Telecommunications Services Award 2010

Telecommunications Services Award 2010

 

The above award was first made on 3 April 2009 [PR986383]

This consolidated version of the award includes variations made on 11 September 2009 [PR988405]; 19 March 2010 [PR994491]; 4 June 2010 [PR997772]; 21 June 2010 [PR998171]; 21 June 2010 [PR997955]

 

NOTE: Transitional provisions may apply to certain clauses - see clause 2 and Schedule A

This link is to the version of this modern award in operation prior to 1 July 2010. It does not include:

(a) variations to minimum wages resulting from the Annual Wage Review 2009-10; or

(b) variations in expense related allowances operative from 1 July 2010.

 

Table of Contents

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 regarding major workplace change

9.              Dispute resolution

10.              Dispute resolution procedure training leave

Part 3 - Types of Employment and Termination of Employment

11.              Types of employment

12.              Termination of employment

13.              Redundancy

Part 4 - Minimum Wages and Related Matters

14.              Classifications and minimum wage rates

15.              Annual salary arrangements for higher classifications

16.              Supported wage system

17.              Allowances

18.              Payment of wages

19.              Superannuation

Part 5 - Hours of Work and Related Matters

20.              Hours of work

21.              Overtime and penalty rates

22.              Breaks

Part 6 - Leave and Public Holidays

23.              Annual leave

24.              Personal/carer's leave and compassionate leave

25.              Community service leave

26.              Public holidays

Schedule A - Transitional Provisions

Schedule B - Classification Structure and Definitions

Schedule C - School-Based Apprentices

Schedule D - Supported Wage System


Part 1 - Application and Operation

 

1.              Title

This award is the Telecommunications Services Award 2010.

2.              Commencement and transitional

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              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, Fair Work Australia may make any order it considers appropriate to remedy the situation.

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

2.6              Fair Work Australia 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 PR994491, PR997772]

3.1              In this award, unless the contrary intention appears:

[Definition of Act substituted by PR994491 from 01Jan10]

Act means the Fair Work Act 2009 (Cth)

[Definition of agreement-based transitional instrument inserted by PR994491 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 PR994491 from 01Jan10]

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

[Definition of Commission deleted by PR994491 from 01Jan10]

[Definition of employee substituted by PR994491, PR997772 from 01Jan10]

employee means national system employee within the meaning of the Act

[Definition of employer substituted by PR994491, PR997772 from 01Jan10]

employer means national system employer within the meaning of the Act

[Definition of enterprise award deleted by PR994491 from 01Jan10]

[Definition of enterprise award-based instrument inserted by PR994491 from 01Jan10]

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

[Definition of enterprise NAPSA deleted by PR994491 from 01Jan10]

[Definition of NAPSA deleted by PR994491 from 01Jan10]

[Definition of NES substituted by PR994491 from 01Jan10]

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

standard rate means the minimum weekly wage for a Telecommunications Technical Employee in clause 14.1

[Definition of transitional minimum wage instrument inserted by PR994491 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 PR994491]

[Numbered as 4.1 by PR994491 from 01Jan10]

4.1              This industry award covers employers throughout Australia who are engaged in the telecommunications services industry in respect of work by their employees in a classification in this award and their employees engaged in the classifications listed in clause 14 - Classifications and minimum wage rates, of this award, to the exclusion of any other modern award.

4.2              Definition of telecommunications services industry

[4.1 renumbered as 4.2 by PR994491 from 01Jan10]

For the purposes of this clause telecommunications services industry means any business:

(a)              whose principal function is a telecommunications service carrier; or

(b)              whose principal function is a carriage service provider or a content service provider; or

(c)              whose principal function is the supply of telecommunications services including value added telecommunications services; or

[4.2(d) varied by PR994491 from 01Jan10]

(d)              whose principal function is incidental, ancillary or complementary to the businesses referred to in clauses 4.2(a), (b) and (c); or

(e)              which supplies labour to a business in the telecommunications services industry on a labour hire basis in respect of any such labour hire employees while engaged in the performance of work for a business in the telecommunications services industry.

[Numbered as 4.3 by PR994491 from 01Jan10]

4.3              Telecommunications service carrier means the holder of a carrier licence.

[New 4.4 inserted by PR994491 from 01Jan10]

4.4              This award covers employers which provide group training services for apprentices and/or trainees engaged in the industry and/or parts of industry set out at clause 4.1 and those apprentices and/or 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.

[4.2 and 4.3 renumbered as 4.5 and 4.6 by PR994491 from 01Jan10]

4.5              Exclusions

This award does not cover:

(a)              an employee excluded from award coverage by the Act;

[4.5(b) substituted by PR994491 from 01Jan10]

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

[New 4.5(c) inserted by PR994491 from 01Jan10]

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

[4.5(c) to (f) renumbered as 4.5(d) to (g) by PR994491 from 01Jan10]

(d)              television stations and radio stations;

(e)              employees of electrical contractors covered by the scope of the Electrical, Electronic and Communications Contracting Award 2010;

(f)              a business whose principal function is the manufacture and supply of telecommunications equipment and lines whether or not such business also installs and monitors telecommunications equipment and lines; and

(g)              a business whose principal function is the installation, service and/or maintenance of telecommunications equipment and lines, unless the business also operates that equipment and lines.

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

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

7.              Award flexibility

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

(a)              arrangements for when work is performed;

(b)              overtime rates;

(c)              penalty rates;

(d)              allowances; and

(e)              leave loading.

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

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

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

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

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

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

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

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

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

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

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

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

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

7.8              The agreement may be terminated:

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

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

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

Part 2 - Consultation and Dispute Resolution

 

8.              Consultation regarding major workplace change

8.1              Employer to notify

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

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

8.2              Employer to discuss change

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

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

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

9.              Dispute resolution

[Varied by PR994491]

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 PR994491 from 01Jan10]

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

[9.3 varied by PR994491 from 01Jan10]

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

[9.4 varied by PR994491 from 01Jan10]

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

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

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

10.              Dispute resolution procedure training leave

10.1              An eligible employee representative will be entitled to, and the employer will grant, up to five days training leave with pay to attend courses which are directed at the enhancement of the operation of the dispute resolution procedure including its operation in connection with this award and with the Act, or with any relevant agreement which provides it is to be read in conjunction with this award.

10.2              An eligible employee representative must give the employer six weeks' notice of the employee representative's intention to attend such courses and the leave to be taken, or such shorter period of notice as the employer may agree to accept.

10.3              The notice to the employer will include details of the type, content and duration of the course to be attended.

10.4              The taking of such leave will be arranged having regard to the operational requirements of the employer so as to minimise any adverse effect on those requirements.

10.5              An eligible employee representative taking such leave will be paid all ordinary time earnings which normally become due and payable during the period of leave.

10.6              Leave of absence granted pursuant to this clause will count as service for all purposes of this award.

10.7              For the purpose of determining the entitlement of employee representatives to dispute resolution procedure training leave, an eligible employee representative is:

(a)              a shop steward, a delegate or an employee representative, duly elected or appointed by the employees in a workplace, generally or collectively, for all or part of a workplace, for the purpose of representing those employees in the dispute resolution procedure; and

(b)              within the class and number of representatives entitled from year to year to take paid dispute resolution procedure training leave according to the following quota table:

Number of employees employed by employer in enterprise or workplace

Maximum number of eligible employee representatives entitled per year

5-15

1

16-30

2

31-50

3

51-90

4

more than 90

5

10.8              Where the number of eligible employee representatives exceeds the quota at any particular time for a relevant enterprise or workplace, priority of entitlement for the relevant year will be resolved by agreement between those entitled, or if not agreed, be given to the more senior of the employee representatives otherwise eligible who seeks leave.

10.9              For purposes of applying the quota table employees employed by the employer in the enterprise or workplace are full-time, part-time and casual employees with six months or more service who are covered by this award and who are engaged in the enterprise or workplace to which the procedure established under clause 9 - Dispute resolution applies.

Part 3 - Types of Employment and Termination of Employment

 

11.              Types of employment

An employee may be engaged on a full-time, part-time or casual basis.

11.1              Full-time employment

An employee not specifically engaged as being a part-time or casual employee is for all purposes of this award a full-time employee, unless otherwise specified in this award.

11.2              Part-time employment

(a)              An employee may be engaged to work on a part-time basis involving a regular pattern of hours which will average less than 38 hours per week. An employee so engaged will be paid per hour 1/38th of the weekly rate prescribed by clause 14 - Classifications and minimum wage rates, of this award for the work performed.

(b)              Overtime will be payable to part-time employees for time worked in excess of the hours fixed in accordance with the pattern of hours applicable to the employee. However, a part-time employee is not entitled to be paid overtime penalties on a day until they have worked at least an equivalent number of hours that day to an equivalent full-time employee in the relevant section of the enterprise, provided that a part-time employee will not work more than 38 hours in any week at ordinary rates.

(c)              The terms of this award will apply pro rata to part-time employees on the basis that ordinary weekly hours for full-time employees are 38 hours.

(d)              Public holidays

Where the part-time employee's normal paid hours fall on a public holiday prescribed in the NES and work is not performed by the employee, such employee will not lose pay for the day. Where the employee works on the holiday, such employee will be paid in accordance with clause 26 - Public holidays of this award.

