NECA News September 2025 by NECA_AUSTRALIA

The SMART interconnected home fire protection solution

Smoke Alarm (Mains or Battery)

Strobe Light Alert

Vibration Alert

Wisualarm’s SMART interconnected fire protection system brings intelligent, whole-home safety to every room. Whether you’re home or away, the system keeps you informed and protected with real-time updates and advanced detection technology.

9 Smoke Alarms with Split-Spectrum

Leak Detector

9 Thermal Cameras for Garage and EV Charging Safety 9 Strobe Light and Vibration Alerts

9 Wisualarm Gateway & App

technology

IN tHIS ISSUe SEpTEMBER 2025

 1300 361 099

Greenhill Road, Eastwood SA 5063

p O Box 47, Fullarton SA 5063

 (08) 8272 2966  neca@necasa.asn.au

1300 361 099

IN THIS ISSUE

MASTERING THE EMPLOYMENT CYCLE

IT HAS BEEN SAID THAT A BUSINESS’ MOST IMp ORTANT ASSET ARE ITS p EOp LE; SO IT’S CRITICALLY IMp ORTANT THAT THESE p EOp LE ARE GIVEN THE STRUCTURE, SUpp ORT, AND ENVIRONMENT THEY NEED TO BE AT THEIR BEST.

Whether you’re part of a large organisation, a smaller family business, or simply working for yourself, dealing with other people is inevitable, and something many of us struggle to get right. In this issue, we look at some of the finer points of employee administration, and what’s involved in maintaining a high-performing team. Workplace relationships begin as early as the recruitment process commences. Discovering the right employee is a fundamental step to building the right

workplace culture, but it doesn’t stop there. We take you through the major stages of the employment cycle, from recruitment to redunancy, and share tailored tips and tricks that will help you excel at every stage.

As always, if you have something to share from your corner of the country, don’t hesitate to reach out. We’d love to hear from you.

The NECA News team

GET IN TOUCH

TELL US WHAT YOU THINK

Share your feedback via email necanews@neca.asn.au

GOT A STORY IDEA?

Share your ideas for content via email necanews@neca.asn.au

ARE YOU A NECA MEMBER?

We’re looking to showcase NECA member stories in each issue. Reach out to your NECA Branch or email necanews@neca.asn.au

SIGN UP TO NECA NEWS ONLINE

If you’d like to join more than 30,000 of your industry peers and receive a digital version of NECA News, sign up at www.neca.asn.au/necanews

UNLOCK YOUR ASSOCIATION FLEET DISCOUNT

Industry Association Members

get access to exclusive member benefits

The Association Fleet Discount unlocks discounts normally reserved for large businesses. It’s part of our commitment to helping local businesses save time and money by providing reliable, safe, and comfortable vehicles. Available at all Toyota Dealerships, exclusive to select industry association members.

The Association Fleet Discount makes it easier to get behind the wheel of a hard-working Toyota fleet vehicle, with discounts across a great range of cars.

Find out how the Association Fleet Discount could benefit you.

Scan to sign up for the latest insights from Toyota for Business

For full terms & conditions, details and eligibility requirements, visit your Toyota Dealer or call 1800 679 247

POLICY AND ADVOCACY

AUSTRALIA’S WORKFORCE VISION IS WITHIN REACH

IF WE BACK THE PEOPLE WHO DELIVER IT

AUSTRALIA IS IN THE MIDST OF A TRANSFORMATION. FROM CLEAN ENERGY INFRASTRUCTURE, TO SOVEREIGN CA pABILITY AND ADVANCED MANUFACTURING, THE NATION’S AMBITIONS ARE HIGH. BUT THE MOST CRITICAL ENABLER OF THESE AMBITIONS IS NOT CA p ITAL, OR p OLICY ALONE. IT IS p EOp LE. OUR WORKFORCE IS THE FOUNDATION. AND RIGHT NOW, THAT FOUNDATION NEEDS REINFORCEMENT.

The Federal Government has recognised this. Initiatives such as the Employment White paper, fee-free TAFE, the Australian Skills Guarantee, and expanded investment in clean energy skills, all point in the right direction. These policies are not just aspirational. They are essential. However, their success depends on targeted delivery, employer engagement, and regulatory alignment.

NECA has worked to ensure this alignment, by advocating for workforce

policies that are fair, coordinated, and outcomes driven. This includes strong support for industry-led training through Registered and Group Training Organisations, which consistently deliver superior apprentice completion rates. These models offer structure, mentorship, and real-world relevance, and should be scaled as national best practice.

Over the past year, businesses have also had to absorb a suite of industrial relations reforms. From labour hire

InstalTest XD

changes and multi-employer bargaining, to new duties around psychosocial hazards, the regulatory landscape is shifting. While many reforms have merit, NECA has called for clear guidance, and genuine consultation, to avoid compounding workforce pressures, at a time when skilled trades are already in short supply.

migration, regulation, and market integrity into a single, coherent framework. That includes national electrical licensing, free access to standards, and shared responsibility for apprentice safety and progression.

<Record Keeping & Repor ting <Touch

Equally important is ensuring our members are operating on a level playing field. NECA has called for stronger enforcement of unfair contract term provisions, which too often leave contractors bearing disproportionate risk. These terms undermine both confidence and productivity across the supply chain. Similarly, NECA has led

Australia is not short of talent. But we are short of coordination and, in some cases, fairness. If government and industry continue to work in partnership, and if the right settings are put in place, then Australia’s workforce vision is not only achievable, it is already in progress.

NECA will continue to advocate, advise, and lead from the front, to ensure the

< Installation Verification & Compliance Testing Pass/Fail limits and “Auto Sequences” set to AS/NZS3017 and AS/NZS3019.

workforce behind the nation-building agenda is recognised, respected, and fully supported.

24/08/2021 12:18 PM Page 1

< Single Test Functions Voltage, Mohm & Ohms, RCD, Loop Impedance, Line Impedance, Earth Resistance, Power & Harmonics, Light, Wire Tracing.

InstalTest XD

< Site Schematics & Installation Reports

Save test results to the Site Schematic or Tree Structure. Start with Site Name and Address. Test reports output to PDF or Excel.

<Record Keeping & Repor ting <Touch Screen <

< High Volume RCD Testing System

<Touch Screen <AS/NZS3000

< Installation Verification & Compliance Testing

Pass/Fail limits and “Auto Sequences” set to AS/NZS3017 and AS/NZS3019

< Single Test Functions

Complete high volume RCD testing & logging solution with bar-code scanner input of RCD IDs and logging of RCD push button tests.

Voltage, Mohm & Ohms, RCD, Loop Impedance, Line Impedance, Earth Resistance, Power & Harmonics, Light, Wire Tracing

< Site Schematics & Installation Reports

Save test results to the Site Schematic or Tree Structure

Start with Site Name and Address Test reports output to PDF or Excel

< High Volume RCD Testing System

Complete

with

and logging of RCD push button tests

& Harmonics, Light, Wire Tracing

web www.instaltest.com.au

RE-THINK YOUR APPROACH TO EMPLOYMENT CONTRACTS

AND MANDATORY WORKPLACE POLICIES

WHEN WAS THE LAST TIME YOU REVIEWED ALL YOUR BUSINESS EMp LOYMENT CONTRACTS? IF IT HAS BEEN A FEW YEARS OR IF YOU ARE STILL RELYING ON A TEMp LATE FROM AN OUTDATED HR FILE, NOW IS THE TIME TO REASSESS. WORK p LACE LAWS AND EX p ECTATIONS HAVE CHANGED. WHAT ONCE pASSED AS STANDARD MAY NOW EX p OSE YOUR BUSINESS TO RISK.

Outdated clauses can be unlawful or unenforceable

Too often, we see businesses recycling contracts without realising that key clauses may no longer comply with Australian law. Restrictive or coercive terms, those that discriminate or conflict with the Fair Work Act, can be deemed unlawful and unenforceable.

Even where templates are used, any attempt to customise clauses should be carefully reviewed by a legal professional. While there may be a modest fee to pay, it provides peace of mind that your business is protected and that you are not unintentionally breaching employee rights or inviting legal claims.

Restraint of trade – harder to enforce than you think

Courts presume restraints of trade are against public policy unless proven otherwise. To be enforceable, a restraint clause must protect a legitimate business interest, such as confidential information or customer relationships. It also needs to be reasonable in scope, duration and geography.

In practice, these clauses are difficult to enforce. A smarter approach may be to strengthen your confidentiality clauses, which are far more likely to hold up in a dispute. Most successful claims stem from breaches of confidentiality, not broad restraint clauses.

Pay transparency is now protected

Since the introduction of the Fair Work Legislation Amendment (Secure Jobs, Better pay) Act 2022, employees have the legal right to discuss or choose not to discuss their pay and employment conditions. Including pay secrecy clauses in employment contracts is now unlawful.

This change is designed to support pay equity and eliminate unjustified pay gaps. Contracts that ignore this shift not only breach legislation but also erode trust and transparency within teams.

Unfair contract terms can backfire

A term may be deemed unfair if it creates a significant imbalance between employer and employee rights, especially where it is not transparent or reasonably necessary to protect legitimate interests. These terms are void and unenforceable and can leave your business exposed to legal challenge. Common examples include excessive notice periods, one-sided termination clauses or vague obligations that are open to interpretation.

Think before you deduct

Employers cannot deduct money from an employee’s wages, even at the end of employment, without proper authorisation. Deductions for property damage, uniform wear and tear, or onboarding costs may seem minor, but if not explicitly agreed to and lawful, they can lead to claims.

Only deductions authorised by law, a court, the Fair Work Commission, or included in a modern award or enterprise agreement are considered compliant.

Discrimination can be direct or indirect

Employment contracts must not contain terms that discriminate based on protected attributes, such as race, sex, age, religion or disability. However, it is not only about

Lina Altarifi Executive Director, Business Solutions Hub (an initiative of NECA Victoria)

what is written, as even well-intentioned clauses can lead to indirect discrimination - where a neutral-sounding condition has an unequal impact on a particular group.

As a business, being unaware of these nuances is not a defence as wording must be deliberate, inclusive and aligned with current obligations.

Taking care when referencing policies

It is also common to reference workplace policies in employment contracts, however, doing so without care, can create binding obligations your business didn’t intend. If a policy is deemed part of the contract, particularly through language that implies a firm commitment, it may be legally enforceable.

This is especially risky in cases involving mental health or disciplinary action. Instead, consider separating the two: clearly reference policies without incorporating them as enforceable terms.

Clarity now prevents conflict later

As an employment contract is a legal document, it helps shapes your business’ relationship with every employee. Getting it right starts with retiring outdated templates and seeking advice that reflects current employment laws and compliance standards.

Templates have their place, but customisation without legal oversight is risky. If you are updating or editing clauses, it is worth having them reviewed by a qualified advisor. It could be one of the smartest compliance decisions you make this year.

This article is written for general guidance only and is not intended to replace legal advice. Employers should seek specific legal or professional advice tailored to their circumstances before taking action.

RIGHT TO DISCONNECT: DISPELLING THE MYTHS

AS OF 26 AUGUST 2024, THE RIGHT TO DISCONNECT LAWS A pp LY TO EMp LOYERS WITH MORE THAN 15 EMp LOYEES.

Small businesses (those with fewer than 15 employees) saw these laws come into effect for them on 26 August 2025.

The Right To Disconnect (RTD) laws provide that employees have the right to refuse to monitor, read, or respond to contact (or attempted contact) outside their working hours, unless doing so is unreasonable. This includes contact (or attempted contact) from an employer or third party, which may include clients, suppliers, or even members of the public.

Contact includes many forms of communication, including telephone calls, emails, texts, social media, and messaging services.

Myth 1: An employer cannot contact an employee outside working hours

Wrong. The RTD laws do not make contact by an employer unlawful. The RTD laws give employees the right to refuse to monitor, read, or respond to the contact, unless doing so is unreasonable.

To determine whether the employee’s conduct has been unreasonable, you will be required to take into account all of the relevant circumstances, including:

½ the reason for the contact;

½ how the contact was made;

½ how disruptive the contact is to the employee;

½ how much the employee is compensated (if any);

½ being available to perform work outside their working hours;

½ working additional hours outside their ordinary hours of work;

½ the employee’s role in the business and level of responsibility;

½ the employee’s personal circumstances, including their family or caring responsibilities.

Myth 2: An employee who is on call, or working overtime, does not need to answer calls

Wrong. The fact that the employee is on call, or working overtime, may make it unreasonable for the employee to refuse the contact. For example, where an employee is paid an on-call allowance, and the contact is to recall the employee to work, refusal to accept the contact is likely to be found to be unreasonable.

As a further example, where an employee is engaged on a casual basis, and is regularly required to attend shifts on short notice, it would be unreasonable for an employee to refuse to accept contact outside of ordinary working hours.

Myth 3: The employer cannot do anything about an employee refusing contact

Wrong. Where an employee has been unreasonable in their refusal to accept contact, the employer can make an application to the Fair Work Commission (FWC) to deal with a ‘right to disconnect dispute.’ Before doing so, however, the employer must attempt to informally resolve the dispute directly with the employee at the workplace level. The FWC is able to resolve disputes through conciliation, mediation, or formal arbitration. Where the FWC is satisfied that the employee has been unreasonable in refusing to accept the contact, the FWC may make an order directing the employee to stop unreasonably refusing the contact (Stop Order).

Importantly, where the FWC makes a Stop Order against an employee, and the employee continues to refuse to monitor,

read, or respond to the employer’s contact, or attempted contact, the employer is entitled to take appropriate disciplinary action against the employee. Any decision to terminate an employee for breaching the Stop Order would form the basis for a valid and fair dismissal.

Additionally, an unreasonable refusal to accept contact in such circumstances would not be seen as the exercise of a genuine ‘workplace right’ for the purposes of the general protection provisions of the Fair Work Act 2009 (Cth).

Watch this space

The first test case on the RTD laws is currently before the FWC. It concerns a primary school teacher who was terminated after refusing to accept contact from her employer, who required her to respond to allegations of misconduct during her annual leave. With the teacher not responding to the allegations, the school found that the allegations were substantiated and acted to terminate her. It is yet to be determined whether such a claim will be successful; however, we will keep you updated. The teacher is seeking $730,000 in lost income, and a further $50,000 for hurt and humiliation.

Sonia Bolzon Consultant, Lynch Meyer Lawyers

DEALING WITH CONFLICT

NECA Human Resources Manager, Yusur Al-Hiali says dealing with workplace conflict should be done on case-bycase basis, but that doesn’t mean there aren’t strategies you can employ to make the process a little easier and help set you up for legal compliance. All actions taken must comply with relevant workplace laws, which may include workplace health and safety, privacy, anti-discrimination and the Fair Work Act.

Check your policies

Yusur says it’s a good idea to set clear policies and procedures, and to make sure you abide by them. Some employers have conflict resolution or grievance policies that set out how such matters should be dealt with. This ensures a clear and consistent approach and acts a reference point whenever workplace conflict may occur.

Act early

It’s important to act quickly and have the matter heard by a trusted and impartial person who can listen to all parties about what the issue is. Depending on what policies or processes are in place, a good starting point is to call a meeting with the complainant; try to understand what the issue is and what outcome they are hoping to achieve.

procedural fairness, confidentiality, and protection from victimisation or adverse action must be respected at all times.

Remain impartial and offer support

Focus on the core issues to determine the true nature of the complaint. The issue should be approached with empathy, without judgement, and with a neutral mindset. Dealing with conflict may be overwhelming for all parties involved. It’s important to offer support to all parties, which may include your company’s Employee Assistance program.

Opportunity to respond

The next step is to meet with the party that the allegations have been made against to provide them with an opportunity to respond to the allegations, prior to any decisions being made. A letter should be prepared and sent to the respondent with a minimum notice period of 24 hours to allow them enough time to prepare a response. The letter must include the allegations at hand, and what possible outcomes are likely to occur. It is really important to offer the presence of a support person. The role of the support person is not to act as a witness, or advocate on either party’s behalf, but to provide emotional support where required.

