2025 WAIRC 00587
Metal Trades (General) Award

4. - RATES OF PAY


4.1- MINIMUM ADULT AWARD WAGE

4.1.1 No employee aged 21 or more shall be paid less than the minimum adult award wage unless otherwise provided by this clause.

4.1.2 The minimum adult award wage for full-time employees aged 21 or more working under an award that provides for a 38-hour week is $953.00 per week.

The minimum adult award wage for full-time employees aged 21 or more working under awards that provide for other than a 38-hour week is calculated as follows: divide $953.00 by 38 and multiply by the number of ordinary hours prescribed for a full-time employee under the award.

The minimum adult award wage is payable from the beginning of the first pay period commencing on or after 1 July 2025.

4.1.3 The minimum adult award wage is deemed to include all State Wage order adjustments from State Wage Case decisions.

4.1.4 Unless otherwise provided in this clause adults aged 21 or more employed as casuals, part-time employees or piece workers or employees who are remunerated wholly on the basis of payment by results, shall not be paid less than pro rata the minimum adult award wage according to the hours worked.

4.1.5 Employees under the age of 21 shall be paid no less than the wage determined by applying the percentage prescribed in the junior rates provision in this award (if applicable) to the minimum adult award wage, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.

4.1.6 The minimum adult award wage shall not apply to apprentices, employees engaged on traineeships or government approved work placement programs or employed under the Commonwealth Government Supported Wage System or to other categories of employees who by prescription are paid less than the minimum award rate, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.

4.1.7 Liberty to apply is reserved in relation to any special category of employees not included here or otherwise in relation to the application of the minimum adult award wage.

4.1.8 Subject to this clause the minimum adult award wage shall –

(1) Apply to all work in ordinary hours.

(2) Apply to the calculation of overtime and all other penalty rates, superannuation, payments during any period of paid leave and for all purposes of this award.

4.1.9 Minimum Adult Award Wage

The rates of pay in this award include the minimum weekly wage for employees aged 21 or more payable under the 2025 State Wage order. Any increase arising from the insertion of the minimum wage will be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above award payments include wages payable pursuant to enterprise agreements, consent awards or award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases under previous State Wage Case Principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset the minimum wage.

4.1.10 Adult Apprentices

(1) Notwithstanding the provisions of this clause, the minimum adult apprentice wage for a full-time apprentice aged 21 years or more working under an award that provides for a 38-hour week is $791.30 per week.

(2) The minimum adult apprentice wage for a full-time apprentice aged 21 years or more working under an award that provides for other than a 38-hour week is calculated as follows: divide $791.30 by 38 and multiply by the number of ordinary hours prescribed for a full-time apprentice under the award.

(3) The minimum adult apprentice wage is payable from the beginning of the first pay period commencing on or after 1 July 2025.

(4) Adult apprentices aged 21 years or more employed on a part-time basis shall not be paid less than pro rata the minimum adult apprentice wage according to the hours worked.

(5) The rates paid in the paragraphs above to an apprentice 21 years of age or more are payable on superannuation and during any period of paid leave prescribed by this award.

(6) Where in this award an additional rate is expressed as a percentage, fraction or multiple of the ordinary rate of pay, it shall be calculated upon the rate prescribed in this award for the actual year of apprenticeship.




4.8 - WAGES AND SUPPLEMENTARY PAYMENTS

4.8.1 The minimum award rate payable weekly to adult employees (other than apprentices) classified under a defined level specified in Clause 1.6 - Definitions and Classification Structure, shall be made up of a base rate, plus a supplementary payment, and safety net adjustment, giving a total award rate as follows:

(1)
Wage Group
Base Rate Per Week $
Supplementary Payment $
Arbitrated Safety Net Adjustment $
Total Rate Per Week $







Level C14
284.80
40.60
627.60
953.00

Level C13
299.50
42.60
610.90
953.00

Level C12
319.20
45.40
617.30
981.90

Level C11
337.40
48.10
623.40
1008.90

Level C10
365.20
52.00
637.90
1055.10

Level C 9
383.50
54.60
645.90
1084.00

Level C 8
401.70
57.20
653.50
1112.40

Level C 7
420.00
59.80
658.90
1138.70

Level C 6
456.50
65.00
674.40
1195.90

Level C 5
474.80
67.60
682.30
1224.70

(2) Supplementary Payments

(a) Where an employee is in receipt of a rate of pay which exceeds the Total Rate Per Week prescribed above, whether such payment is being made by virtue of any order, industrial agreement or other agreement or arrangement, then such rate will be deemed to be inclusive of the Supplementary Payment.

