This award is the Australia Post Enterprise Award 2015.

Title

**Commencement of Award:**

* This award commences on 17 September 2015 (2.1).

**Monetary Obligations:**

* The monetary obligations imposed on Australia Post by this award may be absorbed into overaward payments (2.2).
* Nothing in this award requires Australia Post to maintain or increase any overaward payment (2.2).

**Take-Home Pay:**

* The making of this award is not intended to result in a reduction in the take-home pay of employees covered by the award (2.3).
* On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award, the Fair Work Commission may make any order it considers appropriate to remedy the situation (2.3).

**2.1** This award commences on 17 September 2015.

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

**2.3** The making of this award is not intended to result in a reduction in the take-home pay
of employees covered by the award. On application by or on behalf of an employee
who suffers a reduction in take-home pay as a result of the making of this award, the
Fair Work Commission may make any order it considers appropriate to remedy the
situation.

Commencement

**Definitions and Interpretations:**

* This award commences on 17 September 2015 (2.1).

**Monetary Obligations:**

* The monetary obligations imposed on Australia Post by this award may be absorbed into overaward payments (2.2).
* Nothing in this award requires Australia Post to maintain or increase any overaward payment (2.2).

**Take-Home Pay:**

* The making of this award is not intended to result in a reduction in the take-home pay of employees covered by the award (2.3).
* On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award, the Fair Work Commission may make any order it considers appropriate to remedy the situation (2.3).

**Definitions:**
* **Act:** Fair Work Act 2009 (Cth) (3.1)
* **Australia Post:** The Australian Postal Corporation (3.1)
* **Casual employee:** As defined by section 15A of the Act (3.1)
* **Construction work:** All work other than maintenance work or shop work, subject to disabilities in clause 26.17 (3.1)
* **Employee:** A person employed in classifications covered by this award, subject to limitations or exclusions specified in this award (3.1)
* **Employee organisation:** As defined by section 12 of the Act (3.1)
* **Enterprise:** As defined by section 12 of the Act (3.1)
* **Head station:** 
  - For employees required to work at a fixed place day by day, the place fixed by Australia Post and advised in writing (3.1(a)).
  - For employees with variable work locations within a district, a place within the district fixed by Australia Post and advised in writing (3.1(b)).
* **Immediate family:** As defined by the Act (3.1)
* **Maintenance work:** Small repair and renovation work in carpentry, painting, sign writing, electrical, and plumbing trades (3.1)
* **Shop work:** Any work performed in a workshop not located on an ‘on site’ building project (3.1)
* **NES:** National Employment Standards as contained in sections 59 to 131 of the Act (3.1)
* **Small business employer:** As defined by section 23 of the Act (3.1)
* **Standard rate:** The minimum annual wage for a Postal Delivery Officer in clause 23 – Minimum Annual Salary Rates (3.1)
* **Workplace delegate:** As defined by section 350C(1) of the Act (3.1)

**NES Compliance:**

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

[[Varied by PR733951, PR774867]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

**3.1** In this award, unless the contrary intention appears:

**Act means the Fair Work Act 2009 (Cth)**

**Australia Post means the Australian Postal Corporation**

[[Definition of casual employee inserted by PR733951 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

**[casual employee has the meaning given by section 15A of the Act](http://www.legislation.gov.au/Series/C2009A00028)**

**construction work means all work, subject to the disabilities set out in clause 26.17,**
wherever performed, other than that defined as Maintenance Work or Shop Work

**employee means a person employed in classifications covered by this award subject**
to any limitations or exclusions specified in this award

[[Definition of employee organisation inserted by PR774867 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774867.pdf)

**[employee organisation has the meaning given by section 12 of Act.](http://www.legislation.gov.au/Series/C2009A00028)**

[[Definition of enterprise inserted by PR774867 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774867.pdf)

**[enterprise has the meaning given by section 12 of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**head station means:**


-----


**(a)** for employees who are ordinarily required to work day by day at the same fixed
place of work – the place fixed by Australia Post and advised in writing to the
employee; and

**(b)** for employees whose place of work is variable within a specified district – a
place within the district fixed by Australia Post and advised in writing to the
employee

**[immediate family has the same meaning as contained under the Act](http://www.legislation.gov.au/Series/C2009A00028)**

**maintenance work means small carpentry, painting, sign writing, electrical, plumbing**
and small repair and renovation work in those respective trades

**shop work means any work performed in a workshop not located on an ‘on site’**
building project

**NES means the National Employment Standards as contained in sections 59 to 131 of**
[the Act](http://www.legislation.gov.au/Series/C2009A00028)

[[Definition of small business employer inserted by PR774867 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774867.pdf)

**[small business employer has the meaning given by section 23 of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**standard rate means the minimum annual wage for a Postal Delivery Officer in 23—**
Minimum Annual Salary Rates

[[Definition of workplace delegate inserted by PR774867 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774867.pdf)

**[workplace delegate has the meaning given by section 350C(1) of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**3.2** [Where this award refers to a condition of employment provided for in the NES, the](http://www.fwa.gov.au/awardmod/download/nes.pdf)
[NES definition applies.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

Definitions and interpretation

**Award Coverage:**

* This award covers Australia Post and all employees employed in classifications under clause 22, as amended or replaced from time to time (4.1).
* The award does not cover an employee excluded from award coverage by the Act (4.2).

**4.1** This award covers:

**(a)** Australia Post; and

**(b)** all employees employed in classifications under clause 22 (as those
classifications are amended or replaced from time to time).

**4.2** [This award does not cover an employee excluded from award coverage by the Act.](http://www.legislation.gov.au/Series/C2009A00028)

Coverage

**Determinations under the Australian Postal Corporation Act 1989:**

* This award will be read in conjunction with determinations made under section 89 of the Australian Postal Corporation Act 1989. If there is any inconsistency between a determination and this award, the provisions of the award will prevail.

This award will be read in conjunction with determinations made from time to time under
section 89 of the _Australian Postal Corporation Act 1989. Where a determination is_
inconsistent with the provisions of this award, the award will prevail.


-----

Inconsistency with Determinations

**Access to Award and NES:**

* Australia Post must ensure that copies of this award and the National Employment Standards (NES) are made accessible to all employees (via a conveniently located noticeboard at or near the workplace or through electronic means, whichever is more accessible).

[Australia Post must ensure that copies of this award and the NES are available to all employees](http://www.fwa.gov.au/awardmod/download/nes.pdf)
to whom they apply either on a noticeboard which is conveniently located at or near the
workplace or through electronic means, whichever makes them more accessible.

Access to the Award and the National Employment Standards

**Minimum Conditions of Employment:**

* The National Employment Standards (NES) and this award contain the minimum conditions of employment for employees covered by this award. (Referenced at: http://www.fwa.gov.au/awardmod/download/nes.pdf)

The [NES and this award contain the minimum conditions of employment for employees](http://www.fwa.gov.au/awardmod/download/nes.pdf)
covered by this award.

The National Employment Standards and this Award

**Individual Flexibility Arrangements:**

* Australia Post and an individual employee may agree to vary the application of certain terms of the award to meet their genuine needs (8.1).
* Terms that can be varied include Hours of Duty, Notice of Reduction in Hours for Part-Time Employees, Hours of Duty for Make-Up Time, Meal Breaks, Time Off Instead of Payment for Overtime, Additional Annual Leave for Seven Day Shift Workers, Payment for Public Holidays During Leave, and Substitution of Public Holidays by Agreement (8.1(a)-(h)).
* The agreement must be genuinely made without coercion or duress (8.2).
* Employees may be accompanied by a person of their choice, including a union representative, during discussions (8.3).
* The union must have a reasonable opportunity to participate in negotiations for its members, without requiring union consent for the agreement (8.4).

**Facilitative Agreement Details:**

* The agreement must be in writing, name the parties, and be signed by both parties and, if the employee is under 18, by their parent or guardian (8.6(a)).
* It must state each varied term, detail how each has been varied, and specify the commencement date (8.6(b)-(d)).
* A copy of the agreement must be given to the employee and kept as a time and salary record (8.7).
* Either party can review and, with 13 weeks' notice, withdraw their agreement if relevant circumstances change (8.8).
* This right is in addition to, and does not affect, any other individual agreement provisions in the award (8.9).

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

**(a)** Hours of Duty (clause 30);

**(b)** Notice of Reduction in Hours – Part-Time Employees (clause 16.5);

**(c)** Hours of Duty – Make Up Time (clause 31.8);

**(d)** Breaks – Meal Break (clause 33.1)

**(e)** Overtime – Time Off Instead of Payment (clause 31.7);

**(f)** Seven Day Shift Workers – Additional Annual Leave – Payment in Lieu (clause
34.2(f));

**(g)** Seven Day Shift Workers – Payment for Public Holidays During Leave (clause
36.4(d)); and

**(h)** Substitution of Public Holidays by Agreement (clause 36.3).

**8.2** Australia Post and the individual employee must have genuinely made the agreed
facilitative arrangements without coercion or duress.

**8.3** The employee may be accompanied by a person of their choice including a union
representative in meeting and conferring with Australia Post about the implementation
of the facilitative provisions.

**8.4** The union must be given a reasonable opportunity to participate in negotiations
regarding the proposed implementation of a facilitative provision for one or more of
its members. Union involvement does not mean that the consent of the union is
required prior to the introduction of agreed facilitative arrangements.

**8.5** The facilitative agreement between Australia Post and the individual employee must:

**(a)** be confined to a variation in the application of one or more of the terms listed in
clause 8.1; and


-----


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

**8.6** The facilitative agreement between Australia Post and the individual employee must
also:

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

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

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

**(d)** state the date the agreement commences to operate.

**8.7** Australia Post must give the individual employee a copy of the facilitative agreement
and keep the agreement as a time and salary record.

**8.8** Where relevant circumstances change, Australia Post or the employee can review the
arrangements established under these facilitative provisions and can, subject to
13 weeks’ notice, withdraw their agreement.

**8.9** The right to make an agreement pursuant to clause 8 is in addition to, and is not
intended to otherwise affect, any provision for an agreement between Australia Post
and an individual employee contained in any other term of this award.

Facilitation by Individual Agreement

**Facilitative Agreements with Majority of Employees:**

* Australia Post and the majority of employees in a workplace can agree to vary certain terms of the award to meet their genuine needs (9.1).
* Terms that can be varied include Hours of Duty (clause 30) and Meal Breaks (clause 33.1) (9.1(a)-(b)).
* Unions with members employed in the workplace must be informed about the intention to use these facilitative provisions (9.2).

**Hours of Duty - Facilitative Provisions:**

* By agreement with the majority of employees, the ordinary hours of duty must not exceed 36.75 hours per week or an average thereof, with weekly hours for day workers being averaged over a cycle no longer than four weeks (9.3(a)).
* The ordinary hours of day workers can be between 6.30 am and 6.00 pm (9.3(b)).
* Ordinary hours of duty must be worked on an average of no more than five attendances per week over a cycle (9.3(c)).
* On any one day, ordinary hours of duty can be between six and ten hours (9.3(d)).

**9.1** Notwithstanding any other provision of this award, Australia Post and the majority of
employees in a workplace may agree to vary the application of certain terms of this
award to meet the genuine individual needs of Australia Post and the majority of
employees. The terms Australia Post and the majority of employees may agree to vary
the application of are those concerning:

**(a)** Hours of Duty (clause 30); and

**(b)** Breaks – Meal Break (clause 33.1).

**9.2** Unions with members employed in a workplace or part of it, shall be informed of the
intention to use the facilitative provisions under clause 9.

**9.3** **Hours of Duty - Facilitative Provisions**

By agreement with the majority of employees hours of duty may be varied in the
following manner:

**(a)** The ordinary hours of duty of employees shall not exceed 36.75 hours per week
or an average thereof provided that the weekly hours for day workers may be
averaged over a cycle of no longer than four weeks.


-----


**(b)** The ordinary hours of day workers may be between the hours of 6.30 am and
6.00 pm.

**(c)** Ordinary hours of duty shall be worked on an average of no more than
five attendances per week over a cycle.

**(d)** Ordinary hours of duty on any one day may be between six and ten hours.

Facilitation by Majority Agreement

**Dispute Resolution for Facilitative Provisions:**

* Any disputes or concerns regarding the implementation or continued operation of a facilitative provision will be handled under the arrangements in clause 12.

**Part 2—Workplace Delegates, Consultation and Dispute Resolution:**

* Note: Part 2 has been renamed to 'Consultation and Dispute Resolution' as of 01 July 2024.

In the event that a dispute or concern arises over the implementation or continued operation of
a facilitative provision, the matter will be handled under the arrangements in clause 12.

## Part 2—Workplace Delegates, Consultation and Dispute Resolution

[[Part 2—Consultation and Dispute Resolution renamed by PR774867 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774867.pdf)

Dispute Over Facilitation

Application and Operation

**Workplace Delegates (Clause 10A)**

**Definitions:**
* **Employer:** The employer of the workplace delegate (10A.2(a)).
* **Delegate’s organisation:** The employee organisation under which the delegate was appointed or elected (10A.2(b)).
* **Eligible employees:** Members, and persons eligible to be members, of the delegate’s organisation employed by the employer (10A.2(c)).

**Notification Requirements:**
* Workplace delegates must provide written notice of their appointment or election to the employer before exercising entitlements. Upon request, reasonable evidence of the appointment or election must be provided (10A.3).
* Employees who cease to be workplace delegates must notify the employer in writing within 14 days (10A.4).

**Right of Representation:**
Workplace delegates may represent the industrial interests of eligible employees in: 
* Major workplace change consultations (10A.5(a)).
* Changes to rosters or hours of work consultations (10A.5(b)).
* Dispute resolution (10A.5(c)).
* Disciplinary processes (10A.5(d)).
* Enterprise bargaining where appointed as a bargaining representative or assisting the organisation (10A.5(e)).
* Any award, agreement, or employer policy process where eligible employees' industrial interests are concerned (10A.5(f)).

**Entitlement to Reasonable Communication:**
* Workplace delegates may communicate with eligible employees during working hours, work breaks, or before/after work to represent their industrial interests, including discussing membership and representation (10A.6).

**Entitlement to Reasonable Access to Workplace and Facilities:**
* Employers must provide workplace delegates access to certain facilities, including a private discussion area, noticeboards, electronic communication means, secure storage, and office equipment (10A.7(a)).
* Employers are exempt if the facilities do not exist, are impractical to access due to operational requirements, or cannot be obtained despite reasonable efforts (10A.7(b)).

**Entitlement to Reasonable Access to Training:**
* Except small business employers, other employers must provide workplace delegates up to 5 days paid time for initial training and at least one day per subsequent year. Conditions include: 
  * Limit of one delegate per 50 eligible employees per year (10A.8(a)).
  * Eligible employees include full-time, part-time, and regular casuals on the request date (10A.8(b)).
  * Payment based on the hours the delegate would have worked if not attending training (10A.8(c)).
  * At least 5 weeks’ notice required for training dates, subject matter, daily start/finish times, and training provider’s name (10A.8(d)).
  * Employers may request an outline of the training content (10A.8(e)).
  * Employers must confirm approval at least 2 weeks prior to training commencement, and approval must not be unreasonably withheld (10A.8(f)).
  * Delegates must provide attendance evidence within 7 days after completing the training (10A.8(g)).

**Exercise of Entitlements:**
* When exercising entitlements, workplace delegates must comply with their duties, employer policies, and not interfere with normal work performance or employees' freedom of association (10A.9(a)).
* Employers are not required to provide individual contact details of employees or represent employees without their agreement (10A.9(b)-(c)).
* Employers must deal reasonably with delegates, not make misleading representations, and not obstruct the exercise of their rights (10A.9 note).

**Interaction with Other Clauses:**
* If other award clauses offer more favourable entitlements to workplace delegates, those entitlements take precedence over clause 10A (10A.10).

[[10A inserted by PR774867 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774867.pdf)

**10A.1** Clause 10A provides for the exercise of the rights of workplace delegates set out in
[section 350C of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

[NOTE: Under section 350C(4) of the Act, the employer is taken to have afforded a](http://www.legislation.gov.au/Series/C2009A00028)
workplace delegate the rights mentioned in section 350C(3) if the employer has
complied with clause 10A.

**10A.2** In clause 10A:

**(a)** **employer means the employer of the workplace delegate;**

**(b)** **delegate’s organisation means the employee organisation in accordance with**
the rules of which the workplace delegate was appointed or elected; and

**(c)** **eligible employees means members and persons eligible to be members of the**
delegate’s organisation who are employed by the employer in the enterprise.

**10A.3** Before exercising entitlements under clause 10A, a workplace delegate must give the
employer written notice of their appointment or election as a workplace delegate. If
requested, the workplace delegate must provide the employer with evidence that would
satisfy a reasonable person of their appointment or election.

**10A.4** An employee who ceases to be a workplace delegate must give written notice to the
employer within 14 days.

**10A.5** **Right of representation**

A workplace delegate may represent the industrial interests of eligible employees who
wish to be represented by the workplace delegate in matters including:


-----


**(a)** consultation about major workplace change;

**(b)** consultation about changes to rosters or hours of work;

**(c)** resolution of disputes;

**(d)** disciplinary processes;

**(e)** enterprise bargaining where the workplace delegate has been appointed as a
bargaining representative under section 176 of the [Act or is assisting the](http://www.legislation.gov.au/Series/C2009A00028)
delegate’s organisation with enterprise bargaining; and

**(f)** any process or procedure within an award, enterprise agreement or policy of the
employer under which eligible employees are entitled to be represented and
which concerns their industrial interests.

**10A.6** **Entitlement to reasonable communication**

**(a)** A workplace delegate may communicate with eligible employees for the purpose
of representing their industrial interests under clause 10A.5. This includes
discussing membership of the delegate’s organisation and representation with
eligible employees.

**(b)** A workplace delegate may communicate with eligible employees during
working hours or work breaks, or before or after work.

**10A.7** **Entitlement to reasonable access to the workplace and workplace facilities**

**(a)** The employer must provide a workplace delegate with access to or use of the
following workplace facilities:

**(i)** a room or area to hold discussions that is fit for purpose, private and
accessible by the workplace delegate and eligible employees;

**(ii)** a physical or electronic noticeboard;

**(iii)** electronic means of communication ordinarily used in the workplace by

the employer to communicate with eligible employees and by eligible
employees to communicate with each other, including access to Wi-Fi;

**(iv)** a lockable filing cabinet or other secure document storage area; and

**(v)** office facilities and equipment including printers, scanners and
photocopiers.

**(b)** The employer is not required to provide access to or use of a workplace facility
under clause 10A.7(a) if:

**(i)** the workplace does not have the facility;

**(ii)** due to operational requirements, it is impractical to provide access to or
use of the facility at the time or in the manner it is sought; or


**(iii)** the employer does not have access to the facility at the enterprise and is

unable to obtain access after taking reasonable steps.


-----


**10A.8** **Entitlement to reasonable access to training**

Unless the employer is a small business employer, the employer must provide a
workplace delegate with access to up to 5 days of paid time during normal working
hours for initial training and at least one day each subsequent year, to attend training
related to representation of the industrial interests of eligible employees, subject to the
following conditions:

**(a)** In each year commencing 1 July, the employer is not required to provide access
to paid time for training to more than one workplace delegate per 50 eligible
employees.

**(b)** The number of eligible employees will be determined on the day a delegate
requests paid time to attend training, as the number of eligible employees who
are:

**(i)** full-time or part-time employees; or

**(ii)** regular casual employees.

**(c)** Payment for a day of paid time during normal working hours is payment of the
amount the workplace delegate would have been paid for the hours the
workplace delegate would have been rostered or required to work on that day if
the delegate had not been absent from work to attend the training.

**(d)** The workplace delegate must give the employer not less than 5 weeks’ notice
(unless the employer and delegate agree to a shorter period of notice) of the
dates, subject matter, the daily start and finish times of the training, and the name
of the training provider.

**(e)** If requested by the employer, the workplace delegate must provide the employer
with an outline of the training content.

**(f)** The employer must advise the workplace delegate not less than 2 weeks from
the day on which the training is scheduled to commence, whether the workplace
delegate’s access to paid time during normal working hours to attend the training
has been approved. Such approval must not be unreasonably withheld.

**(g)** The workplace delegate must, within 7 days after the day on which the training
ends, provide the employer with evidence that would satisfy a reasonable person
of their attendance at the training.

**10A.9** **Exercise of entitlements under clause 10A**

**(a)** A workplace delegate’s entitlements under clause 10A are subject to the
conditions that the workplace delegate must, when exercising those entitlements:

**(i)** comply with their duties and obligations as an employee;

**(ii)** comply with the reasonable policies and procedures of the employer,
including reasonable codes of conduct and requirements in relation to
occupational health and safety and acceptable use of ICT resources;

**(iii)** not hinder, obstruct or prevent the normal performance of work; and


-----


**(iv)** not hinder, obstruct or prevent eligible employees exercising their rights

to freedom of association.

**(b)** Clause 10A does not require the employer to provide a workplace delegate with
access to electronic means of communication in a way that provides individual
contact details for eligible employees.

**(c)** Clause 10A does not require an eligible employee to be represented by a
workplace delegate without the employee’s agreement.

[NOTE: Under section 350A of the Act, the employer must not:](http://www.legislation.gov.au/Series/C2009A00028)

(a) unreasonably fail or refuse to deal with a workplace delegate; or

(b) knowingly or recklessly make a false or misleading representation to a
workplace delegate; or

(c) unreasonably hinder, obstruct or prevent the exercise of the rights of a
[workplace delegate under the Act or clause 10A.](http://www.legislation.gov.au/Series/C2009A00028)

**10A.10 Interaction with other clauses of this award**

Other clauses of this award may give additional or more favourable entitlements to
workplace delegates (however described). If an entitlement of a workplace delegate
under another clause of this award is more favourable to the delegate than an
entitlement under clause 10A, the entitlement under the other clause applies instead of
the entitlement under clause 10A.

