2012 Healthcare Practice Awards Effective of 21 June 2012

2012 Healthcare Practice Awards

Click on the attached links for the relevant Awards

1. The Medical Practitioners Award 2010 effective 21 June 2012

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2. The Nurses Award 2010 effective 21 June 2012 R-02 3. Health Professionals and Support Staff Award 2010 effective 21 June 2012 R-03

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Š Health and Life, 2012

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Medical Practitioners Award 2010 R-01

The above award was first made on 3 April 2009 [PR986372] This consolidated version of the award includes variations made on 11 September 2009 [PR988399]; 26 March 2010 [PR994544]; 4 June 2010 [PR997772]; 21 June 2010 [PR997961]; 21 June 2010 [PR998165];6 December 2010 [PR503640]; 20 June 2011 [PR509062]; 21 June 2011 [PR509184]; 18 June 2012 [PR522893]; 19 June 2012 [PR523014]

Applications for Review of award: AM2012/18; AM2012/134; AM2012/221

NOTE: Transitional provisions may apply to certain clauses – see clause 2

Table of Contents [Varied by PR988399]

Part 1— Application and Operation ...................................................................................... 3 1.

Title .............................................................................................................................. 3

2.

Commencement and transitional .................................................................................. 3

3.

Definitions and interpretation ...................................................................................... 3

4.

Coverage ...................................................................................................................... 5

5.

Access to the award and the National Employment Standards .................................... 6

6.

The National Employment Standards and this award .................................................. 6

7.

Award flexibility .......................................................................................................... 6

Part 2— Consultation and Dispute Resolution...................................................................... 7 8.

Consultation regarding major workplace change ......................................................... 7

9.

Dispute resolution ........................................................................................................ 8

Part 3— Types of Employment and Termination of Employment ..................................... 9 10.

Types of employment................................................................................................... 9

11.

Termination of employment....................................................................................... 10

12.

Redundancy ................................................................................................................ 10

Part 4— Minimum Wages and Related Matters ................................................................. 12 13.

Classification definitions............................................................................................ 12

14.

Minimum annual salaries ........................................................................................... 12

15.

Progression through pay points .................................................................................. 14

16.

Allowances ................................................................................................................. 15 MA000031

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Medical Practitioners Award 2010

17.

District allowances ..................................................................................................... 17

18.

Accident pay .............................................................................................................. 17

19.

Superannuation........................................................................................................... 18

Part 5— Hours of Work and Related Matters .................................................................... 19 20.

Ordinary hours of work .............................................................................................. 19

21.

Span of hours ............................................................................................................. 20

22.

Rest period between periods of duty—Community Medical Practitioners ............... 20

23.

Saturday and Sunday work ........................................................................................ 20

24.

Overtime penalty rates ............................................................................................... 20

25.

Shiftwork .................................................................................................................... 21

26.

Rostering .................................................................................................................... 22

27.

Higher duties allowance ............................................................................................. 23

Part 6— Leave and Public Holidays ..................................................................................... 24 28.

Annual leave .............................................................................................................. 24

29.

Public holidays ........................................................................................................... 24

30.

Personal/carer’s leave and compassionate leave ........................................................ 24

31.

Community service leave ........................................................................................... 24

Schedule A —Classification Definitions ............................................................................... 25

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Medical Practitioners Award 2010

Part 1—Application and Operation 1.

Title

This award is the Medical Practitioners Award 2010.

2.

Commencement and transitional

[Varied by PR988399]

2.1

This award commences on 1 January 2010.

2.2

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

2.3

This award contains transitional arrangements which specify when particular parts of the award come into effect.

2.4

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

2.5

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

2.6

Fair Work Australia may review the transitional arrangements:

3.

(a)

on its own initiative; or

(b)

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

(c)

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

(d)

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

Definitions and interpretation

[Varied by PR994544, PR997772, PR503640]

3.1

In this award, unless the contrary intention appears:

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Medical Practitioners Award 2010 [Definition of Act substituted by PR994544 from 01Jan10]

Act means the Fair Work Act 2009 (Cth) [Definition of agreement-based transitional instrument inserted by PR994544 from 01Jan10]

agreement-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of award-based transitional instrument inserted by PR994544 from 01Jan10]

award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of Commission deleted by PR994544 from 01Jan10]

daily rate means the employee’s minimum annual salary for the class of work performed divided by 260 [Definition of Division 2B State award inserted by PR503640 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 PR503640 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) doctor in training means an Intern, Resident Medical Practitioner, Registrar or Senior Registrar [Definition of employee substituted by PR994544, PR997772 from 01Jan10]

employee means national system employee within the meaning of the Act [Definition of employer substituted by PR994544, PR997772 from 01Jan10]

employer means national system employer within the meaning of the Act [Definition of enterprise award deleted by PR994544 from 01Jan10] [Definition of enterprise award-based instrument inserted by PR994544 from 01Jan10]

enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of enterprise NAPSA deleted by PR994544 from 01Jan10]

medical practitioner means a person who is employed as a medical practitioner in hospitals, hospices, benevolent homes, day procedure centres, aboriginal health services, community health centres, the Red Cross Blood Service, the South Australian Institute of Medical and Veterinary Science, the Victorian Cytology Service or the Victorian Institute of Forensic Medicine medical practitioner—non specialist means a Career Medical Practitioner, Senior Career Medical Practitioner or Community Medical Practitioner

4

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Medical Practitioners Award 2010 [Definition of NAPSA deleted by PR994544 from 01Jan10] [Definition of NES substituted by PR994544 from 01Jan10]

NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth) [Definition of on-hire inserted by PR994544 from 01Jan10]

on-hire means the on-hire of an employee by their employer to a client, where such employee works under the general guidance and instruction of the client or a representative of the client senior doctor means a Specialist, Senior Specialist, Principal Specialist, Senior Principal Specialist, Deputy Director of Medical Services or Director of Medical Services standard rate means the annual minimum salary for a Senior Specialist—Pay point 1 in clause 14.9 [Definition of transitional minimum wage instrument inserted by PR994544 from 01Jan10]

transitional minimum wage instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) weekly rate means the employee’s minimum annual salary for the class of work performed divided by 52 3.2

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

4.

Coverage

[Varied by PR994544] [4.1 varied by PR994544 from 01Jan10]

4.1

This occupational award covers employers of medical practitioners throughout Australia in the classifications listed in clause 14—Minimum annual salaries to the exclusion of any other modern award.

4.2

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

[4.3 substituted by PR994544 from 01Jan10]

4.3

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

[New 4.4 inserted by PR994544 from 01Jan10]

4.4

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

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Medical Practitioners Award 2010 [New 4.5 inserted by PR994544 from 01Jan10]

4.5

This award covers any employer which supplies on-hire employees in classifications set out in clause 14 and those on-hire employees, if the employer is not covered by another modern award containing a classification which is more appropriate to the work performed by the employee. This subclause operates subject to the exclusions from coverage in this award.

[4.4 renumbered as 4.6 by PR994544 from 01Jan10]

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.

5.

Access to the award and the National Employment Standards

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

6.

The National Employment Standards and this award

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

6

7.

Award flexibility

7.1

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

arrangements for when work is performed;

(b)

overtime rates;

(c)

penalty rates;

(d)

allowances; and

(e)

leave loading.

7.2

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

7.3

The agreement between the employer and the individual employee must: (a)

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

(b)

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

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Medical Practitioners Award 2010

7.4

The agreement between the employer and the individual employee must also: (a)

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

(b)

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

(c)

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

(d)

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

(e)

state the date the agreement commences to operate.

7.5

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

7.6

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

7.7

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

7.8

The agreement may be terminated:

7.9

(a)

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

(b)

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

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

Part 2—Consultation and Dispute Resolution 8.

Consultation regarding major workplace change

8.1

Employer to notify (a)

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

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Medical Practitioners Award 2010

(b)

8.2

9.

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

Employer to discuss change (a)

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

(b)

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

(c)

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

Dispute resolution

[Varied by PR994544]

9.1

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

[9.2 varied by PR994544 from 01Jan10]

9.2

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

[9.3 varied by PR994544 from 01Jan10]

9.3

8

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

MA000031

Medical Practitioners Award 2010 [9.4 varied by PR994544 from 01Jan10]

9.4

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

9.5

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

9.6

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

Part 3—Types of Employment and Termination of Employment 10.

Types of employment

10.1

Employment categories (a)

Employees under this award will be employed in any one of the following categories: (i)

full-time;

(ii)

part-time; or

(iii) casual.

10.2

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

10.3

Part-time employment A part-time employee is an employee who is engaged to work less than the full-time hours on a reasonably predictable basis. A part-time employee is entitled, on a pro rata basis, to the equivalent pay and conditions of a full-time employee.

10.4

Casual employment (a)

A casual employee is an employee who is engaged as such and is paid on an hourly basis.

(b)

A casual employee will be paid per hour worked at the rate of 1/38th of the weekly salary prescribed for the class of work performed. In addition, a loading of 25% of that rate will be paid.

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Medical Practitioners Award 2010

11.

Termination of employment

11.1

Notice of termination is provided for in the NES.

11.2

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

11.3

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

12.

Redundancy

[Varied by PR994544, PR503640]

12.1

Redundancy pay is provided for in the NES.

12.2

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.

12.3

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.

12.4

10

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, MA000031

Medical Practitioners Award 2010

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) 12.5

This entitlement applies instead of clause 11.3.

Transitional provisions – NAPSA employees

[12.5 renamed by PR503640 ppc 01Jan11] [12.5(a) substituted by PR994544 from 01Jan10]

(a)

Subject to clause 12.5(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a notional agreement preserving a State award: (i)

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

(ii)

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

[12.5(b) substituted by PR994544 from 01Jan10]

12.6

(b)

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

(c)

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

(d)

Clause 12.5 ceases to operate on 31 December 2014.

Transitional provisions – Division 2B State employees

[12.6 inserted by PR503640 ppc 01Jan11]

(a)

Subject to clause 12.6(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a Division 2B State award: (i)

that would have applied to the employee immediately prior to 1 January 2011, if the employee had at that time been in their current circumstances of employment and no Division 2B State employment agreement or enterprise agreement had applied to the employee; and

(ii)

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

(b)

The employee’s entitlement to redundancy pay under the Division 2B State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay, if any, under the NES.

(c)

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

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Medical Practitioners Award 2010

(d)

Clause 12.6 ceases to operate on 31 December 2014.

Part 4—Minimum Wages and Related Matters 13.

Classification definitions

The classification definitions are contained in Schedule A—Classification Definitions.

Employers must advise their employees in writing of their classification upon commencement and of any subsequent changes to their classification.

14.

Minimum annual salaries

[Varied by PR994544, PR997961, PR509062, PR522893]

14.1

Intern minimum annual salary

[14.1 varied by PR997961, PR509062, PR522893 ppc 01Jul12]

An Intern will be paid $41,912 per annum.

14.2

Resident Medical Practitioner

[14.2 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

14.3

Pay point 1

44,496

Pay point 2

46,289

Pay point 3

46,739

Registrar

[14.3 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

14.4

Pay point 1

50,630

Pay point 2

52,705

Pay point 3

55,109

Pay point 4

56,792

Senior Registrar

[14.4 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

12

Pay point 1

66,165

Pay point 2

68,775 MA000031

Medical Practitioners Award 2010

14.5

Career Medical Practitioner

[14.5 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

14.6

Pay point 1

66,845

Pay point 2

69,326

Pay point 3

70,702

Pay point 4

73,301

Senior Career Medical Practitioner

[14.6 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

14.7

Pay point 1

75,615

Pay point 2

78,020

Pay point 3

80,640

Pay point 4

83,093

Community Medical Practitioner

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[14.7 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

14.8

Pay point 1

66,831

Pay point 2

69,274

Pay point 3

71,511

Pay point 4

73,299

Pay point 5

75,603

Pay point 6

77,989

Pay point 7

80,600

Pay point 8

83,041

Specialist annual minimum salary

[14.7 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

A Specialist will be paid $76,676 per annum.

14.9

Senior Specialist

[14.9 varied by PR994544, PR997961, PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $ MA000031

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Medical Practitioners Award 2010

Pay points

Per annum $

14.10

Pay point 1

81,987

Pay point 2

84,803

Pay point 3

87,705

Pay point 4

93,921

Pay point 5

95,255

Principal Specialist annual minimum salary

[14.10 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

A Principal Specialist will be paid $97,197 per annum.

14.11

Senior Principal Specialist annual minimum salary

[14.11 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

A Senior Principal Specialist will be paid $100,638 per annum.

14.12

Deputy Director of Medical Services

[14.12 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

14.13

Pay point 1

67,720

Pay point 2

74,270

Pay point 3

81,987

Pay point 4

90,757

Director of Medical Services

[14.12 substituted by PR997961; varied by PR509062, PR522893 ppc 01Jul12]

Pay points

Per annum $

15.

Pay point 1

76,657

Pay point 2

84,763

Pay point 3

97,197

Pay point 4

105,136

Progression through pay points

Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point having regard to the acquisition and use of skills, or in the case of a part-time or casual employee, 1824 hours of similar experience.

14

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Medical Practitioners Award 2010

16.

Allowances

[Varied by PR994544, PR998165, PR509184, PR523014]

16.1

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.

[16.1(b) varied by PR994544 from 01Jan10]

(b)

16.2

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

Applicable Consumer Price Index figure

Vehicle allowance

Private motoring sub-group

Board and lodging

Domestic holiday travel and accommodation sub-group

Meal allowance

Take away and fast foods sub-group

Deduction for board and lodging

[16.2 varied by PR998165, PR523014 ppc 01Jul12]

Where the employer provides board and lodging, the annual minimum salaries prescribed in this award will be reduced by $53.99 per week.

16.3

Managerial allowance per annum for Senior Doctors only Levels

% of standard rate

Level 1

5.56

Level 2

13.02

Level 3

20.50

(a)

To be eligible for payment of this allowance, the additional management responsibilities will include direct line responsibility for a unit, department or service and involvement in a number of, but not necessarily all of the following:  cost centre management including budget preparation and management of

allocated budget;  participation in planning and policy development;  responsibility for the co-ordination of research, training or teaching

programs; or  membership and participation in senior executive management teams.

(b)

A Level 1 allowance is payable to Senior Doctors who satisfy the criteria in clause 16.3(a) and who are specifically required by the employer to undertake these additional managerial responsibilities. It is expected that a Senior Doctor MA000031

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Medical Practitioners Award 2010

receiving a Level 1 allowance will as a minimum perform human resource management responsibilities which include the direct supervision of staff, allocation of duties, approval of staff rosters, monitoring of hours worked and other performance management matters. It is also expected that a Senior Doctor receiving a Level 1 allowance will be responsible for ensuring that quality improvement and clinical governance activities are implemented.

16.4

(c)

A Level 2 allowance is payable to those Senior Doctors satisfying the criteria in clauses 16.3(a) and (b) who, in the assessment of the employer, have significant additional managerial responsibilities involving multiple units, services or departments.

(d)

A Level 3 allowance is payable to those Senior Doctors who, in addition to satisfying the criteria in clause 16.3(b), have a level of managerial responsibility deemed by the employer to require an allowance at the Level 3 rate. It is recognised that managerial responsibilities at this level may not involve the duties at a department or unit level outlined in clause 16.3(b).

Meal allowance

[16.4 varied by PR998165, PR509184, PR523014 ppc 01Jul12]

When an employee is rostered to work in excess of 10 continuous hours, the employee will be supplied with an adequate meal free of charge or will be paid $11.37 as a meal allowance. Provided that where the continuous period exceeds 15 hours, a further meal free of charge will be supplied or a further $11.37 as a meal allowance.

16.5

Telephone allowance Where the employer requires an employee to install and/or maintain a telephone for the purpose of being on call, the employer will refund the installation costs and the subsequent rental charges on production of receipted account(s).

16.6

Travelling, transport and fares

[16.6(a) varied by PR523014 ppc 01Jul12]

16

(a)

An employee required and authorised to use their own motor vehicle in the course of their duties will be paid an allowance of not less than $0.75 per kilometre.

(b)

When an employee is involved in travelling on duty, if the employer cannot provide the appropriate transport, all reasonably incurred expenses in respect to fares, meals and accommodation will be met by the employer on production of receipted account(s) or other evidence acceptable to the employer.

(c)

Provided further that the employee will not be entitled to reimbursement for expenses referred to in clause 16.6(b), which exceed the mode of transport, meals or the standard of accommodation agreed with the employer, for these purposes.

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Medical Practitioners Award 2010

17.

District allowances

[Varied by PR994544]

17.1

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

[17.1(a) substituted by PR994544 from 01Jan10]

17.2

(a)

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

(b)

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

Western Australia

[17.2 substituted by PR994544 from 01Jan10]

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

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

(b)

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

17.3

This clause ceases to operate on 31 December 2014.

18.

Accident pay

[Varied by PR994544, PR503640] [18.1 varied by PR994544; substituted by PR503640 ppc 01Jan11]

18.1

Subject to clause 18.2, an employee is entitled to accident pay in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006, a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or a Division 2B State award that would have applied to the employee immediately prior to 1 January 2011: (a)

if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument, enterprise agreement or Division 2B State employment agreement had applied to the employee; and

(b)

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

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Medical Practitioners Award 2010 [18.2 substituted by PR994544, PR503640 ppc 01Jan11]

18.2

The employee’s entitlement to accident pay under the award, the notional agreement preserving a State award or the Division 2B State award is limited to the amount of accident pay which exceeds the employee’s entitlement to accident pay, if any, under any other instrument.

18.3

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

18.4

This clause ceases to operate on 31 December 2014.

19.

Superannuation

[Varied by PR994544]

19.1

19.2

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.

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

19.3

18

Voluntary employee contributions (a)

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

(b)

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

(c)

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

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Medical Practitioners Award 2010

19.4

Superannuation fund

[19.4 varied by PR994544 from 01Jan10]

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

Health Super Fund; or

(b)

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

Part 5—Hours of Work and Related Matters 20.

Ordinary hours of work

20.1

The ordinary hours of work for an employee will be an average of 38 hours per week and may be worked by agreement between the employer and employee in one of the following ways:

20.2

(a)

over five days per week or over 19 days per four week period;

(b)

over 40 hours in any period of seven consecutive days or 80 hours in any period of 14 consecutive days; or

(c)

38 hours per week or 10 sessions per week over five days per week or, as agreed between the employee and the employer, averaged over four days per week or a longer roster period.