(b) Overtime, shift allowances, penalty rates, disability allowances, special rates, fares and travelling time allowances and any other work related allowances prescribed by this Award shall not be offset against Supplementary Payments.

(3) The rates of pay in this Award include arbitrated safety net adjustments available since December 1993, under the Arbitrated Safety Net Adjustment Principle.

These arbitrated safety net adjustments may be offset against any equivalent amount in the rate of pay received by employees since 1 November 1991 above the rate prescribed in the Award, except where such absorption is contrary to the terms of an industrial agreement.

Increases in rates of pay otherwise made under the State Wage Case Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

4.8.2 (1) Leading Hands:

In addition to the appropriate total wage prescribed in this clause, a leading hand shall be paid per week –



$
(a)
If placed in charge of not less than three
and not more than 10 other employees

31.20
(b)
If placed in charge of more than 10 and
not more than 20 other employees

47.70
(c)
If placed in charge of more than 20 other
employees
61.70

(2) Any tradesperson moulder employed in a foundry where no other jobbing moulder is employed shall be paid at the rate prescribed for leading hands in charge of not less than three and not more than ten (10) other workers.

4.8.3 Apprentices:

Wage per week expressed as a percentage of the Level C10 Engineering Tradesperson's rate which includes a supplementary payment and arbitrated safety net adjustment.

Four Year Term
%

First year
42

Second year
55

Three year
75

Fourth year
88
Three and a Half Year Term
%

First six months
42

Next year
55

Next year
75

Final year
88
Three Year Term


First year
55

Second year
75

Third year
88

Note:

* Adult apprentices aged 21 or more are entitled to receive the minimum adult apprentice wage, as set out in Clause 4.1.10 of this Award, or the relevant amount referred to above, whichever is the higher.
* The General Order on Wage structures for school-based and part-time apprentices applies to apprentices working under this Award.

4.8.4 Junior Employees:

Under 16 years of age
40% of adult minimum wage
16 years of age
50% of adult minimum wage
17 years of age
60% of adult minimum wage
18 years of age
70% of adult minimum wage

Wage per week for 19 and 20 years of age is expressed as a percentage of Level C13 base rate which includes a supplementary payment and arbitrated safety net adjustment.


%
19 years of age
78.5
20 years of age
93


4.8.5 A casual employee shall be paid 25 per cent of the ordinary rate in addition to the ordinary rate for the calling in which he/she is employed.

4.8.6 Tool Allowance:

(1) Where an employer does not provide a tradesperson or an apprentice with the tools ordinarily required by that tradesperson or apprentice in the performance of work as a tradesperson or as an apprentice the employer shall pay a tool allowance of:

(a) $17.10 per week to such tradesperson; or

(b) in the case of an apprentice a percentage of $17.10 being the percentage which appears against the year of apprenticeship in 4.8.3;

for the purpose of such tradesperson or apprentice supplying and maintaining tools ordinarily required in the performance of work as a tradesperson or apprentice.

(2) Any tool allowance paid pursuant to 4.8.6(1) shall be included in, and form part of, the ordinary weekly wage prescribed in this clause.

(3) An employer shall provide for the use of tradespersons or apprentices all necessary power tools, special purpose tools and precision measuring instruments.

(4) A tradesperson or apprentice shall replace or pay for any tool supplied by the employer if lost through the employee's negligence.

4.8.7 An employee employed in rock quarries, limestone quarries or sand pits shall be paid an allowance of $27.60 per week to compensate for dust and climatic conditions when working in the open and for deficiencies in general amenities and facilities, but an employee so employed for not more than three days shall be paid on a pro rata basis.

4.8.8 Structural Efficiency:

(1) Arising out of the decision of 8 September 1989 in the State Wage Case and in consideration of the wage increases resulting from structural efficiency adjustments, employees are to perform a wider range of duties which is incidental or peripheral to their main tasks or functions.

(2) The parties to this Award are committed to co-operating positively to increase the efficiency, productivity and international competitiveness of the metal and engineering industry and to enhance the career opportunities and job security of employees in the industry.

(3) At each plant or enterprise a consultative mechanism may be established by the employer, or shall be established upon request by the employees or their relevant union or unions. The consultative mechanism and procedure shall be appropriate to the size, structure and needs of that plant or enterprise. Measures raised by the employer, employees or union or unions for consideration consistent with the objectives of 4.8.8(2) shall be processed through that consultative mechanism and procedures.