11.3              Casual employment

(a)              An employer may engage employees on a casual basis in which case employment may be terminated by an hour's notice given either by the employer or the employee, or by the payment or forfeiture of an hour's wage as the case may be.

(b)              A casual employee is one engaged and paid as such, and for working ordinary time will be paid per hour 1/38th of the weekly wage prescribed by this award for the work which the employee performs, plus 25%.

12.              Termination of employment

12.1              Notice of termination is provided for in the NES.

12.2              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.

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

13.              Redundancy

[Varied by PR994491]

13.1              Redundancy pay is provided for in the NES.

13.2              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 ordinary time rate of pay for the number of weeks of notice still owing.

13.3              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 is 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 is not entitled to payment instead of notice.

13.4              Job search entitlement

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

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

(c)              This entitlement applies instead of clause 12.3.

13.5              Transitional provisions

[13.5 substituted by PR994491 from 01Jan10]

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

(i)              that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument or enterprise agreement had applied to the employee; and

(ii)              that would have entitled the employee to redundancy pay in excess of the employee's entitlement to redundancy pay, if any, under the NES.

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

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

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

Part 4 - Minimum Wages and Related Matters

 

14.              Classifications and minimum wage rates

[Varied by PR994491, PR997955]

14.1              Adult employees

A full-time adult employee must be paid a minimum weekly rate for their classification as set out in the tables below:

(a)              Customer Contact Stream

[14.1(a) substituted by PR994491, varied by PR997955 ppc 01Jul10]

Classification

Rate per week

 

$

Customer Contact Trainee

609.00

Customer Contact Officer Level 1

629.90

Customer Contact Officer Level 2

663.60

Principal Customer Contact Specialist

699.30

Customer Contact Team Leader

724.20

Principal Customer Contact Leader

776.40

(b)              Clerical and Administrative Stream

[14.1(b) varied by PR997955 ppc 01Jul10]

Classification

Rate per week

 

$

Clerical and Administration Level 1

609.00

Clerical and Administration Level 2

629.90

Clerical and Administration Level 3

663.60

Clerical and Administration Level 4

724.20

Clerical and Administration Level 5

776.40

(c)              Technical Stream

[14.1(c) varied by PR997955 ppc 01Jul10]

Classification

Rate per week

 

$

Telecommunications Trainee

609.00

Telecommunications Technical Employee

663.60

Telecommunications Technician

704.60

Advanced Telecommunications Technician

724.20

Principal Telecommunications Technician

776.40

Telecommunications Associate

838.90

(d)              The classification structure and descriptions for the above classifications are contained in Schedule B - Classification Structure and Definitions.

14.2              Junior employees

Junior employees will be entitled to the percentage of the applicable adult weekly wage (in the case of part-time or casual employees the hourly rate) for their classification as set out in the table below:

Age

Percentage of
adult rate

 

%

15 years

50

16 years

60

17 years

70

18 years

100

14.3              School-based apprentices

See Schedule C

14.4              Apprentices and trainees

(a)              The terms of this award will apply to apprentices except where it is otherwise stated.

(b)              Apprentices may be engaged in trades or occupations provided for in this award where recognised by a state or territory training authority.

(c)              In any state in which a statute or regulation relating to apprentices is in force, that statute or regulation will operate provided that such provisions are not inconsistent with this award, in which case the provisions of this award will apply.

(d)              In order to undertake trade training in accordance with this clause a person must be a party to a contract of apprenticeship or a training agreement in accordance with the requirements of the relevant state or territory training authority or state or territory legislation. The employer will provide and/or provide access to, training consistent with the contract or training agreement without loss of pay.

(e)              An apprenticeship may be cancelled or suspended only in accordance with the requirements of the contract of apprenticeship or training agreement and the requirements of state or territory legislation and the requirements of the relevant state or territory training authority.

(f)              The probationary period of an apprentice will be as set out in the training agreement or contract of apprenticeship consistent with the requirement of the relevant state or territory training authority and with state or territory legislation but will not exceed three months.

(g)              Apprentices attending technical colleges, schools, registered training organisations or TAFE and presenting reports of satisfactory conduct will be reimbursed all fees paid by them.

(h)              Except as provided in this clause or where otherwise stated, all conditions of employment specified in the award will apply to apprentices. Notice of termination and redundancy provisions will not apply to apprentices. The ordinary hours of employment of apprentices will not in each enterprise exceed those of the relevant tradesperson.

(i)              No apprentices under the age of 18 years will be required to work overtime or shiftwork unless they so desire. No apprentice will, except in an emergency, work or be required to work overtime or shiftwork at times which would prevent their attendance in training consistent with the contract or training agreement.

(j)              Subject to clause 14.4(k), the period of apprenticeship will be four years, except where the period is varied with the approval of the relevant State or Territory Training Authority.

(k)              Apprentices are required to serve an additional day for each day of absence during each year of their apprenticeship, except in respect of absences due to annual leave or long service leave. The following year of their apprenticeship does not commence until the additional days have been worked. However, any time that has been worked by the apprentice in excess of their ordinary hours will be credited to the apprentice when calculating the amount of additional time that needs to be worked in the relevant year.

(l)              Apprentices will be entitled to the percentage of the applicable adult weekly wage (in the case of part-time or casual employees the hourly rate) for their classification as set out in the table below:

Year of apprenticeship

Percentage of adult rate

 

%

1st year

42

2nd year

55

3rd year

75

4th year

88

15.              Annual salary arrangements for higher classifications

15.1              The award provisions in clause 15.2 do not apply to persons in the following classifications:

·              Principal Customer Contact Leader;

·              Telecommunications Associate; or

·              Clerical and Administration Level 5.

15.2              Exempt award provisions

Clause 17 - Allowances;

Clause 18 - Payment of wages;

Clause 20 - Hours of work;

Clause 21 - Overtime and penalty rates;

Clause 22 - Breaks;

Clause 23.3(b) - Annual leave loading; and

Clause 26.3 - Payment for time worked on a public holiday.

15.3              Obligations upon employers for exempted classifications

The following obligations apply to employers in relation to exempted classifications:

(a)              The ordinary hours of work of employees in those classifications set out in clause 15.1 of this award should not exceed the ordinary hours of duty in the particular industry or sector of industry in which the employee is employed. Employers will compensate for:

(i)              time worked regularly in excess of ordinary hours of duty;

(ii)              time worked on public holidays;

(iii)              time spent standing-by in readiness for a call back;

(iv)              time spent carrying out duties outside of the ordinary hours of duty over the telephone or via remote access arrangements; or

(v)              time worked on afternoon, night or weekend shifts;

(b)              either by:

(i)              taking these factors into account in the fixation of annual remuneration;

(ii)              granting special additional remuneration;

(iii)              granting a special allowance or loading; or

(iv)              granting other compensation such as special additional leave.

(c)              An employee will be advised in writing upon engagement, or in any other case upon a request being made in writing to the employer, of the method of compensation being used. The methods of compensation are set out in clause 15.3(b). If the employer is compensating the employee by a method identified in clause 15.3(b), the employer must identify the special additional remuneration, allowance or loading which is being paid.

(d)              Transfers

Where an employee is transferred permanently from day work to shiftwork or from shiftwork to day work, such employee should receive at least one month's notice. However, the employer and the employee may agree on a lesser period of notice.

(e)              Payment of wages

At the election of the employer, wages may be paid weekly or fortnightly or in accordance with existing practices. Where agreement is reached with an individual employee, wages may be paid four weekly or monthly. This agreement may be reached at the time when the employee commences employment, but is not limited to such time.

(f)              Annual leave loading

In addition to the annual leave payments specified in clause 23.3(a), employees will be paid an annual leave loading of 17.5%. However, where an employer, in determining the total remuneration of an employee can demonstrate that it has taken into account that an annual leave loading will not be paid to the employee because the total remuneration has been fixed having regard to this fact or because other benefits related to annual leave of equal value have been granted by the employer, an entitlement to the annual leave loading will not accrue.

16.              Supported wage system

See Schedule D

17.              Allowances

[Varied by PR994491, PR998171]

17.1              All streams

The allowances in this clause do not apply for all purposes of the award unless specifically stated.

(a)              Vehicle allowance

An employee who is required on a casual basis to use the employee's motor vehicle to carry out the employer's business must be paid an allowance of $0.74 per kilometre.

(b)              First aid allowance

An employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications such as a certificate from the St John Ambulance or similar body must be paid a weekly allowance of 2% of the standard rate if appointed by their employer to perform first aid duty.

(c)              Telephone allowance

(i)              Where an employee does not have a telephone, modem or broadband connection and, at the written request of the employer, the employee is required to have such equipment, the employer must reimburse the cost of purchase, installation and rental.

(ii)              Where an employee makes telephone calls in connection with the business on their private telephone at the direction of the employer, the employer must reimburse the cost of such calls. Provided that the employer may request details of all such calls claimed by the employee.

(d)              Meal allowance

[17.1(d) varied by PR998171 ppc 01Jul10]

An employee is entitled to a meal allowance of $11.68 on each occasion that the employee is entitled to a rest break in accordance with clause 21.3, except in the following circumstances, if the employee:

(i)              is a day worker and was notified no later than the previous day that they would be required to work overtime;

(ii)              is a shiftworker and was notified no later than the previous day or previous rostered shift that they would be required to work such overtime; or

[17.1(d)(iii) varied by PR994491 from 01Jan10]

(iii)              lives in the same locality as the enterprise and could reasonably return home for meals.

