1.1 This Agreement will be known as the Australia Post Enterprise Agreement 2021 and referred to asEA2021.
1.2 This Agreement will operate in conjunction with determinations made from time to time under section 89 of the APC Act. For the avoidance of doubt, the determinations made under section 89 are not incorporated in this Agreement unless specifically included.
1.3 Where a determination is inconsistent with the provisions of this Agreement, the latter will prevail.
2 Application, duration and scope
2.1 Coverage of the Agreement
2.1.1 This Agreement is made under Part 2-4 of the FW Act andcovers:
2.2 Duration of the Agreement
2.2.1 The Agreement will come into effect seven days after approval by the FWC.
2.2.2 The nominal expiry date of theAgreement will be three years from the date on which the
Agreement comes into operation.
2.3 Interaction with the National Employment Standards
This Agreement is not intended to exclude any part of the National Employment
Standards (NES) or to provide any entitlement which is detrimental to an employee’s
entitlement under the NES. For the avoidance of doubt, the NES prevails to the extent
that any aspect of this Agreement would otherwise be detrimental to an employee.
3.1 The Parties are committed to achieving and maintaining healthy and safe working conditions
in all Australia Post workplaces by abiding by relevant work health and safety legislation. This
clause 3 is not intended to confer rights and obligations outside the Safety, Rehabilitation
and CompensationAct1988(Cth),theWHSAct and associated legislation or processes, nor is it
intended to allow right of entry to workplaces outside the FWAct.
3.2 This commitment also imposes an obligation on Australia Post to consult with the Union on
work health and safety issues affecting their members.
Consultation with the Union will take place in accordance with the requirements of the WHS
Act, and procedures relating to Designated Work Groups, Health and Safety Representatives
and Health and Safety Committees.5
4.1 The Parties to this Agreement intend to respect and value the diversity of the workforce by
helping to prevent and eliminate discrimination on the basis of race, colour, sex, sexual
preference, age, physical or mental disability, marital status, family responsibilities,
pregnancy, religion, political opinion, national extraction or social origin.
4.2 Accordingly, in fulfilling their obligations under the dispute resolutionclause, the Parties
will make every endeavour to ensure that neither the Agreement provisions nor their
operation are directly or indirectly discriminatory in their effects.
4.3 Nothing in this clause is to be takento affect:
5.1 Notwithstanding any other provision of this Agreement, Australia Post and an individual
employee may agree to vary the application of certain terms of this Agreement to meet the
genuine individual needs of Australia Post and the individual employee (Flexibility
Agreement). The terms Australia Post and the individual employee may agree to vary the
application of are those concerning:
5.2 Australia Post and the individual employee must have genuinely made the Flexibility
Agreement without coercion orduress.
5.3 The Flexibility Agreement between Australia Post and the individual employee must:
5.4 The Flexibility Agreement between Australia Post and the individual employee must also:
5.5 Australia Post must give the individual employee a copy of the Flexibility Agreement within 14
days of it being agreed to and keep the agreement as a time and wages record.
5.6 Except as provided in clause 5.4(a) the Flexibility Agreement must not require the approval or
consent of a person other than Australia Post and the individual employee.
5.7 The employee may be accompanied by a person of their choice, including a union
representative, in meeting and conferring with Australia Post about entering into a Flexibility
Agreement.
5.8 If Australia Post seeks to enter into a Flexibility Agreement it must provide a written proposal
to the employee. Where the employee’s understanding of written English is limited Australia
Post must take measures, including translation into an appropriate language, to ensure the
employee understands the proposal.
5.9 A Flexibility Agreement may be terminated:
5.10 The right to make a Flexibility Agreement pursuant to this clause is in addition to, and is not
intended to otherwise affect, any provision for an agreement between Australia Post and an
individual employee contained in any other term of this Agreement.
6 Index of facilitative provisions
6.1 Agreement to Vary Operation of Provisions
6.1.1 This Agreement contains facilitative provisions which allow agreement to be reached between
Australia Post and employees on how specific provisions areto apply at the workplace or
enterprise level. The facilitative provisions are identified in clauses 6.2.1 and 6.3.1.
6.1.2 The specific provisions establish both the standard conditions and the framework within
which agreement can be reached as to how the particular provision should be applied in
practice.
6.1.3 Facilitative provisions are not to be used as a device to avoid obligations nor should they
result in unfairness to an employee or employees covered by this Agreement. Employees are
not to be coerced to reach agreement on facilitative provisions.
6.1.4 Where relevant circumstances change, any party involved can review the arrangements
established under these facilitative provisions, and can, subject to an appropriate period of
notice, withdraw their agreement.
6.2 Facilitation by Individual Agreement
6.2.1 The following facilitative provisions can be utilised upon agreement between Australia Post
and an employee provided that the agreement complies with clauses6.2.2,
6.2.3 and 6.2.4.7
6.2.2 The agreement reached must be recorded in the time and wages records kept by Australia Post
in accordance with Part 3–6 ofthe FairWorkRegulations2009 (Cth).
6.2.3 The employee may be accompanied by a person of their choice including a union
representative in meeting and conferring with Australia Post about the implementation of
the facilitative provisions.
