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged

      by the terms of a transitional minimum wage instrument or an award-based transitional instrument to pay a particular loading or penalty at a higher rate than the equivalent loading or penalty in this award,or to pay a particular loading or penalty and there is no equivalent loading or penalty in this award,for any classification of employee.

[A.6.2 substituted by PR994475 from 01Jan10]

A.6.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument or award-based transitional instrument.

[A.6.3 substituted by PR994475 from 01Jan10]

A.6.3 The difference between the loading or penalty in this award and the rate in clause A.6.2 is referred to as the transitional percentage. Where there is no equivalent loading or penalty in this award,the transitional percentage is the rate in A.6.2.

A.6.4 From the following dates the employer must pay no less than the loading or penalty in this award plus the specified proportion of the transitional percentage:

    First full pay period on or after

     

    1 July 2010

    80%

    1 July 2011

    60%

    1 July 2012

    40%

    1 July 2013

    20%

A.6.5 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.7 Loadings and penalty rates –no existing loading or penalty rate

[A.7.1 substituted by PR994475 from 01Jan10]

A.7.1 The following transitional arrangements apply to an employer not covered by clause A.5 or A.6 in relation to a particular loading or penalty in this award.

A.7.2 Prior to the first full pay period on or after 1 July 2010 the employer need not pay the loading or penalty in this award.

[A.7.3 substituted by PR994475 from 01Jan10]

A.7.3 From the following dates the employer must pay no less than the following percentage of the loading or penalty in this award:

    First full pay period on or after

     

    1 July 2010

    20%

    1 July 2011

    40%

    1 July 2012

    60%

    1 July 2013

    80%

A.7.4 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.8 Former Division 2B employers

[A.8 inserted by PR503615 ppc 01Jan11]

A.8.1 This clause applies to an employer which,immediately prior to 1 January 2011,was covered by a Division 2B State award.

A.8.2 All of the terms of a Division 2B State award applying to a Division 2B employer are continued in effect until the end of the full pay period commencing before 1 February 2011.

A.8.3 Subject to this clause,from the first full pay period commencing on or after 1 February 2011 a Division 2B employer must pay no less than the minimum wages,loadings and penalty rates which it would be required to pay under this Schedule if it had been a national system employer immediately prior to 1 January 2010.

A.8.4 Despite clause A.8.3,where a minimum wage,loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was lower than the corresponding minimum wage,loading or penalty rate in this award,nothing in this Schedule requires a Division 2B employer to pay more than the minimum wage,loading or penalty rate in this award.

A.8.5 Despite clause A.8.3,where a minimum wage,loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was higher than the corresponding minimum wage,loading or penalty rate in this award,nothing in this Schedule requires a Division 2B employer to pay less than the minimum wage,loading or penalty rate in this award.

A.8.6 In relation to a Division 2B employer this Schedule commences to operate from the beginning of the first full pay period on or after 1 January 2011 and ceases to operate from the beginning of the first full pay period on or after 1 July 2014.

Schedule B—Supported Wage System

[Varied by PR988386;substituted by PR994475 ppc 1Jan10;varied by PR998748,PR510670,PR525068,PR537893,PR542133,PR551831,PR568050,PR581528,PR592689]

B.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.

[B.2 varied by PR568050 ppc 01Jul15]

B.2 In this schedule:

      approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system

      assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system

      disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth),as amended from time to time,or any successor to that scheme

      relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged

      supported wage system (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability,as documented in the Supported Wage System Handbook. The Handbook is available from the following website:www.jobaccess.gov.au

      SWS wage assessment agreement means the document in the form required by the Department of Social Services that records the employee’s productive capacity and agreed wage rate

B.3 Eligibility criteria

B.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award,because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.

B.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.

B.4 Supported wage rates

B.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:

    Assessed capacity (clause B.5)

    %

    Relevant minimum wage

    %

    10

    10

    20

    20

    30

    30

    40

    40

    50

    50

    60

    60

    70

    70

    80

    80

    90

    90

[B.4.2 varied by PR998748,PR510670,PR525068,PR537893,PR551831,PR568050,PR581528,PR592689 ppc 01Jul17]

B.4.2 Provided that the minimum amount payable must be not less than $84 per week.

B.4.3 Where an employee’s assessed capacity is 10%,they must receive a high degree of assistance and support.

