This award is the Printing Industry—Herald & Weekly Times—Production Award 2015.

Title

**Commencement Date and Overaward Payments:**

* The award begins on 15 May 2015 (2.1).
* Employers may absorb the monetary obligations of this award into overaward payments. Employers are not required to maintain or increase any overaward payments (2.2).

**Protection Against Reduction in Take-home Pay:**

* This award or any transitional arrangements cannot result in a reduction in the take-home pay of employees covered by the award (2.3).
* If an employee suffers a reduction in take-home pay due to this award or transitional arrangements, the Fair Work Commission may issue an appropriate order to resolve the situation upon application by or on behalf of the affected employee (2.3).

**2.1** This award commences on 15 May 2015.

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

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

Commencement

**Definitions:**

* The Fair Work Act 2009 (Cth) is referred to as the Act (3.1).
* An adult apprentice is an apprentice 21 years or over at the start of their apprenticeship (3.1).
* An apprentice is an employee bound by a training contract registered with the appropriate State or Territory authority (3.1).
* A casual employee has the meaning given by section 15A of the Act (3.1).
* The Fair Work Commission or any successor organisation is referred to as the Commission (3.1).
* A default fund employee is one who has no chosen fund under the Superannuation Guarantee (Administration) Act 1992 (Cth) (3.1).
* A defined benefit member is defined by the Superannuation Guarantee (Administration) Act 1992 (Cth) (3.1).
* An employee means a national system employee under the Act (3.1).
* An employee organisation has the meaning given by section 12 of the Act (3.1).
* The employer or company referred to in this document is Herald & Weekly Times Pty Limited (3.1).
* An enterprise has the meaning given by section 12 of the Act (3.1).
* An exempt public sector superannuation scheme is as defined by the Superannuation Industry (Supervision) Act 1993 (Cth) (3.1).
* A MySuper product is defined by the Superannuation Industry (Supervision) Act 1993 (Cth) (3.1).
* The National Employment Standards (NES) are contained in sections 59 to 131 of the Fair Work Act 2009 (Cth) (3.1).
* A Non Technology Redundancy includes redundancies not caused by technology, such as loss of business, economic downturn, rationalisation, or closure of operations (3.1).
* On-hire means the placement of an employee by their employer to a client, where the employee works under the client or their representative’s guidance (3.1).
* Rate of pay includes award weekly rate, shift allowances, personal margins, service payments and weekend penalties, excluding overtime, averaged over the 12 months preceding termination, redeployment, or relocation (3.1).
* A small business employer has the meaning given by section 23 of the Act (3.1).
* Standard rate refers to the minimum wage for a Printing Machinist 1 in clause 16 (3.1).
* Technology Redundancy arises solely from the introduction of new or updating existing technology (3.1).
* A workplace delegate has the meaning given by section 350C(1) of the Act (3.1).

**Reference to NES Conditions:**

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

[[Varied by PR733965, PR774855]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733965.htm)

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

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

**adult apprentice means an apprentice who is 21 years of age or over at the**
commencement of their apprenticeship.

**apprentice means an employee who is bound by a contract of training registered with**
the appropriate State or Territory training authority.

[[Definition of casual employee inserted by PR733965 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733965.htm)

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

**Commission means the Fair Work Commission or any successor organisation.**

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

**defined benefit member has the meaning given by the** _Superannuation Guarantee_
_(Administration) Act 1992 (Cth)._


-----


**employee means national system employee within the meaning of the Act.**

[[Definition of employee organisation inserted by PR774855 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774855.pdf)

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

**employer or company means Herald & Weekly Times Pty Limited.**

[[Definition of enterprise inserted by PR774855 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774855.pdf)

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

**exempt public sector superannuation scheme has the meaning given by the**
_Superannuation Industry (Supervision) Act 1993 (Cth)._

**MySuper product has the meaning given by the** _Superannuation Industry_
_(Supervision) Act 1993 (Cth)._

**[NES means the National Employment Standards as contained in sections 59 to 131 of](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)**
the Fair Work Act 2009 (Cth).

**Non Technology Redundancy** means a redundancy which is not a Technology
Redundancy which includes but is not limited to redundancies caused by loss of
business, economic downturn, rationalisation or closure of operations or part of an
operation.

**on-hire means the on-hire of an employee by their employer to a client, where such**
employee works under the general guidance and instruction of the client or a
representative of the client.

**rate of pay means an employee's award weekly rate of pay, plus the weekly average**
of shift allowances, personal margins, service payments and weekend penalties, but
excluding overtime, over the period of 12 months immediately preceding termination,
redeployment or relocation whichever is applicable.

[[Definition of small business employer inserted by PR774855 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774855.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 wage for a Printing Machinist 1 in clause 16.**

**Technology Redundancy means a redundancy which arises solely from the**
introduction of new or updating of existing technology.

[[Definition of workplace delegate inserted by PR774855 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774855.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,](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[the NES definition applies.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

Definitions and interpretation

**Enterprise Coverage:**

* This award covers the Herald & Weekly Times Pty Limited and employees in the specified classifications (4.1).
* It does not cover staff appointed by the company to management positions (4.2).
* Employees excluded from award coverage by the Act are also not covered (4.3).
* Employers supplying labour on an on-hire basis within the enterprise are covered, as are on-hire employees in the classifications when performing work in the business (4.4).
* Employers providing group training services for apprentices or trainees in the enterprise are covered, as are the apprentices or trainees hosted by a company to perform work at such locations (4.5).
* If an employer is covered by more than one award, an employee is covered by the award most appropriate to the work they perform and the environment in which they perform it (4.6).

NOTE: If there is no classification for a particular employee in this award, the employer and employee might be covered by an award with occupational coverage.

**4.1** This enterprise award will cover:


-----


**(a)** the Herald & Weekly Times Pty Limited; and

**(b)** those employees who are employed in the classifications specified in this award.

**4.2** This award will not cover staff appointed by the company to management
positions.

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

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

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

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

NOTE: Where there is no classification for a particular employee in this award it is
possible that the employer and that employee are covered by an award with
occupational coverage.

Coverage

**Availability of Award and NES:**

The employer must ensure that copies of the Printing Industry—Herald & Weekly Times—Production Award 2015 and the National Employment Standards (NES) are available to all employees. These can be made accessible either on a conveniently located noticeboard at or near the workplace, or through electronic means, whichever makes them more accessible.

[The employer must ensure that copies of this award and the NES are available to all employees](https://www.fwc.gov.au/documents/awards/resources/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 NES and the Printing Industry—Herald & Weekly Times—Production Award 2015 together constitute the minimum conditions of employment for employees covered by this award (Intro).

The [NES and this award contain the minimum conditions of employment for employees](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
covered by this award.

The National Employment Standards and this award

**Individual Flexibility:**

* Employers and individual employees may agree to vary certain award terms to meet genuine individual needs. The terms that can be varied are arrangements for when work is performed, overtime rates, penalty rates, allowances, and leave loading (7.1).
* The agreement must be made without coercion or duress, and can only be made after the employee has started employment (7.2).
* The agreement must: 
  * Only vary the terms listed in clause 7.1 
  * Result in the employee being better off overall at the time the agreement is made than if the agreement had not been made (7.3).
* The agreement must: 
  * Be in writing, name the parties, and be signed by the employer and the employee (and the employee's parent or guardian if under 18) 
  * State the terms being varied 
  * Detail how each term's application is varied 
  * Explain how the employee is better off overall 
  * State the commencement date (7.4).
* Employers must give the employee a copy of the agreement and keep it as a time and wages record (7.5).
* No approval or consent from any party other than the employer and employee is required, except as provided in clause 7.4(a) (7.6).
* Employers must provide a written proposal. If an employee's understanding of written English is limited, appropriate measures, such as translation, must be taken (7.7).
* The agreement can be terminated by: 
  * Either party giving 13 weeks' written notice 
  * Written mutual agreement at any time (7.8).
* The right to make an agreement under this clause is in addition to any other provision for such agreements in the award (7.9).

**7.1** Notwithstanding any other provision of this award, an employer and an
individual employee may agree to vary the application of certain terms of this
award to meet the genuine individual needs of the employer and the individual


-----


employee. The terms the employer and the individual employee may agree to
vary the application of are those concerning:

**(a)** arrangements for when work is performed;

**(b)** overtime rates;

**(c)** penalty rates;

**(d)** allowances; and

**(e)** leave loading.

**7.2** The employer and the individual employee must have genuinely made the
agreement without coercion or duress. An agreement under this clause can
only be entered into after the individual employee has commenced
employment with the employer.

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

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

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

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

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

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

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

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

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

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

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

**7.7** An employer seeking to enter into an agreement must provide a written
proposal to the employee. Where the employee’s understanding of written


-----


English is limited the employer must take measures, including translation into
an appropriate language, to ensure the employee understands the proposal.

**7.8** The agreement may be terminated:

**(a)** by the employer or the individual employee giving 13 weeks’ notice of
termination, in writing, to the other party and the agreement ceasing to operate
at the end of the notice period; or

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

Note: If any of the requirements of s.144(4), which are reflected in the requirements
of this clause, are not met then the agreement may be terminated by either the
employee or the employer, giving written notice of not more than 28 days (see s.145
of the Fair Work Act 2009 (Cth)).

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

# Part 2—Workplace Delegates, Consultation and Dispute Resolution

[[Part 2—Consultation and Dispute Resolution renamed by PR774855 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774855.pdf)

Award flexibility

Application and Operation

**Rights of workplace delegates:**

* **Definitions:** 
  * Employer: The employer of the workplace delegate. 
  * Delegate’s organisation: The employee organisation the delegate was appointed or elected under. 
  * Eligible employees: Members or persons eligible to be members of the delegate’s organisation employed by the employer (7A.2).

* **Appointment and cessation:** 
  * Delegates must give written notice of their appointment or election to the employer and provide evidence if requested (7A.3). 
  * Employees who cease to be a delegate must notify the employer within 14 days (7A.4).

* **Right of representation:** Delegates may represent eligible employees in matters such as: 
  * Consultation on major workplace change 
  * Consultation on roster or hours of work changes 
  * Dispute resolution 
  * Disciplinary processes 
  * Enterprise bargaining as a bargaining representative or assisting the delegate’s organisation (7A.5).

* **Communication and access:** 
  * Delegates may communicate with eligible employees during working hours, breaks, or before/after work to discuss matters related to their industrial interests and union membership (7A.6). 
  * Employers must provide delegates with access to necessary workplace facilities unless it’s impractical due to operational requirements or facilities are unavailable (7A.7).

* **Access to training:** Employers, excluding small businesses, must provide delegates with up to 5 days of paid training time during the first year and at least one day each subsequent year for training related to representation of industrial interests. Conditions apply, including notice periods and provision of training details upon request (7A.8).

* **Exercise of entitlements:** Delegates must: 
  * Comply with their duties and employer policies 
  * Not obstruct normal work performance 
  * Not hinder employees’ rights to freedom of association (7A.9). 
  * Employers are not required to provide individual contact details of eligible employees (7A.9(b)). 
  * Employees must agree to be represented by a delegate (7A.9(c)).

**Interaction with other award clauses:** More favourable entitlements under other award clauses apply if they are better than the provisions in clause 7A (7A.10).

[[7A inserted by PR774855 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774855.pdf)

**7A.1** Clause 7A 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 7A.

**7A.2** In clause 7A:

**(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.

**7A.3** Before exercising entitlements under clause 7A, 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.

**7A.4** An employee who ceases to be a workplace delegate must give written notice
to the employer within 14 days.

**7A.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.

**7A.6** **Entitlement to reasonable communication**

**(a)** A workplace delegate may communicate with eligible employees for the purpose
of representing their industrial interests under clause 7A.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.