Senior Career Medical Practitioners, Career Medical Practitioners and Doctors in training The following provisions apply to these classifications: (a)

These medical practitioners will be free from ordinary hours of duty for not less than two days in each week or where this is not practicable, four days in each fortnight. Where practicable, the days off will be consecutive.

(b)

Additional rostered days off will be granted to the extent of one day per calendar month which may accumulate to a maximum of 12 days and which will be granted for periods ranging from one day to two weeks.

(c)

Upon termination of employment, any untaken rostered leave will be paid at the medical practitioner’s ordinary time rate.

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Medical Practitioners Award 2010

21.

Span of hours

21.1

The span of hours for full-time day work Medical Practitioners except Senior Doctors is 6.00 am to 6.00 pm Monday to Friday.

21.2

The span of hours for Senior Doctors is between 7.00 am and 6.00 pm Monday to Friday. Where normal duties are averaged over a roster period longer than one week, as provided for in clause 20.1, normal duties may be worked between Monday and Friday inclusive.

22.

Rest period between periods of duty—Community Medical Practitioners

Community Medical Practitioners will be allowed eight hours off duty between successive periods of duty.

23.

Saturday and Sunday work

Payment for all ordinary work performed between midnight Friday and midnight Sunday will be paid at the rate of time and a half.

24.

Overtime penalty rates

[Varied by PR994544]

24.1

24.2

20

Overtime rates (a)

For all Medical Practitioners, except Senior Doctors, hours worked in excess of 38 per week will be deemed overtime. Such hours between Monday and Saturday will be paid at the rate of time and a half for the first two hours and double time thereafter.

(b)

Overtime worked on a Sunday will be paid at the rate of double time.

(c)

Overtime worked on a public holiday will be paid at the rate of double time and a half.

(d)

A Doctor in training may elect, with the consent of the employer, to take time off instead of payment for overtime. Such time off instead will be taken at a mutually agreed time within four weeks of accrual and calculated on the basis of hour for hour worked. If time off instead is not taken with four weeks of accrual, it is to be paid out in accordance with clauses 24.1(a) to (c).

On call (a)

Medical Practitioners, except for Senior Doctors, required by the employer to be on call will be paid an allowance equal to 10% of their daily rate for each day on call.

(b)

Senior Doctors will be available for reasonable on call and recall duties.

Wherever practicable, on call rosters should align with rostered normal duties.

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Medical Practitioners Award 2010

(c)

24.3

Senior Doctors will remain on duty when patient needs require, notwithstanding the occurrence of normal meal breaks, conferences or the expiration of their normal hours and will be paid an allowance of 10% of their annual base salary. This allowance will be regarded as part of salary for all purposes, including leave entitlements and superannuation.

Recall When a Medical Practitioner is recalled for duty, they will be paid an amount equal to 1/38th of their weekly rate as payment for travelling time. In addition, payment for the time worked will be made at the rate of time and a half on weekdays and double time on weekends and public holidays with a minimum payment of three hours.

24.4

Sleepover arrangement—Doctors in training Where the employer requires a Doctor in training to sleepover, the following provisions will apply:

[24.4(a) varied by PR994544 from 01Jan10]

(a)

the employees will be entitled to an amount of 0.08% of the standard rate for each sleepover period. Payment will be deemed to provide compensation for the sleepover and also include compensation for all work necessarily undertaken by an employee up to a total of one hour duration;

(b)

any work performed by the Doctor in training in excess of one hour during their sleepover will attract the appropriate overtime payment as specified in clause 24.1; and

(c)

if, during the course of the sleepover, the Doctor in training is called to active duty more than five times, the entire period of the sleepover will be paid as active duty at the appropriate rate instead of the payment prescribed in clause 24.4(a) above.

25.

Shiftwork

25.1

A shiftworker is an employee who is regularly rostered to work their ordinary hours outside the ordinary hours of work of a day worker as defined in clause 21.1.

25.2

Payment of shift penalties (a)

(b)

Doctors in training (i)

A Doctor in training whose rostered hours of ordinary duty commence or end between the hours of 9.00 pm and 6.00 am will be paid an additional 2.5% of the weekly rate for each such occasion in addition to payment for the hours worked.

(ii)

For the purpose of this clause, the pay for the calculations will be based on the rate for first year of experience of each respective classification.

Career Medical Practitioners and Senior Career Medical Practitioners For ordinary hours worked between the following times, payment will be made at ordinary time plus the appropriate penalty: MA000031

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Medical Practitioners Award 2010

(i)

between 6.00 pm and midnight Monday to Friday—12.5%;

(ii)

between midnight and 8.00 am, midnight Sunday to midnight Friday— 25%;

(iii) between midnight Friday and midnight Saturday—50%; or (iv) between midnight Saturday and midnight Sunday—75%. (c)

Senior Doctors For ordinary hours worked between the following times, payment will be made at ordinary time plus the appropriate penalty: (i)

between 6.00 pm and midnight Monday to Friday—12.5%;

(ii)

between 7.00 am and midnight Saturday—50%;

(iii) between 7.00 am and midnight Sunday—75%; or (iv) all hours worked on public holidays—150%. (d)

Community Medical Practitioners For ordinary hours worked between the following times payment will be made at ordinary time plus the appropriate penalty: (i)

for any shift starting between 5.00 am and before 6.30 am and or finishing between 6.00 pm and before midnight—2.5%;

(ii)

for any shift or part of a shift which is rostered between midnight and 5.00 am—4%; or

(iii) for shifts permanently worked within the times set out in clause 25.2(d)(ii); permanently worked means any period in excess of four consecutive weeks—5%. (e)

25.3

Shift length—Doctors in training (a)

No shift will be less than eight hours in length on a week day or less than four hours in length on Saturday, Sunday or a public holiday.

(b)

No broken or split shifts will be worked.

(c)

All time worked in excess of 10 hours in any one shift will be paid as overtime.

26.

Rostering

26.1

Doctors in training (a)

22

Where duty performed attracts more than one penalty, only the higher penalty will apply. For the purposes of this clause, the term penalty will include overtime.

Doctors in training will be given at least two weeks’ notice of rosters to be worked in relation to ordinary hours. Where practicable, this will include additional (overtime) rostered hours, provided that the employer may change MA000031

Medical Practitioners Award 2010

the rosters without notice to meet any emergency situation. This clause will not apply to additional roster leave granted by the employer.

26.2

(b)

Time worked does not include breaks allowed and actually taken for meals.

(c)

Time worked means the time when the Doctor in training is required by the employer to be in attendance.

Senior Doctors (a)

Development of rosters The employer, when developing rosters, will ensure that: (i)

Senior Doctors will be consulted and regard will be given to any family, carer or other personal and professional concerns and responsibilities identified by the Senior Doctor to ensure, where practicable, that the Senior Doctor is not adversely affected and that alternative arrangements can be made if possible (e.g. change of childcare or outside practice arrangements);

(ii)

Rosters will identify the general nature of the work to be performed on each shift (clinical/direct patient care, administrative, teaching, research or quality improvement) and the facility at which the shift is to be worked; and

(iii) Wherever practicable, the usual pattern of normal duties will be consistent from one roster period to the next. (b)

Notice of changes (i)

Wherever possible, the following notice periods will apply to changes to the normal duties roster:  three months’ notice of an ongoing change; or  one month’s notice of short-term change (e.g. to cover a planned

absence or one-off event). (ii)

These provisions do not prevent the employer from varying the roster of normal duties at short notice in an emergency, in response to an unplanned event or to cover an unplanned absence.

(iii) Shifts are to be shared equally amongst the Senior Doctors unless otherwise agreed.

27.

Higher duties allowance Where an employee temporarily occupies a position in a higher classification for a period of more than three days, that employee must be paid not less than the difference between the salary of the employee temporarily filling the position and the minimum salary attaching to the position they are temporarily occupying, including any relevant managerial allowance.

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Medical Practitioners Award 2010

Part 6—Leave and Public Holidays 28.

Annual leave

Annual leave is provided for in the NES. This clause contains additional provisions.

28.1

Quantum of leave A Medical Practitioner required to work shifts including weekends is entitled to an additional week’s annual leave.

28.2

Public holidays falling during annual leave An additional day will be added to a Medical Practitioner’s annual leave entitlement for any public holiday which falls during the period of annual leave.

28.3

29.

Annual leave loading (a)

At the time of taking leave, a Medical Practitioner will be paid a loading of 17.5% of the weekly wage based on a maximum of four weeks’ annual leave.

(b)

A shiftworker, in addition to their ordinary pay, will be paid the higher of the annual leave loading or the weekend and shift penalties the employee would have received had they not been on leave during the relevant period.

Public holidays

Public holidays are provided for in the NES. This clause contains additional provisions.

29.1

Payment for working on a public holiday (a)

A Medical Practitioner who is required to work on a public holiday will receive one of the following: (i)

payment at the rate of double time and a half;

(ii)

payment at the rate of time and a half, and one day will be added to their annual leave entitlement; or

(iii) payment at the rate of ordinary time, and one and a half days will be added to their annual leave entitlement or taken at another time, by agreement between the employer and employee.

30.

Personal/carer’s leave and compassionate leave

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

31.

Community service leave

Community service leave is provided for in the NES.

24

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Medical Practitioners Award 2010

Schedule A—Classification Definitions A.1

Intern is a medical practitioner in the first postgraduate year of clinical experience.

A.2

Resident Medical Practitioner is a medical practitioner in the second or any subsequent post-graduate year of clinical experience. An RMP must complete 12 months of clinical experience to advance to the next pay point.

A.3

Registrar is a medical practitioner admitted to an Australian Medical Council accredited vocational training program leading to a fellowship of a Medical College including those of General Practice and Rural and Remote Medicine.

A.4

Senior Registrar is a medical practitioner who has successfully completed examinational requirements for appointment as a Fellow of an Australian or Australasian Specialists College and is awaiting granting of the fellowship.

A.5

Career Medical Practitioner is a medical practitioner with not less than four completed years of post-graduate clinical experience who is appointed as such.

A.6

Senior Career Medical Practitioner is a medical practitioner not enrolled in a vocational training program, who has 10 or more years of clinical experience or who has sufficient experience to satisfy the employer.

A.7

Community Medical Practitioner is a medical practitioner who has completed not less than four years of post-graduate experience who is employed to practise in community health centres or in general medical practice.

A.8

Specialist is a medical practitioner who has successfully completed a recognised specialist training program, and has been admitted as a fellow of the relevant college, provided that a practitioner may be appointed a Specialist if the practitioner has had sufficient experience in the specialty to satisfy the employer.

A.9

Senior Specialist means a medical practitioner who possesses a higher qualification appropriate to the specialty in which they are employed and has had not less than three years practical experience in the relevant specialty.

A.10

Principal Specialist means a medical practitioner who possesses a higher qualification appropriate to the specialty in which they are employed and has had not less than eight years practical experience in that specialty after obtaining the highest qualification. Notwithstanding an officer not having such years of experience, an officer may be appointed as a Principal Specialist if they have had sufficient experience in their specialty to satisfy the employer.

A.11

Senior Principal Specialist means a medical practitioner appointed as a head of a department or section in a Teaching Hospital who meets all requirements specified for employment as a Principal Specialist.

A.12

Deputy Director of Medical Services means a medical practitioner appointed as deputy to a Director of Medical Services.

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Medical Practitioners Award 2010

A.13

26

Director of Medical Services means a medical practitioner appointed as the Director of Medical Services (however styled) of a hospital or other organisation, provided that a Director of Medical Services will require a higher qualification appropriate to the specialty of medical administration, or will be able to satisfy the employer that the medical practitioner has sufficient experience in the specialty.

MA000031

For Wage increases section click here. If you are still not sure email us Health and Life at pa@healthandlife.com.au for a quote on our comprehensive Fair Work tested employment template kits and/or some excellent free advice at http://bit.ly/ixOZV2 or wage advice at no obligation.

R-02

Nurses Award 2010

R-01

The above award was first made on 3 April 2009 [PR986375] This consolidated version of the award includes variations made on 11 September [PR988400]; 15 December 2009 [PR990528]; 23 March 2010 [PR995202]; 31 March [PR994468]; 22 April 2010 [PR996442]; 4 June 2010 [PR997772]; 21 June [PR998166]; 21 June 2010 [PR997958]; 6 December 2010 [PR503643]; 9 March [PR507190]; 20 June 2011 [PR509065]; 21 June 2011 [PR509187]; 18 June [PR522896]; 19 June 2012 [PR523017]

2009 2010 2010 2011 2012

Applications for Review of award: AM2012/18; AM2012/54; AM2012/63; AM2012/88; AM2012/132; AM2012/134; AM2012/169; AM2012/221

NOTE: Transitional provisions may apply to certain clauses – see clause 2 and Schedule A To determine the transitional amount or loading, go to the version of this modern award in operation prior to 1 July 2010 which does not include: (a) variations to minimum wages resulting from the Annual Wage Review 2009-10; or (b) variations in expense related allowances operative from 1 July 2010.

Table of Contents [Varied by PR988400]

Part 1—Application and Operation ....................................................................................... 3 1.

Title .............................................................................................................................. 3

2.

Commencement and transitional .................................................................................. 3

3.

Definitions and interpretation ...................................................................................... 4

4.

Coverage ...................................................................................................................... 5

5.

Access to the award and the National Employment Standards .................................... 6

6.

The National Employment Standards and this award .................................................. 6

7.

Award flexibility .......................................................................................................... 6

Part 2—Consultation and Dispute Resolution....................................................................... 8 8.

Consultation regarding major workplace change ......................................................... 8

9.

Dispute resolution ........................................................................................................ 8

Part 3—Types of Employment and Termination of Employment ...................................... 9 10.

Types of employment................................................................................................... 9

11.

Termination of employment....................................................................................... 10

12.

Redundancy ................................................................................................................ 11 MA000034

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Nurses Award 2010

Part 4—Minimum Wages and Related Matters .................................................................. 12 13.

Classifications ............................................................................................................ 12

14.

Minimum weekly wages ............................................................................................ 13

15.

Progression through pay points .................................................................................. 15

16.

Allowances ................................................................................................................. 16

17.

District allowances ..................................................................................................... 18

18.

Payment of wages ...................................................................................................... 18

19.

Accident pay .............................................................................................................. 19

20.

Superannuation........................................................................................................... 19

Part 5—Hours of Work and Related Matters ..................................................................... 21 21.

Ordinary hours of work .............................................................................................. 21

22.

Span of hours ............................................................................................................. 21

23.

Rest breaks between rostered work ............................................................................ 21

24.

Accumulation and taking of accrued days off (ADOs).............................................. 21

25.

Rostering .................................................................................................................... 22

26.

Saturday and Sunday work ........................................................................................ 22

27.

Breaks......................................................................................................................... 22

28.

Overtime..................................................................................................................... 23

29.

Shiftwork .................................................................................................................... 24

30.

Higher duties .............................................................................................................. 25

Part 6—Leave and Public Holidays ...................................................................................... 25 31.

Annual leave .............................................................................................................. 25

32.

Public holidays ........................................................................................................... 26

33.

Ceremonial leave........................................................................................................ 27

34.

Personal/carer’s leave and compassionate leave ........................................................ 27

35.

Community service leave ........................................................................................... 27

Schedule A—Transitional Provisions ................................................................................... 28 Schedule B—Classification Definitions ................................................................................ 34

2

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Nurses Award 2010

Part 1—Application and Operation 1.

Title

This award is the Nurses Award 2010.

2.

Commencement and transitional

[Varied by PR988400]

2.1

This award commences on 1 January 2010.

2.2

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

2.3

This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the transitional arrangements are in clauses in the main part of the award. There are also transitional arrangements in Schedule A. The arrangements in Schedule A deal with:  minimum wages and piecework rates  casual or part-time loadings  Saturday, Sunday, public holiday, evening or other penalties  shift allowances/penalties.

2.4

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

2.5

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

2.6

Fair Work Australia may review the transitional arrangements: (a)

on its own initiative; or

(b)

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

(c)

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

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Nurses Award 2010

(d)

3.

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

Definitions and interpretation

[Varied by PR994468, PR997772, PR503643]

3.1

In this award, unless the contrary intention appears:

[Definition of Act substituted by PR994468 from 01Jan10]

Act means the Fair Work Act 2009 (Cth) [Definition of agreement-based transitional instrument inserted by PR994468 from 01Jan10]

agreement-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of award-based transitional instrument inserted by PR994468 from 01Jan10]

award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of Commission deleted by PR994468 from 01Jan10] [Definition of Division 2B State award inserted by PR503643 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 PR503643 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 employee substituted by PR994468, PR997772 from 01Jan10]

employee means national system employee within the meaning of the Act [Definition of employer substituted by PR994468, PR997772 from 01Jan10]

employer means national system employer within the meaning of the Act [Definition of enterprise award deleted by PR994468 from 01Jan10] [Definition of enterprise award-based instrument inserted by PR994468 from 01Jan10]

enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of enterprise NAPSA deleted by PR994468 from 01Jan10]

health industry means employers in the business and/or activity of providing health and medical services and who employ nurses and persons who directly assist nurses in the provision of nursing care and nursing services

4

MA000034

Nurses Award 2010 [Definition of NAPSA deleted by PR994468 from 01Jan10] [Definition of NES substituted by PR994468 from 01Jan10]

NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth) [Definition of on-hire inserted by PR994468 from 01Jan10]

on-hire means the on-hire of an employee by their employer to a client, where such employee works under the general guidance and instruction of the client or a representative of the client standard rate means the minimum wage for a Registered nurse—level 1 pay point 1 in clause 14.3 [Definition of transitional minimum wage instrument inserted by PR994468 from 01Jan10]

transitional minimum wage instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) 3.2

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

4.

Coverage

[Varied by PR988400, PR994468, PR507190]

4.1

This occupational award covers: (a)

employers throughout Australia in the health industry and their employees in the classifications listed in Schedule B—Classification Definitions to the exclusion of any other modern award; and

[4.1(b) substituted by PR507190 ppc 01Jan10]

(b)

employers who employ a nurse/midwife, principally engaged in nursing/midwifery duties comprehended by the classifications listed in Schedule B—Classification Definitions.

4.2

The award does not cover employers who employ nurses in primary or secondary schools.

4.3

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

[4.4 substituted by PR994468 from 01Jan10]

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.

[New 4.5 inserted by PR994468 from 01Jan10]

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 MA000034

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Nurses Award 2010

meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees.