Provide clarity

provide each party with a clear outline of how the matter is to be dealt with and document all meetings and steps taken.

Interview any witnesses if required. If any disciplinary action is taken, ensure it is clearly communicated, documented and is in line with relevant policies and legislation.

Debrief all parties on the outcomes, whilst respecting the privacy of those involved. Do not disclose any personal details, disciplinary actions, or counselling that may be undertaken. Information must only be shared to the extent permitted by law, necessary for resolution and in line with policies.

If those involved in the workplace conflict are still at an impasse after these procedures have been followed, mediation may be required to help reestablish a working relationship.

Review

The conflict resolution process may highlight the need for new policies and procedures, or for a review of existing ones. It is very important that this be undertaken as soon as possible to help avoid similar conflicts arising in the future. provide relevant training if required.

Further assistance

These steps may also apply to matters of serious misconduct, however, such cases may require additional procedures, formal investigations and/ or legal consultation in accordance with workplace policies, employment contracts, employment law and/or any relevant industrial instruments.

For further assistance or clarification on dealing with conflict, please contact your local NECA branch.

Yusur Al-Hiali NECA Human Resources Manager

FINDING THE RIGHT EMPLOYEE

WHEN YOUR BUSINESS NEEDS A NEW EMpLOYEE, WHETHER TO FILL THE ROLE OF A DE pARTING COLLEAGUE, OR TO JOIN AS AN ADDITIONAL RESOURCE, THERE ARE SEVERAL IMp ORTANT FACTORS TO CONSIDER.

Bringing a new person into your business ecosystem is a big change and can affect all around you if it isn’t done well. To make sure the next hire is the best possible candidate, there are several different techniques companies can use to improve their recruitment processes.

Look internally

The first place that businesses should look for an employee is within their own ranks. These people have not only already passed the screening and interview process, they have had time to demonstrate what they are capable of. Data taken from LinkedIn demonstrates that, three years from initial hiring, employees who were promoted had a 70% chance of still being at the company, employees who made a lateral move had a 62% chance, but employees with no movement had only a 45% chance. Employee engagement and willingness to bring their best selves to work is often strongly driven by whether employees see a future at the company or not. By hiring from within the internal pool of employees, businesses save time and money on recruitment, already know what they’ll be getting, and are more likely to retain an employee, saving time recruiting in the future.

Prepare to hire

If a company chooses not to hire internally, there are other important things to do before even beginning to search for an employee. First and foremost is the preparation of the position. Compile a list of all the company’s needs and figure out how they would fit into a role, and where that role would sit within the company’s structure. Having a clearly outlined job description will help narrow down the right candidate for the position.

Why work for you?

An important technique in attracting the best employee is in making the company look desirable to work for. passionate, qualified, and experienced employees are going to know how much employers care about the work they perform, and will be paying attention to how their employer is going to care about them. Make sure your facilities are up to date, the employee benefits are attractive, and that the company will suit their needs.

Management style and culture are both important parts of making a company look like a good fit. Unclear management, lack of respect for titles, disorganisation, and employees with negative attitudes can all bring down an employee’s motivation to joining the business. Ironing out existing issues, and creating a positive, productive, enjoyable workplace, will help with both employee retention and attraction.

Applicant Tracking Systems

A good Applicant Tracking System (ATS) is a very valuable asset to have within the hiring process. An ATS will do things like store a database of potential candidates, increase visibility of a candidates suitability for a role, and report on applicant data. Using an ATS allows a company to filter by different categories, helping identify from a wide pool of employees who is most likely to be suitable at a much faster rate. Accelerating the recruitment process helps businesses find their new person quickly, which saves money, both in the time lost in recruiting, and in the time gained through a faster hire.

Employee Referral Programs

Employee Referral programs (ERp) are structures within a business that encourage current employees to recommend people from their personal lives as candidates for open positions within the business. An ERp can result in improvements across the whole recruitment process, including, but not limited to, a faster hiring process, a higher quality candidate, minimising position advertising, and a higher retention rate. Building a community within a workplace is a difficult task, however it is also something that will greatly improve a company’s output. By having employees recommend people they have pre-existing relationships with, companies will be able to build much more social and friendly atmospheres much faster, and will also allow these new hires to integrate into the workplace ecosystem at an improved rate. A good incentive can be structured into the ERp, to further boost employee’s desires to recommend good quality candidates. Whether that be a monetary bonus, public recognition, or some other incentive, as long as it is provided proudly and without much pushback, it will be very effective.

Welcome to the business

Once an employee has been selected and is due to start, the final thing an organisation can do to improve retention rate is have a good onboarding program. Introductions can be everything, and making sure a new hire knows what’s going on around them, and who they’re working with, can be the difference between them staying or moving on.

REDUNDANCY A LEGAL OBLIGATION FOR BUSINESS

REDUNDANCY IS A LEGAL REQUIREMENT UNDER THE FAIR WORK ACT 2009 (CTH) AND ITS NATIONAL EMp LOYMENT STANDARDS (NES)1 . THIS LEGISLATION MANDATES THAT EMp LOYERS p ROVIDE REDUNDANCY pAY TO ELIGIBLE EMp LOYEES WHEN THEIR p OSITIONS ARE TERMINATED DUE TO FACTORS SUCH AS ECONOMIC p RESSURES, TECHNOLOGICAL CHANGES, OR INTERNAL RESTRUCTURES.

While redundancy laws serve an important purpose in protecting workers, they can also be seen as a form of welfare that businesses are mandated to provide, adding to their operational responsibilities. For contractors in the electrical and communications industries, understanding these obligations is key to staying compliant and managing operations effectively.

What NECA members need to know about redundancy

Under the NES, redundancy pay applies when an employer terminates a position because it’s no longer required, or due to insolvency or bankruptcy. This can happen for various reasons, including economic downturns, internal reorganisations, technological advancements (e.g., automation), business relocations, or mergers. For NECA members, complying with these rules is essential, though

Entitlements based on continuous service

Period of continuous service

1 year and less than 2 years

2 years and less than 3 years

3 years and less than 4 years

4 years and less than 5 years

5 years and less than 6 years

6 years and less than 7 years

7 years and less than 8 years

8 years and less than 9 years

9 years and less than 10 years

pay

pay 10 years and over

pay

it can be complex. A redundancy must be genuine, linked to the role, not the individual, and cannot be used as an alternative to other termination methods. The Electrical, Electronic and Communications Contracting Award 2020 (or applicable Enterprise Agreement) requires consultation with affected employees, and a redundancy isn’t valid if redeployment within the business or an associated entity is reasonably feasible2

While unions may favour a ‘last on, first off’ approach, the NES doesn’t mandate this. Instead, employers must make decisions based on objective factors, like business needs, and the employee’s skills, expertise, training, and performance. Additional requirements include notifying employees of significant operational changes, discussing impacts and mitigation options, providing paid leave for job interviews during the notice period, and ensuring accurate redundancy payouts. The NES outlines entitlements based on continuous service as per the table left.

Exemptions exist; no payout is required for employees with less than 12 months’ service, or for businesses with fewer than 15 employees at the time of termination. While this framework provides clarity, it can be challenging for small contractors, with limited HR resources. NECA members should take care to meet these obligations, to avoid disputes, legal risks, or reputational issues.

Understanding Worker Entitlement Funds (WEFs)

Worker Entitlement Funds (WEFs) are private schemes that manage benefits such as redundancy pay, sick leave, and long service leave for employees. These funds are often industry-specific and funded by regular employer contributions, typically required under enterprise bargaining agreements. When employees become eligible,

such as during a redundancy, or after reaching a set period of service, the funds distribute the entitlements.

For businesses, WEFs can help manage the financial impact of redundancy payments. Rather than needing to find a lump sum when an employee is made redundant, employers contribute smaller amounts weekly, or periodically. This can ease cash flow pressures, especially during economic downturns. For employees, WEFs offer a secure way to receive their entitlements, even if their employer faces financial challenges.

Navigating the redundancy landscape

Redundancy laws and Worker Entitlement Funds create a complex framework, that NECA members must navigate carefully. While designed to protect workers, these regulations also require employers to stay informed and proactive. NECA members are encouraged to leverage industry resources, seek guidance on compliance, and plan effectively, to balance these obligations with business needs. Familiarity with these rules, and their implications, isn’t just prudent; it’s essential.

Venning Workplace Relations Advisor, NECA SA/NT

Dain

DE-RISK THE END OF EMPLOYMENT

p OSITIVE AND ENGAGING WORK p LACES INCREASE p RODUCTIVITY, BOOST ORGANISATIONAL SUCCESS AND INSTILL LOYALTY; WHICH, IN TURN, REDUCES THE COST OF HIRING, AND EMp LOYEE TURNOVER. WHILE SOME EMp LOYMENT-RELATED COSTS ARE VISIBLE, OTHERS ARE INDIRECT, YET SIGNIFICANT, SUCH AS TRAINING, ONBOARDING, AND p OTENTIAL LOSS OF p RODUCTIVITY. A p OOR HIRING DECISION CAN BE SUBSTANTIALLY MORE COSTLY, DUE TO ITS NEGATIVE IMpACT ON TEAM MORALE, CLIENT SATISFACTION, AND EX p OSURE TO LEGAL AND COMp LIANCE RISKS.

The end of employment may be initiated by the employee, through resignation, job abandonment or retirement, or by the employer, in the form of dismissal or redundancy. The dismissal or termination process can be challenging; however, it is crucial that employers handle this process with care, respect and fairness, to mitigate risk and maintain trust.

Regardless of the reason for termination, employers need to ensure the following:

1. they seek advice before, during and after;

2. there is a valid and substantiated reason, with adequate documentation;

3. there is proveable procedural fairness;

4. written notice with all the necessary details;

5. timely payment of entitlements.

Not all terminations are the same. Some arise from poor performance, others from minor or major breaches of policies or

codes of conduct, and some from genuine redundancies. Accordingly, different procedures must be followed, depending on the nature of the termination. However, the common and non-negotiable requirements across all termination types are that the employee is afforded procedural fairness, and that thorough documentation is maintained throughout the process.

1. Seeking advice before, during and after

If there is uncertainty in managing poor performance, or contemplating termination, employers should seek guidance from a Human Resources or Workplace Relations specialist. Early advice is critical, to ensure the correct process is followed, and to reduce the risk of claims, such as unfair dismissal, or adverse action. In some situations, a termination decision may coincide with an ongoing workplace injury claim. While it is legally possible to proceed with a termination whilst an employee has an active workers compensation claim, it is imperative that the decision is not linked to the injury. The termination must be based on valid grounds and supported by proper procedure and documentation. In these circumstances, it is recommended to consult an employment lawyer, to ensure the process is conducted lawfully and defensibly.

2. There is a valid and substantiated reason, with adequate documentation

A valid and substantiated reason for termination must be established and supported by clear documentation. Employers must maintain accurate and thorough records throughout the

employment relationship, to ensure consistency and transparency. In cases of underperformance, whether technical or behavioural, the employee must have been made aware of the required standards, provided with feedback and relevant support, and given a reasonable opportunity to improve. All interactions, performance discussions and outcomes should be documented. This documentation becomes critical in the event that formal warnings, or a termination letter, are issued, and may also be relied upon in any dispute or legal proceedings.

3. There is proveable procedural fairness

procedural fairness must be observed in all termination processes, regardless of the underlying reason. Employees must be given a fair opportunity to respond to any allegations or concerns raised. This includes conducting a fair and unbiased investigation where necessary and ensuring that decisions are made based on facts and a reasonable assessment of the circumstances. In cases of serious misconduct, a thorough investigation must be undertaken, and the employee given the opportunity to respond, before any decision to terminate is made. As it relates to redundancies, consultation with affected employees must occur prior to final decisions being made. This involves explaining the business rationale, exploring possible alternatives and discussing potential redeployment opportunities, to minimise adverse impacts.

4. Written notice with all the necessary details

Termination notices must be provided in writing and cover all necessary information, including the reason for termination, the final date of employment, the applicable notice period or payment in lieu, and details of final entitlements. The notice should also include instructions for the return of company property and a point of contact for any follow-up queries. Employers are encouraged to offer support

services, such as access to an Employee Assistance program, as termination notifications can be distressing, and may impact the employee’s wellbeing.

5. Timely payment of entitlements

Final payments should include all accrued entitlements, such as outstanding wages, annual leave, and any applicable long service leave or redundancy pay. In most cases, these payments are expected to be made within seven days of the employment ending, although this timeframe can vary, depending on the relevant award, contract, or enterprise agreement. It is also best practice (and a requirement as per the Fair Work Act 2009 (Cth)) to provide the employee with a payslip that clearly outlines the breakdown of the final payment. It is, of course, important to meet these obligations to ensure compliance with the relevant legislation, but such practices also reflect well on the business, and support a smooth and professional

Lina Altarifi Executive Director, Constructive Legal Solutions

Dilek Basli IR/WR Consultant, Constructive Legal Solutions

transition. prompt final payments help maintain trust, reduce the likelihood of misunderstandings, and reinforce the organisation’s commitment to fair and respectful employment practices.

In conclusion, managing the end of employment is a critical responsibility, that requires careful planning, legal awareness, and a commitment to fairness. Whether the departure is voluntary or employer-initiated, the way an organisation handles this process can have lasting impacts on its legal standing, workplace culture, and reputation. By taking a proactive approach, that prioritises procedural fairness, clear communication, and timely compliance with obligations, employers can significantly reduce risk, and ensure a dignified and respectful transition for all parties involved. Investing in these practices not only safeguards the business from potential disputes, but also reinforces a culture of professionalism and integrity across the organisation.

NSW BRANCH

BRANCH UPDATE

Julia Cassar

NECA Sydney Metro and Northern NSW Member Manager

IT HAS BEEN AN INCREDIBLY BUSY THREE MONTHS, FULL OF INDUSTRY NIGHTS, DISCOVERY SESSIONS AND LOTS OF HARD WORK BEHIND THE SCENES. THANK YOU TO EVERYONE WHO CAME TO OUR NECA NSW AWARDS EVENT; IT WAS A MASSIVE SUCCESS, AND WE WERE BLOWN AWAY BY THE QUALITY OF p ROJECTS SUBMITTED. AS WE BEGIN THE RUN TOWARDS THE END OF THE YEAR, WE’D LIKE TO THANK YOU FOR YOUR CONTINUED SUpp ORT, AND FOR HEL p ING TO KEEp OUR INDUSTRY STRONG.

SafeWork NSW is now operating as a standalone agency

As of July 1, 2025, SafeWork NSW began operating as a standalone agency. This transition is part of a broader effort by the NSW Government to strengthen workplace health and safety in New South Wales. The agency is being led by a SafeWork Commissioner, who will have the authority to enforce compliance, promote best practices, and engage with stakeholders.

The changes are designed to make SafeWork NSW a stronger, more robust, and fit-for-purpose regulator.

Regular SafeWork visits to NSW workplaces

From 1 August 2025, SafeWork NSW inspectors have been visiting workplaces across the state, speaking with principal contractors, supervisors, and Health and Safety Representatives (HSRs) to ensure effective systems are in place to manage falls from heights hazards and risks. For technical information and guidance, visit www.safework.nsw.gov.au.

SafeWork NSW has a zero-tolerance approach to placing workers’ lives at risk.

Why do falls from heights matter?

A fall from a height is one of the most devastating and frequent reasons for traumatic injuries and fatalities in New South Wales workplaces. Reducing the

risk of death or injury due to falls from heights is a key priority for SafeWork NSW, as outlined in the 25-26 Annual Regulatory Statement. Falls from heights happen in all industries, when working from ladders, work platforms, scaffolds and roofs.

Many of these incidents involve basic failures – such as selecting the wrong piece of access equipment (e.g.ladder instead of mobile scaffold), missing edge protection, or unsafe access –and could have been prevented.

What should businesses do?

pCBUs are required by law to identify, eliminate or minimise, and control falls from heights hazards and risks. Work on the ground, or solid construction. If you don’t have to work at heights, don’t,

Plan thoroughly. Identify all working at heights tasks and review existing controls.