**7A.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 7A.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.

**7A.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.

**7A.9** **Exercise of entitlements under clause 7A**

**(a)** A workplace delegate’s entitlements under clause 7A 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 7A 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 7A 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 7A.](http://www.legislation.gov.au/Series/C2009A00028)

**7A.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 7A, the entitlement under the other clause applies instead of
the entitlement under clause 7A.


-----

Workplace delegates’ rights

**Consultation regarding major workplace change:**

* **Employer to notify:**
  * When an employer decides to introduce major changes in production, program, organisation, structure, or technology that significantly affect employees, the employer must notify the affected employees and their representatives, if any (8.1(a)(i)).
  * Significant effects include termination of employment, major changes in workforce composition, operation, or size, changes in required skills, reduction in job opportunities or promotion, alteration of hours of work, need for retraining, transfer of employees, and job restructuring (8.1(a)(ii)).

* **Employer to discuss change:**
  * The employer must discuss with affected employees and their representatives the introduction of the changes, their likely effects, and measures to mitigate adverse impacts. The employer must consider matters raised by employees and/or their representatives (8.1(b)(i)).
  * Discussions should commence as early as practicable after the decision to introduce changes has been made (8.1(b)(ii)).
  * The employer must provide in writing all relevant information about the changes including their nature, expected effects on employees, and any other relevant matters, unless the information is confidential and against the employer’s interests to disclose (8.1(b)(iii)).

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

* If an employer proposes to change an employee’s regular roster or ordinary hours of work, they must consult with the affected employees and their representatives, if any (8.2(a)).
* The employer must:
  * Provide the affected employees and their representatives with information about the proposed change, including its nature and the proposed commencement date (8.2(b)(i)).
  * Invite the affected employees and their representatives to provide their views on the impact of the proposed change, including any effects on their family or caring responsibilities (8.2(b)(ii)).
  * Consider any views provided by the employees and/or their representatives (8.2(b)(iii)).
* The consultation requirement does not apply to employees with irregular, sporadic, or unpredictable working hours (8.2(c)).
* These provisions are to be read alongside other award provisions concerning scheduling of work and notice requirements (8.2(d)).

**8.1** **Consultation regarding major workplace change**

**(a)** **Employer to notify**

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

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

**(b)** **Employer to discuss change**

**(i)** The employer must discuss with the employees affected and their
representatives, if any, the introduction of the changes referred to in
clause 8.1(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.

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

**(iii)** For the purposes of such discussion, the employer must provide in writing

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

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

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

**(b)** The employer 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

**Dispute Resolution Procedure:**

* In the event of a dispute relating to a matter under the award or the NES, the parties must first attempt to resolve the matter by discussions between the employee(s) and their supervisor. If unresolved, the matter should escalate to more senior management (9.1).
* If the dispute remains unresolved at the workplace level, a party may refer it to the Fair Work Commission, provided all steps under clause 9.1 have been taken (9.2).
* The parties may agree on the process to be utilised by the Fair Work Commission, including mediation, conciliation, and consent arbitration (9.3).
* If the matter remains unresolved, the Fair Work Commission may use any method of dispute resolution permitted by the Act to ensure the settlement of the dispute (9.4).
* Employers and employees may appoint another person, organisation, or association to represent them in the dispute resolution process (9.5).
* Delegates and affected employees must be allowed a reasonable period of paid time off during working hours to hold discussions with accredited union officials, provided that normal production is not adversely affected (9.6).
* While the dispute resolution procedure is ongoing, work must continue as per the award and the Act. Employees must not unreasonably refuse to perform safe and appropriate work as directed by the employer (9.7).

**Training Leave:**

* A chapel or employee representative is entitled to up to five days' paid training leave each calendar year to attend courses by an accredited training provider approved by the union, aimed at enhancing dispute settlement machinery (9.8(a)).
* Representatives on training leave will be paid at their classification rate, over-award payment, and shift loading payable (9.8(b)).
* Representatives must give the employer reasonable notice of their intention to attend such courses, including details of the course's nature, content, and duration. Leave will be arranged with regard to operational requirements (9.8(c)).
* Expenses incurred for travel, accommodation, and meals related to the training course are the employee's or union's responsibility (9.8(d)).
* Leave granted under this clause counts as service for all award purposes (9.8(e)).

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

**9.2** If a dispute about a matter arising under this award or a dispute in relation to
[the NES is unable to be resolved at the workplace, and all appropriate steps](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
under clause 9.1 have been taken, a party to the dispute may refer the dispute
to the Fair Work Commission.

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

**9.4** 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 appropriate to ensure the settlement of the dispute.

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

**9.6** A delegate and any affected employee(s) must be allowed a reasonable period
of paid time off during working hours for the purpose of holding discussions
with any duly accredited union officials in relation to the resolution of the
dispute, provided that such discussions do not adversely affect normal
production.

**9.7** While the dispute resolution procedure is being conducted, work must continue
in accordance with this award and the Act. Subject to applicable occupational


-----


health and safety legislation, an employee must not unreasonably fail to
comply with a direction by the employer to perform work, whether at the same
or another workplace, that is safe and appropriate for the employee to perform.

**9.8** **Training leave**

**(a)** A chapel or other employee representative will be entitled to up to five days' paid
training leave each calendar year, non-cumulative, to attend courses conducted
by an accredited training provider, approved by the union, which are directed at
the enhancement of the operation of dispute settling machinery.

**(b)** Each chapel or employee representative on dispute settling training leave, in
accordance with clause 9.8(a), shall be paid the classification rate, over award
payment and shift loading which otherwise would have been payable.

**(c)** A chapel or other employee representative will give the employer reasonable
notice of his/her intention to attend such a course and the nature, content and
duration of the course. The taking of leave will be arranged having regard to the
operational requirement of the employer.

**(d)** All expenses (such as travel, accommodation and meals) associated with or
incurred by the employee attending a training course as provided in this clause
shall be the responsibility of the employee or the union.

**(e)** Leave of absence granted pursuant to this clause shall count as service for all
purposes of the award.

# Part 3—Types of Employment and Termination of Employment

Dispute resolution

Workplace Delegates, Consultation and Dispute Resolution

**Hours and rates (Day and Night Work):** 

* **Day work** is defined as work performed between 6:00 am and 6:00 pm (10.1(a)).
* **Night work** is defined as work performed between 6:00 pm and 

[[Varied by PR733965]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733965.htm)

This part of the award applies only to casual employees.

**10.1** **Hours and rates**

**(a)** For the purpose of this section of the award, day work shall be work performed
between 6.00 am and 6.00 pm. Night work shall be work performed between
6.00 pm and "finish".

**(b)** A casual employee shall be paid for work performed as follows:

**(i)** The minimum payment shall be for four hours if on day work and for five
hours if on night work, save and except for casual employees employed as
inserters when the minimum payments shall be for three hours on day work
and for four hours on night work.

**(ii)** For the hours rostered in conjunction with the normal daily hours being
worked by permanent staff in the department, at the wage rate prescribed


-----


in clause 16.1 for the classification in which employed plus one third,
thereafter double such wage rate.


**(iii)** For work performed between noon and the finish of any shift started before

5.00 pm on public holidays prescribed in clause 26, at the wage rate
prescribed in clause 16.1 for the classification in which employed plus one
half, such payment to be for not less than five hours.

**(iv)** Where the greater part of the shift worked falls between 6.00 pm Saturday

and 6.00 am Sunday, payments shall be made at double the wage rate
prescribed for the classification in clause 16.1.

**(v)** For all work performed on special editions as defined in clause 26.6(b) at
double the wage rate prescribed in clause 16.1 for the classification in
which employed.

**(vi)** A penalty of forty per cent of the ordinary permanent employee's day

classification rate shall be paid for time worked on a shift the major portion
of which is worked between the hours of midnight Friday and midnight
Sunday. This penalty payment shall be calculated separately and will not
apply to the night differential or to the calculation of overtime.

**10.2** **Call**

**(a)** If a casual employee is called for work on special editions payment shall be made
at double the wage rate prescribed in clause 16.1 for the classification in which
employed, for two hours and for a minimum of four hours work.

**(b)** If a casual employee is sent for or required to attend the office for ordinary work
and such employee's services are not availed of, payment shall be the equivalent
of four hours work at the appropriate casual rate.

**10.3** **Standing time**

Standing time, excluding any time taken off for meals not exceeding one hour, shall
be regarded as time worked and shall be paid for as such.

**10.4** **Good Friday and Christmas Day**

**(a)** All time worked on Good Friday and Christmas Day publications shall be
deemed to be equivalent to a shift worked of not less than five hours and shall
be paid for at double the wage rate prescribed for the classification in which
employed.

**(b)** Casual employees deriving their livelihood solely from the newspaper industry
who have been continuously and regularly employed for four or more shifts each
week during the previous twelve months shall be paid for the equivalent of four
hours day or five hours night for Good Friday and Christmas Day.


-----


**10.5** **Accident pay**

**(a)** When a casual employee is incapacitated through an accident arising out of or in
the course of employment such time (covered by a medical certificate) absent
from duty as a result of the injury shall be paid for up to a maximum period of
thirteen weeks from the date of the accident.

**(b)** Payment shall be at a weekly rate equal to average earnings for the immediately
preceding thirteen weeks, less the weekly payments received under relevant
workers compensation legislation.

**(c)** The company's liability under this clause shall only arise where the employee is
in receipt of weekly payments under relevant workers compensation legislation.
After the expiration of thirteen weeks from the date of the accident, any
employee if still incapacitated shall receive only the sum provided for under
relevant workers compensation legislation.

**(d)** If a casual employee receives any accident pay pursuant to this clause, and
recovers damages in a claim at common law in respect of wages lost as a result
of incapacity for work, such accident pay shall be refunded to the company.

**10.6** **Annual holidays**

Upon request a casual employee whose livelihood is derived solely from the
newspaper industry shall be granted four weeks' annual holidays for each 48 weeks of
service. Such holidays shall be paid for at the average weekly earnings for the 48 weeks
to which the holidays relate. All other casuals shall be paid weekly four forty-eighths
of the gross wages paid in each week in lieu of paid annual holidays.

**10.7** This award shall apply to casual employees, with the exception of clauses 11,
12, 13, 22, 26, and 28.2. Provided that clause 22.3 shall apply to casual
employees and clauses 23.2, 23.4 and 23.5 will not apply to casuals employed
as inserters.

**10.8** **Offers and requests for casual conversion**

[[10.8 inserted by PR733965 ppc 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/PR733965.htm)

Offers and requests for conversion from casual employment to full-time or part-time
[employment are provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

[NOTE: Disputes about offers and requests for casual conversion under the NES are to](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
be dealt with under clause 9—Dispute resolution.

Casual employment

**Part-time Employment:**

* A regular part-time employee is a permanent employee engaged to work less than 37 hours for day shift employees or 36 hours for afternoon or night shift employees per week of ordinary time (11.1).

* A minimum of four consecutive hours is required for any rostered shift (11.2).

* The minimum hourly rate for part-time employees is the same as for full-time employees in the same classification, determined by dividing the full-time minimum award rate by the number of ordinary hours for a full-time employee (11.3).

* Part-time employees are subject to this award except for clauses 10, 12, 16.1 and 22.2. Application of the award is on a pro-rata basis where appropriate (11.4).

* Part-time employees' hours will be determined at the commencement of employment (11.5).

* Hours may be varied by agreement between the employee and employer, or by the employer as set out in clause 22.4 for permanent employees (11.6).

* Any hours worked beyond the rostered shift will be considered overtime and paid accordingly (11.7).

* Part-time employees can work additional unrostered shifts as ordinary time by agreement, provided that any hours in excess of the ordinary hours per week set out in clause 22.4(a) will be paid as overtime, despite clause 24 (11.8).