6.2.4 At the request of an employee, a Union must be given a reasonable opportunity to
participate in negotiations regarding the proposed implementation of a facilitative provision
for one or more of its members.
Union involvement does not mean that the consent of the Union is required prior to the
introduction of agreed facilitative arrangements.
6.3 Facilitation by Majority Agreement
6.3.1 The following facilitative provisions can be utilised upon agreement between Australia Post
and the majority of employees in the workplace or part of it provided that the agreement
complies with clauses6.2.2, 6.2.3 and 6.2.4. Unions with members employed in the
workplace or part of it, shall be informed of the intention to use the facilitative provisions.
7.1 General
7.1.1 Employees will be employed in one of the following categories:
7.1.2 The engagement of an employee is subject to the person satisfying the prescribed medical
assessments as to health and physical fitness and meeting the prescribed character checks.
7.1.3 An employee in category 7.1.1(a) and 7.1.1(b) can be employed on a full-time or part-time8
basis.
7.1.4 A part-time employee is an employee who works less than fulltime hours of 36.75 hours per
week or an average of those hours.
7.1.5 At the time of engagement, Australia Post will inform each employee in writing of the terms of
their engagement, including:
7.2 Permanent Employees
7.2.1 A person engaged as a permanent employee will be on probation for a period of three
months. Prior to the expiry of the probationary period, the employment will be confirmed or
terminated. This clause is not intended to affect the minimum employment period under
section 383 of the FW Act.
7.2.2 An employee on probation must be given one week’s notice of termination or payment in
lieu thereof. The period of notice in this clause does not apply in the case of termination
for serious and wilful misconduct.
7.2.3 Australia Post’s staffing resources at facility level will continue to comprise of
predominantly permanent employees (full and part-time), with a fair and reasonable
utilisation of overtime and extended hours for business fluctuations above required staff
establishment levels.
7.2.4 Australia Post recognises the value of its permanent workforce and is committed to
providing full-time permanent employment as the preferred option. Where the flow of
work provides that work can be effectively and efficiently organised around full-time
options then full time employment should apply. Where there is an on-going need that
cannot be filled in this way the preferred option is permanent part-time work.
7.2.5 A full-time position would only be considered for abolition and replacement with part-time
positions where:
7.2.6 Notwithstanding clause 7.2.5(b) above, where clause 7.2.5(a) applies an employee may
agree to convert to part-time.
7.2.7 Priority will be given to permanent part-time employees when applying for permanent fulltime vacancies in accordance with agreed guidelines.
7.3 Promotion/Temporary Performance Appeal Rights
7.3.1 Australia Post will continue for the duration of the Agreement to provide employees with
appeal rights against provisional promotions and against temporary transfers exceeding 3
months.
7.4 Maximising Full-time Work
7.4.1 Australia Post and the Union commit to working together during the life of the Agreement
to develop a model of work that will allow increased opportunity for a greater proportion
of Australia Post employees, particularly those engaged in the Letters & Mail Network, to
be engaged as full-time employees. The model will also explore opportunities to review
work arrangements and increase flexibility by amalgamating functions where possible,
improve productivity and create further full-time opportunities for full-time work or for
additionalincome for our employees.9
7.4.1 Australia Post and the Union commit to commencing discussions immediately to address
the impact of this commitment. It is envisaged that the discussions will encompass:
7.4.2 The model developed and agreed to by Australia Post and the Union for maximising full-time
work will be handed up to the FWC for the purpose of placing it on the EA2021 file so that it
can be referred to at any relevant conciliation or arbitration by the FWC.
7.5 Fixed Term Employees
7.5.1 An employee can only be recruited on a fixed term basis when it is likely that the employee’s
service will be required only for a specific period for the purposes of:
7.5.2 A fixed term employee will not be held against a permanent vacant position unless the
reason for employing the fixed term employee against such a position meets the
requirements of clause 7.5.1.
7.5.3 The period of continuous employment as a fixed term employee can be up to one year but
can be extended beyond one year in particular circumstances for further periods:
7.5.4 Extensions of fixed term employment will, in most circumstances, be limited to planning for
known impacts ofmajor change projects and employment breaks (as defined under clause
28.2(a)(v)).
7.5.5 Where the services of a fixed term employee are terminated before the expiry of the period
fixed by the terms of engagement, the employee is entitled to notice in accordance with
section 117(3) of the FW Act.
7.5.6 Fixed term employees who have been subject to the same selection processes that apply
to permanent employees, will, subject to satisfactory service, be given priority if any
permanent base level vacancies are filled by external recruitment during the fixed term period
(subject to clause 7.2.7).
7.6 Casual Employees
7.6.1 A casual employee is a person employed in relieving work or work of a casual, irregular or
intermittent nature or of a short term duration and who is engaged and paid by the hour but
does not include an employee who would properly be classified as permanent or fixed term.10
7.6.2 Each work period for a casual is a separate and distinct period of service.
7.6.3 A casual employee may be engaged for a period up to 12 weeks. Provided that at the end of
a 12 week period a casual employee may be offered permanent employment or fixed term
employment. Where fixed term employment is offered it must meet the requirements of
clause 7.5 of this Agreement.