Plan safe access and ensure workers can get to and from work areas. Avoid makeshift or unstable access routes. Sequence work so that protection – for example, scaffolding – is in place at the right time, and not removed too early.

Prioritise elimination of risks and higher-level controls. Use fall-prevention devices (e.g. guard rails, scaffolding) and fall arrest systems only when when the risk is unavoidable.

Ensure work at heights is supervised and only done by trained, competent workers.

Inspect scaffolds, ladders, harnesses and access systems regularly. Remove damaged or non-compliant gear immediately.

Consult. with and involve workers and health and safety representatives. Use all available input to help identify fall hazards and control options

Keep records. Document your risk assessments, toolbox talks, inspections and training,

SafeWork regulatory toolkit

pCBUs could be issued improvement notices, prohibition notices, on the spot fines of $4500 for businesses, and $900 for individuals, and/or face prosecution.

Industrial manslaughter is an offence in NSW, with maximum penalties of $20 million for a body corporate and 25 years’ imprisonment for an individual.

Waste levy increases

From 1 July 2025, the landfill levy applied under the C9698 Whole of Government Waste Management Contract has increased once more. The updated rates are as follows:

½ metropolitan areas: 2.41 percent increase;

½ regional areas: 2.45 percent increase.

These adjustments reflect the NSW Environment protection Authority’s annual update to the NSW Waste Levy. The objective is to reduce landfill use and promote recycling. However, the cost burden often falls directly on electrical subcontractors.

What this means for you

Whether you are working on a government project, a commercial build or an infrastructure site, any waste generated on site, including cable offcuts, packaging from switchboards or excavation spoil, will now cost more to dispose of. If waste disposal is your contractual responsibility, these rising charges may have a significant impact on your project profitability.

Separation from non-electrical services

NECA Technical is receiving an increased number of calls from members concerned about the encroachment of other services such as water and data, within underground shared trenches and above ground, in and on buildings’ electrical installations. When you install your electrical equipment in a trench, or any area you may suspect will contain other non-electrical services, take photos, as evidence of how you installed your cables.

Electrical installations must comply with Clauses 3.9.8.4 and 3.11.5 of AS/NZS 3000:2018 (Wiring Rules), dealing respectively with proximity to non-electrical services and spacing from other services.

Cables must not be in contact with hot water piping, or at risk of interference if pipes need to be changed, or moved, at some stage after initial installation.

Embers should liaise appropriately with project managers, builders other trades on construction projects, to ensure separation requirements are met and maintained as work proceeds.

We have prepared a fact sheet that provides detailed examples and explanations, and this can be found on NECA’s Member Knowledge Base (MKB).

NSW Major Infrastructure Pipeline

The NSW Government has released the updated NSW Major Infrastructure pipeline, outlining more than $118.3 billion in planned investment over the next four years. This critical update incorporates the priorities announced in the 2025-26 NSW Budget, reinforcing the State’s focus on economic growth, housing supply, and essential services.

The pipeline, hosted by Infrastructure NSW, now includes all major government infrastructure projects valued at $50 million or more that are in the planning phase or scheduled for procurement. It also details key investments in asset management.

For NECA members and the broader electrotechnology sector, this update provides a vital forward view of the infrastructure landscape across NSW. It enables contractors to anticipate opportunities, build partnerships, mobilise a skilled workforce, and prepare bids with confidence.

This pipeline plays a key role in strengthening collaboration between government and industry. NECA encourages all members to review the latest release and begin planning for upcoming tenders and workforce requirements.

To find out more, contact NECA Member Services on 1300 361 099.

NEW INCENTIVE FOR HIRING APPRENTICES

FROM 1 JULY

NECA URGES ALL LICENCED ELECTRICAL CONTRACTORS

ACROSS AUSTRALIA TO CONSIDER THE BUSINESS AND WORKFORCE BENEFITS OF THE FEDERAL GOVERNMENT’S

NEW KEY A pp RENTICESHIp p ROGRAM (KA p).

This initiative is designed to support the next generation of tradespeople, boost apprentice retention, and meet Australia’s national housing and clean energy targets.

What’s in it for NECA members?

From 1 July 2025, contractors who take on new apprentices in eligible trades – especially in the housing construction and clean energy sectors – can directly benefit from:

½ a priority hiring incentive of up to $5,000 per apprentice;

½ access to a growing pool of well-supported apprentices, motivated by up to $10,000 in direct financial support across their training journey.

NECA members employing apprentices in housing construction roles, including general electricians, are eligible under the Housing Construction Apprenticeship (HCA) stream.

About the Housing Construction Apprenticeship (HCA) stream

The HCA stream supports the construction of fixed dwellings such as houses, apartments and nursing homes. Apprentices can receive up to $10,000 (full-time) or $5,000 (part-time) over the life of their apprenticeship, in the form of $2,000 (or $1,000 for part-time) at 6, 12, 24, and 36 months, and upon completion.

This initiative complements broader workforce objectives – suchas achieving the government’s goal of building 1.2 million homes over five years – by strengthening the skills pipeline.

Who is eligible?

To be eligible, apprentices must:

½ commence or recommence their apprenticeship on or after 1 July 2025;

½ be studying a Certificate III, Diploma, or Advanced Diploma qualification listed on the Australian Apprenticeship p riority List, in a housing construction or clean energy occupation;

½ be employed by an organisation providing meaningful exposure, experience, and work in housing construction or clean energy;

½ be supported by an Apprentice Connect Australia p rovider.

Apprentices may also be eligible for:

½ living away from home allowances of up to $120/week (1st year);

½ access to Australian apprenticeship support loans;

½ peer networking and non-financial support.

What NECA members should do next

½ talk to your local NECA representative or NECA EA field officer to assess if your organisation and host worksites qualify under the housing construction stream;

½ visit the Australian apprenticeships priority list for eligible qualifications;

½ contact your Apprentice Connect Australia provider to begin the process;

½ encourage prospective apprentices to explore their eligibility for the KA p apprentice payments.

MEET NIKI

NIKI IS YOUR AI POWERED INDUSTRY EXPERT AND JUST MIGHT BE THE INDUSTRY’S MOST ADVANCED VIRTUAL SPECIALIST.

For a limited time, Niki is free to use for NECA members, simply scan this QR code to find out more about how Niki can help you.

Developed by industry experts, Niki has access to thousands of resources across the technical, legal, and safety aspects of the trade.

Got a question? Niki can help with that.

Need more information on a topic, Niki has you covered there too.

Think of Niki like ChatGpT built specifically for our trade.

It’s just like having all of NECA’s specialist teams ready to go in your pocket.

Not a NECA member? Call 1300 361 099 to inquire about membership today.

Available to NECA members in QLD, NSW, ACT, TAS and WA.

NECA is now taking applications for 2026, as the nationwide demand for quality electricians continues to rise

With the majority of our yearly intake beginning their training in the November to January window, we are currently looking for candidates to begin the next chapter of their lives in a well-paid, secure industry.

With our program opening for applications in WA at the start of this year, we now offer electrical group training across four states. Our recruitment expertise, and

GTO UPDATE

THINKING ABOUT DOING AN ELECTRICAL APPRENTICESHIP?

NECA ELECTRICAL A pp RENTICESHIp S IS A NOT-FORp ROFIT REGISTERED GROUp TRAINING ORGANISATION (GTO), BUILDING THE NEXT GENERATION OF AUSTRALIA’S MOST INDEMAND TRADESp EOp LE. WITH OVER 800 A pp RENTICES EMp LOYED ACROSS NSW, QLD, ACT, AND NOW WA, NECA ELECTRICAL A pp RENTICESHIp S ARE HEL p ING HIGH-p OTENTIAL INDIVIDUALS JOIN THOUSANDS OF NECA GRADUATES AS QUALITY ELECTRICIANS IN THE AUSTRALIAN MARKET.

ongoing mentoring and support, forms the foundations for our industry-topping completion rates. While the industry standard completion rates typically hover around 55%, NECA Training and Apprenticeships can boast a remarkable completion rate, typically in excess of 90%. By identifying the most suitable candidates during the recruitment process, coupled with the outstanding support from our field officers, and the excellent work opportunities from our NECA Members, we can ensure our students will complete their apprenticeship at the highest level offered in Australia.

The best time to become an apprentice is now. By 2030, Australia is predicted to be short of over 42,500 electricians. As the apprenticeship process takes four years to complete, this means we need to start training additional apprentices today. To apply, simply complete the expression of interest form on the NECA Training website. After that, we will run a pre-selection test to ensure that candidates meet the levels of proficiency in mathematics and literacy required to be an electrician. The successful applicants are then invited to an interview.

For NECA Members, our support extends beyond recruitment

As a leading employer of apprentices in the industry, becoming a host with us guarantees your business the perfect candidate. NECA’s current hosts range from small companies with minimal employees, to the industry’s largest. NECA apprentices will have the opportunity to work on sites of all sizes, giving them the best possible working experience for the duration of their apprenticeship. NECA Electrical Apprenticeships also takes on most of the risks of employment, creating an easy relationship between hosts and apprentices.

If you want to become an apprentice with NECA, or take one on as a host, contact NECA Member Services at 1300 361 099, or email us at contact@necatraining.com.au.

NECA – delivering first class training in an evolving industry

NECA Training has purpose built state-of-the-art facilities in Fyshwick (ACT) and Chullora (Sydney) providing the latest digital IP equipment and HANDS-ON training with high end technical resources.

If you wish to gain the ACMA registration, by choosing to train with NECA you’ll have access to our holistic facility. Experienced trainers deliver the courses so you can be up to date in this exciting and ever evolving industry. Learn best practices, improve your productivity, expand your knowledge and grow your career.

NECA TELECOMMUNICATIONS PROVIDE

Nationally recognised training

Specialists in the telecommunications and electrical industries

Train with professionals, someone you can trust NECA provides training for the industry by the industry

Anyone can enrol (including non-members)

TELECOMMUNICATIONS COURSES AVAILABLE

Open Registration Courses

Structured Cabling (Cat 5-7)

Coaxial Cabling

Optic Fibre Terminations

Open Registration Exam for Electricians

Working Near Electricity Network – Initial

Working New Electricity Network – Refresher

More courses available

Visit our website for more details, course times and costs.

ONLINE necatraining.com.au

NSW (02) 9188 4424 skills@necatraining.com.au

ACT (02) 6280 5580 act@necatraining.com.au

CABLE JOINTING

To meet the Distributor requirements in NSW as a cable jointer, you must have a specific cable jointer qualification. Qualified electricians are not automatically authorised to complete this work, but NECA Training can provide you with expert training in both polymeric and transition cable jointing at our training centres in Chullora in Sydney or Fyshwick in ACT.

Cable Jointing Involves a Few Different Steps

Preparation

Cleaning and stripping the insulation from the ends of the cables to be joined.

Connection

The prepared cable endings are joined together by crimping, or using specialised connectors, depending on the type of cables and the specifications of the joint.

Insulation

Once the connection is made, the joint is insulated using heat shrink tubing, cold shrink tubing or resin to protect it from damage over time.

Testing

After the joint is completed, it undergoes testing to ensure that it meets safety and performance standards, including insulation resistance, continuity, and voltage testing.

Polymeric vs Transition Cable Jointing

polymeric cable jointing is the process of connecting or splicing together sections of electrical cables to establish or repair underground or overhead power distribution networks. This process is crucial for ensuring the continuity and reliability of electrical supply to homes, businesses and other facilities.

Transition cable jointing is specifically joining cables of two different types (i.e. paper cable to poly cable). This is often necessary when connecting sections of electrical cables that

have different specifications, or when upgrading old cable to new cable. The goal is to create a reliable connection that maintains the reliability and performance of the electrical system.

SHINE BRIGHT WITH NECA’S SOLAR COURSES

As Australia begins to take steps away from coal and move towards a clean energy future, solar power has never been more valuable. In 2023, solar contributed to 45% of all renewable electricity generation in Australia. Lithium ion batteries are becoming increasingly common energy storage devices for both on-grid and off-grid power, especially as solar power maintains its steady growth as an industry. Since 2016, large-scale solar generation has seen a growth rate of over 2700% as a result of its rapid expansion in the country.

NECA offers a wide range of solar courses in our post trade education range. Our courses are Solar Accreditation Australia (SAA) accredited, in both the

design and installation of solar and battery connection systems. All you need to get started is a Certificate III in Electrotechnology or an ‘Unrestricted Electrician’s Licence’ issued in an Australian State or Territory.

Our courses are trainer delivered across eight days over separate weeks which include:

Theory

Online webinars and take-home assignments (six days).

Practical

Onsite instruction with the trainer (two days).

12 month deadline beyond the course delivery to submit an assignment.

NEW DATA & TELECOMMUNICATION COURSES

NECA Training has purpose built state-of-the-art facilities in Fyshwick (ACT) and Chullora (Sydney) providing the latest digital IP equipment and HANDS-ON training with high end technical resources.

NECA TELECOMMUNICATIONS PROVIDE

Nationally recognised training

Specialists in the telecommunications and electrical industries

Train with professionals, someone you can trust NECA provides training for the industry by the industry

Anyone can enrol (including non-members)

TELECOMMUNICATIONS COURSES AVAILABLE

Open Registration Courses

Structured Cabling (Cat 5-7)

Coaxial Cabling

Optic Fibre Terminations

Open Registration Exam for Electricians

Working Near Electricity Network – Initial

Working New Electricity Network – Refresher

More courses available WE ARE NOT-FOR-PROFIT | PASSING THE BENEFITS ON TO YOU

Visit our website for more details, course times and costs.

course times and costs.

ONLINE necatraining.com.au

NSW (02) 9188 4424 skills@necatraining.com.au

Online necatraining.com.au

NSW (02) 9188 4424

ACT (02) 6280 5580 act@necatraining.com.au

ACT (02) 6280 5580

QLD BRANCH

BRANCH UPDATE

WELCOME

Nicole Fietz NECA QLD Membership and Partnership Officer

TO THE SE p TEMBER EDITION OF THE 2025 NECA NEWS.

IT’S

BEEN A FAST-pACED QUARTER, WITH LOTS OF Up DATES AND CHANGES. IF YOU DON’T ALREADY, I URGE YOU TO KEE p AN EYE ON THE FORTNIGHTLY NECA QLD ENEWS BULLETINS AND SUBSCRIBE TO THE NECA QLD SOCIAL MEDIA ACCOUNTS ON LINKEDIN, FACEBOOK, AND INSTAGRAM.

Be sure to keep an eye out for the next edition of NECA News, where we will be featuring all of the winners of the NECA Awards. There have been some fantastic nominations put forward by our QLD members and we’re really excited to be able to share these results with you soon.

New electrical licensing system now live

WorkSafe QLD has announced that the new electrical licensing system is live. As part of this transition, all Qualified Technical persons (QTps) and Qualified Business persons (QBps) were automatically nominated as Authorised persons (Aps) in the new system.

For all new electrical licence applications, each person needs to be nominated as either a QTp, QBp and/or Ap

An Ap is an employee/director of your business who holds the authority to make changes to the electrical contractor licence including:

½ renewing the licence;

½ changing the contractor class;

½ adding/removing Qualified/ Authorised p ersons;

½ adding registered business names;

½ updating contact details;

½ surrendering the licence.

For more information, visit the WorkSafe QLD website or contact NECA Member Services for additional support.

Specific amendments to NCC now in effect – what NECA members need to know

buildings, now aligned with the 2021 edition of AS 1428.1. These updates, effective from 29 July 2025, impose more rigorous design standards that certifiers and contractors must meet to support equitable and compliant access for all building users.

Further changes in NCC 2025 will affect the design and delivery of both residential and commercial projects; however their implementation date is yet to be advised.

Those proposed changes included energy efficiency provisions, requiring better thermal performance, increased insulation, and support for centralised hot water systems in multi-unit dwellings. For commercial buildings, new rules will focus on reducing peak heating and cooling loads, and integrating renewables.

Most critically for our sector, residential developments will include specific requirements for additional switchboard capacity and infrastructure, to enable future EV charging installation, further embedding electrification into baseline construction requirements.