B.5 Assessment of capacity

B.5.1 For the purpose of establishing the percentage of the relevant minimum wage,the productive capacity of the employee will be assessed in accordance with the Supported Wage System by an approved assessor,having consulted the employer and employee and,if the employee so desires,a union which the employee is eligible to join.

B.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement,and retained by the employer as a time and wages record in accordance with the Act.

B.6 Lodgement of SWS wage assessment agreement

[B.6.1 varied by PR542133 ppc 04Dec13]

B.6.1 All SWS wage assessment agreements under the conditions of this schedule,including the appropriate percentage of the relevant minimum wage to be paid to the employee,must be lodged by the employer with the Fair Work Commission.

[B.6.2 varied by PR542133 ppc 04Dec13]

B.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment,the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days.

B.7 Review of assessment

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

B.8 Other terms and conditions of employment

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

B.9 Workplace adjustment

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

B.10 Trial period

B.10.1 In order for an adequate assessment of the employee’s capacity to be made,an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks,except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.

B.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.

[B.10.3 varied by PR998748,PR510670,PR525068,PR537893,PR551831,PR568050,PR581528,PR592689 ppc 01Jul17]

B.10.3 The minimum amount payable to the employee during the trial period must be no less than $84 per week.

B.10.4 Work trials should include induction or training as appropriate to the job being trialled.

Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period,a further contract of employment will be entered into based on the outcome of assessment under clause B.5.

Schedule C—School-based Apprentices

[Varied by PR988386;substituted by PR994475 ppc 1Jan10]

C.1 This schedule applies to school-based apprentices. A school-based apprentice is a person who is undertaking an apprenticeship in accordance with this schedule while also undertaking a course of secondary education.

C.2 A school-based apprenticeship may be undertaken in the trades covered by this award under a training agreement or contract of training for an apprentice declared or recognised by the relevant State or Territory authority.

C.3 The relevant minimum wages for full-time junior and adult apprentices provided for in this award,calculated hourly,will apply to school-based apprentices for total hours worked including time deemed to be spent in off-the-job training.

C.4 For the purposes of clause C.3,where an apprentice is a full-time school student,the time spent in off-the-job training for which the apprentice must be paid is 25% of the actual hours worked each week on-the-job. The wages paid for training time may be averaged over the semester or year.

C.5 A school-based apprentice must be allowed,over the duration of the apprenticeship,the same amount of time to attend off-the-job training as an equivalent full-time apprentice.

C.6 For the purposes of this schedule,off-the-job training is structured training delivered by a Registered Training Organisation separate from normal work duties or general supervised practice undertaken on the job.

C.7 The duration of the apprenticeship must be as specified in the training agreement or contract for each apprentice but must not exceed six years.

C.8 School-based apprentices progress through the relevant wage scale at the rate of 12 months progression for each two years of employment as an apprentice.

C.9 The apprentice wage scales are based on a standard full-time apprenticeship of four years (unless the apprenticeship is of three years duration). The rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school-based apprentice undertaking the applicable apprenticeship.

C.10 If an apprentice converts from school-based to full-time,all time spent as a full-time apprentice will count for the purposes of progression through the relevant wage scale in addition to the progression achieved as a school-based apprentice.

C.11 School-based apprentices are entitled pro rata to all of the other conditions in this award.

Schedule D—National Training Wage

[Varied by PR988386;substituted by PR994475 ppc 1Jan10;varied by PR997893,PR509044,PR522875,PR536678,PR545787,PR551601,PR566681,PR579772;deleted by PR593809 ppc 01Jul17]

Schedule E—2016 Part-day Public Holidays

[Sched E inserted by PR532630 ppc 23Nov12;renamed and varied by PR544519 ppc 21Nov13;renamed and varied by PR557581,PR573679,PR580863 ppc 31May16]

This schedule operates where this award otherwise contains provisions dealing with public holidays that supplement the NES.

E.1 Where a part-day public holiday is declared or prescribed between 7.00 pm and midnight on Christmas Eve (24 December 2016) or New Year’s Eve (31 December 2016) the following will apply on Christmas Eve and New Year’s Eve and will override any provision in this award relating to public holidays to the extent of the inconsistency:

      (a) All employees will have the right to refuse to work on the part-day public holiday if the request to work is not reasonable or the refusal is reasonable as provided for in the NES.

      (b) Where a part-time or full-time employee is usually rostered to work ordinary hours between 7.00 pm and midnight but as a result of exercising their right under the NES does not work,they will be paid their ordinary rate of pay for such hours not worked.