[New 4.6 inserted by PR994468 from 01Jan10]

4.6

This award covers any employer which supplies on-hire employees in classifications set out in Schedule B and those on-hire employees, if the employer is not covered by another modern award containing a classification which is more appropriate to the work performed by the employee. This subclause operates subject to the exclusions from coverage in this award.

[4.5 renumbered as 4.7 by PR994468 from 01Jan10; deleted by PR507190 ppc 01Jan10] [4.6 renumbered as 4.8 by PR994468, as 4.7 by PR507190 ppc 01Jan10]

4.7

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

5.

Access to the award and the National Employment Standards

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

6.

The National Employment Standards and this award

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

6

7.

Award flexibility

7.1

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

arrangements for when work is performed;

(b)

overtime rates;

(c)

penalty rates;

(d)

allowances; and

(e)

leave loading.

7.2

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

7.3

The agreement between the employer and the individual employee must:

MA000034

Nurses Award 2010

7.4

(a)

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

(b)

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

The agreement between the employer and the individual employee must also: (a)

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

(b)

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

(c)

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

(d)

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

(e)

state the date the agreement commences to operate.

7.5

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

7.6

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

7.7

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

7.8

The agreement may be terminated:

7.9

(a)

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

(b)

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

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

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Part 2—Consultation and Dispute Resolution 8.

Consultation regarding major workplace change

8.1

Employer to notify

8.2

9.

(a)

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

(b)

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

Employer to discuss change (a)

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

(b)

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

(c)

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

Dispute resolution

[Varied by PR994468]

9.1

8

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

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9.2

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

[9.3 varied by PR994468 from 01Jan10]

9.3

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

[9.4 varied by PR994468 from 01Jan10]

9.4

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

9.5

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

9.6

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

Part 3—Types of Employment and Termination of Employment 10.

Types of employment

10.1

Employment categories Employees under this award will be employed in one of the following categories: (a)

full-time;

(b)

part-time; or

(c)

casual.

At the time of engagement an employer will inform each employee whether they are employed on a full-time, part-time or casual basis. An employer may direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.

10.2

Full-time employment A full-time employee is one who is engaged to work 38 hours per week or an average of 38 hours per week pursuant to clause 21.1 of this award.

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10.3

10.4

Part-time employment (a)

A part-time employee is an employee who is engaged to work less than an average of 38 ordinary hours per week and whose hours of work are reasonably predictable.

(b)

Before commencing part-time employment, the employer and employee will agree in writing the guaranteed minimum number of hours to be worked and the rostering arrangements which will apply to those hours.

(c)

The terms of the agreement may be varied by agreement and recorded in writing.

(d)

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

Casual employment (a)

A casual employee is an employee engaged as such on an hourly basis.

(b)

A casual employee will be paid an hourly rate equal to 1/38th of the weekly rate appropriate to the employee’s classification plus a casual loading of 25%.

(c)

A casual employee will be paid a minimum of two hours pay for each engagement.

(d)

A casual employee will be paid shift allowances calculated on the ordinary rate of pay excluding the casual loading with the casual loading component then added to the penalty rate of pay.

11.

Termination of employment

11.1

Notice of termination is provided for in the NES.

11.2

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

11.3

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

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12.

Redundancy

[Varied by PR994468, PR503643]

12.1

Redundancy pay is provided for in the NES.

12.2

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.

12.3

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.

12.4

12.5

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 11.3.

Transitional provisions – NAPSA employees

[12.5 substituted by PR994468 from 01Jan10; renamed by PR503643 ppc 01Jan11]

(a)

Subject to clause 12.5(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a notional agreement preserving a State award: (i)

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

(ii)

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

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12.6

(b)

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

(c)

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

(d)

Clause 12.5 ceases to operate on 31 December 2014.

Transitional provisions – Division 2B State employees

[12.6 inserted by PR503643 ppc 01Jan11]

(a)

Subject to clause 12.6(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a Division 2B State award: (i)

that would have applied to the employee immediately prior to 1 January 2011, if the employee had at that time been in their current circumstances of employment and no Division 2B State employment agreement or enterprise agreement had applied to the employee; and

(ii)

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

(b)

The employee’s entitlement to redundancy pay under the Division 2B State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay, if any, under the NES.

(c)

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

(d)

Clause 12.6 ceases to operate on 31 December 2014.

Part 4—Minimum Wages and Related Matters 13.

Classifications

[Varied by PR988400]

Classification definitions are set out in Schedule B—Classification Definitions. Employers must advise their employees in writing of their classification upon commencement and of any subsequent changes to their classification.

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14.

Minimum weekly wages

R-01

[14 varied by PR997958, PR509065, PR522896]

14.1

Nursing assistant

[14.1 varied by PR997958, PR509065, PR522896 ppc 01Jul12]

Per week $

14.2

1st year

662.00

2nd year

672.90

3rd year and thereafter

684.10

Experienced (the holder of a relevant certificate III qualification)

706.10

Enrolled nurses (a)

Student enrolled nurse

[14.2(a) varied by PR997958, PR509065, PR522896 ppc 01Jul12]

Per week $ Less than 21 years of age

612.90

21 years of age and over

644.80

(b)

Enrolled nurse

[14.2(b) varied by PR997958, PR509065, PR522896 ppc 01Jul12]

Per week $

14.3

Pay point 1

719.30

Pay point 2

728.80

Pay point 3

738.40

Pay point 4

749.00

Pay point 5

756.50

Registered nurses

[14.3 varied by PR997958, PR509065, PR522896 ppc 01Jul12]

Minimum entry rate for a: (a)

four year degree is $803.30 per week;

(b)

masters degree is $831.00 per week.

Progression from these entry rates will be to level 1—Registered nurse pay point 4 and 5 respectively.

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Per week $ Registered nurse—level 1 Pay point 1

769.30

Pay point 2

785.20

Pay point 3

804.40

Pay point 4

825.70

Pay point 5

851.20

Pay point 6

875.70

Pay point 7

901.20

Pay point 8 and thereafter

924.60

Registered nurse—level 2 Pay point 1

949.00

Pay point 2

964.00

Pay point 3

980.90

Pay point 4 and thereafter

997.00

Registered nurse—level 3 Pay point 1

1028.90

Pay point 2

1048.00

Pay point 3

1066.10

Pay point 4 and thereafter

1085.30

Registered nurse—level 4 Grade 1

1174.60

Grade 2

1258.70

Grade 3

1332.10

Registered nurse—level 5

14

Grade 1

1185.30

Grade 2

1248.10

Grade 3

1332.10

Grade 4

1415.10

Grade 5

1560.90

Grade 6

1707.70

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14.4

Nurse practitioner

[14.4 varied by PR997958, PR509065, PR522896 ppc 01Jul12]

Per week $

14.5

1st year

1184.20

2nd year

1219.40

Occupational health nurses

[14.5 varied by PR997958, PR509065, PR522896 ppc 01Jul12]

Per week $ Occupational health nurse—level 1 Pay point 1

825.70

Pay point 2

851.20

Pay point 3

875.70

Pay point 4

901.20

Pay point 5

924.60

Occupational health nurse—level 2 Pay point 1

949.00

Pay point 2

964.00

Pay point 3

980.90

Pay point 4

997.00

Senior occupational health clinical nurse

997.00

Occupational health nurse—level 3

15.

Pay point 1

1028.90

Pay point 2

1048.00

Pay point 3

1066.10

Pay point 4 and thereafter

1085.30

Progression through pay points

[Varied by PR988400, PR994468 from 01Jan10]

Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1786 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in Schedule B—Classification Definitions and knowledge gained through experience in the practice settings over such a period.

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16.

Allowances

[Varied by PR994468, PR998166, PR509187, PR523017]

The following allowances do not apply to employees classified at Registered nurse levels 4 or 5.

16.1

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.

[16.1(b) substituted by PR994468 from 01Jan10]

(b)

16.2

16

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

Clothing and equipment allowance

Clothing and footwear group

Vehicle allowance

Private motoring sub-group

Clothing and equipment (a)

Employees required by the employer to wear uniforms will be supplied with an adequate number of uniforms appropriate to the occupation free of cost to employees. Such items are to remain the property of the employer and be laundered and maintained by such employer free of cost to the employee.

(b)

Instead of the provision of such uniforms, the employer may, by agreement with the employee, pay such employee a uniform allowance at the rate of $1.23 per shift or part thereof on duty or $6.24 per week, whichever is the lesser amount. Where such employee’s uniforms are not laundered by or at the expense of the employer, the employee will be paid a laundry allowance of $0.32 per shift or part thereof on duty or $1.49 per week, whichever is the lesser amount.

(c)

The uniform allowance, but not the laundry allowance, will be paid during all absences on leave, except absences on long service leave and absence on personal/carer’s leave beyond 21 days. Where, prior to the taking of leave, an employee was paid a uniform allowance other than at the weekly rate, the rate to be paid during absence on leave will be the average of the allowance paid during the four weeks immediately preceding the taking of leave.

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16.3

Meal allowances

[16.3(a) varied by PR998166, PR509187, PR523017 ppc 01Jul12]

(a)

An employee will be supplied with an adequate meal where an employer has adequate cooking and dining facilities or be paid a meal allowance of $11.37 in addition to any overtime payment as follows: (i)

when required to work after the usual finishing hour of work beyond one hour or, in the case of shiftworkers, when the overtime work on any shift exceeds one hour.

[16.3(a)(ii) varied by PR523017 ppc 01Jul12]

(ii)

16.4

provided that where such overtime work exceeds four hours a further meal allowance of $10.24 will be paid.

(b)

Clause 16.3(a) will not apply when an employee could reasonably return home for a meal within the meal break.

(c)

On request the meal allowance will be paid on the same day as overtime is worked.

On call allowance (a)

An on call allowance is paid to an employee who is required by the employer to be on call at their private residence, or at any other mutually agreed place.

The employee is entitled to receive the following additional amounts for each 24 hour period or part thereof: (i)

between rostered shifts or ordinary hours Monday to Friday inclusive– 2.35% of the standard rate;

(ii)

between rostered shifts or ordinary hours on a Saturday–3.54% of the standard rate; or

(iii) between rostered shifts or ordinary hours on a Sunday, public holiday or any day when the employee is not rostered to work–4.13% of the standard rate. (b) 16.5

For the purpose of this clause the whole of the on call period is calculated according to the day on which the major portion of the on call period falls.

Travelling, transport and fares

[16.5(a) varied by PR523017 ppc 01Jul12]

(a)

An employee required and authorised to use their own motor vehicle in the course of their duties will be paid an allowance of not less than $0.75 per kilometre.

(b)

When an employee is involved in travelling on duty, if the employer cannot provide the appropriate transport, all reasonably incurred expenses in respect to fares, meals and accommodation will be met by the employer on production of receipted account(s) or other evidence acceptable to the employer.

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(c)

17.

Provided further that the employee will not be entitled to reimbursement for expenses referred to in clause 16.5(b) which exceed the mode of transport, meals or the standard of accommodation agreed with the employer for these purposes.

District allowances

[Varied by PR994468]

17.1

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

[17.1(a) substituted by PR994468 from 01Jan10]

17.2

(a)

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

(b)

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

Western Australia

[17.2 substituted by PR994468 from 01Jan10]

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

18

(a)

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

(b)

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

17.3

This clause ceases to operate on 31 December 2014.

18.

Payment of wages

18.1

Wages must be paid fortnightly unless otherwise mutually agreed up to a monthly maximum period.

18.2

Employees will be paid by cash, cheque or electronic funds transfer, as determined by the employer, into the bank or financial institution account nominated by the employee.

18.3

When notice of termination of employment has been given by an employee or an employee’s services have been terminated by the employer, payment of all wages and other monies owing to an employee will be made to the employee.

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19.

Accident pay

[Varied by PR994468, PR503643] [19.1 varied by PR994468; substituted by PR503643 ppc 01Jan11]

19.1

Subject to clause 19.2, an employee is entitled to accident pay in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006, a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or a Division 2B State award that would have applied to the employee immediately prior to 1 January 2011: (a)

if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument, enterprise agreement or Division 2B State employment agreement had applied to the employee; and

(b)

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

[19.2 substituted by PR994468; PR503643 ppc 01Jan11]

19.2

The employee’s entitlement to accident pay under the award, the notional agreement preserving a State award or the Division 2B State award is limited to the amount of accident pay which exceeds the employee’s entitlement to accident pay, if any, under any other instrument.

19.3

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

19.4

This clause ceases to operate on 31 December 2014.

20.

Superannuation

[Varied by PR994468, PR990528]

20.1

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.

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20.2

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.

20.3

20.4

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 20.2.

(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 20.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 20.3(a) or (b) was made.

Superannuation fund

[20.4 varied by PR994468 from 01Jan10]

Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 20.2 to another superannuation fund that is chosen by the employee, the employer must make the superannuation contributions provided for in clause 20.2 and pay the amount authorised under clauses 20.3(a) or (b) to one of the following superannuation funds or its successor:

20

(a)

First State Super;

(b)

Health Industry Plan (HIP);

(c)

Health Employees Superannuation Trust of Australia (HESTA);

(d)

Health Super;

(e)

National Catholic Superannuation Fund;

(f)

Mercy Super;

(g)

Sunsuper;

(h)

Tasplan;

(i)

Australian Superannuation Savings Employment Trust (Asset Super);

(j)

UC Super; or

(k)

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.

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Part 5—Hours of Work and Related Matters 21.

Ordinary hours of work

[21 substituted by PR995202 ppc 23Mar10]

21.1

The ordinary hours of work for a full-time employee will be 38 hours per week, 76 hours per fortnight or 152 hours over 28 days.

21.2

The shift length or ordinary hours of work per day will be a maximum of 10 hours exclusive of meal breaks.

21.3

An accrued day off (ADO) system of work may be implemented via an employee working no more than 19 days in a four week period of 152 hours.

21.4

Each employee must be free from duty for not less than two full days in each week or four full days in each fortnight or eight full days in each 28-day cycle. Where practicable, such days off must be consecutive.

21.5

The hours of work on any day will be continuous except for meal breaks.

22.

Span of hours

[Varied by PR994468]

22.1

The ordinary hours of work for a day worker will be between 6.00 am and 6.00 pm Monday to Friday.

[22.2 varied by PR994468 from 01Jan10]

22.2

A shiftworker is an employee who is regularly rostered to work their ordinary hours of work outside the ordinary hours of work of a day worker as defined in clause 22.1.

23.

Rest breaks between rostered work

An employee will be allowed a rest break of eight hours between the completion of one ordinary work period or shift and the commencement of another ordinary work period or shift.

24.

Accumulation and taking of accrued days off (ADOs)

[24.1 varied by PR994468 from 01Jan10]

24.1

Where an employee is entitled to an ADO, in accordance with the arrangement of ordinary hours of work as set out in clause 21—Ordinary hours of work. ADOs will be taken within 12 months of the date on which the first full ADO accrued.

24.2

With the consent of the employer, ADOs may be accumulated up to a maximum of five in any one year.

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24.3

An employee will be paid for any accumulated ADOs, at ordinary rates, on the termination of their employment for any reason.

25.

Rostering

25.1

Employees will work in accordance with a weekly or fortnightly roster fixed by the employer.

25.2

The roster will set out employees’ daily ordinary working hours and starting and finishing times and will be displayed in a place conveniently accessible to employees at least seven days before the commencement of the roster period.

25.3

Unless the employer otherwise agrees, an employee desiring a roster change will give seven days notice except where the employee is ill or in an emergency.

25.4

Seven days’ notice of a change of roster will be given by the employer to an employee. Except that, a roster may be altered at any time to enable the functions of the hospital or facility to be carried out where another employee is absent from work due to illness or in an emergency. Where any such alteration requires an employee working on a day which would otherwise have been the employee’s day off, the day off instead will be as mutually arranged.

26.

Saturday and Sunday work

[26 substituted by PR995202 ppc 23Mar10]

26.1

Where an employee is rostered to work ordinary hours between midnight Friday and midnight Saturday, the employee will be paid a loading of 50% of their ordinary rate of pay for the hours worked during this period.

26.2

Where an employee is rostered to work ordinary hours between midnight Saturday and midnight Sunday, the employee will be paid a loading of 75% of their ordinary rate of pay for the hours worked during this period.

27.

Breaks

27.1

Meal breaks

27.2

(a)

An employee who works in excess of five hours will be entitled to an unpaid meal break of not less than 30 minutes and not more than 60 minutes.

(b)

Where an employee is required to remain available or on duty during a meal break, the employee will be paid overtime for all time worked until the meal break is taken.

Tea breaks (a)

22

Every employee will be entitled to a paid 10 minute tea break in each four hours worked at a time to be agreed between the employee and employer.

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28.

(b)

Subject to agreement between the employer and employee, such breaks may alternatively be taken as one 20 minute tea break.

(c)

Tea breaks will count as time worked.

Overtime

[Varied by PR995202]

28.1

Overtime penalty rates (a)

Hours worked in excess of the ordinary hours on any day or shift prescribed in clause 21—Ordinary hours of work, are to be paid as follows: (i)

Monday to Saturday (inclusive)—time and a half for the first two hours and double time thereafter;

(ii)

Sunday—double time; and

(iii) Public holidays—double time and a half. (b)

Overtime penalties as prescribed in clause 28.1(a) do not apply to Registered nurse levels 4 and 5.

[28.1(c) substituted by PR995202 ppc 23Mar10]

(c)

Overtime rates under this clause will be in substitution for and not cumulative upon the shift and weekend premiums prescribed in clause 26—Saturday and Sunday work and clause 29—Shiftwork.

(d)

Part-time employees All time worked by part-time employees in excess of the rostered daily ordinary full-time hours will be overtime and will be paid as prescribed in clause 28.1(a).

28.2

28.3

Time off instead of payment for overtime (a)

By agreement between the employer and employee, an employee may take time off instead of receiving payment for overtime at a mutually agreed time.

(b)

The employee may take one hour of time off for each hour of overtime plus a period of time equivalent to the overtime penalty incurred.

Rest period after overtime (a)

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

(b)

An employee, other than a casual employee, who works so much overtime between the termination of their ordinary work on one day and the commencement of their ordinary work on the next day, that they have not had at least 10 consecutive hours off duty between those times, will be released after completion of such overtime, until they have had 10 consecutive hours off MA000034

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duty without loss of pay for ordinary working time occurring during such absence. (c)

28.4

If, on the instruction of the employer, an employee resumes or continues to work without having had 10 consecutive hours off duty, they will be paid at the rate of double time until released from duty for such period. The employee will then be entitled to be absent until they have had 10 consecutive hours off duty without loss of pay for rostered ordinary hours occurring during the absence.