(4) Measures raised for consideration consistent with 4.8.8(2) shall be related to implementation of the new classification structure, the facilitative provisions contained in this Award and, subject to Clause 2.2 - Training, matters concerning training and, subject to 4.8.8(5), any other measures consistent with the objectives of 4.8.8(2).

(5) Without limiting the rights of either an employer or a union to arbitration, any other measure designed to increase flexibility at the plant or enterprise and sought by any party shall be notified to the Commission if the initiative varies an Award provision and by agreement of the parties involved shall be subject to the following requirements:-

(a) the changes shall not affect provisions reflecting national standards recognised by the Western Australian Industrial Relations Commission;

(b) the majority of employees affected by the change at the plant or enterprise must genuinely agree to the change;

(c) no employee shall lose income as a result of the change;

(d) the relevant union or unions must be a party to the agreement;

(e) the relevant union or unions shall not unreasonably oppose any agreement;

(f) any agreement shall be subject to approval by the Western Australian Industrial Relations Commission and, if approved, shall operate as a schedule to this Award or a Section 41 Industrial Agreement and take precedence over any provision of this Award to the extent of the inconsistency.

(6) Any disputes arising in relation to the implementation of 4.8.8(3) and 4.8.8(4) shall be subject to the provisions of Clause 7. - Dispute Resolution Procedure, of this Award


4.9 - TRAINEESHIPS

4.9.1 Scope:

(1) This clause shall apply to persons:

(a) who are undertaking a Traineeship (as defined); and

(b) who are employed in the “metal trades and associated industries and occupations” and in a classification covered by this Award.

4.9.2 Objectives:

(1) This clause facilitates a system of traineeships which provides approved training in conjunction with employment in order to enhance the skill levels and future employment prospects of Trainees;

(2) This clause provides conditions of employment, including rates of pay, required to be observed regarding persons employed under the Traineeship Scheme; and

(3) Existing full-time employees shall not be displaced from employment by a Trainee.

4.9.3 Definitions:

"Appropriate State Legislation" means the Vocational Education and Training Act 1996, or any successor legislation.

"Approved Training" means training which is specified in the Trainee Plan which is part of the Training Agreement registered with the State Training Authority. It includes training undertaken both on and off the job, in a Traineeship and shall involve formal instruction both theoretical and practical, and supervised practice in accordance with a Traineeship Scheme approved and accredited by the State Training Authority.

"Traineeship" means a system of training which has been approved by the State Training Authority and includes full time traineeships and part-time traineeships including school-based traineeships.

"Traineeship Agreement" means an agreement made subject to the terms of this Award between an employer and the Trainee for a Traineeship and which is registered with the State Training Authority. A traineeship agreement shall only operate when made in accordance with the relevant approved Traineeship Scheme.

"Trainee Plan" means a programme of training which forms part of a Training Agreement registered with the State Training Authority.

"Traineeship Scheme" means a scheme for employees employed in industries covered by this Award and approved by the Training Authority after consultation and negotiation with the relevant union.

4.9.4 Training Conditions:

(1) The Trainee shall attend an approved training course or training programme prescribed in the Traineeship Agreement, or as notified to the Trainee by the Training Authority in accredited and relevant Traineeship Schemes.

(2) A Traineeship shall not commence until the Traineeship Agreement, made in accordance with the Traineeship Scheme, has been signed by the employer and the trainee and lodged for registration with the Training Authority, provided that if the Traineeship Agreement is not in a standard format, a Traineeship shall not commence until the Traineeship Agreement has been registered with the Training Authority. The employer shall permit the Trainee to attend the training course or programme provided for in the Traineeship Agreement and shall ensure the Trainee receives the appropriate on the job training.

(3) The employer shall provide an appropriate level of supervision in accordance with the Traineeship Agreement during the traineeship period.

(4) The overall training programme will be monitored by officers of the Training Authority and training records or work books shall be provided, if required to be utilised as part of this monitoring process.

4.9.5 Employment Conditions:

(1) A full time Trainee shall be engaged for a maximum of one (1) year's duration, except in respect of AQF III and AQF IV traineeships which may extend up to two (2) years full time, provided that a Trainee shall be subject to a satisfactory probation period of one month which may be reduced at the discretion of the employer. By agreement in writing, and with the consent of the Training Authority, the relevant employer and the Trainee may vary the duration of the Traineeship and the extent of approved training provided that any agreement to vary is in accordance with the relevant Traineeship Scheme. A part-time trainee shall be engaged in accordance with the provisions of 4.9.6(5).