NECA will provide further updates as we receive them.

NECA encourages all members to familiarise themselves with the new code and review how these changes will impact upcoming projects. For further assistance or clarification, members can also contact NECA’s workplace relations or technical teams for advice.

Are overdue payments impacting your business?

Why construction contracts demand extra attention?

Construction projects are complex, expensive, and often unpredictable. Electrical business owners understand the risks involved; unexpected costs, ambiguous terms, and unanticipated liabilities are all challenges that can disrupt your business and affect your bottom line.

That’s where NECA’s annual confidential contracts review comes in. Included as part of your NECA membership, this service is designed to help you identify key risks in your construction contracts and provide actionable tips to avoid or mitigate those risks.

Why complete an annual debt collection review?

NECA recommends that all members conduct an annual debt collection review to effectively manage and minimise potential risks associated with overdue payments. This review will not only help you collect the money owed to you, but also improve your overall financial management processes.

Log into your NECA Member portal to start the process, or call NECA Member Services for assistance.

Electrical licensing disciplinary action

Ensure your business is complaint

In May 2025, the Electrical Licensing Committee took disciplinary actions against two licence holders; one electrical worker and one contractor.

Electrical Worker Penalty

An electrical worker failed to follow a safe system of work when working live, and failed to identify electrical hazards. The Electrical Licensing Committee decided to include conditions on the worker’s electrical worker licence, effective immediately. The worker was issued with a reprimand and a $2,500 penalty, and was instructed to complete training in competency units within three months.

Electrical Contactor Penalty

An electrical contractor conducted electrical work, including the installation of an earth connection with an underground supply link pillar. The contractor failed to ensure that safe systems of work and procedures were in place.

This failure resulting in an arc flash, which exposed the worker and an apprentice to severe risk, and resulted in equipment damage. The Electrical Licensing Committee issued the electrical contractor with a reprimand and a $3,000 penalty and instructed the contractor to complete an approved electrical safety system audit from an independent auditor within six months.

EV HOME CHARGING GUIDE

AS

ELECTRIC VEHICLE (EV) Up TAKE GROWS, IT IS CRITICAL THAT CONTRACTORS AND THEIR CUSTOMERS ARE EQUIpp ED WITH CLEAR, RELIABLE INFORMATION WHEN p LANNING EV HOME CHARGING SOLUTIONS.

NECA is pleased to share a practical new EV Home Charging Guide, developed by Energy Queensland’s Demand Management team, to assist in managing customer expectations at the point of sale.

This simple, easy-to-use resource enables you to tailor solutions based on key considerations, including:

½ tariff structures;

½ home energy configurations;

½ daily travel distances;

½ charging speed and convenience preferences.

The guide is designed to support collaborative discussions between homeowners and licensed electrical contractors, ensuring customers make informed choices that suit their lifestyle and energy use.

Fit outs involving electrical and emergency lighting installations in Class 2 to Class 9 buildings

Contractors who do not have an appropriate fire protection design class licence (from the Queensland Building and Construction Commission (QBCC)) are not permitted to design emergency lighting systems for Class 2 to Class 9 buildings. A suitably qualified fire safety practitioner, or electrical fire engineer, must be engaged to provide the emergency lighting design. The designer is responsible for selecting the location and types of fittings for installation, and will be signing off on the Form 15 for the design, while the electrical contractor may sign off on

the Form 15 for the installation under AS3000, certifying only the electrical work, and not the emergency lighting design, which is governed by AS2293.

AS2293 is divided into two parts: part 1 covers design and installation, and part 2 covers periodic verification and testing. Both the design and periodic testing in these building classes require QBCC licensing, and compliance with the relevant competency requirements. The process for obtaining certify class licensing can be onerous, often requiring experienced electricians to

repeat basic competency units, such as reading and interpreting technical drawings, regardless of prior experience.

The QBCC Install and Maintain licence for emergency and exit lighting is for the ELV wiring and accessories associated with the fire detection and warning systems, and is not required for installation and maintenance of 230v electrical equipment ,such as emergency and exit lights, as these appliances fall under the remit of the Electrical Safety Office and AS3000 requirements.

NECASAFE EMPOWER SYSTEM A GAME-CHANGER FOR ELECTRICAL CONTRACTORS

THE NECASAFE EMpOWER SYSTEM ISN’T JUST ANOTHER TOOL; IT’S A COMpREHENSIVE, p ROFESSIONALLYSUpp ORTED pACKAGE BUILT FOR CONTRACTORS LOOKING TO CUT THROUGH SAFETY CLUTTER WHILE SAFEGUARDING THEIR TEAMS.

What does it include?

½ NECASafe document library, giving you access to well-structured, industry-relevant templates for compliance and safety with ease;

½ HSEQ software, to manage your safety, health, environment, and quality processes efficiently, all in one place;

½ project documentation generator to help you create professionalquality documents tailored to specific projects or clients;

½ EA p (Employee Assistance p rogram), to support your employees’ mental wellbeing, alongside their physical safety;

½ dedicated NECASafe Advisor who works directly with you to simplify your safety processes, and help you maintain compliance, while cutting unnecessary clutter.

How does NECASafe Empower benefit contractors?

½ eliminates redundancy: streamline safety processes to focus on what matters, cutting through the competing requirements of multiple companies;

½ enhances safety and compliance: meet mandatory compliance in ways that actually improve safetyreduces liability: gain clarity and assurance in your operations while reducing risks;

½ saves time and costs: free your workers to focus on their jobs, instead of meaningless paperwork.

SA/NT BRANCH

BRANCH UPDATE

Larry Moore NECA SA/NT Executive Director

OUR INDUSTRY GALA DINNER, HELD ON FRIDAY 12 SE p TEMBER 2025 AT THE ADELAIDE CONVENTION CENTRE, WAS AN OUTSTANDING SUCCESS. MORE THAN 450 ATTENDEES ENJOYED AN EVENING FILLED WITH GREAT ENTERTAINMENT, FANTASTIC FOOD AND WINE, AND A CELEBRATION OF OUTSTANDING ACHIEVEMENTSBY OUR MEMBERS AND THEIR A pp RENTICES.

We wish to congratulate all winners, commendation recipients, and finalists in the Excellence, Small Business, and Apprentice of the Year Awards, and thank everyone who nominated a project, small business, or an apprentice. It is pleasing to once again see the great projects our members are undertaking, the operations of the fantastic small businesses across South Australia and the Northern Territory, and the brilliant apprentices they are employing. I would like to sincerely thank everyone who attended the event and showed support for our industry and the association.

We have once again received excellent feedback regarding the event, which is growing in numbers and popularity each year.

The evening began with a welcoming address from Andrew Cross, president of NECA SA/NT, followed by speeches from the Honourable Amanda Rishworth Mp, Minister for Employment and Workplace Relations of Australia, and the Honourable Blair Boyer Mp, Minister for Education, Training and Skills of South Australia. Once the evening’s formalities had finished, Entertainment Adelaide’s saxophonist, bongosero player and DJ had the dance floor full, with a fantastic lineup of new and old songs.

Our sincere thanks to each of our fantastic sponsors, because this event could not be run without their generous support. Our sponsors this year were:

Perpetual Sponsor

Electro Careers & Apprenticeships

National Sponsors

Schneider Electric and MMEM

Apprentice Sponsor

MAS National

Gold Sponsors

Cbus Super and Fluke

Product Sponsor

Milwaukee Tools

Silver Sponsors

Clevertronics and portable

Long Service Leave

Award Sponsors

AGL, Energy Skills Australia, NHp, and Simpro

Bronze Sponsor

Bianco, Lynch Meyer Lawyers, and pEER

The Excellence Awards provide an opportunity for electrical and communications contractors to showcase the high-quality work they perform daily. The Small Business Awards recognises our members who are making an impact in the industry and deserve to be acknowledged at the highest level. The Apprentice Awards commend the top apprentices in our industry, based on their technical abilities, general knowledge, attitude, passion, and desire to succeed in their career.

The full write-up on this year’s NECA SA/NT Excellence, Small Business, and Apprentice Awards will be featured in the December edition of the NECA NEWS magazine.

If you have a project, small business, or apprentice that you are proud of, we encourage you to seriously consider entering the 2026 NECA SA/NT Excellence, Small Business, and Apprentice Awards, where the rewards are significant. If you have a project, small business, or apprentice in mind, it would be beneficial to start thinking about your submission now! For the third year running, we are pleased to say that we will again be offering the FREE submission writing service, which will be available to all members! If you would like further information on entering a project, small business, or apprentice into the awards, please contact the NECA SA/NT office and speak to Jamie phillips, Marketing, Communications and Membership Manager.

NECA SA/NT Product Updates

We have some important updates regarding NECA SA/NT products, as follows:

Employee Guide to Safety and the Environment

This comprehensive guide is designed for workers to navigate the safety and environmental world of the construction industry. It focuses on general safety hazards that pose a serious risk to the wellbeing of workers.

The guide complements the existing policies and procedures of employers by reinforcing what they are already conveying to their workforce. It also assists employers in meeting your duty of care.

The guide serves as a trusted reference, but should never replace the guidance of a supervisor.

Topics covered include emergency procedures, proactive safety, working at heights, hazardous substances, and isolation procedures.

HSEQ

The Quality policy has been amended and should be downloaded to replace your existing version.

The Manual Handling procedure is now available to download.

HSE Small Business

The following documents are now available to download:

½ Manual Tasks Risk Assessment Form;

½ Environmental p olicy;

½ Quality p olicy;

½ Manual Handling p rocedure;

½ pp E Issue Register;

½ Complaint and Feedback Register.

The HSE Small Business Manual is coming soon and will assist subscribers with tenders, and increase your understanding of your safety management system.

HSEQ Digital and HSE Digital

The documentation outlined above is available in your respective database.

If you would like further information about the above and other NECA products, please contact the NECA SA/NT office on (08) 8272 2966.

Master Builders Northern Territory Excellence in Building and Construction Awards

In August, Jamie phillips and I travelled to Darwin to attend the Master Builders Northern Territory Excellence in Building and Construction Awards, the construction industry’s largest event in Northern Australia, of which we are a proud Silver Sponsor, at the picturesque Mindl Beach Casino.

It was an excellent event, with over 700 attendees, making for the perfect setting to catch-up with several of our Darwin-based members. It was pleasing to hear that work in the Territory is beginning to ramp up again.

While in Darwin, we used the opportunity to meet with relevant industry bodies and catch up with each of our members to find out how we could further assist them, their business, and the local industry further.

For further information or assistance with any of the above, please contact the NECA SA/NT team on (08) 8272 2966.

GOT A QUESTION?

MEET CHATTKB. AN INDUSTRY-SPECIFIC, PURPOSE-BUILT AI PLATFORM, DELIVERING INSTANT ANSWERS, ANYWHERE, ANYTIME, ON WHAT MATTERS MOST.

You’re on site. It’s getting late.

You need to check something in the rules before the next job. You’ve called NECA, and unfortunately, the team members are all engaged.

In your head, you flick through everyone else you could call… and think they’ll be too busy. Google? Facebook? That’s a rabbit hole you don’t want to go down.

You could try ChatGpT or Grok, but is it worth the risk? Who knows where they get their information…

Now imagine this: instead of waiting, guessing, or scrolling through endless documents, you just type your question and get a trusted, accurate answer in seconds.

We know that you are not short on information. You are drowning in it. Between emails, standards, updates, group chats, compliance guides, and whatever your mate thinks he remembers from last year’s roadshow, finding the right answer has become a full-time job.

And let’s face it, when you’re trying to run a business, manage a team (and a family), or just finish a long day’s work, you don’t have time for guesswork.

Why did we implement ChatTKB?

ChatTKB cuts through the noise, the clutter, the second-guessing, and gives you accurate, plain-English answers that you can trust.

ChatTKB is a purpose-built AI platform, designed specifically for NECA SA/NT

Question

Type your question into the box. There’s no need for perfect wording, keep it conversational, just like you’d speak to a colleague.

Insights

Select the topic area your question relates to (e.g. employment regulation, or WHS). You can switch this at any time, to explore different topics. This helps ChatTKB understand the context and deliver more relevant, accurate answers.

members. Unlike generic AI tools, that rely on questionable sources and often “make things up,” ChatTKB is trained only on verified, industry-specific content. We’re talking Australian Standards, national and state regulations, safety legislation, and workplace relations, all in one secure place, curated by our subject matter experts, who know you and your world.

We know how overloaded you are with information. You’re tired of digging for that one clause buried somewhere in a 300page book. And we get that it’s frustrating when support isn’t available right when you need it. Maybe the NECA team is in a meeting, or it’s outside of office hours.

That’s where ChatTKB comes in. It’s available 24/7. No waiting. Just simple, reliable answers.

Filters

Use filters to refine your answer. For example: select a state to get locationspecific information. You can choose or multiple filters. The more specific the filter, the narrower the answer.

So, what makes ChatTKB unique?

½ It’s trained on our industry-specific information, not the open internet. You get answers from trusted, NECA-approved sources. Almost as good as talking to one of our experts.

½ If ChatTKB doesn’t know the answer, it simply says “I don’t know.” No made-up responses. And if you want to talk it through further, our team is always here to help.

½ It understands state-specific nuances. It knows the difference between national and state rules and regulations and what takes priority, so you get clear, reliable direction.

½ It’s secure, built on Microsoft’s Azure platform, with enterprise-grade security.

½ ChatTKB was built in Australia, for us specifically, and developed by one of Microsoft’s preferred technology partners. Its creators work directly with Microsoft, giving us access to the latest AI technology and guidance.

So, what can you ask ChatTKB?

Anything you’d usually call about and probably more. ChatTKB can help with licensing rules, employment questions, Australian standards, and compliance issues. Your questions may vary from “what licences do I need for this job?” to “what are my safety responsibilities in different states and territories?”

Built for Members. Valued at Thousands. Yours for Free.

We’ve invested thousands of dollars to bring this to the electrical industry and NECA SA/NT members get it at no extra cost. Why? Because we want your membership to do more for you. And now it does!

NECA SA/NT is one of the first associations in the electrical industry to offer something like this. ChatTKB isn’t here to replace our team. It’s here to boost the support you already rely on and make it available to you 24/7.

If you’re a NECA SA/NT member, you now have better support at your fingertips. ChatTKB is ready when you are. Not a member? Call us on (08) 8272 2966 or email neca@necasa.asn.au to find out how you can join and start using ChatTKB today.

TIPS AND TRICKS TO ASK LIKE A PRO!

Tip: Be specific, not vague.

More details provided will give you more useful answers. Instead of typing single words or phrases, such as “apprentice,” try full questions, like, “what is the supervision requirement for a 2nd year apprentice?”

Tip: Choose the right insight

Think of it like calling NECA with a Workplace Relations question; you’d want to speak to Dain, the WR expert, not Larry (as tempting as that may be). picking the right topic, like picking the right person, helps you get the answer faster.

Tip: Didn’t get the answer you expected? Try rephrasing

If the answer doesn’t quite hit the mark, ask again in a different way. Give as much context as possible, and frame it as a full question, not just a few words, or a phrase. Ask follow-up questions to go deeper.

Tip: Stay on topic, or start a new chat platforms, like ChatTKB, use context from earlier in the chat to answer your next question. So, if you jump to a new topic, start a new chat for the best results.

Tip: Want quicker answers? Avoid yes/no questions

Instead of, “can I terminate an employee?” try, “what are the rules for terminating an employee under the award in SA?” You’ll get a more accurate and comprehensive answer.

Tip: Rate the answers. It helps improve the tool

Give feedback (smiley face or sad face), as it helps us review the richness of the answer and improve the platform.

Tip: Use natural language

You don’t need to be technical. Just ask the same way you’d speak. Think: “what’s the minimum break between shifts?” instead of “Clause 23.4.1.”

Having trouble logging in? Need a new login? We’re here to help! Call us on (08) 8272 2966 or email neca@necasa.asn.au.

