MA000111: Fire Fighting Industry Award 2020

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

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

●minimum wages and piecework rates

●casual or part-time loadings

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

●shift allowances/penalties.

[2.4 varied by PR542231 ppc 04Dec13]

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

[2.5 varied by PR542231 ppc 04Dec13]

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

[2.6 varied by PR542231 ppc 04Dec13]

2.6 The Fair Work Commission may review the transitional arrangements:

(a) on its own initiative;or

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

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

[2.5(d) deleted by PR993429 ppc 9Feb10]

3. Definitions and interpretation

[Varied by PR993429,PR997772,PR503677,PR546111]

3.1 In this award,unless the contrary intention appears:

Act means the Fair Work Act 2009 (Cth)

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

[Definition of appointed station varied by PR993429 ppc 9Feb10]

appointed station means the station of the brigade to which a Firefighter or Station Officer or Fire Service Communications Controller is appointed

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

[Definition of default fund employee inserted by PR546111 ppc 01Jan14]

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

[Definition of defined benefit member inserted by PR546111 ppc 01Jan14]

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

[Definition of Division 2B State award inserted by PR503677 ppc 01Jan11]

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

[Definition of Division 2B State employment agreement inserted by PR503677 ppc 01Jan11]

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

[Definition of duty station varied by PR993429 ppc 9Feb10]

duty station means the station at which a Firefighter or Station Officer or Fire Service Communications Controller is carrying out their normal duties,whether at the appointed station or not

[Definition of employee substituted by PR997772 from 01Jan10]

employee means national system employee within the meaning of the Act

[Definition of employer substituted by PR997772 from 01Jan10]

employer means national system employer within the meaning of the Act

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

[Definition of exempt public sector superannuation scheme inserted by PR546111 ppc 01Jan14]

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

IFE means Institute of Fire Engineers

[Definition of MySuper product inserted by PR546111 ppc 01Jan14]

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

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

standard operating procedures means the procedures established from time to time

standard rate means the Minimum weekly wage:38 hours for a Qualified Firefighter set out in clause 15—Minimum wages—public sector

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

4.1 This industry award covers employers throughout Australia in the fire fighting industry and their employees in the classifications listed in Schedule B —Classifications to the exclusion of any other modern award.

4.2 For the purposes of this award the fire fighting industry means:

(a) the suppressing and extinguishing of fires;

(b) the provision of rescue services (other than by police,ambulance,a State Emergency Service or the military) at the scene of accidents,explosions or other emergencies;

(c) the handling of spillages of toxic or hazardous materials in emergency situations (other than in a marine environment or by an employer in relation to its own property,premises or products);and

(d) the prevention of fires and the sale,supply,installation,maintenance,repair and/or inspection of fire protection equipment other than fixed or semi-fixed fire protection systems by an employer otherwise in the fire fighting industry by virtue of clause 4.2(a).

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

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

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

4.6 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 notice board 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. Individual flexibility arrangements

[Varied by PR542231;7—Award flexibility renamed and substituted by PR610277 ppc 01Nov18]

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

(a) arrangements for when work is performed;or

(b) overtime rates;or

(c) penalty rates;or

(d) allowances;or

(e) annual leave loading.

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

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

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

(a) give the employee a written proposal;and

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

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

7.6 An agreement must do all of the following:

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

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

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

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

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

7.7 An agreement must be:

(a) in writing;and

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

7.8 Except as provided in clause 7.7(b),an agreement must not require the approval or consent of a person other than the employer and the employee.

7.9 The employer must keep the agreement as a time and wages record and give a copy to the employee.

7.10 The employer and the employee must genuinely agree,without duress or coercion to any variation of an award provided for by an agreement.

7.11 An agreement may be terminated:

(a) at any time,by written agreement between the employer and the employee;or

(b) by the employer or employee giving 13 weeks’written notice to the other party (reduced to 4 weeks if the agreement was entered into before the first full pay period starting on or after 4 December 2013).

Note:If an employer and employee agree to an arrangement that purports to be an individual flexibility arrangement under this award term and the arrangement does not meet a requirement set out in s.144 then the employee or the employer may terminate the arrangement by giving written notice of not more than 28 days (see s.145 of the Act).

7.12 An agreement terminated as mentioned in clause 7.11(b) ceases to have effect at the end of the period of notice required under that clause.

7.13 The right to make an agreement under clause 7 is additional to,and does not affect,any other term of this award that provides for an agreement between an employer and an individual employee.

Part 2—Consultation and Dispute Resolution

8. Consultation about major workplace change

8A. Consultation about changes to rosters or hours of work

9. Dispute resolution

8. Consultation about major workplace change

[8—Consultation regarding major workplace change renamed and substituted by PR546288;8—Consultation renamed and substituted by PR610277 ppc 01Nov18]

8.1 Consultation regarding major workplace change

8.2 If an employer makes a definite decision to make major changes in production,program,organisation,structure or technology that are likely to have significant effects on employees,the employer must:

(a) give notice of the changes to all employees who may be affected by them and their representatives (if any);and

(b) discuss with affected employees and their representatives (if any):

(i) the introduction of the changes;and

(ii) their likely effect on employees;and

(iii) measures to avoid or reduce the adverse effects of the changes on employees;and

(c) commence discussions as soon as practicable after a definite decision has been made.

8.3 For the purposes of the discussion under clause 8.2(b),the employer must give in writing to the affected employees and their representatives (if any) all relevant information about the changes including:

(a) their nature;and

(b) their expected effect on employees;and

(c) any other matters likely to affect employees.

8.4 Clause 8.3 does not require an employer to disclose any confidential information if its disclosure would be contrary to the employer’s interests.

8.5 The employer must promptly consider any matters raised by the employees or their representatives about the changes in the course of the discussion under clause 8.2(b).

8.6 In clause 8:

significant effects,on employees,includes any of the following:

(a) termination of employment;or

(b) major changes in the composition,operation or size of the employer’s workforce or in the skills required;or

(c) loss of,or reduction in,job or promotion opportunities;or

(d) loss of,or reduction in,job tenure;or

(e) alteration of hours of work;or

(f) the need for employees to be retrained or transferred to other work or locations;or

(g) job restructuring.

8.7 Where this award makes provision for alteration of any of the matters defined at clause 8.6,such alteration is taken not to have significant effect.

8A. Consultation about changes to rosters or hours of work

[8A inserted by PR610277 ppc 01Nov18]

8A.1 Clause 8A applies if an employer proposes to change the regular roster or ordinary hours of work of an employee,other than an employee whose working hours are irregular,sporadic or unpredictable.

8A.2 The employer must consult with any employees affected by the proposed change and their representatives (if any).

8A.3 For the purpose of the consultation,the employer must:

(a) provide to the employees and representatives mentioned in clause 8A.2 information about the proposed change (for example,information about the nature of the change and when it is to begin);and

(b) invite the employees to give their views about the impact of the proposed change on them (including any impact on their family or caring responsibilities) and also invite their representative (if any) to give their views about that impact.

8A.4 The employer must consider any views given under clause 8A.3(b).

8A.5 Clause 8A is to be read in conjunction with any other provisions of this award concerning the scheduling of work or the giving of notice.

9. Dispute resolution

[Varied by PR542231,PR610277]

[9.1 substituted by PR610277 ppc 01Nov18]

9.1 Clause 9 sets out the procedures to be followed if a dispute arises about a matter under this award or in relation to the NES.

[9.2 varied by PR542231;substituted by PR610277 ppc 01Nov18]

9.2 The parties to the dispute must first try to resolve the dispute at the workplace through discussion between the employee or employees concerned and the relevant supervisor.

[9.3 varied by PR542231;substituted by PR610277 ppc 01Nov18]

9.3 If the dispute is not resolved through discussion as mentioned in clause 9.2,the parties to the dispute must then try to resolve it in a timely manner at the workplace through discussion between the employee or employees concerned and more senior levels of management,as appropriate.