(2) (a) An employer shall not terminate the employment of a Trainee without firstly having provided written notice of termination to the Trainee concerned and to the Training Authority.

(b) An employer who decides not to continue the employment of a Trainee upon the completion of the traineeship shall notify, in writing, the Training Authority of that decision.

(3) The Trainee is permitted to be absent from work without loss of continuity of employment and/or wages to attend the training in accordance with the Traineeship Agreement and the Trainee will attend such training.

(4) Where the employment of a Trainee by an employer is continued after the completion of the traineeship period, such traineeship period shall be counted as service for the purposes of this Award.

(5) All other terms and conditions of this Award that are applicable to the Trainee or would be applicable to the Trainee but for this clause shall apply unless specifically varied by this clause.

(6) A Trainee who fails to either complete the Traineeship or who cannot for any reason be placed in full-time employment with the employer on successful completion of the Traineeship shall not be entitled to any severance payment in accordance with Clause 2.1 - Contract of Service and Clause 2.3 - Redundancy, of this Award.

(7) (a) Overtime and shift work shall not be worked by a Trainee except in circumstances where the section in which the trainee is receiving on the job training is required to work overtime, or the work of that section is normally carried out by shifts and there is satisfactory provision for approved training.

(b) A Trainee shall not work overtime alone.

(c) The Trainee wage shall be the basis for the calculation of overtime and/or shift penalty rates prescribed by this Award.

4.9.6 Wages:

(1) (a) The minimum rates of wages payable weekly to Trainees are as provided in 4.9.6(2), 4.9.6(4) and 4.9.6(5).

(b) These wage rates will only apply to Trainees while they are undertaking an approved traineeship which includes approved training as defined in this clause.

(c) The wages prescribed by this clause do not apply to complete trade level training which is covered by the apprenticeship system.

(2) Traineeships.

(a) Industry/Skill Level A:

Where the accredited training course and work performed are for the purpose of generating skills which have been defined for work at Industry/Skill Level A.

Highest Year of Schooling Completed

HIGHEST YEAR OF SCHOOLING
School Leaver
Year 10 $
Year 11 $
Year 12 $

$
$
$
 



 
323.00
384.00
471.00
plus 1 year out of school
384.00
471.00
545.00
plus 2 year out of school
471.00
545.00
640.00
plus 3 year out of school
545.00
640.00
730.00
plus 4 year out of school
640.00
730.00
 
plus 5 years/more
730.00
 
 


(b) Industry/Skill Level B:

Where the accredited training course and work performed are for the purpose of generating skills which have been defined for work at Industry/Skill Level B.

Highest Year of Schooling Completed

HIGHEST YEAR OF SCHOOLING

School Leaver
Year 10 $
Year 11 $
Year 12 $

$
$
$
 



 
323.00
384.00
462.00
plus 1 year out of school
384.00
462.00
527.00
plus 2 year out of school
462.00
527.00
620.00
plus 3 year out of school
527.00
620.00
708.00
plus 4 year out of school
620.00
708.00
 
plus 5 years/more
708.00
 
 


(c) Industry/Skill Level C:

Where the accredited training course and work performed are for the purpose of generating skills which have been defined for work at Industry/Skill Level C.

Highest Year of Schooling Completed

HIGHEST YEAR OF SCHOOLING

School Leaver
Year 10 $
Year 11 $
Year 12 $

$
$
$
 



 
323.00
384.00
460.00
plus 1 year out of school
384.00
460.00
517.00
plus 2 year out of school
460.00
517.00
581.00
plus 3 year out of school
517.00
581.00
652.00
plus 4 year out of school
581.00
652.00
 
plus 5 years/more
652.00
 
 

(3) For the purposes of this subclause, "out of school" shall refer only to periods out of school beyond Year 10, and shall be deemed to:

(a) include any period of schooling beyond Year 10 which was not part of nor contributed 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.

(4) AQFIV Traineeships

Trainees undertaking an AQFIV traineeship shall receive the relevant weekly wage rate for AQFIII trainees at Skill/Industry Levels A, B and C as applicable with the addition of 3.8% of that wage rate.