**11.1** A regular part-time employee is a permanent employee engaged as such to
work less than:

**(a)** 37 hours for employees on day shift; or


-----


**(b)** 36 hours for employees on afternoon or night shift, per week of ordinary time on
a reasonably predictable and ongoing basis.

**11.2** A regular part-time employee shall be engaged for a minimum of four (4)
consecutive hours on any rostered shift.

**11.3** The minimum hourly rate of pay for a regular part-time employee shall be the
minimum hourly rate under clause 16.1 for a full-time employee in the same
classification as the regular part-time employee (i.e. the applicable minimum
award rate of pay divided by the award ordinary hours for a relevant full-time
employee).

**11.4** This award shall apply to part-time employees, with the exception of clauses
10, 12, 16.1 and 22.2. Where appropriate, application of the award shall be on
a pro-rata basis.

**11.5** Regular part-time employees will have their hours determined at the
commencement of their employment.

**11.6** The hours of a regular part-time employee may be varied by agreement
between the employee and the employer or by the employer in the same
manner as for permanent employees as set out in clause 22.4.

**11.7** Hours worked beyond the employee’s rostered shift on any rostered days will
be overtime and paid as such.

**11.8** Despite clause 24, by agreement between the company and an employee, a
regular part-time employee may in addition to their rostered shift or shifts in a
week, work an unrostered shift or shifts as ordinary time, provided that any
hours worked in excess of the ordinary hours per week as set out in clause
22.4(a) will be paid as overtime.

Part-time employment

**Apprentices:**

**Conditions:**
* The conditions in this clause apply to all apprentices and take precedence over any inconsistent legislation or regulation (12.1).

**Wage rates:**
* Wages are a percentage of the rates for Printing Machinist and Pre-Press Operator 1 (12.2).
* For a non-Year 12 school leaver: 
  * Year 1: 50% 
  * Year 2: 60% 
  * Year 3: 75% 
  * Year 4: 90% (12.2(a)).
* For a Year 12 school leaver: 
  * Year 1: 55% 
  * Year 2: 65% 
  * Year 3: 75% 
  * Year 4: 90% (12.2(a)).

**Progression:**
* At the conclusion of the apprenticeship, the apprentice will move to the relevant Grade 1 rate for up to three months. If they demonstrate the ability to carry out the relevant functions, they will then move to a higher grade (12.3).

**Hours of work:**
* Apprentices will not ordinarily be required to work other than day shift until they have completed TAFE or College attendance (12.4).

**Annual leave loading:**
* When going on annual leave, apprentices will receive a loading of 17.5% of the ordinary rate of pay for the period of the leave (12.5).

**Public Holidays:**
* Apprentices are entitled to leave with pay on public holidays as per the NES (12.6(a)).
* Additional public holidays declared or prescribed in a State, Territory, or locality will constitute additional holidays for the purpose of this award (12.6(b)).
* With the agreement of the relevant union, the company may substitute another day for any prescribed public holiday (12.6(c)).
  * The company and its employees may also agree to substitute another day, with the majority of affected employees' consent constituting agreement (12.6(c)(i)).
  * Such agreements must be recorded in writing and be available to every affected employee (12.6(c)(ii)).
  * The union must be informed and may refuse to accept the agreement within seven days, but not unreasonably (12.6(c)(iii)).
  * If the union refuses, the parties will seek to resolve their differences (12.6(c)(iv)).
  * If no resolution is achieved, the company can apply to the Commission for approval, at least fourteen days before the prescribed holiday. The Commission will determine the application after hearing from both the company and the union (12.6(c)(v)).

This part of the award applies only to apprentices.

**12.1** The conditions set out in this clause apply to all apprentices and prevail to the
extent of any inconsistency over the relevant legislation and any regulation
made pursuant to it.

**12.2** **Wage rates**

**(a)** The wages paid to an apprentice shall be the following percentages of the rates
for Printing Machinist and Pre-Press Operator 1:


**Year of Apprenticeship** **% of relevant rate for**

**non-Year 12 School**

**Leaver**


**% of relevant rate for**

**Year 12 School Leaver**


Year 1 50 55

Year 2 60 65


-----


**Year of Apprenticeship** **% of relevant rate for**

**non-Year 12 School**

**Leaver**


**% of relevant rate for**

**Year 12 School Leaver**


Year 3 75 75

Year 4 90 90

**12.3** **Progression at the conclusion of apprenticeship**

At the conclusion of the apprenticeship the apprentice will move to the relevant Grade
1 rate for a period of not more than three months, when, provided they have
demonstrated the ability to carry out the relevant functions, they will move to a higher
grade.

**12.4** **Hours of work**

Apprentices will not ordinarily be required to work other than day shift until they have
completed TAFE or College attendance.

**12.5** **Annual leave loading**

Apprentices when going on annual leave will receive a loading of 17.5% of the
ordinary rate of pay for the period of the leave.

**12.6** **Public Holidays**

**(a)** [Apprentices will be entitled to leave with pay on public holidays as per the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**(b)** Where in a State, Territory or locality, public holidays are declared or prescribed
[on days other than those set out in the NES, those days shall constitute additional](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
holidays for the purpose of this award.

**(c)** The company, with the agreement of the relevant union, may substitute another
day for any prescribed in this clause.

**(i)** The company and its employees may agree to substitute another day for
any prescribed in this clause. For this purpose, the consent of the majority
of affected employees shall constitute agreement.

**(ii)** An agreement pursuant to clause 12.6(c)(i) above shall be recorded in
writing and be available to every affected employee.

**(iii)** The relevant union shall be informed of an agreement pursuant to clause

12.6(c)(i) and may within seven days refuse to accept it. The union will
not unreasonably refuse to accept the agreement.

**(iv)** If the relevant union, pursuant to clause 12.6(c)(iii), refuses to accept an

agreement, the parties will seek to resolve their differences to the
satisfaction of the company, the employees and the union.

**(v)** If no resolution is achieved pursuant to clause 12.6(c)(iv), the company
may apply to the Commission for approval of the agreement reached with


-----


its employees. Such an application must be made fourteen or more days
before the prescribed holiday. After giving the company and the relevant
union an opportunity to be heard, the Commission will determine the
application.

Apprentices

**Notice of termination by company:**

* This clause supplements the notice of termination provided for in the National Employment Standards (NES) (13.1(a)).

**Notification of technology redundancies:**
* The employer must give each affected employee a minimum of 4 weeks' notice prior to termination due to technology redundancy. This includes the NES entitlement (13.1(b)).

* Payment in lieu of notice will be made if the full notice period is not required to be worked. Employment may be terminated by the employee working part of the notice period and the company making payment for the remaining period (13.1(c)).

* In calculating any payment in lieu of notice, the wages an employee would have received for the ordinary time they would have worked during the notice period will be used (13.1(d)).

* The notice period does not apply in cases of dismissal for conduct justifying instant dismissal, including inefficiency within the first 14 days, neglect of duty, or misconduct. It also does not apply to casual employees, apprentices, or employees engaged for a specific period of time or task (13.1(e)).

**Notice of termination by an employee:**

* The notice of termination required by an employee is the same as that required of the company, except there is no requirement for additional notice based on the employee's age (13.2(a)).

* If an employee fails to give notice, the company has the right to withhold monies due to the employee to a maximum amount equal to the ordinary time rate of pay for the notice period (13.2(b)).

**13.1** **Notice of termination by company**

**(a)** [This clause supplements the notice of termination provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**(b)** **Notification of technology redundancies**

The employer will give each affected individual employee a minimum of
4 weeks notice prior to the termination of the employee's employment on the
[ground of a Technology Redundancy, which is inclusive of the NES entitlement.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**(c)** Payment in lieu of the notice will be made if the appropriate notice period is not
required to be worked. Employment may be terminated by the employee
working part of the required period of notice and by the company making
payment for the remainder of the period of notice.

**(d)** In calculating any payment in lieu of notice, the wages an employee would have
received in respect of the ordinary time they would have worked during the
period of notice had their employment not been terminated will be used.

**(e)** The period of notice in this clause shall not apply in the case of dismissal for
conduct that justifies instant dismissal including inefficiency within the first
fourteen days, neglect of duty or misconduct and in the case of casual employees,
apprentices or employees engaged for a specific period of time or for a specific
task or tasks.

**13.2** **Notice of termination by an employee**

**(a)** The notice of termination required to be given by an employee is the same as
that required of the company, save and except that there is no requirement on the
employee to give additional notice based on the age of the employee concerned.

**(b)** If an employee fails to give notice the company has the right to withhold monies
due to the employee to a maximum amount equal to the ordinary time rate of pay
for the period of notice.

Termination of employment

**Redundancy pay:**

* This clause supplements redundancy pay provided for in the NES (14.1).

* Casual employees who have worked an average of 21 hours per week over the previous 12 months (eligible casuals), excluding casual publishing inserters, are also entitled to redundancy pay (14.2).

**Severance and redundancy payments:**

* Employees whose employment is terminated due to redundancy will receive a total severance and redundancy payment, inclusive of the NES entitlement, calculated as follows:
  * 2 weeks' pay initially (14.3(a)).
  * An additional 4 weeks' pay for each completed year of continuous service, calculated pro rata for each completed month (14.3(b)).

* Redundancy payments will be based on the employee's rate of pay as defined in clause 3 (14.4).

* Permanent part-time employees and eligible casual employees will receive pro rata redundancy payments (14.5).

* Permanent part-time employees will have their service period calculated from their appointment as a permanent part-time employee, unless they were previously eligible casuals, in which case their service as an eligible casual will be counted (14.6).

* No employee is entitled to a payment greater than what they would have received in wages had they remained employed until age 65 (14.7).

* For employees who commenced on or after 1 July 1970, the maximum redundancy entitlement is capped at 112 weeks' pay (14.8).

**Additional entitlements for technology redundancies:**

* Employees terminated on the ground of Technology Redundancy will also receive:
  * A pro rata long service leave payment after 5 years of continuous service (14.9(a)).
  * Payment from NewSuper, Herald Pension Fund, or News Limited Group Superannuation Fund as per the relevant trust deed if they are members of these funds (14.9(b)).
  * Annual leave entitlements as per the relevant industrial award, agreement, or statute (14.9(c))

**14.1** [This clause supplements redundancy pay provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**14.2** A casual employee who has worked an average of 21 hours per week over the
previous 12 months ('eligible casual') but who is not a casual publishing
inserter ('Employees') is also entitled to redundancy under this award.


-----


**14.3** An employee whose employment is terminated on the grounds of redundancy
will receive a total severance and redundancy payment calculated according
[to the following formula, which will be inclusive of the NES entitlement.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**(a)** 2 weeks pay, in the first instance, and in addition

**(b)** 4 weeks pay for each completed year of continuous service.

The payments referred to in these clauses shall be calculated pro rata for each
completed month of service.

**14.4** Redundancy payments under this clause will be calculated on an employee's
rate of pay as defined in clause 3.

**14.5** Permanent part-time employees and eligible casual employees shall receive
pro rata redundancy payments.

**14.6** Permanent part-time employees shall have their period of service calculated
from the time of their appointment as a permanent part-time employee, unless
they had an entitlement as an eligible casual prior to such appointment and in
those circumstances their service as an eligible casual will be taken into
account.

**14.7** No employee shall be entitled under these provisions to a payment greater
than he/she would have received in wages had they remained in employment
until the age of 65 years.

**14.8** For employees who commenced on or after 1 July 1970, the maximum
redundancy entitlement will be a sum equivalent to the employee's rate of pay
as defined for 112 weeks.