Workplace delegates’ rights

**Australia Post to notify:**

* When Australia Post decides to introduce major changes likely to significantly affect employees, it must notify those affected employees and their representatives, if any (11.1(a)).
* Significant effects include termination of employment; major changes in the composition, operation or size of the workforce or skills required; job opportunity reduction; changes in hours of work; need for retraining or transfer; and job restructuring. If these matters are provided for in the award, such alterations are not considered significant effects (11.1(b)).

**Australia Post to discuss change:**

* Australia Post must discuss the changes, their effects on employees, and measures to mitigate adverse effects with affected employees and their representatives promptly after making a definite decision (11.2(a)).
* The discussions must begin as soon as practicable after a definite decision is made (11.2(b)).
* Australia Post must provide all relevant information about the changes in writing to the affected employees and their representatives, excluding confidential information that could harm its interests (11.2(c)).

**Consultation about changes to rosters or hours of work:**

* When proposing changes to an employee's regular roster or ordinary hours of work, Australia Post must consult with the affected employees and their representatives, if any (11.3(a)).
* Australia Post must:
  * Provide information about the proposed change, including its nature and commencement date (11.3(b)(i)).
  * Invite the affected employees and their representatives to offer views on the impact of the change, including on family or caring responsibilities (11.3(b)(ii)).
  * Consider any views provided by the employees and/or their representatives (11.3(b)(iii)).
* The obligation to consult does not apply to employees with irregular, sporadic, or unpredictable working hours (11.3(c)).
* These provisions should be read alongside other award provisions concerning work scheduling and notice requirements (11.3(d)).

**11.1** **Australia Post to notify**

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

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

**11.2** **Australia Post to discuss change**

**(a)** Australia Post must discuss with the employees affected and their representative,
if any, the introduction of the changes referred to in clause 11.1(a), the effects
the changes are likely to have on employees and measures to avert or mitigate
the adverse effects of such changes on employees and must give prompt


-----


consideration to matters raised by the employees and/or their representatives in
relation to the changes.

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

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

**11.3** **Consultation about changes to rosters or hours of work**

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

**(b)** Australia Post must:

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

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

**(iii)** give consideration to any views about the impact of the proposed change

that are given by the employee or employees concerned and/or their
representatives.

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

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

Consultation Regarding Major Workplace Change

**Dispute resolution procedure:**

* In the event of a dispute regarding an award matter or the NES, the initial attempt to resolve must occur at the workplace through discussions between the employee(s) involved and their relevant supervisor (12.1).
* If unresolved, discussions must then occur between the employee(s) and senior management (12.1).
* If the dispute remains unresolved after this process, a party to the dispute can refer it to the Fair Work Commission (12.2).
* The Fair Work Commission’s process to resolve the dispute can include mediation, conciliation, or consent arbitration, as agreed by the parties (12.3).
* If a dispute remains unresolved, the Fair Work Commission can use any method of dispute resolution allowed by the Act deemed appropriate (12.4).
* Both Australia Post and employees can appoint another person, organisation, or association to accompany or represent them in these discussions (12.5).
* Work must continue according to the award and the Act during the dispute resolution process, provided it is safe and reasonable considering occupational health and safety legislation (12.6).

**Union delegate/employee representative training:**

* To help resolve disputes, union delegates or employee representatives can take leave to attend dispute resolution courses from recognised training providers. This leave depends on Australia Post’s operational requirements (12.7).
* The training courses will be agreed upon by Australia Post and the individual employee (12.8).
* Union delegates or employee representatives attending these courses will not lose pay during their leave of absence (12.9).

**12.1** In the event of a dispute about a matter under this award, or a dispute in relation to the
[NES, in the first instance the parties must attempt to resolve the matter at the workplace](http://www.fwa.gov.au/awardmod/download/nes.pdf)
by discussions between the employee or employees concerned and the relevant
supervisor. If such discussions do not resolve the dispute, the parties will endeavour
to resolve the dispute in a timely manner by discussions between the employee or
employees concerned and more senior levels of management as appropriate.

**12.2** [If a dispute about a matter arising under this award or a dispute in relation to the NES](http://www.fwa.gov.au/awardmod/download/nes.pdf)
is unable to be resolved at the workplace, and all appropriate steps under clause 12.1


-----


have been taken, a party to the dispute may refer the dispute to the Fair Work
Commission.

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

**12.4** Where the matter in dispute remains unresolved, the Fair Work Commission may
exercise any method of dispute resolution permitted by the [Act that it considers](http://www.legislation.gov.au/Series/C2009A00028)
appropriate to ensure the settlement of the dispute.

**12.5** Australia Post or an employee may appoint another person, organisation or association
to accompany and/or represent them for the purposes of this clause.

**12.6** While the dispute resolution procedure is being conducted, work must continue in
[accordance with this award and the Act. Subject to applicable occupational health and](http://www.legislation.gov.au/Series/C2009A00028)
safety legislation, an employee must not unreasonably fail to comply with a direction
by Australia Post to perform work, whether at the same or another workplace, that is
safe and appropriate for the employee to perform.

**12.7** To assist in the resolution of disputes in Australia Post a union delegate/employee
representative, referred to in 12.5, will be granted leave of absence to attend short
courses conducted by a recognised training provider which are specifically directed
towards effective dispute resolution. The grant of leave will be subject to the operating
requirements of Australia Post.

**12.8** The specific training courses will be agreed between Australia Post and the individual
employee.

**12.9** A union delegate/employee representative granted leave of absence under this clause
will not suffer any loss of pay.

Dispute Resolution

**Communication with Union/Employee Representatives:**

 * Australia Post will allow the use of notice boards to facilitate communication between employees and their union and/or employee representatives at the workplace. However, Australia Post retains the right to reject and remove any materials that are not related to agreements or award-related issues.

## Part 3—Types of Employment and Termination of Employment

To facilitate work related communication between employees and their union and/or employee
representatives at the workplace, Australia Post will permit the use of notice boards. Australia
Post retains the right to reject and remove the posting of any material which is not in relation
to agreements or award related issues.

## Part 3—Types of Employment and Termination of Employment

Notice boards

Workplace Delegates, Consultation and Dispute Resolution

**Types of employment:**

* Employees will be engaged on a permanent, fixed-term, or casual basis. Permanent or fixed-term employees can be either full-time or part-time (14.1).

**Terms of engagement:**

* At the time of engagement, Australia Post will inform each employee in writing of their terms of engagement, including:
  * Whether they are to be full-time, part-time, fixed-term, or casual (14.2(a)).
  * Whether a probationary period applies, including its expected and maximum durations (14.2(b)).
  * For fixed-term employees, the specific project, task, or temporary resource need, and the duration of the engagement (14.2(c)).
  * A list of the main instruments governing the terms and conditions of employment (14.2(d)).

**Health and character checks:**

* Engagement of an employee is subject to satisfying prescribed medical assessments as to health and physical fitness, and meeting prescribed character checks (14.3).

**14.1** An employee will be engaged on a permanent, fixed-term or casual basis. A permanent
or fixed-term employee may be employed on a full-time or part-time basis.

**14.2** At the time of engagement, Australia Post will inform each employee in writing of the
terms of their engagement, including:

**(a)** whether or not they are to be full-time, part-time, fixed-term or casual;


-----


**(b)** whether a probationary period applies, and if so the expected duration and
maximum duration of the period;

**(c)** if the person is engaged as a fixed-term employee, the project, task or temporary
resource need in relation to which the person has been engaged and/or the
duration of the engagement; and

**(d)** list of the main instruments governing the terms and conditions of employment.

**14.3** The engagement of an employee is subject to the employee satisfying the prescribed
medical assessments as to health and physical fitness and meeting the prescribed
character checks.

Types of Employment

**Full-time employee:**

* A full-time employee is defined as an employee who is engaged to work an average of 36.75 ordinary hours per week (15.1).

A full-time employee is an employee who is engaged to work an average of 36.75 ordinary
hours per week.

Full-time Employment

**Part-time employees - General:**

* A part-time employee is an employee (other than a casual) who is engaged to work less than the full-time ordinary hours of 36.75 hours per week on a reasonably predictable basis (16.1(a)).
* Part-time employees are entitled on a pro rata basis to equivalent pay and conditions as those of full-time employees (16.1(b)).

**Continuous Duty:**

* The ordinary hours of duty for part-time employees shall be continuous on any one day. An unpaid meal break shall not break continuity of duty (16.2).

**Hours Specified:**

* Upon engagement, a regular pattern of work must be agreed in writing, specifying hours worked each day, days of the week, or the number of shifts in the cycle and the actual starting and finishing times each day/shift (16.3).

**Hours Varied:**

* Hours of duty may be varied to meet Australia Post’s operating requirements, following consultation with the employee and having regard to their needs. Any variations must be recorded in writing. Family responsibilities must be considered when varying hours of duty (16.4).

**Notice:**

* Part-time employees must be given a reasonable period of notice for any variation in hours of duty. No part-time employee shall receive less than three months’ notice of a reduction in hours unless the employee agrees to a shorter period (16.5).

**Initiated by Employee:**

* If the part-time arrangement was initiated by the employee, the hours of duty can only be varied during the approved period with the employee’s consent. If the arrangement extends beyond 12 months, hours may be varied after 12 months in accordance with 16.4 (16.6).

**Temporary Part-time Support Services Officers:**

* Terms and conditions for temporary part-time Support Services Officers employed on 27 December 1995 under the Australia Post (Postal Workers) Award 1985 [A0170] and who elected to remain under those conditions are contained in Schedule C (16.7).

**16.1** **General**

**(a)** A part-time employee is an employee (other than a casual) who is engaged to
perform less than the full-time ordinary hours of 36.75 hours per week on a
reasonably predictable basis.

**(b)** Part-time employees are entitled on a pro rata basis to equivalent pay and
conditions to those of full-time employees.

**16.2** **Continuous Duty**

The ordinary hours of duty of part-time employees shall be continuous on any one day.
An unpaid meal break shall not be regarded as breaking continuity of duty.

**16.3** **Hours Specified**

At the time of engagement, Australia Post and the part-time employee will agree in
writing, on a regular pattern of work, specifying at least the hours worked each day,
which days of the week the employee will work, or, where appropriate, the number of
shifts in the cycle and the actual starting and finishing times each day/shift.

**16.4** **Hours Varied**

Subject to 16.5 and 16.6, the hours of duty of part-time employees may be varied to
meet Australia Post’s operating requirements, following consultation with the
employee and having regard to the needs of the employee. Any variations will be
recorded in writing. Family responsibilities of part-time employees are to be
considered when varying hours of duty.

**16.5** **Notice**

Part-time employees must be given a reasonable period of notice of a variation of hours
of duty. Where a reduction in hours will occur, no part-time employee shall be given


-----


less than three months’ notice of a reduction in hours unless the employee agrees to a
shorter period.

**16.6** **Initiated by Employee**

Where the permanent part-time employment arrangement was initiated by the
employee, the hours of duty can only be varied during the period for which the
arrangement was approved, with the consent of the employee. However if the
arrangement extends beyond 12 months, the hours of duty may be varied after
12 months in accordance with 16.4.

**16.7** **Temporary part time Support Services Officers**

Terms and conditions applying to temporary part-time Support Services Officers who
were employed at 27 December 1995 under the Australia Post (Postal Workers) Award
_1985 [A0170] and who elected to remain under the conditions in that award are_
contained in Schedule C.

Part-time Employment

**Casual employees - General:**

* A casual employee must be paid per hour at the rate of 1/36.75th of the weekly rate prescribed by clause 23—Minimum Weekly Salary Rates, plus a loading of 25%. This loading is instead of entitlements to leave and other matters from which casuals are excluded by the terms of this award and the NES (17.1).

**Duty penalties:**

* A casual employee is entitled to the same ordinary duty penalties under clause 32.3 as apply to permanent employees for duty on the particular day. These penalties are in addition to the casual loading referred to in clause 17.1 (17.2).

**Offers and requests for casual conversion:**

* Offers and requests for conversion from casual employment to full-time or part-time employment are provided for in the NES. Disputes about offers and requests for casual conversion under the NES are to be dealt with under clause 12—Dispute Resolution (17.3).

[[Varied by PR733951]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

[[17.1 deleted by PR733951 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

[[17.2 renumbered as 17.1 by PR733951 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

**17.1** A casual employee must be paid per hour at the rate of 1/36.75th of the weekly rate
prescribed by clause 23 – Minimum Weekly Salary Rates for the classification in
which the employee is engaged, plus a loading of 25%. This loading is instead of
entitlements to leave and other matters from which casuals are excluded by the terms
[of this award and the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

[[17.3 renumbered as 17.2 by PR733951 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

**17.2** A casual employee is entitled to the same ordinary duty penalties under clause 32.3 as
apply to permanent employees for duty on the particular day. Such penalties are in
addition to the casual loading referred to in clause 17.1.

**17.3** **Offers and requests for casual conversion**

[[New 17.3 inserted by PR733951 ppc 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733951.htm)

Offers and requests for conversion from casual employment to full-time or part-time
[employment are provided for in the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

[NOTE: Disputes about offers and requests for casual conversion under the NES are to](http://www.fwa.gov.au/awardmod/download/nes.pdf)
be dealt with under clause 12—Dispute Resolution.

Casual Employment

**Fixed-term employees—Engagement:**

* A fixed-term employee is an employee engaged for an extended fixed period or to undertake a specific task (18.1).

**Termination before expiry:**

* If the services of a fixed-term employee are terminated before the expiry of the period fixed by the terms of engagement, the employee is entitled to notice in accordance with the NES (18.2).

**Full-time or part-time basis:**

* A fixed-term employee may be employed on a full-time or part-time basis (18.3).

**18.1** A fixed-term employee is an employee engaged for an extended fixed period or to
undertake a specific task.


-----


**18.2** Where the services of a fixed term employee are terminated before the expiry of the
period fixed by the terms of engagement, the employee is entitled to notice in
[accordance with the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**18.3** A fixed-term employee may be employed on a full-time or part-time basis.

Fixed-term Employment

**Probation for employees:**

* Full-time, part-time, or fixed-term employees will be on probation for three months or for the duration of a formal training program, whichever is longer. After this period, employment may be confirmed or terminated (19.1).

**Notice during probation:**

* Employees on probation must be given one week’s notice of termination or payment in lieu thereof. This notice period does not apply in cases of termination for serious and wilful misconduct (19.2).

**19.1** A full-time, part-time or fixed-term employee will be on probation for a period of three
months or where the employee is subject to a formal training program for the duration
of the program, whichever is the longer. After this period, the employment is
confirmed or terminated.

**19.2** An employee on probation must be given one week’s notice of termination or payment
in lieu thereof. The period of notice in this clause does not apply in the case of
termination for serious and wilful misconduct.

Probation

**Notice of termination by Australia Post:**

* Notice of termination by Australia Post to an employee is provided for in the National Employment Standards (NES) (20.1).

**Notice of termination by an employee:**

* The notice of termination required to be given by an employee is the same as that required of Australia Post, except employees do not need to provide additional notice based on age (20.2).
* If an employee fails to give the required notice, Australia Post may withhold from any due monies an amount not exceeding what the employee would have been paid under this award for the notice period, minus any actual notice given by the employee (20.2).

**Job search entitlement:**

* When Australia Post gives notice of termination, the employee must be allowed up to one day off without loss of pay to seek other employment (20.3).
* The time off is to be taken at mutually convenient times after consultation with Australia Post (20.3).

**20.1** [Notice of termination by Australia Post to an employee is provided for in the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**20.2** **Notice of termination by an employee**

The notice of termination required to be given by an employee is the same as that
required of Australia Post except that there is no requirement on the employee to give
additional notice based on the age of the employee concerned. If an employee fails to
give the required notice Australia Post may withhold from any monies due to the
[employee on termination under this award or the NES, an amount not exceeding the](http://www.fwa.gov.au/awardmod/download/nes.pdf)
amount the employee would have been paid under this award in respect of the period
of notice required by this clause less any period of notice actually given by the
employee.

**20.3** **Job search entitlement**

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

Termination of Employment

**Redundancy pay:**

* Redundancy pay is provided for in the National Employment Standards (NES) (21.1).

**Transfer to lower paid duties:**

* If an employee is transferred to lower paid duties due to redundancy, the same period of notice must be given as if the employment were terminated (21.2).
* Australia Post may choose to make a payment instead of notice, equal to the difference between the former ordinary rate of pay and the new lower pay for the weeks of notice still owed (21.2).

**Employee leaving during notice period:**

* If an employee given notice of termination due to redundancy leaves during the notice period, they are entitled to the benefits and payments they would have received if they remained until the notice period expired (21.3).
* The employee is not entitled to payment instead of notice (21.3).

**Job search entitlement:**

* Employees given notice of termination due to redundancy must be allowed up to one day's time off without loss of pay each week during the notice period to seek other employment (21.4(a)).
* If more than one day's paid leave is taken during the notice period for job search, the employee must provide proof of attendance at an interview upon Australia's Post request, or they will not be entitled to payment for that time. A statutory declaration is sufficient proof (21.4(b)).
* This job search entitlement replaces the one mentioned in clause 20.3 (21.4(c)).

**21.1** [Redundancy pay is provided for in the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**21.2** **Transfer to lower paid duties**

Where an employee is transferred to lower paid duties by reason of redundancy, the
same period of notice must be given as the employee would have been entitled to under
[the NES if the employment had been terminated and Australia Post may, at Australia](http://www.fwa.gov.au/awardmod/download/nes.pdf)
Post’s option, make payment instead of an amount equal to the difference between the
former ordinary rate of pay and the ordinary rate of pay for the number of weeks of
notice still owing.


-----


**21.3** **Employee leaving during notice period**

An employee given notice of termination in circumstances of redundancy may
terminate their employment during the period of notice. The employee is entitled to
receive the benefits and payments that they would have received under clause 21 had
they remained in employment until the expiry of the notice, but is not entitled to
payment instead of notice.

**21.4** **Job search entitlement**

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

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

**(c)** This entitlement applies instead of clause 20.3 of this award.

## Part 4—Salary Rates, Classifications and Related Matters

Redundancy

Types of Employment and Termination of Employment

**General:**

* Employees under this award will be paid the minimum annual salary as prescribed in clause 23, appropriate to their classification (22.1).

**Work Level Standards:**

* Employees are to be classified in accordance with relevant work level standards. Australia Post may replace existing work level standards with a new classification structure following consultation with employees and their representatives and apply to the FWC for inclusion in the award (22.2).

**Employee Duties:**

* Australia Post may direct employees to carry out duties within their skills, competence, and training, consistent with the relevant classification structure and work level standards (22.3(a)).
* Such direction must be consistent with Australia Post’s responsibility to provide a safe and healthy work environment (22.3(b)).

**Training:**

* Australia Post will provide employees with training relevant to their duties (22.4(a)).
* Information outlining such training will be made available at each workplace (22.4(b)).

**Selection:**

* The selection of employees for positions will be in accordance with procedures determined by Australia Post, following consultation with unions (22.5(a)).
* Australia Post will make information relating to selection procedures relevant to workplace classifications available at each workplace (22.5(b)).

**22.1** **General**

An employee under this award, except as otherwise stated, will be paid the minimum
annual salary prescribed in accordance with clause 23—Minimum Annual Salary
Rates appropriate to that employee’s classification.

**22.2** **Work Level Standards**

Employees are to be classified in accordance with relevant work level standards where
such standards exist, provided that Australia Post may, following consultation with the
employees and their representatives, if any, apply to the FWC to replace any existing
work level standards with a new classification structure for inclusion in the award.

**22.3** **Employee Duties**

**(a)** Australia Post may direct an employee to carry out such duties as are within the
limits of the employee’s skills, competence and training, consistent with the
relevant classification structure and work level standards.

**(b)** Any such direction shall be consistent with Australia Post’s responsibility to
provide a safe and healthy work environment.

**22.4** **Training**

**(a)** Australia Post shall provide employees with training relevant to the duties to be
performed.


-----


**(b)** Information outlining such training shall be held available at each workplace.

**22.5** **Selection**

**(a)** **Employees**

The selection of employees for positions shall be in accordance with procedures
determined by Australia Post, following consultation with unions.

**(b)** **Information**

Australia Post shall hold available at each workplace information relating to
selection procedures relevant to classifications employed at that workplace.