(5) Part time and School Based Trainees

(a) This subclause shall apply to trainees who undertake a traineeship on a part time basis, or as a School Based trainee, by working less than full time hours and by undertaking the approved training at the same or lesser training time than a full time trainee.

(b) School Based Trainees will receive the relevant wage rate at Skill/Industry Levels A, B and C as applicable, as for School Leavers.

(c) The minimum weekly rate of pay for part time and school based trainees shall be calculated by taking the full time rates expressed above multiplied by 1.25. This minimum weekly rate of pay for part time and school based trainees is then divided by 38 in accordance with section 10 of the Minimum Conditions of Employment Act 1993 to produce a minimum hourly rate of pay.

(6) Completed Traineeship - Continued Junior Employment

Notwithstanding anything contained elsewhere in this Award, where a Trainee successfully completes a Traineeship and is a junior person who is then employed by the same employer performing work appropriate to the training received pursuant to the Traineeship Scheme, the qualification outcome determined by the training programme shall be equated to an appropriate level within the classification structure described in Clause 1.6 - Definitions and Classification Structure, of this Award, and the wage rate relevant thereto as prescribed in Clause 4.8 - Wages and Supplementary Payments, of this Award, shall be the level of wage to which the prescribed age related percentage appropriate to the junior employee concerned, will be applied to calculate the weekly rate of wage for such junior employee.

4.9.7 Industry/Skill Levels

The industry skill levels referred to in 4.9.6 are those described in General Order made by the Commission from time to time setting the minimum rates of pay for apprentices for the purposes of the Minimum Conditions of Employment Act 1993 pursuant to section 50A of the Act.


PART 2 - CONSTRUCTION WORK


13. - WAGES

13.1 (1) Subject to Clause 15.1 - Special Allowances and Provisions of this PART of the Award the ordinary weekly rate of wage shall be as set out hereunder and shall be inclusive of all special rates and allowances and be paid as an "all purpose" rate.

(2) The ordinary weekly wage of an employee (other than an apprentice) shall consist of the base rate, special payment and the Safety Net Adjustment as applicable, as set out in 13.2.

The rates of pay in this award include arbitrated safety net adjustments available since December 1993, under the Arbitrated Safety Net Adjustment Principle.

These arbitrated safety net adjustments may be offset against any equivalent amount in the rate of pay received by employees since 1 November 1991 above the rate prescribed in the Award, except where such absorption is contrary to the terms of an industrial agreement.

Increases in rates of pay otherwise made under the State Wage Case Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

13.2 (1) Classification



Base Rate
$
Special Payment Adjustment
$
Arbitrated Safety Net
$
Total Rate Per Week
$
(a)
Instrumentation and Controls Tradesperson
423.80
96.00
674.10
1193.90
(b)
Instrument Tradesperson - Complex Systems
386.60
84.90
655.70
1127.20
(c)
Instrument Tradesperson
380.10
80.10
654.40
1114.60
(d)
Scientific Instrument Maker
380.10
80.10
654.40
1114.60
(e)
Welder - Special Class
371.40
80.10
650.90
1102.40
(f)
Welder
362.90
80.10
647.70
1090.70
(g)
Electrician - Special Class
386.60
84.90
655.70
1127.20
(h)
Electrical Fitter
362.90
80.10
647.70
1090.70
(i)
Electrical Installer
362.90
80.10
647.70
1090.70
(j)
Boilermaker
362.90
80.10
647.70
1090.70
(k)
Tradesperson the greater part of whose time is occupied in marking off and/or template making
367.10
80.10
649.50
1096.70
(l)
Mechanical Tradesperson - Special Class
386.60
84.90
655.70
1127.20
(m)
Tradesperson
362.90
80.10
647.70
1090.70
(n)
Pipe Fitter
362.90
80.10
647.70
1090.70
(o)
Fitter - Refrigeration
362.90
80.10
647.70
1090.70
(p)
Fitter -
Window Frame
362.90
80.10
647.70
1090.70
(q)
Motor Mechanic
362.90
80.10
647.70
1090.70
(r)
Machinist - Engineering:





First Class
362.90
80.10
647.70
1090.70

Second Class
327.20
66.80
625.90
1019.90
(s)
Certificated Rigger or Scaffolder
345.70
68.90
631.70
1046.30
(t)
Rigger or Scaffolder - Other
334.70
67.70
628.10
1030.50
(u)
Tool and Material Storesperson
322.90
65.80
624.10
1012.80
(v)
Tradesperson's Assistant
310.20
64.30
620.30
994.80
(w)
Tradesperson's Assistant - who from time to time uses a grinding machine
311.70
65.80
621.00
998.50
(x)
Lagger -
first 6 months' experience
310.20
63.40
619.80
993.40