**14.9** In addition to a redundancy payment, an employee whose employment is
terminated on the ground of Technology Redundancy will receive:

**(a)** a pro rata long service leave payment in accordance with the relevant industrial
award, industrial agreement or statute after 5 years continuous service;

**(b)** if a member of NewSuper (formally Newsplan - Group Retirement and
Assurance Plan), the Herald Pension Fund, or the News Limited Group
Superannuation Fund, the employee will receive the payment provided for by
the relevant fund trust deed;

**(c)** entitlements to annual leave in accordance with the relevant industrial award,
agreement or statute.


-----


# Part 4—Minimum Wages and Related Matters

Redundancy

Types of Employment and Termination of Employment

**Printing Machining:**

* **Grade 1**: A tradesperson who has completed a trade certificate course (15.1(a)).

* **Grade 2**: A tradesperson who has the qualifications of Grade 1 and has completed six months' satisfactory service or has an equivalent qualification in rotary webfed Lithographic printing machining (15.1(b)).

* **Grade 3**: A tradesperson who, in addition to Grade 1 and Grade 2 duties, has completed at least 50% of a TAFE accredited post-trade course or Advanced Certificate in printing machining equivalent to two years' part-time study, or has shown competence through an on-site testing process or training on multi-colour webfed Lithographic printing machines producing process colour work to precise registration and definition (15.1(c)).

* **Grade 4**: A tradesperson who, in addition to Grade 1-3 duties, has completed a TAFE accredited post-trade or Advanced Certificate course in printing machining equivalent to two years' part-time study, and can demonstrate competence over a period of no more than three months, or has completed on-site training in the operation of multi-colour webfed Lithographic printing machines producing process colour work to precise registration and definition (15.1(d)).

**Production Assistants:**

* **Production Assistant (I)**: Trained in all aspects of non-trades duties including reel preparation, automatic and manual reel handling, reel rewinding, loading and unloading of pallets, mechanical lifting (excluding fork lift), and general assistance including housekeeping duties (15.2(a)).

* **Production Assistant (II)**: After three months of employment, capable of all duties of Production Assistant (I) and may hold a current licence to operate a fork lift and/or have rigging and scaffolding or crane chasers certificates (15.2(b)).

**Publishing Operators:**

* A person trained to operate and adjust all Publishing Room equipment and direct other employees in the efficient operation of the equipment, referring to employees classified below Publishing Operator (15.3).

**Pre-Press Operators:**

* **Pre-Press Operator II**: Employed on any function of image preparation and plate preparation as specified in the State Training Board (Printing Trades) Regulations, including facsimile operation (15.4(a)).

* **Pre-Press Operator I**: Employed on plate or image preparation and assists Pre-Press Operator II as required (15.4(b)).

**15.1** **Printing Machining**

**(a)** **Grade 1 - a tradesperson who has completed a trade certificate course.**

**(b)** **Grade 2 - a tradesperson who has the qualifications of Grade 1 and who has**
completed six months’ satisfactory service or has the equivalent to trade
qualification in rotary webfed Lithographic printing machining.

**(c)** **Grade 3 - a tradesperson who, in addition to being able to carry out the duties**
specified for Grades 1 and 2 has successfully completed at least fifty per cent of
a TAFE accredited post-trade course, or Advanced Certificate, in printing
machining equivalent to at least two years’ part-time study, or a tradesperson
who, by successful completion of an on-site testing process, demonstrates the
ability to perform competently the same tasks, or in undertaking on-site training
on computer assisted multi-colour webfed Lithographic printing machines
producing process colour work to precise registration and definition.

**(d)** **Grade 4 - a tradesperson, who in addition to being able to carry out the duties**
specified for Grade 1, 2 and 3, has successfully completed all the requirements
for the award of a TAFE accredited post-trade, or Advanced Certificate, course
in printing machining at least equivalent to two years part-time study, and who
demonstrates over a period of not more than three months an ability to carry out
this class of work: or who has successfully completed on-site training in the
function and operations of computer assisted multi-colour webfed Lithographic
printing machines producing process colour work to precise registration and
definition.

**15.2** **Production Assistants**

**(a)** A Production Assistant (I) is to be trained in all aspects of non-trades duties
including reel preparation, automatic and manual reel handling, reel rewinding,
loading and unloading of pallets, mechanical lifting (other than fork lift, general
assistance and housekeeping duties to all departments as requested.)

**(b)** A Production Assistant (II) is a person who after three months employment is
capable of carrying out all the duties of a Production Assistant (I) and who may
hold a current licence to operate a fork lift and/or current rigging and scaffolding
certificate and/or current crane chasers certificate.

**15.3** **Publishing Operators**

A person trained to operate and adjust all Publishing Room equipment, and when
necessary direct other employees in the efficient operation of the equipment. Other
employees refers to employees working at a classification below Publishing Operator.


-----


**15.4** **Pre-Press Operators**

**(a)** A **Pre-Press Operator II may be employed on any function of image**
preparation and plate preparation as specified in the State Training Board
(Printing Trades) Regulations with the inclusion of facsimile operation.

**(b)** A Pre-Press Operator I may be employed on plate or image preparation and in
assisting Pre-Press Operator II as required.

Classification

**Minimum wage rates:**

* Full-time employees must be paid the following Minimum Weekly Award Rates (16.1(a)):
  * Production Assistant 1: $910.00
  * Production Assistant 2: $970.50
  * Publishing Operator: $1019.40
  * Printing Machinist 1: $1032.30
  * Pre Press Operator 1: $1032.30
  * Printing Machinist 2: $1074.20
  * Pre Press Operator 2: $1074.20
  * Printing Machinist 3: $1116.40
  * Printing Machinist 4: $1193.00

**Supported wage system:**

* See Schedule A (16.2).

**National training wage:**

* See Schedule C (16.3).

[Varied by [PR567616, PR579923, PR592229,](https://www.fwc.gov.au/documents/awardsandorders/html/PR567616.htm) [PR606452,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606452.htm) [PR707564,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707564.htm) [PR718944,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718944.htm) [PR729390,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729390.htm) [PR740815,](https://www.fwc.gov.au/documents/awardsandorders/html/PR740815.htm)
[PR762235, PR774017]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762235.pdf)

**16.1** **Minimum wage rates**

[[16.1(a) varied by PR567616, PR579923, PR592229, PR606452, PR707564, PR718944, PR729390, PR740815,](https://www.fwc.gov.au/documents/awardsandorders/html/PR567616.htm)
[PR762235, PR774017 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762235.pdf)

**(a)** Full-time employees shall be paid the following Minimum Weekly Award Rate:

**Classification** **Minimum Weekly**

**Award Rate**

**$**

Production Assistant 1 910.00

Production Assistant 2 970.50

Publishing Operator 1019.40

Printing Machinist 1 1032.30

Pre Press Operator 1 1032.30

Printing Machinist 2 1074.20

Pre Press Operator 2 1074.20

Printing Machinist 3 1116.40

Printing Machinist 4 1193.00

**16.2** **Supported wage system**

See Schedule A.

**16.3** **National training wage**

See Schedule C.


-----

Minimum wages

**Graphic Reproducer II – four colour imposition work:**

* An allowance of 1.63% of the standard rate per shift will be paid to a Graphic Reproducer II required to perform four colour imposition work involving combining negatives with in-house material for four-colour process work (17.1).

**Automatic adjustment of wage-related allowances:**

* Wage-related allowances, expressed as a percentage of the standard rate, will automatically adjust to reflect any changes in the standard rate (17.2).

**Meal allowance:**

* A meal allowance of $20.05 will be paid to an employee required to take a second meal away from home during a shift, who then resumes work after the second meal period (17.3).

**Adjustment of expense related allowances:**

* At the time of any adjustment to the standard rate, each expense related allowance will also be increased by the relevant adjustment factor, which is the percentage movement in the applicable index figure published by the Australian Bureau of Statistics (17.4(a)).
* The applicable index figure is the Eight Capitals Consumer Price Index for the 'Take away and fast foods' subgroup (17.4(b)).

[Varied by [PR568176,](http://www.fwc.gov.au/documents/awardsandorders/html/PR568176.htm) [PR579641,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579641.htm) [PR592379,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592379.htm) [PR606602,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606602.htm) [PR704193,](https://www.fwc.gov.au/documents/awardsandorders/html/pr704193.htm) [PR707772,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707772.htm) [PR719096,](https://www.fwc.gov.au/documents/awardsandorders/html/pr719096.htm) [PR729569,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729569.htm)
[PR740975, PR750878, PR762406, PR774185]](https://www.fwc.gov.au/documents/awardsandorders/html/PR740975.htm)

**17.1** **Graphic Reproducer II – four colour imposition work**

An allowance of 1.63% of the standard rate per shift shall be paid to a Graphic
Reproducer II when required to perform four colour imposition work which involves
combining negatives with in-house material as part of four-colour process work.

**17.2** **Automatic adjustment of wage-related allowances**

[[New 17.2 inserted by PR750878 ppc 15Mar23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr750878.pdf)

The amount of each wage-related allowance is the percentage of the standard rate
specified for the allowance and will automatically adjust to reflect the specified
percentage when the standard rate is varied.

**17.3** **Meal allowance**

[17.2 varied by [PR568176,](http://www.fwc.gov.au/documents/awardsandorders/html/PR568176.htm) [PR579641,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579641.htm) [PR592379,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592379.htm) [PR606602,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606602.htm) [PR704193,](https://www.fwc.gov.au/documents/awardsandorders/html/pr704193.htm) [PR707772,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707772.htm) [PR719096,](https://www.fwc.gov.au/documents/awardsandorders/html/pr719096.htm) [PR729569,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729569.htm)
[PR740975; renumbered as 17.3 by PR750878 ppc 15Mar23; 17.3 varied by PR762406, PR774185 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/PR740975.htm)

A meal allowance of $20.05 shall be paid to an employee on each occasion when the
employee in any shift has been required to take a second meal away from home, takes
a meal period for the purpose and resumes work after the second meal period.

**17.4** **Adjustment of expense related allowances**

[[17.3 renumbered as 17.4 by PR750878 ppc 15Mar23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr750878.pdf)

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

[[17.4(b) varied by PR568176 ppc 01Jul15]](http://www.fwc.gov.au/documents/awardsandorders/html/PR568176.htm)

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

**Allowance** **Applicable Consumer Price Index figure**

Meal allowance Take away and fast foods subgroup

Allowances

**Accident Leave:**

* When an employee is incapacitated due to an accident arising out of or in the course of employment, they are entitled to paid leave for the duration of the absence, covered by a Medical Certificate, for up to a maximum of 52 weeks (xx (a)).
* This entitlement is reduced by any sum received under compulsory insurance as provided for under relevant legislation (xx (b)).
* The company's liability under this clause ceases when no payments are being made under such compulsory insurance (xx (c)).

When an employee is incapacitated through an accident arising out of or in the course of
employment such time (covered by Medical Certificate) absent from duty as a result of the


-----


injury shall be paid for up to a maximum period of 52 weeks less the sum received under the
compulsory insurance provided for under relevant legislation, provided that the company's
liability under this clause ceases when no payments are being made under such compulsory
insurance.

Accident pay

**Job Duties and Classification Rates:**

* The company can direct employees to perform duties within their skill, competence, and training limits, consistent with their classification under the award, provided that such duties do not promote de-skilling (19.1).
* Employees performing work of a higher classification during a shift must be paid the rate for the higher classification for that shift (19.2).
* Employees performing work of a lower classification during a shift must still be paid the rate for their ordinary classification for that shift (19.3).

**19.1** The company may direct an employee to carry out such duties as are within
the limits of the employees skill, competence and training consistent with the
classification of this award provided that such duties are not designed to
promote de-skilling.

**19.2** If during a shift employees are required to perform work of a classification
higher than that on which they are ordinarily employed they shall be paid for
the shift the rate prescribed for such higher classification.