Rest break during overtime An employee working overtime will take a paid rest break of 20 minutes after each four hours of overtime worked if required to continue to work after the break.

28.5

Recall to work when on call An employee, who is required to be on call and who is recalled to work, will be paid for a minimum of three hours work at the appropriate overtime rate.

28.6

24

Recall to work when not on call (a)

An employee who is not required to be on call and who is recalled to work after leaving the employer’s premises will be paid for a minimum of three hours work at the appropriate overtime rate.

(b)

The time spent travelling to and from the place of duty will be deemed to be time worked. Except that, where an employee is recalled within three hours of their rostered commencement time, and the employee remains at work, only the time spent in travelling to work will be included with the actual time worked for the purposes of the overtime payment.

(c)

An employee who is recalled to work will not be obliged to work for three hours if the work for which the employee was recalled is completed within a shorter period.

(d)

If an employee is recalled to work, the employee will be provided with transport to and from their home or will be refunded the cost of such transport.

29.

Shiftwork

29.1

Shift penalties (a)

Where an employee works a rostered afternoon shift between Monday and Friday, the employee will be paid a loading of 12.5% of their ordinary rate of pay.

(b)

Where an employee works a rostered night shift between Monday and Friday, the employee will be paid a loading of 15% of their ordinary rate of pay.

(c)

The provisions of this clause do not apply where an employee commences their ordinary hours of work after 12.00 noon and completes those hours at or before 6.00 pm on that day.

(d)

For the purposes of this clause: MA000034

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(i)

Afternoon shift means any shift commencing not earlier than 12.00 noon and finishing after 6.00 pm on the same day; and

(ii)

Night shift means any shift commencing on or after 6.00 pm and finishing before 7.30 am on the following day.

(e)

The shift penalties prescribed in this clause will not apply to shiftwork performed by an employee on Saturday, Sunday or public holiday where the extra payment prescribed by clause 26—Saturday and Sunday work and clause 32—Public holidays applies.

(f)

The provisions of this clause will not apply to Registered nurse levels 4 and 5.

30.

Higher duties

30.1

An employee, who is required to relieve another employee in a higher classification than the one in which they are ordinarily employed will be paid at the higher classification rate provided the relieving is for three days or more.

30.2

Higher duties allowance does not apply to Registered nurse levels 4 and 5.

Part 6—Leave and Public Holidays 31.

Annual leave

[31.1 varied by PR996442]

Annual leave is provided for in the NES. This clause contains additional provisions.

31.1

Quantum of annual leave

[31.1 substituted by PR996442 from 22Apr10]

(a)

In addition to the entitlements in the NES, an employee is entitled to an additional week of annual leave on the same terms and conditions.

(b)

For the purpose of the additional weeks annual leave provided by the NES, a shiftworker is defined as an employee who:

(c)

31.2

(i)

is regularly rostered over seven days of the week; and

(ii)

regularly works on weekends.

To avoid any doubt, this means that an employee who is not a shiftworker for the purposes of clause 31.1(b) above is entitled to five weeks of paid annual leave for each year of service with their employer, and an employee who is a shiftworker for the purposes of clause 31.1(b) above is entitled to six weeks of paid annual leave for each year of service with their employer.

Taking of leave

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Annual leave will be given and taken within six months of the employee becoming entitled to annual leave of more than five weeks.

31.3

Payment for annual leave Before going on annual leave, an employee will be paid the amount of wages they would have received for ordinary time worked had they not been on leave during that period.

31.4

31.5

Annual leave loading (a)

In addition to their ordinary pay, an employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their ordinary pay on a maximum of 152 hours/four weeks annual leave per annum.

(b)

Shiftworkers, in addition to their ordinary pay, will be paid the higher of: (i)

an annual leave loading of 17.5% of ordinary pay; or

(ii)

the weekend and shift penalties the employee would have received had they not been on leave during the relevant period.

Payment of annual leave on termination On the termination of their employment, an employee will be paid their untaken annual leave and pro rata leave.

31.6

Close down periods—medical practices Where an employer temporarily closes a medical practice, an employee may be directed to take paid annual leave during part or all of this period. Where an employee does not have sufficient accrued annual leave for this period, they may be required to take annual leave in advance.

32.

Public holidays

Public holidays are provided for in the NES. This clause contains additional provisions.

32.1

Payment for work done on public holidays All work done by an employee during their ordinary shifts on a public holiday, including a substituted day, will be paid at double time of their ordinary rate of pay.

32.2

Public holiday substitution An employer and the employees may, by agreement, substitute another day for a public holiday.

32.3

Public holidays occurring on rostered days off All full-time employees will receive a day’s ordinary pay for public holidays that occur on their rostered day off except where the public holidays fall on Saturday or Sunday with respect to Monday–Friday employees.

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32.4

Accrued days off on public holidays Where an employee’s accrued day off falls on a public holiday, another day, determined by the employer, will be taken instead within the same four or five week work cycle, where practical.

33.

Ceremonial leave

An employee who is legitimately required by Aboriginal tradition to be absent from work for Aboriginal ceremonial purposes will be entitled to up to ten working days unpaid leave in any one year, with the approval of the employer.

34.

Personal/carer’s leave and compassionate leave

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

35.

Community service leave

Community service leave is provided for in the NES.

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Schedule A—Transitional Provisions [Varied by PR988400, PR994468, PR503643]

A.1

General

A.1.1

The provisions of this schedule deal with minimum obligations only.

[A.1.2 substituted by PR994468 from 01Jan10]

A.1.2

The provisions of this schedule are to be applied: (a)

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

(b)

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

(c)

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

(d)

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

A.2

Minimum wages – existing minimum wage lower

A.2.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

[A.2.1(b) substituted by PR994468 from 01Jan10]

(b)

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

(c)

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

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

A.2.2

28

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.

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A.2.3

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

A.2.4

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

A.2.5

From the following dates the employer must pay no less than the minimum wage for the classification in this award minus the specified proportion of the transitional amount: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.2.6

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

A.2.7

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

A.3

Minimum wages – existing minimum wage higher

A.3.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

[A.3.1(b) substituted by PR994468 from 01Jan10]

(b)

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

(c)

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

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

A.3.2

A.3.3

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.

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.

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A.3.4

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

A.3.5

From the following dates the employer must pay no less than the minimum wage for the classification in this award plus the specified proportion of the transitional amount: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.3.6

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

A.3.7

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

A.4

Loadings and penalty rates For the purposes of this schedule loading or penalty means a:  casual or part-time loading;  Saturday, Sunday, public holiday, evening or other penalty;  shift allowance/penalty.

A.5

Loadings and penalty rates – existing loading or penalty rate lower

[A.5.1 substituted by PR994468 from 01Jan10]

A.5.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

(b)

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

(c)

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

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

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Nurses Award 2010 [A.5.2 substituted by PR994468 from 01Jan10]

A.5.2

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

A.5.3

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

A.5.4

From the following dates the employer must pay no less than the loading or penalty in this award minus the specified proportion of the transitional percentage: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.5.5

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

A.6

Loadings and penalty rates – existing loading or penalty rate higher

[A.6.1 substituted by PR994468 from 01Jan10]

A.6.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

(b)

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

(c)

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

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

[A.6.2 substituted by PR994468 from 01Jan10]

A.6.2

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

[A.6.3 substituted by PR994468 from 01Jan10]

A.6.3

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

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A.6.4

From the following dates the employer must pay no less than the loading or penalty in this award plus the specified proportion of the transitional percentage: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.6.5

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

A.7

Loadings and penalty rates – no existing loading or penalty rate

[A.7.1 substituted by PR994468 from 01Jan10]

A.7.1

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

A.7.2

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

[A.7.3 substituted by PR994468 from 01Jan10]

A.7.3

From the following dates the employer must pay no less than the following percentage of the loading or penalty in this award: First full pay period on or after 1 July 2010

20%

1 July 2011

40%

1 July 2012

60%

1 July 2013

80%

A.7.4

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

A.8

Former Division 2B employers

[A.8 inserted by PR503643 ppc 01Jan11]

32

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 MA000034

Nurses Award 2010

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.

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Schedule B—Classification Definitions [Varied by PR988400, PR507190]

B.1

Nursing assistant Nursing assistant means an employee, other than one registered pursuant to the provisions of the State or Territory Nurse Registration Board or one who is in training for the purpose of such registration, who is under the direct control and supervision of a Registered or Enrolled nurse and whose employment is solely to assist an RN or EN in the provision of nursing care to persons.

B.2

Nursing care

[B.2 varied by PR507190 ppc 01Jan10]

Nursing care means:  giving assistance to a person who, because of disability, is unable to maintain their

bodily needs without frequent assistance;  carrying out tasks which are directly related to the maintenance of a person’s

bodily needs where that person because of disability is unable to carry out those tasks for themselves; and/or  assisting a registered nurse to carry out the work described in B.5.  For the purposes of this award nursing care also includes care provided by

midwives.

B.3

Student enrolled nurse Student enrolled nurse means a student undertaking study to become an enrolled nurse.

B.4

Enrolled nurses

B.4.1

Enrolled nurse—pay point 1 (a)

Pay point 1 refers to the pay point to which an enrolled nurse (EN) has been appointed.

(b)

An employee will be appointed based on training and experience including:  having satisfactorily completed a hospital based course of training in nursing

of not more than 12 months duration leading to enrolment as an EN; or  having satisfactorily completed a course of training of 12 months duration in

a specified branch of nursing leading to enrolment on a register or roll maintained by a state/territory nurses registration board; and  having practical experience of up to but not more than 12 months in the

provision of nursing care and/or services, and, the undertaking of in-service training, subject to its provision by the employing agency, from time to time.

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(c)

Skill indicators  The employee has limited or no practical experience of current situations;

and  The employee exercises limited discretionary judgment, not yet developed by

practical experience.

B.4.2

Enrolled nurse—pay point 2 (a)

Pay point 2 refers to the pay point to which an EN has been appointed.

(b)

An employee will be appointed to this pay point based on training and experience including:  having satisfactorily completed a hospital based course of general training in

nursing of more than 12 months duration and/or 500 or more hours theory content or a course accredited at advanced certificate level leading to enrolment as an EN; or  not more than one further year of practical experience in the provision of

nursing care and/or services in addition to the experience, skill and knowledge requirements specified for pay point 1; and  the undertaking of in-service training, subject to its provision by the

employing agency, from time to time. (c)

Skill indicators The employee is required to demonstrate some of the following in the performance of their work:  a developing ability to recognise changes required in nursing activity and in

consultation with the RN, implement and record such changes, as necessary;  an ability to relate theoretical concepts to practice; and/or  requiring assistance in complex situations and in determining priorities.

B.4.3

Enrolled nurse—pay point 3 (a)

Pay point 3 refers to the pay point to which an EN has been appointed.

(b)

An employee will be appointed to this pay point based on training and experience including:  not more than one further year of practical experience in the provision of

nursing care and/or services, in addition to the experience, skill and knowledge requirements specified for pay point 2; and  the undertaking of in-service training, subject to its provision by the

employing agency, from time to time. (c)

Skill indicators The employee is required to demonstrate some of the following in the performance of their work: MA000034

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Nurses Award 2010

 an ability to organise, practise and complete nursing functions in stable

situations with limited direct supervision;  observation and assessment skills to recognise and report deviations from

stable conditions;  flexibility in the capacity to undertake work across the broad range of nursing

activity and/or competency in a specialised area of practice; and/or  communication and interpersonal skills to assist in meeting psycho-social

needs of individuals/groups.

B.4.4

Enrolled nurse—pay point 4 (a)

Pay point 4 refers to the pay point to which an EN has been appointed.

(b)

An employee will be appointed to this pay point based on training and experience including:  not more than one further year of practical experience in the provision of

nursing care and/or services in addition to the experience, skill and knowledge requirements specified for pay point 3; and  the undertaking of in-service training, subject to its provision by the

employing agency, from time to time. (c)

Skill indicators The employee is required to demonstrate some of the following in the performance of their work:  speed and flexibility in accurate decision making;  organisation of own workload and ability to set own priorities with minimal

direct supervision;  observation and assessment skills to recognise and report deviations from

stable conditions across a broad range of patient and/or service needs; and/or  communication and interpersonal skills to meet psychosocial needs of

individual/groups.

B.4.5

Enrolled nurse—pay point 5 (a)

Pay point 5 refers to the pay point to which an EN has been appointed.

(b)

An employee will be appointed to this pay point based on training and experience including:  not more than one further year of practical experience in the provision of

nursing care and/or services in addition to the experience, skill and knowledge requirements specified for pay point 4; and  the undertaking of relevant in-service training, subject to its provision by the

employing agency, from time to time.

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(c)

Skill indicators The employee is required to demonstrate some of the following in the performance of their work:  contributes information in assisting the RN with development of nursing

strategies/improvements within the employee’s own practice setting and/or nursing team, as necessary;  responds to situations in less stable and/or changed circumstances resulting in

positive outcomes, with minimal direct supervision; and  efficiency and sound judgment in identifying situations requiring assistance

from an RN.

B.5

Registered nurses

B.5.1

Registered nurse—level 1 (RN1) (a)

(b)

An employee at this level performs their duties: (i)

according to their level of competence; and

(ii)

under the general guidance of, or with general access to a more competent registered nurse (RN) who provides work related support and direction.

An employee at this level is required to perform general nursing duties which include substantially, but are not confined to:  delivering direct and comprehensive nursing care and individual case

management to patients or clients within the practice setting;  coordinating services, including those of other disciplines or agencies, to

individual patients or clients within the practice setting;  providing education, counselling and group work services orientated towards

the promotion of health status improvement of patients and clients within the practice setting;  providing support, direction and education to newer or less experienced staff,

including EN’s, and student EN’s and student nurses;  accepting accountability for the employee’s own standards of nursing care

and service delivery; and  participating in action research and policy development within the practice

setting.

B.5.2

Registered nurse—level 2 (RN2) (a)

An employee at this level: (i)

holds any other qualification required for working in the employee’s particular practice setting; and

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(ii)

is appointed as such by a selection process or by reclassification from a lower level when the employee is required to perform the duties detailed in this subclause on a continuing basis.

An employee at this level may also be known as a Clinical nurse. (b)

In addition to the duties of an RN1, an employee at this level is required, to perform duties delegated by a Clinical nurse consultant or any higher level classification.

Duties of a Clinical nurse will substantially include, but are not confined to:  delivering direct and comprehensive nursing care and individual case

management to a specific group of patients or clients in a particular area of nursing practice within the practice setting;  providing support, direction, orientation and education to RN1’s, EN’s,

student nurses and student EN’s;  being responsible for planning and coordinating services relating to a

particular group of clients or patients in the practice setting, as delegated by the Clinical nurse consultant;  acting as a role model in the provision of holistic care to patients or clients in

the practice setting; and  assisting in the management of action research projects, and participating in

quality assurance programs and policy development within the practice setting.

B.5.3

Registered nurse—level 3 (RN3) (a)

An employee at this level: (i)

holds any other qualification required for working in the employee’s particular practice setting; and

(ii)

is appointed as such by a selection process or by reclassification from a lower level when that the employee is required to perform the duties detailed in this subclause on a continuing basis.

An employee at this level may also be known as a Clinical nurse consultant, Nurse manager or Nurse educator. (b)

In addition to the duties of an RN2, an employee at this level will perform the following duties in accordance with practice settings and patient or client groups: (i)

Duties of a Clinical nurse consultant will substantially include, but are not confined to:  providing leadership and role modelling, in collaboration with others

including the Nurse manager and the Nurse educator, particularly in the areas of action research and quality assurance programs;  staff and patient/client education;

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 staff selection, management, development and appraisal;  participating in policy development and implementation;  acting as a consultant on request in the employee’s own area of

proficiency; for the purpose of facilitating the provision of quality nursing care;  delivering direct and comprehensive nursing care to a specific group of

patients or clients with complex nursing care needs, in a particular area of nursing practice within a practice setting;  coordinating, and ensuring the maintenance of standards of the nursing

care of a specific group or population of patients or clients within a practice setting; and  coordinating or managing nursing or multidisciplinary service teams

providing acute nursing and community services. (ii)

Duties of a Nurse manager will substantially include, but are not confined to:  providing leadership and role modelling, in collaboration with others

including the Clinical nurse consultant and the Nurse educator, particularly in the areas of action research and quality assurance programs;  staff selection and education;  allocation and rostering of staff;  occupational health;  initiation and evaluation of research related to staff and resource

management;  participating in policy development and implementation;  acting as a consultant on request in the employee’s own area of

proficiency (for the purpose of facilitating the provision of quality nursing care);  being accountable for the management of human and material resources

within a specified span of control, including the development and evaluation of staffing methodologies; and  managing financial matters, budget preparation and cost control in

respect of nursing within that span of control. (iii) Duties of a Nurse educator will substantially include, but are not confined to:  providing leadership and role modelling, in collaboration with others

including the Clinical nurse consultant and the Nurse manager, particularly in the areas of action research;

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 implementation and evaluation of staff education and development

programs;  staff selection;  implementation and evaluation of patient or client education programs;  participating in policy development and implementation;  acting as a consultant on request in the employee’s own area of

proficiency (for the purpose of facilitating the provision of quality nursing care); and  being accountable for the assessment, planning, implementation and

evaluation of nursing education and staff development programs for a specified population.

B.5.4

Registered nurse—level 4 (RN4) (a)

An employee at this level: (i)

holds any other qualification required for working in the employee’s particular practice setting; and

(ii)

is appointed as such by a selection process or by reclassification from a lower level when the employee is required to perform the duties detailed in this subclause on a continuing basis.

An employee at this level may also be known as an Assistant director of nursing (clinical), Assistant director of nursing (management), or Assistant director of nursing (education). (b)

Appointment at a particular grade at this level will depend upon the level of complexity associated with the duties described in this clause. In this connection the number of beds in a facility will be a relevant consideration.