If the employee has provided a meal or meals on the basis that they have been given notice to work overtime and the employee is not required to work overtime or is required to do less than the amount advised, they will be paid the prescribed meal allowance for the meal or meals.

(e)              Transfers, travelling and working away from usual place of work

(i)              Distant work/travelling time payment

·              All reasonable out-of-pocket expenses incurred in connection with the employer's business authorised by the employer and properly paid by the employee will be reimbursed by the employer.

·              Except as provided elsewhere in this award, an employee directed by the employer to travel in the employee's own time to transact company business will be paid travelling time and all expenses incurred while travelling in accordance with clause 17.1(e)(ii). Further, an employee sent by their employer from their usual locality to another and required to remain away from their usual residence will be paid expenses while so absent from their usual locality.

·              An employee is not entitled to be paid for travelling in the employee's accustomed workplace or territory. In circumstances where an employee is required to work away from the accustomed workplace or territory and travels in the employee's own time to reach such place, the employee will be entitled to be paid for the time reasonably spent in travelling to such place in excess of that which would be spent travelling from home to the accustomed workplace or boundary of the accustomed territory.

(ii)              Payment for travelling

·              The amount of pay for an employee travelling outside of ordinary hours will be their ordinary rate of pay.

·              The travelling time to be paid will be 12 maximum hours out of every 24 hours, or where a sleeping berth is provided by the employer for all night travel, eight hours out of every 24.

(iii)              Expenses

[17.1(e)(iii) varied by PR998171 ppc 01Jul10]

Expenses for the purposes of clause 17.1(e)(i) means:

·              All fares reasonably incurred at the following standard:

Rail: first class (including the provision of a sleeping berth where available for all night travel);

Air: economy class for all journeys.

·              Reasonable expenses incurred while travelling including $11.39 for each meal taken (except where the cost of the meal is included in the fare).

·              Reimbursement of the cost incurred for lodging of at least reasonable hotel/motel standard.

(iv)              Relocation expenses

·              Where an employee is transferred to another location or another state, the cost of removal expenses reasonably incurred will be borne and paid for by the employer, provided that an employee who is transferred at the employee's own request may be required to pay their own expenses.

·              Where such employee is directed by the employer to another locality for employment which can be reasonably regarded as permanent and involving a change in residence and where the employee is in the process of buying a place of residence in that new location the employee will be provided with suitable accommodation for a period not exceeding six weeks. Provided that in cases where such employees can show to the satisfaction of the employer that the employee has taken all reasonable steps to obtain a place of residence of a similar nature and standard to that which the employee previously enjoyed and without success, then the abovementioned period may be extended to a period not exceeding three months.

·              Where an employee is not in the process of buying a place of residence, the employer will provide suitable accommodation for a period not exceeding four weeks.

·              The provisions of this clause will cease to apply immediately after the employee assumes a new place of residence or when the purchase has been completed, whichever is sooner.

·              For the purposes of this clause, accommodation will be limited to the provision of suitable housing.

(f)              District allowances

(i)              Northern Territory

[17.1(f)(i) substituted by PR994491 from 01Jan10]

An employee in the Northern Territory is entitled to payment of a district allowance in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth):

·              that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument or enterprise agreement had applied to the employee; and

·              that would have entitled the employee to payment of a district allowance.

(ii)              Western Australia

[17.1(f)(ii) substituted by PR994491 from 01Jan10]

An employee in Western Australia is entitled to payment of a district allowance in accordance with the terms of a notional agreement preserving a State award or an award made under the Workplace Relations Act 1996 (Cth):

·              that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument or enterprise agreement had applied to the employee; and

·              that would have entitled the employee to payment of a district allowance.

[17.1(f)(iii) varied by PR994491 from 01Jan10]

(iii)              Clause 17.1(f) will cease to operate on 31 December 2014.

(iv)              During the transitional period an employee is not entitled to payment of both the Industry allowance and the District allowance. The employee must be paid whichever allowance is the greater.

17.2              Technical stream

The allowances in this clause apply only to employees in classifications set out in clause B.4 - Technical stream classifications. The allowances in this clause do not apply for all purposes of the award unless specifically stated.

(a)              Team leader/leading hand allowance

A team leader/leading hand in the Technical Stream who is in charge of three or more people will receive the relevant amount as set out below.

In charge of:

·              3 to 10 employees - 4.39% of the standard rate per week extra;

·              11 to 20 employees - 6.54% of the standard rate per week extra; and

·              more than 20 employees - 8.41% of the standard rate per week extra.

This allowance will apply for all purposes of the award.

(b)              Tool allowance - Technicians and apprentices

[17.2(b) varied by PR998171 ppc 01Jul10]

(i)              Telecommunications Technicians, Advanced Telecommunications Technicians and Principal Telecommunications Technicians will be paid an allowance of $14.89 per week for supplying and maintaining tools ordinarily required in the performance of their work, except where the employer provides all of the tools required by them in the performance of their work. In such circumstances, the tool allowance will not be payable.

(ii)              This allowance will apply to apprentices on the same percentage basis as set out in clause 14.4(l).

(iii)              An employer will provide for the use of tradespersons or apprentices all necessary power tools, special purpose tools and precision measuring instruments.

(iv)              Employees will replace or pay for any tools supplied by their employer which are lost as a result of negligence on the part of the employee.

17.3              Adjustment of expense related allowances

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

[17.3(b) varied by PR994491 from 01Jan10]

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

Allowance

Applicable Consumer Price Index figure

Meal allowance

Take away and fast foods sub-group

Tool allowance

Tools component of the household appliances, utensils and tools sub-group

Vehicle allowance

Private motoring sub-group

18.              Payment of wages

18.1              Period of payment

At the election of the employer, wages may be paid weekly or fortnightly.

18.2              Flexibility in relation to pay periods

(a)              An employer may pay wages four weekly or monthly subject to agreement between the employer and the majority of the employees concerned in the workplace or relevant section(s).

(b)              Where an agreement is reached by the majority of employees it will apply to all the employees in the workplace or section/s to which the agreement applies.

18.3              Wages must be paid by electronic funds transfer, except where, by mutual agreement between the employee and employer, they may be paid by cash or by cheque.

18.4              Notwithstanding anything in this clause, if there is an existing practice in place as at 31 December 2009, then an employer is permitted to continue with this practice.

19.              Superannuation

[Varied by PR994491]

19.1              Superannuation legislation

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

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

19.2              Employer contributions

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.

19.3              Voluntary employee contributions

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

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

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

19.4              Superannuation fund

[19.4 varied by PR994491 from 01Jan10]

Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 19.2 to another superannuation fund that is chosen by the employee, the employer must make the superannuation contributions provided for in clause 19.2 and pay the amount authorised under clauses 19.3(a) or (b) to one of the following superannuation funds or its successor:

(a)              AustralianSuper;

(b)              LUCRF;

(c)              Tasplan;

(d)              Sunsuper; or

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

19.5              Absence from work

Subject to the governing rules of the relevant superannuation fund, the employer must also make the superannuation contributions provided for in clause 19.2 and pay the amount authorised under clauses 19.3(a) or (b):

(a)              Paid leave - while the employee is on any paid leave.

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

(i)              the employee is receiving workers compensation payments or is receiving regular payments directly from the employer in accordance with statutory requirements; and

(ii)              the employee remains employed by the employer.

Part 5 - Hours of Work and Related Matters

 

20.              Hours of work

20.1              The ordinary hours of work are to be an average of 38 per week.

20.2              Except as provided for in clauses 20.6(b) and 20.7(g) an employee will not be required to work more than 10 ordinary hours per day.

20.3              Except as provided for in clauses 20.6(b) and 20.7(g), the ordinary hours of an employee must not exceed 152 hours in 28 consecutive days.

20.4              Method of arranging ordinary hours

The method of arranging ordinary hours may be by:

(a)              employees working a consistent number of ordinary hours each day; or

(b)              fixing one day a week on which employees work a lesser number of hours; or

(c)              fixing one or more days on which all employees will be off during a particular work cycle; or

(d)              rostering employees off on various days of the week during a particular work cycle so that each employee has one or more days off during that cycle.

20.5              Alteration to hours of work

Subject to the employer's right to fix the daily hours for day work within the spread of hours referred to in clause 20.6 and the right to require employees to work shifts on existing rosters, ordinary hours once determined may be altered:

(a)              by the employer giving one week's notice of the requirement to change the arrangement of hours or the shift roster;

(b)              by the employer giving 48 hours' notice to the employee in the case of an emergency;

(c)              by mutual agreement between the employees concerned and their employer; or

(d)              at the discretion of the employer, employees may be permitted to exchange shifts or days off to perform duty for another employee. In such circumstances the employer is not required to make any additional payment.

Provided where an employee receives notice under clauses 20.5(a) or (b) and they raise significant concerns about the alteration of their hours of work due to their personal or family circumstances, the employer will consult with the employee about such concerns.