[9.4 varied by PR542231;substituted by PR610277 ppc 01Nov18]

9.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 9.2 and 9.3,a party to the dispute may refer it to the Fair Work Commission.

[9.5 substituted by PR610277 ppc 01Nov18]

9.5 The parties may agree on the process to be followed by the Fair Work Commission in dealing with the dispute,including mediation,conciliation and consent arbitration.

[9.6 substituted by PR610277 ppc 01Nov18]

9.6 If the dispute remains unresolved,the Fair Work Commission may use any method of dispute resolution that it is permitted by the Act to use and that it considers appropriate for resolving the dispute.

[New 9.7 inserted by PR610277 ppc 01Nov18]

9.7 A party to the dispute may appoint a person,organisation or association to support and/or represent them in any discussion or process under clause 9.

[9.8 inserted by PR610277 ppc 01Nov18]

9.8 While procedures are being followed under clause 9 in relation to a dispute:

(a) work must continue in accordance with this award and the Act;and

(b) an employee must not unreasonably fail to comply with any direction given by the employer about performing work,whether at the same or another workplace, that is safe and appropriate for the employee to perform.

[9.9 inserted by PR610277 ppc 01Nov18]

9.9 Clause 9.8 is subject to any applicable work health and safety legislation.

9.10 Dispute resolution training leave

[9.7 renumbered as 9.10 by PR610277 ppc 01Nov18]

(a) An employee elected by employees in a workplace to represent them in dealings with the employer will be granted leave on full pay for up to five days per calendar year for the purpose of attending training courses that will enable the employee’s representative to perform or better perform their duties.

(b) Such leave in a calendar year may be extended to 10 days,subject to the total leave granted in that year and the subsequent year not exceeding 10 days.

(c) At all times this leave is subject to operational requirements and determined on this basis.

Part 3—Types of Employment and Termination of Employment

10. Types of employment—public sector

11. Types of employment—private sector

12. Termination of employment

13. Redundancy

10. Types of employment—public sector

[Substituted by PR587553 ppc 15Nov16]

10.1 Type of employment

(a) An employer in the public sector may employ a person in any classification in this award on a full-time basis.

(b) An employer in the public sector may employ employees at the classification Qualified Firefighter or above on a part-time basis.

10.2 Full–time employment

(a) A full-time employee is an employee who is engaged to work an average of 38 ordinary hours per week.

10.3 Part–time employment

(a) A part-time employee is an employee who:

(i) works less than the full-time hours of 38 ordinary hours per week;

(ii) has reasonably predictable hours of work;and

(iii) receives,on a pro rata basis,equivalent pay and conditions to those full-time employees who do the same kind of work.

(b) At the time of engagement as a part-time employee,the employer and the part-time employee will agree in writing on a regular pattern of work,specifying at least the hours worked each day,which days of the week the employee will work and the actual starting and finishing times each day.

(c) Any agreed variation to the hours of work will be recorded in writing.

(d) An employer is required to roster a part-time employee for a minimum of three consecutive hours on any shift.

(e) All time worked in excess of the hours as agreed under clause 10.3(b) or varied under clause 10.3(c) will be overtime and paid for at the rates prescribed in clause 26.1—Overtime—public sector.

(f) A part-time employee employed under the provisions of this clause must be paid for ordinary hours worked at the rate of 1/38th of the appropriate weekly rate prescribed in clause 15—Minimum wages—public sector.

11. Types of employment—private sector

11.1 An employer in the private sector may employ a person in a classification in this award on a full-time or part-time basis.

11.2 The employer must advise an employee in writing at the time of engagement whether the employee is engaged on a full-time or part-time basis. The employer must also advise in writing the classification level to which the employee is appointed.

11.3 Full-time employment

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

11.4 Part-time employment

(a) A part-time employee is an employee who:

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

(ii) has reasonably predictable hours of work;and

(iii) receives,on a pro rata basis,equivalent pay and conditions to those of full-time employees who do the same kind of work.

(b) At the time of engagement the employer and the part-time employee will agree in writing on a regular pattern of work,specifying at least the hours worked each day,which days of the week the employee will work and the actual starting and finishing times each day.

(c) Any agreed variation to the hours of work will be recorded in writing.

(d) An employer is required to roster a part-time employee for a minimum of three consecutive hours on any shift.

(e) All time worked in excess of the hours as agreed under clause 11.4(b) or varied under clause 11.4(c) will be overtime and paid for at the rates prescribed in clause 26—Overtime.

12. Termination of employment

[12 substituted by PR610277 ppc 01Nov18]

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

12.1 Notice of termination by an employee

(a) This clause applies to all employees except those identified in ss.123(1) and 123(3) of the Act.

(b) An employee must give the employer notice of termination in accordance with Table 1—Period of notice of at least the period specified in column 2 according to the period of continuous service of the employee specified in column 1.

Table 1—Period of notice

Column 1 Employee’s period of continuous service with the employer at the end of the day the notice is given	Column 2 Period of notice
Not more than 1 year	1 week
More than 1 year but not more than 3 years	2 weeks
More than 3 years but not more than 5 years	3 weeks
More than 5 years	4 weeks

Note:The notice of termination required to be given by an employee is the same as that required of an employer except that the employee does not have to give additional notice based on the age of the employee.

(c) In paragraph (b) continuous service has the same meaning as in s.117 of the Act.

(d) If an employee who is at least 18 years old does not give the period of notice required under paragraph (b),then the employer may deduct from wages due to the employee under this award an amount that is no more than one week’s wages for the employee.

(e) If the employer has agreed to a shorter period of notice than that required under paragraph (b),then no deduction can be made under paragraph (d).

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

12.2 Job search entitlement

Where an employer has given notice of termination to an employee,the employee must be allowed time off without loss of pay of up to one day for the purpose of seeking other employment.

12.3 The time off under clause 12.2 is to be taken at times that are convenient to the employee after consultation with the employer.

13. Redundancy

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 is sufficient.

(c) This entitlement applies instead of clause 12.2.

Part 4—Minimum Wages and Related Matters

14. Classifications

15. Minimum wages—public sector

16. Minimum wages—private sector

14. Classifications

Classifications for employees covered by this award are set out in Schedule B —Classifications.

15. Minimum wages—public sector

[Varied by PR993429,PR998011,PR509142,PR522973,PR536776,PR551699,PR566791,PR579902,PR592213,PR606437]

[15.1 varied by PR993429,PR998011,PR509142,PR522973,PR536776,PR551699,PR566791,PR579902,PR592213,PR606437 ppc 01Jul18]

15.1 The minimum weekly wages payable by public sector employers to their employees employed in classifications in this award are set out in the following table.

Classification	Minimum weekly wage:38 hours	Shift loading:30% of the minimum weekly wage	Average 40 hours loading:10.5263% of the combined minimum weekly wage and shift loading	Total weekly wage
	$	$	$	$
Recruit	749.40	-	-	749.40
Firefighter Level 1	749.40	224.82	102.55	1076.77
Firefighter Level 2	760.00	228.00	104.00	1092.00
Firefighter Level 3	772.90	231.87	105.77	1110.54
Qualified Firefighter	837.40	251.22	114.59	1203.21
Leading Firefighter	958.10	287.43	131.11	1376.64
Station Officer	1038.60	311.58	142.12	1492.30
Senior Station Officer	1118.70	335.61	153.09	1607.40
Fire Service Communications Controller	1118.70	335.61	153.09	1607.40

16. Minimum wages—private sector

[Varied by PR993429,PR998011,PR509142,PR522973,PR536776,PR551699,PR566791,PR579902,PR592213,PR606437]

[16.1 varied by PR993429,PR998011,PR509142,PR522973,PR536776,PR551699,PR566791,PR579902,PR592213,PR606437 ppc 01Jul18]

16.1 The minimum weekly wages payable by private sector employers to their employees employed in classifications in this award are set out in the following table.