(c)

In addition to the duties of an RN3, an employee at this level will perform the following duties: (i)

Duties of an Assistant director of nursing (clinical) will substantially include, but are not confined to:  providing leadership and role modelling, in collaboration with others

including the Assistant director of nursing (management) and Assistant director of nursing (education), particularly in the areas of selection of staff within the employee’s area of responsibility;  provision of appropriate education programs, coordination and

promotion of clinical research projects;  participating as a member of the nursing executive team;  contributing to the development of nursing and health unit policy for

the purpose of facilitating the provision of quality nursing care;  managing the activities of, and providing leadership, coordination and

support to, a specified group of Clinical nurse consultants; 40

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 being accountable for the establishment, implementation and evaluation

of systems to ensure the standard of nursing care for a specified span of control;  being accountable for the development, implementation and evaluation

of patterns of patient care for a specified span of control;  being accountable for clinical operational planning and decision

making for a specified span of control; and  being accountable for appropriate clinical standards, through quality

assurance programs, for a specified span of control. (ii)

Duties of an Assistant director of nursing (management) will substantially include, but are not confined to:  providing leadership and role modelling, in collaboration with others

including the Assistant director of nursing (clinical) and Assistant director of nursing (education), particularly in the areas of selection of staff within the employee’s area of responsibility;  coordination and promotion of nursing management research projects;  participating as a member of the nursing executive team;  contributing to the development of nursing and health unit policy for

the purpose of facilitating the provision of quality nursing care;  managing the activities of, and providing leadership, coordination and

support to, a specified group of Nurse managers;  being accountable for the effective and efficient management of human

and material resources within a specified span of control;  being accountable for the development and coordination of nursing

management systems within a specified span of control; and  being accountable for the structural elements of quality assurance for a

specified span of control. (iii) Duties of an Assistant director of nursing (education) will substantially include, but are not confined to:  providing leadership and role modelling, in conjunction with others

including the Assistant director of nursing (clinical) and the Assistant director of nursing (management), particularly in the areas of selection of staff within the employee’s area of responsibility;  coordination and promotion of nurse education research projects;  participating as a member of the nursing executive team, and

contributing to the development of nursing and health unit policy for the purpose of facilitating the provision of quality nursing care;  managing the activities of, and providing leadership, coordination and

support to a specific group of Nurse educators;

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Nurses Award 2010

 being accountable for the standards and effective coordination of

education programs for a specified population;  being accountable for the development, implementation and evaluation

of education and staff development programs for a specified population;  being accountable for the management of educational resources

including their financial management and budgeting control; and  undertaking career counselling for nursing staff.

B.5.5

Registered nurse level 5—(RN5) (a)

An employee at this level: (i)

holds any other qualification required for working in the employee’s particular practice setting; and

(ii)

is appointed as such by a selection process or by reclassification from a lower level when the employee is required to perform the duties detailed in this subclause on a continuing basis.

An employee at this level may also be known as a Director of nursing. (b)

Appointment at a particular grade at this level will depend upon the level of complexity associated with the duties described in this clause. In this connection the number of beds in a facility will be a relevant consideration.

(c)

In addition to the duties of an RN4, an employee at this level will perform the following duties:  being accountable for the standards of nursing care for the health unit and for

coordination of the nursing service of the health unit;  participating as a member of the executive of the health unit, being

accountable to the executive for the development and evaluation of nursing policy, and generally contributing to the development of health unit policy;  providing leadership, direction and management of the nursing division of

the health unit in accordance with policies, philosophies, objectives and goals established through consultation with staff and in accordance with the directions of the Board of Directors of the health unit;  providing leadership and role modelling, in collaboration with others,

particularly in the areas of staff selection, promotion of participative decision making and decentralisation of nursing management and generally advocating for the interests of nursing to the executive team of the health unit;  managing the budget of the nursing division of the health unit;  ensuring that nursing services meeting changing needs of clients or patients

through proper strategic planning; and  complying, and ensuring the compliance of others, with the code of ethics

and legal requirements of the nursing profession.

42

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B.6

Occupational health nurses The duties and responsibilities of Occupational health nurses include, but are not necessarily confined to:  the maintenance of appropriate records relating to the activities of the occupational

health unit and services to clients;  the rehabilitation of injured workers;  preventative action in relation to occupational hazards that may lead to injury

and/or illness;  immediate and continuing treatment of occupational injuries and/or illness;  health promotion; and  the counselling of clients on health related matters.

B.6.1

Occupational health nurse—level 1 (a)

An employee at this level: (i)

is an RN with at least four years post registration experience; and

(ii)

performs duties in relation to occupational health consistent with:  giving direct nursing care to a group of clients;  assessing nursing care needs of clients; and  participating in provision of education to clients.

B.6.2

Occupational health clinical nurse—level 2 (a)

An employee at this level: (i)

is an RN with at least four years post registration experience; and

(ii)

performs duties in connection with occupational health which are more complex than the duties performed by an Occupational health nurse level 1.

Appointment to level 2 of this salary structure is only upon successful completion of a relevant post-registration qualification to this field of employment.

Payment at this level will commence when the employer receives reasonable proof from the employee that the qualification has been obtained. The onus of proof rests with the employee. (b)

The duties of an employee at this level may include, but are not necessarily confined to:  the prevention of injury/illness;  rehabilitation; and

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Nurses Award 2010

 occupational hazard identification.

B.6.3

Senior occupational health clinical nurse An employee at this level is an RN with at least five years post registration experience who:  coordinates the occupational health nursing service; and  provides support and direction to four or less Occupational health nurses and/or

Occupational health clinical nurses.

B.6.4

Occupational health nurse consultant—level 3 An employee at this level is an RN with at least five years post registration experience who:  coordinates the Occupational health nursing services; and  provides support and direction to five or more Occupational nurses and/or

Occupational health clinical nurses.

B.7

Nurse Practitioner A Nurse practitioner:  is a registered nurse/midwife appointed to the role;  has obtained an additional qualification relevant to the state regulating authority to

enable them to become licensed Nurse practitioners.

A Nurse practitioner is authorised to function autonomously and collaboratively in an advanced and extended clinical role.

B.7.1

B.7.2

Role of a licensed Nurse practitioner (a)

The nurse practitioner is able to assess and manage the care of clients/residents using nursing knowledge and skills. It is dynamic practice that incorporates application of high level knowledge and skills, beyond that required of a registered nurse /midwife in extended practice across stable, unpredictable and complex situations.

(b)

The nurse practitioner role is grounded in the nursing profession’s values, knowledge, theories and practice and provides innovative and flexible health care delivery that complements other health care providers.

Scope of practice The scope of practice of the Nurse practitioner is determined by the context in which:

44

(a)

the nurse practitioner is authorised to practice. The nurse practitioner therefore remains accountable for the practice for which they directed; and

(b)

the professional efficacy whereby practice is structured in a nursing model and enhanced by autonomy and accountability.

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The Nurse practitioner is authorised to directly refer clients/residents to other health professionals, prescribe medications and order diagnostic investigations including pathology and plain screen x-rays.

Nurse practitioners exhibit clinical leadership that influences and progresses clinical care, policy and collaboration through all levels of health service.

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For Wage increases section click here. If you are still not sure email us Health and Life at pa@healthandlife.com.au for a quote on our comprehensive Fair Work tested employment template kits and/ or some excellent free advice at http://bit.ly/ixOZV2 or wage advice at no obligation.

R-03

Health Professionals and Support Services Award 2010 R-01

The above award was first made on 3 April 2009 [PR986368] This consolidated version of the award includes variations made on 11 September 2009 [PR988397]; 10 December 2009 [PR990546]; 15 December 2009 [PR990529]; 24 December 2009 [PR991493]; 23 March 2010 [PR995380]; 26 March 2010 [PR994550]; 26 March 2010 [PR995135]; 12 May 2010 [PR997007]; 31 May 2010 [PR997603]; 4 June 2010 [PR997772]; 15 June 2010 [PR998258]; 21 June 2010 [PR998035]; 21 June 2010 [PR997907]; 29 June 2010 [PR998748]; 17 December 2010 [PR503634]; 20 June 2011 [PR509058]; 21 June 2011 [PR509180]; 21 June 2011 [PR510670]; 18 June 2012 [PR522889]; 18 June 2012 [PR525068]; 19 June 2012 [PR523010]

Applications for Review of award: AM2012/18; AM2012/58; AM2012/128; AM2012/133; AM2012/134; AM2012/137; AM2012/156; AM2012/163; AM2012/192; AM2012/221; AM2012/236; AM2012/251; AM2012/261

NOTE: Transitional provisions may apply to certain clauses – see clause 2 and Schedule A To determine the transitional amount or loading, go to the version of this modern award in operation prior to 1 July 2010 which does not include: (a) variations to minimum wages resulting from the Annual Wage Review 2009-10; or (b) variations in expense related allowances operative from 1 July 2010.

Table of Contents [Varied by PR988397, PR994550]

Part 1— Application and Operation ...................................................................................... 3 1.

Title .............................................................................................................................. 3

2.

Commencement and transitional .................................................................................. 3

3.

Definitions and interpretation ...................................................................................... 4

4.

Coverage ...................................................................................................................... 5

5.

Access to the award and the National Employment Standards .................................... 6

6.

The National Employment Standards and this award .................................................. 6

7.

Award flexibility .......................................................................................................... 6

Part 2— Consultation and Dispute Resolution...................................................................... 8 8.

Consultation regarding major workplace change ......................................................... 8

9.

Dispute resolution ........................................................................................................ 9

Part 3— Types of Employment and Termination of Employment ..................................... 9

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Health Professionals and Support Services Award 2010

10.

Types of employment................................................................................................... 9

11.

Termination of employment....................................................................................... 10

12.

Redundancy ................................................................................................................ 11

Part 4— Minimum Wages and Related Matters ................................................................. 12 13.

Classifications ............................................................................................................ 12

14.

Minimum weekly wages for Support Services employees ........................................ 13

15.

Minimum weekly wages for Health Professional employees .................................... 14

16.

Supported wage system .............................................................................................. 15

17.

National training wage ............................................................................................... 15

18.

Allowances ................................................................................................................. 15

19.

District allowances ..................................................................................................... 19

20.

Payment of wages ...................................................................................................... 20

21.

Accident pay .............................................................................................................. 20

22.

Superannuation........................................................................................................... 20

Part 5— Hours of Work and Related Matters .................................................................... 22 23.

Ordinary hours of work .............................................................................................. 22

24.

Span of hours ............................................................................................................. 22

25.

Rostering .................................................................................................................... 23

26.

Saturday and Sunday work ........................................................................................ 23

27.

Breaks......................................................................................................................... 24

28.

Overtime penalty rates ............................................................................................... 24

29.

Shiftwork .................................................................................................................... 25

30.

Higher duties .............................................................................................................. 25

Part 6— Leave and Public Holidays ..................................................................................... 26 31.

Annual leave .............................................................................................................. 26

32.

Public holidays ........................................................................................................... 27

33.

Personal/carer’s leave and compassionate leave ........................................................ 27

34.

Community service leave ........................................................................................... 27

35.

Ceremonial leave........................................................................................................ 28

Schedule A —Transitional Provisions .................................................................................. 29 Schedule B —Classification Definitions ............................................................................... 35 Schedule C —List of Common Health Professionals .......................................................... 44 Schedule D —Supported Wage System ................................................................................ 46 Schedule E —National Training Wage ................................................................................ 49 Appendix E1: Allocation of Traineeships to Wage Levels ................................................. 56 2

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Health Professionals and Support Services Award 2010

Part 1—Application and Operation 1.

Title

This award is the Health Professionals and Support Services Award 2010.

2.

Commencement and transitional

[Varied by PR988397]

2.1

This award commences on 1 January 2010.

2.2

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

2.3

This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the transitional arrangements are in clauses in the main part of the award. There are also transitional arrangements in Schedule A. The arrangements in Schedule A deal with:  minimum wages and piecework rates  casual or part-time loadings  Saturday, Sunday, public holiday, evening or other penalties  shift allowances/penalties.

2.4

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

2.5

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

2.6

Fair Work Australia may review the transitional arrangements: (a)

on its own initiative; or

(b)

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

(c)

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

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Health Professionals and Support Services Award 2010

(d)

3.

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

Definitions and interpretation

[Varied by PR994550, PR997603, PR997772, PR503634]

3.1

In this award, unless the contrary intention appears:

[Definition of Act substituted by PR994550 from 01Jan10]

Act means the Fair Work Act 2009 (Cth) [Definition of agreement-based transitional instrument inserted by PR994550 from 01Jan10]

agreement-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of award-based transitional instrument inserted by PR994550 from 01Jan10]

award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of Commission deleted by PR994550 from 01Jan10] [Definition of Division 2B State award inserted by PR503634 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 PR503634 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 employee substituted by PR994550, PR997772 from 01Jan10]

employee means national system employee within the meaning of the Act [Definition of employer substituted by PR994550, PR997772 from 01Jan10]

employer means national system employer within the meaning of the Act [Definition of enterprise award deleted by PR994550 from 01Jan10] [Definition of enterprise award-based instrument inserted by PR994550 from 01Jan10]

enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) [Definition of enterprise NAPSA deleted by PR994550 from 01Jan10]

health industry means employers whose business and/or activity is in the delivery of health care, medical services and dental services [Definition of NES substituted by PR994550 from 01Jan10]

NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth) 4

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Health Professionals and Support Services Award 2010 [Definition of on-hire inserted by PR994550 from 01Jan10]

on-hire means the on-hire of an employee by their employer to a client, where such employee works under the general guidance and instruction of the client or a representative of the client [Definition of shiftworker varied by PR997603 from 01Jan10]

shiftworker is an employee who is regularly rostered to work their ordinary hours outside the ordinary hours of work of a day worker as defined in clause 24. standard rate means the minimum wage for a Health Professional employee— level 1 pay point 2 in clause 15.2 [Definition of transitional minimum wage instrument inserted by PR994550 from 01Jan10]

transitional minimum wage instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) undergraduate 2 (UG 2) means an employee with a diploma or equivalent 3.2

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

4.

Coverage

[Varied by PR994550]

4.1

4.2

This industry and occupational award covers: (a)

employers throughout Australia in the health industry and their employees in the classifications listed in clauses 14—Minimum weekly wages for Support Services employees and 15—Minimum weekly wages for Health Professional employees to the exclusion of any other modern award;

(b)

employers engaging a health professional employee falling within the classification listed in clause 15.

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

[4.3 substituted by PR994550 from 01Jan10]

4.3

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

[New 4.4 inserted by PR994550 from 01Jan10]

4.4

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

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Health Professionals and Support Services Award 2010 [4.5 inserted by PR994550 from 01Jan10]

4.5

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

[4.6 inserted by PR994550 from 01Jan10]

4.6

This award covers any employer which supplies on-hire employees in classifications set out in clauses 14 and 15 and those on-hire employees, if the employer is not covered by another modern award containing a classification which is more appropriate to the work performed by the employee. This subclause operates subject to the exclusions from coverage in this award.

[4.7 inserted by PR994550 from 01Jan10]

4.7

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

[4.4 renumbered as 4.8 by PR994550 from 01Jan10]

4.8

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

5.

Access to the award and the National Employment Standards

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

6.

The National Employment Standards and this award

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

7.

Award flexibility

7.1

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

6

arrangements for when work is performed;

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Health Professionals and Support Services Award 2010

(b)

overtime rates;

(c)

penalty rates;

(d)

allowances; and

(e)

leave loading.

7.2

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

7.3

The agreement between the employer and the individual employee must:

7.4

(a)

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

(b)

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

The agreement between the employer and the individual employee must also: (a)

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

(b)

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

(c)

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

(d)

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

(e)

state the date the agreement commences to operate.

7.5

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

7.6

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

7.7

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

7.8

The agreement may be terminated: (a)

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

(b)

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

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Health Professionals and Support Services Award 2010

7.9

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

Part 2—Consultation and Dispute Resolution 8.

Consultation regarding major workplace change

8.1

Employer to notify

8.2

8

(a)

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

(b)

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

Employer to discuss change (a)

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

(b)

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

(c)

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

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Health Professionals and Support Services Award 2010

9.

Dispute resolution

[Varied by PR994550]

9.1

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

[9.2 varied by PR994550 from 01Jan10]

9.2

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

[9.3 varied by PR994550 from 01Jan10]

9.3

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

[9.4 varied by PR994550 from 01Jan10]

9.4

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

9.5

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

9.6

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

Part 3—Types of Employment and Termination of Employment 10.

Types of employment

10.1

Employment categories (a)

Employees under this award will be employed in one of the following categories: (i)

full-time;

(ii)

part-time; or

(iii) casual. (b)

At the time of engagement an employer will inform each employee whether they are employed on a full-time, part-time or casual basis. An employer may MA000027

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Health Professionals and Support Services Award 2010

direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.

10.2

Full-time employment A full-time employee is one who is engaged to work 38 hours per week or an average of 38 hours per week pursuant to clause 23—Ordinary hours of work of this award.

10.3

10.4

Part-time employment (a)

A part-time employee is an employee who is engaged to work less than the full-time hours of an average of 38 hours per week and who has reasonably predictable hours of work.

(b)

Before commencing employment, the employer and employee will agree in writing on a regular pattern of work including the number of hours to be worked each week, the days of the week the employee will work and the starting and finishing times each day.

(c)

The terms of the agreement may be varied by agreement and recorded in writing.

(d)

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

Casual employment (a)

A casual employee is an employee engaged as such on an hourly basis, other than as a part-time, full-time or fixed-term employee, to work up to and including 38 ordinary hours per week.

(b)

A casual employee will be paid per hour calculated at the rate of 1/38th of the weekly rate appropriate to the employee’s classification. In addition, a loading of 25% of that rate will be paid instead of the paid leave entitlements of fulltime employees.

(c)

The minimum period of engagement of a casual employee is three hours with the exception of cleaners employed in private medical practices who will be engaged for a minimum of two hours.

11.

Termination of employment

11.1

Notice of termination is provided for in the NES.

11.2

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

10

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Health Professionals and Support Services Award 2010

of notice required by this clause less any period of notice actually given by the employee.

11.3

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

12.

Redundancy

[Varied by PR994550, PR503634]

12.1

Redundancy pay is provided for in the NES.

12.2

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.

12.3

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.

12.4

12.5

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 11.3.

Transitional provisions – NAPSA employees

[12.5(a) substituted by PR994550 from 01Jan10; renamed by PR503634 ppc 01Jan11]

(a)

Subject to clause 12.5(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a notional agreement preserving a State award:

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Health Professionals and Support Services Award 2010

(i)

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

(ii)

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

[12.5(b) substituted by PR994550 from 01Jan10]

12.6

(b)

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

(c)

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

(d)

Clause 12.5 ceases to operate on 31 December 2014.