20.6              Provisions applicable only to day work

(a)              Except as provided for in clauses 20.6(b) and (c), the ordinary hours of work for day work will be worked between the following spread of hours:

(i)              Monday to Friday - 7.00 am to 7.00 pm; and

(ii)              Saturday - 7.00 am to 1.00 pm.

(b)              Flexibility in relation to day work hours

(i)              The following forms of flexibility may be implemented in respect of all employees in a workplace or section/s thereof, subject to agreement between the employer and the majority of the employees concerned in the workplace or relevant section/s. Agreement in this respect may also be reached between the employer and an individual employee:

·              the spread of hours in clauses 20.6(a)(i) and (ii) may be altered by up to one hour at one or both ends of the daily spread;

·              in excess of 10 hours and up to 12 hours of ordinary time may be worked per day, exclusive of meal breaks. The implementation of 12 hour days is subject to the provisions of clause 20.12; and

·              a roster may operate on the basis that the weekly average of 38 ordinary hours is worked over a period which exceeds 28 consecutive days but does not exceed 12 months.

(ii)              Where an agreement is reached by the majority of employees it will apply to all the employees in the workplace or section/s to which the agreement applies. This does not in any way restrict the application of an individual agreement.

(iii)              Where an agreement is reached in accordance with clause 20.6(b), the agreement will be recorded in the time and wages records.

(c)              Flexibility in relation to day work on Saturday afternoon and Sunday

(i)              By agreement between an individual employee and the employer, the days on which ordinary hours are worked may include Saturday afternoon between 1.00 pm and 7.00 pm and Sunday between 7.00 am and 7.00 pm, subject to the penalty in clause 20.8.

(ii)              Where an agreement is reached in accordance with clause 20.6(c)(i), the agreement will be recorded in the time and wages records.

(d)              The provisions of clause 20.6(c) are not applicable to employees who work day work as part of a rotating roster which incorporates a cycle of day work, afternoon shifts and/or night shifts. In such circumstances, the ordinary hours of work will be worked at the discretion of the employer on any day of the week, Monday to Sunday, subject to clauses 20.5 and 20.8.

(e)              Any work performed outside the spread of hours is to be paid at overtime rates. However, any work performed by an employee prior to the spread of hours which is continuous with ordinary hours is to be regarded as part of the 38 ordinary hours of work.

20.7              Provisions applicable only to afternoon or night shifts

(a)              The provisions of this clause apply only to time worked on afternoon and night shifts and do not apply to time worked during the day.

(b)              The ordinary hours of work for afternoon and night shiftworkers will be worked at the discretion of the employer on any days of the week, Monday to Sunday, subject to clause 20.5 and the penalty in clause 20.8.

(c)              For the purposes of this award:

(i)              Subject to clause 20.6(b), afternoon shift means any shift finishing after 7.00 pm and at or before midnight.

(ii)              Night shift means any shift finishing subsequent to midnight and at or before 9.00 am.

(d)              Employees on an afternoon shift are entitled to a penalty of 15%.

(e)              Except as provided for in clause 20.7(f), employees on a night shift are entitled to a penalty of 15%.

(f)              An employee who:

(i)              during a period of engagement on shift, works night shift only; or

(ii)              remains on night shift for a longer period than four consecutive weeks; or

(iii)              works on a night shift which does not rotate or alternate with afternoon shift or with day work so as to give the employee at least one third of the working time off night shift in each shift cycle;

is entitled to a loading of 30% for time worked on such night shift. This loading is in substitution for and not cumulative upon the night shift loading prescribed in clause 20.7(e).

(g)              Flexibility in relation to shiftwork hours

(i)              The following forms of flexibility may be implemented in respect of all employees in a workplace or section/s thereof, subject to agreement between the employer and the majority of the employees concerned in the workplace or relevant section/s. Agreement in this respect may also be reached between the employer and an individual employee:

·              In excess of 10 hours and up to 12 hours of ordinary time may be worked per shift, exclusive of meal breaks. The implementation of 12 hour shifts is subject to the provisions of clause 20.12.

·              A roster may operate on the basis that the weekly average of 38 ordinary hours is worked over a period which exceeds 28 consecutive days but does not exceed 12 months.

(ii)              Where an agreement is reached by the majority of employees it will apply to all the employees in the workplace or section/s to which the agreement applies. This does not in any way restrict the application of an individual agreement.

(iii)              Where an agreement is reached in accordance with clause 20.7(g), the agreement will be recorded in the time and wages records.

20.8              Weekend penalty rate

(a)              Employees are entitled to a rate of time and a half for ordinary time worked:

(i)              between midnight on Friday and 7.00 am on Saturday; and

(ii)              between 1.00 pm on Saturday and midnight on Sunday.

(b)              The rate in clause 20.8(a) is in substitution for and not cumulative upon the afternoon and night shift loadings prescribed in clauses 20.7(d) and (f).

20.9              The loadings in clause 20 - Hours of work are not payable for periods of overtime or for time worked on public holidays.

20.10              Daylight saving

For work performed which spans the time of introduction or cessation of a system of daylight saving as prescribed by relevant state or territory legislation, an employee will be paid according to adjusted time (i.e. the time on the clock at the beginning of work and the time on the clock at the end of work).

20.11              Make-up time

(a)              An employee may elect, with the consent of their employer, to work make-up time under which the employee takes time off during ordinary hours and works those hours at a later time during the spread of ordinary hours provided in this award.

(b)              An employee on shiftwork may elect, with the consent of their employer, to work make-up time under which the employee takes time off during ordinary hours and works those hours at a later time at the shiftwork rate which would have been applicable to the hours taken off.

20.12              Twelve hour days or shifts

Implementation of 12 hour days or shifts is subject to the following:

(a)              proper health monitoring procedures being introduced;

(b)              suitable roster arrangements being made;

(c)              proper supervision being provided;

(d)              adequate breaks being provided; and

(e)              an adequate trial or review process being implemented.

21.              Overtime and penalty rates

21.1              Overtime rates

(a)              Except as provided for in clause 11.2(b), for all work done in excess of ordinary hours an employee will be paid at the rate of time and a half for the first three hours and double time thereafter.

(b)              In computing overtime, each day's work will stand alone.

(c)              Employees who are late starting or are absent for part of their ordinary hours on unpaid leave will complete their ordinary hours for that day prior to the entitlement to overtime.

21.2              Minimum payment

(a)              An employee required to work overtime on a Saturday or Sunday will be paid for a minimum of three hours at the appropriate rate except where such overtime is worked prior to or at the conclusion of ordinary hours of work.

(b)              In such circumstances, the employee will receive payment at the rate prescribed in clause 21.1 hereof for the actual time worked.

21.3              Rest break during overtime

An employee working overtime will be allowed a rest break of 20 minutes without deduction of pay after each four hours of overtime if the employee continues to work after such rest break.

21.4              Rest period after overtime

(a)              When overtime work is necessary, it will wherever reasonably practicable be so arranged that employees have at least 10 consecutive hours off duty between the work of successive days.

(b)              An employee (other than a casual or part-time employee), who works so much overtime between the termination of the ordinary work on one day and the commencement of the ordinary work on the next day that the employee did not have at least 10 consecutive hours off duty between those times will, subject to this clause, be released after completion of such overtime until the employee has had 10 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

(c)              If on the instructions of the employer an employee resumes or continues work without having had such 10 consecutive hours off duty, the employee will be paid at the rate of time and a half for the first three hours and double time thereafter until released from duty for such period and then is entitled to be absent until the employee has had 10 consecutive hours off duty without loss of pay.

(d)              The provisions of this clause will not apply to call backs or in circumstances where an employee provides service or support over the telephone or via remote access arrangements where the time worked is less than three hours during the call back or each call back. Provided that where the total number of hours worked on more than one call back is four hours or more then the provisions of clauses 21.4(b) and (c) will apply.

21.5              Time off instead of payment for overtime

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

(b)              If the employee takes time off instead of payment for overtime then the amount of time off during ordinary hours will be taken at the ordinary time rate, that is an hour for each hour worked.

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

21.6              Call back

[21.6(a) varied by PR994491 from 01Jan10]

(a)              An employee recalled to work overtime after leaving work will be paid a minimum of three hours at the appropriate overtime rate for each time recalled, except where the overtime is continuous (subject to a meal break) with the commencement or completion of ordinary hours.

An employee will not be required to work the full three hours if the job(s) they are recalled to perform are completed within a shorter period.

(b)              Notwithstanding the above, where an employee has completed the call back and left work and is recalled within the three hour minimum period for that call back, the balance of the three hours' minimum period for that call back will be cancelled and the employee will only be paid up to the commencement of the next call back. The employee will then be entitled to be paid for a minimum of three hours for the next call back.

(c)              The provisions of this clause will not apply in circumstances where an employee provides service or support over the telephone or via remote access arrangements.

(d)              Overtime worked in circumstances specified in this clause will not be regarded as overtime for the purposes of clause 21.4 where the time worked is less than three hours during the call back or each call back. Provided that where the total number of hours worked on more than one call back is four hours or more then the provisions of clauses 21.4(b) and (c) will apply.