Classification	Minimum weekly wage:38 hours $
Recruit	749.40
Firefighter Level 1	749.40
Firefighter Level 2	760.00
Firefighter Level 3	772.90
Qualified Firefighter	837.40
Leading Firefighter	958.10
Station Officer	1038.60
Senior Station Officer	1118.70

17. Allowances

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

[Varied by PR994509,PR998144,PR509263,PR523093,PR536896,PR551819,PR566920,PR579616,PR592364,PR606587]

17.1 Uniform and equipment allowance

[17.1(a) varied by PR994509 from 01Jan10]

(a) The employer will reimburse each employee for the cost of purchasing,replacing,repairing and/or cleaning the articles of clothing and/or equipment that must be worn and/or used by the employee. This provision will not apply where such clothing and equipment is provided,replaced,repaired and/or cleaned or paid for by the employer.

(b) The replacement,repairs and/or cleaning of the articles of clothing and equipment will occur when reasonably required by each employee and/or when the uniform or equipment becomes so soiled or damaged that it requires cleaning,repair,or replacement.

17.2 Meal allowance

[17.2(a) varied by PR998144,PR509263,PR523093,PR536896,PR551819,PR566920,PR579616,PR592364,PR606587 ppc 01Jul18]

(a) An employee entitled to a meal allowance other than those specified in clause 17.3(d) will receive an amount of $15.45.

(b) Where a normal meal break of an employee is withheld for a period in excess of 30 minutes,a meal allowance will be paid to the employee. This provision will not apply to Firefighters or Station Officers who are required to perform salvage duty or a fire call as provided for in clause 17.2(c).

(c) Where an employee is required to perform salvage duty,watching duty or a fire call (provided that such duty or fire call is of not less than three hours’duration) and includes a period of a normal meal break they will be paid a meal allowance except when the employer provides a meal.

(d) Where overtime is worked for two hours or more before or after a rostered shift,a meal allowance will be paid for every meal except when the employer provides a meal.

(e) When recalled for duty an employee will be paid a meal allowance on the following basis:

(i) on day duty two meal allowances,if work commences before 10.00 am and continues for more than two hours;

(ii) on day duty one meal allowance,if work commences after 10.00 am and continues for more than three hours;and

(iii) on night duty one meal allowance,if work commences before 8.00 pm and continues for more than two hours.

(f) An employee retained on duty within the meaning of clause 26.4 will receive a meal allowance and if the period of retention exceeds four hours the employee will receive a further meal allowance and continue to receive a meal allowance at the end of each additional two hour period worked.

17.3 Travelling allowance,expenses and reimbursement

(a) When an employee is detailed for duty to a station other than their appointed station,they will,except in the case of emergency,receive at least 48 hours’notice of such duty. During the period for which an employee is so detailed,they will report to the duty station at the commencing time of each shift to which they are rostered and will in addition to their wages be paid or reimbursed:

(i) all expenses necessarily incurred by them in excess of those ordinarily incurred between their residence and their appointed station;and

(ii) provided that the relieving period is less than the equivalent of a rostered leave cycle :

●a daily allowance equal to one hour’s wage at overtime rates;and

●if the duty station is further from their residence than is their appointed station,an allowance based on the shortest distance by road which separates their appointed station and duty station for three minutes each way at ordinary rates for each four kilometres or part thereof travelled.

(b) When an employee,while on duty at their appointed station,is required to perform duty at another station they will:

(i) if returned to their appointed station during their duty shift,be reimbursed the cost of reasonable transport between their appointed station and the duty station at which they are required to perform duty. This provision will not apply where reasonable transport is provided by the employer;

(ii) if they remain on duty at such other station until the end of their duty shift,they will,in addition to their wages be paid or reimbursed:

●the appropriate single travelling expenses to their appointed station;

●an allowance equal to half an hour’s pay at overtime rates;and

●if the duty station is further from their residence than their appointed station,an allowance based on the shortest distance by road which separates their appointed station and duty station of two and a half minutes each way at ordinary rates for each kilometre or part thereof travelled.

(c) When an employee travels between their appointed and duty station,or is required to do duty away from their appointed or duty station,or attend training,they will be reimbursed the cost of reasonable transport. This provision will not apply where transport is provided by the employer.

[17.3(d) varied by PR998144,PR509263,PR523093,PR536896,PR551819,PR566920,PR579616,PR592364,PR606587 ppc 01Jul18]

(d) Employees are entitled,on submission of the written evidence required by the employer,to reimbursement of accommodation,meals and incidental expenses necessarily incurred in performing duties in the course of employment at a rate not less than the amount as follows:

	Capital cities	Other places within Australia	Part day absence
	$	$	$
Breakfast	19.91	12.78	15.48
Lunch	33.85	25.76	15.48
Dinner	47.64	36.47	20.53
Accommodation (per night)	160.76	93.72	N/A
Total	262.16	168.73

(e) The allowances in clause 17.3(d) are subject to the following:

(i) the breakfast allowance is not payable if departure from home is after 7.00 am ;

(ii) the lunch allowance is not payable if departure from the location is after 12.00 pm ;

(iii) the dinner allowance is not payable if arrival at home is before 7.00 pm ;and

(iv) the accommodation allowance is only payable for overnight accommodation.

17.4 Vehicle allowance

[17.4 varied by PR523093,PR536896,PR551819 ppc 01Jul14]

Any employee who is required by the employer to use their own motor vehicle on the employer’s business,and is not otherwise entitled to an allowance in respect of the cost of travel,will be entitled to receive an allowance of $0.78 per kilometre in the case of a motor vehicle and $0.26 per kilometre in the case of a motorcycle.

17.5 Relieving allowance

(a) An employee required to do relieving duty away from their appointed station will receive:

(i) if the distance between their appointed station and their duty station is greater than 100 kilometres measured by the shortest distance by road:

●an allowance of 3.18% of the standard rate per shift;

●when off duty,the cost of reasonable accommodation,not at the duty station,dinner and breakfast and a meal allowance;and

●the expenses as prescribed in clause 17.3 for the journey to their duty station,prior to commencing relieving duty at the station and for the return journey,at the completion of the tour of relieving duty at the station ,

(ii) if the distance between their appointed station and their duty station is between 50 and 100 kilometres measured by the shortest distance by road:

●an allowance of 3.18% of the standard rate per shift;and

●when there is a break between shifts of 24 hours or less,when off duty,the cost of reasonable accommodation,not at the duty station,dinner and breakfast and a meal allowance.

(b) A relieving employee will not be entitled to the accommodation and meals allowance prescribed in this clause when they return to their place of residence between shifts and receive the travelling allowance,expenses and reimbursement expenses prescribed in clause 17.3.

17.6 Change of residence expenses

Where an employee is permanently promoted,transferred or ordered from one location to another location that reasonably necessitates the employee to change their residence the employer will reimburse the employee for the reasonable expenses incurred in such relocation including the cost of transporting the employee and their family to the new location and costs of moving furniture and personal effects.

17.7 Qualification allowances

(a) An employee who is the holder of IFE Graduate Certificate or a Certificate of Fire Technology will be paid an extra 1.7% of the standard rate per week.

(b) An employee who is the holder of both the IFE Graduate Certificate and the Certificate of Fire Technology will be paid an extra 2.5% of the standard rate per week.

(c) An employee who is the holder of both the IFE Graduate Certificate and Membership will be paid an extra 3.1% of the standard rate per week.

(d) A holder of a current recognised first aid certificate will receive an extra 1.95% of the standard rate per week if appointed by the employer to perform first aid duty (in the case of fire stations one such employee will be appointed per shift).

17.8 Availability allowance

(a) Station Officers not working the 10/14 shift roster who are required to be available after working hours to deal with operational matters will receive a 4.5% loading on their total weekly wage to be counted for all purposes.

(b) In the event of an employee covered by clause 17.8(a) being required to attend an operational incident,the time back on duty will be counted as part of their average of 42 hours per week as detailed in clause 22.2(a).