Transitional provisions – Division 2B State employees

[12.6 inserted by PR503634 ppc 01Jan11]

(a)

Subject to clause 12.6(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a Division 2B State award: (i)

that would have applied to the employee immediately prior to 1 January 2011, if the employee had at that time been in their current circumstances of employment and no Division 2B State employment agreement or enterprise agreement had applied to the employee; and

(ii)

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

(b)

The employee’s entitlement to redundancy pay under the Division 2B State award is limited to the amount of redundancy pay which exceeds the employee’s entitlement to redundancy pay, if any, under the NES.

(c)

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

(d)

Clause 12.6 ceases to operate on 31 December 2014.

Part 4—Minimum Wages and Related Matters 13.

Classifications

[Varied by PR988397]

All employees covered by this award must be classified according to the structure and definitions set out in Schedule B—Classification Definitions. Employers must advise their employees in writing of their classification upon commencement and of any subsequent changes to their classification.

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14.

Minimum weekly wages for Support Services employees

[Varied by PR997907, PR503634, PR509058, PR522889] [Note inserted by PR503634 ppc 01Jan11]

NOTE: A transitional pay equity order taken to have been made pursuant to item 30A of Schedule 3A to the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth) has effect in accordance with that item. A relevant transitional pay equity order operates in Queensland as provided for in items 30A (6) and (7).

14.1

Progression through pay points Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point having regard to the acquisition and use of skills, or in the case of a part-time or casual employee, 1824 hours of similar experience.

14.2

14.3

Juniors in Support Services Age

% of level 1 rate

Under 17

50

17

60

18

70

19

80

20

90

Support Services employees

R-01

[14.3 varied by PR997907, PR509058, PR522889 ppc 01Jul12]

Per week $ Level 1

644.80

Level 2

671.40

Level 3

698.00

Level 4

706.10

Level 5

729.90

Level 6

769.30

Level 7

783.10

Level 8 Pay point 1

809.70

Pay point 2

831.00

Pay point 3

889.50

Level 9 Pay point 1

905.40

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Per week $

15.

Pay point 2

937.40

Pay point 3

944.80

Minimum weekly wages for Health Professional employees

[Varied by PR997907, PR509058, PR522889]

15.1

Progression through pay points (a)

Progression through level 1 Employees will enter at the relevant pay point and then progress annually or, in the case of a part-time or casual employee, 1824 hours until they reach pay point 6.

(b)

Progression through levels 2–4 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point having regard to the acquisition and use of skills, or in the case of a part-time or casual employee, 1824 hours of similar experience.

15.2

Health Professional employee—level 1

[15.2 varied by PR997907, PR509058, PR522889 ppc 01Jul12]

Per week $

15.3

Pay point 1 (UG 2 qualification)

740.60

Pay point 2 (three year degree entry)

769.30

Pay point 3 (four year degree entry)

803.30

Pay point 4 (masters degree entry)

831.00

Pay point 5 (PhD entry)

905.40

Pay point 6

937.40

Health Professional employee—level 2

[15.3 varied by PR997907, PR509058, PR522889 ppc 01Jul12]

Pay point 1 Pay point 2 Pay point 3 Pay point 4

14

Per week $ 942.70 976.70 1014.00 1054.40

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15.4

Health Professional employee—level 3

[15.4 varied by PR997907, PR509058, PR522889 ppc 01Jul12]

Pay point 1 Pay point 2 Pay point 3 Pay point 4 Pay point 5

15.5

Per week $ 1100.20 1131.00 1155.50 1206.60 1251.30

Health Professional employee—level 4

[15.5 varied by PR997907, PR509058, PR522889 ppc 01Jul12]

Pay point 1 Pay point 2 Pay point 3 Pay point 4

16.

Per week $ 1332.10 1421.50 1546.00 1706.60

Supported wage system

[Varied by PR988397]

See Schedule D

17.

National training wage

[Varied by PR988397]

See Schedule E

18.

Allowances

[Varied by PR994550, PR998035, PR509180, PR523010]

18.1

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.

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Health Professionals and Support Services Award 2010 [18.1(b) varied by PR994550 from 01Jan10; PR523010 ppc 01Jul12]

(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 Clothing and equipment allowance Tool allowance

Take away and fast foods sub-group Clothing and footwear group

Vehicle allowance Board and lodging 18.2

Tools and equipment for house and garden component of the household appliances, utensils and tools sub-group Private motoring sub-group Domestic holiday travel and accommodation sub-group

Blood check allowance Any employee exposed to radiation hazards in the course of their work will be entitled to a blood count as often as is considered necessary and will be reimbursed for any out of pocket expenses arising from such test.

18.3

18.4

16

Clothing and equipment (a)

Employees required by the employer to wear uniforms will be supplied with an adequate number of uniforms appropriate to the occupation free of cost to employees. Such items are to remain the property of the employer and be laundered and maintained by such employer free of cost to the employee.

(b)

Instead of the provision of such uniforms, the employer may, by agreement with the employee, pay such employee a uniform allowance at the rate of $1.23 per shift or part thereof on duty or $6.24 per week, whichever is the lesser amount. Where such employee’s uniforms are not laundered by or at the expense of the employer, the employee will be paid a laundry allowance of $0.32 per shift or part thereof on duty or $1.49 per week, whichever is the lesser amount.

(c)

The uniform allowance, but not the laundry allowance, will be paid during all absences on leave, except absences on long service leave and absence on personal/carer’s leave beyond 21 days. Where, prior to the taking of leave, an employee was paid a uniform allowance other than at the weekly rate, the rate to be paid during absence on leave will be the average of the allowance paid during the four weeks immediately preceding the taking of leave.

(d)

Where an employer requires an employee to wear rubber gloves, special clothing or where safety equipment is required for the work performed by an employee, the employer must reimburse the employee for the cost of purchasing such special clothing or safety equipment, except where such clothing or equipment is provided by the employer.

Damaged clothing allowance

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18.5

(a)

Where an employee, in the course of their employment suffers any damage to or soiling of clothing or other personal effects (excluding female hosiery), the employer will be liable for the replacement, repair or cleaning of such clothing or personal effects provided immediate notification is given of such damage or soiling.

(b)

This clause will not apply where the damage or soiling is caused by the negligence of the employee.

Deduction for board and lodging Where the employer provides board and lodging, the wage rates prescribed in this award will be reduced by the following amounts per week:

[18.5(a) varied by PR998035, PR523010 ppc 01Jul12]

(a)

employees receiving full adult rate of pay—$22.03;

[18.5(b) varied by PR998035, PR523010 ppc 01Jul12]

(b)

trainees—$9.94; or

[18.5(c) varied by PR998035, PR523010 ppc 01Jul12]

(c) 18.6

where the employee buys their meals at ruling cafeteria rates, by an additional amount of—$13.71.

Heat allowance (a)

Where work continues for more than two hours in temperatures exceeding 46 degrees Celsius employees will be entitled to 20 minutes rest after every two hours work without deduction of pay.

(b)

It will be the responsibility of the employer to ascertain the temperature.

(c)

The following amounts will be paid to employees employed at their current place of work prior to 8 August 1991, in the prescribed circumstances in addition to any other amounts specified elsewhere in this award.

Where an employee works for more than one hour in the shade in places where the temperature is raised by artificial means and:

18.7

(i)

exceeds 40 degrees Celsius but does not exceed 46 degrees Celsius— 0.05% of the standard rate per hour or part thereof.

(ii)

exceeds 46 degrees Celsius—0.06% of standard rate per hour or part thereof.

Meal allowances

[18.7(a) varied by PR998035, PR509180, PR523010 ppc 01Jul12]

(a)

An employee will be supplied with an adequate meal where an employer has adequate cooking and dining facilities or be paid a meal allowance of $11.37 in addition to any overtime payment as follows:

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(i)

when required to work after the usual finishing hour of work beyond one hour or, in the case of shiftworkers, when the overtime work on any shift exceeds one hour.

[18.7(a)(ii) varied by PR998035, PR509180, PR523010 ppc 01Jul12]

(ii)

18.8

Provided that where such overtime work exceeds four hours a further meal allowance of $10.24 will be paid.

(b)

Clause 18.7(a) will not apply when an employee could reasonably return home for a meal within the meal break.

(c)

On request meal allowance will be paid on the same day as overtime is worked.

Nauseous work allowance An allowance of 0.05% of the standard rate per hour or part thereof will be paid to an employee in any classification if they are engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature having regard to the duty normally performed by such employee in such classification. Any employee who is entitled to be paid this allowance will be paid a minimum sum of 0.27% of the standard rate for work performed in any week.

18.9

Occasional interpreting allowance An employee not employed as a full-time interpreter who is required to perform interpreting duties will receive an additional 0.11% of the standard rate on each occasion with a maximum additional payment of 1.27% of the standard rate per week.

18.10

On call allowance An employee required by the employer to be on call will receive the following additional amounts for each 24 hour period or part thereof:

18.11

(a)

when the on call period is between Monday and Saturday inclusive—2.16% of the standard rate per 24 hour period; and

(b)

when the on call period is on a Sunday or public holiday—4.31% of the standard rate per 24 hour period.

Telephone allowance Where the employer requires an employee to install and/or maintain a telephone for the purpose of being on call, the employer will refund the installation costs and the subsequent rental charges on production of receipted accounts.

18.12

Tool allowance

[18.12 varied by PR998035 ppc 01Jul10]

A tool allowance of $11.00 per week for the supply and maintenance of tools will be paid to chefs and cooks who are not provided with all necessary tools by the employer.

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18.13

Travelling, transport and fares

[18.13(a) varied by PR523010 ppc 01Jul12]

19.

(a)

An employee required and authorised to use their own motor vehicle in the course of their duties will be paid an allowance of not less than $0.75 per kilometre.

(b)

When an employee is involved in travelling on duty, if the employer cannot provide the appropriate transport, all reasonably incurred expenses in respect to fares, meals and accommodation will be met by the employer on production of receipted account(s) or other evidence acceptable to the employer.

(c)

Provided further that the employee will not be entitled to reimbursement for expenses referred to in clause 18.13(b), which exceed the mode of transport, meals or the standard of accommodation agreed with the employer, for these purposes.

District allowances

[Varied by PR994550]

19.1

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

[19.1(a) substituted by PR994550 from 01Jan10]

19.2

(a)

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

(b)

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

Western Australia

[19.2 substituted by PR994550 from 01Jan10]

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

19.3

(a)

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

(b)

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

This clause ceases to operate on 31 December 2014.

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20.

Payment of wages

20.1

Frequency of payment Wages will be paid weekly or fortnightly or, by agreement between the employer and the majority of employees, monthly.

20.2

Method of payment Wages will be paid by cash, cheque or electronic funds transfer, as determined by the employer, into the bank or financial institution account nominated by the employee.

21.

Accident pay

[Varied by PR994550, PR503634] [21.1 varied by PR994550; substituted by PR503634 ppc 01Jan11]

21.1

Subject to clause 21.2, an employee is entitled to accident pay in accordance with the terms of an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006, a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or a Division 2B State award that would have applied to the employee immediately prior to 1 January 2011: (a)

if the employee had at that time been in their current circumstances of employment and no agreement-based transitional instrument, enterprise agreement or Division 2B State employment agreement had applied to the employee; and

(b)

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

[21.2 substituted by PR994550, PR503634 ppc 01Jan11]

21.2

The employee’s entitlement to accident pay under the award, the notional agreement preserving a State award or the Division 2B State award is limited to the amount of accident pay which exceeds the employee’s entitlement to accident pay, if any, under any other instrument.

21.3

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

21.4

This clause ceases to operate on 31 December 2014.

22.

Superannuation

[Varied by PR990546, PR990529, PR994550]

22.1

Superannuation legislation (a)

20

Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act MA000027

Health Professionals and Support Services Award 2010

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) 22.2

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

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.

22.3

22.4

Voluntary employee contributions (a)

Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 22.2.

(b)

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

(c)

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

Superannuation fund

[22.4 varied by PR994550 from 01Jan10]

Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 22.2 to another superannuation fund that is chosen by the employee, the employer must make the superannuation contributions provided for in clause 22.2 and pay the amount authorised under clauses 22.3(a) or (b) to one of the following superannuation funds or its successor: (a)

First State Super;

(b)

Health Industry Plan (HIP);

(c)

Health Employees Superannuation Trust of Australia (HESTA);

(d)

Health Super;

(e)

National Catholic Superannuation Fund;

(f)

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(g)

Sunsuper;

(h)

Tasplan;

(i)

CareSuper;

(j)

Australian Superannuation Savings Employment Trust (Asset Super);

(k)

UC Super;

(l)

Statewide Superannuation Trust; or

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

Part 5—Hours of Work and Related Matters 23.

Ordinary hours of work

23.1

The ordinary hours of work for a full-time employee will be an average of 38 hours per week in a fortnight or four week period.

23.2

Not more than 10 ordinary hours of work (exclusive of meal breaks) are to be worked in any one day.

24.

Span of hours

[Varied by PR995380, PR997603, PR998258]

24.1

Unless otherwise stated, the ordinary hours of work for a day worker will be worked between 6.00 am and 6.00 pm Monday to Friday.

24.2

Private medical, dental and pathology practices

[24.2 varied by PR997603 from 01Jan10]

The ordinary hours of work for a day worker will be worked between 7.30 am and 9.00 pm Monday to Friday and between 8.00 am and 4.30 pm on Saturday.

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24.3

Private medical imaging practices (a)

Five and a half day practice

[24.3(a) varied by PR998258 from 01Jan10]

The ordinary hours of work for an employee will be worked between 7.00 am and 9.00 pm Monday to Friday and between 8.00 am and 1.00 pm on Saturday. (b)

Seven day practice

[24.3(b) varied by PR998258 from 1Jan10]

Where the work location of a practice services patients on a seven day a week basis, the ordinary hours of work for an employee at that location will be between 7.00 am and 9.00 pm Monday to Sunday. Work performed on a Saturday will be paid at the rate of time and a quarter of the employee’s ordinary rate of pay instead of the loading prescribed in clause 26—Saturday and Sunday work. Work performed on a Sunday will be paid at the rate of time and a half of the employee’s ordinary rate of pay instead of the loading prescribed in clause 26.

[24.4 inserted by PR995380 ppc 23Mar10]

24.4

Physiotherapy practices In physiotherapy practices, the ordinary hours of work for a day worker will be worked between 6.00 am and 6.00 pm Monday to Friday and 6.00 am to 12.00 noon on Saturday.

25.

Rostering (a)

The ordinary hours of work for each employee will be displayed on a fortnightly roster in a place conveniently accessible to employees. The roster will be posted at least two weeks before the commencement of the roster period.

(b)

Seven days’ notice will be given of a change in a roster. However, a roster may be altered at any time to enable the functions of the hospital, facility or organisation to be carried on where another employee is absent from duty on account of illness or in an emergency.

(c)

Unless the employer otherwise agrees, an employee desiring a roster change will give seven days’ notice except where the employee is ill or in an emergency.

26.

Saturday and Sunday work

26.1

For all ordinary hours worked between midnight Friday and midnight Sunday, a day worker will be paid their ordinary hourly rate and an additional 50% loading.

26.2

A casual employee who works on a Saturday or Sunday will be paid a loading of 75% for all time worked instead of the casual loading of 25%.

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27.

Breaks

27.1

Meal breaks

27.2

28.

(a)

An employee who works in excess of five hours will be entitled to an unpaid meal break of not less than 30 minutes and not more than 60 minutes.

(b)

The time of taking the meal break may be varied by agreement between the employer and employee.

Tea breaks (a)

Every employee will be entitled to a paid 10 minute tea break in each four hours worked at a time to be agreed between the employer and employee.

(b)

Subject to agreement between the employer and employee, such breaks may alternatively be taken as one 20 minute tea break.

(c)

Tea breaks will count as time worked.

Overtime penalty rates

[Varied by PR994550]

28.1

Overtime rates (a)

An employee who works outside their ordinary hours on any day will be paid at the rate of: (i)

time and a half for the first two hours; and

(ii)

double time thereafter.

(b)

All overtime worked on a Sunday will be paid at the rate of double time.

(c)

These extra rates will be in substitution for and not cumulative upon the shift loading prescribed in clause 29—Shiftwork.

(d)

Part-time employees

[28.1(d) varied by PR994550 from 01Jan10]

Where agreement has been reached in accordance with clauses 10.3(b) or (c), a part-time employee who is required by the employer to work in excess of those agreed hours must be paid overtime in accordance with this clause.

28.2

Rest period after overtime (a)

24

An employee who works so much overtime between the termination of their ordinary work on one day and the commencement of ordinary work on the next day that they have not had at least 10 consecutive hours off duty will be released after completion of such overtime until they have had 10 consecutive hours off duty without loss of pay for ordinary working time occurring during this absence.

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(b)

28.3

28.4

If, on the instructions of the employer, the employee resumes or continues work without having had 10 hours off duty, the employee will be paid at the rate of double time until they are released from duty for such a period.

The employee is then entitled to be absent until they have had 10 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

Time off instead of payment for overtime (a)

An employee may elect, with the consent of the employer, to take time off instead of payment for overtime at a time agreed with the employer.

(b)

Overtime taken as time off during ordinary hours will be taken at the ordinary time rate, that is, an hour for each hour worked.

Recall to work overtime An employee who is recalled to work overtime after leaving the employer’s premises will be paid for a minimum of two hours’ work at the appropriate overtime rate.

28.5

Rest break during overtime An employee working overtime will take a paid rest break of 20 minutes after each four hours of overtime worked if required to continue work after the break.

29.

Shiftwork

[29 varied by PR997603 from 01Jan10]

Where the ordinary rostered hours of work of a shiftworker finish between 6.00 pm and 8.00 am or commence between 6.00 pm and 6.00 am, the employee will be paid an additional of 15% of their ordinary rate of pay.

30.

Higher duties

30.1

A Support Services employee engaged in any duties carrying a higher wage rate than the classification in which they are ordinarily employed in any one day or shift will be paid at the higher wage rate for:

30.2

(a)

the time so worked for two hours or less; or

(b)

a full day or shift where the time so worked exceeds two hours.

An employee classified as a Health Professional who is authorised to assume the duties of another employee on a higher classification under this award for a period of five or more consecutive working days will be paid for the period for which they assumed such duties at not less than the minimum rate prescribed for the classification applying to the employee so relieved.

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Part 6—Leave and Public Holidays 31.

Annual leave

[Varied by PR995135, PR997007]

Annual leave is provided for in the NES. This clause contains additional provisions.

31.1

Quantum of leave

[31.1 substituted by PR997007 from 01Jan10]

31.2

31.3

31.4

(a)

The NES provides that an employee who is defined as a shiftworker under this clause is entitled to an additional weeks annual leave on the same terms and conditions.