TAS BRANCH

BRANCH UPDATE

Ben Shaw NECA TAS Member Manager

Momentum in motion – Engagement, advocacy, and growth

Despite continued political uncertainty following the early state election, NECA Tasmania has maintained strong momentum – delivering meaningful outcomes for members, growing engagement across the state, and continuing to advocate for a stronger, more skilled, electrical and communications workforce.

One of the biggest highlights of the quarter was the return of our Industry Night Series, which was a huge success. Over 500 electricians attended, across three events, making it our most well-attended series yet. These nights provided valuable opportunities for connection, updates on key industry issues, and recognition of the fantastic work being done across Tasmania.

We also hosted two member networking days at AFL games – one in Launceston and one in Hobart. These informal events offered a relaxed and enjoyable way for members to engage with each other, with NECA, and with the broader industry, and were extremely well received.

A standout moment this quarter was our Annual Excellence Awards Dinner, held in Launceston for the very first time. The night was an overwhelming success, bringing together a packed room to recognise and celebrate the outstanding talent, commitment, and innovation across our industry. It was a proud moment for NECA Tasmania and a strong reminder of the excellence driving our sector forward.

Our focus on member engagement continues to expand, with more initiatives planned for the remainder of the year. These include both formal and informal events aimed

at keeping sparkies informed, connected, and supported, no matter where they are across Tasmania.

On the workforce front, I’ve been heavily involved with the Clean Energy Centre of Excellence Taskforce, ensuring NECA Tasmania plays a key role in shaping the future workforce needed to support our growing renewable energy and clean tech sectors. This work is critical as we plan for the skills and training pathways required to meet future demand.

We’re also continuing to deliver on our Hi-Vis Army commitments, working with schools, partners, and government, to attract the next generation into the trades, and support stronger pathways into the electrical industry.

At the same time, our NECA Education & Careers team has significantly expanded post-trade training opportunities. We’re now offering more options than ever before, including online training, in-person delivery, and customised training packages, tailored to the evolving needs of Tasmanian contractors and technicians.

Our advocacy work hasn’t slowed either. We remain closely engaged with CBOS, contributing detailed input on the CpD framework and electronic CEC forms. We’ve made it clear that CpD must be accessible, affordable, and focused on real skills, not bureaucracy; particularly for those in regional areas.

Tasmania’s sparkies are resilient, adaptable, and proud. NECA Tasmania is here to back them – through every shift in the political landscape, and every opportunity on the horizon. The energy is building, and we’re proud to be leading the charge.

New clerks wage bulletin

As you may know, the wages and some of the expense allowances in the Electrical, Electronic, and Communications Contracting Award 2020 and the Clerks – private Sector Award 2020 (Clerks Award) increased from the first pay period from 1 July 2025.

We have now uploaded the Clerks wage bulletin and the Fair Work Commission’s determination for your reference, which can be found on NECA’s Member Knowledge Base (MKB).

Make sure you review your rates and contracts, to ensure that you are paying at least the minimum rates and allowances required under these Awards.

New fair work information statements

In addition to the changes in wages, superannuation rates, and high income thresholds on 1 July 2025, the Fair Work Commission has now uploaded the following updated Fair Work Commission Statement:

½ Fair Work Information Statement –to be provided to all new starters;

½ Fair Work Casual Employment Information Statement – to be provided to all new casual employees;

½ Fair Work Fixed Term Contract Information Statement –to be provided to all new fixed term employees.

Be sure to download the correct statements, as these are required by law to be provided to new employees, depending on their category of employment.

Australian Building Codes Board amendment 2

The Australian Building Codes Board amendment 2 has being published, and has taken effect, as of 29 July 2025. The premises Standards was amended on 23 November 2024, and includes reference to the 2021 edition of ‘AS 1428.1 Design for access and mobility’.

The premises Standards (Access to premises – Buildings) Standards 2010 is a legislative instrument made under the Disability Discrimination Act 1992 (DDA). Its purpose is to ensure people with disabilities have equal access to public buildings. The Access Code specifies features that public buildings must have to facilitate access for disabled people. The Access Code is based on the NCC ‘access for people with a disability’ provisions.

Electrical designers and practitioners need to be aware of the changes, to ensure their designs align with NCC 2022. There is a difference between the NCC clause referencing system and the Access Code.

Tasmania’s Industry Night Series

This July, NECA Tasmania delivered its first Industry Night series of 2025. On three occasions, in the cities of Hobart, Launceston and penguin, NECA Tasmania gathered over 500 attendees to share insights and key industry updates. With presenters from government, TasNetworks, CBOS, Skills Tasmania and our very own in-house specialist technical team, these industry nights are a great way for the greater Tasmanian electrical community to stay ahead and on top of all the technical regulation changes and updates, and to further develop their network.

We would like to extend a massive thank you to our sponsors, Clipsal/ Schneider, EWM, D&W, AWM, NECA Education and Careers, M-Elec Lighting, and p&A, for your support throughout this series.

CLEARING THE CLUTTER IN SAFETY MANAGEMENT SYSTEMS

SAFETY IS pARAMOUNT IN ANY INDUSTRIAL SECTOR; HOWEVER, OFTEN THE VERY SYSTEMS DESIGNED TO SAFEGUARD EMp LOYEES RESULT IN EXCESSIVE p ROCESSES, LEAVING WORKERS OVERWHELMED AND DISENGAGED.

Large companies, burdened by risk anxiety and redundant safety systems, inadvertently create a culture where safety seems secondary to the paperwork itself. For electrical contractors reliant on such organisations, the challenges multiply, creating unnecessary hurdles and

inefficiencies, that impact productivity without improving safety outcomes.

How can businesses address this issue? The answer lies not in adding more systems but in streamlining processes, empowering workers, and building efficient, clutterfree safety management systems.

The safety clutter problem

Safety clutter arises from layered safety measures, designed to avoid risk, but often lacking practical implementation. Here’s where the issue is most evident:

“Tick and flick” mentality:

Workers, feeling stifled by endless forms and checklists, see no real value in these tasks, and go through the motions simply to comply.

Contractor compliance overload:

Electrical businesses working with multiple large companies must adhere to varying (and often redundant) compliance requirements. Each company introduces unique hurdles, creating a jumble of incompatible safety systems for contractors.

Psychological risk anxiety:

Companies cling to complex safety mechanisms, believing it protects them from liability or legal action if something goes wrong. Unfortunately, the reality is far removed from this assumption.

Owen Leslie, NECASafe Manager and risk expert, describes this as a “culture of fear, anxiety, and addiction,” embedded in the safety framework of large organisations. Workers at the ground level feel choked by the excessive burden, without measurable improvements in safety outcomes.

This contradiction between frontline workers and company executives perpetuates an ineffective system. Mr Leslie argues that paperworkheavy safety systems crumble under scrutiny, particularly in legal contexts, exposing deeper flaws rather than providing robust protection.

Why cluttered safety systems fail electrical businesses

For electrical businesses, engaging with multiple large organisations brings compounded difficulties:

1. Competing systems: Contractors find themselves navigating different compliance demands from each client. For instance, what satisfies one large organisation is irrelevant to another, leaving businesses juggling conflicting expectations.

2. No added safety value: These compliance tasks are not designed by those working directly on the ground. This results in safety procedures that do not address real-world hazards, or reflect practical needs, making them performative rather than functional.

3. Hampered productivity: Excessive safety demands eat into critical project hours, delaying executions, adding costs, and frustrating workers.

4. Liability concerns: The growing pile of redundant paperwork does little to genuinely mitigate risks, creating the illusion of protection, while leaving actual safety gaps unaddressed.

Big companies are developing overcomplicated systems out of habit, fear, and inertia. These practices derail small and medium-sized organisations who are forced to accommodate them.

But there’s an alternative path forward.

What needs to change?

If endless safety rules and processes don’t improve safety outcomes, what will?

1. Address the core culture: Businesses must shift their mindset away from believing that more processes equal greater safety. By breaking the dependency on excessive paperwork, organisations can start building streamlined, effective safety protocols, focused on real risks.

2. Engage ground-level workers: Frontline employees using these safety systems must be consulted in creating and maintaining them. Their insights ensure that procedures are not only practical, but also respected.

3. Simplify and standardise: For electrical contractors, streamlining and standardising across clients is critical. Instead of adapting to each employer’s complex safety system, businesses should demand clarity and consistency.

4. Invest in expert help: Owen Leslie advises, “Organisations need to seek advice beyond the ‘old reliables.’” By involving outside experts, not entrenched in outdated safety models, businesses can improve outcomes.

VIC BRANCH

BRANCH UPDATE

John Sofarnos NECA VIC Executive Director Dean Spicer NECA VIC President

The second quarter of 2025 has been a period of strong progress and memberfocused initiatives at NECA Victoria. With a number of strategic developments, across advocacy, partnerships, events, and innovation, we remain committed to supporting the growth and success of our members across the state.

NECA Victoria has welcomed several new partners to the Member Benefits & Services program, each selected to offer practical support to contractors and businesses. They include:

½ Tint a Car, offering premium discounts across their full suite of car tinting products;

½ Benchmark Business Solutions, which specialises in exit strategy planning, business valuations, and guiding business owners through the sale process, to ensure a smooth and profitable transition;

½ FleetCard, providing a streamlined and cost-effective solution for managing fuel expenses across multiple fuel retailers.

We’re incredibly proud to have also launched the Small Business Accelerator package, designed to relieve small business owners of the administrative burden of payroll, bookkeeping and debt collection. This exclusive package helps our members stay focused on what matters most – operating and growing their businesses. The offering includes endto-end support and is already receiving strong engagement from members.

Alongside this, we’ve provided members access to the Business Solutions Hub ‘portal of Knowledge.’ This memberonly resource hub provides over 180 curated tools and templates, including employment contracts, workplace policies, HR manuals, fact sheets, and employer guides; everything you need to navigate your business with confidence. This resource has quickly become a cornerstone for members seeking clarity, confidence, and

compliance in their human capital management business operations.

Advocacy remains a core pillar of our work, and Q2 saw us continuing to represent our members in key government and industry areas. We maintained active involvement with WorkSafe Victoria, Energy Safe Victoria (ESV), the Victorian Government and other regulatory bodies, to ensure that the voices of electrical contractors are heard, and that policy development supports a robust, future-ready industry.

New regulations for apprentice supervision

Energy Safe Victoria has introduced updated Apprentice Supervision Requirements, that will come into effect on 1 September 2025. These revised regulations are designed to strengthen apprentice safety and improve training outcomes across the industry.

NECA Victoria is committed to supporting members through these changes, and is working closely with Energy Safe Victoria to ensure employers are fully informed and well-prepared to meet their new obligations. For guidance on how to successfully implement these changes in your business, and remain compliant, please refer to the article Upholding standards: transitioning to Victoria’s revised Apprentice Supervision Requirements, in this magazine. See page 41.

A key milestone in digital innovation

We’re excited to announce that SnapInsight – the technology partner behind NEON (Our AI Tool) – has officially joined the Microsoft for Startups Founders Hub. This prestigious global program supports high-potential startups, with access to advanced technology, scalable infrastructure, and expert guidance.

NEON was created to empower professionals to work smarter, move faster, and make better decisions, through AI-driven clarity and insight on technical, workplace relations and safety compliance. For us, this partnership means that Microsoft is endorsing what we’re building – providing us with cutting-edge AI tools, enterprisegrade security, and the resources to scale more efficiently and strategically than ever before.

A night of recognition

On the 29th of August, NECA Victoria proudly hosted over 600 people at the 2025 Excellence Awards, recognising the outstanding achievements across projects, people, and practices in our sector. The evening celebrated not only technical excellence, but also the innovation and leadership that continue to define our industry. We extend our congratulations to all award winners and nominees; your work sets the standard for the profession.

Looking forward

As we look to the remainder of 2025 and beyond, planning is already underway for our 2026 International Women’s Day, alongside a suite of engagement opportunities, including Industry Nights, Golf Days, Webinars, and Networking Events, as well as our new women’s leadership and development workshop series, EmpOWER. The EmpOWER Series is designed to transform inspiration from our International Women’s Day event into meaningful action, through small-group workshops that equip women in electrotechnology with leadership skills, confidence, and community support, to grow, connect, and lead positive change across the industry.

As always, we thank our members and partners for their continued trust and engagement.

The momentum into Q3 and beyond sets a strong foundation for the year ahead, and we look forward to building on this progress together.

FIT FOR DUTY, FAIR IN PRACTICE BALANCING SAFETY AND COMPLIANCE IN YOUR SMALL BUSINESS

For Victorian businesses in the electrotechnology sector, assessing whether a worker is fit for duty is both a legal obligation and a core safety responsibility. Meeting this standard means having clear processes, lawful communication, and a well-documented understanding of each job’s inherent requirements, without breaching anti-discrimination laws or the privacy of applicants.

Under the Occupational Health and Safety Act 2004 (Vic), business owners must eliminate or reduce workplace risks, as far as reasonably practicable. This duty includes physical and psychological safety. At the same time, the Equal Opportunity Act 2010 (Vic) and Fair Work Act 2009 (Cth) prohibit adverse treatment based on attributes such as age, disability or past injury. The risk of failing to get this balance right is high; unlawful discrimination claims, costly compensation cases, and avoidable injuries.

The first step is clarity. As a business owner, you need to document the physical, cognitive and environmental demands of every role. For example, does the job require lifting 15kg items or extended periods on ladders? These must be included in position descriptions and job advertisements, clearly stated and not left ambiguous, or inferred.

During recruitment, frame interview questions around task performance; ask whether a candidate can safely perform specific duties, rather than asking about their health history, or age. For example, “part of this role involves working in ceiling spaces and under floors. Are you comfortable working in confined or awkward spaces for lengthy periods?”

After a conditional offer is made, business owners can issue a lawful pre-existing injury declaration under Section 41 of the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic). This helps identify risks and allows employers to make reasonable adjustments where needed.

In safety-sensitive roles, it may also be appropriate to request a Fitness for Work Assessment, particularly where manual handling, overhead work or high-risk environments are involved. These assessments must be tied to the documented requirements of the role and applied consistently, rather than selectively, based on assumptions.

Supporting safe employment does not end on day one. Induction, buddy systems, and early check-ins during probation, can reduce early-stage injuries and create space for staff to raise concerns before they escalate.

Throughout the employment lifecycle, business owners are also expected to take proactive steps to support safe work. This includes monitoring worker wellbeing, documenting fitness for work processes in contracts and policies, as well as training managers on when and how to respond to health concerns. Early warning signs, such as repeated absenteeism, minor incidents, or changes in behaviour, may indicate the need for a fitness for work or medical assessment, provided it is reasonably justified and conducted lawfully.

Safe Return to Work (RTW): Under the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic) (WIRC Act), Division 2 of part 4, employers have a non-delegable obligation to provide suitable employment, planning return-to-work strategies, consulting with the worker, appointing a return-to-work coordinator, and making information available.

For expert advice, practical templates, and compliance support, contact NECA Victoria’s Workplace Relations Team on 1300 300 031 or workplacerelations@neca.asn.au

Lina Altarifi Executive Director, Business Solutions Hub (an initiative of

NECA Victoria)

UPDATE FROM ENERGY SAFE VICTORIA UPDATED APPRENTICE SUPERVISION REQUIREMENTS IN EFFECT

Apprentice safety is one of Energy Safe Victoria’s top priorities. We believe incidents are preventable with the right training, diligent supervision, and a strong safety culture.

From 1 September 2025, Energy Safe has introduced important updates to apprentice supervision requirements, to support apprentices complete their training safely.

These changes come in response to an alarming statistic; five electrical apprentice deaths in the last decade. Each loss highlights the need for stronger protections and clearer regulations.

Our updated requirements for the Effective Supervision of Apprentice Electricians clarify the legal responsibilities of supervisors and employers and establish a more enforceable framework, to improve the safety outcomes for apprentices undertaking electrical installation work. Employers, supervisors, and apprentices all have new roles and responsibilities

The changes ensure supervision levels and ratios better align with apprentice experience and the complexity and risk of the work being done. The key updates include:

½ mandatory supervision: ratios have been clarified and strengthened;

the licensing exams at the end of their apprenticeship. These updates also bring Victorian requirements into line with other Australian jurisdictions.