Classifications

**Adult employees:**

The minimum salary rates for full-time adult employees are listed below (23.1):

**Operations:**

* Agency Assistant Grade 1: $47,733
* Agency Assistant Grade 2: $48,255
* Level 1 Customer Service Trainee: $49,823
* Level 2 Customer Service Consultant: $51,389
* Level 3 Customer Care Consultant: $54,090
* Level 4 Business Relationship Consultant: $57,641
* Level 5 Team Leader Customer Service: $59,006
* Level 6 Team Leader Business Sales: $63,376
* Level 7 Specialist Manager: $68,293
* Electronic Mail Operator: $51,650
* Electronic Mail Coordinator: $56,823
* Senior Attendant: $49,300
* Cafeteria Manager Grade 2: $55,728
* Trainee Mail Officer Level 1: $47,733
* Mail Officer: $49,823


**More Operations:**

* Senior Mail Officer Grade 1: $54,909
* Senior Mail Officer Grade 2: $56,550
* Trainee Mail Processing Coordinator: $53,816
* Mail Processing Coordinator Grade 1: $57,369
* Mail Processing Coordinator Grade 2: $60,373
* Mail Processing Coordinator Grade 3: $64,196
* Mail Processing Coordinator Grade 4: $69,663
* Mail Room Officer: $47,994
* Mail Room Supervisor: $60,646
* Trainee Postal Delivery Officer: $47,733
* Postal Delivery Officer: $49,823
* Senior Postal Delivery Officer Grade 1: $53,544
* Senior Postal Delivery Officer Grade 2: $54,909
* Senior Postal Delivery Officer Grade 3: $55,728
* Postal Delivery Coordinator Grade 1: $57,369
* Postal Delivery Coordinator Grade 2: $60,373
* Postal Delivery Coordinator Grade 3: $64,196
* Trainee Parcel Post Officer Level 1: $47,733
* Parcel Post Officer: $51,128
* Senior Parcel Post Officer Grade 1: $54,909
* Senior Parcel Post Officer Grade 2: $56,550
* Parcel Post Coordinator Grade 2: $60,373
* Parcel Post Coordinator Grade 3: $64,196
* Postal Transport Officer: $50,869
* Senior Postal Transport Officer: $53,270
* Postal Transport Coordinator Grade 1: $55,728
* Postal Transport Coordinator Grade 2: $58,461
* Postal Transport Coordinator Grade 3: $63,105
* Postal Transport Coordinator Grade 4: $65,292
* Postal Transport Coordinator Grade 5: $68,841
* Trainee Postal Services Officer: $48,255
* Postal Services Officer: $50,343
* Senior Postal Services Officer Grade 1: $57,641
* Senior Postal Services Officer Grade 2: $61,194


**Further Operations:**

* Postal Manager Grade 1: $65,562
* Postal Manager Level 2: $71,299
* Postal Manager Level 3: $79,765
* Sprintpak Level 1: $47,994
* Sprintpak Level 2: $54,363
* Sprintpak Level 3: $60,646
* Stores Officer: $50,605
* Senior Stores Officer: $52,451
* Stores Supervisor: $56,823
* Senior Stores Supervisor Grade 1: $59,554
* Senior Stores Supervisor Grade 2: $62,830
* Senior Stores Supervisor Grade 3: $67,476
* Support Services Officer Grade 1: $48,518
* Support Services Officer Grade 2: $50,605
* Support Services Officer Grade 3: $52,725
* Support Services Officer Grade 4: $55,455
* Garage Attendant: $49,040


**Administrative/Professional:**

* Counsellor Class 2: $71,299
* Counsellor Class 3: $79,222
* Engineer Class 2: $71,573
* Engineer Class 3: $79,496
* Librarian Class 1: $56,276
* Librarian Class 2: $67,476
* Librarian Class 3: $73,759
* Administrative Officer Level 1: $50,343
* Administrative Officer Level 2: $54,363
* Administrative Officer Level 3: $60,646
* Administrative Officer Level 4: $68,569
* Administrative Officer Level 5: $77,582
* Administrative Officer Level 6: $82,227


**Technical:**

* Apprentice/Assistant - Apprentice (Adult): $50,605
* Drafting Assistant Grade 1: $50,869
* Graphic Design Assistant Grade 1: $50,869
* Postal Technical Officer Level 1: $51,650
* Postal Technical Officer Level 2: $54,090
* Postal Technical Officer Level 3: $57,641
* Postal Technical Officer Level 4: $62,014
* Postal Technical Officer Level 5: $73,212
* Postal Technical Officer Level 6: $76,763
* Postal Technical Officer Level 7: $79,496
* Postal Technical Officer Level 8: $83,322
* Postal Technical Officer Level 9: $84,959
* Senior Technical Services Officer Grade 1: $71,573
* Senior Technical Services Officer Grade 2: $75,125
* Senior Technical Services Officer Grade 3: $84,959
* Principal Technical Services Officer Grade 1: $83,322
* Principal Technical Services Officer Grade 2: $84,959

**Junior rates:**

Junior employees under 21 years of age employed in specified classifications will be paid an annual salary calculated by applying the appropriate percentage of the salary rate in clause 23.1 (23.2).

**TABLE 1:**

* Mail Officer
* Mail Room Officer
* Parcel Post Officer
* Postal Delivery Officer
* Sprintpak Level 1
* Trainee Mail Officer
* Trainee Parcel Post Officer
* Trainee Postal Delivery Officer
* Trainee Postal Services Officer
* Administrative Officer Level 1
* Drafting Assistant Grade 1
* Graphic Design Assistant Grade 1
* Postal Technical Officer Level 1

**TABLE 2:**

|Age|Percentage of rate per week|
|---|---|
|Under 17 years|50|
|At 17 years|60|
|At 18 years|70|
|At 19 years|81|
|At 20 years|91|

**Apprentice rates:**

* Applies to apprentice employees in Technical Group classifications (23.3(a)).
* Apprentices under 21 years of age will be paid a percentage of the rate for Postal Technical Officer Level 2 (23.3(b)):
* Under 18 or 1st year - 48%
* At 18 or 2nd year - 55%
* At 19 or 3rd year - 75%
* At 20 or 4th year - 88%
* On completion of apprenticeship, the employee will be advanced to Postal Technical Officer Level 2 with a minimum salary of $54,090 (23.3(c)).

**Conditions of salary advancement:**

* Applies to Postal Services Officer, Mail Officer, Parcel Post Officer, and Postal Delivery Officer (23.4(a)).
* New employees start at the Trainee level, with trained employees potentially starting at the base level if competency is demonstrated (23.4(b)).
* Full-time and part-time trainees advance to the base level salary after three months (23.4(c)).
* Casual and fixed-term employees advance to the base level salary after three months of aggregate employment within a twelve-month period (23.4(d)).
* Junior employees receive the Junior Trainee or base level salary based on percentages in clause 23.2 until they complete twelve months of employment or turn 18.5 years old, whichever is later (23.4(e)).

[Varied by [PR579963,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579963.htm) [PR592239,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592239.htm) [PR606463,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606463.htm) [PR707578,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707578.htm) [PR718955,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718955.htm) [PR729402,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729402.htm) [PR740826,](https://www.fwc.gov.au/documents/awardsandorders/html/pr740826.htm) [PR762246,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762246.pdf)
[PR774028]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774028.pdf)

**23.1** **Adult employees**

[23.1 varied by [PR579963,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579963.htm) [PR592239,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592239.htm) [PR606463,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606463.htm) [PR707578,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707578.htm) [PR718955,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718955.htm) [PR729402,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729402.htm) [PR740826,](https://www.fwc.gov.au/documents/awardsandorders/html/pr740826.htm) [PR762246,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762246.pdf)
[PR774028 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774028.pdf)

The minimum salary rates of pay for a full-time adult employee are set out below:

|Col1|$ per annum|
|---|---|
|OPERATIONS||
|Agency Assistant||
|Agency Assistant Grade 1|47,733|
|Agency Assistant Grade 2|48,255|
|Customer Contact Centre Group||
|Level 1 Customer Service Trainee|49,823|
|Level 2 Customer Service Consultant|51,389|
|Level 3 Customer Care Consultant|54,090|
|Level 4 Business Relationship Consultant|57,641|
|Level 5 Team Leader Customer Service|59,006|
|Level 6 Team Leader Business Sales|63,376|
|Level 7 Specialist Manager|68,293|
|Electronic Mail||
|Electronic Mail Operator|51,650|
|Electronic Mail Co-ordinator|56,823|
|Food Services||
|Senior Attendant|49,300|
|Cafeteria Manager Grade 2|55,728|
|Mail Processing Group||
|Trainee Mail Officer Level 1|47,733|
|Mail officer|49,823|


-----


|Col1|$ per annum|
|---|---|
|Senior Mail Officer Grade 1|54,909|
|Senior Mail Officer Grade 2|56,550|
|Trainee Mail Processing Co-ordinator|53,816|
|Mail Processing Co-ordinator Grade 1|57,369|
|Mail Processing Co-ordinator Grade 2|60,373|
|Mail Processing Co-ordinator Grade 3|64,196|
|Mail Processing Co-ordinator Grade 4|69,663|
|Mail Room Officer|47,994|
|Mail Room Supervisor|60,646|
|Postal Delivery Group – Parity||
|Trainee Postal Delivery Officer|47,733|
|Postal Delivery Officer|49,823|
|Senior Postal Delivery Officer Grade 1|53,544|
|Senior Postal Delivery Officer Grade 2|54,909|
|Senior Postal Delivery Officer Grade 3|55,728|
|Postal Delivery Co-ordinator Grade 1|57,369|
|Postal Delivery Co-ordinator Grade 2|60,373|
|Postal Delivery Co-ordinator Grade 3|64,196|
|Parcel Post Group||
|Trainee Parcel Post Officer Level 1|47,733|
|Parcel Post Officer|51,128|
|Senior Parcel Post Officer Grade 1|54,909|
|Senior Parcel Post Officer Grade 2|56,550|
|Parcel Post Co-ordinator Grade 2|60,373|
|Parcel Post Co-ordinator Grade 3|64,196|
|Postal Transport Group (Parity including Driver/Sorter)||
|Postal Transport Officer|50,869|
|Senior Postal Transport Officer|53,270|
|Postal Transport Co-ordinator Grade 1|55,728|
|Postal Transport Co-ordinator Grade 2|58,461|
|Postal Transport Co-ordinator Grade 3|63,105|
|Postal Transport Co-ordinator Grade 4|65,292|
|Postal Transport Co-ordinator Grade 5|68,841|
|Postal Services Group||
|Trainee Postal Services Officer|48,255|
|Postal Services Officer|50,343|
|Senior Postal Services Officer Grade 1|57,641|
|Senior Postal Services Officer Grade 2|61,194|


-----


|Col1|$ per annum|
|---|---|
|Postal Manager Grade 1|65,562|
|Postal Manager Level 2|71,299|
|Postal Manager Level 3|79,765|
|Sprintpak||
|Sprintpak Level 1|47,994|
|Sprintpak Level 2|54,363|
|Sprintpak Level 3|60,646|
|Stores||
|Stores Officer|50,605|
|Senior Stores Officer|52,451|
|Stores Supervisor|56,823|
|Senior Stores Supervisor Grade 1|59,554|
|Senior Stores Supervisor Grade 2|62,830|
|Senior Stores Supervisor Grade 3|67,476|
|Support Services||
|Support Services Officer Grade 1|48,518|
|Support Services Officer Grade 2|50,605|
|Support Services Officer Grade 3|52,725|
|Support Services Officer Grade 4|55,455|
|Garage Attendant|49,040|
|||
|ADMINISTRATIVE/PROFESSIONAL||
|Counsellor||
|Counsellor Class 2|71,299|
|Counsellor Class 3|79,222|
|Engineer||
|Engineer Class 2|71,573|
|Engineer Class 3|79,496|
|Librarian||
|Librarian Class 1|56,276|
|Librarian Class 2|67,476|
|Librarian Class 3|73,759|
|Postal Administrative||
|Administrative Officer – Level 1|50,343|
|Administrative Officer – Level 2|54,363|
|Administrative Officer – Level 3|60,646|
|Administrative Officer – Level 4|68,569|
|Administrative Officer – Level 5|77,582|
|Administrative Officer – Level 6|82,227|


-----


|Col1|$ per annum|
|---|---|
|||
|TECHNICAL||
|Apprentice/Assistant||
|Apprentice – Adult|50,605|
|Drafting Assistant Grade 1|50,869|
|Graphic Design Assistant Grade 1|50,869|
|Postal Technical Officer||
|Postal Technical Officer Level 1|51,650|
|Postal Technical Officer Level 2|54,090|
|Postal Technical Officer Level 3|57,641|
|Postal Technical Officer Level 4|62,014|
|Postal Technical Officer Level 5|73,212|
|Postal Technical Officer Level 6|76,763|
|Postal Technical Officer Level 7|79,496|
|Postal Technical Officer Level 8|83,322|
|Postal Technical Officer Level 9|84,959|
|Technical Services Officer||
|Senior Technical Services Officer Grade 1|71,573|
|Senior Technical Services Officer Grade 2|75,125|
|Senior Technical Services Officer Grade 3|84,959|
|Principal Technical Services Officer Grade 1|83,322|
|Principal Technical Services Officer Grade 2|84,959|



**23.2** **Junior rates**

A junior employee under 21 years of age who is employed in the classifications listed
in Table 1 below will be paid an annual salary, calculated to the nearest dollar, by
applying the appropriate percentage for the age of the employee salary rate in clause
23.1 as specified in Table 2 below, to the minimum total award rate of an adult
employee of the same classification.

**TABLE 1**

**Classification**

**Operations**

Mail Officer

Mail Room Officer

Parcel Post Officer

Postal Delivery Officer

Sprintpak Level 1

Trainee Mail Officer


-----


**Classification**

Trainee Parcel Post Officer

Trainee Postal Delivery Officer

Trainee Postal Services Officer

**Administrative/Professionals**

Administrative Officer Level 1

**Technical**

Drafting Assistant Grade 1

Graphic Design Assistant Grade 1

Postal Technical Officer Level 1

|TABLE 2|Col2|
|---|---|
|Age|Percentage of rate per week|
||%|
|Under 17 years|50|
|At 17 years|60|
|At 18 years|70|
|At 19 years|81|
|At 20 years|91|



**23.3** **Apprentice rates**

**(a)** This clause applies to apprentice employees within the Technical Group
classifications in clause 23.1 of this award.

**(b)** An apprentice employee under 21 years of age will be paid a percentage of the
appropriate minimum salary rate prescribed for a Postal Technical Officer Level
2 in clause 23.1 as specified below:


-----


|Age or length of service as an apprentice|Percentage of rate per week for Postal Technical Officer Level 2|
|---|---|
||%|
|Under 18 or 1st year of service|48|
|At 18 or 2nd year of service|55|
|At 19 or 3rd year of service|75|
|At 20 or 4th year of service|88|



[[23.3(c) varied by PR579963, PR592239, PR606463, PR707578, PR718955, PR729402, PR740826, PR762246,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579963.htm)
[PR774028 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774028.pdf)

**(c)** An apprentice employee will be advanced as a Postal Technical Officer Level 2
on the satisfactory completion of the apprenticeship and will be paid a minimum
salary rate of $54,090.

**23.4** **Conditions of salary advancement**

**(a)** This clause applies to employees classified as:

**(i)** Postal Services Officer;

**(ii)** Mail Officer;

**(iii)** Parcel Post Officer; or

**(iv)** Postal Delivery Officer.

**(b)** New employees will start on the Trainee level. A trained employee who resumes
employment with Australia Post can be engaged at the base level if competency
for this level can be demonstrated.

**(c)** Full-time and part-time trainees will be advanced to the relevant base level salary
rate after three months’ employment with Australia Post.

**(d)** Casual and fixed-term employees will be advanced to the relevant base level
salary rate after three months’ aggregate employment in any twelve-month
period.

**(e)** Junior employees will receive the relevant Junior Trainee or base level salary
rate in accordance with the percentages set out in clause 23.2 until the employee
has completed twelve months’ employment, or turns 18.5 years of age whichever
is later.

Minimum Annual Salary Rates

Supported wage system

National training wage

**Dependant Allowance:**

* An employee under 21 years of age who has a wholly or substantially dependent spouse and/or child, and whose annual salary is below $51,556, shall be paid an allowance to raise the employee’s salary to that amount (26.1(a)).
* For the purpose of this clause, spouse includes a defacto spouse (26.1(b)).

**Intermittent Driving Allowance:**

* An employee earning less than a Postal Transport Officer and required to drive a motor vehicle or a forklift shall be paid an allowance to raise their salary for that day to the Postal Transport Officer rate, subject to the normal rules for higher duties allowance (26.2(a)).
* An employee under 21 years of age on junior rates driving a motor vehicle or a forklift shall receive an allowance to raise their salary to an amount equivalent to an appropriate percentage of the minimum salary payable to a Postal Transport Officer (26.2(b)).

| Age of Employee | Percentage of Minimum Adult Salary  |
| --- | --- |
| Under 17 years | 50% |
| At 17 years | 60% |
| At 18 years | 70% |
| At 19 years | 81% |
| At 20 years | 91% |

**Living Away From Home Allowance:**

* Employees under 21 years of age, required to live away from home in rented accommodation or under board and lodging conditions, and receiving an annual salary below $46,410 shall be paid a living away from home allowance (26.3(a)).
* The allowance is the fortnightly amount needed to raise the employee’s annual salary to $46,410 (26.3(b)).

**Higher duties allowance:**

* An employee temporarily performing higher-level duties will receive an allowance as follows (26.4(a)): 
  * If all the higher-level duties are performed, an amount to raise their salary to the rate they would receive if promoted (26.4(a)(i)(A));
  * If only part of the higher-level duties is performed, an amount commensurate with the proportion of higher duties performed (26.4(a)(i)(B)). 
* The higher duties allowance is regarded as salary for penalty payments and excess travelling time (26.4(a)(ii)). 
* An employee cannot receive the allowance for periods of less than half a day, with periods between half a day and a day counted as one full day for payment (26.4(a)(iii)). 
* The allowance continues during paid leave if it would have been paid but for the leave (26.4(a)(iv)).

**In-Charge allowance:**

* Postal Services Officer or Senior Postal Services Officer Grade 1 performing in-charge supervisory roles during extended trading hours at a retail facility will receive an allowance raising their salary to $65,575 (26.5).

**Overtime meal allowance:**

* Employees will be paid $21.23 per meal when required to work at least (26.6(a)): 
  * One hour of overtime after ordinary work hours, disregarding unpaid meal breaks (26.6(a)(i)). 
  * Five hours of overtime on a non-rostered workday (26.6(a)(ii)). 
  * An additional five hours of overtime after becoming eligible for the first meal allowance (26.6(a)(iii)).
* Part-time employees are eligible for a meal allowance if working overtime under clause 31.2 or clause 32.9 (26.6(b)). 
* No allowance is payable if the employee could reasonably return home within the allowed meal break period (26.6(c)). 
* If a three-course meal is available at an Australia Post cafeteria, the allowance is the maximum charge for such a meal (26.6(d)).

**Private motor vehicle allowance:**

* Employees authorised to use a private motor vehicle for work or in circumstances where Australia Post would otherwise cover journey costs are entitled to reimbursement for reasonable expenses (26.7).

**Temporary Accommodation Allowance:**

* Employees transferred or promoted and unable to find long-term accommodation at the new locality will be reimbursed for additional reasonable living expenses incurred while in temporary accommodation (26.8).

**Clothing and tools:**

* Employees required by Australia Post to wear protective clothing will be reimbursed for the cost (26.9(a)).
* Employees required to provide and use tools will be reimbursed for the cost (26.9(b)).
* These provisions do not apply if Australia Post provides the protective clothing or tools (26.9(c)).

**First aid allowance:**

* Employees appointed as first aid attendants shall be paid an allowance based on the qualification held, as specified in Table 1 (26.10).

| Qualification Held | Rate per Week (as a % of the standard rate) |
| --- | --- |
| St John Ambulance Australia Senior First Aid Certificate Level 2 First Aid Certificate or equivalent | 0.02823 |
| St. John Ambulance Australia Advanced First Aid Certificate/Level 3 First Aid Certificate; or, Australian Red Cross Occupational First Aid Course Certificate or equivalent | 0.03502 |
| St John Ambulance Occupational First Aid/Level 4 First Aid Certificate or equivalent | 0.04235 |

**Transfers, travelling and working away from usual place of work:**

* **Travelling allowance:**
  * Employees required to be away overnight are entitled to an allowance covering reasonable expenses for accommodation, meals, and incidental costs while (26.11(a)(i)): 
    * Travelling on duty (26.11(a)(i)(A));
    * Travelling to a new location for duty on promotion or transfer in Australia Post’s interests (26.11(a)(i)(B));
    * Carrying out duties at another place by direction of an authorised manager/supervisor (26.11(a)(i)(C)). 
  * Employees on duty away from their head station or temporary head station for more than 10 hours but not overnight are eligible for an allowance for additional reasonable expenses, excluding travel (26.11(a)(ii)). 
  * Payment of allowance is subject to no other cost reimbursement being paid and the employee’s normal duties not requiring absence from the head station (26.11(a)(iii)). 
* **Excess Fares:**
  * Employees on temporary duty away are entitled to an allowance for excess costs incurred travelling between their residence and temporary station (26.11(b)).
* **Head station relocation expenses:**
  * If a head station is transferred due to organisational changes, employees are entitled to allowance for excess travel expenses for three months (26.11(c)(i)).
  * This does not apply to Administrative Officer Level 6 or Postal Manager Level 3 (26.11(c)(ii)).
* **Transfer costs:**
  * Employees transferred from one location to another (26.11(d)): 
    * in Australia Post’s interest (26.11(d)(i));
    * in the ordinary course of promotion (26.11(d)(ii));
    * due to illness necessitating the transfer (26.11(d)(iii));
    * after three years in a prescribed isolated locality or severe climatic conditions (26.11(d)(iv));
    * to fill a vacancy in such localities (26.11(d)(v)),
    * and requiring a change of residence,
  * Australia Post will cover (26.11(d)(vi-viii)): 
    * the reasonable cost of conveyance for the employee and dependants; and,
    * the cost of removing furniture and household effects to the new locality.
* **Excess travelling time:** 
  * This clause does not apply to Administrative Officer 6 or Postal Manager 3 (26.11(e)(i)). 
  * Employees travelling or working away from their head station will be paid for time spent travelling or working (not including overtime) exceeding (26.11(e)(ii)): 
    * usual hours for the day; and,
    * time between home and head station. 
  * Employees will not be paid unless the excess time is over 30 minutes per day or two and a half hours per pay period (26.11(e)(iii));
    * or for more than five hours in one day. 
  * Payment rates are (26.11(e)(iv)): 
    * 100% of ordinary rate Monday to Saturday (26.11(e)(iv)(A));
    * 150% of ordinary rate on Sunday and public holidays (26.11(e)(iv)(B-C));
    * For part-time employees working less than five days per week, excess travelling time is calculated by multiplying the number of days worked by 15 minutes (26.11(e)(iv)(D)).**Transfer costs:**

* Employees transferred from one location to another will have costs covered by Australia Post if the transfer is (26.11(d)):
  * in the interest of Australia Post (26.11(d)(i)),
  * in the ordinary course of promotion (26.11(d)(ii)),
  * on account of illness justifying the transfer (26.11(d)(iii)),
  * after residing three or more years in a prescribed isolated locality or one with severe climatic conditions (26.11(d)(iv)), or
  * to fill a vacancy in the prescribed isolated locality or severe climatic condition locality (26.11(d)(v)), and if the transfer necessitates a change in residence (26.11(d)(vi)).
* Australia Post will pay (26.11(d)(vii-viii)):
  * the reasonable cost of conveyance for the employee and their dependants,
  * the cost of removing household effects to the new locality.