(b)

For the purposes of the NES a shiftworker is an employee who works for more than four ordinary hours on 10 or more weekends during the year in which their annual leave accrues.

Annual leave loading (a)

In addition to their ordinary pay, an employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their ordinary rate of pay.

(b)

Shiftworkers, in addition to their ordinary pay, will be paid the higher of: (i)

an annual leave loading of 17.5% of their ordinary rate of pay; or

(ii)

the weekend and shift penalties the employee would have received had they not been on leave during the relevant period.

Leave in advance (a)

An employer may allow an employee to take annual leave either wholly or partly in advance of an entitlement accruing.

(b)

Where annual leave has been taken in advance and the employment of the employee is terminated before completing the required amount of service to account for the leave, the employer is entitled to deduct the amount of leave in advance which is still owing from any remuneration payable to the employee upon termination of employment.

Close down periods—dental and medical practices Where an employer temporarily closes a dental or medical practice, an employee may be directed to take paid annual leave during part or all of this period provided such direction is reasonable. Where an employee does not have sufficient accrued annual leave for this period, they may be required to take annual leave in advance where such requirement is reasonable.

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31.5

Transitional arrangements in Western Australia

[31.5 inserted by PR995135 ppc 26Mar10]

(a)

The following transitional arrangements apply to an employer in Western Australia which, immediately prior to 1 January 2010: (i)

was obliged;

(ii)

but for the operation of an agreement-based transitional instrument would have been obliged; or

(iii) 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 an award-based transitional instrument to afford 6 weeks annual leave to any classification of employee for hours worked other than as a shift worker.

32.

(b)

The employer must afford an employee in that classification one extra week of annual leave in addition to the leave provided for in s.87(1)(a) of the Act.

(c)

To avoid doubt, this provision does not affect any additional entitlement to annual leave arising under clause 31.1.

(d)

This provision ceases to operate on 31 December 2014.

Public holidays

Public holidays are provided for in the NES. This clause contains additional provisions.

32.1

Substitution An employer and the employees may, by agreement, substitute another day for a public holiday. Where there is no agreement, the employer may substitute another day but not so as to give an employee less time off work than the employee would have had if the employee had received the public holiday.

32.2

Payment for working on a public holiday Any employee required to work on a public holiday will be paid double time and a half for all time worked.

33.

Personal/carer’s leave and compassionate leave

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

34.

Community service leave

Community service leave is provided for in the NES.

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35.

Ceremonial leave

An employee who is legitimately required by Aboriginal tradition to be absent from work for Aboriginal ceremonial purposes will be entitled to up to 10 working days unpaid leave in any one year, with the approval of the employer.

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Schedule A—Transitional Provisions [Varied by PR988397, PR994550, PR503634]

A.1

General

A.1.1

The provisions of this schedule deal with minimum obligations only.

[A.1.2 substituted by PR994550 from 01Jan10]

A.1.2

The provisions of this schedule are to be applied: (a)

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

(b)

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

(c)

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

(d)

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

[A.1.3 inserted by PR503634 ppc 01Jan11]

A.1.3

To avoid doubt, this schedule operates subject to the transitional pay equity order referred to in clause 14 of this award.

A.2

Minimum wages – existing minimum wage lower

A.2.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

[A.2.1(b) substituted by PR994550 from 01Jan10]

(b)

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

(c)

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

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

A.2.2

In this clause minimum wage includes: (a)

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

(b)

a piecework rate; and MA000027

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Health Professionals and Support Services Award 2010

(c)

any applicable industry allowance.

A.2.3

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

A.2.4

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

A.2.5

From the following dates the employer must pay no less than the minimum wage for the classification in this award minus the specified proportion of the transitional amount: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.2.6

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

A.2.7

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

A.3

Minimum wages – existing minimum wage higher

A.3.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

[A.3.1(b) substituted by PR994550 from 01Jan10]

(b)

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

(c)

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

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

A.3.2

A.3.3

30

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.

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.

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Health Professionals and Support Services Award 2010

A.3.4

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

A.3.5

From the following dates the employer must pay no less than the minimum wage for the classification in this award plus the specified proportion of the transitional amount: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.3.6

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

A.3.7

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

A.4

Loadings and penalty rates For the purposes of this schedule loading or penalty means a:  casual or part-time loading;  Saturday, Sunday, public holiday, evening or other penalty;  shift allowance/penalty.

A.5

Loadings and penalty rates – existing loading or penalty rate lower

[A.5.1 substituted by PR994550 from 01Jan10]

A.5.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

(b)

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

(c)

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

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

[A.5.2 substituted by PR994550 from 01Jan10]

A.5.2

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

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A.5.3

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

A.5.4

From the following dates the employer must pay no less than the loading or penalty in this award minus the specified proportion of the transitional percentage: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.5.5

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

A.6

Loadings and penalty rates – existing loading or penalty rate higher

[A.6.1 substituted by PR994550 from 01Jan10]

A.6.1

The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010: (a)

was obliged,

(b)

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

(c)

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

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

[A.6.2 substituted by PR994550 from 01Jan10]

A.6.2

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

[A.6.3 substituted by PR994550 from 01Jan10]

A.6.3

32

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.

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Health Professionals and Support Services Award 2010

A.6.4

From the following dates the employer must pay no less than the loading or penalty in this award plus the specified proportion of the transitional percentage: First full pay period on or after 1 July 2010

80%

1 July 2011

60%

1 July 2012

40%

1 July 2013

20%

A.6.5

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

A.7

Loadings and penalty rates – no existing loading or penalty rate

[A.7.1 substituted by PR994550 from 01Jan10]

A.7.1

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

A.7.2

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

[A.7.3 substituted by PR994550 from 01Jan10]

A.7.3

From the following dates the employer must pay no less than the following percentage of the loading or penalty in this award: First full pay period on or after 1 July 2010

20%

1 July 2011

40%

1 July 2012

60%

1 July 2013

80%

A.7.4

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

A.8

Former Division 2B employers

[A.8 inserted by PR503634 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 MA000027

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Health Professionals and Support Services Award 2010

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.

34

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.

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Health Professionals and Support Services Award 2010

Schedule B—Classification Definitions [Varied by PR988397]

B.1

Support Services employees—definitions

B.1.1

Support Services employee—level 1

Entry level: An employee with less than three months work experience in the industry and who performs basic duties.

An employee at this level:  works within established routines, methods and procedures;  has minimal responsibility, accountability or discretion;  works under direct or routine supervision, either individually or in a team; and  is not required to have previous experience or training.

Indicative roles at this level are: General and administrative services

Food services

Technical and clinical

Assistant gardener

Food and domestic services assistant

Animal house attendant

Car park attendant

CSSD attendant

Cleaner

Darkroom processor

General clerk

Dental assistant (unqualified)

Hospital orderly

Laboratory assistant

Incinerator operator

Medical imaging support

Laundry hand

Orthotic technician

Seamsperson

Recording attendant (including EEG & ECG) Social work/Welfare aide Theatre attendant

B.1.2

Support Services employee—level 2

An employee at this level:  is capable of prioritising work within established routines, methods and procedures;  is responsible for work performed with a limited level of accountability or

discretion; MA000027

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Health Professionals and Support Services Award 2010

 works under limited supervision, either individually or in a team;  possesses sound communication skills; and  requires specific on-the-job training and/or relevant skills training or experience.

In addition to level 1, other indicative roles at this level are: General and administrative services

Food services

Technical and clinical

Driver (less than 3 tonne)

Diet cook (a person Instrument technician responsible for the conduct of Gardener (non-trade) a diet kitchen; an unqualified Personal care worker grade 1 (non-trade) cook employed as General clerk/Typist (between a sole cook in a kitchen.

3 months and less than 1 years service) Housekeeper Maintenance/Handyperson (unqualified) Storeperson B.1.3

Support Services employee—level 3

An employee, other than an administrative/clerical employee, at this level:  is capable of prioritising work within established routines, methods and procedures;  is responsible for work performed with a medium level of accountability or

discretion;  works under limited supervision, either individually or in a team;  possesses sound communication and/or arithmetic skills; and  requires specific on-the-job training and/or relevant skills training or experience.

An administrative/clerical employee at this level undertakes a range of basic clerical functions within established routines, methods and procedures.

Indicative roles performed at this level are: General and administrative services

Food services

Technical and clinical

Driver (less than 3 tonne) who is required to hold a St John Ambulance first aid certificate.

Food monitor (an employee whose primary function is to liaise with patients and staff to obtain appropriate meal requirements of patients, and to tally and collate the overall results).

Instrument technician

General clerk/Typist (second and subsequent years of service) Receptionist 36

MA000027

Laboratory assistant Personal care worker grade 2 Theatre technician

Health Professionals and Support Services Award 2010

B.1.4

Support Services employee—level 4

An employee at this level:  is capable of prioritising work within established policies, guidelines and

procedures;  is responsible for work performed with a medium level of accountability or

discretion;  works under limited supervision, either individually or in a team;  possesses good communication, interpersonal and/or arithmetic skills; and  requires specific on-the-job training, may require formal qualifications and/or

relevant skills training or experience at Certificate III level.

Indicative roles performed at this level are: General and administrative services

Food services

Technical and clinical

Clerk (ward, casualty, medical records etc.)

Trade cook

Dental assistant (qualified) Dental technician

Driver (3 tonne and over)

Instrument technician (qualified)

Gardener (trade) Medical imaging administration

Orthotic technician Pathology collector

Printer (trade)

Pathology technician

Security officer

Personal care worker grade 3 Theatre technician (qualified)

B.1.5

Support Services employee—level 5

An employee at this level:  is capable of functioning semi autonomously, and prioritising their own work

within established policies, guidelines and procedures;  is responsible for work performed with a substantial level of accountability;  works either individually or in a team;  in the case of an administrative/clerical employee, requires a comprehensive

knowledge of medical terminology and/or a working knowledge of health insurance schemes;  may require basic computer knowledge or be required to use a computer on a

regular basis;  possesses administrative skills and problem solving abilities;

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Health Professionals and Support Services Award 2010

 possesses well developed communication, interpersonal and/or arithmetic skills;

and  requires substantial on-the-job training and may require formal qualifications at

trade or certificate level and/or relevant skills training or experience.

Indicative roles performed at this level are: General and administrative services

Food services

Technical and clinical

Interpreter (unqualified)

Senior cook

Dental assistant

Medical audio typist

Orthotic technician

Medical imaging administration

Pathology collector Personal care worker grade 4

Medical stenographer

Pharmacy technician

Secretary B.1.6

Theatre technician

Support Services employee—level 6

An employee at this level:  is capable of functioning with a high level of autonomy, and prioritising their work

within established policies, guidelines and procedures;  is responsible for work performed with a substantial level of accountability and

responsibility;  works either individually or in a team;  may require comprehensive computer knowledge or be required to use a computer

on a regular basis;  possesses administrative skills and problem solving abilities;  possesses well developed communication, interpersonal and/or arithmetic skills;

and  may require formal qualifications at post-trade or Advanced Certificate or

Associate Diploma level and/or relevant skills training or experience.

Indicative roles performed at this level are:

38

General and administrative services

Food services

Technical and clinical

Computer clerk (advanced)

Chef

Anaesthetic technician

Gardener (advanced)

Pathology collector

Pay clerk (advanced)

Pathology technician

Library technician

Pharmacy technician

MA000027

Health Professionals and Support Services Award 2010

General and administrative services

Food services

Technical and clinical

Medical imaging administration Printer (advanced) B.1.7

Support Services employee—level 7

An employee at this level:  is capable of functioning autonomously, and prioritising their work and the work of

others within established policies, guidelines and procedures;  is responsible for work performed with a substantial level of accountability and

responsibility;  may supervise the work of others, including work allocation, rostering and

guidance;  works either individually or in a team;  may require comprehensive computer knowledge or be required to use a computer

on a regular basis;  possesses developed administrative skills and problem solving abilities;  possesses well developed communication, interpersonal and/or arithmetic skills;

and  may require formal qualifications at trade or Advanced Certificate or Associate

Diploma level and/or relevant skills training or experience.

Indicative roles performed at this level are: General and administrative services

Food services

Technical and clinical

Gardener superintendent

Food services supervisor

Personal care worker grade 5

General clerical supervisor

Senior chef

Technical and therapy supervisor

General services supervisor Interpreter (qualified) Medical imaging Administration B.1.8

Support Services employee—level 8

Employees at this level will typically have worked or studied in a relevant field and will have achieved a standard of relevant and/or specialist knowledge and experience sufficient to enable them to independently advise on a range of activities and features and contribute, as required, to the determination of objectives, within the relevant field/s of their expertise.

MA000027

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Health Professionals and Support Services Award 2010

They are responsible and accountable for their own work; and may have delegated responsibility for the work under their control or supervision, in terms of, inter alia, scheduling workloads, resolving operations problems, monitoring the quality of work produced as well as counselling staff for performance as well as work related matters.

They would also be able to train and to supervise employees in lower levels by means of personal instruction and demonstration. They often exercise initiative, discretion and judgment in the performance of their duties.

The possession of relevant post secondary qualifications may be appropriate but not essential.

Indicative typical duties and skills in this level may include:  operating and having responsibility for a complex and diverse payroll system;  applying detailed knowledge of the organisation’s objectives, performance,

projected areas of growth, product trends and general industry conditions for the purposes of assisting in developing policy or new products and services to meet changing market needs or other circumstances;  using computer software packages including evaluating and determining optimum

software solutions or the integration of complex word processing/data/graphics text;  finalising quotations or costings by applying a detailed knowledge of variable

inputs, margins, market conditions, supply and delivery arrangements; or  preparing internal reports for management in any or all of the following areas:

B.1.9

(a)

account/financial;

(b)

staffing;

(c)

legislative requirement; and

(d)

other significant company activities/operations.

Support Services employee—level 9

Work at this level is usually performed in relation to established priorities, task methodology and work practices to achieve results in line with the organisation goals.

The work may include preparing papers and reports, drafting complex correspondence for senior employees, undertaking activities of a specialist or detailed nature, assisting in the preparation of procedural guidelines, providing, interpreting and analysing information for clients or other interested parties, exercising specific process responsibilities, and overseeing and co-ordinating the work of subordinate staff.

Work at this level includes supervision of a work group, small work area or office within the total organisational structure and co-ordination of a range of organisation functions.

Work is performed under general direction as to work priorities and may be of a technical or professional, project, procedural or processing nature, or a combination of these.

Direction exercised over work performed at this level may be less direct than at lower levels and is usually related to task methodologies and work practices. Employees at this level are expected to set priorities and to monitor work flow in the area of responsibility.

40

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Health Professionals and Support Services Award 2010

The work at this level requires the application of knowledge usually gained through previous experience in the discipline or from post secondary or tertiary study. The work may require the co-ordination of a range of organisation functions and the exercising of judgment and/or delegated authority in areas where precedents or procedures are not clearly defined.

Independent action may be exercised at this level, e.g. developing procedures, management strategies and guidelines.

Indicative typical duties and skills at this level may include:  supervising staff, setting priorities, monitoring work flow, and the development of

strategies or work practices;  having responsibility for the development of appropriate training programmes

related to group development;  applying equal employment opportunity and industrial relations principles;  providing advice in relation to personal and career development related to work

requirements;  liaising or communicating with clients or other interested groups;  general knowledge of the organisation’s operations, combined with specialist

knowledge of major activities within the work area; or  being able to investigate interpret or evaluate information where legislation,

regulations, instructions or procedural guidelines do not give adequate or specific answers.

B.2

Health Professional employees—definitions

A list of common health professionals which are covered by the definitions is contained in Schedule C—List of Common Health Professionals.

B.2.1

Health Professional—level 1

Positions at level 1 are regarded as entry level health professionals and for initial years of experience.

This level is the entry level for new graduates who meet the requirement to practise as a health professional (where appropriate in accordance with their professional association’s rules and be eligible for membership of their professional association) or such qualification as deemed acceptable by the employer. It is also the level for the early stages of the career of a health professional.

B.2.2

Health Professional—level 2

A health professional at this level works independently and is required to exercise independent judgment on routine matters. They may require professional supervision from more senior members of the profession or health team when performing novel, complex, or critical tasks. They have demonstrated a commitment to continuing professional development and may have contributed to workplace education through provision of seminars, lectures or in-services. At this level the health professional may be actively involved in quality improvement activities or research.

MA000027

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Health Professionals and Support Services Award 2010

At this level the health professional contributes to the evaluation and analysis of guidelines, policies and procedures applicable to their clinical/professional work and may be required to contribute to the supervision of discipline specific students.

B.2.3

Health Professional—level 3

A health professional at this level would be experienced and be able to independently apply professional knowledge and judgment when performing novel, complex, or critical tasks specific to their discipline. At this level health professionals will have additional responsibilities.

An employee at this level:  works in an area that requires high levels of specialist knowledge and skill as

recognised by the employer;  is actively contributing to the development of professional knowledge and skills in

their field of work as demonstrated by positive impacts on service delivery, positive referral patterns to area of expertise and quantifiable/measurable improvements in health outcomes;  may be a sole discipline specific health professional in a metropolitan, regional or

rural setting who practices in professional isolation from health professionals from the same discipline;  is performing across a number of recognised specialties within a discipline;  may be accountable for allocation and/or expenditure of resources and ensuring

targets are met and is responsible for ensuring optimal budget outcomes for their customers and communities;  may be responsible for providing regular feedback and appraisals for senior staff to

improve health outcomes for customers and for maintaining a performance management system; and  is responsible for providing support for the efficient, cost effective and timely

delivery of services.

B.2.4

Health Professional—level 4

A health professional at this level applies a high level of professional judgment and knowledge when performing a wide range of novel, complex, and critical tasks, specific to their discipline.

An employee at this level:  has a proven record of achievement at a senior level;  has the capacity to allocate resources, set priorities and ensure budgets are met

within a large and complex organisation;  may be responsible to the executive for providing effective services and ensuring

budget/strategic targets are met;  supervises staff where required; and

42

MA000027

Health Professionals and Support Services Award 2010

 is expected to develop/implement and deliver strategic business plans which

increase the level of care to customers within a budget framework.