**19.3** If during a shift employees are required to perform work of a classification lower
than that on which they are ordinarily employed, they shall be paid for the shift
the rate prescribed for their ordinary classification.

Higher duties

**Wages Payment:**

* All wages are to be paid weekly via electronic funds transfer into an account nominated by the employee at a bank or financial institution recognised by the company (20.1).

**20.1** All wages will be paid weekly by electronic funds transfer into an account
nominated by the employee with a bank or financial institution recognised by
the company.

Payment of wages

**Superannuation legislation:**

* The NES and Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), Superannuation Guarantee Charge Act 1992 (Cth), Superannuation Industry (Supervision) Act 1993 (Cth), and Superannuation (Resolution of Complaints) Act 1993 (Cth), govern the superannuation rights and obligations of employers and employees (21.1(a)).
* The provisions of clause 21 supplement the rights and obligations in superannuation legislation and the NES (21.1(b)).

**Employer contributions:**

* Employers must make superannuation contributions to a superannuation fund for the benefit of employees to avoid the superannuation guarantee charge under superannuation legislation (21.2).

**Voluntary employee contributions:**

* Employees may authorise their employer in writing to pay a specified amount from post-tax wages into the superannuation fund where the employer makes contributions (21.3(a)).
* Employees may adjust the amount by giving three months' written notice, effective from the first of the following month (21.3(b)).
* Employers must make these payments no later than 28 days after the end of the month in which the deduction was made (21.3(c)).

**Superannuation fund:**

* Unless required by superannuation legislation to contribute to another fund, employer contributions must be made to Media Super, AustralianSuper, any superannuation fund used before 12 September 2008 that meets certain criteria, or a defined benefit fund of which the employee is a member (21.4).

**Defined benefit members:**

**Non-contributory membership:**

* Employer contributions must comply with the Superannuation Guarantee (Administration) Act 1992 and associated regulations (21.5(a)).

**Contributory membership:**

* Employers must pay an additional contribution of 3% of wages, along with any further contributions required for employer-funded defined benefits as per the rules of the fund and legislative requirements (21.5(b)).

[[Varied by PR771401]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771401.pdf)

**21.1** **Superannuation legislation**

[[21.1 substituted by PR771401 ppc 09Apr24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771401.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 21 supplement those in superannuation
[legislation and the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

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.

**21.2** **Employer contributions**

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

**21.3** **Voluntary employee contributions**

**(a)** Subject to the governing rules of the relevant superannuation fund, an employee
may, in writing, authorise their employer to pay on behalf of the employee a
specified amount from the post-taxation wages of the employee into the same
superannuation fund as the employer makes the superannuation contributions
provided for in clause 21.2.

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

**(c)** The employer must pay the amount authorised under clauses 21.3(a) or (b) at no
later than 28 days after the end of the month in which the deduction authorised
under clauses 21.3(a) or (b) was made.

**21.4** **Superannuation fund**

[[21.4 varied by PR771401 ppc 09Apr24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771401.pdf)

Unless, to comply with superannuation legislation, the employer is required to make
the superannuation contributions provided for in clause 21.2 to another superannuation
fund, the employer must make the superannuation contributions provided for in clause
21.2 and pay any amount authorised under clauses 21.3(a) or 21.3(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)** Media Super; or

**(b)** AustralianSuper; or

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

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

**21.5** **A superannuation fund or scheme which the employee is a defined**
**benefit member of**

The employer shall make contributions as follows in respect of each employee
who is a defined benefit member of a superannuation fund or scheme:

**(a)** **Non - contributory membership of a superannuation fund or scheme the**
**employee is a defined benefit member of**

Contributions by the employer will be made in accordance with the requirements
of the _Superannuation Guarantee (Administration) Act 1992 and the_
_Superannuation Guarantee Charge Act 1992 and associated regulations as_
amended from time to time.

**(b)** **Contributory membership of a superannuation fund or scheme the**
**employee is a defined benefit member of**

The employer will pay an additional contribution equal to 3% of wages (as
defined in the Rules of the fund), and pay whatever additional contributions are
required for the employer-funded defined benefits provided by the fund, in
accordance with the Rules of the fund and to comply with legislation.

# Part 5—Hours of Work and Related Matters

Superannuation

Minimum Wages and Related Matters

**Hours of work:**

* This part applies to all employees except casual employees and apprentices, who have their hours set out in clauses 10 and 12 (22.1).

**Ordinary hours of work:**

* Ordinary hours must not exceed 37 hours per week for day work and 36 hours per week for night and afternoon work (22.2(a)).
* Ordinary time must be worked in five shifts per week (22.2(b)).
* A shift must not exceed eight hours of ordinary time (22.2(c)).
* Permanent employees are entitled to be paid the wage prescribed in their classification, even if they do not work the maximum number of ordinary hours (22.2(d)).
* If an employee resumes work after a break of less than ten hours (day work) or twelve hours (night work finishing after midnight), the time worked after the break is regarded as continuation of the prior period and paid as such (22.2(e)).

**Spread of hours:**

* Day work must be performed between 6.00 am and 6.00 pm (22.3(a)).
* Night work includes work performed between 6.00 pm and 6.00 am or any shift commencing before 6.00 am (22.3(b)).
* If the majority of hours in a shift are worked after 6.00 pm, the night rate applies to the whole shift (22.3(c)).
* All work within ordinary rostered hours at night, including on Sundays, public holidays, and after midnight, is considered as work on the next day's publication (22.3(d)).
* Ordinary time worked after 6.00 pm, continuing a shift that started before 6.00 pm, is paid at the day rate plus an additional night differential (22.3(e)).

**Starting times:**

* Departmental starting times must follow a schedule, and changes require three clear days' notice unless unforeseen, in which case 24 hours' notice is required (22.4(a)-(c)).
* Employees may be called to start at any time listed in the schedule, with extra employees paid from actual starting time to scheduled starting time (22.4(d)-(e)).
* If fewer employees start than scheduled, those short of the quota are paid from the scheduled starting time at the ordinary rate (22.4(f)).
* Employees in the Machine Department or Production Assistants involved in excessively dirty work are allowed 15 minutes of 'dirt' time each day or night, forming part of their working time and paid at the ordinary rate (22.4(g)).

**22.1** **Hours of work**

This part of the award shall apply to all employees except casual employees and
apprentices who have their hours of work set out in clauses 10 and 12.

**22.2** **Ordinary hours of work**

**(a)** Ordinary hours shall not exceed 37 hours (day) and 36 hours (night and
afternoon) per week.

**(b)** Ordinary time shall be worked in five shifts in each week.


-----


**(c)** A shift shall not exceed eight hours at ordinary time.

**(d)** A permanent employee shall be entitled to be paid the wage prescribed in this
award for their classification even if not required to work the maximum number
of ordinary hours prescribed in clause 22.2(c) hereof.

**(e)** **Insufficient break**

If an employee is required to resume work after a break of less than ten hours on
day work, or of less than twelve hours on night work when the normal shift
finishes after midnight, the time worked after the break shall be regarded as part
of the period of time worked prior to the break and shall be paid for as such.

**22.3** **Spread of hours**

**(a)** **Day work shall be performed at any time between the hours of 6.00 am and 6.00**
pm.

**(b)** **Night work shall be:**

**(i)** work performed at any time between 6.00 pm and 6.00 am;

**(ii)** work performed on a shift which commences earlier than 6.00 am.

**(c)** Where the greater number of hours on a shift is worked after 6.00 pm the night
rate shall apply for the whole shift.

**(d)** All work performed within ordinary rostered hours of work at night, including
work on Sundays, public holidays and after midnight as part of the shift, shall be
regarded as work on the next day's publication for all purposes of this award.

**(e)** Except as provided for in clause 22.3(c) hereof, all ordinary time worked after
6.00 pm in continuation of a shift commenced before 6.00 pm, shall be paid for
at day rate plus the hourly night differential computed by dividing the night work
differential prescribed in clause 25.1(a)(i) hereof by the prescribed hours for
night work.

**22.4** **Starting times**

**(a)** A schedule of departmental starting times on a form to be approved and
comprising the existing starting times of the various sections of the employees
in each of the respective departments shall be observed.

**(b)** In normal circumstances, when it is found necessary to alter any schedule of
departmental starting times, three clear days notice shall be given to the
employees concerned.

**(c)** This requirement shall not apply in circumstances where the need to vary starting
times could not have been foreseen three days in advance. In such circumstances
at least twenty-four hours notice shall be given to the employees concerned.

**(d)** In order to provide for publication schedules and time off, including the
contingencies of the five-shift week, accident and sick leave, holidays, etc, any


-----


individual member of the department may be called upon to commence at any
of the times set out in the departmental schedule of starting times, provided that
if the number of employees scheduled for such times be exceeded the additional
employees shall be paid time extra from the actual time of starting duty to the
starting time according to the schedule applying in each respective case.

**(e)** Such additional employees to be taken from a rotating roster suitable to the
company, of the type of labour required.

**(f)** In the event of a lesser number of employees than provided for in the
departmental schedule of starting times being started, thereby causing the
number of employees so short to begin duty later through any reason other than
to give an employee a ten hour break for day work and a twelve hour break for
night work, then the number of employees short of the departmental quota shall
be paid ordinary rate from the departmental starting time.

**(g)** Fifteen minutes shall be allowed each day or night to all employees in the
Machine Department or Production Assistants involved in the Machine
Department when they are involved in excessively dirty work; and such time
shall be considered as forming part of their working time. Such time, in the
allowance of "dirt" time, as involves overtime, shall be paid for at ordinary rate.

Ordinary hours of work and rostering

**23.1** An employee shall not be required to work more than five hours without a break
for a meal, except where it is necessary, at the discretion of the company, to
meet production requirements, in which event double rate shall be paid for the
meal period foregone and, if possible, twenty minutes for a meal shall be
allowed, and if taken, it shall be in the company's time. The meal period shall
be of not less than thirty minutes or more than forty five minutes duration.

**23.2** Where the actual break taken provided in clause 23.1 involves a reduction in
the meal period, double rate shall be paid for the time by which such period is
reduced.

**23.3** The maximum penalty payment under this clause shall be double rate for the
meal period which has been changed or to which the penalty relates.

**23.4** At the end of a shift where the work of a section within a department can be
completed within another thirty minutes then up to 5.5 hours from the
resumption from the previous meal period may be worked without the payment
of a penalty.

**23.5** A second meal penalty shall not be incurred in personal wash-up time.


-----

Breaks

**Overtime:**

* Calculation of hourly overtime rates uses divisors of 37 hours for day shifts and 36 hours for night shifts, as applicable (24.1(a)).
* Overtime rates for time worked in excess of daily shift hours are:
  * First two hours - rate and a half (24.1(b)(i)).
  * Thereafter - double rate (24.1(b)(ii)).
* Overtime rates for time worked in excess of weekly maximum hours are:
  * First six hours - rate and a half (24.1(c)(i)).
  * Thereafter - double rate (24.1(c)(ii)).
* The amount payable for overtime worked in any week will be whichever is greater between clauses 24.1(b) and 24.1(c) (24.1(d)).
* Overtime payments for time worked after 6.00 pm will be at night rate (24.1(e)).
* Overtime payments for time worked after 6.00 am on a shift starting before 6.00 am will be at night rate (24.1(f)).
* The applicable overtime rate for work in excess of weekly maximum hours will be determined by the majority of hours paid at the ordinary rate:
  * If half or more of the time worked in a week is at night rate, overtime will be paid at night rate (24.1(g)(i)).
  * If half or more of the time worked in a week is at day rate, overtime will be paid at day rate (24.1(g)(ii)).