17.9 Driving licence fee reimbursement

Firefighters and Station Officers who are required,as part of their duties,to drive the employer’s vehicle(s) in a situation associated with an emergency will be reimbursed for fees pertaining to the renewal of driving licences.

17.10 Attendance at training facilities,allowances and expenses

(a) The employer may,by agreement or by giving not less than one week’s notice,require employees to attend training courses at a training facility subject to the following conditions.

(b) The employer may fix within a spread of hours between 8.00 am and 10.00 pm the daily number of training hours and the time at which daily training sessions are held.

(c) The employer will pay overtime rates in accordance with clause 26—Overtime,for all reasonable travelling time outside the hours of 8.00 am to 6.00 pm to and from the training facility.

(d) Training time in excess of 10 hours in any one day or 38 hours in any one weekly tour of duty or week as the case may be which will not exceed five days will be paid overtime at the rates prescribed in clause 26.

(e) Where an employee is required to attend training they will be reimbursed the cost of reasonable transport. This provision will not apply where the employer provides reasonable transport.

(f) An employee required to attend a training facility which requires that they stay away from home will be reimbursed the full cost of accommodation. This provision will not apply where the employer provides full accommodation.

17.11 Duty allowances

(a) An employee detailed on to a designated heavy rescue appliance,will receive an additional 2.4% of the standard rate per week when so detailed.

(b) Station Officers and Firefighters rostered for special administrative duties,who are required to maintain operational competencies,will receive an additional 7.3% of the standard rate per week whilst so rostered. Special administrative duties will include all rostered duty in the training and education,fire safety and administrative areas of operations.

17.12 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.

[17.12(b) varied by PR994509 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
Travelling allowance	Domestic holiday travel and accommodation sub-group
Vehicle allowance	Private motoring sub-group

18. Accident pay

[Varied by PR503677;deleted by PR561478 ppc 05Mar15]

19. Higher duties

19.1 A Station Officer who is required to perform higher duties for any period in excess of an aggregate of five weeks in a 12 month period will be paid for the period in excess of five weeks at the higher rate.

19.2 An employee other than a Station Officer who is appointed to perform duties at a higher level beyond seven days will be paid at the higher rate for the whole period of performing such duties.

20. Payment of wages

[Varied by PR610146]

20.1 Wages must be paid fortnightly according to the actual ordinary hours worked each week or according to the average number of ordinary hours worked each week.

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

20.3 Payment on termination of employment

[20.3 inserted by PR610146 ppc 01Nov18]

(a) The employer must pay an employee no later than 7 days after the day on which the employee’s employment terminates:

(i) the employee’s wages under this award for any complete or incomplete pay period up to the end of the day of termination;and

(ii) all other amounts that are due to the employee under this award and the NES.

(b) The requirement to pay wages and other amounts under paragraph (a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.

Note 1:Section 117(2) of the Act provides that an employer must not terminate an employee’s employment unless the employer has given the employee the required minimum period of notice or “has paid”to the employee payment instead of giving notice.

Note 2:Paragraph (b) allows the Commission to make an order delaying the requirement to make a payment under this clause. For example,the Commission could make an order delaying the requirement to pay redundancy pay if an employer makes an application under s.120 of the Act for the Commission to reduce the amount of redundancy pay an employee is entitled to under the NES.

Note 3:State and Territory long service leave laws or long service leave entitlements under s.113 of the Act,may require an employer to pay an employee for accrued long service leave on the day on which the employee’s employment terminates or shortly after.

21. Superannuation

[Varied by PR546111]

21.1 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.

21.2 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.

21.3 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 21.2.

(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 21.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 21.3(a) or (b) was made.

21.4 Superannuation fund

[21.4 substituted by PR546111 ppc 01Jan14]

Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 21.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 21.2 and pay the amount authorised under clauses 21.3(a) or (b) to one of the following superannuation funds or its successor:

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

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

Part 5—Hours of Work and Related Matters

22. Ordinary hours of work and rostering—public sector

23. Ordinary hours of work and rostering—private sector

24. Breaks—public sector employees and private sector shiftworkers

25. Breaks—private sector day workers

26. Overtime

27. Penalty rates

22. Ordinary hours of work and rostering—public sector

[Varied by PR994509,PR587553]

22.1 This clause only applies to public sector employers and their employees.

22.2 Employees working a 10/14 roster

[22.2(a) substituted by PR587553 ppc 15Nov16]

(a) Full-time employees working a 10/14 roster will be rostered and work an average of 42 hours per week,two hours of which will be overtime work and paid for as such and the remaining two hours will be taken as annual/accrued leave in accordance with the roster laid down for this purpose. Part-time employees working a 10/14 roster will be rostered and work hours as agreed under clause 10.3(b) or varied under clause 10.3(c).

(b) The rostered hours of such employees will not exceed:

(i) 14 on any one day;

(ii) 48 in any one week;

(iii) 96 in 14 consecutive days;

(iv) 192 in 28 consecutive days;or

(v) 336 in 56 consecutive days.

(c) Such employees will be entitled to at least 48 hours’notice of a change of rostered shift.

22.3 Employees not working a 10/14 roster

[22.3(a) substituted by PR587553 ppc 15Nov16]

(a) Full-time employees (other than recruits) who are not working a 10/14 roster will be required to work an average of 42 hours per week,two hours of which will be overtime work and paid for as such and the remaining two hours will be taken as accrued leave. Part-time employees who are not working a 10/14 roster will be rostered and work hours as agreed under clause 10.3(b) or varied under clause 10.3(c).

[22.3(b) substituted by PR994509 from 01Jan10;varied by PR587553 ppc 15Nov16]

(b) Subject to clause 22.3(a),a full-time Fire Service Communications Controller will,subject to the requirements in clauses 22.2(a) and (c) and clause 22.5(b),work a 12 hour continuous roster over a cycle of eight weeks with a day shift of 7.00 am to 7.00 pm and a night shift of 7.00 pm to 7.00 am.

(c) Where an employee is required to undertake duties that are outside of the standard hours for the work location the following will apply:

(i) where such activity involves normal activities a minimum break between periods of duty of 10 hours will apply;and

(ii) where such activity involves a major fire or major incident a minimum break between periods of duty of 12 hours will apply.

[22.3(d) varied by PR587553 ppc 15Nov16]

(d) Full-time employees (other than recruits) not working a 10/14 roster,will receive the same total weekly wage as employees on a 10/14 roster.

22.4 Day work

[22.4 inserted by PR587553 ppc 15Nov16]

Employees may be employed on day work in which they may be required to work up to 10 ordinary hours per day,between the hours of 7.00 am and 6.00 pm,Monday to Sunday. If the employer and a majority of affected employees agree,up to 12 ordinary hours per day may be worked.

22.5 10/14 roster system

[22.4 renumbered as 22.5 by PR587553 ppc 15Nov16]

(a) The 10/14 roster is set out as follows:

(i) D–8.00 am to 6.00 pm;and

(ii) N–6.00 pm to 8.00 am.

First week

Second week

Third week

Fourth week

A Platoon

Hours

B Platoon

Hours

C Platoon

Hours

D Platoon

Hours

Fifth week

Sixth week

Seventh week

Eighth week

A Platoon

Hours

B Platoon

Hours

C Platoon

Hours

D Platoon

Hours

[22.5(b) varied by PR587553 ppc 15Nov16]

(b) The roster may be varied for part-time employees,employees employed on special duties and to provide that during the first year of service employees may be rostered for up to five consecutive day duties.

(c) The roster,once compiled,will not be departed from,except to meet an emergency,due to sickness or other unexpected or unavoidable cause or by personal agreement between the employer and the employee(s) concerned. A shiftworker required for relieving or other special duties may stand by on a day shift or other day work without loss of any shift penalty provided that,except in an emergency an employee will be entitled to 48 hours’notice of any change from stand-by to rotating shift or from rotating shift to stand-by. The roster may be departed from when an employee is required to attend training in accordance with the provisions of clause 17.10.