21.7              Remote service/support

(a)              An employee required to work overtime providing service or support over the telephone or via remote access arrangements will be paid for each occasion that such work is carried out:

(i)              for a minimum of half an hour at the appropriate overtime rate where such work commences between 5.00 am and up to 10.00 pm;

(ii)              for a minimum of one hour at the appropriate overtime rate where such work commences after 10.00 pm and up to midnight; or

(iii)              for a minimum of one and a half hours at the appropriate overtime rate where such work commences after midnight and before 5.00 am;

except where the overtime is continuous (subject to a meal break) with the commencement or completion of ordinary hours.

Provided that the employee will not be required to work the full half an hour or one hour or one and a half hours, as the case may be, if the work which the employer requires to be performed is completed within a shorter period.

(b)              Notwithstanding the above, where an employee has completed the job and finished work and is required to perform further work within the minimum period specified in clause 21.7(a) for that job, the balance of the minimum period for that job will be cancelled and the employee will only be paid up to the commencement of the next work period. The employee will then be entitled to be paid for a minimum of half hour, one hour or one and a half hours, as the case may be, for the next work period.

(c)              Overtime worked in circumstances specified in this clause will not be regarded as overtime for the purposes of clause 21.4 where the time worked is less than three hours during the work period or each work period. Provided that where the total number of hours worked on more than one work period is four hours or more then the provisions of clauses 21.4(b) and (c) will apply.

(d)              Overtime worked in circumstances specified in this clause will not be regarded as overtime for the purposes of clause 21.6.

(e)              The provisions of this clause will only apply to classifications in the Technical Stream.

21.8              Stand-by

(a)              An employee who is required to remain in readiness for a return to work outside their normal working hours will be paid an allowance of 20% of the hourly rate for their classification for each hour they are required to stand by.

(b)              While receiving the appropriate overtime rate, the stand-by allowance will not be paid.

21.9              Rates not cumulative

The rates prescribed in this clause are in substitution for and not cumulative upon the loadings prescribed in clause 20 - Hours of work and clause 26 - Public holidays.

22.              Breaks

22.1              Except as provided for in clause 22.2, where practicable, an employee will not be required to work for more than five hours without a break for a meal which for day workers, afternoon shiftworkers and night shiftworkers will be unpaid and for a period of not less than 30 minutes and not more than 60 minutes.

22.2              Flexibility in relation to meal breaks

(a)              The following forms of flexibility may be implemented in respect of all employees in a workplace or section/s thereof, subject to agreement between the employer and the majority of the employees concerned in the workplace or relevant section/s. Agreement in this respect may also be reached between the employer and an individual employee:

(i)              employees may work in excess of five hours but not more than six hours without a meal break;

(ii)              meal breaks may be for a period of less than 30 minutes, but not less than 20 minutes.

(b)              Where an agreement is reached by the majority of employees, it will apply to all the employees in the workplace or section/s to which the agreement applies. This does not in any way restrict the application of an individual agreement.

22.3              An employee directed by the employer to work in excess of five hours without a meal break (or such period as extended in accordance with clause 22.2) will be paid at the rate of time and a half for the meal period and the employee will be permitted to have the employee's usual meal period without deduction from the employee's wage as soon as possible after the prescribed meal period.

22.4              This clause will not operate outside an employee's ordinary working hours. Rest breaks during overtime are prescribed in clause 21 - Overtime and penalty rates of this award.

Part 6 - Leave and Public Holidays

 

23.              Annual leave

[Varied by PR994491]

23.1              This clause of the award supplements the provisions of the NES which deal with annual leave. Annual leave does not apply to casual employees.

23.2              For the purposes of the provisions of the NES which deal with annual leave, a shiftworker is an afternoon or night shiftworker who is rostered to regularly work ordinary hours of work on Sundays and Public holidays.

23.3              Payment for annual leave

[23.3(a) varied by PR994491 from 01Jan10]

(a)              Instead of the base rate of pay as referred to in s.90(1) of the Act, an employee, prior to commencing a period of annual leave, will be paid the wages they would have received in respect of the ordinary time the employee would have worked had the employee not been on leave during the relevant period.

(b)              In addition to the payment specified in clause 23.3(a), employees must be paid an annual leave loading of 17.5%.

[23.3(c) varied by PR994491 from 01Jan10]

(c)              Where an employee would have received loadings, in accordance with clause 20 - Hours of work, had the employee not been on leave and such loadings would have entitled the employee to a greater amount than the loading of 17.5%, then the employee will be paid such greater amount instead of the 17.5% loading.

23.4              Excessive leave

If an employer has genuinely tried to reach agreement with an employee as to the timing of taking annual leave, the employer can require the employee to take annual leave by giving not less than four weeks' notice of the time when such leave is to be taken if:

(a)              at the time the direction is given, the employee has eight weeks or more of annual leave accrued; and

(b)              the amount of annual leave the employee is directed to take is less than, or equal to, a quarter of the amount of leave accrued.

23.5              Paid leave in advance of accrued entitlement

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

23.6              Annual close-down

(a)              An employer may close down an enterprise or part of it for the purpose of allowing annual leave to all or the majority of the employees in the enterprise or part concerned, provided that the employer gives at least one month's notice to the affected employees. The notice will advise employees of the commencement date and duration of the close-down.

(b)              An employer may close down for one or two periods. Where there is agreement between the employer and the majority of employees concerned, an employer may close down for more than two periods.

(c)              An employee who has accrued sufficient leave to cover the period of the close-down, is allowed leave and also paid for that leave at the appropriate wage in accordance with clause 14 - Classifications and minimum wage rates. An employee who has not accrued sufficient leave to cover part or all of the close-down is allowed paid leave for the period for which they have accrued sufficient leave and given unpaid leave for the remainder of the closedown.

24.              Personal/carer's leave and compassionate leave

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

25.              Community service leave

Community service leave is provided for in the NES.

26.              Public holidays

26.1              Employees are entitled to public holidays in accordance with the NES.

26.2              Substitution of public holidays

An employer and a majority of affected employees or an individual employee may reach agreement in writing to substitute a day or part-day for a day or part-day that would otherwise be a public holiday under terms of the NES.

26.3              Payment for time worked on a public holiday

(a)              Except as provided for in clause 26.3(b), an employee who is required to work on a public holiday will be paid at the following rates for a minimum of three hours:

·              day work - double time and a half;

·              afternoon and night shifts - double time.

This rate is in substitution for and not cumulative upon the allowances set out in clause 20 - Hours of work or the overtime penalties in clause 21 - Overtime and penalty rates.

(b)              The payment required under clause 26.3(a) only applies to time which is worked on the actual public holiday day, i.e. midnight to midnight.

Schedule A
- Transitional Provisions

[Sched A varied by PR994491]

A.1              General

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

[A.1.2 substituted by PR994491 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 PR994491 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 PR994491 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 PR994491 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 PR994491 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 PR994491 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 PR994491 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 PR994491 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 PR994491 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 PR994491 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.

Schedule B
- Classification Structure and Definitions

[Sched B varied by PR994491]

B.1              Classification tables

B.1.1              Customer Contact Stream

Classification

Qualifications

Customer Contact Trainee

N/A

Customer Contact Officer Level 1

Certificate II

Customer Contact Officer Level 2

Certificate III

Principal Customer Contact Specialist

N/A

Customer Contact Team Leader

Certificate IV

Principal Customer Contact Leader

Diploma

B.1.2              Clerical and Administrative Stream

Classification

Qualifications

Clerical and Administration Employee Level 1

Certificate I

Clerical and Administration Employee Level 2

Certificate II

Clerical and Administration Employee Level 3

Certificate III

Clerical and Administration Employee Level 4

Certificate IV

Clerical and Administration Employee Level 5

Diploma

B.1.3              Technical Stream

Classification

Qualifications

Telecommunications Trainee

N/A

Telecommunications Technical Employee

Certificate II

Telecommunications Technician

Certificate III

Advanced Telecommunications Technician

Certificate IV

Principal Telecommunications Technician

Diploma

Telecommunications Associate

Advanced Diploma

B.2              Customer contact stream classifications

B.2.1              Customer Contact Trainee

(a)              A Customer Contact Trainee is engaged in a course of training and development (other than through a new apprenticeship/traineeship) to enable them to perform customer contact functions in the telecommunications industry.

(b)              An employee at this level would not normally perform customer contact functions without direct/immediate supervision.

(c)              An employee would normally graduate from the course of training as a Customer Contact Officer.

B.2.2              Customer Contact Officer Level 1

(a)              Role definition

A Customer Contact Officer Level 1 is employed to perform a prescribed range of functions involving known routines and procedures and has some accountability for the quality of outcomes. Such an employee will:

·              receive calls;

·              use common call centre telephone and computer technology;

·              enter and retrieve data;

·              work in a team; and

·              manage their own work under guidance.

Such an employee provides at least one specialised service to customers such as sales and advice for products or services, complaints or fault enquiries or data collection for surveys.

(b)              Indicative tasks

An employee at this level would normally perform the following indicative tasks:

·              follow occupational health & safety policy and procedures;

·              communicate in a customer contact centre;

·              work in a customer contact centre environment;

·              respond to inbound customer contact;

·              conduct outbound customer contact;

·              use basic computer technology;

·              use an enterprise information system; and

·              provide quality customer service.