**Weekend work:**

* Rosters will be based on five shifts over seven days, as required (24.2(a)).
* A penalty of 40% of the employee's classification rate, including night rate where applicable, will be paid for time worked on a shift where the majority of hours fall between midnight Friday and midnight Sunday, except for hours worked after 4.00 pm Saturday and up to 5.00 pm Sunday, when a double time rate will apply (24.2(b)).

**24.1** **Overtime**

**(a)** For the purpose of calculating hourly overtime rates the divisors of 37 hours
(day) and 36 hours (night) shall apply, where applicable.

**(b)** For all time worked in excess of daily shift hours as rostered overtime rates shall
be paid as follows:

**(i)** For the first two hours - rate and a half;

**(ii)** Thereafter - double rate.

**(c)** For all time worked in excess of the hours as rostered weekly maximum number
of hours, day or night, overtime rates shall be paid as follows:

**(i)** For the first six hours - rate and a half;

**(ii)** Thereafter - double rate.

**(d)** The amount payable for overtime worked in any week shall be the amount
prescribed in clauses 24.1(b) or (c) hereof, whichever is the greater.

**(e)** Overtime payments for time worked after 6.00 pm shall be at night rate.

**(f)** Overtime payments for time worked after 6.00 am on a shift starting before 6.00
am shall be a night rate.

**(g)** The applicable rate of overtime for work in excess of the weekly maximum
number of hours shall be determined by the majority of hours paid for at ordinary
rate. For example:

**(i)** If half or more than half the time worked in any week, excluding time
worked in excess of shift, is paid for at night rate, any overtime over the
week shall be paid for at night rate.

**(ii)** If half or more than half the time worked in any week, excluding time
worked in excess of shift, is paid for at day rate, any overtime over the
week shall be paid for at day rate.

**24.2** **Weekend work**

**(a)** Rosters will be based on five shifts over seven days, as required.

**(b)** A penalty of forty per cent of the employees classification rate, including night
rate where applicable, shall be paid for time worked on a shift the major portion
of which is worked between the hours of midnight Friday and midnight Sunday.
Except for the hours worked after 4.00 pm Saturday and up to 5.00 pm Sunday,
when a rate of double time will apply.


-----

Overtime and penalty rates

**Night work:**

* Additional payment for night work on top of standard wage rates (25.1(a)).
  * Printing Machinist: 17.5% of the wage rate of a Printing Machinist 1. If starting or finishing a shift between 11.30 pm and 5.00 am, the rate is 20% (25.1(a)(i)).
  * Pre-Press Operator: 17.5% of the Grade 2 rate. If starting or finishing a shift between 11.30 pm and 5.00 am, the rate is 20% (25.1(a)(ii)).
  * Production Assistant 1 rate applies to all casual employees (25.1(a)(iii)).
* Adjustments to the amounts must be rounded to the nearest $0.05 (25.1(b)).

**Call:**

* If an employee is recalled for duty after leaving the workplace, without prior notice, they are paid double rate for two hours plus double rate for the time worked (25.2(a)).
* Time paid under clause 22.1 is not considered a call (25.2(b)).

**Sixth shift:**

* Working a sixth or further shift in any week is paid at double rate with a minimum of six hours (25.3).

**Continuation of work:**

* Additional work after ordinary finishing time is treated as a continuation of the original shift, not as a call or a sixth/further shift, and paid accordingly, including any applicable overtime rates (25.4).

**Method of claim and computation:**

* Time worked on a call or a sixth/further shift must be recorded on a separate time sheet and remains independent of the ordinary working week's computations (25.5(a)).
* A penalty will be paid if the employee is required to resume work before seven hours have passed since the end of a call or a sixth/further shift (25.5(a)).
* If called to work not more than 1.5 hours before the normal starting time, payment for that period is at call rates, and the normal shift is paid at ordinary rate (25.5(b)).


**25.1** **Night work**

**(a)** The following amounts shall be paid to employees for night work in addition to
the wage rates prescribed in clause 16.1 of this award.

**(i)** **Printing Machinist - an amount equivalent to 17.5 per cent of the wage**
rate of a Printing Machinist 1 as adjusted from time to time. If the actual
time of commencing or finishing a shift is between the hours of 11.30 pm
and 5.00 am the rate shall be 20 per cent.

**(ii)** **Pre-Press Operator - 17.5 of the Grade 2 rate, as adjusted from time to**
time. If the actual time of commencing or finishing a shift is between the
hours of 11.30 pm and 5.00 am the rate shall be 20 per cent.

**(iii)** The Production Assistant 1 rate will be the rate for all casual employees.

**(b)** Adjustments in the amounts prescribed in this clause shall be calculated to the
nearest $0.05 any broken part of $0.05 in the result not exceeding $0.02 to be
disregarded.

**25.2** **Call**

**(a)** If an employee is recalled for duty by any type of message from the company
without prior notice, after having left the place of employment, payment shall be
made at double rate for two hours in addition to double rate for the time worked.

**(b)** Time for which payment is provided under clause 22.1 of this award shall not be
regarded as a call.

**25.3** **Sixth shift**

If an employee works a sixth or further shift in any one week, payment shall be made
at double rate for such sixth or further shift with a minimum of six hours.

**25.4** If an employee is retained to do any additional work after the ordinary finishing
time, such additional time shall in no way be considered to be a call, a sixth or
further shift, rather it shall be treated as a continuation of the original shift and
paid as such, including at overtime rates where applicable under Part 5—
Hours of Work and Related Matters of this award.

**25.5** **Method of claim and computation**

**(a)** Subject to clause 25.5(a) hereof, time worked on a call, or a sixth or further shift
shall be charged by the employee on a separate time sheet and shall stand alone,
in no way affecting or complicating any computation in regard to the ordinary
working week provided that a penalty shall be paid in accordance with clause
22.2(e) if after any such shift or shifts the employee is required to resume work
before the expiration of seven hours. In no circumstances shall more than double
rate be paid for time worked.


-----


**(b)** If an employee is called and commences duty at a time which is not more than
one and half hours before the normal starting time payment shall be made for the
period worked prior to such normal starting time in accordance with clause 25.2
hereof and the normal shift shall be paid for at ordinary rate.

# Part 6—Leave and Public Holidays

Shiftwork

Hours of Work and Related Matters

**Annual leave entitlement:**

* Permanent employees accrue six weeks and three days of annual leave and public holiday leave (except Good Friday and Christmas Day) per year. This includes the NES entitlement (26.2).

**Application of annual holidays:**

* Annual holidays should commence at the end of a working week (26.3(a)).
* Leave rosters should minimise the number of employees absent simultaneously (26.3(b)).
* Changes in rosters requested by employees are allowed (26.3(c)).
* Up to 10 days of annual leave can be taken as single days by mutual agreement (26.3(d)).
* Employees working on New Year's Day can take a day off within three months. Work on this day does not attract penalty payments or annual leave loading (26.3(e)).

**Payment for annual leave:**

* Employees are paid at the average weekly wage (excluding overtime and penalties but including weekend penalties) for the 13 weeks preceding the annual holiday plus 17.5% (26.4(a)).
* For Good Friday and Christmas Day, payment is the average weekly wage for the 13 weeks preceding these public holidays (26.4(b)).

**Public holiday entitlement:**

* Permanent employees are entitled to be absent without pay deduction on Good Friday and Christmas Day or substituted days. These are deemed to be equivalent to normal shifts (26.5).

**Required work on holidays:**

* Employees must attend work if required by management for ordinary newspaper issues when Christmas Day falls on Saturday or Monday, special issues of newspapers on other Christmas Days and Good Fridays, or essential services' maintenance (26.6).
* For this work, employees receive a minimum seven-hour shift at ordinary rate, an additional week's wage, plus compensatory time off within three months or payment in lieu if mutually agreed (26.7).

**Computation and record-keeping:**

* Work performed under clause 26.6 is to be recorded separately and not affect the ordinary working week computations. If resuming work within seven hours of a special shift, a penalty payment applies (26.8).

**Special holidays:**

* If the government declares special holidays, one of these days annually shall be regarded as a public holiday, paid at double rate (26.9).

**Anzac Day:**

* Returned servicemen and women should be granted leave on Anzac Day without loss of pay wherever possible (26.10).

**26.1** [Annual leave is provided for in the NES. This clause supplements the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**26.2** A permanent employee will accrue six weeks and three days consecutively of
annual holidays for annual leave and in lieu of all public holidays other than
Good Friday and Christmas Day per year of service. This entitlement is
[inclusive of the NES entitlement.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**26.3** To facilitate the application of the prescribed period of annual holidays:

**(a)** On each occasion when annual holidays are taken, they are to begin at the end
of a working week.

**(b)** Annual holidays and other leave rosters are to be so arranged as to minimise the
number of employees absent from any section at the same time.

**(c)** Any change of rostered annual holidays and/or other leave at the request of the
employee is to be encompassed within this section.

**(d)** Up to 10 days in the total entitlement may be taken as single days by mutual
agreement.

**(e)** For work performed on New Year's Day, a day off will be granted at a mutually
convenient time within three months. Work performed on New Year's Day, or a
day in lieu, will not attract a penalty payment or annual leave loading.

**26.4** Payment to a permanent employee shall be made as follows:

**(a)** For Annual Holidays provided in clause 26.2 hereof at the average of the weekly
wages (excluding overtime and penalty payments but including weekend
penalties for thirteen full working weeks immediately preceding the annual
holiday) plus 17-1/2 per cent.

**(b)** For Good Friday and Christmas Day at the average of the weekly wages
(excluding overtime and all penalties) for the thirteen full working weeks
immediately preceding the public holidays.

**26.5** Each permanent employee shall be entitled to be absent from their
employment without deduction of pay on Good Friday and Christmas Day, or
on such other days or nights as may be substituted therefore at the
convenience of the company, and each of such days shall be deemed to be
equivalent to a normal shift at ordinary rate, which shall be allowed in


-----


determining any overtime charges prescribed in this award. Where an
employee works on the day so substituted, they shall be paid in accordance
with clause 26.7.

**26.6** Notwithstanding the above, any employee required by Management shall
attend for work for:

**(a)** Ordinary issues of daily papers when Christmas Day as defined falls on Saturday
or Monday; or

**(b)** Special issues of daily papers on other Christmas Days and Good Fridays;

**(c)** Maintenance of essential services.

**26.7** Where an employee is required to perform duty under clause 26.6 hereof
payment shall be made for a minimum shift of seven hours at ordinary rate in
addition to the week's wages, plus a day or night off within three months at the
convenience of the company or payment in lieu if mutually agreed.

**26.8** Work performed under clause 26.6 hereof shall be charged by the employee
on a separate time sheet, and shall stand alone, in no way affecting or
complicating any computation in regard to the ordinary working week, provided
that a penalty shall be paid in accordance with clause 22.2(e) if after any such
shift or shifts the employee is required to resume work before the expiration of
seven hours.

**26.9** If the State or Federal Government gazettes one or more days of particular
significance as a special holiday or holidays any one of such days in each
calendar year shall be regarded by the company as a public holiday and time
worked shall be paid for at double rate.

**26.10** Wherever possible, returned servicemen and servicewomen shall be granted
leave on Anzac Day without loss of pay.

Annual leave and Public holidays

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

* Supplementary to the NES provisions (27.2).
* Applies to full-time and regular part-time employees on a pro-rata basis, excluding casual employees (27.3).

**Leave entitlement:**

* Personal/carer’s leave is granted per year as follows (including NES entitlement) (27.4):
  * **First two years:**
    * 2 weeks at full pay (27.4(a)(i)).
    * 2 weeks at half pay (27.4(a)(ii)).
    * 2 weeks at quarter pay (27.4(a)(iii)).
  * **Thereafter:**
    * 4 weeks at full pay (27.4(b)(i)).
    * 4 weeks at half pay (27.4(b)(ii)).
    * 4 weeks at quarter pay (27.4(b)(iii)).