(d) In the event of an alarm requiring any station to stand by or turn out for a fire being received at the station during roll call,the oncoming shift will man the appliances and,if required,proceed to the fire and the off going shift will remain on duty if required until the other shift returns,or until otherwise directed,when it will be dismissed.

(e) If,when the oncoming shift reports at a station at the time prescribed for the change of shift and the other shift is proceeding to or attending a fire or alarm,the oncoming shift,if so ordered,will,after roll call,proceed to the fire and the officer or senior member of the shift will report the arrival of the shift to the officer-in-charge of the fire without delay. The off going shift will remain on duty at the fire until relieved. The officer-in-charge at the fire may if in their judgment it is expedient,hold both the oncoming and off going shifts for duty at the fire. If the off going shift is not held at the fire or detailed at the fire for duty elsewhere,it will report back to the station and remain available until the other shift returns or until otherwise directed,when it will be dismissed.

(f) In the event of one or more members of the oncoming shift being absent,an equal number of members in the shift on duty may be detained on duty until such time as they are relieved. Nothing herein contained is to be deemed to sanction an authorised absence,or to relieve the absent member,from a liability to be charged with being absent without leave and dealt with accordingly.

(g) Subject to the provisions of this clause,every employee will be dismissed punctually from their rostered shift.

22.6 Time for shower and change

[22.5 renumbered as 22.6 by PR587553 ppc 15Nov16]

Employees engaged on any duty which requires a shower and change of clothes,will be allowed 15 minutes for such purpose.

22.7 Rest and recline

[22.6 renumbered as 22.7 by PR587553 ppc 15Nov16]

(a) Employees on night shift,other than Fire Service Communications Controllers,will be permitted between the hours of 11.00 pm and 7.00 am to recline and sleep only when there is no work to be performed by them.

(b) Fire Service Communication Controllers on night duty will be permitted to recline and sleep on a recliner chair when there is no work to be done.

22.8 Special duties roster

[22.7 renumbered as 22.8 by PR587553 ppc 15Nov16]

(a) A special duties roster may be introduced into any permanently manned fire station to increase the day manning capability.

[22.8(b) substituted by PR587553 ppc 15Nov16]

(b) The hours of duty for full-time employees will be 42 hours per week over a seven day cycle. The hours of duty for part-time employees will be as agreed under clause 10.3(b) or varied under clause 10.3(c).

(c) The roster of hours will be between 7.45 am to 6.15 pm comprising four day shifts worked either Monday to Thursday or Tuesday to Friday or such other configuration agreed between the employer and a majority of affected employees.

(d) Arrangements may be made for employees to vary from one day shift to another,or from day work to shiftwork.

[22.8(e) varied by PR587553 ppc 15Nov16]

(e) Full-time employees operating under this roster will receive the same total weekly wage and annual leave provisions as Firefighters on a 10/14 shift roster.

22.9 Emergency roster

[22.8 renumbered as 22.9 by PR587553 ppc 15Nov16]

(a) Employees may be required to work an emergency roster to cover protracted major fires or incidents.

(b) The following general conditions will apply:

(i) the hours of duty will be 12 hours on and 12 hours off;

(ii) all travelling time is time on duty;

(iii) when an employee is placed on the emergency roster while on duty at their respective place of work,then the hours already worked for that shift will be cumulative with hours worked on the duty roster;

(iv) any hours calculated to be in excess of the normal weekly average will be paid at overtime rates;

(v) when an employee is normally rostered for duty at their respective place of work on the day following stand down from the emergency roster,then they will not be required to work that shift unless they have been off duty for a minimum of 12 hours before the starting time of that shift;and

(vi) employees will be reimbursed for the cost of meals and accommodation. This provision will not apply if meals and accommodation are provided by the employer.

23. Ordinary hours of work and rostering—private sector

23.1 This clause only applies to private sector employers and their employees.

23.2 Ordinary hours of work

The ordinary working hours for full-time employees will be an average of 38 per week,over a cycle of up to eight weeks.

23.3 Day work

Employees,other than shiftworkers,may be required to work up to 10 ordinary hours per day,between the hours of 7.00 am and 6.00 pm,Monday to Sunday. If the employer and a majority of affected employees agree,up to 12 ordinary hours per day may be worked.

23.4 Shiftwork

(a) An employee may be required to work shiftwork in accordance with this clause.

(b) Shift rosters

Shiftworkers may be required to work a shift of up to 10 consecutive ordinary hours (including meal breaks) and,provided that the employer and a majority of affected employees agree,a shift of up to 12 hours may be worked. An employee performing shiftwork will be paid a shift penalty of 30% for each ordinary hour.

(c) 10/14 roster

(i) Despite clause 23.4(b),shiftworkers may be required to work a 10/14 roster in accordance with the roster set out in clause 22.5(a).

(ii) Employees working a 10/14 roster will work an average of 42 hours per week,two hours of which will be overtime work and paid for as such and the remaining two hours will be taken as annual/accrued leave in accordance with the roster laid down for this purpose.

(iii) The rostered hours of such employees will not exceed:

●14 on any one day;

●48 in any one week;

●96 in 14 consecutive days;

●192 in 28 consecutive days;or

●336 in 56 consecutive days.

(d) Change of rosters

The employer may vary a roster on seven days’notice.

23.5 Time for shower and change

Employees engaged on any duty which requires a shower and change of clothes,will be allowed 15 minutes for such purpose.

23.6 Rest and recline

Employees on night shift will be permitted between the hours of 11.00 pm and 7.00 am to recline and sleep only when there is no work to be performed by them.

23.7 Emergency roster

(a) Employees may be required to work an emergency roster to cover protracted major fires or incidents.

(b) The following general conditions will apply:

(i) the hours of duty will be 12 hours on and 12 hours off ;

(ii) all travelling time to be deemed as on duty ;

(iv) any hours calculated to be in excess of the normal weekly average will be paid at overtime rates ;

(vi) employees will be reimbursed for the cost of meals and accommodation. This provision will not apply if meals and accommodation are provided by the employer.

24. Breaks—public sector employees and private sector shiftworkers

24.1 This clause applies to public sector employers and their employees and to private sector employers in respect of employees who are shiftworkers.

24.2 Employees will be allowed a one hour paid meal break during each shift and will remain on duty.

24.3 Subject to operational requirements,meal breaks will be taken at regular times and will be commenced within five hours of commencing duty.

24.4 An employee working overtime will be allowed a paid rest period of 20 minutes after each four hours worked,if the employee continues to work after the rest break.

24.5 Employees performing fire duty continuously for a period of three hours or more are entitled to a paid 30 minute crib break.

25. Breaks—private sector day workers

[Varied by PR993429]

25.1 This clause applies to private sector employers and their employees who are day workers.

25.2 An employee working overtime will be allowed a paid rest period of 20 minutes after each four hours worked,if the employee continues to work after the rest break.

25.3 Employees performing fire duty continuously for a period of three hours or more are entitled to a paid 30 minute crib break.

[25.4 varied by PR993429 ppc 9Feb10]

25.4 Employees will be provided with an unpaid meal break of a minimum of half an hour to be taken between 12.00 noon and 2.00 pm. If an employee is directed to remain at the normal place of employment such meal break will be paid.

25.5 Employees will be allowed a paid morning and afternoon tea break of 10 minutes each.

26. Overtime

[Varied by PR584101,PR587553]

26.1 Overtime—public sector

[26.1 substituted by PR587553 ppc 15Nov16]

(a) Shiftworkers

(i) A shiftworker working a 10/14 roster or a Fire Service Communications Controller required to work in excess of a rostered shift or for more than four shifts in any one week will be paid for such additional time as overtime.

(ii) Subject to clause 26.1(a)(i),all time worked in excess of the daily or weekly ordinary hours of work is overtime and will be paid for at the rate of double time.

(iii) The rate used for the purpose of calculating overtime payments is 130% of the minimum weekly wage:38 hours for employees in clause 15—Minimum wages—public sector.