      (c) Where a part-time or full-time employee is usually rostered to work ordinary hours between 7.00 pm and midnight but as a result of being on annual leave does not work,they will be taken not to be on annual leave between those hours of 7.00 pm and midnight that they would have usually been rostered to work and will be paid their ordinary rate of pay for such hours.

      (d) Where a part-time or full-time employee is usually rostered to work ordinary hours between 7.00 pm and midnight,but as a result of having a rostered day off (RDO) provided under this award,does not work,the employee will be taken to be on a public holiday for such hours and paid their ordinary rate of pay for those hours.

      (e) Excluding annualised salaried employees to whom clause E.1(f) applies,where an employee works any hours between 7.00 pm and midnight they will be entitled to the appropriate public holiday penalty rate (if any) in this award for those hours worked.

      (f) Where an employee is paid an annualised salary under the provisions of this award and is entitled under this award to time off in lieu or additional annual leave for work on a public holiday,they will be entitled to time off in lieu or pro-rata annual leave equivalent to the time worked between 7.00 pm and midnight.

      (g) An employee not rostered to work between 7.00 pm and midnight,other than an employee who has exercised their right in accordance with clause E.1(a),will not be entitled to another day off,another day’s pay or another day of annual leave as a result of the part-day public holiday.

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

This schedule is an interim provision and subject to further review.

Schedule F—Agreement to Take Annual Leave in Advance

[Sched F inserted by PR583062 ppc 29Jul16]

Link to PDF copy of Agreement to Take Annual Leave in Advance.

Name of employee:_____________________________________________

Name of employer:_____________________________________________

The employer and employee agree that the employee will take a period of paid annual leave before the employee has accrued an entitlement to the leave:

The amount of leave to be taken in advance is:____ hours/days

The leave in advance will commence on:___/___/20___

Signature of employee:________________________________________

Date signed:___/___/20___

Name of employer representative:________________________________________

Signature of employer representative:________________________________________

Date signed:___/___/20___

[If the employee is under 18 years of age - include:]

I agree that:

if,on termination of the employee’s employment,the employee has not accrued an entitlement to all of a period of paid annual leave already taken under this agreement,then the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.

Name of parent/guardian:________________________________________

Signature of parent/guardian:________________________________________

Date signed:___/___/20___

Schedule G—Agreement to Cash Out Annual Leave

[Sched G inserted by PR583062 ppc 29Jul16]

Link to PDF copy of Agreement to Cash Out Annual Leave.

Name of employee:_____________________________________________

Name of employer:_____________________________________________

The employer and employee agree to the employee cashing out a particular amount of the employee’s accrued paid annual leave:

The amount of leave to be cashed out is:____ hours/days

The payment to be made to the employee for the leave is:$_______ subject to deduction of income tax/after deduction of income tax (strike out where not applicable)

The payment will be made to the employee on:___/___/20___

Signature of employee:________________________________________

Date signed:___/___/20___

Name of employer representative:________________________________________

Signature of employer representative:________________________________________

Date signed:___/___/20___

Include if the employee is under 18 years of age:

Name of parent/guardian:________________________________________

Signature of parent/guardian:________________________________________

Date signed:___/___/20___

Schedule H—Agreement for Time Off Instead of Payment for Overtime

[Sched H inserted by PR584144 ppc 22Aug16]

Link to PDF copy of Agreement for Time Off Instead of Payment for Overtime.

Name of employee:_____________________________________________

Name of employer:_____________________________________________

The employer and employee agree that the employee may take time off instead of being paid for the following amount of overtime that has been worked by the employee:

Date and time overtime started:___/___/20___ ____ am/pm

Date and time overtime ended:___/___/20___ ____ am/pm

Amount of overtime worked:_______ hours and ______ minutes

The employer and employee further agree that,if requested by the employee at any time,the employer must pay the employee for overtime covered by this agreement but not taken as time off. Payment must be made at the overtime rate applying to the overtime when worked and must be made in the next pay period following the request.

Signature of employee:________________________________________

Date signed:___/___/20___

Name of employer representative:________________________________________

Signature of employer representative:________________________________________

Date signed:___/___/20___

About this document
(1)
Code:
MA000013
Title:
Racing Clubs Events Award 2010
Effective:
21 Jun 2017
Updated:
26 Jun 2017
Instrument Type:
Modern Award
(29)
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
Racing Clubs Events Award 2010
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(1)
2 Sep 2016
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