An employee at this level would also normally perform some of the following indicative tasks:

·              fulfil customer needs;

·              process sales;

·              action customers' fault reports;

·              resolve customers' complaints;

·              process low risk credit applications;

·              process basic customer account enquiries; and

·              conduct data collection.

(c)              Qualifications

An employee who holds a Certificate II in Telecommunications (Customer Contact) or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.2.3              Customer Contact Officer Level 2

(a)              Role definition

[B.2.3(a) varied by PR994491 from 01Jan10]

A Customer Contact Officer Level 2 is employed to perform a defined range of skilled operations, usually within a range of broader related activities involving known routines, methods and procedures, where some discretion and judgment is required in the selection of equipment, services or contingency measures and within known time constraints. Such an employee will:

·              receive calls;

·              use common call centre telephone and computer technology;

·              enter and retrieve data;

·              work in a team; and

·              manage their own work under guidance.

This employee performs a number of functions within a customer contact operation requiring a diversity of competencies including:

·              providing multiple specialised services to customers such as complex sales and service advice for a range of products or services, difficult complaint and fault inquiries and deployment of service staff;

·              using multiple technologies such as telephony, internet services and face-to-face contact; and

·              providing a limited amount of leadership to less experienced employees.

(b)              Indicative tasks

An employee at this level would normally perform the following indicative tasks:

·              follow occupational health & safety policy and procedures;

·              communicate in a customer contact centre;

·              work in a customer contact centre environment;

·              respond to inbound customer contact;

·              conduct outbound customer contact;

·              use basic computer technology;

·              use an enterprise information system; and

·              provide quality customer service.

An employee at this level would also normally perform some of the following indicative tasks:

·              send and retrieve information over the internet using browsers and email;

·              manage work priorities and professional development;

·              manage workplace relationships in a contact centre;

·              use multiple information systems;

·              manage customer relationships;

·              deploy customer service staff;

·              conduct a telemarketing campaign;

·              provide sales solutions to customers;

·              negotiate with customers on major faults;

·              resolve complex customer complaints;

·              process high risk credit applications; and

·              process complex accounts, service severance and defaults.

(c)              Qualifications

An employee who holds a Certificate III in Telecommunications (Customer Contact) or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.2.4              Principal Customer Contact Specialist

(a)              Role definition

[B.2.4(a) varied by PR994491 from 01Jan10]

A Principal Customer Contact Specialist is employed to perform a broad range of skilled applications and provide leadership and guidance to others in the application and planning of the skills. Such an employee:

·              receives calls;

·              uses common call centre telephone and computer technology;

·              enters and retrieves data;

·              works in a team; and

·              manages their own work.

The employee works with a high degree of autonomy with authority to make decisions in relation to specific customer contact matters and provides leadership as a coach, mentor or senior staff member.

An employee at this level performs a number of functions within a customer contact operation requiring a diversity of competencies including:

·              providing services to customers involving a high level of product or service knowledge, often autonomously acquired;

·              using multiple technologies such as telephony, internet services and face-to-face contact; and

·              taking responsibility for the outcomes of customer contact and rectifying complex situations involving emergencies, substantial complaints and faults, disruptions or disconnection of service or customer dissatisfaction.

B.2.5              Customer Contact Team Leader

(a)              Role definition

A Customer Contact Team Leader is employed to perform a broad range of skilled applications including evaluating and analysing current practices, developing new criteria and procedures for performing current practices and providing leadership and guidance to others in the application and planning of the skills. Such an employee:

·              receives calls;

·              uses common call centre telephone and computer technology;

·              enters and retrieves data;

·              works in a team; and

·              manages their own work.

The employee works with a high degree of autonomy with authority to make decisions in relation to specific customer contact matters and provides leadership in a team leader role.

This employee performs a number of functions within a customer contact operation requiring a diversity of competencies including:

·              providing services to customers involving a high level of product or service knowledge, often autonomously acquired;

·              using multiple technologies such as telephony, internet services and face-to-face contact; and

·              taking responsibility for the outcomes of customer contact and rectifying complex situations involving emergencies, substantial complaints and faults, disruptions or disconnection of service or customer dissatisfaction.

(b)              Indicative tasks

An employee at this level would normally perform the following indicative tasks:

·              follow occupational health & safety policy and procedures;

·              communicate in a customer contact centre;

·              work in a customer contact centre environment;

·              respond to inbound customer contact;

·              conduct outbound customer contact;

·              use basic computer technology;

·              use an enterprise information system;

·              provide quality customer service; and

·              provide leadership in a contact centre.

An employee at this level would also normally perform some of the following indicative tasks:

·              lead operations in a contact centre;

·              monitor safety in a contact centre;

·              implement continuous improvement in a contact centre;

·              lead innovation and change in a contact centre;

·              administer customer contact telecommunications technology;

·              implement customer service strategies in a contact centre;

·              implement information systems in a contact centre;

·              acquire product or service knowledge;

·              gather, collate and record information;

·              analyse information;

·              lead teams in a contact centre; and

·              develop teams and individuals in a contact centre.

(c)              Qualifications

An employee who holds a Certificate IV in Telecommunications (Customer Contact) or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.2.6              Principal Customer Contact Leader

(a)              Role definition

A Principal Customer Contact Leader is employed in the application of a significant range of fundamental principles and complex techniques across a wide and often unpredictable variety of functions in either varied or highly specific functions. Contribution to the development of a broad plan, budget or strategy is involved and accountability and responsibility for self and others in achieving the outcomes is involved.

A Telecommunications Customer Contact Leader would coordinate the work of a number of teams within a call centre environment, and would typically have a number of specialists/supervisors reporting to them.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              manage personal work priorities and professional development;

·              provide leadership in the workplace;

·              establish effective workplace relationships;

·              facilitate work teams;

·              manage operational plan;

·              manage workplace information systems;

·              manage quality customer service;

·              ensure a safe workplace;

·              promote continuous improvement;

·              facilitate and capitalise on change and innovation; and

·              develop a workplace learning environment.

(c)              Qualifications

An employee who holds a Diploma - Front Line Management or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.2.7              Interpretation - Indicative tasks

The indicative tasks set out in B.2 are aligned to the units of competency in the Information Technology and Telecommunications Industry Training Advisory Board's endorsed customer contact competency standards in the Telecommunications Training Package (ICT2002). The indicative tasks for Principal Customer Contact Leader are aligned to the units of competency in Business Services Training Australia's endorsed competency standards in the Business Services Training Package (BSB2001).

In the event of a dispute over the meaning of the indicative tasks the relevant standards will be used to assist interpretation.

B.3              Clerical and administration stream classifications

B.3.1              Clerical and Administration Employee Level 1

(a)              Role definition

An employee at this level:

·              works under direct supervision with regular checking of progress;

·              applies knowledge and skills to a limited range of tasks; and

·              performs work within established routines, methods and procedures that are predictable and which require the exercise of limited discretion.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              prepare for work;

·              complete daily work activities;

·              apply basic communication skills;

·              plan skills development;

·              use business equipment;

·              follow workplace safety procedures;

·              operate a personal computer;

·              develop keyboard skills; and

·              follow environmental work practices.

(c)              Qualifications

An employee who holds a Certificate I in Business or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.3.2              Clerical and Administration Employee Level 2

(a)              Role definition

An employee at this level:

·              works under routine supervision with intermittent checking;

·              applies knowledge and skills to a range of tasks; and

·              usually performs work within established routines, methods and procedures, which involve the exercise of some discretion and minor decision making.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              work effectively in a business environment;

·              organise and complete daily work activities;

·              communicate in the workplace;

·              work effectively with others;

·              use business technology;

·              process and maintain workplace information;

·              prepare and process financial/business documents;

·              deliver a service to customers;

·              provide information to clients;

·              implement improved work practices;

·              participate in workplace safety procedures;

·              handle mail;

·              produce simple word-processed documents;

·              create and use simple spreadsheets; and

·              participate in environmental work practices.

(c)              Qualifications

An employee who holds a Certificate II in Business or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.3.3              Clerical and Administration Employee Level 3

(a)              Role definition

An employee at this level:

·              works under limited supervision with checking related to overall progress;

·              may be responsible for the work of others and may be required to co-ordinate such work;

·              applies knowledge with depth in some areas and a broad range of skills; and

·              performs work within routines, methods and procedures where some discretion and judgment is required.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              exercise initiative in a business environment;

·              organise personal work priorities and development;

·              contribute to effective workplace relationships;

·              contribute to personal skill development and learning;

·              organise workplace information;

·              produce business documents;

·              maintain business resources;

·              maintain financial records;

·              recommend products and services;

·              deliver and monitor a service to customers;

·              maintain workplace safety;

·              support innovation and change;

·              maintain environmental procedures;

·              produce texts from shorthand notes;

·              produce texts from notes;

·              produce texts from audio transcription;

·              design and develop text documents;

·              create and use databases;

·              create electronic presentations;

·              organise schedules;

·              process payroll;

·              process accounts payable and receivable;

·              maintain a general ledger;

·              support leadership in the workplace;

·              participate in work teams;

·              support operational plans;

·              provide workplace information and resourcing plans;

·              support continuous improvement systems and processes;

·              deliver and monitor a service to customers; and

·              support a workplace learning environment.