**Excess travelling time:**

* This clause does not apply to employees classified as Administrative Officer 6 or Postal Manager 3 (26.11(e)(i)).
* Employees required to travel or work away from their head station will be paid for time spent travelling or working (excluding overtime) in excess of (26.11(e)(ii)):
  * their usual hours of work for the day, and
  * the time spent between leaving home and starting duty at their head station and between finishing work and arriving home.
* Employees will not be paid unless the excess time is more than 30 minutes on any one day or two and a half hours in any pay period for employees whose ordinary hours are confined to five days of the week (26.11(e)(iii)).
* No payment will be made for more than five hours in any one day (26.11(e)(iii)).
* Payment rates are (26.11(e)(iv)):
  * 100% of their ordinary rate Monday to Saturday (26.11(e)(iv)(A)),
  * 150% of their ordinary rate on Sunday (26.11(e)(iv)(B)),
  * 150% of their ordinary rate on a public holiday (26.11(e)(iv)(C)),
  * For part-time employees working less than five days per week, excess travelling time is calculated by multiplying the number of days worked each pay period by 15 minutes (26.11(e)(iv)(D)).
* Travelling time means (26.11(e)(v)):
  * time spent waiting for scheduled transport due to delays,
  * for employees not absent overnight, time spent outside usual hours waiting between arrival at work and commencement, and/or between finishing work and departing on first available transport,
  * time spent travelling on transfer where transfer expenses are allowed except if the transfer involves a promotion with increased pay.
* Travelling time does not include (26.11(e)(vi)):
  * time when an employee performs work while travelling, walking, cycling or driving,
  * travel by train between 10:30 pm and 7:00 am, or
  * travel from one capital city to another when a sleeping berth is provided.
* Employees may be required to proceed directly to a place of work without first going to the head station and may claim excess travelling time if applicable (26.11(e)(vii)).

**Study assistance:**

* Employees approved by Australia Post as students for a course of study or short course may be entitled to full or partial fee reimbursement (26.12).

**Tonnage allowance:**

* Employees required to drive specific motor vehicles will be paid a prescribed allowance per day or part thereof (26.13).

| Vehicle type | Rate per day (as a % of the standard rate) |
| --- | --- |
| Light Rigid Vehicle (Trucks from 4.5 to 13.9 tonnes Gross Vehicle Mass) | 0.00970 |
| Heavy Rigid Vehicle (Trucks exceeding 13.9 tonnes Gross Vehicle Mass) | 0.01910 |
| Articulated Vehicle (Linehaul, wharf work, and heavy rigid/dog trailer combinations) | 0.03310 |
| Road Train (B double combinations) | 0.04485 |

**Dirty cleaning work allowance:**

* Employees performing unusually dirty or offensive cleaning work will be paid an allowance of 0.00654% of the standard rate per day (26.14).

**Divide allowance:**

* Employees required to deliver a portion of a round (not less than 100 delivery points) other than one of the normal three rounds will be paid a divide allowance of 0.01991% of the standard rate per day if classified as (26.15):
  * Postal Delivery Officer;
  * Senior Postal Delivery Officer Grade 1;
  * Senior Postal Delivery Officer Grade 2;
  * Senior Postal Delivery Officer Grade 3.
* Relief employees delivering a portion of 100 delivery points will be paid the divide allowance (26.15(b)).
* Trainee Postal Delivery Officers performing Postal Delivery Officer duties will receive the divide allowance (26.15(c)).

**Gladstone locality allowance:**

* Employees living and working in Gladstone, Queensland, will be paid an allowance of (26.16):
  * 2.57078% of the standard rate per annum if they have one or more dependants (26.16(a)); or
  * 1.32204% of the standard rate per annum if they have no dependants (26.16(b)).

**Industry allowance:**

* Employees, including apprentices, performing work in any listed classification and engaged in Construction Work will be paid an Industry Allowance of 0.07927% of the standard rate per week (26.17(a)) to compensate for disabilities such as (26.17(a)(i-viii)):
  * climatic conditions,
  * physical disadvantages,
  * dusty conditions,
  * muddy conditions,
  * dirty conditions,
  * drippings from poured concrete,
  * working on scaffolds,
  * lack of usual amenities.
* Employees engaged in Maintenance Work or Shop Work performing Construction Work for over two hours will receive the allowance for the entire day (26.17(c)).

**Classifications Eligible for Industry Allowance (26.17(b)):**

* Postal Technical Officer Levels 1 to 7.

**Postal delivery officer functional allowance:**

* Employees required to deliver one or more rounds other than the normal three rounds will receive a functional allowance of 0.01991% of the standard rate per day if classified as (26.18):
  * Postal Delivery Officer;
  * Senior Postal Delivery Officer Grade 2 (non-relief employee);
  * Senior Postal Delivery Officer Grade 3.

**Sorting allowance:**

* Postal Transport Officers who have completed training and perform manual sorting duties using geographical knowledge or other cues will be paid an allowance to raise their daily salary to the equivalent of a Postal Delivery Officer (26.19).

**Special rates allowance:**

* This applies to Technical employees, excluding those classified as Postal Technical Officer Level 9 (26.20(a)).

**Disability allowance 1 (26.20(b)):**

* Employees will be paid an allowance of 0.00180% of the standard rate per hour if required to work (26.20(b)(i-iii)):
  * in unusually offensive conditions,
  * in extreme heat (>46°C) or cold (<0°C) for over one hour,
  * in spray painting outside a booth.

**Disability allowance 2 (26.20(c)):**

* Employees will be paid an allowance of 0.00224% of the standard rate per hour if required to work (26.20(c)(i-ii)):
  * with offensive materials (e.g., asbestos, hot bitumen),
  * in confined spaces.

**Special rates not cumulative (26.20(d)):**

* The highest special rate allowance will be paid if multiple disabilities exist, except for allowances for cold places, confined spaces, dirty work, height work, hot places, or wet places, which are cumulative.

**Special rates allowance during periods of leave (26.20(e)):**

* The allowances set out in 26.20(b) and 26.20(c) are not payable during leave periods.

Allowances

**Adjustment to Standard Rate:**

* When there is an adjustment to the standard rate, each expense-related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor is the percentage movement in the applicable index figure most recently published by the ABS since the last adjustment of the allowance (27.1).

**Applicable Index Figure:**

* The applicable index figure is the one published by the ABS for the Eight Capitals Consumer Price Index (Cat No. 6401.0) (27.2).

| Allowance | Applicable CPI figure |
|-----------|------------------------|
| Overtime Meal Allowance | Take away and fast foods sub-group |

**27.1** At the time of any adjustment to the standard rate, each expense related allowance
will be increased by the relevant adjustment factor. The relevant adjustment factor for


-----


this purpose is the percentage movement in the applicable index figure most recently
published in the ABS since the allowance was last adjusted.

**27.2** The applicable index figure is the index figure published by the ABS for the Eight
Capitals Consumer Price Index (Cat No. 6401.0), as follows:

|Allowance|Applicable CPI figure|
|---|---|
|Overtime Meal Allowance|Take away and fast foods sub-group|

Adjustment of Expense Related Allowances

**Payment of salaries:**

* Employees must be paid their salaries fortnightly (28.1).
* Salaries will be paid by electronic funds transfer to the bank or financial institution nominated by the employee or by cheque to the employee’s home address (28.2).
* Australia Post must immediately pay all money due to an employee who leaves or is dismissed. In the event of an employee's death, payments may be made to the employee’s dependents or legal personal representative (28.3).

**28.1** Employees must be paid their salaries fortnightly.

**28.2** Salaries will be paid by electronic funds transfer into the bank or financial institution
nominated by the employee or cheque to the employee’s home address.

**28.3** Notwithstanding anything contained in this clause, Australia Post must pay to an
employee who leaves or is dismissed all money due to the employee immediately.
Where an employee dies, Australia Post may pay all money due to the employee’s
dependents or their legal personal representative.

Payment of Salaries

**Superannuation legislation:**

* The NES and superannuation legislation, such as Superannuation Guarantee (Administration) Act 1992, Superannuation Guarantee Charge Act 1992, Superannuation Industry (Supervision) Act 1993, and Superannuation (Resolution of Complaints) Act 1993, govern the superannuation rights and obligations of employers and employees (29.1(a)).
* The rights and obligations in clause 29 supplement those in superannuation legislation and the NES (29.1(b)).
* For the purpose of clause 29, ‘employer MySuper product’ and ‘MySuper product’ have the meanings given by section 23A of the Fair Work Act 2009 (29.1(c)).

**Employee's choices:**

* Employees generally have the option to choose their own superannuation fund (note under 29.1).
* If a new employee does not choose a fund, the employer must ask the ATO if the employee is an existing member of a stapled fund. If so, contributions must be made to that stapled fund (note under 29.1).
* If an employee does not choose a fund and does not have a stapled fund, contributions made to a superannuation fund nominated in the award will satisfy the employer's obligations, provided the fund can accept contributions for the employee (note under 29.1).
* A fund may not be able to accept contributions if its MySuper product is closed to new members due to failing APRA's performance tests for 2 consecutive years (note under 29.1).

**Employer contributions:**

* Australia Post must make superannuation contributions at a level that avoids incurring a superannuation guarantee charge under legislation (29.2).

**Voluntary employee contributions:**

* An employee can authorise Australia Post in writing to pay a specified amount from their post-tax salary into the same superannuation fund (29.3(a)).
* The amount can be adjusted by the employee with three months’ written notice, effective from the first day of the pay period after the notice (29.3(b)).
* Australia Post must pay the authorised amount within 28 days after the end of the month in which the deduction was made (29.3(c)).

**Default Fund term:**

* Unless required otherwise by superannuation legislation, Australia Post must make superannuation contributions to the Australia Post Superannuation Fund managed by AMP, or a successor fund, provided the fund is a complying superannuation fund offering a generic MySuper product (29.4(a)).
* Other options include:
  * A superannuation fund that offers an employer MySuper product related to Australia Post (29.4(b)).
  * A superannuation fund in which a default fund employee is a defined benefit member (29.4(c)).
  * An exempt public sector superannuation scheme (29.4(d)).
  * A public sector superannuation scheme as defined by legislation, mandatory for Australia Post contributions (29.4(e)).
  * A fund with a transitional authorisation under section 156K of the Fair Work Act 2009 (29.4(f)).

[[Varied by PR771413]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771413.pdf)

**29.1** **Superannuation legislation**

[[29.1 substituted by PR771413 ppc 09Apr24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771413.pdf)

**(a)** The [NES and Superannuation legislation, including the](https://www.fwc.gov.au/documents/awards/resources/nes.pdf) _Superannuation_
_Guarantee (Administration) Act 1992 (Cth), the_ _Superannuation Guarantee_
_Charge Act 1992 (Cth), the_ _Superannuation Industry (Supervision) Act 1993_
(Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deal
with the superannuation rights and obligations of employers and employees.

**(b)** The rights and obligations in clause 29 supplement those in superannuation
[legislation and the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**(c)** For the purpose of clause 29:

**(i)** ‘employer MySuper product’ has the meaning given to it by section 23A
of the Fair Work Act 2009; and

**(ii)** ‘MySuper product’ has the meaning given to it by section 23A of the
_Fair Work Act 2009._

NOTE: Under superannuation legislation:

(a) Individual employees generally have the opportunity to choose their
own superannuation fund.


-----


(b) If a new employee does not choose a superannuation fund, the
employer must ask the Australian Taxation Office (ATO) whether
the employee is an existing member of a stapled superannuation fund
and, if stapled fund details are provided by the ATO, make
contributions to the stapled fund.

(c) If an employee does not choose a superannuation fund and does not
have a stapled fund, the choice of superannuation fund requirements
will be satisfied by contributions made to a superannuation fund
nominated in the award covering the employee, provided the fund is
able to accept contributions for the benefit of the employee.

(d) A fund may not be able to accept contributions for the benefit of an
employee if the employee would be a new member of the fund’s
MySuper product and the MySuper product is closed to new
members because it has failed the performance tests of Australian
Prudential Regulation Authority (APRA) for 2 consecutive years.

**29.2** **Employer contributions**

Australia Post must make superannuation contributions to a superannuation fund, for
the benefit of each employee, at a level which will avoid Australia Post being required
to pay the superannuation guarantee charge under superannuation legislation in
relation to that employee.

**29.3** **Voluntary employee contributions**

**(a)** Subject to the governing rules of the relevant superannuation fund, an employee
may, in writing, authorise Australia Post to pay on behalf of the employee a
specified amount from the post-taxation salary of the employee into the same
superannuation fund as Australia Post makes the superannuation contributions
provided for in clause 29.2.

**(b)** An employee may adjust the amount the employee has authorised Australia Post
to pay from the wages of the employee, from the first day of the pay period
commencing on or after the giving of three months’ written notice to Australia
Post.

**(c)** Australia Post will pay the amount authorised under clauses 29.3(a) or 29.3(b),
no later than 28 days after the end of the month in which the deduction authorised
under clauses 29.3(a) or 29.3(b) was made.

**29.4** **Default Fund term**

[[29.4 varied by PR771413 ppc 09Apr24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771413.pdf)

Unless, to comply with superannuation Australia Post is required to make the
superannuation contributions provided for in clause 29.2 to another superannuation
fund, Australia Post must make the superannuation contributions provided for in clause
29.2 and pay any amount authorised under clauses 29.3(a) or 29.3(b) to one of the
following superannuation funds or its successor, provided that, in respect of new
employees, the fund is able to accept new beneficiaries:


-----


**(a)** the Australia Post Superannuation Fund (defined contribution) maintained by
AMP (or a successor fund which is a complying superannuation fund and which
offers a generic MySuper product);

**(b)** a superannuation fund that offers an employer MySuper product that relates to
Australia Post;

**(c)** a superannuation fund in relation to which a default fund employee is a defined
benefit member;

**(d)** a superannuation fund that is an exempt public sector superannuation scheme;

**(e)** a superannuation fund that is a public sector superannuation scheme as defined
[by the Superannuation Industry (Supervision) Act, and a law of a State requires](http://www.legislation.gov.au/Series/C2009A00028)
Australia Post to make contributions to for the benefit of the employee; or

**(f)** a superannuation fund in relation to which a transitional authorisation is in
operation under section 156K of the Fair Work Act 2009.

## Part 5—Hours of Work and Related Matters

Superannuation

Salary Rates, Classifications and Related Matters

**Ordinary hours of work (General):**

* Ordinary hours of work must not exceed 36.75 hours per week or an average of 36.75 hours over the period of an agreed roster cycle, except as provided under clauses 30 and 32 - Shiftwork (30.1).

**Daily hours of ordinary duty:**

* Daily hours of ordinary duty must not exceed 7 hours 21 minutes, except for Operational and Technical Group employees on a reduced number of attendances, where the daily hours will not exceed 8 hours and 10 minutes (30.2).

**Ordinary hours of work—Postal Services Group employees:**

* Applies to employees within Postal Services Group classifications in clause 23.1 (30.3(a)).
* Ordinary hours of retail employees will be 36.75 hours per week Monday to Friday (30.3(b)).
  * Australia Post can roster employees for weekend duty and outside 8.00 am to 6.00 pm (30.3(b)(i)).
  * Employees will not be rostered for ordinary duty on more than five days in any seven-day period (30.3(b)(ii)).
  * Employees rostered for ordinary duty from 6.30 am to 8.00 am on Monday to Friday will receive a penalty rate of 50% of their ordinary rate for the time worked between those hours (30.3(b)(iii)).
  * Employees may work a reduced number of attendances over a cycle of weeks with Australia Post’s agreement, averaging 36.75 hours per week (30.3(b)(iv)).

**Ordinary hours of work—Technical Group employees:**

* Applies to employees within Technical Group classifications in clause 23.1 (30.4(a)).
* Employees working more than one hour per day in unusually cramped, distressing or unhealthy conditions will have their ordinary hours of work for that day reduced by 30 minutes. This includes work in tunnels, under floors, in lift wells, on overhead equipment close to ceilings, inside and under mail processing equipment, and behind switchboards (30.4(b)).
* Reduced hours on one day will not increase ordinary hours on other days (30.4(b)).

**Ordinary hours of work—Postal Delivery Officers:**

* Ordinary hours for full-time Postal Delivery Officers will be 36.75 hours per week, typically spread as 8 hours on Monday, 7 hours on Tuesday, Wednesday, and Thursday, and 7.75 hours on Friday (30.5(a)).
* An 8 hour or 7.75 hour day may be substituted for any day other than Monday or Friday, respectively, if operations necessitate it (30.5(b)).
* Existing employees who were Postal Sorting Officers with 7 hours and 21 minutes of daily duty will retain these hours (30.5(c)).

**Spread of ordinary hours:**

* Applies to employees in Administrative/Professional and Technical classifications in clause 23.1, other than shift workers (30.6).
  * Administrative/Professional employees’ ordinary hours will be between 8.00 am and 6.00 pm, Monday to Friday (30.6(a)).
  * Technical employees’ ordinary hours will be between 7.00 am and 6.00 pm, Monday to Friday (30.6(b)).

**Flexible Hours:**

* Applies to employees within Administrative/Professional classifications in clause 23.1 (30.7(a)).
* Flexible Working Hours Scheme should be available where work routines are not entirely dependent on customer/work flows or operational requirements (30.7(b)).
* Scheme operation must consider Australia Post’s operation and business needs while still allowing significant employee control over starting and finishing times (30.7(c)).
* The scheme should include arrangements for standard day, span of hours, core times, settlement period, flex periods, flex credits and debits, and core time leave (30.7(d)).
* Times for commencement and cessation of duty, including meal breaks, must be agreed upon by the manager and employee (30.7(e)).
* Definitions for core time, core time leave, flex credit, flex debit, flex period, settlement period, and standard day are provided for the Flexible Working Hours Scheme (30.7(f)).

**30.1** Except as otherwise provided under clause 30 and clause 32 - Shiftwork, the ordinary
hours of work shall not exceed 36.75 hours per week, or an average of 36.75 hours
over the period of an agreed roster cycle.

**30.2** Except as otherwise provided under clause 30 and clause 32 - Shiftwork, the daily
hours of ordinary duty will not exceed 7 hours 21 minutes, except where work is
performed by Operational and Technical Group employees with a reduced number of
attendances, in which case the daily hours of ordinary duty will not exceed hours and
10 minutes.

**30.3** **Ordinary hours of work—Postal Services Group employees**

**(a)** This clause applies to employees within the Postal Services Group classifications
in clause 23.1 of this award.

**(b)** The ordinary hours of duty of retail employees will be 36.75 per week Monday
to Friday, provided that:

**(i)** Australia Post will be permitted to roster employees for weekend duty and
other than within the limits of 8.00 am and 6.00 pm;

**(ii)** no employee will be rostered for ordinary duty on more than five days in
any seven day period;

**(iii)** an employee rostered for ordinary duty between 6.30 am and 8.00 am

Monday to Friday will receive a penalty of 50% of their ordinary rate for
the time worked between those hours;


-----


**(iv)** an employee may, with Australia Post’s agreement, work a reduced

number of attendances over a cycle of weeks, provided that the hours of
duty over those weeks will average 36.75 hours per week.

**30.4** **Ordinary hours of work—Technical Group employees working in unusual**
**conditions**

**(a)** This clause applies to employees within the Technical Group classifications in
clause 23.1 of this award.

**(b)** An employee who works for more than one hour per day in conditions which in
the opinion of the employee’s supervisor are unusually cramped, distressing or
unhealthy, for example:

**(i)** in a tunnel;

**(ii)** under floors;

**(iii)** in lift wells;

**(iv)** on overhead equipment close to ceilings;

**(v)** inside and under mail processing equipment; and

**(vi)** behind switchboards, etc,

will have their ordinary hours of work for that day reduced by 30 minutes. Where
such a reduction occurs, the employee’s ordinary hours of work on other days
will not be increased.

**30.5** **Ordinary hours of work—Postal Delivery Officers**

**(a)** Subject to clauses 30.5(b) and 30.5(c), the ordinary hours of duty of full-time
employees classified as Postal Delivery Officers under clause 23.1 of this award
will be 36.75 hours per week to be worked 8 hours on Monday, 7 hours on
Tuesday, Wednesday and Thursday, and 7.75 hours on Friday.

**(b)** Where operational requirements necessitate the working of an 8 hour or
7.75 hour day regularly on any day other than Monday or Friday respectively,
that day may be substituted for the Monday or Friday specified in clause 30.5(a).

**(c)** Where an employee was employed as a Postal Sorting Officer immediately prior
to the incorporation of that classification into the Postal Delivery Officer
Classification under the _Australia Post Operations Award 1999, and_
immediately prior to that date the employee’s daily hours of duty were 7 hours
and 21 minutes, such ordinary hours of duty will be retained.