MA000027

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Health Professionals and Support Services Award 2010

Schedule C—List of Common Health Professionals [Varied by PR988397, PR991493, PR994550]

Acupuncturist Aromatherapist Art Therapist Audiologist Biomedical Engineer Biomedical Technologist [Cardiac Technologist Health Information Manager deleted by PR994550 from 01Jan10] [Cardiac Technologist inserted by PR994550 from 01Jan10]

Cardiac Technologist Child Psychotherapist Chiropractor Client Advisor/Rehabilitation Consultant Clinical Perfusionist Community Development Worker Counsellor Dental Therapist Dietician Diversional Therapist Exercise Physiologist Genetics Counsellor [Health Information Manager inserted by PR994550 from 01Jan10]

Health Information Manager Homeopathist Masseur, Remedial Medical Imaging Technologist (MIT) (Including: Medical Radiographer; Ultrasonographer; Magnetic Resonance Imaging Technologist; Nuclear Medicine Technologist; and Radiation Therapist) Medical Laboratory Technician

44

MA000027

Health Professionals and Support Services Award 2010

Medical Librarian Medical Photographer/Illustrator Medical Record Administrator Medical Technician/Renal Dialysis Technician Musculoskeletal Therapist Music Therapist Myotherapist Naturopathist Nuclear Medicine Technologist (NMT) Occupational Therapist Orthoptist Osteopath Pastoral Carer Pharmacist Physiotherapist Play Therapist Podiatrist Prosthetist/Orthotist Psychologist Radiation Therapy Technologist (RTT) Recreation Therapist Reflexologist Research Technologist Medical Scientist Social Worker Sonographer Speech Pathologist Welfare Worker Youth Worker

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Health Professionals and Support Services Award 2010

Schedule D—Supported Wage System [Varied by PR988397, PR994550, PR998748, PR510670, PR525068]

D.1

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

D.2

In this schedule: approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991, as amended from time to time, or any successor to that scheme relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged supported wage system means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the following website: www.jobaccess.gov.au SWS wage assessment agreement means the document in the form required by the Department of Education, Employment and Workplace Relations that records the employee’s productive capacity and agreed wage rate

46

D.3

Eligibility criteria

D.3.1

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

D.3.2

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

D.4

Supported wage rates

D.4.1

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

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Health Professionals and Support Services Award 2010

Assessed capacity (clause D.5)

Relevant minimum wage

%

%

10

10

20

20

30

30

40

40

50

50

60

60

70

70

80

80

90

90

[D.4.2 varied by PR994550, PR998748, PR510670, PR525068 ppc 01Jul12]

D.4.2

Provided that the minimum amount payable must be not less than $76 per week.

D.4.3

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

D.5

Assessment of capacity

D.5.1

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

D.5.2

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

D.6

Lodgement of SWS wage assessment agreement

[D.6.1 varied by PR994550 from 01Jan10]

D.6.1

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

[D.6.2 varied by PR994550 from 01Jan10]

D.6.2

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

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Health Professionals and Support Services Award 2010

D.7

Review of assessment

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

D.8

Other terms and conditions of employment

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

D.9

Workplace adjustment

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

D.10

Trial period

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

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

[D.10.3 varied by PR994550, PR998748, PR510670, PR525068 ppc 01Jul12]

D.10.3 The minimum amount payable to the employee during the trial period must be no less than $76 per week.

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

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

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Schedule E窶年ational Training Wage [Varied by PR988397; substituted by PR994550 ppc 01Jan10; varied by PR509058, PR522889]

E.1

Title

This is the National Training Wage Schedule.

E.2

Definitions

In this schedule: adult trainee is a trainee who would qualify for the highest minimum wage in Wage Level A, B or C if covered by that wage level approved training means the training specified in the training contract Australian Qualifications Framework (AQF) is a national framework for qualifications in post-compulsory education and training out of school refers only to periods out of school beyond Year 10 as at the first of January in each year and is deemed to: (e)

include any period of schooling beyond Year 10 which was not part of or did not contribute to a completed year of schooling;

(f)

include any period during which a trainee repeats in whole or part a year of schooling beyond Year 10; and

(g)

not include any period during a calendar year in which a year of schooling is completed

relevant State or Territory training authority means the bodies in the relevant State or Territory which exercise approval powers in relation to traineeships and register training contracts under the relevant State or Territory vocational education and training legislation relevant State or Territory vocational education and training legislation means the following or any successor legislation: Australian Capital Territory: Training and Tertiary Education Act 2003; New South Wales: Apprenticeship and Traineeship Act 2001; Northern Territory: Northern Territory Employment and Training Act 1991; Queensland: Vocational Education, Training and Employment Act 2000; South Australia: Training and Skills Development Act 2008; Tasmania: Vocational Education and Training Act 1994; Victoria: Education and Training Reform Act 2006; or Western Australia: Vocational Education and Training Act 1996

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Health Professionals and Support Services Award 2010

trainee is an employee undertaking a traineeship under a training contract traineeship means a system of training which has been approved by the relevant State or Territory training authority, which meets the requirements of a training package developed by the relevant Industry Skills Council and endorsed by the National Quality Council, and which leads to an AQF certificate level qualification training contract means an agreement for a traineeship made between an employer and an employee which is registered with the relevant State or Territory training authority training package means the competency standards and associated assessment guidelines for an AQF certificate level qualification which have been endorsed for an industry or enterprise by the National Quality Council and placed on the National Training Information Service with the approval of the Commonwealth, State and Territory Ministers responsible for vocational education and training, and includes any relevant replacement training package year 10 includes any year before Year 10

E.3

Coverage

E.3.1

Subject to clauses E.3.2 to E.3.6 of this schedule, this schedule applies in respect of an employee covered by this award who is undertaking a traineeship whose training package and AQF certificate level is allocated to a wage level by Appendix E1 to this schedule or by clause E.5.4 of this schedule.

E.3.2

This schedule only applies to AQF Certificate Level IV traineeships for which a relevant AQF Certificate Level III traineeship is listed in Appendix E1 to this schedule.

E.3.3

This schedule does not apply to the apprenticeship system or to any training program which applies to the same occupation and achieves essentially the same training outcome as an existing apprenticeship in an award as at 25 June 1997.

E.3.4

This schedule does not apply to qualifications not identified in training packages or to qualifications in training packages which are not identified as appropriate for a traineeship.

E.3.5

Where the terms and conditions of this schedule conflict with other terms and conditions of this award dealing with traineeships, the other terms and conditions of this award prevail.

E.3.6

At the conclusion of the traineeship, this schedule ceases to apply to the employee.

E.4

Types of traineeship

The following types of traineeship are available under this schedule:

50

E.4.1

a full-time traineeship based on 38 ordinary hours per week, with 20% of ordinary hours being approved training; and

E.4.2

a part-time traineeship based on less than 38 ordinary hours per week, with 20% of ordinary hours being approved training solely on-the-job or partly on-the-job and partly off-the-job, or where training is fully off-the-job.

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Health Professionals and Support Services Award 2010

E.5

Minimum wages

[E.5 substituted by PR997907, PR509058, PR522889 ppc 01Jul12]

E.5.1

Minimum wages for full-time traineeships (a)

Wage Level A Subject to clause E.5.3 of this schedule, the minimum wages for a trainee undertaking a full-time AQF Certificate Level I窶的II traineeship whose training package and AQF certificate levels are allocated to Wage Level A by Appendix E1 are: Highest year of schooling completed Year 10 Year 11 Year 12 per week per week per week $ $ $

(b)

School leaver

272.40

300.10

357.50

Plus 1 year out of school

300.10

357.50

416.00

Plus 2 years out of school

357.50

416.00

484.10

Plus 3 years out of school

416.00

484.10

554.30

Plus 4 years out of school

484.10

554.30

Plus 5 or more years out of school

554.30

Wage Level B Subject to clause E.5.3 of this schedule, the minimum wages for a trainee undertaking a full-time AQF Certificate Level I窶的II traineeship whose training package and AQF certificate levels are allocated to Wage Level B by Appendix E1 are: Highest year of schooling completed Year 10 Year 11 Year 12 per week Per week per week $ $ $

(c)

School leaver

272.40

300.10

347.90

Plus 1 year out of school

300.10

347.90

400.10

Plus 2 years out of school

347.90

400.10

469.20

Plus 3 years out of school

400.10

469.20

535.20

Plus 4 years out of school

469.20

535.20

Plus 5 or more years out of school

535.20

Wage Level C Subject to clause E.5.3 of this schedule, the minimum wages for a trainee undertaking a full-time AQF Certificate Level I窶的II traineeship whose training package and AQF certificate levels are allocated to Wage Level C by Appendix E1 are:

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Health Professionals and Support Services Award 2010

Highest year of schooling completed Year 10 Year 11 Year 12 per week per week per week $ $ $

(d)

School leaver

272.40

300.10

347.90

Plus 1 year out of school

300.10

347.90

391.50

Plus 2 years out of school

347.90

391.50

437.30

Plus 3 years out of school

391.50

437.30

487.30

Plus 4 years out of school

437.30

487.30

Plus 5 or more years out of school

487.30

AQF Certificate Level IV traineeships (i)

Subject to clause E.5.3 of this schedule, the minimum wages for a trainee undertaking a full-time AQF Certificate Level IV traineeship are the minimum wages for the relevant full-time AQF Certificate Level III traineeship with the addition of 3.8% to those minimum wages.

(ii)

Subject to clause E.5.3 of this schedule, the minimum wages for an adult trainee undertaking a full-time AQF Certificate Level IV traineeship are as follows, provided that the relevant wage level is that for the relevant AQF Certificate Level III traineeship: Wage level

First year of traineeship per week $

E.5.2

Second and subsequent years of traineeship per week $

Wage Level A

575.60

598.00

Wage Level B

555.40

576.70

Wage Level C

505.40

524.60

Minimum wages for part-time traineeships (a)

Wage Level A Subject to clauses E.5.2(f) and E.5.3 of this schedule, the minimum wages for a trainee undertaking a part-time AQF Certificate Level I窶的II traineeship whose training package and AQF certificate levels are allocated to Wage Level A by Appendix E1 are: Highest year of schooling completed Year 10 Year 11 Year 12 per hour per hour per hour $ $ $

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School leaver

8.96

9.88

11.76

Plus 1 year out of school

9.88

11.76

13.69

Plus 2 years out of school

11.76

13.69

15.93

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Health Professionals and Support Services Award 2010

Highest year of schooling completed Year 10 Year 11 Year 12 per hour per hour per hour $ $ $

(b)

Plus 3 years out of school

13.69

15.93

Plus 4 years out of school

15.93

18.23

Plus 5 or more years out of school

18.23

18.23

Wage Level B Subject to clauses E.5.2(f) and E.5.3 of this schedule, the minimum wages for a trainee undertaking a part-time AQF Certificate Level I窶的II traineeship whose training package and AQF certificate levels are allocated to Wage Level B by Appendix E1 are: Highest year of schooling completed Year 10 Year 11 Year 12 per hour per hour per hour $ $ $

(c)

School leaver

8.96

9.88

11.45

Plus 1 year out of school

9.88

11.45

13.16

Plus 2 years out of school

11.45

13.16

15.44

Plus 3 years out of school

13.16

15.44

17.61

Plus 4 years out of school

15.44

17.61

Plus 5 or more years out of school

17.61

Wage Level C Subject to clauses E.5.2(f) and E.5.3 of this schedule, the minimum wages for a trainee undertaking a part-time AQF Certificate Level I窶的II traineeship whose training package and AQF certificate levels are allocated to Wage Level C by Appendix E1 are: Highest year of schooling completed Year 10 Year 11 Year 12 per hour per hour per hour $ $ $ School leaver

8.96

9.88

11.45

Plus 1 year out of school

9.88

11.45

12.88

Plus 2 years out of school

11.45

12.88

14.39

Plus 3 years out of school

12.88

14.39

16.03

Plus 4 years out of school

14.39

16.03

Plus 5 or more years out of school

16.03

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(d)

School-based traineeships Subject to clauses E.5.2(f) and E.5.3 of this schedule, the minimum wages for a trainee undertaking a school-based AQF Certificate Level I–III traineeship whose training package and AQF certificate levels are allocated to Wage Levels A, B or C by Appendix E1 are as follows when the trainee works ordinary hours: Year of schooling Year 11 or lower Year 12 per hour per hour $ $ 8.96

(e)

9.88

AQF Certificate Level IV traineeships (i)

Subject to clauses E.5.2(f) and E.5.3 of this schedule, the minimum wages for a trainee undertaking a part-time AQF Certificate Level IV traineeship are the minimum wages for the relevant part-time AQF Certificate Level III traineeship with the addition of 3.8% to those minimum wages.

(ii)

Subject to clauses E.5.2(f) and E.5.3 of this schedule, the minimum wages for an adult trainee undertaking a part-time AQF Certificate Level IV traineeship are as follows, provided that the relevant wage level is that for the relevant AQF Certificate Level III traineeship: Wage level

First year of traineeship per hour $

(f)

Second and subsequent years of traineeship per hour $

Wage Level A

18.94

19.67

Wage Level B

18.26

18.97

Wage Level C

16.63

17.26

Calculating the actual minimum wage (i)

Where the full-time ordinary hours of work are not 38 or an average of 38 per week, the appropriate hourly minimum wage is obtained by multiplying the relevant minimum wage in clauses E.5.2(a)–(e) of this schedule by 38 and then dividing the figure obtained by the full-time ordinary hours of work per week.

(ii)

Where the approved training for a part-time traineeship is provided fully off-the-job by a registered training organisation, for example at school or at TAFE, the relevant minimum wage in clauses E.5.2(a)–(e) of this schedule applies to each ordinary hour worked by the trainee.

(iii) Where the approved training for a part-time traineeship is undertaken solely on-the-job or partly on-the-job and partly off-the-job, the relevant minimum wage in clauses E.5.2(a)–(e) of this schedule minus 20% applies to each ordinary hour worked by the trainee.

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E.5.3

E.5.4

Other minimum wage provisions (a)

An employee who was employed by an employer immediately prior to becoming a trainee with that employer must not suffer a reduction in their minimum wage per week or per hour by virtue of becoming a trainee. Casual loadings will be disregarded when determining whether the employee has suffered a reduction in their minimum wage.

(b)

If a qualification is converted from an AQF Certificate Level II to an AQF Certificate Level III traineeship, or from an AQF Certificate Level III to an AQF Certificate Level IV traineeship, then the trainee must be paid the next highest minimum wage provided in this schedule, where a higher minimum wage is provided for the new AQF certificate level.

Default wage rate The minimum wage for a trainee undertaking an AQF Certificate Level I–III traineeship whose training package and AQF certificate level are not allocated to a wage level by Appendix E1 is the relevant minimum wage under this schedule for a trainee undertaking an AQF Certificate to Level I–III traineeship whose training package and AQF certificate level are allocated to Wage Level B.

E.6

Employment conditions

E.6.1

A trainee undertaking a school-based traineeship may, with the agreement of the trainee, be paid an additional loading of 25% on all ordinary hours worked instead of paid annual leave, paid personal/carer’s leave and paid absence on public holidays, provided that where the trainee works on a public holiday then the public holiday provisions of this award apply.

E.6.2

A trainee is entitled to be released from work without loss of continuity of employment and to payment of the appropriate wages to attend any training and assessment specified in, or associated with, the training contract.

E.6.3

Time spent by a trainee, other than a trainee undertaking a school-based traineeship, in attending any training and assessment specified in, or associated with, the training contract is to be regarded as time worked for the employer for the purposes of calculating the trainee’s wages and determining the trainee’s employment conditions.

E.6.4

Subject to clause E.3.5 of this schedule, all other terms and conditions of this award apply to a trainee unless specifically varied by this schedule.

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Health Professionals and Support Services Award 2010

Appendix E1: Allocation of Traineeships to Wage Levels The wage levels applying to training packages and their AQF certificate levels are:

E1.1

Wage Level A Training package

56

AQF certificate level

Aeroskills

II

Aviation

I II III

Beauty

III

Business Services

I II III

Chemical, Hydrocarbons and Refining

I II III

Civil Construction

III

Coal Training Package

II III

Community Services

II III

Construction, Plumbing and Services Integrated Framework

I II III

Correctional Services

II III

Drilling

II III

Electricity Supply Industry—Generation Sector

II III (in Western Australia only)

Electricity Supply Industry—Transmission, Distribution and Rail Sector

II

Electrotechnology

I II III (in Western Australia only)

Financial Services

I II III

Floristry

III

Food Processing Industry

III

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Health Professionals and Support Services Award 2010

Training package

AQF certificate level

Gas Industry

III

Information and Communications Technology

I II III

Laboratory Operations

II III

Local Government (other than Operational Works Cert I and II)

I II III

Manufactured Mineral Products

III

Manufacturing

I II III

Maritime

I II III

Metal and Engineering (Technical)

II III

Metalliferous Mining

II III

Museum, Library and Library/Information Services

II III

Plastics, Rubber and Cablemaking

III

Public Safety

III

Public Sector

II III

Pulp and Paper Manufacturing Industries

III

Retail Services (including wholesale and Community pharmacy)

III

Telecommunications

II III

Textiles, Clothing and Footwear

III

Tourism, Hospitality and Events

I II III

Training and Assessment

III

Transport and Distribution

III

Water Industry (Utilities)

III

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E1.2

Wage Level B Training package

58

AQF certificate level

Animal Care and Management

I II III

Asset Maintenance

I II III

Australian Meat Industry

I II III

Automotive Industry Manufacturing

II III

Automotive Industry Retail, Service and Repair

I II III

Beauty

II

Caravan Industry

II III

Civil Construction

I

Community Recreation Industry

III

Entertainment

I II III

Extractive Industries

II III

Fitness Industry

III

Floristry

II

Food Processing Industry

I II

Forest and Forest Products Industry

I II III

Furnishing

I II III

Gas Industry

I II

Health

II III

Local Government (Operational Works)

I II

Manufactured Mineral Products

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Health Professionals and Support Services Award 2010

Training package

AQF certificate level II

Metal and Engineering (Production)

II III

Outdoor Recreation Industry

I II III

Plastics, Rubber and Cablemaking

II

Printing and Graphic Arts

II III

Property Services

I II III

Public Safety

I II

Pulp and Paper Manufacturing Industries

I II

Retail Services

I II

Screen and Media

I II III

Sport Industry

II III

Sugar Milling

I II III

Textiles, Clothing and Footwear

I II

Transport and Logistics

I II

Visual Arts, Craft and Design

I II III

Water Industry

I II

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E1.3

Wage Level C Training package

60

AQF certificate level

Agri-Food

I

Amenity Horticulture

I II III

Conservation and Land Management

I II III

Funeral Services

I II III

Music

I II III

Racing Industry

I II III

Rural Production

I II III

Seafood Industry

I II III

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