(c)              Qualifications

An employee who holds a Certificate III in Business or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.3.4              Clerical and Administration Employee Level 4

(a)              Role definition

An employee at this level:

·              works without supervision, with general guidance on progress and outcomes sought;

·              may be responsible for the organisation of the work of others;

·              applies knowledge with depth in some areas and a broad range of skills;

·              performs a wide range of tasks, and the range and choice of actions required will usually be complex; and

·              performs work within routines, methods and procedures where discretion and judgment is required, for both self and others.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              develop work priorities;

·              establish business networks;

·              develop teams and individuals;

·              analyse and present research information;

·              maintain business technology;

·              coordinate business resources;

·              report on financial activity;

·              promote products and services;

·              coordinate implementation of customer service strategies;

·              monitor a safe workplace;

·              promote innovation and change;

·              implement and monitor environmental policies;

·              show leadership in the workplace;

·              manage effective workplace relationships;

·              lead work teams;

·              implement operational plan;

·              implement workplace information system;

·              implement continuous improvement;

·              develop teams and individuals;

·              produce complex texts from shorthand notes;

·              produce complex business documents;

·              develop and use complex databases;

·              develop and use complex spreadsheets;

·              organise meetings;

·              organise business travel;

·              administer projects; and

·              prepare financial reports.

(c)              Qualifications

An employee who holds a Certificate IV in Business or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.3.5              Clerical and Administration Employee Level 5

(a)              Role definition

An employee at this level:

·              may be responsible for the planning and management of the work of others;

·              applies knowledge with substantial depth in some areas, and a range of skills which may be varied or highly specific;

·              applies knowledge and skills independently and non-routinely; and

·              exercises considerable judgment and initiative.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              manage personal work priorities and professional development;

·              provide leadership in the workplace;

·              establish effective workplace relationships;

·              facilitate work teams;

·              manage operational plan;

·              manage workplace information systems;

·              manage quality customer service;

·              ensure a safe workplace;

·              promote continuous improvement;

·              facilitate and capitalise on change and innovation;

·              develop a workplace learning environment;

·              manage the establishment and maintenance of a workgroup network;

·              manage meetings;

·              plan or review administration systems;

·              manage payroll; and

·              manage business document design and development.

(c)              Qualifications

An employee who holds a Diploma which is recognized within the Business Services Training Package or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.3.6              Interpretation - Indicative tasks

The indicative tasks set out in B.3 are aligned to the units of competency in Business Services Training Australia's endorsed competency standards in the Business Services Training Package (BSB2001). In the event of a dispute over the meaning of the indicative tasks the relevant standards will be used to assist interpretation.

B.4              Technical stream classifications

B.4.1              Telecommunications Trainee

(a)              A Telecommunications Trainee is engaged in a course of training and development (other than through a new apprenticeship/traineeship) to enable them to perform technical functions in the telecommunications industry.

(b)              An employee at this level would not normally perform technical functions without direct/immediate supervision.

(c)              An employee would normally graduate from the course of training as a Telecommunications Technical Assistant.

B.4.2              Telecommunications Technical Employee

(a)              Specialisations

·              Telecommunications Technical Employee (Cabling); and

·              Telecommunications Technical Employee (Customer Access Network).

(b)              Telecommunications Technical Employee (Cabling)

(i)              Role definition

A Telecommunications Technical Employee (Cabling) performs a prescribed range of functions involving known routines and procedures and accountability for the quality of outcomes.

An employee in this role installs telecommunications and data cabling and cabling products on customer premises in accordance with Australian Communications Authority requirements under the auspices of the industry registration regime.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              install cable support systems;

·              place and secure cable;

·              terminate metallic conductor cable;

·              install functional and protective telecommunications earthing system;

·              joint copper cable;

·              alter services to existing cable system; and

·              organise and monitor cabling to ensure compliance with regulatory and industry standards.

(iii)              Qualifications

An employee who holds a Certificate II in Telecommunications Cabling or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

(c)              Telecommunications Technical Employee (Customer Access Network)

(i)              Role definition

A Telecommunications Technical Employee (Customer Access Network) is employed to perform a prescribed range of functions involving known routines and procedures and accountability for the quality of outcomes.

An employee at this level installs telecommunications cabling and cabling support resources and equipment in enterprise owned customer access networks in accordance with specific enterprise requirements.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              follow occupational health and safety policy and procedures;

·              use hand and power tools;

·              work effectively in a telecommunications technology team;

·              haul underground cable;

·              install telecommunications service to a building;

·              construct underground enclosures;

·              joint metallic cable;

·              splice optic fibre cable;

·              joint and terminate coaxial cable;

·              install an above ground equipment enclosure;

·              erect cable supports; and

·              fix aerial cable.

(iii)              Qualifications

An employee who holds a Certificate II in Telecommunications (Access Network) or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.4.3              Telecommunications Technician (Cabling and Customer Premises Equipment)

(a)              Role definition

A Telecommunications Technician (Cabling and Customer Premises Equipment) performs a defined range of skilled operations, usually within a range of broader related activities involving known routines, methods and procedures, where some discretion is required in the selection of equipment, services or contingency measures and within known time constraints.

An employee in this role is involved in:

·              the installation of telecommunications and data cabling and cabling products on customer premises in accordance with Australian Communications Authority requirements under the auspices of the industry registration regime; and

·              the installation of voice and data telecommunications equipment.

·              This role includes assessing installation requirements, planning and performing installations, testing installed equipment and fault finding. It involves a degree of autonomy and may include some supervision of others.

(b)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              install cable support systems;

·              place and secure cable;

·              terminate metallic conductor cable;

·              place, secure and terminate structured cabling twisted pair for certification;

·              place, secure and terminate optical fibre cable;

·              place, secure and terminate coaxial cable;

·              install functional and protective telecommunications earthing system;

·              alter services to existing cable system;

·              organise and monitor cabling to ensure compliance with regulatory and industry standards;

·              install Customer Premises Equipment (CPE) systems and equipment;

·              cut over new CPE systems and equipment;

·              hand over systems and equipment;

·              joint copper cable;

·              train customers;

·              recover CPE;

·              refurbish CPE; and

·              complete all administrative work associated with CPE activity.

(c)              Qualifications

An employee who holds a Certificate III in Telecommunications Cabling and Customer Premises Equipment or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.4.4              Advanced Telecommunications Technician

(a)              Specialisations

·              Advanced Telecommunications Technician (Telecommunications Access Planning);

·              Advanced Telecommunications Technician (Engineering); and

·              Advanced Telecommunications Technician (Telecommunications Computer Systems).

(b)              Advanced Telecommunications Technician (Telecommunications Access Planning)

(i)              Role definition

An Advanced Telecommunications Technician (Telecommunications Access Planning) performs a broad range of skilled applications including requirements to evaluate and analyse current practices, develop new criteria and procedure for performing current practices and provision of some leadership and guidance to others in the application and planning of the skills.

This role is concerned with planning the development of the customer access network infrastructure. The role requires an in-depth understanding of the access network, the capacity to develop planned additions and rectifications to the access network, as well as the ability to monitor the implementation of those plans.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              apply knowledge of Access Network Architecture and Core Components;

·              apply knowledge of the internal and external influences upon the enterprise and the telecommunications industry;

·              plan the Access Network;

·              apply skills in risk management;

·              apply skills in scope management;

·              brief the project;

·              manage effective workplace relationships;

·              contribute to effective workplace relationships;

·              plan assessment;

·              conduct assessment;

·              review assessment;

·              train small groups;

·              deliver training sessions; and

·              review training.

(iii)              Qualifications

An employee who holds a Certificate IV in Telecommunications Access Planning or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

(c)              Advanced Telecommunications Technician (Engineering)

(i)              Role definition

An Advanced Telecommunications Technician (Engineering) performs a broad range of skilled applications including requirements to evaluate and analyse current practices, develop new criteria and procedures for performing current practices and provision of some leadership and guidance to others in the application and planning of the skills.

An employee in this role is involved in installing telecommunications and data communications equipment.

This role includes planning and performing installations, testing installed equipment and fault finding.

(ii)              Indicative tasks

[B.4.4(c)(ii) varied by PR994491 from 01Jan10]

The following tasks are indicative of those performed by an employee at this level:

·              follow occupational health and safety policy and procedures;

·              use hand and power tools;

·              work effectively in a telecommunications technology team;

·              plan assessment;

·              conduct assessment;

·              review assessment;

·              identify requirements for customers' telecommunications equipment;

·              prepare design drawings and specifications for a cable installation;

·              estimate and quote on customer equipment installation;

·              schedule and supply cable installation;

·              supervise cabling project;

·              organise resources;

·              undertake a civil site survey;

·              organise material supply;

·              assign a transmission path;

·              schedule resources;

·              schedule CPE installation;

·              install radio controlled CPE;

·              install PC based CPE system programs;

·              install an antenna/wave guide;

·              test cable bearers;

·              effect changes to existing CPE systems and equipment;

·              cutover CPE additions, moves and changes;

·              complete network equipment/software upgrades;

·              commission an electronic system;

·              schedule CPE maintenance;

·              undertake preventive maintenance (CPE systems and equipment);

·              perform tests and fault diagnosis on remote from the customer premises;

·              locate and rectify CPE faults on site, on first-in basis;

·              monitor, analyse and action telecommunications network alarms;

·              undertake routine maintenance of the telecommunications network;

·              undertake remote repair of network faults;

·              locate and rectify network faults on a first-in basis;

·              undertake outage management;

·              conduct radio frequency measurements;

·              conduct field tests of radio/wireless networks;

·              remotely locate and identify cable network faults;

·              locate and diagnose cable faults;

·              locate and diagnose electronic faults; and

·              repair electronic faults.