**30.6** **Spread of ordinary hours**

The ordinary hours of work of employees in the Administrative/Professional
classifications set out in clause 23.1 of this award and employees in the Technical
classifications set out in clause 23.1 of this award, other than for shift workers, shall
be worked from Monday to Friday:

**(a)** 8.00 am and 6.00 pm, in respect of Administrative/Professional employees; and


-----


**(b)** 7.00 am and 6.00 pm, in respect of Technical employees.

**30.7** **Flexible Hours**

**(a)** This clause applies to employees within the Administrative/Professional
classifications in clause 23.1 of this award.

**(b)** The Flexible Working Hours Scheme shall be made available to employees
where work routines are not entirely dependent on customer/work flows or
operational requirements.

**(c)** The operation of the Flexible Hours Working Scheme shall take account of the
operation and business needs of Australia Post and its employees. These needs
will still allow employees to have significant control over their starting and
finishing times.

**(d)** The Flexible Working Hours Scheme will operate consistent with the provisions
of clause 30.7, containing arrangements for the standard day, span of hours in
accordance with clause 30.1, and including matters dealing with core times,
settlement period, flex periods, flex credits and debits, and core time leave.

**(e)** The times of commencement and cessation of duty, including meal breaks, will
be subject to agreement between the manager and the employee. An employee’s
attendance outside the hours of a standard day but within the span of hours will
be subject to the availability of work and the approval of the employee’s
manager.

**(f)** The following definitions apply for the purposes of the Flexible Working Hours
Scheme under clause 30.7:

**(i)** **core time means the periods during the day when an employee will**
perform ordinary duty unless absent on approved leave or core time leave;

**(ii)** **core time leave means any approved absence during core time other than**
approved leave, and may be used for up to a maximum of two full core
times during the settlement period;

**(iii)** **flex credit means the accumulated amount of time worked by an employee**

in excess of the standard days in the settlement period, including any carry
over, but does not include time worked as overtime;

**(iv)** **flex debit means the difference between the sum of the standard days in a**

settlement period and the aggregate amount of time worked by an
employee where the total time worked is less than the sum of the standard
days in the settlement period after any necessary adjustment has been made
for any absence on approved leave and includes any carry over;

**(v)** **flex period means the periods during the day when an employee’s hours**
of duty and times of attendance may be varied;

**(vi)** **settlement period means the ordinary working days over which**

calculations are made to determine flex credit or flex debit carry over; and


-----


**(vii)** **standard day means the ordinary hours of work per day as provided by**

clause 30.2.

Ordinary hours of work (other than for shiftworkers)

**Reasonable overtime:**

* Australia Post may require an employee to work reasonable overtime (31.1(a)).
* An employee may refuse to work overtime if it results in unreasonable hours considering health and safety, personal circumstances, workplace needs, notice given, and other relevant matters (31.1(b)).

**Payment for working overtime:**

* Does not apply to shiftworkers or employees at Administrative Officer Level 6 or Postal Manager Grade 3 (31.2(a)).
* Full-time employees will be paid:
  * 150% of their ordinary rate for the first 3 hours and 200% thereafter on Monday to Saturday (31.2(b)(i)).
  * 200% of their ordinary rate on Sunday (31.2(b)(ii)).
  * 250% of their ordinary rate on public holidays (31.2(b)(iii)).
* Part-time employees’ overtime is paid at the same rate as full-time employees. Hours in excess of agreed hours but not attracting overtime will be paid at ordinary rate (31.2(c)).
* Casual employees working more than 7 hours 21 minutes in a day receive the same rate as full-time employees on that day (31.2(d)).
* Ordinary rate for overtime includes higher duties allowance or any allowance based on salary (31.2(e)).
* Overtime is calculated daily (31.2(f)).
* The formula for hourly rate of overtime is (A ÷ 313 x 6 ÷ 36.75) x P where A is annual salary and P is the prescribed rate (31.2(g)).

**Technical Group Employees:**

* Technical Group Employees are paid double time for overtime between 11:00 p.m. and 7:00 a.m. (31.3).

**Minimum Overtime Payment:**

* Minimum payment for overtime not continuous with ordinary duty is for four hours at the prescribed rate except for part-time employees with less than four hours of duty on that day (31.4(a)).
* Meal breaks are disregarded for the purpose of this clause (31.4(b)).
* Overtime spanning midnight is regarded as one attendance for minimum payment purposes, with calculations at the higher rate if applicable (31.4(c)).
* An employee required to remain contactable for work outside ordinary hours is paid a minimum of one hour if not recalled to the workplace, or three hours if recalled (31.4(d)). A limit exists on overtime remuneration if duty is performed more than once (31.4(d)(ii)).

**Overtime to restore essential services:**

* Overtime for restoring essential services must be paid in accordance with clause 31.9 – Restriction duty (31.5).

**Emergency Duty:**

* Payment at 200% of ordinary rate for emergency duty without prior notice of call, including travel time (31.6(a)-(b)).
* Minimum payment for emergency duty is two hours (31.6(c)).
* Rest relief applies only if actual time worked is at least two hours (31.6(d)).

**Time off instead of overtime payment:**

* Time off instead of payment for overtime is allowed if elected by the employee and agreed by Australia Post (31.7(b)).
* Time off equates to the overtime rate and must be taken at a mutually convenient time (31.7(c)-(d)).
* If a full day is worked on Sunday, a day off during the following six days should be granted where practicable, with Sunday attendance paid at the ordinary rate (31.7(e)).

**Make-up time:**

* Employees can work make-up time, taking time off during ordinary hours and making it up later at ordinary rates, with Australia Post’s consent (31.8).

**Restriction Duty:**

* Australia Post may direct an employee to be contactable and available for extra duty outside ordinary hours, entitling them to payment under specific conditions (31.9(a)).
* Administrative Officer Level 6 or Postal Manager Level 3 employees require approval to be eligible (31.9(b)(i)).
* Recalled duty while restricted is not covered under clause 31.6 (31.9(b)(ii)).
* Rates for restricted duty are 7.5% of ordinary rate for weekdays, 10% for weekends, and 15% for public holidays and rostered days off (31.9(c)(i)-(iii)).
* Salary for calculating the allowance includes higher duties or any other relevant allowances (31.9(d)).
* Formula for hourly rate is (A ÷ 313 x 6 ÷ 36.75) x P where A is annual salary and P is the percentage prescribed (31.9(e)).
* Paid restrain time excludes periods where other payments are applicable like overtime (31.9(f)-(g)).
* For travel during restriction duty, relevant restriction allowance is paid if not eligible for Excess Travelling Time (31.9(h)).

**31.1** **Reasonable overtime**

**(a)** Subject to clause 31.1(b), Australia Post may require an employee to work
reasonable overtime in accordance with the provision of this clause.

**(b)** An employee may refuse to work overtime in circumstances where the working
of such overtime would result in the employee working hours which are
unreasonable having regard to:

**(i)** any risk to employee health and safety;


**(ii)** the employee’s personal circumstances including any family

responsibilities;

**(iii)** the needs of the workplace or enterprise.

**(iv)** the notice (if any) given by the employer of the overtime and by the

employee of his or her intention to refuse it; and

**(v)** any other relevant matter.

**31.2** **Payment for working overtime**

**(a)** This clause does not apply to shiftworkers or employees being paid at the level
of Administrative Officer Level 6 or Postal Manager Grade 3.

**(b)** Hours worked by full-time employees in excess of the ordinary hours of work or
outside the spread of ordinary hours fixed in clause 30.6 will be paid at the rate
of:

**(i)** 150% of their ordinary rate for the first three hours and 200% of their
ordinary rate thereafter on Monday to Saturday inclusive; and

**(ii)** 200% of their ordinary rate on a Sunday; and


**(iii)** 250% of their ordinary rate on a public holiday under clause 36 – Public

holidays.

**(c)** Hours worked by part-time employees in excess of 7 hours 21 minutes on any
day or on more than five days in any week will be paid at the rate applicable to
full-time employees on that day in clause 31.2(b). Hours worked by part-time
employees in excess of the agreed hours in clause 16.3 or as varied under clause
16.4 and 16.5 but which do not attract payment for working overtime, will be
paid at the employee’s ordinary rate of pay.

**(d)** Hours worked by casual employees in excess of 7 hours 21 minutes on any day
will be paid at the rate applicable to full-time employees on that day in clause
31.2(b).


-----


**(e)** An employee’s ordinary rate of pay for the purpose of calculating payment for
overtime includes higher duties allowance or any allowance based on salary
under this award.

**(f)** Overtime is calculated on a daily basis.

**(g)** The hourly rate for overtime payment is ascertained by the following formula:

**(A ÷ 313 x 6 ÷ 36.75) x P**

Where:

-  A is the annual salary; and

-  P is the prescribed rate.

**31.3** **Technical Group Employees**

Payment for overtime for Technical Group Employees will be subject to the conditions
prescribed in clause 31, except that Technical Group Employees will be paid at the
rate of double time for all overtime duty performed between 11.00 p.m. on one day
and 7.00 a.m. on the next day.

**31.4** **Minimum Overtime Payment**

**(a)** **Four Hour Minimum**

Subject to this clause, where an employee is required to perform overtime duty,
and such duty is not continuous with ordinary duty, the minimum overtime
payment payable for each separate overtime attendance is for four hours at the
prescribed overtime rate. An exception to the minimum overtime payment
payable applies to a part-time employee whose ordinary hours of duty for that
day are less than four hours, in which case the minimum extra payment is the
prescribed ordinary hours of duty for that day.

**(b)** **Meal Breaks Disregarded**

For the purpose of this clause, meal breaks are disregarded.

**(c)** **Duty after Midnight**

Where an overtime attendance not continuous with ordinary duty, involves duty
both before and after midnight, it is regarded as one attendance for minimum
payment purposes. Where a higher overtime rate applies on one of the days, the
minimum payment is calculated at the higher rate.

**(d)** **Restriction**

**(i)** An employee, who is required to remain contactable and available to
perform duty outside ordinary hours of duty and is required to actually
perform such duty, is paid overtime in accordance with this clause subject
to the following minimum payments:

**(A)** where not recalled to the work place, a minimum payment of one

hour applies; and


-----


**(B) where recalled to the workplace, a minimum payment of three hours**

applies.

**(ii)** Provided that where duty is performed more than once, the minimum
overtime payment provisions of 31.4(d)(i)0 and 31.4(d)(i)0 do not operate
to increase an employee’s overtime remuneration beyond that which
would have been received had the employee remained on duty from the
commencing time of duty on one attendance to the ceasing time of duty on
a subsequent attendance.

**31.5** **Overtime to restore essential services**

An employee required by Australia Post to perform work away from their usual place
of employment outside ordinary hours of work to restore essential services in
emergency circumstances either by using a remote computer terminal or by providing
technical advice over the telephone will be paid in accordance with clause 31.9 –
Restriction duty.

**31.6** **Emergency Duty**

**(a)** **Eligibility**

Where an employee is called on duty to meet an emergency at a time when the
employee would not ordinarily have been on duty, and no notice of such call was
given prior to ceasing duty, the employee shall be paid for such emergency duty
at the rate of 200% of their ordinary rate.

**(b)** **Travel Time Included**

The time for which payment shall be made shall include time necessarily spent
in travelling to and from duty.

**(c)** **Minimum Payment**

The minimum overtime payment provisions in 31.1 do not apply to emergency
duty. The minimum payment for emergency duty shall be for two hours at 200%
of their ordinary rate.

**(d)** **Rest Relief**

The rest relief after overtime provisions 33.2 apply to overtime worked in the
circumstances covered by emergency duty 31.6 only where the actual time
worked (excluding travelling time) is at least two hours on each call.

**31.7** **Time off instead of overtime payment**

**(a)** This clause applies to employees who are eligible for payment for working
overtime.

**(b)** Time off instead of payment for overtime may be provided if an employee so
elects and it is agreed to by Australia Post.

**(c)** Such time off will be taken at a mutually convenient time and within agreed
timeframes.


-----


**(d)** Time off instead of payment for overtime will equate to the overtime rate (i.e. if
the employee works one hour of overtime and elects to take time off instead of
payment the time off would be equal to one and a half hours or, where the rate
of pay for overtime is double time, two hours).

**(e)** Where an employee is required to perform a full day’s work on a Sunday in
addition to the prescribed ordinary hours of work for the week, the employee is
to be granted a day off during the following six days where practicable. In such
cases, the payment for Sunday attendance is at the ordinary rate of pay instead
of the overtime rate of pay.

**31.8** **Make-up time**

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

**31.9** **Restriction Duty**

**(a)** Australia Post may direct an employee to be contactable and available to perform
extra duty outside the employee’s ordinary hours of duty, subject to payment
under this sub-clause.

**(b)** Payment will be subject to the following conditions:

**(i)** except with the approval of Australia Post, employees employed in
classifications of Administrative Officer Level 6 or Postal Manager
Level 3 are not eligible to receive payment;

**(ii)** the provisions of 31.6 will not apply where an employee is recalled to duty
while restricted.

**(c)** An employee who is required to remain contactable and available to perform
extra duty outside the employee’s ordinary hours of duty will, subject to 31.9(b),
be paid an allowance:

**(i)** at a rate of 7.5% of their ordinary rate for each hour restricted Monday to
Friday;

**(ii)** at a rate of 10% of their ordinary rate for each hour restricted Saturday and
Sunday;

**(iii)** at a rate of 15% of their ordinary rate for each hour restricted on public

holidays and rostered days off;


**(iv)** a rostered day off in this clause is a day which has been accrued by an

employee on a Reduced Attendance Roster and is not a day off that is
rostered for a shift worker as part of the pattern of work.

**(d)** An employee’s salary for the purpose of calculation of the allowance under
31.9(c) includes:

**(i)** higher duties allowance; or


-----


**(ii)** the normal salary applicable to the position, the occupant of which is
required to be restricted, whichever is the higher; and

**(iii)** any other allowances in the nature of salary.

**(e)** The hourly rate of payment will be calculated as follows:

**(A ÷ 313 x 6 ÷ 36.75) x P**

Where:

-  A is the annual salary; and

-  P is the % of their ordinary rate prescribed in clause 31.9(c).

**(f)** The allowance payable under this sub-clause is payable for each hour or part
hour during which the employee is restricted outside the employee’s ordinary
hours of duty.

**(g)** Any part of a period of restriction for which the employee receives another
payment, for example a period when overtime or excess travelling time
payments are made, will not be included in the period of restriction for
calculating payments under 31.9(c).

**(h)** The provisions of clause 26.11(e) - Excess Travelling Time apply to an employee
who is in a restriction situation for travelling time involved in a recall to duty.
Where an employee in a restriction situation is not eligible for Excess Travelling
Time for the time spent in travelling for a recall to duty, the relevant restriction
allowance payable under 31.9(c) will be paid for the time spent in travelling.

Overtime

**Ordinary hours of work:**

* Shiftworkers' ordinary hours must not exceed 36.75 hours per week or an average of those hours over a shift cycle (32.1(a)).
* Technical Group employees can be rostered up to 9 ordinary hours a day except Saturdays, where the maximum is 10 hours (32.1(b)).
* Technical Group employees can be rostered for a minimum of 7 ordinary hours in any day (32.1(c)).

**Relief Duty:**

* Technical Group employees rostered to cover for others on leave or duty off in lieu of Sunday duty will be on straight day duty when not needed for relief (32.2).

**Shiftwork penalties:**

* An employee working between 6:00 pm and 6:30 am will be paid an additional 15% of their ordinary rate for the whole shift (32.3(a)).
* Full-time employees working continuously for over four weeks between 6:00 pm and 8:00 am will receive an additional 30% of their ordinary rate (32.3(b)).
* Part-time employees working for over four weeks between 9:00 pm and 6:30 am will receive an additional 30% of their ordinary rate (32.3(c)).
* Employees working between Friday midnight and Saturday midnight will be paid at 150% of their ordinary rate (32.3(d)).
* Employees working between Saturday midnight and Sunday midnight will be paid at 200% of their ordinary rate (32.3(e)).
* Employees other than those classified as Administrative Officer Level 6 or Postal Manager Grade 3 working on public holidays will receive 250% of their ordinary rate (32.3(f)).

**Facilitative Arrangements:**

* For Technical Group employees, provisions can be changed by mutual agreement between Australia Post and a majority of affected employees if operational or social needs aren't met (32.4).

**Additional payments not cumulative:**

* Additional payments in clause 32.3 are not counted in overtime computation or any salary-based allowances, and are not paid with other penalty payments under this Award (32.5).

**Additional payments during training courses:**

* Employees attending training courses as directed by Australia Post will receive additional payments outlined in clause 32.3 (32.6).

**Additional payments during annual leave:**

* Employees on annual leave will still receive payments for work they would have performed, other than work on a public holiday (32.3), had they not been on leave (32.7).

**Exchange of Shifts/Substitute Employee:**

* Employees may exchange shifts or days off, or work for another employee, with managerial approval (32.8(a)).
* Employees with conscientious objections to working on religious observance days may apply for permission to provide a substitute employee (32.8(b)).

**Stretch of Shift:**

* Employees whose duty exceeds 10 hours (Mail Officers classification) or 12 hours (other classifications) will be paid at ordinary rates beyond those periods (32.9(a)).
* Postal Delivery Officers starting before 6:00 am and working more than 11 hours also receive additional payment for excess time worked (32.9(b)).

**Interval Between Shifts:**

* Shifts must be arranged to ensure a minimum 10-hour break between shifts (32.10(a)).
* This rule does not apply in emergencies or regular shift changes as certified by the officer-in-charge (32.10(b)).

**Duty on a Public Holiday:**

* Minimum extra payment for ordinary duty on a public holiday is four hours per attendance. Exceptions include restriction situations or part-time employees' usual hours being less than four hours (32.11(a)(i)).
* Meal periods do not count as separate shifts for minimum payment purposes, and consecutive duty periods across meal times are counted as one shift (32.11(a)(ii)).

**Christmas and Substitute Holiday:**

* If 25 December falls on a weekend and a substitute day is given, employees working on both days will get holiday rates only for 25 December, with the substitute day paid per regular Saturday, Sunday, or overtime rates as applicable (32.12).

**Overtime for Shiftworkers:**

* Shiftworkers are those working alternating/rotating shifts or constant shifts involving regular duty post-1:00 pm Saturdays (32.13(a)).
* Overtime rates are: 150% for the first three hours and 200% thereafter on weekdays (32.13(b)(i)); 200% on Saturdays and Sundays (32.13(b)(ii)); and 250% on public holidays (32.13(b)(iii)).

**32.1** **Ordinary hours of work**

**(a)** The ordinary hours of work for shiftworkers shall not exceed 36.75 hours per
week or an average of 36.75 hours over the period of a cycle of shifts.

**(b)** Employees within the Technical Group classifications in clause 23.1 of this
award may be rostered to work up to a maximum of nine ordinary hours in any
day except Saturday. On Saturdays, the maximum period of ordinary duty will
be 10 hours.

**(c)** Employees within the Technical Group classifications in clause 23.1 of this
award may be rostered to work a minimum of seven ordinary hours in any day.

**32.2** **Relief Duty**

Technical Group Employees who are rostered for the relief of other employees absent
on approved leave or employees rostered off duty in lieu of Sunday duty will be
employed on straight day duty when not required for relief duty


-----


**32.3** **Shiftwork penalties**

**(a)** An employee performing ordinary work on a shift in whole or in part between
the hours of 6.00 pm and 6.30 am will be paid an additional payment of 15% of
their ordinary rate for the whole shift.

**(b)** A full-time employee performing ordinary work continuously for a period of
more than four weeks on a shift between the hours of 6.00 pm and 8.00 am will
be paid an additional payment of 30% of their ordinary rate for the whole shift.

**(c)** A part-time employee performing ordinary work for a period of more than four
weeks on a shift between the hours of 9.00 pm and 6.30 am will be paid an
additional payment of 30% of their ordinary rate for the whole shift.

**(d)** An employee performing ordinary work on a shift between midnight on Friday
and midnight on Saturday will be paid at the rate of 150% of their ordinary rate.

**(e)** An employee performing ordinary work on a shift between midnight on Saturday
and midnight on Sunday will be paid at the rate of 200% of their ordinary rate.

**(f)** An employee other than an employee classified as Administrative Officer Level
6 or Postal Manager Grade 3 performing ordinary work on a day which is a
public holiday under clause 36 – Public holidays will be paid at the rate of 250%
of their ordinary rate.

**32.4** **Facilitative Arrangements**

For Technical Group Employees, in cases where the provisions of this clause do not
fully satisfy either operational or social needs of employees, the provisions of this
clause may be varied by mutual agreement between Australia Post and the majority of
employees affected by the change.

**32.5** **Additional payments not cumulative**

The additional payments prescribed by clause 32.3 will not be taken into account in
the computation of overtime or in the determination of any allowance based upon
salary, nor will they be paid with respect to any shift for which any other form of
penalty payment is made under this Award.

**32.6** **Additional payments during training courses**

The additional payments in clause 32.3 will be paid in respect of any work which an
employee would have performed had the employee not been in attendance at a training
course at the direction of Australia Post.

**32.7** **Additional payments during annual leave**

The additional payments in clause 32.3 will be paid in respect of any work (other than
work on a public holiday under clause 36 – Public holiday) which an employee would
have performed had the employee not been on approved annual leave in accordance
with clause 34.


-----


**32.8** **Exchange Of Shifts/Substitute Employee**

**(a)** **Exchange of Shifts**

An employee is allowed to exchange duties or shifts or days off, or to perform
duty for another employee, with the approval of the manager.

**(b)** **Substitute Employee**

An employee who has conscientious scruples against attending for duty on a day
of religious observance may apply for permission to furnish a substitute
employee.