“

½ direct supervision: supervisors must closely observe apprentices completing high-risk tasks – such as isolation, testing, commissioning, and fault finding – and remain within earshot for all other tasks;

½ broad and general supervision: supervisors must provide a level of instruction and guidance based on the experience, competence, and year-progression of the apprentice.

Electrical apprentices are some of our most vulnerable workers. These requirements are an important step in improving safety outcomes.

More effective supervision should also help reduce the rate of apprentices

MIKE PURNELL - Protect Group Director Employer Representative

Energy Safe acknowledges that every electrical business is different, and we understand concerns about costs and labour shortages. However, we consider there is sufficient capacity and support across the industry to facilitate these much-needed safety requirements.

The updated Requirements for the Effective Supervision of Apprentice Electricians are effective from 1 September 2025, meaning employers and supervisors must now implement the changes, if they have not done so already.

Visit www.energysafe.vic.gov.au for more information.

Leanne Hughson Energy Safe Victoria Chief Executive Officer

VICTORIA’S REVISED APPRENTICE SUPERVISION REQUIREMENTS

Summary of key changes (Effective 1 September 2025)

In line with the Electricity Safety (Registration and Licensing) Regulations 2020, Effective Supervision, in relation to electrical work means:

1. Being present at the site of the electrical work to the extent necessary to ensure that the work is being correctly performed and carried out in accordance with the Act and any of the regulations relating to the work and the operation of electrical installations and supply networks.

2. Being aware of the details of the electrical work being performed and giving detailed instructions and directions with respect to the electrical work.

Supervision must fall into one of three categories – direct, general, or broad – based on the apprentice’s assessed competency. New regulatory expectations include:

Maximum supervision ratios:

½ 1:1 for direct supervision (specific and constant guidance);

½ 1:3 for general supervision (instruction and direction);

½ 1:5 for broad supervision (consultation, instruction and direction if required).

Competency-based supervision: Supervisors must determine the appropriate level of supervision for each task, guided by formal assessment.

High-risk tasks: Tasks such as electrical isolation procedures and testing must be undertaken only under direct supervision, with the supervisor remaining in both visual and audible range.

Supervisor qualifications: Supervisors must hold a current electricians licence and be competent in the work being undertaken.

Implications for our members

We understand the revised framework introduces significant considerations for businesses across the sector.

These include:

Supervision resourcing: The 1:1 ratio for direct supervision may require businesses to reassess staffing levels, or limit the number of apprentices on-site at any given time.

Training progression: Without appropriate supervision, apprentices may be

unable to complete key tasks, causing delays in achieving competencies and preparing for licensing.

Administrative responsibilities: The need for task-level competency assessments and supervision tracking will require improved documentation, recordkeeping, and oversight mechanisms.

If left unaddressed, these challenges may result in compliance breaches, WorkSafe penalties, or stagnation in apprentice development; each of which carries legal, operational, and reputational risks.

Practical steps for employers

To support a smooth transition, NECA Victoria encourages members to take the following proactive steps:

1. Review and update HR Policies and employment contracts

Employers should:

½ define supervision responsibilities clearly in job descriptions for licensed electricians;

½ ensure apprentice contracts and onboarding processes incorporate supervision protocols and escalation pathways;

½ always document the designated supervisor for each apprentice, especially for dynamic or rotating work environments.

2. Build supervision capacity into workforce planning

Businesses may need to:

½ recruit or train additional licensed electricians to meet supervision requirements and ratios;

½ establish dedicated apprentice supervision roles where feasible;

½ use NECA’s workforce planning resources, or HR services, to identify and address potential gaps.

3. Establish competency assessment frameworks

Supervisors are now required to assess apprentice competency before adjusting supervision levels. Businesses should:

½ develop internal checklists that align tasks with supervision requirements;

½ implement templates for recording competency discussions and assessment outcomes;

½ refer to the apprentice’s training plan and Certificate III framework to guide progression.

NECA Victoria offers resources and guidance to assist members with implementation.

4. Integrate supervision into daily scheduling

Site and project managers should:

½ build time into job schedules for supervisors to conduct checks and provide feedback;

½ avoid assigning apprentices tasks that exceed available supervision capacity;

½ consider tools, such as site dashboards or mobile apps, to monitor supervision ratios in real time.

5. Engage with training providers

Ongoing communication with TAFEs and RTOs is essential to:

½ track off-the-job training progression;

½ align practical work with classroom learning;

½ address any issues with attendance, progress, or assessment readiness at an early stage.

The supervision framework is designed to help reverse this trend – not only to protect apprentice safety, but to prepare them for long-term success as licensed electricians.

As employers, it’s essential to recognise that an apprenticeship is a contract of training, not just employment. The revised supervision model reaffirms the importance of structured mentorship, proactive communication, and competency-based task allocation. When implemented properly, it benefits not only the apprentice, but also the business and the wider industry.

WA BRANCH

BRANCH UPDATE

Adam Hoes NECA WA Member Manager

WELCOME TO THE WA SECTION OF NECA NEWS. WE’RE HOT OFF THE BACK OF THE NECA WA AWARDS, HOSTED AT THE ICONIC Op TUS STADIUM, AND WE’D LIKE TO CONGRATULATE EVERYONE WHO ENTERED A NOMINATION.

The WA electrical and communications sectors are certainly going from strength to strength. There will be a complete wrap-up of the NECA Awards in the next edition of NECA News, but in the meantime, follow NECA WA on our socials (LinkedIn, Instagram, and Facebook) to keep up to date with everything happening across the state.

We’ve also just wrapped up Electrical Safety Week, where NECA WA was out on the ground across both the p erth metro and the South-West regions. Our team has been busy, delivering informative toolbox talks and BBQs focused on electrical safety and correct isolation procedures, along with our national sponsors, MMEM. Many attendees walked away not only with greater awareness, but also with NECA-branded lockout kits – helping promote safer work practices across WA worksites.

The work we continue to do here in the WA electrical sector is something I’m very proud of, and I trust that we will see out the second half of this year with the same diligence, momentum, and success.

NECA WA engages future electricians at SkillsWest Careers and Employment Expo

At the end of July, NECA WA attended the SkillsWest Careers and Employment Expo, at the p erth Convention and Exhibition Centre. With Western Australia projected to need 10,000 more electricians by 2030, the event was a vital opportunity to connect with the next generation of skilled sparkies.

Our team – Tyson, Adam, and two of our apprentices – spent three days speaking with school students, job seekers,

parents, and future apprentices. Together, we showcased the diverse career pathways available within the electrical and communications industry and highlighted the strong support NECA WA provides through our Group Training Organisation (GTO).

Throughout the expo, attendees had the chance to:

½ explore different trade career options;

½ gain insight into apprenticeships and training opportunities;

½ experience hands-on activities in the WorldSkills Try’a Skill zones;

½ learn about opportunities in construction, defence, and renewable energy sectors;

½ receive free career advice and guidance from industry experts.

Our apprentices shared their own realworld experiences, offering valuable perspectives on what it’s like to start and grow a career as an electrician.

As the peak industry body, NECA WA remains committed to supporting businesses, mentoring apprentices, and building the skilled workforce our state urgently needs. Events like SkillsWest are crucial in inspiring young people and future tradespeople to join an industry with strong demand, rewarding opportunities, and long-term career security.

Lighting regulation changes: Help your customers prepare for an energy-efficient future

NECA WA, alongside the Lighting Council Australia, urge all contractors to begin preparing now for upcoming lighting regulation changes, that will directly impact service work and lighting upgrades across Western Australia.

From 4 October 2025, importation of commonly used incandescent lamps – including E14, E27, B15, B22, and GU10 lamps ≥10W – will be banned.

Although existing stock may be sold until October 2030, now is the time for electrical contractors to educate their customers, and start transitioning homes and businesses to energy-efficient lighting.

Contractors should proactively advise clients during maintenance or service visits about the phase-out, and recommend long-term solutions, like LED retrofits, which offer reduced running costs, improved performance, and lower emissions.

In March 2026, further changes take effect ,with new GEMS regulations for LED lamps, requiring strict product testing, registration, and packaging standards, under AS/NZS 5341:2021. These changes will improve lighting quality and safety across the board, but may also affect product availability and selection.

Some lamps will remain exempt – such as those used in

aircraft, horticulture, infrared heating, or those under 10W – but these are limited, and must meet specific criteria.

By staying ahead of these changes, contractors not only ensure compliance, but also position themselves as trusted advisors to customers seeking to lower their energy bills and reduce environmental impact.

Start talking to your clients now about modernising their lighting – the shift to efficient, LED solutions will future-proof their systems, and align with Australia’s goal of reaching Net Zero emissions by 2050.

Latest

asbestos

safety report: key insights

WorkSafe WA’s latest asbestos safety report highlights ongoing efforts to protect workplace health, ensure regulatory compliance, and reduce asbestos-related risks across various industries.

Key statistics from the report include:

½ 424 asbestos-focused inspections conducted;

½ 890 inspections involved asbestos-related matters;

½ 290 asbestos-related complaints investigated;

½ 21 notified asbestos exposures successfully managed;

½ 395 improvement notices issued to raise safety standards;

½ 2 prohibition notices issued to address immediate risks;

½ 1 asbestos license under review for potential suspension;

½ 38 asbestos licenses refused or not renewed;

½ 1 conviction recorded for unlicensed asbestos work;

½ 6,790 asbestos removal notifications submitted.

These figures reflect the high volume of asbestos-related activity, particularly in older buildings; posing a significant risk to tradespeople, including those working in electrical roles. If you’re working on a site built before asbestos bans (December 2003), it’s essential to check the asbestos register, as part of your risk assessment, to make informed, safe decisions.

At NECA, we’re committed to equipping our members with the right tools and knowledge when encountering asbestos. If you’re ever unsure about how to proceed safely, contact your NECASafe Advisor, on 1300 361 099.

Don’t forget, you can download our free Asbestos Safe Work Method Statement (SWMS) from the Members Knowledge Base (MKB).

How NECA technical helps our members - case study

We’re pleased to share the outcome for one of our WA members, whose recent regulatory issue resulted in a fantastic outcome, and who was handed a written warning, rather than a penalty, thanks to early engagement, and the strong support network provided by NECA WA. The member took a break from the industry and, upon his return, was not aware of the new eNotice system. After being alerted to the issue, he reached out to NECA, and we promptly provided one-on-one training on the eNotice system and portal. During this process, we also helped him understand the steps of the investigation that lay ahead.

After the investigation it was revealed that he had not submitted a number of notices of completion for notifiable work he had carried out.

With NECA’s support, he engaged with our legal team, and received technical guidance from one of the NECA Technical Advisors, who also accompanied him to the formal interview with the Regulator – a daunting experience for any contractor. Due to his honesty, proactive response, and following the advice from NECA, what could have resulted in a significant penalty ended with a good outcome.

The MEN System

NECA is reminding all members of the critical importance of correctly installing and testing the Multiple Earthed Neutral (MEN).

A Multiple Earthed Neutral (MEN) is an essential part of an installation’s safety system. Without it, an earth fault in the installation could result in all the earthed components, including the metallic main switchboard enclosure, pole and appliance enclosures, becoming live and dangerous. A person who has contact with these components could receive a fatal electric shock.

Leaving an installation without a MEN is extremely dangerous and life threatening.

This system combines the main neutral in the consumer mains and the main earth, equipotential bond earths and protective earths, into a single conductor, p EN (p rotective Earth Neutral), for most of the path back to the substation, to the transformer star point. This is why earth fault loop impedance testing is critical. Without a MEN, the EFLI would be extremely high, resulting in the primary protection failing to operate in a fault to earth –which could have fatal consequences.

It is recommended to perform an ‘Exit’ test as the very last procedure when departing any premises, to document and prove that the MEN has been reinstated, and is operating.

This is particularly important when the MEN has been removed for testing.

Specific amendments to NCC now in effect – what NECA members need to know

The regulatory framework has undergone significant updates following the release of the 2025 National Construction Code (NCC) and amendments to the Disability (Access to p remises – Buildings) Standards 2010 (the p remises Standards). Of particular importance to building designers and practitioners are the strengthened accessibility requirements for public buildings, now aligned with the 2021 edition of AS 1428.1. These updates, effective from 29 July 2025, impose more rigorous design standards that certifiers and contractors must meet to support equitable and compliant access for all building users.

Further changes in NCC 2025 will affect the design and delivery of both residential and commercial

projects, however their implementation date is yet to be advised.

Those proposed changes include energy efficiency provisions, to require better thermal performance, increased insulation, and support for centralised hot water systems in multi-unit dwellings. For commercial buildings, new rules will focus on reducing peak heating and cooling loads and integrating renewables.

Most critically for our sector, residential developments will include specific requirements for additional switchboard capacity and infrastructure to enable future EV charging installation; further embedding electrification into baseline construction requirements.

NECA will provide further updates as we receive them.

NECA encourages all members to familiarise themselves with the new code, and review how these changes will impact upcoming projects. For further assistance or clarification, members can also contact NECA’s workplace relations or technical teams for advice.

NECA LEARN

NECA LEARN IS NECA’S OWN, INDUSTRY-RELEVANT, ONLINE TRAINING p LATFORM, DEVELOp ED TO MEET THE DEMANDS OF THE INDUSTRY. NECA LEARN CAN BE ACCESSED ANYTIME, FROM ANYWHERE, ON ANY MOBILE DEVICE OR COMp UTER. ALL COURSES ARE AVAILABLE ON-DEMAND, AND THE ENROLMENT p ROCESS IS SIMp LE, WITH NO NEED TO SCHEDULE IN ADVANCE.

NECA Learn was developed in response to members asking how they could make their time more productive during hours when site work isn’t available. Now, members can take advantage of these industry-relevant, short training courses, to maximise their time on the job

The NECA Learn platform contains short, tailored, learning modules, no more than 45 minutes in duration, with quizzes during the course, and an assessment at the end, ensuring that the learner has met the course objectives.

There are currently six established courses, with more currently in development.

½ Silica Awareness (Developed in consultation with SafeWork NSW);

½ Arc Flash Awareness;

½ Ladder Safety;

½ Manual Handling;

½ Fall Arrest Systems;

½ Fall p revention Systems.

Courses currently under development:

½ Managing p sycho-social Stress;

½ Lock Out Tag Out (LOTO);

½ Installation Verification;

½ Maths in the Electrical Trade for Students.

We have consulted with our membership base throughout the course development process and have already launched the most highly requested subjects. Further courses to be developed in the near future include Fault Loop Impedance, How to Write and Understand a SWMS, and Generator Installation Guidelines.

How does it work?

Courses are open to the public, so anyone can self-register, complete a course and download a certificate. NECA members can access the courses at half price (typically $30) and, should a member wish to enrol

a group of employees, we can assist with setting up an admin user to check who’s completed the training and download their certificates.

Each of the courses contained on the platform has been developed with industry, for industry, and is not ‘released’ before extensive industry piloting and endorsement.

Can I request a course?

Absolutely. If a jurisdiction or a NECA member has a particular training need, we can develop a course to address that need. This could include hosting a site induction, where you need to track completion rates, and making sure your employees are up to industry standard with their training and competencies.

Become a host trainer and take on a NECA Apprentice

Why not take the effort out of employing your own apprentice and employ an apprentice from NECA.

NECA Electrical Apprenticeships employ qualified apprentices and place them with host companies, for any amount of time from 3 months to 4 years, providing you with a flexible workforce.

By becoming a Host company you only pay a fixed charge out rate, whilst NECA takes on all the added costs and responsibilities.