(iv) Overtime will be calculated to the nearest quarter of an hour.

(v) To remove doubt,no additional payment is made to an employee in respect of the average of two hours a week of overtime incorporated in minimum weekly rate payable to the employee.

(b) Day workers

All time worked in excess of the daily or weekly ordinary hours of work is overtime and will be paid for at the rate of double time save that any overtime worked on a public holiday will be paid at the rate of double time and half.

26.2 Overtime—private sector

(a) Shiftworkers

(i) A shiftworker working a 10/14 roster required to work in excess of a rostered shift or for more than four shifts in any one week will be paid for such additional time at a rate of double time based on 130% of the minimum weekly wage in clause 16—Minimum wages—private sector.

(ii) A shiftworker,other than a shiftworker working a 10/14 roster,required to work overtime will be paid for such additional time at a rate of double time based on 130% of the minimum weekly wage in clause 16—Minimum wages—private sector.

(b) Day workers

[26.2(c) deleted by PR584101 ppc 22Aug16]

[26.2(d) renumbered as 26.2(c) by PR584101 ppc 22Aug16]

(c) Overtime will be calculated to the nearest quarter of an hour.

26.3 Recall to duty

(a) An employee off duty,who is recalled to duty,will be paid a minimum of four hours at the applicable overtime rate in clause 27.1 or clause 27.2 as the case may be,provided that if the work to be done is completed within four hours,the employee need not stay for the full four hours.

(b) An employee recalled to duty will be paid travelling time,at ordinary rates,except on Sundays and public holidays when time and a half rates apply. In addition,a payment per kilometre will be made in respect of the distance travelled from home to work and return at the rate for vehicles specified in clause 17.4.

26.4 Retention

(a) An employee on shiftwork who is retained on duty,at the conclusion of a rostered shift for 60 minutes or more,excluding shower and change time,and who has not been given at least 24 hours’prior notice will be paid a minimum of four hours at double time,provided that if the work to be done is completed within four hours,the employee need not stay for the full four hours.

(b) An employee retained on duty after a night shift,will be entitled to eight consecutive hours off duty,without loss of pay for ordinary working time.

26.5 Time off instead of payment for overtime

[26.5 inserted by PR584101 ppc 22Aug16]

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

(b) Any amount of overtime that has been worked by an employee in a particular pay period and that is to be taken as time off instead of the employee being paid for it must be the subject of a separate agreement under clause 26.5.

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

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

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

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

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

Note:An example of the type of agreement required by this clause is set out at Schedule F. There is no requirement to use the form of agreement set out at Schedule F. An agreement under clause 26.5 can also be made by an exchange of emails between the employee and employer,or by other electronic means.

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

EXAMPLE:By making an agreement under clause 26.5 an employee who worked 2 overtime hours is entitled to 2 hours’time off.

(e) Time off must be taken:

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

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

(f) If the employee requests at any time,to be paid for overtime covered by an agreement under clause 26.5 but not taken as time off,the employer must pay the employee for the overtime,in the next pay period following the request,at the overtime rate applicable to the overtime when worked.

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

(h) The employer must keep a copy of any agreement under clause 26.5 as an employee record.

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

(j) An employee may,under section 65 of the Act,request to take time off,at a time or times specified in the request or to be subsequently agreed by the employer and the employee,instead of being paid for overtime worked by the employee. If the employer agrees to the request then clause 26.5 will apply,including the requirement for separate written agreements under paragraph (b) for overtime that has been worked.

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

(k) If,on the termination of the employee’s employment,time off for overtime worked by the employee to which clause 26.5 applies has not been taken,the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.

Note:Under section 345(1) of the Act,a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 26.5.

27. Penalty rates

[Varied by PR587553]

[27.1 varied by PR587553 ppc 15Nov16]

27.1 Employees who are employed as shiftworkers will receive a shift loading of 30% in addition to their classification rate of pay. For full-time public sector employees,including those who work a 10/14 roster,this loading is built into their minimum weekly wage specified in clause 15—Minimum wages—public sector.

[27.2 varied by PR587553 ppc 15Nov16]

27.2 Clause 27.2 applies to private sector day workers only.

(a) An employee required to perform ordinary hours of work on a Saturday other than a public holiday will be paid an allowance at the rate of 50% of their hourly rate for each hour worked.

(b) An employee required to perform ordinary hours of work on a Sunday other than a public holiday will be paid an allowance at the rate of 100% of their hourly rate for each hour worked.

(c) An employee required to perform ordinary hours of work on a public holiday will be paid an allowance at the rate of 150% of their hourly rate for each hour worked.

(d) Not later than two weeks after a public holiday an employee may elect to be paid at the rate of 50% of their hourly rate for each hour of rostered ordinary work performed on that day and granted one day’s leave instead of the public holiday.

(e) An employee whose rostered day off falls on a public holiday will be granted one day’s leave instead of the public holiday.

(f) An employee who is rostered to perform ordinary hours of work on a public holiday,but is granted leave in respect of that day,will be granted one day’s leave instead of such public holiday,except where the public holiday occurs during a period of leave without pay.

Part 6—Leave and Public Holidays

28. Annual leave

29. Personal/carer’s leave and compassionate leave

30. Community service leave

31. Parental leave

32. Public holidays

33. Leave to deal with Family and Domestic Violence

28. Annual leave

[Varied by PR567235,PR583002,PR587553]

28.1 Annual leave is provided for in the NES. This clause supplements the NES provisions.

28.2 Shiftworkers for the purposes of the NES

[28.2 substituted by PR567235 ppc 27May15]

For the purpose of s.87(1)(b) of the Act,a shiftworker is an employee:

(a) who works a roster and who,over the roster cycle,may be rostered to work ordinary shifts on any of the seven days of the week;and

(b) who is regularly rostered to work on Sundays and public holidays.

28.3 10/14 roster employees

[28.3(a) substituted by PR587553 ppc 15Nov16]

(a) Notwithstanding clause 28.2,a full-time employee working the 10/14 roster and other full-time employees of public sector employers will be entitled to 65.06 days annual leave per annum inclusive of the NES. Part-time employees working the 10/14 roster will be entitled to annual leave on a pro rata basis of 65.06 days annual leave per annum inclusive of the NES. Such leave is to be taken on the following basis:

(i) for full-time employees subject to the 10/14 roster,such leave will be taken in periods of 28 calendar days within alternating periods of 20 weeks and 24 weeks;and

(ii) for other employees not subject to the 10/14 roster and for part-time employees,such leave will be taken within periods as reasonably prescribed by the employer. These employees will be required to take any public holiday on the date reasonably prescribed.

(b) Where an employee leaves their employment they will be entitled to pro rata payment instead of the annual leave provided in this clause for such broken periods of service calculated on the basis of 21.67% of the ordinary wage payment received by the employee during such period.

28.4 Annual leave in advance

[28.4 inserted by PR583002 ppc 29Jul16]

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

(b) An agreement must:

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

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

Note:An example of the type of agreement required by clause 28.4 is set out at Schedule D. There is no requirement to use the form of agreement set out at Schedule D.

(c) The employer must keep a copy of any agreement under clause 28.4 as an employee record.

(d) If,on the termination of the employee’s employment,the employee has not accrued an entitlement to all of a period of paid annual leave already taken in accordance with an agreement under clause 28.4,the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.

28.5 Cashing out of annual leave

[28.5 inserted by PR583002 ppc 29Jul16]

(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 28.5.

(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 28.5.

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

(d) An agreement under clause 28.5 must state:

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

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

(e) An agreement under clause 28.5 must be signed by the employer and employee and,if the employee is under 18 years of age,by the employee’s parent or guardian.

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

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

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

(i) The employer must keep a copy of any agreement under clause 28.5 as an employee record.

Note 1:Under section 344 of the Fair Work Act,an employer must not exert undue influence or undue pressure on an employee to make,or not make,an agreement under clause 28.5.