2nd and 3rd six months' experience
311.70
65.40
621.00
998.10

4th and 5th six months' experience
315.90
65.60
622.00
1003.50

thereafter
317.40
66.60
622.90
1006.90
(y)
Grinder using portable machine
315.90
65.70
622.20
1003.80
(z)
Crane Attendant and Dogger
334.70
67.70
628.10
1030.50
(aa)
Labourer
291.60
62.10
614.30
968.00

(2) A certificated rigger, other than a leading hand, who in compliance with the provisions of the regulations made pursuant to the Occupational Safety and Health Act 1984, is responsible for the supervision of other employees shall be deemed to be a leading hand and be paid the additional rate prescribed for a leading hand placed in charge of not less than three (3) and not more than ten (10) other employees.

13.3 The ordinary weekly wage of an apprentice shall be calculated by applying the percentage applicable under 4.8.3 of Clause 4.8 - Wages and Supplementary Payments of PART 1 - GENERAL of this Award to the rate prescribed for a "Tradesperson" in 13.2 for the construction work upon which he or she is engaged.
Note:

* Adult apprentices aged 21 or more are entitled to receive the minimum adult apprentice wage, as set out in Clause 13.8(10) of this Award, or the relevant amount referred to above, whichever is the higher.
* The General Order on Wage structures for school-based and part-time apprentices applies to apprentices working under this Award.

13.4 Construction Allowances

(1) In addition to the appropriate rates of pay prescribed in this clause an employee shall be paid -

(a) $55.10 per week if the employee is engaged on the construction of a large industrial undertaking or any large civil engineering project.

(b) $49.60 per week if the employee is engaged on a multi-storeyed building, but only until the exterior walls have been erected and the windows completed and a lift made available to carry the employee between the ground floor and the floor upon which such employee is required to work. A multi-storeyed building is a building which, when completed, will consist of at least five storeys.

(c) $29.10 per week if the employee is engaged otherwise on construction work falling within the definition of construction work in Clause 1.6 - Definitions and Classification Structure of PART 1 - GENERAL of this Award.

(2) Any dispute as to which of the aforesaid allowances apply to particular work shall be determined by the Commission.

13.5 Leading Hands

In addition to the appropriate total wage prescribed in this clause a leading hand shall be paid:



$
(1)
If placed in charge of not less than three (3) and not more than ten (10) other employees
31.20
(2)
If placed in charge of more than ten (10) and not more than twenty (20) other employees
47.70
(3)
If placed in charge of more than twenty (20) other employees
61.70

13.6 (1) Where an employer does not provide a tradesperson or an apprentice with the tools ordinarily required by that tradesperson or apprentice in the performance of work as a tradesperson or as an apprentice, the employer shall pay a tool allowance of -

(a) $17.10 per week to such tradesperson; or

(b) In the case of an apprentice a percentage of $17.10 being the percentage which appears against their year of apprenticeship in 4.8.3 of Clause 4.8 - Wages and Supplementary Payments of PART 1 - GENERAL (subject to Clause 12.2 - Apprentices of PART 2) of this Award,

for the purpose of such tradesperson or apprentice supplying and maintaining tools ordinarily required in the performance of their work as a tradesperson or apprentice.

(2) Any tool allowance paid pursuant to 13.6(1) shall be included in, and form part of, the ordinary weekly wage prescribed in this clause.

(3) An employer shall provide for the use of tradespersons or apprentices all necessary power tools, special purpose tools and precision measuring instruments.

(4) A tradesperson or an apprentice shall replace or pay for any tools supplied by their employer if lost through their negligence.

13.7 A casual employee shall be paid 25 per cent of the ordinary rate in addition to the ordinary rate for the calling in which he or she is employed.

13.8 Minimum Adult Award Wage

(1) No employee aged 21 or more shall be paid less than the minimum adult award wage unless otherwise provided by this clause.

(2) The minimum adult award wage for full-time employees aged 21 or more working under an award that provides for a 38-hour week is $953.00 per week.

The minimum adult award wage for full-time employees aged 21 or more working under awards that provide for other than a 38-hour week is calculated as follows: divide $953.00 by 38 and multiply by the number of ordinary hours prescribed for a full-time employee under the award.