**32.9** **Stretch of Shift**

**(a)** Employees whose ordinary hours of duty, broken or unbroken, exceeds 10 hours
in the case of employees within the Mail Officers classifications in clause 23.1
of this award, or 12 hours in the case of other employees shall be paid at ordinary
rates of pay, in addition to salary, (but not in addition to overtime) for all time
actually worked beyond the said period of 10 or 12 hours as the case may be.

**(b)** Provided that in cases where Postal Delivery Officers begin work before 6.00 am
and their stretch of shift exceeds 11 hours, the additional payment shall be made
in respect of all time actually worked in excess of the said 11 hours.

**32.10** **Interval Between Shifts**

**(a)** Shifts shall be arranged so that an employee has a minimum break of 10 hours
continuously off duty between shifts.

**(b)** Provided that this clause will not operate in cases of emergency certified by the
officer-in-charge and notified to the employees concerned by posting up the
same in some convenient place, nor in cases of regular change over of shifts.

**32.11** **Duty on a Public Holiday**

**(a)** **Minimum payment**

**(i)** The minimum extra payment payable for ordinary duty on a public holiday
for each separate attendance will be for four hours. The exceptions to this
are where employees are in any restriction situation, when the minimum
extra payment will be for 3 hours; or where employees are part-time and
the prescribed normal hours of duty for that day are less than 4 hours, in
which case the minimum extra payment is the prescribed hours. Where
more than one attendance is involved, the minimum payment provisions
payable under this clause will not exceed the amount that would have been
payable if the employee had remained on duty from the commencing time
of duty on the previous attendance to the ceasing time of duty on a
subsequent attendance.

**(ii)** For the purposes of clause 32.11:

**(A) duty broken by a meal period shall not constitute more than one**

attendance; and


-----


**(B) the minimum extra payment shall not be applicable to holiday**

ordinary duty which, disregarding meal periods, is continuous with
ordinary duty occurring on the day preceding or on the day
succeeding the holiday.

**32.12** **Christmas and Substitute Holiday**

Where 25 December falls on a Saturday or Sunday and another day is provided as a
substitute holiday under the provisions of 36.4(a), an employee who works on both 25
December and the substitute day will only be paid at the holiday rate for duty on 25
December. The payment for duty on the substitute day will be in accordance with
clause 32.3(d) - Saturday ordinary duty, 32.3(e) - Sunday ordinary duty or 31 Overtime, as appropriate.

**32.13** **Overtime**

**(a)** For the purposes of clause 32.13, **shiftworker means an employee who is**
rostered on:

**(i)** alternating or rotating shifts or a constant shift involving regular ordinary
duty after 1.00 pm on Saturday;

**(ii)** a shift which, but for it being worked continuously with the approval of
Australia Post or to suit Australia Posts’ convenience, would fall within
32.13(a)(i).

**(b)** Hours worked by a shiftworker in excess of the ordinary hours of work fixed
under clause 32.1 will be paid at the rate of:

**(i)** 150% of their ordinary rate for the first three hours and 200% of their
ordinary rate thereafter on Monday to Friday inclusive; and

**(ii)** 200% of their ordinary rate on a Saturday and a Sunday; and

**(iii)** 250% of their ordinary rate on a public holiday under clause 36 – Public

holidays.

Shiftwork

**Meal break:**

* Employees must not work more than five hours continuously without a meal break of at least 30 minutes and no more than 75 minutes (33.1(a)).
* By agreement, a meal break longer than 75 minutes or working up to six hours without a meal break can be arranged (33.1(a)(i)-(ii)).
* If an employee is required to work more than five hours, a meal break must be granted (33.1(a)(iii)).
* Technical Group Employees must have a meal break of one hour after five hours, unless a shorter break is mutually agreed upon (33.1(b)).
* If required to stay during the shift, no additional payment will be made if the break is rostered as duty (33.1(b)(i)).
* If the meal break is not rostered as duty, it will be paid at the ordinary rate, and overtime rates apply if work continues during the meal break (33.1(b)(ii)).

**Rest relief after overtime:**

* Applies to employees eligible for overtime payments (33.2(a)).
* Employees must have at least 10 consecutive hours off, including travel time, between shifts after overtime (33.2(b)).
* If required to work without a 10-hour break, employees are paid double rates until relieved, after which they are entitled to a 10-hour break without loss of pay for ordinary time during the absence (33.2(c)).

**33.1** **Meal break**

**(a)** Subject to clause 33.1(b), an employee shall not be employed for more than five
hours continuously without being granted a meal break of not less than
30 minutes nor more than 75 minutes, provided that:

**(i)** by agreement between Australia Post and an employee or a majority of
employees in the workplace concerned a longer period for the meal break
may be arranged;

**(ii)** by agreement between Australia Post and an employee, the employee
concerned may work in excess of five hours but not more than six hours
without a meal break.


-----


**(iii)** However, where an employee is required to work in excess of five hours

on any day or shift, a meal break must be granted.

**(b)** Technical Group Employees will not be required to work for a continuous period
of more than five hours without a meal break of one hour, except where by
mutual agreement between the majority of the employees at any station and
Australia Post a meal break of not less than 30 minutes is arranged. Where a
Technical Group Employee is engaged on shift duty, the employee may be
required to remain in attendance during the shift break subject to the following
conditions:

**(i)** where the meal break is rostered as duty, no additional payment will be
made;

**(ii)** where the meal break is not rostered as duty, additional payment will be
made at the employee’s ordinary rate of pay for the meal break. Where an
employee is called upon to work during the meal break, overtime rates will
be paid for the whole of the meal break

**33.2** **Rest relief after overtime**

**(a)** This clause applies to employees who are eligible for payment for working
overtime under clause 31.2 – Payment for working overtime and clause 32.13 –
Overtime.

**(b)** An employee, after the completion of overtime and ordinary duty on one
day/shift, must be given at least 10 consecutive hours off duty, including
travelling time, before resuming any duty on the next day/shift. Any absence
during ordinary working time which occurs within the 10 hours will be without
loss of salary.

**(c)** Provided that if such an employee is required by Australia Post to resume or
continue work without having had 10 consecutive hours off duty the employee
is to be paid at double rates until released from duty for that period, and will then
be entitled to be absent for 10 consecutive hours off duty, without loss of pay for
ordinary working time occurring during such absence.

## Part 6—Leave and Public Holidays

Breaks

Hours of Work and Related Matters

**Annual leave entitlement:**

* Annual leave is provided as per the National Employment Standards (NES) and does not apply to casual employees (34.1).

**Annual leave – Seven day shiftworkers:**

* Seven day shiftworkers are entitled to an additional week of paid annual leave per year under the NES (34.2(a)).
* A seven day shiftworker is defined as an employee who is rostered to and regularly works on Sundays and public holidays (34.2(b)).
* Part-time employees must work at least five shifts per week or the equivalent number of shifts to a full-time employee to be eligible for the additional week of leave (34.2(c)).
* Shiftworkers rostered on less than 10 Sundays per year accrue additional leave at the rate of 1/10th of a working week for each Sunday worked (34.2(d)).
* Rostered overtime shifts on Sundays less than three hours’ duration do not count toward the additional week of leave. Overtime shifts extending into or from Saturday or Monday are considered as Sunday overtime shifts (34.2(e)).
* Shiftworkers may opt for payment instead of the additional leave with the agreement of Australia Post (34.2(f)).

**Annual leave – Employees in remote localities:**

* Remote localities are those declared eligible for a district allowance by the Department of Employment (34.3(a)).
* Employees in remote localities receive annual leave equivalent to their ordinary hours over four weeks plus an additional period reflecting the hardship and travel time associated with the location (34.3(b)).

**Annual leave loading:**

* In addition to their regular pay during annual leave, employees receive a loading, which is the greater of:
  * 17.5% of their ordinary rate, capped at the Australian Statistician’s average weekly earnings for the preceding year (34.4(a)(i)).
  * Any shift, Saturday, or Sunday duty payments they would have received if not on leave (34.4(a)(ii)).

**Requirement to take leave:**

* Australia Post can require employees to take annual leave by giving at least four weeks’ notice if:
  * It is part of a close-down of operations (34.5(a)).
  * More than eight weeks of leave is accrued (34.5(b)).

**Payment instead of leave:**

* Payment in lieu of annual leave is not allowed except as specified for seven day shiftworkers in clause 34.2(f) (34.6).

**Part-time Employees:**

* Part-time employees are entitled to the same annual leave provisions, with leave loading calculated using a specific formula comparing part-time to full-time hours (34.7).

**Timing of Payment:**

* Annual leave loading is paid:
  * Simultaneously with leave payment for employees on a leave roster (34.8(a)).
  * With leave payment following a request for leave loading for other employees (34.8(b)).

**34.1** **Annual leave entitlement**

Annual leave is provided for in the [NES. Annual leave does not apply to casual](http://www.fwa.gov.au/awardmod/download/nes.pdf)
[employees. These provisions supplement the NES entitlements and all references to](http://www.fwa.gov.au/awardmod/download/nes.pdf)
quantities of leave under clause 34 incorporate the entitlements provided for by the
[NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)


-----


**34.2** **Annual leave – Seven day shiftworkers**

**(a)** [Under the NES, an employee who is a seven day shiftworker is entitled to an](http://www.fwa.gov.au/awardmod/download/nes.pdf)
additional week of paid annual leave per year.

**(b)** For the purposes of the additional week of annual leave provided for in clause
34.2(a), a seven day shiftworker is an employee who is rostered to, and has
worked, regularly on Sundays and public holidays.

**(c)** A part-time employee who satisfies the definition of a seven day shiftworker in
clause 34.2(b) is not eligible for the additional week of paid annual leave unless
the employee works at least five shifts per week or at least the number of shifts
a week on average of an equivalent full-time employee.

**(d)** Where a seven day shiftworker is rostered to work on less than 10 Sundays per
year, the shiftworker is not entitled to the additional week of paid annual leave
but will accrue additional leave at the rate of 1/10th of a working week in respect
of each Sunday worked.

**(e)** Rostered Sunday overtime shifts do not count for the purposes of clause 34.2(a)
if they are less than three hours’ duration. Where a rostered overtime shift starts
on a Saturday and extends into Sunday or starts on a Sunday and extends into
Monday it is deemed to be a Sunday overtime shift for the purposes of this
clause.

**(f)** A seven day shiftworker may elect to receive payment instead of the additional
week of annual leave accrued under clause 34.2(a) with the agreement of
Australia Post.

**34.3** **Annual leave – Employees in remote localities**

**(a)** For the purposes of clause 34.3, remote locality means those localities declared
by the Department of Employment as being eligible for payment of a district
allowance.

**(b)** An employee who works in a prescribed remote locality is entitled to a period of
annual leave equivalent to:

**(i)** the employee’s ordinary hours of work during a period of four weeks
exclusive of public holidays which fall within the period of leave; and

**(ii)** an additional period commensurate with the level of hardship associated
with that location and the additional time involved in travelling to and from
that location during a period of annual leave.

**34.4** **Annual leave loading**

**(a)** **Amount**

In addition to any amounts payable during a period of annual leave, an employee
shall, for the period of leave, receive a loading of the greater of:

**(i)** 17.5% of their ordinary rate as at the accrual date of the leave subject to a
maximum payment of the equivalent of the Australian Statistician’s


-----


average weekly total earnings of all employees (males) August
Preliminary for the year preceding the year in which the date of leave credit
occurs; or:

**(ii)** any additional payments for shift, Saturday or Sunday duty not in excess
of prescribed weekly hours which the employee would have performed
had annual leave not been taken.

**34.5** **Requirement to take leave notwithstanding terms of the NES**

Australia Post may require an employee to take annual leave by giving at least four
weeks’ notice in the following circumstances:

**(a)** as part of a close-down of its operations; or

**(b)** where more than eight weeks’ leave is accrued.

**34.6** **Payment instead of leave**

Payment is not to be made or accepted in lieu of annual leave except as provided in
clause 34.2(f) of this award.

**34.7** **Part-time Employees**

A part-time employee is entitled to the provisions of this clause. However, for the
purposes of 34.4(a) the maximum payment is calculated by means of the following
formula:

**(a)** Average Weekly Earnings x (A ÷ B)

**(b)** where:

**(i)** A is the hours of annual leave payable to a part-time employee; and

**(ii)** B is the hours worked by a full-time employee over the equivalent period.

**34.8** **Timing of Payment**

As long as an application is made for at least one week of the Annual Leave to which
the Annual Leave Loading relates, payment of the Annual Leave Loading is to be
made:

**(a)** to employees on a leave roster, at the same time as payment for such leave; and

**(b)** to other employees, with the payment for leave following a request for payment
of the Annual Leave Loading.

Annual Leave

**Application to permanent and fixed term employees:**

* The provisions in this clause apply to permanent and fixed term full-time and part-time employees, excluding casual employees (35.1). The entitlements of casual employees are outlined in clause 35.16 (35.1).

**Personal/carer’s leave and compassionate leave provisions:**

* Leave entitlements are aligned with the NES and supplemented by this clause (35.2).

**Personal/carer’s leave entitlement:**

* Employees are entitled to 15 days of paid personal/carer’s leave per year of service. Leave accrues as follows (35.3):
  
  - 1 day for every 20 days of continuous employment
  - 15 days after each 12 months of employment
  - 15 days for each additional 12 months of employment

**Taking paid carer’s leave:**

* Employees can use up to 10 days’ paid personal/carer’s leave per year to care for immediate family or household members due to illness, injury, or unexpected emergencies (35.4(a)).

* Additional accrued leave can be used beyond 10 days with Australia Post’s agreement (35.4(b)).

**Employee must give notice:**

* Notice must be given to the manager or an appropriate employee before the start of duty, if practicable (35.5(b)).
* For carer’s leave, notice of the leave and its expected duration must be provided wherever possible before the absence (35.5(c)).
* If prior notice is not practicable, the employee must inform Australia Post by telephone at the first opportunity on the day of absence (35.5(d)).

**Evidence supporting claim:**

* Sick leave and carer’s leave must be supported by medical certificates or other approved evidence (35.6(a-b)).
* For single-day carer’s leave, a statutory declaration may be provided if obtaining a medical certificate is not feasible (35.6(b)(i)).
* For more than one day of carer’s leave, a medical certificate is required (35.6(b)(ii)).
* In cases of unexpected emergencies requiring carer’s leave, acceptable documentation or a statutory declaration must be provided (35.6(c)).

**Sick leave without certificate:**

* Australia Post may grant up to 36¾ hours of sick leave without producing a medical certificate in a sick leave year, not exceeding three continuous days (35.7(a)).
* Any further sick leave without a medical certificate is unpaid (35.7(b)).

**Failure to produce satisfactory evidence:**

* If an employee fails to produce satisfactory evidence for sick leave, Australia Post may require, in writing, that future sick leave applications for a specified period must be supported by evidence (35.8).

**Employee to provide medical report:**

* Australia Post may require an employee to furnish a medical report or undergo an examination by a nominated medical practitioner if the employee (35.9(a)):
  * May be unfit or incapable of performing duties
  * May pose a danger to others due to state of health
  * Has been ill for a continuous period exceeding 13 weeks
  * Is considered unfit to resume duty by an authorised employee 

* The employee must comply with providing a medical report or undergoing the examination as soon as practicable (35.9(b)).

**War service sick leave:**

* Employees with satisfactory medical evidence linking their illness to war service may be granted paid war service sick leave, which counts as service for all purposes (35.10).
* If war service sick leave credits are exhausted, employees may apply for personal/carer’s leave under this clause (35.10).

**Recognition of prior public employment:**

* Continuous employment with other public employers may be regarded as service with Australia Post for personal/carer’s leave, provided any break in employment does not exceed two months (35.11(a)).

* Public employers refer to those covered by the prior service provisions of the Long Service Leave (Commonwealth Employees) Act 1976 (35.11(b)).

**Sick leave without pay:**

* Employees who exhaust their paid leave entitlement may be granted unpaid sick leave, with limits of (35.12):
  * 20 days in the first year of continuous employment
  * 78 weeks for any continuous period of absence thereafter, combining leave with and without pay

**Maximum period of absence:**

* The maximum period of continuous paid absence due to illness is 52 weeks (35.13).

**Medical retirement:**

* Employees will not be retired on invalidity grounds before exhausting their personal/carer’s leave credit, subject to (35.14):
  * Maximum 52 weeks of sick leave on full pay immediately prior to retirement
  * No additional leave credit accrual after the retirement decision date

* Employees reappointed after retirement on invalidity grounds will be re-credited with their sick leave credits held prior to retirement (35.14(b)).

**Compassionate leave entitlement:**

* Permanent and fixed-term employees are entitled to 3 days’ paid leave for each occasion of the death of an immediate family or household member, subject to satisfactory evidence (35.15(a)).
* Unpaid leave may be granted for the death of an immediate family or household member with Australia Post’s agreement, subject to satisfactory evidence (35.15(b)).

**Leave entitlements for casual employees:**

* Casual employees may take leave to care for immediate family or household members who are sick, require care due to an emergency, or a child’s birth; or upon the death of such members (35.16(a)).
* Agreement on the non-attendance period is required, with a default entitlement of up to 48 hours if absent of agreement (35.16(b)).
* Casual employees are not paid during the non-attendance period (35.16(c)).
* Casual employees will not be denied re-engagement for accessing their leave entitlements (35.16(d)).

**35.1** The provisions of this clause apply to permanent and fixed term full-time and parttime employees but do not apply to casual employees. The entitlements of casual
employees are set out in clause 35.16.


-----


**35.2** Personal/carer’s leave and compassionate leave are provided for in the [NES. These](http://www.fwa.gov.au/awardmod/download/nes.pdf)
[provisions supplement the NES entitlements and all references to quantities of leave](http://www.fwa.gov.au/awardmod/download/nes.pdf)
[under clause 35 incorporate the entitlements provided for by the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**35.3** **Personal/carer’s leave entitlement**

For each year of service with Australia Post, an employee is entitled to 15 days of paid
personal/carer’s leave. Personal/carer’s leave accrues in accordance with Table 1
below:

|Period of employment|Days|
|---|---|
|On completion of each 20 days continuous employment|1|
|On completion of 12 months’ employment|15|
|On completion of each additional 12 months’ employment|15|



**35.4** **Taking paid carer’s leave**

**(a)** An employee is entitled to use up to 10 days’ paid personal/carer’s leave,
including accrued leave, each year to provide care or support to a member of the
employee’s immediate family, or a member of the employee’s household
because of illness, injury or an unexpected emergency.

**(b)** An employee may access an additional amount of their accrued personal/carer’s
leave beyond the limit set out in clause 35.4(a) with the agreement of Australia
Post.

**35.5** **Employee must give notice**

**(a)** This clause applies for the purposes of clause 35 – Personal/carer’s leave and
compassionate leave.

**(b)** The manager or another appropriate employee must be informed, prior to the
commencement of duty, if practicable, of the employee’s inability to attend for
duty.

**(c)** In the case of carer’s leave under clause 35.3, the employee shall, wherever
practicable, give Australia Post notice of the leave prior to the absence and the
estimated length of absence.

**(d)** If it is not practicable for the employee to give prior notice of absence, the
employee shall notify Australia Post by telephone of such absence at the first
opportunity on the day of absence.

**35.6** **Evidence supporting claim**

**(a)** An application for sick leave must be supported by the certificate of a duly
qualified medical practitioner or other evidence approved by Australia Post.

**(b)** In relation to the provision of evidence for carer’s leave under clause 35.4:


-----


**(i)** for carer’s leave of a single day’s duration, where it is not feasible to obtain
a medical certificate for that single day’s absence, the employee may
instead provide a statutory declaration establishing the illness of the person
to whom the carer’s leave relates and indicating that the employee is
responsible for the care of the person concerned; and

**(ii)** for carer’s leave of more than a single day duration, the employee must
provide a medical certificate establishing the illness of the person to whom
the carer’s leave relates and indicating that the employee is responsible for
the care of the person concerned.

**(c)** When taking leave to care for members of their immediate family or household
who require care due to an unexpected emergency, the employee must, if
required by Australia Post, establish by production of documentation acceptable
to Australia Post or a statutory declaration of the nature of the emergency and
that such emergency resulted in the person concerned requiring care by the
employee.

**35.7** **Sick leave without certificate**

**(a)** Despite 35.6(a) and subject to the availability of credits, Australia Post may grant
sick leave without production of a medical certificate for up to 36¾ hours in any
sick leave year, subject to any such leave not exceeding three continuous days.

**(b)** Except as provided in 35.7(a), where sick leave is granted without production of
medical evidence, such leave is without pay.

**35.8** **Failure to produce satisfactory evidence**

Despite anything else contained in this clause, where an employee has failed to
produce satisfactory evidence to support an application for sick leave, Australia Post
may direct that employee, in writing, that all future applications for sick leave for such
period as is specified in the direction must be supported by evidence in accordance
with 35.6(a).

**35.9** **Employee to provide medical report**

**(a)** Australia Post may require an employee to furnish a medical report or undergo
an examination by a medical practitioner nominated by Australia Post where the
employee:

**(i)** may be unfit or incapable of discharging duties;

**(ii)** may be a danger to other employees or members of the public due to state
of health;

**(iii)** has been absent through illness for a continuous period exceeding

13 weeks;


**(iv)** has been absent through illness and the authorised employee believes that

the employee is not fit to resume duty.

**(b)** An employee who is required to furnish a medical report or undergo a medical
examination under 35.9 must do so as soon as practicable.


-----


**35.10** **War service sick leave**

Where an employee provides Australia Post with satisfactory medical evidence that
their absence from work was on account of illness which originated from war service,
the employee may be granted war service sick leave. War service sick leave is paid
leave and counts as service for all purposes. If an employee’s war service sick leave
credits have expired, the employee may apply for personal/carer’s leave under this
clause.