**Calculating leave pay:**

* Based on average weekly earnings excluding overtime and penalty payments for the preceding 13 weeks (27.5).
* Absence periods within any current 12-month leave period are aggregated (27.6).

**Accumulating leave:**

* Additional conditions for accumulated leave payments (27.7):
  * Unused full pay from the first two years' entitlement is carried forward (27.7(a)(i)).
  * Unused full pay from subsequent years has three-quarters carried forward as accumulated leave (27.7(a)(ii)).
  * Maximum accumulated leave is the number of days carried forward from the above provisions (27.7(a)(iii)).
  * Accumulated leave ranks immediately after current full pay entitlements (27.7(a)(iv)).
  * Available accumulated leave is calculated to the nearest whole day (27.7(a)(v)).
* Employees may request in writing for wages to be posted to their home address during leave (27.7(b)).

**Absence from duty:**

* Unauthorised absence results in wage deduction calculated at the hourly rate for actual working time lost (27.8).

**Evidence supporting leave claims:**

* For personal illness or injury, employees must provide a medical certificate or statutory declaration if required by the employer (27.9(a)).
* For caring for sick family or household members, a medical certificate or statutory declaration must be provided if required (27.9(b)).
* For caring due to unexpected emergencies, acceptable documentation or a statutory declaration must be provided if required (27.9(c)).

**27.1** [Personal/carer’s leave and compassionate leave are provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**27.2** This clause of the award supplements the provisions of the [NES which deal](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
with personal/carer’s leave and compassionate leave.

**27.3** The provisions of this clause apply to full-time and regular part-time employees
(on a pro rata basis) but do not apply to casual employees. (The entitlements
[of casual employees are set out in the NES).](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**27.4** A permanent employee will be entitle to receive personal/carer’s leave per year
[on the following scale which is inclusive of the NES entitlement:](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**(a)** In each of the first two twelve-month periods:

**(i)** Full pay for the first two weeks


-----


**(ii)** Half pay for the next two weeks

**(iii)** Quarter pay for the next two weeks

**(b)** Thereafter:

**(i)** Full pay for the first four weeks

**(ii)** Half pay for the next four weeks

**(iii)** Quarter pay for the next four weeks

**27.5** The employee’s personal/carer’s leave pay shall be calculated on the basis of
the employee’s average weekly earnings (excluding overtime and other
penalty payments) for the preceding 13 full working weeks.

**27.6** The period or periods of absence in any current twelve monthly personal leave
period shall be aggregated for the computation of personal/carer’s leave pay.

**27.7** **Accumulation of personal/carer’s leave**

**(a)** In addition to the scale of paid personal/carer’s leave provided in clause 27.4,
the employee, when absent, shall receive payment for accumulated personal
leave on the following conditions:

**(i)** The employee shall carry forward as accumulated personal/carer’s leave
any of the full pay entitlement specified in clause 27.4(a) which was not
allowed to the employee as paid personal/carer’s leave in the year to which
it relates.

**(ii)** The employee shall carry forward as accumulated personal/carer’s leave
three quarters of the full pay entitlement specified in clause 27.4(b) which
was not allowed to the employee as paid personal/carer’s leave in the year
to which it relates.

**(iii)** The maximum accumulated personal/carer’s leave entitlement in any year

shall be the number of days carried forward in accordance with
clauses 27.7(a)(i) and 27.7(a)(ii).

**(iv)** For the computation of personal/carer’s leave payments and of further

accumulations of personal/carer’s leave, personal/carer’s leave

accumulated under this paragraph shall rank immediately after the full pay
entitlement set out in clauses 27.4(a) and 27.4(b).


**(v)** The number of days of accumulated personal/carer’s leave available to the
employee at any time shall be calculated to the nearest whole number.

**(b)** When on personal/carer’s leave an employee may request in writing that wages
be posted weekly to a home address.


-----


**27.8** **Absence from duty**

Any employees who absent themselves from duty without leave or instruction shall
have deducted from their weekly wage a sum calculated at the hourly rate for the actual
working time lost during such absence.

**27.9** **Evidence supporting claim**

**(a)** When taking leave for personal illness or injury, the employee must, if required
by the employer, establish by production of a medical certificate or statutory
declaration, that the employee was unable to work because of injury or personal
illness.

**(b)** When taking leave to care for members of their immediate family or household
who are sick and require care and support, the employee must, if required by the
employer, establish by production of a medical certificate or statutory
declaration, the illness of the person concerned and that such illness requires care
by the employee.

**(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 the employer, establish by production of documentation acceptable
to the employer or a statutory declaration, the nature of the emergency and that
such emergency resulted in the person concerned requiring care by the
employee.

Personal/carer’s leave and compassionate leave

**Community service leave:**

* Community service leave is governed by the NES (28.1).

**Jury Service:**

* Employees summoned for jury duty should not receive less than their normal rate of pay after accounting for jury service payments (28.2).
* Proof of jury summons and prompt return to work after discharge are required (28.2).

**28.1** [Community service leave is provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**28.2** **Jury Service**

Employees summoned to attend any court of law as jurors shall not, because of such
attendance, receive less than their normal rate of pay after taking into account the
amount received for the jury service, provided the employees furnish proof to the
company of the jury call and return to work immediately they are discharged from
such jury service.

Community service leave

[Parental leave is governed by the NES](https://www.fwc.gov.au/documents/awards/resources/nes.pdf).

[Parental Leave is provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

Parental leave

**Community service leave:**

* Community service leave is provided for in the NES, and this clause supplements the NES (30.1).
* Employees summoned to attend court as jurors must receive their normal rate of pay after accounting for the amount received for jury service, provided they furnish proof of the jury call and return to work immediately after discharge from jury service (30.2).

**30.1** [Community service leave is provided for in the NES. This clause supplements](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**30.2** Employees summoned to attend any court of law as jurors shall not, because
of such attendance, receive less than their normal rate of pay after taking into


-----


account the amount received for the jury service, provided the employees
furnish proof to the company of the jury call and return to work immediately
they are discharged from such jury service.


-----

Leave and Public Holidays

**Definition and conditions for supported wage:**

* This schedule defines conditions for employees eligible for a supported wage due to disability (A.1).

**Definitions:**

* **Approved assessor:** A person accredited by the Commonwealth's supported wage system management unit to assess individual's productive capacity (A.2).
* **Assessment instrument:** Tool for recording assessment of a person's productive capacity under the supported wage system (A.2).
* **Disability support pension:** Commonwealth pension scheme for persons with a disability per the Social Security Act 1991 (as amended) (A.2).
* **Relevant minimum wage:** Minimum wage prescribed for the work class an employee is engaged in (A.2).
* **Supported wage system (SWS):** Commonwealth Government system to promote employment for people who can't work at full award wages due to disability (A.2).
* **SWS wage assessment agreement:** Document recording the employee's productive capacity and agreed wage rate (A.2).

**Eligibility criteria:**

* Applies to employees unable to perform work duties to the required competence level due to disability and who meet the impairment criteria for a disability support pension (A.3.1).
* Does not apply to employees with claims under workers compensation legislation or provisions related to rehabilitation of injured employees (A.3.2).

**Supported wage rates:**

* Employees are paid a percentage of the relevant minimum wage according to their assessed capacity (A.4.1). If assessed capacity is 10%, the employee must receive a high degree of assistance and support (A.4.3).
* Minimum payable amount is $106 per week (A.4.2).

**Assessment of capacity:**

* Employee's productive capacity will be assessed by an approved assessor, consulting employer, employee, and possibly a union (A.5.1).
* Assessments must be documented in an SWS wage assessment agreement and retained as a time and wages record (A.5.2).

**Lodgement of SWS wage assessment agreement:**

* Agreements must be lodged with the Fair Work Commission (A.6.1).
* Agreements must be signed by the employee and employer. If a union is not a party, the agreement will be referred to the union by certified mail, effective unless an objection is raised within 10 working days (A.6.2).

**Review of assessment:**

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

**Other terms and conditions of employment:**

* Applicable percentage applies only to the relevant minimum wage. Employees are entitled to the same terms and conditions as other workers on a pro rata basis (A.8).

**Workplace adjustment:**

* Employers must take reasonable steps to enhance an employee's capacity to do the job, including redesigning duties or work arrangements (A.9).

**Trial period:**

* Employers may employ a person for a trial period not exceeding 12 weeks, with potential additional adjustment time of up to 4 weeks (A.10.1).
* During the trial period, capacity will be assessed and the percentage of the minimum wage will be determined (A.10.2).
* Minimum amount payable during trial is $106 per week (A.10.3).
* Work trials should include appropriate induction or training (A.10.4).
* After the trial period, a further contract of employment will be established based on the assessment outcome (A.10.5).

[Varied by [PR568050,](http://www.fwc.gov.au/documents/awardsandorders/html/PR568050.htm) [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, PR774051]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762969.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 varied by PR568050 ppc 01Jul15]](http://www.fwc.gov.au/documents/awardsandorders/html/PR568050.htm)

**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 (Cth), as amended from time to time, or any successor to that scheme_

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

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

**SWS wage assessment agreement means the document in the form required by the**
Department of Social Services 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 the
employer which is subject to the provisions of workers compensation legislation or
any provision of this award relating to the rehabilitation of employees who are injured
in the course of their employment.


-----


## 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 [PR568050, PR581528, PR592689, PR606630, PR709080, PR719661, PR729672, PR742256,](http://www.fwc.gov.au/documents/awardsandorders/html/PR568050.htm)
[PR762969, PR774051 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762969.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 the employer and 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 the employer as a time and wages record in
accordance with the Act.

## 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 the employer with the Fair Work Commission.

**A.6.2** All SWS wage assessment agreements must be agreed and signed by the employee
and employer parties to the assessment. Where a union which has an interest in the
award is not a party to the assessment, the assessment will be referred by 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

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

## A.10 Trial period

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

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

**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 PR568050, PR581528, PR592689, PR606630, PR709080, PR719661, PR729672, PR742256,](http://www.fwc.gov.au/documents/awardsandorders/html/PR568050.htm)
[PR762969, PR774051 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762969.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 the employer and employee wish to establish a continuing employment

relationship following the completion of the trial period, a further contract of
employment will be entered into based on the outcome of assessment under clause A.5.


-----

Supported Wage System

**Application:**

* This schedule applies to school-based apprentices undertaking an apprenticeship while also enrolled in secondary education (B.1).

**School-Based Apprenticeships:**

* These can be undertaken in trades covered by this award under a training agreement or contract recognised by the relevant State or Territory authority (B.2).

**Wages:**

* The relevant minimum wages for full-time junior and adult apprentices, calculated hourly, apply to school-based apprentices for total hours worked including off-the-job training time (B.3).
* For full-time school students, the time spent in off-the-job training for which they must be paid is 25% of the actual hours worked each week on-the-job. Wages for training time may be averaged over the semester or year (B.4).

**Training Time:**

* School-based apprentices must be allowed the same amount of time to attend off-the-job training as an equivalent full-time apprentice (B.5).
* Off-the-job training is defined as structured training delivered by a Registered Training Organisation, separate from normal work duties or general supervised practice on the job (B.6).

**Duration:**

* The duration of the apprenticeship is as specified in the training agreement or contract but must not exceed six years (B.7).

**Wage Progression:**

* School-based apprentices progress through the wage scale at the rate of 12 months for each two years of employment or based on competency progression if provided for in the award (B.8).
* The apprentice wage scales are based on a standard full-time apprenticeship of four years or stages of competency-based progression. The rate of progression reflects the expected rate of skill acquisition from the combination of work and training (B.9).

**Conversion to Full-Time:**

* If an apprentice converts from school-based to full-time, all time spent and competencies achieved during the school-based apprenticeship will count towards progression in the full-time wage scale (B.10).