Note 2:Under section 345(1) of the Fair Work Act,a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 28.5.

Note 3:An example of the type of agreement required by clause 28.5 is set out at Schedule E. There is no requirement to use the form of agreement set out at Schedule E.

28.6 Excessive leave accruals:general provision

[28.6 inserted by PR583002 ppc 29Jul16]

Note:Clauses 28.6 to 28.8 contain provisions,additional to the National Employment Standards,about the taking of paid annual leave as a way of dealing with the accrual of excessive paid annual leave. See Part 2.2,Division 6 of the Fair Work Act.

(a) An employee has an excessive leave accrual if the employee has accrued more than 130 days’paid annual leave.

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

(c) Clause 28.7 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.

(d) Clause 28.8 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.

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

[28.7 inserted by PR583002 ppc 29Jul16]

(a) If an employer has genuinely tried to reach agreement with an employee under clause 28.6(b) but agreement is not reached (including because the employee refuses to confer),the employer may direct the employee in writing to take one or more periods of paid annual leave.

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

(i) is of no effect if it would result at any time in the employee’s remaining accrued entitlement to paid annual leave being less than 6 weeks when any other paid annual leave arrangements (whether made under clause 28.6,28.7 or 28.8 or otherwise agreed by the employer and employee) are taken into account;and

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

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

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

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

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

Note 1:Paid annual leave arising from a request mentioned in paragraph (d) may result in the direction ceasing to have effect. See clause 28.7(b)(i).

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

28.8 Excessive leave accruals:request by employee for leave

[28.8 inserted by PR583002 ppc 29Jul16;substituted by PR583002 ppc 29Jul17]

(a) If an employee has genuinely tried to reach agreement with an employer under clause 28.6(b) but agreement is not reached (including because the employer refuses to confer),the employee may give a written notice to the employer requesting to take one or more periods of paid annual leave.

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

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

(ii) the employee has not been given a direction under clause 28.7(a) that,when any other paid annual leave arrangements (whether made under clause 28.6,28.7 or 28.8 or otherwise agreed by the employer and employee) are taken into account,would eliminate the employee’s excessive leave accrual.

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

(i) if granted,result in the employee’s remaining accrued entitlement to paid annual leave being at any time less than 6 weeks when any other paid annual leave arrangements (whether made under clause 28.6,28.7 or 28.8 or otherwise agreed by the employer and employee) are taken into account;or

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

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

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

(d) An employee is not entitled to request by a notice under paragraph (a) more than 130 days’paid annual leave in any period of 12 months.

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

29. Personal/carer’s leave and compassionate leave

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

30. Community service leave

Community service leave is provided for in the NES.

31. Parental leave

31.1 The entitlement to parental leave is set out in the NES.

31.2 The NES is supplemented by maintaining an entitlement to payment,in relation to maternity leave,adoption leave or paternity leave for employees in the classifications under this award who were entitled to payment for maternity leave,adoption leave or paternity leave in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth);

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

(b) that would have entitled the employee to paid maternity leave,adoption leave or paternity leave.

32. Public holidays

32.1 Public holidays are provided for in the NES. This clause provides industry specific detail.

32.2 For employees working the 10/14 roster and for other employees of a public sector employer public holidays,including the NES entitlement,are accounted for in the aggregate annual leave provided for in clause 28.2 and the employee has no separate entitlement to public holidays whether pursuant to the NES or under this award.

32.3 Substitution of public holidays

An employee,other than an employee working a 10/14 roster,by agreement with the employer,may substitute another day for any public holiday.

33. Leave to deal with Family and Domestic Violence

[33 inserted by PR609445 ppc 01Aug18]

33.1 This clause applies to all employees,including casuals.

33.2 Definitions

(a) In this clause:

family and domestic violence means violent,threatening or other abusive behaviour by a family member of an employee that seeks to coerce or control the employee and that causes them harm or to be fearful.

family member means:

(i) a spouse,de facto partner,child,parent,grandparent,grandchild or sibling of the employee;or

(ii) a child,parent,grandparent,grandchild or sibling of a spouse or de facto partner of the employee;or

(iii) a person related to the employee according to Aboriginal or Torres Strait Islander kinship rules.

(b) A reference to a spouse or de facto partner in the definition of family member in clause 33.2(a) includes a former spouse or de facto partner.

33.3 Entitlement to unpaid leave

An employee is entitled to 5 days’unpaid leave to deal with family and domestic violence,as follows:

(a) the leave is available in full at the start of each 12 month period of the employee’s employment;and

(b) the leave does not accumulate from year to year;and

(c) is available in full to part-time and casual employees.

Note:1. A period of leave to deal with family and domestic violence may be less than a day by agreement between the employee and the employer.

2. The employer and employee may agree that the employee may take more than 5 days’unpaid leave to deal with family and domestic violence.

33.4 Taking unpaid leave

An employee may take unpaid leave to deal with family and domestic violence if the employee:

(a) is experiencing family and domestic violence;and

(b) needs to do something to deal with the impact of the family and domestic violence and it is impractical for the employee to do that thing outside their ordinary hours of work.

Note:The reasons for which an employee may take leave include making arrangements for their safety or the safety of a family member (including relocation),attending urgent court hearings,or accessing police services.

33.5 Service and continuity

The time an employee is on unpaid leave to deal with family and domestic violence does not count as service but does not break the employee’s continuity of service.

33.6 Notice and evidence requirements

(a) Notice

An employee must give their employer notice of the taking of leave by the employee under clause 33. The notice:

(i) must be given to the employer as soon as practicable (which may be a time after the leave has started);and

(ii) must advise the employer of the period,or expected period,of the leave.

(b) Evidence

An employee who has given their employer notice of the taking of leave under clause 33 must,if required by the employer,give the employer evidence that would satisfy a reasonable person that the leave is taken for the purpose specified in clause 33.4.

Note:Depending on the circumstances such evidence may include a document issued by the police service,a court or a family violence support service,or a statutory declaration.

33.7 Confidentiality

(a) Employers must take steps to ensure information concerning any notice an employee has given,or evidence an employee has provided under clause 33.6 is treated confidentially,as far as it is reasonably practicable to do so.

(b) Nothing in clause 33 prevents an employer from disclosing information provided by an employee if the disclosure is required by an Australian law or is necessary to protect the life,health or safety of the employee or another person.

Note:Information concerning an employee’s experience of family and domestic violence is sensitive and if mishandled can have adverse consequences for the employee. Employers should consult with such employees regarding the handling of this information.

33.8 Compliance

An employee is not entitled to take leave under clause 33 unless the employee complies with clause 33.

Schedule A—Transitional Provisions

[Varied by PR503677]

A.1 General

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

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,

(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,

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

First full pay period on or after
1 July 2010	20%
1 July 2011	40%
1 July 2012	60%
1 July 2013	80%

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

A.8 Former Division 2B employers

[A.8 inserted by PR503677 ppc 01Jan11]

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

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

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

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

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

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

Schedule B—Classifications

[Varied by PR993429,PR994509]

B.1.1 Recruit means a probationary employee,who is undertaking the fire fighting recruit training course.

B.1.2 Firefighter Level 1 means an employee who has successfully completed the recruit training course.

B.1.3 Firefighter Level 2 means an employee who has completed 12 months’service and has successfully completed all Firefighter Level 1 modules.

B.1.4 Firefighter Level 3 means an employee who has completed 24 months’service and has successfully completed all Firefighter Level 2 modules.

B.1.5 Qualified Firefighter means an employee who has completed a minimum of 36 months’service and possesses the Certificate of Proficiency.

[B.1.6 inserted by PR993429 ppc 9Feb10;varied by PR994509 from 01Jan10]

B.1.6 Leading Firefighter means an employee who has a minimum of 48 months’service and has been appointed by the employer to Leading Firefighter.

B.1.7 Station Officer means an employee who has completed a minimum of five years service,with at least one year as Qualified Firefighter,and who is appointed as a Station Officer.