(iii)              Qualifications

An employee who holds a Certificate IV in Telecommunications Engineering or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

(d)              Advanced Telecommunications Technician (Telecommunications Computer Systems)

(i)              Role definition

An Advanced Telecommunications Technician (Telecommunications Computer Systems) performs a broad range of skilled applications including requirements to evaluate and analyse current practices, develop new criteria and procedures for performing current practices and provision of some leadership and guidance to others in the application and planning of the skills.

An employee in this role is involved in:

·              installing telecommunications computer equipment and telecommunications computer systems; and

·              installing telecommunications data communications equipment.

This role includes planning and performing installations, testing installed equipment and fault finding.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              install PC based CPE system programs;

·              effect changes to existing CPE systems and equipment;

·              complete equipment/software upgrades;

·              locate and rectify CPE faults on site, on a first-in basis;

·              locate and rectify network faults on a first-in basis;

·              cutover CPE additions, moves and changes;

·              locate and diagnose cable faults;

·              locate and diagnose electronic faults; and

·              repair electronic faults.

(iii)              Qualifications

An employee who holds a Certificate IV in Telecommunications Computer Systems or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.4.5              Principal Telecommunications Technician

(a)              Specialisations:

·              Principal Telecommunications Technician (Engineering); and

·              Principal Telecommunications Technician (Telecommunications Computer Systems).

(b)              Principal Telecommunications Technician (Engineering)

(i)              Role definition

A Principal Telecommunications Technician (Engineering) performs work in a self-directed manner and applies knowledge and skills, with substantial depth in some areas where judgment is required in planning and selecting appropriate equipment, services and techniques for self and others.

An employee in this role is involved in:

·              the installation and management of telecommunications computer equipment and telecommunications computer systems; and

·              the installation and management of data communications equipment.

This role includes assessing installation requirements, planning and performing installations, testing installed equipment and fault finding. It involves a high degree of autonomy and may include some supervision of others.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              provide high level consultancy and technical support in the CPE sector;

·              develop and deliver training associated with new and/or modified products;

·              develop and deliver technical information to all company staff;

·              develop CPE installation project plans;

·              prepare a project brief;

·              design a telecommunications project;

·              design an electronic network;

·              prepare project specifications;

·              acceptance test new systems and equipment;

·              commission telecommunications network equipment;

·              integrate new systems and equipment into the telecommunications network;

·              cutover new and/or replacement network equipment;

·              complete equipment/software upgrades;

·              locate and rectify complex CPE system and equipment faults;

·              provide expert advice and support on very complex CPE faults;

·              analyse and organise repair of complex telecommunications network faults;

·              undertake outage management;

·              conduct tests on handset enhancements and international roaming agreements;

·              develop software;

·              use Photonics devices;

·              integrate specialised Photonics devices into telecommunications systems;

·              use a virtual instrument;

·              perform Photonics laboratory techniques;

·              configure and cutover a WDM system;

·              administer a data communication (LAN or WAN) network; and

·              test and measure mobile phone performance.

(iii)              Qualifications

An employee who holds a Diploma in Telecommunications Engineering or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

(c)              Principal Telecommunications Technician (Telecommunications Computer Systems)

(i)              Role definition

A Principal Telecommunications Technician (Telecommunications Computer Systems) performs work in a self-directed manner and applies knowledge and skills, with substantial depth in some areas where judgment is required in planning and selecting appropriate equipment, services and techniques for self and others.

An employee in this role is involved in:

·              the installation and management of telecommunications computer equipment and telecommunications computer systems; and

·              the installation and management of data communications equipment.

This role includes assessing installation requirements, planning and performing installations, testing installed equipment and fault finding. It involves a high degree of autonomy and may include some supervision of others.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              acceptance test new systems and equipment;

·              integrate new systems and equipment into the telecommunications network;

·              cutover new and/or replacement network equipment;

·              locate and rectify complex CPE system and equipment faults; and

·              develop software.

(iii)              Qualifications

An employee who holds a Diploma of Telecommunications Computer Systems or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.4.6              Telecommunications Associate

(a)              Specialisations:

·              Telecommunications Associate (Engineering); and

·              Telecommunications Associate (Telecommunications Computer Systems).

(b)              Telecommunications Associate (Engineering)

(i)              Role definition

A Telecommunications Associate (Engineering) performs work involving the application of a significant range of fundamental principles and complex techniques across a wide and often unpredictable variety of contexts in relation to either varied or highly specific functions. Contribution to the development of a broad plan, budget or strategy is involved and accountability and responsibility for self and others in achieving the outcomes is involved.

An employee in this role is involved in:

·              design, installation and management of telecommunications equipment and systems; and

·              design, installation and management of data communications equipment.

This role includes assessing installation requirements, designing systems, planning and performing installations, testing installed equipment and fault finding. It involves a high degree of autonomy and may include some supervision of others.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              plan the development and growth of the telecommunications network;

·              forecast service demand;

·              prepare a project brief;

·              develop project management plan;

·              prepare a detailed design brief;

·              undertake qualification testing of new or enhanced equipment and systems;

·              undertake system administration;

·              undertake network traffic management;

·              co-ordinate fault rectification and restoration of service following network outages;

·              ensure that network changes are implemented as planned with minimal impact to the customer;

·              undertake network performance analysis;

·              undertake management of the common channel signalling network;

·              analyse and organise repair of the most complex telecommunications network faults;

·              verify new software/hardware releases;

·              monitor the capacity of, and recommend changes to, the mobile network;

·              create code for applications; and

·              prepare a detailed design for a communication network.

(iii)              Qualifications

An employee who holds an Advanced Diploma in Telecommunications Engineering or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

(c)              Telecommunications Associate (Telecommunications Computer Systems)

(i)              Role definition

A Telecommunications Associate (Telecommunications Computer Systems) performs work involving the application of a significant range of fundamental principles and complex techniques across a wide and often unpredictable variety of contexts in relation to either varied or highly specific functions. Contribution to the development of a broad plan, budget or strategy is involved and accountability and responsibility for self and others in achieving the outcomes is involved.

An employee in this role is involved in:

·              design, installation and management of telecommunications computer equipment and systems; and

·              design, installation and management of data communications equipment.

This role includes assessing installation requirements, designing systems, planning and performing installations, testing installed equipment and fault finding. It involves a high degree of autonomy and may include some supervision of others.

(ii)              Indicative tasks

The following tasks are indicative of those performed by an employee at this level:

·              undertake qualification testing of new or enhanced equipment and systems;

·              undertake system administration;

·              undertake network traffic management;

·              undertake network performance analysis;

·              create code for applications; and

·              prepare a detailed design for a communication network.

(iii)              Qualifications

An employee who holds an Advanced Diploma in Telecommunications Computer Systems or equivalent would be classified at this level when employed to perform the functions in the role definition and taking into account the indicative tasks.

B.4.7              Interpretation - Indicative tasks

The indicative tasks set out in B.4 are aligned to the units of competency in the Information Technology and Telecommunications Industry Training Advisory Board's endorsed competency standards in the Telecommunications Training Package (ICT2002). In the event of a dispute over the meaning of the indicative tasks the relevant standards will be used to assist interpretation.

B.5              Notification of classification

Upon a request being made by an employee, the employee will be advised of the award classification which the employer considers to be appropriate having regard to the definitions in this award and the duties performed by the employee.

If an employee disputes the classification assigned to them by the employer the employee must advise the employer in writing. If the dispute is unable to be resolved by the employer and the employee in a reasonable time it will be dealt with in accordance with clause 9 - Dispute resolution.

Schedule C
- School-Based Apprentices

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
- Supported Wage System

[Sched D varied by PR994491]

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

D.2              In this schedule:

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 Education, Employment and Workplace Relations that records the employee's productive capacity and agreed wage rate

D.3              Eligibility criteria

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

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

D.4              Supported wage rates

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

Assessed capacity (clause D.5)

%

Relevant minimum wage

%

10

10

20

20

30

30

40

40

50

50

60

60

70

70

80

80

90

90

[D.4.2 varied by PR994491 from 01Jan10]

D.4.2              Provided that the minimum amount payable must be not less than $71 per week.

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

D.5              Assessment of capacity

D.5.1              For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the 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.

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

D.6              Lodgement of SWS wage assessment agreement

[D.6.1 varied by PR994491 from 01Jan10]

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

[D.6.2 varied by PR994491 from 01Jan10]

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

D.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.

D.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.

D.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.

D.10              Trial period

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

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

[D.10.3 varied by PR994491 from 01Jan10]

D.10.3              The minimum amount payable to the employee during the trial period must be no less than $71 per week.

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

D.10.5              Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause D.5.

 

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Code:
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Title:
Telecommunications Services Award 2010
Effective:
20 Sep 2019
Instrument Type:
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Telecommunications Services Award 2010
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