Build your future, have time to grow your company and let us take on the risk. Contact us today or register your interest at necatraining.com.au

NECA Electrical Apprenticeships provide

● Advertising

● Recruitment

● Interviews, Selection and Medicals

● Record Keeping and Payroll

● Ongoing Monitoring and Mentoring

● Training

NECA’s fixed charge out rates include

Annual Leave Days

Sick Days

Public Holidays

Training Fees

Superannuation

Workers Compensation

Off The Job Training Days ● Uniforms and PPE

BRANCH UPDATE

WELCOME TO THE SE p TEMBER EDITION OF NECA NEWS. IT’S BEEN A BUSY COUp LE OF MONTHS, CULMINATING WITH OUR NECA ACT AWARDS, WHICH WILL BE FEATURED IN THE NEXT EDITION OF NECA NEWS. WE’RE GEARING Up TO KEE p OUR FOOT ON THE GAS AS WE p USH FOR A GREAT END TO THE YEAR.

Women in the electrical trade: Breaking barriers and building futures

In the electrical industry, many women find that the toughest challenges aren’t the tools or technical training – it’s the stereotypes they face daily. From being underestimated on job sites, to having their capabilities questioned, these experiences can be discouraging. Some women report being overlooked for complex tasks or promotions due to outdated assumptions, while others struggle to find mentors in a field where female representation remains low.

NECA is fortunate to have many highly skilled women employed in key roles, including our specialised teams, who hear about these industry barriers regularly through their interactions with members. Yet, despite these hurdles, women in the trade are proving their strength, skill, and resilience.

ACT BRANCH

They’re not just participating –they’re leading, innovating, and inspiring change. Across Australia and beyond, women are taking on high-level roles, mastering complex systems, and mentoring the next generation of tradespeople.

The industry is beginning to recognise that supporting women isn’t just about fairness, it’s about unlocking potential. Diverse teams bring fresh perspectives, stronger collaboration, and better outcomes. By challenging stereotypes, and fostering inclusive workplaces, the electrical trade is evolving into a space where everyone can thrive.

The industry must continue to advocate for, and support the future of, women in the trade. With persistent ongoing support, the industry will look brighter than ever.

Workplace

safety and job allocation: Lessons

from Nordic Elevators

The sentencing of Nordic Elevators pty Ltd (NE) and Nordic Elevator Services pty Ltd (NES) highlights the dangers of inadequate supervision and poorly designed job allocation systems in the electrical industry. The tragic death of a fourth-year apprentice – tasked to work unsupervised and assigned to hazardous jobs via generic software –serves as a warning to all businesses.

Supervising apprentices is critical

Even experienced apprentices need oversight from licenced electricians. Relying on young workers to make safety decisions without proper support leads to unacceptable risks. Ensure apprentices are never left to work on live or complex systems alone.

Job allocation software: Mind the compliance gap

Many off-the-shelf job allocation systems are not designed with Australia’s electrical licensing and safety regulations in mind. When software fails to check required qualifications, unlicenced or inexperienced staff can be assigned dangerous tasks. Software built by those unfamiliar with industry standards leaves both workers and businesses exposed.

How NECA can help

NECA members can bridge this compliance gap with a tailored product realisation HSEQ (Health, Safety, Environment, Quality) system. The NECASafe team works with you to embed safety and regulatory checks into your existing software, ensuring only qualified staff are assigned licenced work and compliance is part of every project workflow.

For help integrating compliance into your job allocation and site management systems, talk to the NECASafe team, at 1300 361 099.

Practical actions for electrical businesses

½ audit your job allocation process. Ensure systems verify licences and experience before assigning electrical work;

½ strengthen supervision policies. Require oversight of apprentices on all live or complex jobs;

½ partner for compliance. Use NECA expertise to implement a robust HSEQ system, that aligns with regulations and industry best practice.

NECA annual confidential contracts review

Why construction contracts demand extra attention

Construction projects are complex, expensive, and often unpredictable. Electrical business owners like you understand the risks involved; unexpected costs, ambiguous terms, and unanticipated liabilities are all challenges that can disrupt your business and affect your bottom line.

That’s where NECA’s annual confidential contracts review comes in. Included as part of your NECA membership, this service is designed to help you identify key risks in your construction contracts

and provide actionable tips to avoid or mitigate those risks.

What’s included in the annual contracts review?

With your review, you’ll gain:

½ a comprehensive analysis of your construction contract, tailored to your business;

½ identification of key risks that may impact your projects, or financial stability;

½ strategies and tips to avoid potential contract pitfalls and protect your interests;

½ actionable solutions to help you mitigate risk and safeguard your operations.

ACRS NEWS

DIRECTOR’S REPORT

Peter Lamont Director ACRS and Senior Policy Advisor peter.lamont@neca.asn.au

The Australian Cabler Registration Service (ACRS) continues to provide services to data and telecommunications workers throughout the country, as one of now only four registration service providers approved by the Federal Government, through the Australian Communications and Media Authority (ACMA).

At this time, ACRS provides a steady, consistent and accessible registration service, with many registered cables thrown into turmoil with the closure of the BICSI registration service a few months ago. This has left many thousands of registered cablers without any support or advisory service for their data and telecommunication needs. ACRS is ready and able to pick up the BICSI registration holders and offer them a comprehensive service. If you or any of your workers hold your registration through BICSI, get in touch with our friendly ACRS team, who will help you transition over to ACRS.

ACRS is also liaising with ACMA at the moment, on the ACMA compliance priorities for the coming year, and on the current reviews of the data and telecommunications training content and curriculum. The training reviews will be looking at training outcomes for the various certificate level data and telecommunications training courses.

One area of concern for ACRS regarding NECA is the increasing number of calls from NECA electrical members telling them about the encroachment of other services (such as water and data cables) within underground shared trenches, as well as in and around buildings’ electrical installations above ground.

It is important for all data and telecommunications workers to be aware that you must maintain an exclusion (distance) zone away from electrical cables when you install your data and telecommunications cables, whether in a trench, or above ground. This is to protect yourself, other workers

and the general public from the risk of electrocution. Encroaching on this exclusion zone can result in electrical induction, that can electrify a data or telecommunications cable, with the potential for deadly consequences. Electrical regulators police this issue strongly, and their responses tend to be swift and can result in prosecutions.

It is also a good time to remind all of our ACRS registrants that ACRS is a member of the Australian Registered Cabler Website consortium. The site is open to all Open Registered Cablers with Structured and Co-Axial (and Fibre where required) to register their business, in order to gain leads on NBN, internet, telephone, and smart wiring work.

The website is open to industry stakeholders and the public to find workers within their geographic area and gets around 3,375 views per month. While there is a small cost to register, it makes sense to maximise your business exposure and opportunities to gain some additional work.

ACMA makes telcos more accountable

The Australian Communications and Media Authority (ACMA) has introduced new rules to make telcos more accountable in protecting people who have been victims of domestic, family, or sexual violence. Not only do these new laws offer assistance to individuals, ACMA has extended the rules that commenced from 1 July 2025, to provide the same level of assistance to small businesses and Not-for p rofit (NF p) agencies.

The new rules are contained in the Telecommunications (Domestic, Family and Sexual Violence Consumer Protections) Industry Standard 2025, which requires telcos to support people affected by domestic, family, and sexual violence with safer, more secure, and reliable telco services.

This new standard places obligations on telcos to:

IS YOUR BUSINESS COMPLIANT FOR CABLING?

½ reverse disconnections, suspensions and service restrictions if customers make an urgent request because of a domestic or family violence-related safety risk;

NEW RULES ARE COMING FOR SMS MESSAGES

messages with sender IDs through to customers after 15 December 2025.

½ not require affected customers to interact with an alleged perpetrator, including for transfer of accounts and debt resolution;

Thinking about a move into data and communications as a way to diversify your contracting business? Here are a few critical questions to ask before you get started.

Am I registered to do the work?

½ publish website information about what domestic or family violence support they offer and how to access it; if the telco does not offer specific support, they must provide contact details and information about accessing such an organisation.

In Australia, all cabling work, including telephone, data, fire and security alarm system cabling, that connects with the telecommunications network must be performed by a registered cabler, or under the direct supervision of a registered cabler.

What is required to become a registered

complete the appropriate training course

work. For work in domestic premises you

You must also have a minimum of 80 hours cabling experience for Restricted

Registration and 360 hours for Open Registration. Holding an electrical licence, Security licence or enAbleTM NBN Card will suffice.

Unfortunately, it is now almost an everyday occurrence for most people receive some form of SCAM message. Who hasn’t received an SMS to say, ’your parcel cannot be delivered,’ or ‘you have a new message from the ATO, or Centrelink.’ or ‘your payment has been suspended.’ They often ask you to clink on a link, and then take you to a bogus site.

Once I’ve completed the training, who do I register with?

There are a number of Cabling Registrars authorised by the Australian Communications and Media Authority (ACMA) in Australia, including ACRS, that can verify a cabler’s eligibility for registration.

Do all my staff need to be registered?

The government, through ACMA, is installing as many strategies as possible to limit these SCAM messages. From 15th December 2025, new rules will be put in place to enable only registered SMS messages. The system is being designed at the moment, with details expected to be finalised around the end of September, and then details released around mid-November, 2025.

No. To ensure compliance with the ACMA guidelines, cablers must be either registered or, directly supervised at all times by a cabler who is registered for the type of work being done.

What is proposed is that any organisation that has not adapted to the new Sender ID rules will not be able to get their SMS and MMS

Peter Lamont Director, ACRS

What are the consequences of doing cabling work without being registered?

ACMA Chair Nerida O’Loughlin said that the Register would be effective in stopping scam traffic while allowing legitimate SMS traffic to be delivered.

What are the consequences of doing cabling work without being registered?

“These arrangements will directly affect how telcos and message service providers operate. They will also require every business or agency seeking to use a sender ID to register it and prove they have a valid reason for its use.

The ACMA has a range of options available to enforce compliance. These include: formal warnings; non-compliance notices to the telecommunications carrier, which may result in disconnection from the network; telecommunications infringement notices (on-the-spot fine of $2,040); and if the matter is serious enough, taking court action, which may result in a conviction and/or a fine of up to $20,400.

The biggest consequence is that, should anything go wrong or your work is found to be faulty, your business insurance is unlikely to cover you. This could lead to litigation and substantial financial loss for your business.

“This is a call to action for all organisations who use sender IDs, including banks, retailers, utilities and not-for-profits. You need to start preparing now to be able to continue to use this method to contact your customers from mid-December this year,” Ms O’Loughlin said.

Not being registered is not worth the risk.

So, watch this space! ACRS will continue to monitor the development of these rules and keep you informed.

Cabling Registration run by the industry, for the industry

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and communications industry.

Peace of mind costs less than 60c a week! Register with ACRS and reap the beneﬁts of being with the only Australian electrical specialist registry while avoiding a hefty ﬁne.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

Peace of mind costs less than 60c a week! Register with ACRS and reap the beneﬁts of being with the only Australian electrical specialist registry while avoiding a hefty ﬁne.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

Peace of mind costs less than 60c a week! Register with ACRS and reap the beneﬁts of being with the only Australian electrical specialist registry while avoiding a hefty ﬁne.

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines –you need a current cabling registration.

Peace of mind costs less than 60c a week! Register with ACRS and reap the beneﬁts of being with the only Australian electrical specialist registry while avoiding a hefty ﬁne.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

For more information visit www.acrs.com.au or call 1300 667 771.

Carrying a current cabling registration card conﬁrms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

Carrying a current cabling registration card conﬁrms you have completed the relevant training and gained the professional experience to complete the work to the customer s expectations.

DRIVING A SUSTAINABLE FUTURE THROUGH DECARBONISATION

TOWARDS NET-ZERO

Australia has a significant challenge in decarbonising its economy and achieving its net-zero emissions goal. With the recent introduction of Australian Sustainability Reporting Standards (ASRS), coupled with greater investor scrutiny, consumer awareness, and community expectations, organisations must now demonstrate how they are identifying, managing and tracking operational climate risks, and their greenhouse gas emissions. These policies will impact the bottom line. As the policy Impact Analysis published by the Federal Government explained, these policies are anticipated to add implementation costs of $750k to $1.6 million per entity. Fortunately, these costs are expected to decrease over time, however there are many other inflationary cost pressures which are forcing businesses to establish new ways of operating more efficiently.

Meeting these demands can provide businesses with the knowledge that is necessary to make the most of the opportunities, manage the risks, and develop an overarching strategy that establishes resilience for the long-term. Importantly, taking action on sustainability and achieving cost savings can actually go hand-in-hand, and have even more far-reaching benefits. Whilst a strategy with carbon offsets is necessary, net-zero transformation of an organisation, process, or building means going beyond just carbon offsets. Decisive decarbonisation demands a comprehensive plan, well thought out strategies, and a data-driven approach. Among the levers to consider, as part of an operational decarbonisation plan, are energy efficiency, electrification, and renewable energy sourcing.

Energy efficiency studies and projects can help organisations drive efficiency and cost reduction. At Schneider Electric, we focus on Enterprise Efficiency; all-encompassing, enterprise-wide programs that specify the strategies and actions needed to reduce energy costs and emissions across your entire organisation. This might be energy efficiency upgrades, the application of technology, smart controls, or simple behavioural changes, which often

involve low capital expenditure, with attractive payback periods. Electrification also has a pivotal role to play in the energy transition, and more investment and support from federal and state governments will make it easier to invest. Additionally, by using digital technologies and tools, combined with smart metering and real-time energy analytics, companies can identify inefficiencies and optimise their systems, cutting down wasted energy across their portfolios, to ensure optimal outcomes in terms of costs and emissions. Furthermore, implementing monitoring and control of the energy use at all levels of an organisation, from switchboards, to plants, to processes, to buildings, will allow the verification of energy efficiency projects.

Optimising renewables, including on-site solar, battery storage, and power purchase agreements, is another key piece of the puzzle. The latest AEMO Connections Scorecard shows record levels of renewable projects under construction seeking a grid connection. This will contribute further to the Federal Government’s 82% renewable energy target by 2030. That’s great news, because of more renewables in our grid, the easier it is for companies to decarbonise. Renewables also provide the extra generation we need for the effective switch to EVs. Additionally, gathering an organisation’s energy, renewables, sustainability, and governance (ESG) data in one place can prevent unnecessary costs. A single source of truth platform can help with invoice validation, which too can be low-hanging fruit in generating easy cost savings. Schneider Electric’s EcoStruxure™ Resource Advisor™ is one such platform, which enables companies to track and control energy data, billing, expenditure, and ESG data. This level of visibility is also critical to satisfy ASRS compliance and help achieve net-zero goals.

These shifts have benefits beyond emissions reductions. Buildings that have been decarbonised are healthier, more resilient, and more attractive to occupants. Better indoor air quality and thermal comfort can have beneficial effects on occupant wellbeing, which is more relevant than ever in a postpandemic landscape. For building owners, these improvements mean more valuable assets, reduced operational costs, and better ESG credentials. Digitisation and possibilities brought about by AI are prompting forward-thinking businesses to work smarter with data and use it to work more efficiently. Our communities win too, with more local investment in sustainable infrastructure, resulting in more vibrant local economies, a cleaner, fairer energy future, and a growing demand for skilled labour.

This is where our Australian electrical industry shines; our sector is poised for growth, innovation, impact, and opportunity. From apprentices to experienced engineers, we all have roles to play in the planning, implementation and support of these systems and solutions, ensuring a safe, effective integration into existing infrastructure. Our expertise enables efficiency in the technical and economic factors when determining feasibility. This challenge is creating wonderful opportunities for our industries. It’s truly an exciting time to be supporting businesses towards net-zero through decarbonisation.

Carlo Boghdadi Enterprise Sustainability Solutions Manager & Senior Electrical Engineer, Schneider Electric Sustainability Business

Optimised EV charging for apartments and multi-unit dwellings

Schneider Charge Pro

Schneider Charge Pro is the reliable and efficient charging station for apartments and multi-unit dwellings. With flexible mounting options, advanced connectivity, and seamless integration with smart systems, it delivers reliable performance from 7.4kW to 22kW while supporting sustainable and future-ready electrification.