The minimum adult award wage is payable from the beginning of the first pay period commencing on or after 1 July 2025.

(3) The minimum adult award wage is deemed to include all State Wage order adjustments from State Wage Case decisions.

(4) Unless otherwise provided in this clause adults aged 21 or more employed as casuals, part-time employees or piece workers or employees who are remunerated wholly on the basis of payment by results, shall not be paid less than pro rata the minimum adult award wage according to the hours worked.

(5) Employees under the age of 21 shall be paid no less than the wage determined by applying the percentage prescribed in the junior rates provision in this award (if applicable) to the minimum adult award wage, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.

(6) The minimum adult award wage shall not apply to apprentices, employees engaged on traineeships or government approved work placement programs or employed under the Commonwealth Government Supported Wage System or to other categories of employees who by prescription are paid less than the minimum award rate, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.

(7) Liberty to apply is reserved in relation to any special category of employees not included here or otherwise in relation to the application of the minimum adult award wage.

(8) Subject to this clause the minimum adult award wage shall –

(a) Apply to all work in ordinary hours.

(b) Apply to the calculation of overtime and all other penalty rates, superannuation, payments during any period of paid leave and for all purposes of this award.

(9) Minimum Adult Award Wage

The rates of pay in this award include the minimum weekly wage for employees aged 21 or more payable under the 2025 State Wage order. Any increase arising from the insertion of the minimum wage will be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above award payments include wages payable pursuant to enterprise agreements, consent awards or award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases under previous State Wage Case Principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset the minimum wage.

(10) Adult Apprentices

(a) Notwithstanding the provisions of this clause, the minimum adult apprentice wage for a full-time apprentice aged 21 years or more working under an award that provides for a 38-hour week is $791.30 per week.

(b) The minimum adult apprentice wage for a full-time apprentice aged 21 years or more working under an award that provides for other than a 38-hour week is calculated as follows: divide $791.30 by 38 and multiply by the number of ordinary hours prescribed for a full-time apprentice under the award.

(c) The minimum adult apprentice wage is payable from the beginning of the first pay period commencing on or after 1 July 2025.

(d) Adult apprentices aged 21 years or more employed on a part-time basis shall not be paid less than pro rata the minimum adult apprentice wage according to the hours worked.

(e) The rates paid in the paragraphs above to an apprentice 21 years of age or more are payable on superannuation and during any period of paid leave prescribed by this award.

(f) Where in this award an additional rate is expressed as a percentage, fraction or multiple of the ordinary rate of pay, it shall be calculated upon the rate prescribed in this award for the actual year of apprenticeship.




APPENDIX 3

ACTU CODE OF CONDUCT ON TWELVE HOUR SHIFT WORK

1. Introduction

1.1 The ACTU Executive reaffirms its policy on shift work as set out in the ACTU Working Conditions Policy 1985.

1.2 Shift work involving twelve hour rosters may not introduce a new range of hazards into the workplace but rather may exacerbate existing problems faced by shift workers. The main hazards associated with twelve hour shifts continue to involve disrupted sleep patterns, fatigue, disturbance of eating habits, social dislocation and psychological problems.

1.3 Data show that shift workers (and former shift workers) suffer a higher incidence of gastro-intestinal disorders and gastric and duodenal ulcers than day workers. Shift workers also more often report colds or other respiratory illnesses than their day work counterparts. Further, the incidence of nervous disorders and drug-taking is higher for shift workers than day workers. Similarly, women shift workers have a higher incidence of menstrual problems. Recent studies indicate a link between shift work and cardiac heart disease.

1.4 Twelve hour shift work, with correctly designed rosters, may provide benefits to workers by reducing cumulative fatigue, increasing leisure time and relieving the pressure of seven day shift work. For twelve hour shift work to be advantageous, it is essential the increased leisure time be used for recuperation and recreation and not as an opportunity for additional employment.

1.5 While day work does not involve the same disturbances to circadian rhythms as night work, twelve hour day work may still involve disruption to sleep and eating patterns, fatigue, social dislocation and psychological problems.

2. Introduction of Twelve Hour Shift Work

2.1 The introduction of twelve hour shifts should be permitted only:

- where there is a continuous work process or other special circumstances can be shown to exist;
- where twelve hour shift work will not impose excessive physical or mental workload;
- where, after a proper examination of the possible injurious effects to employee health and social well-being, there are demonstrated benefits for the workers concerned;
- after full consultation with union(s) and the two-thirds majority support of affected workers; and
- in conjunction with possibilities of reducing working time generally.