[B.1.7 renumbered as B.1.8 by PR993429 ppc 9Feb10]

B.1.8 Senior Station Officer means an employee who has completed a minimum of two years’service as a Station Officer and has completed the Advanced Certificate and who is appointed as a Senior Station Officer.

[B.1.8 renumbered as B.1.9 by PR993429 ppc 9Feb10]

B.1.9 Fire Service Communications Controller means an employee engaged by a public sector fire service employer as such to ensure that the employer’s workplace is provided with a high standard of communications to allow the service to operate in the most efficient and effective manner,in accordance with relevant standard operating procedures.

Schedule C—Part-day Public Holidays

[Sched C inserted by PR532630 ppc 23Nov12;renamed and varied by PR544519 ppc 21Nov13;renamed and varied by PR557581,PR573679,PR580863,PR598110,PR701683 ppc 21Nov18]

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

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

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

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

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

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

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

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

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

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

Schedule D—Agreement to Take Annual Leave in Advance

[Sched D inserted by PR583002 ppc 29Jul16]

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

Name of employee:_____________________________________________

Name of employer:_____________________________________________

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

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

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

Signature of employee:________________________________________

Date signed:___/___/20___

Name of employer representative:________________________________________

Signature of employer representative:________________________________________

Date signed:___/___/20___

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

I agree that:

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

Name of parent/guardian:________________________________________

Signature of parent/guardian:________________________________________

Date signed:___/___/20___

Schedule E—Agreement to Cash Out Annual Leave

[Sched E inserted by PR583002 ppc 29Jul16]

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

Name of employee:_____________________________________________

Name of employer:_____________________________________________

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

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

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

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

Signature of employee:________________________________________

Date signed:___/___/20___

Name of employer representative:________________________________________

Signature of employer representative:________________________________________

Date signed:___/___/20___

Include if the employee is under 18 years of age:

Name of parent/guardian:________________________________________

Signature of parent/guardian:________________________________________

Date signed:___/___/20___

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

[Sched F inserted by PR584101 ppc 22Aug16]

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

Name of employee:_____________________________________________

Name of employer:_____________________________________________

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

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

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

Amount of overtime worked:_______ hours and ______ minutes

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

Signature of employee:________________________________________

Date signed:___/___/20___

Name of employer representative:________________________________________

Signature of employer representative:________________________________________

Date signed:___/___/20___

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Code:

MA000111

Title:

Fire Fighting Industry Award 2020

Effective:

15 Mar 2023

Instrument Type:

Modern Award

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Fire Fighting Industry Award 2020

MA000111 - 16 Nov 2015

Fire Fighting Industry Award 2020

MA000111 - 18 Jun 2015

Fire Fighting Industry Award 2020

MA000111 - 5 Mar 2015

Fire Fighting Industry Award 2020

MA000111 - 12 Nov 2014

Fire Fighting Industry Award 2020

MA000111 - 19 Jun 2014

Fire Fighting Industry Award 2020

MA000111 - 30 Dec 2013

Fire Fighting Industry Award 2020

MA000111 - 4 Dec 2013

Fire Fighting Industry Award 2020

MA000111 - 13 Nov 2013

Fire Fighting Industry Award 2020

MA000111 - 20 Jun 2013

Fire Fighting Industry Award 2020

MA000111 - 21 Dec 2012

Fire Fighting Industry Award 2020

MA000111 - 19 Jun 2012

Fire Fighting Industry Award 2020

MA000111 - 21 Jun 2011

Fire Fighting Industry Award 2020

MA000111 - 6 Dec 2010

Fire Fighting Industry Award 2020

MA000111 - 21 Jun 2010

Fire Fighting Industry Award 2020

MA000111 - 4 Jun 2010

Fire Fighting Industry Award 2020

MA000111 - 19 Mar 2010

Fire Fighting Industry Award 2020

MA000111 - 9 Feb 2010

Fire Fighting Industry Award 2020

MA000111 - 4 Dec 2009

Fire Fighting Industry Award 2020

Decisions

(11)

PR594111 - Decision - 06 Jul 2017

6 Jul 2017

PR593686 - Decision - 09 Jun 2017

9 Jun 2017

PR579616 - Decision - 20 June 2016

1 Jul 2016

PR573679 - Decision - 16 Nov 2015

16 Nov 2015

MA000111 - Decision - 05 Mar 2015

5 Mar 2015

MA000111 - Decision - 12 Nov 2014

12 Nov 2014

MA000111 - Decision - 24 Dec 2013

24 Dec 2013

MA000111 - Decision - 13 Nov 2013

13 Nov 2013

MA000111 - Decision - 17 Oct 2012

17 Oct 2012

MA000111 - Decision - 04 Jun 2010

4 Jun 2010

MA000111 - Decision - 09 Feb 2010

9 Feb 2010

Histories

(1)

MA000111H

15 Nov 2016

Variations

(39)

PR750863 - Variation - 10 Mar 2023

10 Mar 2023

PR750467 - Variation - 10 Mar 2023

10 Mar 2023

PR747466 - Variation - 04 Nov 2022

4 Nov 2022

PR743719 - Variation - 13 Jul 2022

13 Jul 2022

PR740960 - Variation - 28 Jun 2022

28 Jun 2022

PR740797 - Variation - 28 Jun 2022

28 Jun 2022

PR719213 - Variation - 12 May 2020

12 May 2020

PR714190 - Variation - 06 Mar 2020

6 Mar 2020

PR715122 - Variation - 19 Dec 2019

19 Dec 2019

PR707530 - Variation - 20 Jun 2019

20 Jun 2019

PR707756 - Variation - 20 Jun 2019

20 Jun 2019

PR706949 - Variation - 18 Apr 2019

18 Apr 2019

PR704142 - Variation - 04 Feb 2019

4 Feb 2019

PR701514 - Variation - 21 Nov 2018

21 Nov 2018

PR610277 - Variation - 26 Oct 2018

26 Oct 2018

PR610146 - Variation - 16 Oct 2018

16 Oct 2018

PR609445 - Variation - 27 Jul 2018

27 Jul 2018

PR606437 - Variation - 20 Jun 2018

20 Jun 2018

PR606587 - Variation - 20 Jun 2018

20 Jun 2018

PR592213 - Variation - 21 Jun 2017

21 Jun 2017

PR592364 - Variation - 21 Jun 2017

21 Jun 2017

PR587553 - Variation - 15 Nov 2016

15 Nov 2016

PR584101 - Variation - 22 Aug 2016

22 Aug 2016

PR583002 - Variation - 29 Jul 2016

29 Jul 2016

PR579902 - Variation - 20 Jun 2016

1 Jul 2016

MA000111 - Variation - 18 Jun 2015

18 Jun 2015

MA000111 - Variation - 27 May 2015

27 May 2015

MA000111 - Variation - 19 Jun 2014

19 Jun 2014

MA000111 - Variation - 30 Dec 2013

30 Dec 2013

MA000111 - Variation - 04 Dec 2013

4 Dec 2013

MA000111 - Variation - 01 Jul 2013

1 Jul 2013

MA000111 - Variation - 19 Jun 2012

19 Jun 2012

MA000111 - Variation - 18 Jun 2012

18 Jun 2012

MA000111 - Variation - 01 Jul 2011

1 Jul 2011

MA000111 - Variation - 01 Jan 2011

1 Jan 2011

MA000111 - Variation - 01 Jul 2010

1 Jul 2010

MA000111 - Variation - 09 Feb 2010

9 Feb 2010

MA000111 - Variation - 01 Jan 2010

1 Jan 2010

MA000111 - Variation - 04 Dec 2009

4 Dec 2009

Related Information

Summaries

(10+)

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2022

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2021

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2020

MAG - MA000111 Fire Fighting Industry Award

4 May 2020

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2019

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2018

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2017

MAG - MA000111 Fire Fighting Industry Award

15 Nov 2016

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2016

MAG - MA000111 Fire Fighting Industry Award

1 Jul 2015

More...