Key features

Installation efficiency

• Flexible mounting

– Wall or pedestal mount with cable entry from top, bottom or back

• Simplified commissioning

• Ef fortless operation

• 7.4kW to 22kW, 16-32A, with T2S socket or 7m attached cable

Robustness

• 100% factory tested

• Cer tified versus latest standards

Sustainability

• Environmental Data Program

• Repairability

Integrability

• Load management system

• Charge Point Operator

• Exter nal Smart meter

• Anti Tripping module

Connectivity

• Authentication via RFID/NFC reader

Optimised EV charging for apartments

• Embedded connectivity – integrated Wi-Fi module, Modbus RTU and optional 4G modem

• OCPP 1.6 Communication

UNLOCKING FLEXIBILITY

DYNAMIC OPERATING ENVELOPES RESHAPE

AUSTRALIA’S CLEAN ENERGY FUTURE

Australia’s energy system is undergoing a quiet but profound transformation. As rooftop solar, batteries, and electric vehicles flood into homes across the country, grid operators are facing a new challenge; how to manage two-way energy flows on infrastructure built for one-way delivery.

Enter Dynamic Operating Envelopes (DOEs) — a critical innovation being rolled out to better integrate Consumer Energy Resources (CER) into the grid, while protecting its reliability.

DOEs are poised to replace outdated, fixed export limits with real-time, locationspecific limits that adapt to actual grid conditions. Instead of being locked into a static 5kW export cap, for example, a household solar system might be allowed to export 2kW on a constrained day, or up to 10kW when the network can handle it.

“This is a key enabler for unlocking more value from rooftop solar and home batteries,” said AEMO’s Vpp Integration Lead, Ben Hutt, in 2022. “Dynamic limits mean customers can export more when the grid allows, and less when it’s under strain.” (AEMO Insights)

What are Dynamic Operating Envelopes?

Dynamic Operating Envelopes are a set of export or import limits that change over time, based on real-time or forecasted network conditions. They’re determined by Distribution Network Service providers (DNSps) and communicated to CER devices via compliant inverters or aggregators.

Unlike static limits – a one-size-fitsall approach – DOEs reflect the local capacity of the grid and aim to make the most of available headroom.

“They provide a flexible alternative to blanket zero-export constraints,” said South Australia power Networks (SApN), one of the DOE pioneers, in its Flexible Exports program documentation (SApN – Flexible Exports).

What’s happening now?

1. DOE trials and implementation

Several Australian DNSps and energy organisations are trialling and deploying DOEs:

½ SA pN’s Flexible Exports program, rolled out in 2023, offers dynamic export limits between 1.5kW and 10kW, based on local network conditions (ABC News);

½ p roject EDGE, a collaboration between AEMO, AusNet, and Mondo in Victoria, tested real-time DOEs and DER market integration, showing how customer assets can be coordinated while respecting grid limits (AEMO – p roject EDGE);

½ in Western Australia, p roject Symphony explored orchestration of customer energy resources in a ‘virtual power plant,’ using DOE principles to manage grid constraints.

These projects have proven the technical viability of DOEs and paved the way for wider deployment.

2. Standards and interoperability

To support DOEs at scale, CER systems must be able to receive and respond to dynamic signals. This has prompted national coordination on technical standards:

½ The Common Smart Inverter p rofile Australia (CSI p -AUS), based on the IEEE 2030.5 protocol, defines communication standards for how inverters interact with networks and aggregators (Standards Australia);

½ AS/NZS 4777.2:2020, the Australian inverter standard, now requires that new inverters support remote communication and flexible operation.

“This level of coordination is critical if we’re going to unlock DOEs beyond trials,” said Daniel McGahn, from Solar Analytics, during a 2023 Clean Energy Council forum (CEC Webinar Recap).

3. Regulatory and market frameworks

DOEs are also being integrated into broader energy reform efforts:

½ in 2023, the Australian Energy Market Commission (AEMC) recommended that DNS p s should be empowered to set DOEs, with appropriate transparency, customer protections, and dispute processes (AEMC Final Report);

½ The Energy Security Board (ESB) is exploring how DOEs will fit into the future two-sided energy market, where CER can dynamically participate in pricing and dispatch (post-2025 Market Design).

The

road ahead

Despite progress, several challenges remain:

½ customer education: Households and installers must understand how DOEs work, and why they matter;

½ technology gaps: Many existing inverters and battery systems aren’t yet compatible with dynamic export control;

½ equity concerns: Critics warn that households without smart systems may be left behind, or face stricter limits.

Still, the benefits are clear. According to AEMO’s project EDGE final report, DOEs could reduce the need for costly infrastructure upgrades, increase solar export capacity, and support a more stable, resilient grid.

Conclusion

Dynamic Operating Envelopes are a critical step in Australia’s clean energy transition, enabling more flexible, equitable, and efficient use of the grid. While technical and policy hurdles remain, momentum is building for a national rollout.

As CER penetration continues to climb, the future of energy is not just distributed — it’s dynamic.

BREAKING THE SAFETY CHAIN

HOW WHS LAW DE-HARMONISATION IS HURTING

AUSTRALIAN PRODUCTIVITY

Australia’s model Work Health and Safety (WHS) laws were introduced over a decade ago, with one goal – to deliver consistent safety protections and regulatory clarity across all states and territories. But that goal is now under strain. As jurisdictions increasingly take different paths in regulating key hazards – such as silica dust, electrical safety, and psychosocial risks – the country is drifting from uniformity toward a patchwork of safety standards.

This divergence, or de-harmonisation, is not just a legal concern. It is quietly undermining productivity, particularly for businesses that operate across state lines.

Silica: diverging bans and standards

The rise in silicosis cases has prompted urgent regulatory action on engineered stone, but not in a unified way.

Victoria has implemented a complete ban on engineered stone from July 2024 (WorkSafe Victoria).

Queensland has adopted a mandatory Code of practice for silica management across construction and manufacturing sectors (WorkSafe QLD).

Western Australia has so far opted not to implement a full ban, instead focusing on tighter exposure controls.

This lack of national alignment means manufacturers, installers, and suppliers must comply with different rules in each state, thereby increasing compliance costs and reducing the efficiency of national operations.

Electrical safety: split systems, split outcomes

While electrical safety is a core workplace risk, it is regulated very differently across jurisdictions.

Queensland enforces a separate Electrical Safety Act with its own regulator and licensing scheme (Electrical Safety Office QLD).

New South Wales and Victoria maintain distinct regulatory arrangements outside their WHS regimes.

Other jurisdictions, like South Australia, regulate electrical safety entirely under the model WHS laws.

This split leads to duplicated training, inconsistent enforcement, and confusion for contractors working across borders, particularly in construction and infrastructure projects, where workforce mobility is critical.

Psychosocial hazards: uneven mental health protections

psychosocial risks – such as stress, harassment, and exposure to trauma – are now formally recognised under Australia’s WHS framework. But not all jurisdictions are on the same page.

NSW, Queensland, and South Australia have adopted Safe Work Australia’s model Code of practice on psychosocial hazards (Safe Work Australia).

Victoria, which has not adopted the model WHS laws at all, implemented its own psychological Health Regulations in 2022 (WorkSafe Victoria).

WA released its own tailored psychosocial code, differing in scope and application.

The lack of consistency is creating confusion for national employers on how to manage workplace mental health and contributing to administrative drag, as companies must develop multiple compliance frameworks.

Neil Roberts Director of Policy, Technical and Safety

De-harmonisation = lost productivity

De-harmonisation undermines the very purpose of the model WHS laws: national consistency. For businesses, this means:

½ increased compliance costs, from needing jurisdiction-specific procedures, training, and legal advice;

½ operational delays, due to conflicting or unclear safety requirements;

½ reduced worker mobility, as safety training and licensing may not transfer between states;

½ barriers to innovation, as companies find it harder to roll out national safety technologies or systems.

According to a 2018 review commissioned by Safe Work Australia, full harmonisation was projected to save businesses over $180 million annually, through reduced duplication and simplified compliance (SWA Review Report). De-harmonisation chips away at those savings.

The bottom line

As states and territories increasingly regulate workplace hazards differently – sometimes with good reason, but often without coordination – the broader economic cost is mounting. The failure to maintain a truly harmonised WHS system is creating compliance fatigue, inefficiencies, and uneven safety outcomes.

Experts say a renewed national effort is needed. Without it, Australia risks losing the safety and productivity gains it once secured through harmonisation.

BUILDING OUR ENERGY WORKFORCE CHALLENGE ACCEPTED

AUSTRALIA’S CLEAN ENERGY TRANSITION, ELECTRIFICATION AMBITIONS, AND INFRASTRUCTURE RENEWAL ARE STRETCHING THE NATION’S ELECTRICAL WORKFORCE TO ITS LIMITS. BY 2030, THE COUNTRY WILL REQUIRE TENS OF THOUSANDS OF ADDITIONAL ELECTRICIANS – MAKING THE p ERSISTENT CHALLENGE OF RECRUITING AND RETAINING ELECTRICAL A pp RENTICES A DIRECT BARRIER FOR NATIONAL p ROGRESS.

Recent publications by powering Skills Organisation (pSO), drawing on our own work and research, as well as those of our industry stakeholders, outline a comprehensive view of the barriers to, and some key strategies for building, a robust apprenticeship pipeline.

The urgency: skills gaps and workforce shortages

The outlook is stark; pSO calculates the energy sector market needs an additional 17,400 workers by 2030. The figure comes on top of the existing 11,400 apprentices who finish studies every year. Yet, completion rates are still lower than desired, creating a leaky pipeline, and exacerbating workforce shortfalls. Without urgent, systemic improvement in attraction and retention, national goals, like ‘Rewiring the Nation,’ and emissions reduction, simply cannot be met.

So what are some of the barriers?

1. Poor pay and working conditions

Low apprentice wages, and limited job security, deter entry and retention – especially in a tight labour market, where other sectors offer more attractive conditions.

2. Insufficient support and mentoring

A recurring theme is inadequate pastoral care and mentorship. Surveys reveal a majority of apprentices are unaware of available support networks, while very few benefit from structured advice or intervention when struggling. Industry stakeholders have noted that the current model of generic support programs fails to address the ‘real-world’ pressures on apprentices in high-risk, evolving, technical fields.

3. Cultural and diversity challenges

Women, Indigenous, and culturally diverse Australians remain underrepresented in electrical trades, largely due to lack of targeted outreach, limited facilities, and persistent cultural barriers. Though the industry is witnessing increased female participation, energy sector diversity remains far from its potential.

4. Misalignment between training and industry needs

Rapidly changing technology, the shift to renewables, and evolving safety standards all demand that training packages and workplace learning stay closely aligned. Gaps between Training Organisations, employers, and apprentices can see new entrants lose motivation, or feel ill-prepared for industry practice.

So what can we do?

Proven strategies for attraction and retention

Industry-aligned recruitment and pre-apprenticeships

Industry consistently acknowledges the value of robust, industry-led recruitment, pre-apprenticeship programs, and cohort-specific initiatives. Female and Indigenous-only programs provide a ‘taste’ of the trade, and build the confidence needed for success. Their group training models achieve up to 90% completion rates – far above national averages – by combining pre-employment assessment, mentoring, and direct industry experience.

Mentoring and ongoing support

Industry also backs programs that provide ongoing advice, counselling, and skills profiling, from pre-commencement through to completion. Initiatives that are tailored, such as mentoring, directly address the most common dropout points, supporting both apprentices and employers throughout the journey.

Financial incentives and promotion of trade careers

Targeted incentive payments, scholarships, and clear career pathways are essential. There is still a need to promote the advantages of an electrical career through positive framing, not just to school leavers, but to a wider audience, seeking career change or advancement.

Cultural change and workplace inclusion

Improvement in amenities, workplace culture, and industry-wide recognition for diverse talent are identified as decisive factors for broadening participation and retention among underrepresented groups. It’s been proven beyond doubt; mono-cultural and non-diverse industries are all suffering shortages.

The way forward

Industry leaders agree that real progress will require government, industry, and unions to co-design comprehensive support models, rooted in mentorship, cultural change, and robust alignment between training and industry. The stakes are high, but by learning from models that work – such as group training and targeted mentoring – the electrical industry can rebuild its apprenticeship pipeline and secure Australia’s energy future.

Steve Hall GM Projects - Powering Skills Organisation Ltd

We connect and protect

Trust our expertise in Connection Technologies

nVent ERICO Cadweld

nVent ERICO PermaGround Compression Grounding Connectors

For over 100 years, nVent ERICO solutions have been used to connect and protect critical infrastructure.

nVent ERICO goes beyond Cadweld expertise. We offer a comprehensive range of compression grounding connections, fully compliant with the highest industry standards, making us your reliable one-stop solution for every need.

STRONGER TEAMS START WITH SUPPORT HOW TIACS HELPS ELECTRICAL BUSINESSES CARE FOR THEIR PEOPLE

The electrical and communications industry is built on skilled people. But behind every switchboard or wiring job is a person, juggling work pressures, family life, and personal challenges. Supporting the wellbeing of your team isn’t just about safety on-site, it’s about making sure they have someone to turn to when life gets heavy.

TIACS – the home of blue-collar counselling

TIACS is a free, confidential, counselling service for blue-collar workers and their loved ones. It was created by tradies, for tradies, to make professional mental health support simple and accessible.

Unlike traditional pathways, TIACS requires no Gp referral, no Medicare card, and no out-of-pocket costs. It’s as easy as sending a text, or making a call, to connect with a professional counsellor, who understands the unique challenges of trades-based industries. TIACS is available Monday to Friday, 8am–10pm AEST, and clients speak to the same counsellor each time, to build trust and continuity.

Why it matters for employers

While businesses can’t control the pressures their employees face outside of work, they can create a culture that supports mental wellbeing. TIACS

provides a ready-made solution for employers to share with their team; free, accessible, and industry-focused.

Something as simple as putting the TIACS number on a noticeboard, or mentioning it during a toolbox talk, can open the door for someone to seek support. TIACS gives employers the confidence that their team has a safe, confidential place to talk, especially when situational stressors start affecting their work.

Small actions, big impact

Encouraging mental wellbeing doesn’t require complicated programs or big budgets. Often, it’s about starting small:

½ reminding your team it’s okay to seek support;

½ normalising conversations about mental health;

½ sharing free resources like TIACS, to show support beyond the workplace.

By integrating these simple actions into day-to-day work culture, employers can help create a safer and more connected team environment.

A service built for tradies

TIACS is specifically designed to meet the needs of blue-collar workers. Whether it’s scheduling counselling sessions around shift work, using text messaging for

privacy and convenience, or simply talking to someone who ‘gets it,’ the service is shaped by real feedback from tradies.

How to connect your team with TIACS

½ share the TIACS number (0488 846 988) during toolbox meetings or training sessions;

½ print the free posters, available at www.tiacs.org to display in common areas;

½ encourage apprentices and new team members to save the number in their phones.

The bottom line

Looking after your team’s mental health isn’t complicated, it just requires the right tools. TIACS – the home of blue collar counselling – is here to support electricians, apprentices, and business owners with free, professional, mental health counselling that’s tailored to the industry.

TIACS

Text or call 0488 846 988, Monday to Friday, 8am–10pm AEST.

Visit www.tiacs.org for more information or free workplace resources.

POWERVALUE 11 RT & T RANGE

Clean, reliable power for your critical single-phase applications

ABB’s PowerValue 11T G2 and Power Value 11RT G2 are double conversion online UPS models that guarantee up to 10kW per single UPS of clean, reliable power for your critical single-phase applications.

As well as maintaining power to your server room, lab equipment, industrial automation equipment and security, CCTV or AV, the PowerValue range also conditions incoming power to eliminate spikes, swells, sags, noise and harmonics.

Featuring voltage and frequency independent (VFI) topology, the tower-only PowerValue 11T G2 saves costs by minimizing energy losses with its double conversion efficiency of up to 95 percent (up to 98% in ECO mode). Two or three units can be connected in parallel to boost power delivery to a maximum of 30 kW or to provide redundancy.

The PowerValue11RT G2 can be used as a standalone UPS device or installed into a standard 19” rack configuration, with connectivity options available for each. Three units of the 6 or 10kW models can be configured in parallel to provide redundancy or to increase the system’s total capacity up to 30 kW. Each 1-3kW unit can be fitted with up to nine battery modules to extend runtime.