**Other Conditions:**

* School-based apprentices are entitled pro rata to all other conditions in the award (B.11).

**B.1** This schedule applies to school-based apprentices. A school-based apprentice is a
person who is undertaking an apprenticeship in accordance with this schedule while
also undertaking a course of secondary education.

**B.2** A school-based apprenticeship may be undertaken in the trades covered by this award
under a training agreement or contract of training for an apprentice declared or
recognised by the relevant State or Territory authority.

**B.3** The relevant minimum wages for full-time junior and adult apprentices provided for
in this award, calculated hourly, will apply to school-based apprentices for total hours
worked including time deemed to be spent in off-the-job training.

**B.4** For the purposes of clause B.3, where an apprentice is a full-time school student, the
time spent in off-the-job training for which the apprentice must be paid is 25% of the
actual hours worked each week on-the-job. The wages paid for training time may be
averaged over the semester or year.

**B.5** A school-based apprentice must be allowed, over the duration of the apprenticeship,
the same amount of time to attend off-the-job training as an equivalent full-time
apprentice.

**B.6** For the purposes of this schedule, off-the-job training is structured training delivered
by a Registered Training Organisation separate from normal work duties or general
supervised practice undertaken on the job.

**B.7** The duration of the apprenticeship must be as specified in the training agreement or
contract for each apprentice but must not exceed six years.

**B.8** School-based apprentices progress through the relevant wage scale at the rate of
12 months progression for each two years of employment as an apprentice or at the
rate of competency-based progression, if provided for in this award.

**B.9** The apprentice wage scales are based on a standard full-time apprenticeship of four
years (unless the apprenticeship is of three years duration) or stages of competency
based progression, if provided for in this award. The rate of progression reflects the
average rate of skill acquisition expected from the typical combination of work and
training for a school-based apprentice undertaking the applicable apprenticeship.

**B.10** If an apprentice converts from school-based to full-time, the successful completion of
competencies (if provided for in this award) and all time spent as a full-time apprentice
will count for the purposes of progression through the relevant wage scale in addition
to the progression achieved as a school-based apprentice.

**B.11** School-based apprentices are entitled pro rata to all of the other conditions in this
award.


-----

School-based Apprentices

**Title and Definitions:**

* This schedule is the National Training Wage Schedule (C.1).
* Definitions for terms like 'adult trainee', 'approved training', 'Australian Qualifications Framework (AQF)', 'out of school', and 'relevant State or Territory training authority' among others, are provided for clarity (C.2).

**Coverage:**

* The schedule applies to employees covered by this award undertaking a traineeship allocated to a wage level by Appendix C1 or clause C.5.4 (C.3.1).
* It only applies to AQF Certificate Level IV traineeships if a relevant AQF Certificate Level III traineeship is listed in Appendix C1 (C.3.2).
* It excludes the apprenticeship system and certain other training programs as of 25 June 1997 (C.3.3).
* It does not apply to qualifications not identified in training packages or not appropriate for a traineeship (C.3.4).
* If there is a conflict between this schedule and other traineeship terms in the award, the other terms prevail (C.3.5).
* At the end of the traineeship, this schedule ceases to apply (C.3.6).

**Types of Traineeship:**

* Full-time traineeship: 38 ordinary hours per week, with 20% of ordinary hours being approved training (C.4.1).
* Part-time traineeship: Less than 38 ordinary hours per week, with 20% of ordinary hours being approved training, either on-the-job, off-the-job, or a combination (C.4.2).

**Minimum Wages:**

* Minimum wages for full-time and part-time traineeships are specified in tables categorised by Wage Levels A, B, and C. These tables detail wages based on highest year of schooling completed, number of years out of school, and the applicable AQF certificate level (C.5.1, C.5.2).
* For AQF Certificate Level IV traineeships, wages for full-time and part-time traineeships are the minimum wages for Level III traineeships plus an additional 3.8%. Wages for adult trainees are also specified (C.5.1(d), C.5.2(e)).
* A method for calculating actual minimum wages is provided, especially where training is split between on-the-job and off-the-job (C.5.2(f)).
* Employees transitioning from regular employment to a trainee role should not experience a reduction in their minimum wage (C.5.3(a)).
* Trainees who upgrade their AQF certificate level during their traineeship are entitled to the next highest minimum wage (C.5.3(b)).
* A default wage rate is established for traineeships not allocated to a wage level by Appendix C1 (C.5.4).

**Employment Conditions:**

* School-based trainees may be paid an additional loading of 25% on all ordinary hours worked instead of paid leave entitlements, subject to award provisions on public holidays (C.6.1).
* Trainees are entitled to be released from work for training and assessment without loss of employment continuity or pay (C.6.2).
* Time spent by trainees on training and assessment is considered as time worked for wage calculations, except for school-based trainees whose wages are calculated differently (C.6.3).
* All other terms and conditions of the award apply to a trainee unless specifically varied by this schedule (C.6.4).

**Appendix C1: Allocation of Traineeships to Wage Levels**

* Wage Levels A, B, and C are assigned to different training packages and AQF certificate levels. For example, Wage Level A includes Aeroskills and Business Services, among others, while Wage Level B includes Animal Care and Management and Automotive Industry Retail, among others (C1.1, C1.2, C1.3).

[Varied by [PR567616,](https://www.fwc.gov.au/documents/awardsandorders/html/PR567616.htm) [PR579923,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579923.htm) [PR592229,](http://www.fwc.gov.au/documents/awardsandorders/html/pr592229.htm) [PR594055,](http://www.fwc.gov.au/documents/awardsandorders/html/pr594055.htm) [PR606452,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606452.htm) [PR707564,](https://www.fwc.gov.au/documents/awardsandorders/html/pr707564.htm) [PR718944,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718944.htm) [PR729390,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729390.htm)
[PR740815, PR762235]](https://www.fwc.gov.au/documents/awardsandorders/html/PR740815.htm)

## C.1 Title

This is the National Training Wage Schedule.

## C.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**

## C.3 Coverage

**C.3.1** Subject to clauses C.3.2 to C.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 C1 to this
schedule or by clause C.5.4 of this schedule.

**C.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 C1 to this schedule.

**C.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.

**C.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.

**C.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.

**C.3.6** At the conclusion of the traineeship, this schedule ceases to apply to the employee.

## C.4 Types of Traineeship

The following types of traineeship are available under this schedule:

**C.4.1** a full-time traineeship based on 38 ordinary hours per week, with 20% of ordinary
hours being approved training; and


-----


**C.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.

## C.5 Minimum Wages

[C.5 substituted by [PR567616,](https://www.fwc.gov.au/documents/awardsandorders/html/PR567616.htm) [PR579923,](http://www.fwc.gov.au/documents/awardsandorders/html/PR579923.htm) [PR592229; corrected by](http://www.fwc.gov.au/documents/awardsandorders/html/pr592229.htm) [PR594055; substituted by](http://www.fwc.gov.au/documents/awardsandorders/html/pr594055.htm) [PR606452,](https://www.fwc.gov.au/documents/awardsandorders/html/pr606452.htm)
[PR707564, PR718944, PR729390, PR740815, PR762235, PR774017 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr707564.htm)

**C.5.1** **Minimum wages for full-time traineeships**

**(a)** **Wage Level A**

Subject to clause C.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 C1 are:

**Highest year of schooling completed**

**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 C.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 C1 are:

**Highest year of schooling completed**

**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


-----


**Highest year of schooling completed**

**Year 10** **Year 11** **Year 12**

**per week** **per week** **per week**

**$** **$** **$**

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 C.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 C1 are:

**Highest year of schooling completed**

**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 C.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 C.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** **First year of**

**traineeship**


**Second and**

**subsequent years of**

**traineeship**


**per week** **per week**

**$** **$**

Wage Level B 812.80 843.70

Wage Level C 743.40 771.50

**C.5.2** **Minimum wages for part-time traineeships**

**(a)** **Wage Level A**

Subject to clauses C.5.2(f) and C.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 C1 are:

**Highest year of schooling completed**

**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 C.5.2(f) and C.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 C1 are:

**Highest year of schooling completed**

**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


-----


**Highest year of schooling completed**

**Year 10** **Year 11** **Year 12**

**per hour** **per hour** **per hour**

**$** **$** **$**

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 C.5.2(f) and C.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 C1 are:

**Highest year of schooling completed**

**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

Plus 5 or more years out of school 23.55

**(d)** **School-based traineeships**

Subject to clauses C.5.2(f) and C.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 C1 are as follows when the trainee works ordinary hours:

**Year of schooling**

**Year 11 or lower** **Year 12**

**per hour** **per hour**

**$** **$**

13.11 14.44

**(e)** **AQF Certificate Level IV traineeships**

**(i)** Subject to clauses C.5.2(f) and C.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 C.5.2(f) and C.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 C.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 C.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 C.5.2(a)–(e) of this schedule minus 20% applies
to each ordinary hour worked by the trainee.

**C.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.


-----


**C.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 C1 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.

## C.6 Employment conditions

**C.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.

**C.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.

**C.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 C.5.2(f)(ii) and not by this clause.

**C.6.4** Subject to clause C.3.5 of this schedule, all other terms and conditions of this award
apply to a trainee unless specifically varied by this schedule.


-----


## Appendix C1: Allocation of Traineeships to Wage Levels

The wage levels applying to training packages and their AQF certificate levels are:

## C1.1 Wage Level A

**Training package** **AQF certificate level**

Aeroskills II


Aviation


II

III


Beauty III


Business Services

Chemical, Hydrocarbons and Refining


II

III

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

Electrotechnology

Financial Services


II

III (in Western Australia only)

II


II

III (in Western Australia only)

I

II

III


Floristry III

Food Processing Industry III


-----


**Training package** **AQF certificate level**

Gas Industry III


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

Maritime


II

III

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


II

III


Training and Assessment III

Transport and Distribution III

Water Industry (Utilities) III


-----


## C1.2 Wage Level B

**Training package** **AQF certificate level**


Animal Care and Management

Asset Maintenance

Australian Meat Industry


II

III

I

II

III


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


II

III


Extractive Industries II

III

Fitness Industry III

Floristry II


Food Processing Industry

Forest and Forest Products Industry

Furnishing

Gas Industry


II

I

II

III


II

III

I

II


Health II

III


-----


**Training package** **AQF certificate level**


Local Government (Operational Works)

Manufactured Mineral Products


II

I

II


Metal and Engineering (Production) II

III


Outdoor Recreation Industry


II

III


Plastics, Rubber and Cablemaking II

Printing and Graphic Arts II

III


Property Services

Public Safety

Pulp and Paper Manufacturing Industries

Retail Services

Screen and Media


II

III

I

II

I

II

I

II


II

III


Sport Industry II

III


Sugar Milling

Textiles, Clothing and Footwear

Transport and Logistics

Visual Arts, Craft and Design

Water Industry


II

III

I

II

I

II


II

III

I

II


-----


## C1.3 Wage Level C

**Training package** **AQF certificate level**

Agri-Food I


Amenity Horticulture

Conservation and Land Management

Funeral Services

Music

Racing Industry

Rural Production

Seafood Industry


II

III

I

II

III


II

III

I

II

III


II

III

I

II

III


II

III


-----

National Training Wage

Schedule

The Printing Industry—Herald & Weekly Times—Production Award 2015 covers the Herald & Weekly Times Pty Limited and their employees in the classifications specified in the award. This award does not cover staff appointed to management positions.

Printing Industry—Herald & Weekly Times—Production 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

Printing Industry—Herald & Weekly Times—Production 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

Minimum Wages and Related Matters

PART 5

Hours of Work and Related Matters

PART 6

Leave and Public Holidays

Schedule