**35.11** **Recognition of prior public employment**

**(a)** An employee’s continuous employment with one or more other public
employers may be regarded as service with Australia Post for personal/carer’s
leave purposes. For permanent employees, employment is regarded as
continuous if any break in public employment does not exceed two months.

**(b)** For the purposes of clause 35.11(a), public employers has the same meaning as
public employers who are covered by the prior service provisions of the Long
_Service Leave (Commonwealth Employees) Act 1976._

**35.12** **Sick leave without pay**

An employee who has exhausted their paid leave entitlement may be granted leave
without pay by Australia Post provided that:

**(a)** in the first year of continuous employment, the employee’s aggregate period of
sick leave without pay must not exceed 20 days; and

**(b)** in respect of any continuous period of absence thereafter, leave with and without
pay must not exceed 78 weeks.

**35.13** **Maximum period of absence**

The maximum period of absence which may be approved with pay in respect of
continuous absence through illness is 52 weeks.

**35.14** **Medical retirement**

**(a)** The retirement of an employee on the ground of invalidity will not occur earlier
than the date on which the employee’s personal/carer’s leave credit is exhausted
provided that:

**(i)** the continuous period for which an employee may be granted sick leave
on full pay immediately prior to retirement does not exceed 52 weeks; and

**(ii)** an additional credit of sick leave does not accrue following the date of the
decision to retire the employee.

**(b)** An employee who has been retired on invalidity grounds is to be re-credited with
the sick leave credits held immediately prior to their retirement if they are
reappointed.


-----


**35.15** **Compassionate leave entitlement for full-time and part-time employees**

**(a)** Permanent and fixed term full-time or part-time employees are entitled to three
days’ paid leave for each occasion when a member of the employee’s immediate
family or a member of the employee’s immediate household dies, subject to the
production of evidence to Australia Post’s satisfaction. The quantity of leave
provided under clause 35.15 incorporates the entitlements provided for in the
[NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**(b)** An employee may take unpaid leave for each occasion when a member of the
employee’s immediate family or a member of the employee’s immediate
household dies with the agreement of Australia Post, subject to the production
of evidence to Australia Post’s satisfaction.

**35.16** **Leave entitlements for casual employees**

**(a)** Subject to clause 35.16(b), and the evidentiary and notice requirements in clause
35.5 and clause 35.6, casual employees are entitled to not be available to attend
work, or to leave work:

**(i)** if they need to care for members of their immediate family or household
who are sick and require care and support, or who require care due to an
unexpected emergency, or the birth of a child; or

**(ii)** upon the death of a member of their immediate family or household.

**(b)** Australia Post and the employee shall agree on the period for which the
employee will be entitled to not be available to attend work. In the absence of
agreement, the employee is entitled to not be available to attend work for up to
48 hours (ie. two days) per occasion.

**(c)** A casual employee is not entitled to any payment for a period of non-attendance
under clause 35.16.

**(d)** Australia Post must not fail to re-engage a casual employee because the
employee accessed the entitlements provided for in clause 35.16. The rights of
Australia Post to engage or not to engage a casual employee are otherwise not
affected.

Personal/Carer’s Leave and Compassionate Leave

**Public holidays: 

**Designated holidays:**

* New Year’s Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day, and Boxing Day are observed as public holidays (36.2(a)).
* Australia Day, Anzac Day, Queen’s Birthday, and Eight Hours’ Day or Labour Day are observed as public holidays as prescribed in the relevant States, Territories and localities (36.2(b)).
* Additional state-specific holidays include (36.2(c)):
  * New South Wales: An Authorised Holiday determined by agreement or by the Fair Work Commission if the parties cannot agree.
  * Victoria: Melbourne Cup Day or local equivalent.
  * Queensland: Royal National Show or the local show day in the appropriate area.
  * South Australia: Adelaide Cup Day.
  * Western Australia: Foundation Day.
  * Tasmania: Royal Hobart Regatta (Southern Tasmania) or Recreation Day (Northern Tasmania).
  * Northern Territory: Picnic Day.
  * ACT: Canberra Day.

**Substitution of public holidays by agreement:**

* Australia Post and an employee may agree to substitute another day for a public holiday (36.3).

**Substitute public holidays:**

* When Christmas Day falls on a Saturday or Sunday, 27 December will be observed as the public holiday (36.4(a)).
* When Boxing Day falls on a Saturday or Sunday, 28 December will be observed as the public holiday (36.4(b)).
* When New Year’s Day or Australia Day falls on a Saturday or Sunday, the following Monday will be observed as the public holiday (36.4(c)).
* A seven-day shiftworker rostered off duty on a public holiday will receive a day’s leave in lieu within one month or be paid at the ordinary rate of pay (36.4(d)).

**36.1** Public holidays are provided for in the [NES. These provisions supplement the NES](http://www.fwa.gov.au/awardmod/download/nes.pdf)
and all references to quantities of leave under clause 36 incorporate the quantities
[provided for by the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**36.2** **Designated holidays**

**(a)** The following days will be observed as public holidays:

**(i)** New Year’s Day;

**(ii)** Good Friday;

**(iii)** Easter Saturday;


-----


**(iv)** Easter Monday;

**(v)** Christmas Day; and

**(vi)** Boxing Day.

**(b)** The following days, as prescribed in the relevant States, Territories and
localities, will be observed as public holidays:

**(i)** Australia Day;

**(ii)** Anzac Day;

**(iii)** Queen’s Birthday; and

**(iv)** Eight Hours’ Day or Labour Day.

**(c)** In addition to the holidays prescribed in clauses 36.2(a) and 36.2(b), the
following days shall be observed as holidays:

**(i)** **New South Wales: An Authorised Holiday on a day agreed between the**
parties or in the event that the parties cannot agree, the day will be
determined by the Fair Work Commission after giving the parties an
opportunity to be heard;

**(ii)** **Victoria: Melbourne Cup Day or local equivalent;**


**(iii)** **Queensland: Royal National Show or the day gazetted for the local show**

in the appropriate area;

**(iv)** **South Australia: Adelaide Cup Day;**

**(v)** **Western Australia: Foundation Day;**

**(vi)** **Tasmania: Royal Hobart Regatta (Southern Tasmania) or Recreation Day**

(Northern Tasmania);

**(vii)** **Northern Territory: Picnic Day; and**

**(viii)** **ACT: Canberra Day.**

**36.3** **Substitution of public holidays by agreement**

Australia Post and an employee may agree to the employee taking another day as the
public holiday instead of the day which is being observed as the public holiday in the
enterprise or relevant section or sections of it.

**36.4** **Substitute public holidays**

**(a)** Where Christmas Day falls on a Saturday or a Sunday, 27 December will be
observed as the public holiday instead of the prescribed day.

**(b)** Where Boxing Day falls on a Saturday or a Sunday, 28 December will be
observed as the public holiday instead of the prescribed day.


-----


**(c)** Where New Year’s Day or Australia Day falls on a Saturday or a Sunday, the
following Monday will be observed as the public holiday instead of the
prescribed day.

**(d)** A seven day shiftworker who is rostered off duty on a public holiday will be
given a day’s leave in lieu of that holiday within one month or paid at the
ordinary rate of pay.

Public holidays

**Payment to employees on jury service:**

* An employee summoned as a juror must promptly notify their supervisor and will be granted leave of absence on full pay for the necessary period required for attendance at court (37.1(a)).
* The employee must pay to Australia Post the amount of any jury fees received, less any costs necessarily incurred as deemed reasonable by Australia Post (37.1(b)).

[Community service leave is provided for in the NES. These provisions supplement the NES,](http://www.fwa.gov.au/awardmod/download/nes.pdf)
[and incorporate the entitlements contained in the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**37.1** **Payment to employees on jury service**

**(a)** An employee summoned as a juror shall promptly notify the appropriate
supervisor and shall be granted leave of absence on full pay for the period
necessary for the attendance at court.

**(b)** An employee must pay to Australia Post so much of any jury fees received less
costs necessarily incurred as Australia Post considers reasonable.

Community service leave

**Maternity leave:**

* An employee is entitled to maternity leave in accordance with the Maternity Leave (Commonwealth Employees) Act 1973 (38.1).

**Unpaid pre-adoption leave:**

* An employee is entitled to unpaid leave for attending compulsory interviews or examinations necessary for the adoption procedure. The length of the leave must be agreed upon between the employee and Australia Post. If an agreement cannot be reached, the employee is entitled to take up to two days of unpaid leave (38.2).

**Communication during parental leave:**

* When an employee is on parental leave and a significant change is to be introduced at the workplace, Australia Post must take reasonable steps to:
  * Make information available about any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave (38.3(a)(I)).
  * Provide an opportunity for the employee to discuss any significant effect the change will have on their position (38.3(a)(II)).
* The employee must take reasonable steps to inform Australia Post about any significant matters affecting their decision on the duration of parental leave, whether they intend to return to work, and whether they intend to request a part-time return to work (38.3(b)).
* The employee must notify Australia Post of any changes in address or other contact details that might affect Australia Post's ability to comply with 38.3(a) (38.3(c)).

Parental leave is provided for in the [NES. These provisions supplement the](http://www.fwa.gov.au/awardmod/download/nes.pdf) [NES and all](http://www.fwa.gov.au/awardmod/download/nes.pdf)
references to quantities of leave under clause 38 incorporate the entitlements provided for by
[the NES.](http://www.fwa.gov.au/awardmod/download/nes.pdf)

**38.1** **Maternity leave**

An employee is entitled to maternity leave in accordance with the _Maternity Leave_
_(Commonwealth Employees) Act 1973._

**38.2** **Unpaid pre-adoption leave**

An employee is entitled to unpaid leave for the purpose of attending any compulsory
interviews or examinations necessary as part of the adoption procedure. The employee
and Australia Post must agree on the length of the unpaid leave. Where agreement
cannot be reached, the employee is entitled to take up to two days’ unpaid leave.

**38.3** **Communication during parental leave**

**(a)** Where an employee is on parental leave and a definite decision has been made
to introduce significant change at the workplace, Australia Post shall take
reasonable steps to:

**(I)** make information available in relation to any significant effect the change
will have on the status or responsibility level of the position the employee
held before commencing parental leave; and


-----


**(II)** provide an opportunity for the employee to discuss any significant effect

the change will have on the status or responsibility level of the position the
employee held before commencing parental leave.

**(b)** The employee shall take reasonable steps to inform Australia Post about any
significant matter that will affect the employee’s decision regarding the duration
of parental leave to be taken, whether the employee intends to return to work and
whether the employee intends to request to return to work on a part-time basis.

**(c)** The employee shall also notify Australia Post of changes of address or other
contact details which might affect Australia Post’s capacity to comply with
38.3(a).

Parental leave

**Witness leave:**

* An employee is entitled to leave without loss of ordinary pay if they are summoned to appear as a witness in proceedings under the Act. The period of leave is the amount of time necessary for the employee to attend as a witness (39.1).

**Service period:**

* Leave granted by Australia Post for appearing as a witness will count as a period of service (39.2).

**39.1** An employee is entitled to leave without loss of ordinary pay if they are summoned to
[appear as a witness in proceedings under the Act, as amended from time to time. The](http://www.legislation.gov.au/Series/C2009A00028)
period of leave is the amount of time necessary for the employee to attend as a witness.

**39.2** Leave granted by Australia Post under clause 39.1 will count as period of service.


-----

Leave to attend as a witness in industrial proceedings

Leave and Public Holidays

**Supported Wage System (SWS):**

* This schedule applies to employees who, due to the effects of a disability, are eligible for a supported wage under this award (A.1).

**Definitions:**

* **Approved assessor:** Person accredited by the Commonwealth's management unit under the supported wage system (A.2).
* **Assessment instrument:** Tool provided under the supported wage system to record the productive capacity of the individual (A.2).
* **Disability support pension:** Commonwealth pension scheme for persons with a disability, provided under the Social Security Act 1991 or its successor (A.2).
* **Relevant minimum wage:** Minimum wage prescribed in this award for the class of work the employee is engaged in (A.2).
* **Supported wage system:** Commonwealth Government system promoting employment for people unable to work at full award wages due to disability. Details available in the Supported Wage System Handbook (A.2).
* **SWS wage assessment agreement:** Document required by the Department of Education, Employment and Workplace Relations, recording employee's productive capacity and agreed wage rate (A.2).

**Eligibility criteria:**

* Employees who cannot perform the required duties due to disability are covered if they meet the impairment criteria for a disability support pension (A.3.1).
* This schedule does not apply to existing employees with workers compensation claims or those relating to rehabilitation of employees injured at work (A.3.2).

**Supported wage rates:**

* Employees are paid a percentage of the relevant minimum wage based on assessed capacity:
  * 10% capacity = 10% of minimum wage
  * 20% capacity = 20% of minimum wage
  * 30% capacity = 30% of minimum wage
  * 40% capacity = 40% of minimum wage
  * 50% capacity = 50% of minimum wage
  * 60% capacity = 60% of minimum wage
  * 70% capacity = 70% of minimum wage
  * 80% capacity = 80% of minimum wage
  * 90% capacity = 90% of minimum wage (A.4.1).
* Minimum payment must be at least $106 per week (A.4.2).
* Employees with 10% capacity must receive substantial assistance and support (A.4.3).

**Assessment of capacity:**

* Productive capacity is assessed by an approved assessor, consulting Australia Post, the employee, and optionally, a union (A.5.1).
* Assessments are documented in an SWS wage assessment agreement and retained by Australia Post as a time and wages record (A.5.2).

**Lodgement of SWS wage assessment agreement:**

* Agreements, including the applicable wage percentage, must be lodged with the Fair Work Commission (A.6.1).
* Agreements must be signed by both the employee and Australia Post. If a union is not a party, the Fair Work Commission will notify the union by certified mail, with a 10-working-day objection period (A.6.2).

**Review of assessment:**

* Assessments can be reviewed annually or more frequently upon reasonable request, following the supported wage system procedures (A.7).

**Other terms and conditions of employment:**

* Employees are entitled to the same terms and conditions as other workers on a pro-rata basis, except for the wage which will be the assessed percentage (A.8).

**Workplace adjustment:**

* Australia Post must take reasonable steps to adjust the workplace to enhance the employee's capacity, which could include redesign of duties, working time, and work organisation (A.9).

**Trial period:**

* Australia Post may employ a person under this schedule for up to 12 weeks for capacity assessment, extendable by additional 4 weeks if needed (A.10.1).
* During the trial period, assessment and determination of the wage percentage will be made (A.10.2).
* Minimum payment during the trial period must be at least $106 per week (A.10.3).
* Work trials should include induction or training suitable to the job (A.10.4).
* Post trial period, a new employment contract will be based on assessment outcomes under clause A.5 if a continuing relationship is desired (A.10.5).

[Varied by [PR581528,](http://www.fwc.gov.au/documents/awardsandorders/html/PR581528.htm) [PR592689,](http://www.fwc.gov.au/documents/awardsandorders/html/PR592689.htm) [PR606630,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606630.htm) [PR709080,](https://www.fwc.gov.au/documents/awardsandorders/html/pr709080.htm) [PR719661,](https://www.fwc.gov.au/documents/awardsandorders/html/pr719661.htm) [PR729672,](https://www.fwc.gov.au/documents/awardsandorders/html/PR729672.htm) [PR742256,](https://www.fwc.gov.au/documents/awardsandorders/html/PR742256.htm) [PR762969,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762969.pdf)
[PR774051]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774051.pdf)

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

**A.2** In this schedule:

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

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

**disability support pension means the Commonwealth pension scheme to provide**
income security for persons with a disability as provided under the Social Security Act
_1991, as amended from time to time, or any successor to that scheme_

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

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

**SWS wage assessment agreement means the document in the form required by the**
Department of Education, Employment and Workplace Relations that records the
employee’s productive capacity and agreed wage rate

### A.3 Eligibility criteria

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

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


-----


### A.4 Supported wage rates

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


**Assessed capacity (clause A.5)**


**Relevant minimum wage**


10 10

20 20

30 30

40 40

50 50

60 60

70 70

80 80

90 90

[A.4.2 varied by [PR581528,](http://www.fwc.gov.au/documents/awardsandorders/html/PR581528.htm) [PR592689, PR606630, PR709080, PR719661, PR729672, PR742256, PR762969,](http://www.fwc.gov.au/documents/awardsandorders/html/PR592689.htm)
[PR774051 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774051.pdf)

**A.4.2** Provided that the minimum amount payable must be not less than $106 per week.

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

### A.5 Assessment of capacity

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

**A.5.2** All assessments made under this schedule must be documented in an SWS wage
assessment agreement, and retained by Australia Post as a time and wages record in
[accordance with the Act.](http://www.legislation.gov.au/Series/C2009A00028)

### A.6 Lodgement of SWS wage assessment agreement

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

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


-----


### A.7 Review of assessment

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

### A.8 Other terms and conditions of employment

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

### A.9 Workplace adjustment

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

### A.10 Trial period

**A.10.1** In order for an adequate assessment of the employee’s capacity to be made, Australia

Post may employ a person under the provisions of this schedule for a trial period not
exceeding 12 weeks, except that in some cases additional work adjustment time (not
exceeding four weeks) may be needed.

**A.10.2** During that trial period the assessment of capacity will be undertaken and the

percentage of the relevant minimum wage for a continuing employment relationship
will be determined.

[[A.10.3 varied by PR581528, PR592689, PR606630, PR709080, PR719661, PR729672, PR742256, PR762969,](http://www.fwc.gov.au/documents/awardsandorders/html/PR581528.htm)
[PR774051 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774051.pdf)

**A.10.3** The minimum amount payable to the employee during the trial period must be no less

than $106 per week.

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

**A.10.5** Where Australia Post and employee wish to establish a continuing employment

relationship following the completion of the trial period, a further contract of
employment will be entered into based on the outcome of assessment under clause A.5.


-----

Supported Wage System


**Title:**

This is the National Training Wage Schedule (B.1).

**Definitions:**

* **Adult trainee:** A trainee eligible for the highest minimum wage in Wage Level A, B, or C (B.2).
* **Approved training:** Training specified in the training contract (B.2).
* **Australian Qualifications Framework (AQF):** National framework for post-compulsory education and training qualifications (B.2).
* **Out of school:** Refers to periods out of school beyond Year 10 as at 1 January each year (B.2). It includes:
  * Any period of schooling beyond Year 10 that did not contribute to a completed year of schooling.
  * Any period during which a trainee repeats part or all of a year of schooling beyond Year 10.
  * Excludes any period during a calendar year in which a year of schooling is completed.
* **Relevant State or Territory training authority:** Bodies approving traineeships and registering training contracts under relevant vocational education and training legislation (B.2).
* **Relevant State or Territory vocational education and training legislation:** Includes specific acts such as the Training and Tertiary Education Act 2003 (ACT), Apprenticeship and Traineeship Act 2001 (NSW), and others listed (B.2).
* **Trainee:** Employee undertaking a traineeship under a registered training contract (B.2).
* **Traineeship:** Approved training system leading to an AQF certificate qualification (B.2).
* **Training contract:** Agreement for a traineeship registered with the relevant State or Territory training authority (B.2).
* **Training package:** Competency standards and associated assessment guidelines for an AQF certificate level qualification (B.2).
* **Year 10:** Includes any year before Year 10 (B.2).

**Coverage:**

* Applies to an employee covered by this award undertaking a traineeship with a training package and AQF certificate level allocated to a wage level by Appendix B1 (B.3.1).
* Applies to AQF Certificate Level IV traineeships if a relevant AQF Certificate Level III traineeship is listed in Appendix B1 (B.3.2).
* Does not apply to the apprenticeship system or training programs achieving the same outcome as existing apprenticeships in an award as of 25 June 1997 (B.3.3).
* Excludes qualifications not identified in training packages or not appropriate for a traineeship (B.3.4).
* Where terms conflict with other award terms, the other award terms prevail (B.3.5).
* Schedule ceases to apply at the conclusion of the traineeship (B.3.6).

**Types of Traineeship:**

* Full-time traineeships: 38 ordinary hours per week, with 20% being approved training (B.4.1).
* Part-time traineeships: Less than 38 ordinary hours per week, with 20% being approved training either on-the-job, partly on/off-the-job, or fully off-the-job (B.4.2).

**Minimum Wages:**

**Minimum wages for full-time traineeships:**
* **Wage Level A:** Based on highest year of schooling completed, with wage levels from School Leaver to Plus 5 or more years out of school (B.5.1(a)).
* **Wage Level B and C:** Similar structure to Wage Level A, but with different rates (B.5.1(b)–(c)).
* **AQF Certificate Level IV traineeships:** Wage levels are those for AQF Certificate Level III plus 3.8% (B.5.1(d)(i)). For adult trainees, specified wage levels are provided (B.5.1(d)(ii)).

**Minimum wages for part-time traineeships:**
* **Wage Level A, B, and C:** Based on highest year of schooling completed with hourly rates (B.5.2(a)–(c)).
* **School-based traineeships:** Specified hourly rates for Year 11 or lower and Year 12 (B.5.2(d)).
* **AQF Certificate Level IV traineeships:** Similar structure to full-time with part-time rates and an additional 3.8% (B.5.2(e)).

**Calculating the actual minimum wage:**
* Calculations for scenarios where full-time hours are not 38 per week and for part-time traineeships based on off-the-job training (B.5.2(f)).

**Other minimum wage provisions:**
* No reduction in wages for employees becoming trainees and conditions for wage adjustments based on AQF level changes (B.5.3).

**Default wage rate:**
* Wage Level B applies if the traineeship AQF level is not allocated in Appendix B1 (B.5.4).

**Employment conditions:**

* School-based traineeships may include a 25% additional loading on ordinary hours instead of other leave benefits, with public holiday provisions applying normally (B.6.1).
* Trainees are entitled to be released from work for training and assessment without loss of wages or employment continuity (B.6.2).
* Time spent attending training and assessment as specified in the training contract is considered time worked (B.6.3). 
* All other terms and conditions of this award apply to a trainee unless varied by this schedule (B.6.4).