2.2 The introduction of twelve hour shift work should be on a trial basis for twelve months to allow workers to evaluate changed shifts.

3. Women and Young Persons

3.1 State and Federal Governments need to review legislative restrictions on the employment of women and young persons.

3.2 Unions do not oppose the employment of women on twelve hour shift work but recognise the adverse effects on shift work of all employees.

3.3 Unions should oppose the employment of persons under the age of eighteen on twelve hour night shifts.

4. Control Measures

4.1 Introduction

4.1.1 To minimise the health and safety risks of twelve hour shift work, unions should negotiate the following control measures. The application of these measures may vary according to the industry and workload involved.

4.2 Shift Rosters

4.2.1 Rosters must be developed in consultation with employees through their unions and provision made for ongoing consultation and resolution of disputes about the rosters.

To reduce the hazards associated with night and shift work, rosters should be designed to:

- have a maximum of two night shifts in succession;
- have at least a twelve hour interval between shifts;
- have a short cycle period with regular rotations;
- have the day shift not start before 6.00am;
- allow workers some flexibility about shift change times and shift length; and
- provide in addition to normal breaks, where practicable, an extended rest period during night shift. Breaks should occur at the same time each night.

4.2.2 In all but highly exceptional circumstances, the maximum length of time a worker should have to remain on duty before being relieved is 2 hours.

4.2.3 Overtime should not be worked in conjunction with twelve hour shifts. In no circumstances should overtime work override the basic principles of roster design.

4.2.4 Special rosters are required for workers exposed to hazards, where health and safety standards are determined on the basis of exposure over eight hours. These rosters must be designed in consultation with employees through their unions.

4.3 Award Variations

4.3.1 In accordance with emerging overseas standards, unions should negotiate:

- an additional paid break per shift (the duration of this break will depend on the nature of the work);
- additional paid leave increasing with years of service;
- early retirement provisions;
- where a total rate is used the individual component parts of penalties, allowances, base rate etc. should be identified;
- job security for older and long term shift workers; and
- overtime limitations and maximum weekly hours.

4.4 Administrative Measures

4.4.1 Employer support services can assist in minimising the inconveniences and disturbances of shift work. Such services could include:

- provision of adequate information in everyday language to address such issues as shift rosters, rest, fatigue, the effects of medication and other drugs, employer services etc. (this information should be provided in appropriate languages);
- availability of nutritionally balanced meals and drinks during shifts;
- provision of transport services to and from the workplace and/or arranging more convenient utilisation of available transport facilities;
- provision for rest areas and social/recreational facilities;
- training for supervisors to increase awareness of the special requirements of twelve hour shift working;
- assistance in home renovations to facilitate sleeping during the day; and
- child care facilities.

Employers must negotiate with employees through their unions regarding the provision and administration of such services.

4.5 Health and Related Matters

4.5.1 Introduction:

Most people are affected by shift work. In addition, older workers and those already suffering from digestive disorders, diabetes, heart diseases, psychological problems, alcohol and drug addiction and chronic sleep disturbances, face additional burdens.

4.5.2 Health Services:

4.5.2.1 Employers should provide health supervision and health services for shift workers including:

- pre-placement health examinations to advise the worker about adjustment to the job assignment. Special provisions including transfer to day-time jobs may be required;
- periodic health examinations (within 12 months after starting night work and regularly thereafter). Again, transfer provisions or readjustment of the job assignment may be required; and
- health counselling and preventative health care including temporary or permanent transfer to day-time work.

4.5.3 Procedures Following Health Surveillance:

4.5.3.1 The results of health surveillance should be confidential to the worker and should be released to a third party (e.g. the employer) only with the written consent of the individual concerned. All results should be accompanied by a clear explanation of what they mean in practice. A certificate of fitness (or otherwise) should be provided to the employer by the medical practitioner. Aggregate data should be provided to unions.

4.5.3.2 Where there is a need to transfer from shift work, a period of adjustment should be provided to enable the worker to adapt to any reduction in income. Consideration should also be given to the preservation of superannuation entitlements for long-term shift workers who subsequently move to lower paid work for health reasons.

4.5.3.3 Where it is not possible to continue shift work for health reasons, the employer shall take all necessary steps to find suitable alternative employment for the worker, and shall be required to maintain.