**Appendix B1: Allocation of Traineeships to Wage Levels:**

**Wage Level A:** Includes training packages and AQF certificate levels such as Aeroskills II, Aviation I–III, Beauty III, Business Services I–III, Chemical, Hydrocarbons and Refining I–III, Civil Construction III, and others (B1.1).

**Wage Level B:** Includes training packages and AQF certificate levels such as Animal Care and Management I–III, Asset Maintenance I–III, Australian Meat Industry I–III, Automotive Industry Manufacturing II–III, and others (B1.2).

**Wage Level C:** Includes training packages and AQF certificate levels such as Agri-Food I, Amenity Horticulture I–III, Conservation and Land Management I–III, Funeral Services I–III, and others (B1.3).

[Varied by [PR579963,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579963.htm) [PR592239,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592239.htm) [PR606463,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606463.htm) [PR707578,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707578.htm) [PR718955,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718955.htm) [PR729402,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729402.htm) [PR740826,](https://www.fwc.gov.au/documents/awardsandorders/html/pr740826.htm) [PR762246,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762246.pdf)
[PR774028]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774028.pdf)

### B.1 Title

This is the National Training Wage Schedule.

### B.2 Definitions

In this schedule:

**adult trainee is a trainee who would qualify for the highest minimum wage in Wage**
Level A, B or C if covered by that wage level

**approved training means the training specified in the training contract**

**Australian Qualifications Framework (AQF) is a national framework for**
qualifications in post-compulsory education and training

**out of school refers only to periods out of school beyond Year 10 as at the first of**
January in each year and is deemed to:

**(a)** include any period of schooling beyond Year 10 which was not part of or did not
contribute to a completed year of schooling;

**(b)** include any period during which a trainee repeats in whole or part a year of
schooling beyond Year 10; and

**(c)** not include any period during a calendar year in which a year of schooling is
completed

**relevant State or Territory training authority means the bodies in the relevant State**
or Territory which exercise approval powers in relation to traineeships and register
training contracts under the relevant State or Territory vocational education and
training legislation

**relevant State or Territory vocational education and training legislation means**
the following or any successor legislation:

Australian Capital Territory: Training and Tertiary Education Act 2003;

New South Wales: Apprenticeship and Traineeship Act 2001;

Northern Territory: Northern Territory Employment and Training Act 1991;

Queensland: Vocational Education, Training and Employment Act 2000;

South Australia: Training and Skills Development Act 2008;

Tasmania: Vocational Education and Training Act 1994;

Victoria: Education and Training Reform Act 2006; or

Western Australia: Vocational Education and Training Act 1996


-----


**trainee is an employee undertaking a traineeship under a training contract**

**traineeship means a system of training which has been approved by the relevant State**
or Territory training authority, which meets the requirements of a training package
developed by the relevant Industry Skills Council and endorsed by the National
Quality Council, and which leads to an AQF certificate level qualification

**training contract means an agreement for a traineeship made between an employer**
and an employee which is registered with the relevant State or Territory training
authority

**training package** means the competency standards and associated assessment
guidelines for an AQF certificate level qualification which have been endorsed for an
industry or enterprise by the National Quality Council and placed on the National
Training Information Service with the approval of the Commonwealth, State and
Territory Ministers responsible for vocational education and training, and includes any
relevant replacement training package

**year 10 includes any year before Year 10**

### B.3 Coverage

**B.3.1** Subject to clauses B.3.2 to B.3.6 of this schedule, this schedule applies in respect of
an employee covered by this award who is undertaking a traineeship whose training
package and AQF certificate level is allocated to a wage level by Appendix B1 to this
schedule or by clause B.5.4 of this schedule.

**B.3.2** This schedule only applies to AQF Certificate Level IV traineeships for which a
relevant AQF Certificate Level III traineeship is listed in Appendix B1 to this
schedule.

**B.3.3** This schedule does not apply to the apprenticeship system or to any training program
which applies to the same occupation and achieves essentially the same training
outcome as an existing apprenticeship in an award as at 25 June 1997.

**B.3.4** This schedule does not apply to qualifications not identified in training packages or to
qualifications in training packages which are not identified as appropriate for a
traineeship.

**B.3.5** Where the terms and conditions of this schedule conflict with other terms and
conditions of this award dealing with traineeships, the other terms and conditions of
this award prevail.

**B.3.6** At the conclusion of the traineeship, this schedule ceases to apply to the employee.

### B.4 Types of Traineeship

The following types of traineeship are available under this schedule:

**B.4.1** a full-time traineeship based on 38 ordinary hours per week, with 20% of ordinary
hours being approved training; and


-----


**B.4.2** a part-time traineeship based on less than 38 ordinary hours per week, with 20% of
ordinary hours being approved training solely on-the-job or partly on-the-job and
partly off-the-job, or where training is fully off-the-job.

### B.5 Minimum Wages

[B.5 varied by [PR579963,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579963.htm) [PR592239,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592239.htm) [PR606463,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606463.htm) [PR707578,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707578.htm) [PR718955,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718955.htm) [PR729402,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729402.htm) [PR740826,](https://www.fwc.gov.au/documents/awardsandorders/html/pr740826.htm) [PR762246,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762246.pdf)
[PR774028 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774028.pdf)

**B.5.1** **Minimum wages for full-time traineeships**

**(a)** **Wage Level A**

Subject to clause B.5.3 of this schedule, the minimum wages for a trainee
undertaking a full-time AQF Certificate Level I–III traineeship whose training
package and AQF certificate levels are allocated to Wage Level A by
Appendix B1 are:

|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per week|per week|per week|
||$|$|$|
|School leaver|398.70|439.00|522.20|
|Plus 1 year out of school|439.00|522.20|607.70|
|Plus 2 years out of school|522.20|607.70|707.20|
|Plus 3 years out of school|607.70|707.20|809.70|
|Plus 4 years out of school|707.20|809.70||
|Plus 5 or more years out of school|809.70|||



**(b)** **Wage Level B**

Subject to clause B.5.3 of this schedule, the minimum wages for a trainee
undertaking a full-time AQF Certificate Level I–III traineeship whose training
package and AQF certificate levels are allocated to Wage Level B by
Appendix B1 are:

|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per week|Per week|per week|
||$|$|$|
|School leaver|398.70|439.00|508.90|
|Plus 1 year out of school|439.00|508.90|585.40|
|Plus 2 years out of school|508.90|585.40|686.60|
|Plus 3 years out of school|585.40|686.60|783.00|
|Plus 4 years out of school|686.60|783.00||
|Plus 5 or more years out of school|783.00|||


-----


**(c)** **Wage Level C**

Subject to clause B.5.3 of this schedule, the minimum wages for a trainee
undertaking a full-time AQF Certificate Level I–III traineeship whose training
package and AQF certificate levels are allocated to Wage Level C by
Appendix B1 are:

|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per week|per week|per week|
||$|$|$|
|School leaver|398.70|439.00|508.90|
|Plus 1 year out of school|439.00|508.90|575.50|
|Plus 2 years out of school|508.90|575.50|642.90|
|Plus 3 years out of school|575.50|642.90|716.10|
|Plus 4 years out of school|642.90|716.10||
|Plus 5 or more years out of school|716.10|||



**(d)** **AQF Certificate Level IV traineeships**

**(i)** Subject to clause B.5.3 of this schedule, the minimum wages for a trainee
undertaking a full-time AQF Certificate Level IV traineeship are the
minimum wages for the relevant full-time AQF Certificate Level III
traineeship with the addition of 3.8% to those minimum wages.

**(ii)** Subject to clause B.5.3 of this schedule, the minimum wages for an adult
trainee undertaking a full-time AQF Certificate Level IV traineeship are
as follows, provided that the relevant wage level is that for the relevant
AQF Certificate Level III traineeship:

|Wage level|First year of traineeship|Second and subsequent years of traineeship|
|---|---|---|
||per week|per week|
||$|$|
|Wage Level A|840.40|872.30|
|Wage Level B|812.80|843.70|
|Wage Level C|743.40|771.50|



**B.5.2** **Minimum wages for part-time traineeships**

**(a)** **Wage Level A**

Subject to clauses B.5.2(f) and B.5.3 of this schedule, the minimum wages for a
trainee undertaking a part-time AQF Certificate Level I–III traineeship whose
training package and AQF certificate levels are allocated to Wage Level A by
Appendix B1 are:


-----


|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per hour|per hour|per hour|
||$|$|$|
|School leaver|13.11|14.44|17.17|
|Plus 1 year out of school|14.44|17.17|19.99|
|Plus 2 years out of school|17.17|19.99|23.26|
|Plus 3 years out of school|19.99|23.26|26.64|
|Plus 4 years out of school|23.26|26.64||
|Plus 5 or more years out of school|26.64|||



**(b)** **Wage Level B**

Subject to clauses B.5.2(f) and B.5.3 of this schedule, the minimum wages for a
trainee undertaking a part-time AQF Certificate Level I–III traineeship whose
training package and AQF certificate levels are allocated to Wage Level B by
Appendix B1 are:

|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per hour|per hour|per hour|
||$|$|$|
|School leaver|13.11|14.44|16.75|
|Plus 1 year out of school|14.44|16.75|19.26|
|Plus 2 years out of school|16.75|19.26|22.59|
|Plus 3 years out of school|19.26|22.59|25.76|
|Plus 4 years out of school|22.59|25.76||
|Plus 5 or more years out of school|25.76|||



**(c)** **Wage Level C**

Subject to clauses B.5.2(f) and B.5.3 of this schedule, the minimum wages for a
trainee undertaking a part-time AQF Certificate Level I–III traineeship whose
training package and AQF certificate levels are allocated to Wage Level C by
Appendix B1 are:

|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per hour|per hour|per hour|
||$|$|$|
|School leaver|13.11|14.44|16.75|
|Plus 1 year out of school|14.44|16.75|18.92|
|Plus 2 years out of school|16.75|18.92|21.15|
|Plus 3 years out of school|18.92|21.15|23.55|
|Plus 4 years out of school|21.15|23.55||


-----


|Col1|Highest year of schooling completed|Col3|Col4|
|---|---|---|---|
||Year 10|Year 11|Year 12|
||per hour|per hour|per hour|
||$|$|$|
|Plus 5 or more years out of school|23.55|||



**(d)** **School-based traineeships**

Subject to clauses B.5.2(f) and B.5.3 of this schedule, the minimum wages for a
trainee undertaking a school-based AQF Certificate Level I–III traineeship
whose training package and AQF certificate levels are allocated to Wage Levels
A, B or C by Appendix B1 are as follows when the trainee works ordinary hours:

|Year of schooling|Col2|
|---|---|
|Year 11 or lower|Year 12|
|per hour|per hour|
|$|$|
|13.11|14.44|



**(e)** **AQF Certificate Level IV traineeships**

**(i)** Subject to clauses B.5.2(f) and B.5.3 of this schedule, the minimum wages
for a trainee undertaking a part-time AQF Certificate Level IV traineeship
are the minimum wages for the relevant part-time AQF Certificate
Level III traineeship with the addition of 3.8% to those minimum wages.

**(ii)** Subject to clauses B.5.2(f) and B.5.3 of this schedule, the minimum wages
for an adult trainee undertaking a part-time AQF Certificate Level IV
traineeship are as follows, provided that the relevant wage level is that for
the relevant AQF Certificate Level III traineeship:

|Wage level|First year of traineeship|Second and subsequent years of traineeship|
|---|---|---|
||per hour|per hour|
||$|$|
|Wage Level A|27.65|28.69|
|Wage Level B|26.74|27.75|
|Wage Level C|24.45|25.38|



**(f)** **Calculating the actual minimum wage**

**(i)** Where the full-time ordinary hours of work are not 38 or an average of 38
per week, the appropriate hourly minimum wage is obtained by
multiplying the relevant minimum wage in clauses B.5.2(a)–(e) of this
schedule by 38 and then dividing the figure obtained by the full-time
ordinary hours of work per week.

**(ii)** Where the approved training for a part-time traineeship is provided fully
off-the-job by a registered training organisation, for example at school or


-----


at TAFE, the relevant minimum wage in clauses B.5.2(a)–(e) of this
schedule applies to each ordinary hour worked by the trainee.

**(iii)** Where the approved training for a part-time traineeship is undertaken

solely on-the-job or partly on-the-job and partly off-the-job, the relevant
minimum wage in clauses B.5.2(a)–(e) of this schedule minus 20% applies
to each ordinary hour worked by the trainee.

**B.5.3** **Other minimum wage provisions**

**(a)** An employee who was employed by an employer immediately prior to becoming
a trainee with that employer must not suffer a reduction in their minimum wage
per week or per hour by virtue of becoming a trainee. Casual loadings will be
disregarded when determining whether the employee has suffered a reduction in
their minimum wage.

**(b)** If a qualification is converted from an AQF Certificate Level II to an AQF
Certificate Level III traineeship, or from an AQF Certificate Level III to an AQF
Certificate Level IV traineeship, then the trainee must be paid the next highest
minimum wage provided in this schedule, where a higher minimum wage is
provided for the new AQF certificate level.

**B.5.4** **Default wage rate**

The minimum wage for a trainee undertaking an AQF Certificate Level I–III
traineeship whose training package and AQF certificate level are not allocated to a
wage level by Appendix B1 is the relevant minimum wage under this schedule for a
trainee undertaking an AQF Certificate to Level I–III traineeship whose training
package and AQF certificate level are allocated to Wage Level B.

### B.6 Employment conditions

**B.6.1** A trainee undertaking a school-based traineeship may, with the agreement of the
trainee, be paid an additional loading of 25% on all ordinary hours worked instead of
paid annual leave, paid personal/carer’s leave and paid absence on public holidays,
provided that where the trainee works on a public holiday then the public holiday
provisions of this award apply.

**B.6.2** A trainee is entitled to be released from work without loss of continuity of employment
and to payment of the appropriate wages to attend any training and assessment
specified in, or associated with, the training contract.

**B.6.3** Time spent by a trainee, other than a trainee undertaking a school-based traineeship,
in attending any training and assessment specified in, or associated with, the training
contract is to be regarded as time worked for the employer for the purposes of
calculating the trainee’s wages and determining the trainee’s employment conditions.

Note: The time to be included for the purpose of calculating the wages for part-time
trainees whose approved training is fully off-the-job is determined by
clause B.5.2(f)(ii) and not by this clause.

**B.6.4** Subject to clause B.3.5 of this schedule, all other terms and conditions of this award
apply to a trainee unless specifically varied by this schedule.


-----


### Appendix B1: Allocation of Traineeships to Wage Levels

The wage levels applying to training packages and their AQF certificate levels are:

### B1.1 Wage Level A

**Training package** **AQF certificate level**

Aeroskills II

Aviation I
II
III

Beauty III

Business Services I
II
III

Chemical, Hydrocarbons and Refining I
II
III

Civil Construction III

Coal Training Package II
III

Community Services II
III


Construction, Plumbing and Services
Integrated Framework


II
III


Correctional Services II
III

Drilling II
III


Electricity Supply Industry—Generation
Sector

Electricity Supply Industry—Transmission,
Distribution and Rail Sector


II
III (in Western Australia only)

II


Electrotechnology I
II
III (in Western Australia only)

Financial Services I
II
III

Floristry III

Food Processing Industry III

Gas Industry III


-----


**Training package** **AQF certificate level**


Information and Communications
Technology


II
III


Laboratory Operations II
III


Local Government (other than Operational
Works Cert I and II)


II
III


Manufactured Mineral Products III

Manufacturing I
II
III

Maritime I
II
III

Metal and Engineering (Technical) II
III

Metalliferous Mining II
III


Museum, Library and Library/Information
Services


II
III


Plastics, Rubber and Cablemaking III

Public Safety III

Public Sector II
III

Pulp and Paper Manufacturing Industries III


Retail Services (including wholesale and
Community pharmacy)


III


Telecommunications II
III

Textiles, Clothing and Footwear III

Tourism, Hospitality and Events I
II
III

Training and Assessment III

Transport and Distribution III

Water Industry (Utilities) III


-----


### B1.2 Wage Level B

**Training package** **AQF certificate level**

Animal Care and Management I
II
III

Asset Maintenance I
II
III

Australian Meat Industry I
II
III

Automotive Industry Manufacturing II
III


Automotive Industry Retail, Service and
Repair


II
III


Beauty II

Caravan Industry II
III

Civil Construction I

Community Recreation Industry III

Entertainment I
II
III

Extractive Industries II
III

Fitness Industry III

Floristry II

Food Processing Industry I
II

Forest and Forest Products Industry I
II
III

Furnishing I
II
III

Gas Industry I
II

Health II
III

Local Government (Operational Works) I
II


-----


**Training package** **AQF certificate level**

Manufactured Mineral Products I
II

Metal and Engineering (Production) II
III

Outdoor Recreation Industry I
II
III

Plastics, Rubber and Cablemaking II

Printing and Graphic Arts II
III

Property Services I
II
III

Public Safety I
II

Pulp and Paper Manufacturing Industries I
II

Retail Services I
II

Screen and Media I
II
III

Sport Industry II
III

Sugar Milling I
II
III

Textiles, Clothing and Footwear I
II

Transport and Logistics I
II

Visual Arts, Craft and Design I
II
III

Water Industry I
II


-----


### B1.3 Wage Level C

**Training package** **AQF certificate level**

Agri-Food I

Amenity Horticulture I
II
III

Conservation and Land Management I
II
III

Funeral Services I
II
III

Music I
II
III

Racing Industry I
II
III

Rural Production I
II
III

Seafood Industry I
II
III


-----

National Training Wage

**Scope:**

* Provisions apply exclusively to temporary part-time Support Services Officers employed on 27 December 1995 under the Australia Post (Postal Workers) Award 1985 who chose to remain under those conditions instead of transferring to the standard permanent part-time conditions (C.1).
* Standard permanent part-time conditions do not apply to employees covered by this clause (C.1).

**Rates of pay:**

* Employees must be paid at least the hourly rate equivalent to the minimum rate for a full-time Support Services Officer of the appropriate level, calculated based on a 36.75-hour week (C.2.1).
* The hourly rate includes a loading of 12.5% for all time worked up to and including 7 hours 21 minutes in any day or 36.75 hours in any week, except where the loading would result in a total salary exceeding that earned without the loading (C.2.2).
* Employees must be paid a minimum of two hours' pay for attendance on any day or shift, despite the rate of pay and loading (C.2.3).
* The 12.5% loading continues to be paid during annual leave (C.2.4).

**Leave:**

* Employees are entitled to the same annual and sick leave conditions as permanent part-time employees (C.3).

**Overtime, holidays, shift, Saturday, Sunday duty:**

* Employees are entitled to the same conditions as permanent part-time employees in relation to (C.4):
  * Holidays and holiday duty (C.4.1).
  * Shift duty (C.4.2).
  * Saturday duty (C.4.3).
  * Sunday duty (C.4.4).
  * Overtime (C.4.5).


C.1 Scope

The provisions in this Schedule C only apply to temporary part-time Support Services Officers
who were employed at 27 December 1995 under the Australia Post (Postal Workers) Award
_1985_ [A0170] and who elected to remain under the conditions in that award instead of
transferring to the standard permanent part-time conditions, contained in this award and the
_Australia Post General Conditions of Employment Award 1999. The standard permanent part-_
time conditions do not apply to employees covered by this clause.

### C.2 Rates of pay

**C.2.1** **Rate of pay**

Employees are to be paid no less than the hourly rate which is the equivalent
(calculated on a 36.75 hour week basis) of the minimum rate prescribed for a full-time
Support Services Officer of the appropriate level.

**C.2.2** **Loading**

This hourly rate is to be increased by a loading of 12.5% for all time worked up to and
including seven hours 21 minutes in any day or 36.75 hours in any week with the
following exception. The loading is not applied where it would raise the total salary
for a period of seven hours 21 minutes or less in any day or a period of 36.75 hours or
less in any week beyond the total salary that an employee earning the same hourly rate
without the 12.5% loading would earn for a total of seven hours 21 minutes in a day
or a total of 36.75 hours in a week as the case may be.

**C.2.3** **Minimum payment**

Irrespective of the rate of pay prescribed at C.2.1 and the loading at C.2.2, an employee
must be paid a minimum of two hours pay for attendance on any day or shift.

**C.2.4** **Loading on annual leave**

The 12.5% loading prescribed in C.2.2 is to continue to be paid during annual leave.

### C.3 Leave

An employee employed under this Schedule C is entitled to the same annual and sick leave
conditions as permanent part-time employees.


-----


**C.4** **Overtime, holidays, shift, Saturday, Sunday duty**

An employee employed under this Schedule C is entitled to the same conditions as permanent
part-time employees in respect of:

**C.4.1** Holidays and holiday duty;

**C.4.2** Shift duty;

**C.4.3** Saturday duty;

**C.4.4** Sunday duty; and

**C.4.5** Overtime.


-----

Temporary Part-time Support Services Officers

Schedule

The Australia Post Enterprise Award 2015 covers Australia Post and all employees employed in classifications under clause 22 of the award.

Australia Post Enterprise Award 2015

PART 1

Application and Operation

PART 2

Workplace Delegates, Consultation and Dispute Resolution

PART 3

Types of Employment and Termination of Employment

PART 6

Leave and Public Holidays

Schedule

Australia Post Enterprise Award 2015

PART 1

Application and Operation

PART 2

Workplace Delegates, Consultation and Dispute Resolution

PART 3

Types of Employment and Termination of Employment

PART 4

Salary Rates, Classifications and Related Matters

PART 5

Hours of Work and Related Matters

PART 6

Leave and Public Holidays

Schedule