7.6.4 Notwithstanding clause 7.6.3, the terms of engagement and the number of casual employees
employed under the Christmas arrangements will be the subject of consultation between
Australia Post and the Union. Casual employees must not be engaged before Christmas in
such a manner as to pre-empt that consultation.
7.6.5 An employee will not be engaged as a casual to avoid any obligations of this Agreement.
7.7 Relief Staff
7.7.1 Australia Post is committed to providing adequate relief staffing to cover business
requirements in a waywhich:
7.8 Agency Personnel
7.8.1 The Parties acknowledge that the use of agency personnel can impact on the employeremployee relationship. Accordingly:
7.8.2 Australia Post will provide the Union with information on how agency personnel have
been used and will also consult on the operations of these arrangements. Information
will be provided nationally to the Union on a quarterly basis. This clause does not require
Australia Post to provide information about individual employees to the Union.
7.9 Contractors
7.9.1 The Parties acknowledge that the use of contractors can impact on the employeremployee relationship. Australia Post agrees that contractors will not be used as a
means of pursuing a reduction in wages and conditions of Australia Post employees or
altering Australia Post’s commitment to providing opportunities for its employees.
7.9.2 Australia Post will consult with the Union regarding any new proposal involving the
use of contractors allowing sufficient time (minimum of two weeks’ notice) for
consultation to occur at a local, state and national level. Consultation will cover
matters such as:
7.9.3 Australia Post will provide relevant information on use of contractors to the Union (at the
national level) on a bi-annual basis in the manner it presently does.11
8.1 Australia Post will provide relevant statistical information on the use of employment
categories to the Union. The information will be provided to the Union at the national level
on a quarterly basis and will be information that relates only to categories of employees that
the Union has coverage of under theirrules.
8.2 In accordance with clause 8.1, Australia Post will also provide statistical information to the
Union on the number and work locations of any Flexibility Agreements (as defined in clause 5)
that are in place and the number of fixed term arrangements in place.
9 Permanent/Fixed term employees – conditions of service
9.1 Full-time Employment
Unless otherwise specified, the conditions of service prescribed by this Agreement apply to
permanent and fixed term full-time employees.
9.2 Part-time Employment
9.2.1 Except as otherwise provided, employment conditions shall apply to part-time employees in
the same manner as full-time employees on a pro-rata basis.
10 Casual employees – conditions of service
10.1 A casual employee is to be paid the normal hourly rate applicable to a permanent
employee of the same classification plus a loading of 22.5%. The loading paid to casual
employees is in lieu of payment for public holidays on which they do not work and all
paid leave entitlements (including annual leave, personal leave and maternity leave).
10.2 A casual employee shall be paid overtime if the daily hours exceed 7 hours 21 minutes.
The overtime is paid at the overtime penalty rate applicable to full-time employees on that
day.
10.3 Casual employees are entitled to the same ordinary duty penalties as apply to permanent
employees for duty on the particular day. Such penalties are in addition to the 22.5%
loading on the normal hourly rate.
10.4 As casual employees are engaged in relieving work or work of a casual, irregular or
intermittent nature or of a short term duration, the RRR Agreement in Attachment K
does not apply to casual employees.
10.5 Caring Responsibilities
10.5.1 Subject to the evidentiary and notice requirements in clause 21.6, 21.7.2 and 21.7.3, casual
employees are entitled to not be available to attend work, or to leave work:
10.6 Australia Post must not fail to re-engage a casual employee because the employee
accessed the entitlements provided for in this clause. The rights of Australia Post to
engage or not to engage a casual employee are otherwise not affected.
11 Salary rates and related matters
11.1 Work Level Standards
Employees are to be classified in accordance with relevant Work Level or Classification
Standards where such standards exist. Where such Work Level Standards do not exist the
Union and Australia Post agree to develop such Standards during the life of the
Agreement.
11.2 Employee Duties
11.2.1 Australia Post may direct an employee to carry out such duties as are withinthe limits of
the employee’s skills, competence and training, consistent with the relevant classification
structure and Work Level Standards (where such standards exist).
11.2.2 Any such direction shall be consistent with Australia Post’s responsibility to provide a safe and
healthy work environment.
11.3 Training
11.3.1 Australia Post shall provide employees with training relevant to the duties tobe performed.
11.3.2 Information outlining such training shall be available at each workplace.
11.4 Selection
11.4.1 Employees
The selection of employees for positions shall be in accordance with existing procedures
determined by Australia Post. Australia Post will consult with the Union in relation to any
changes to existing procedures.
11.4.2 Information
Australia Post shall have available at each workplace, information relating to selection
procedures relevant to classifications employed at that workplace.
11.5 Classifications
The classifications covered by this Agreement are specified in Attachment A.
11.6 Junior Rates
11.6.1 Junior rates will not apply to employees in a permanent position. That is, a permanent
employee under 21 years of age will be paid at adult rates.
11.6.2 Subject to any conditions otherwise prescribed, an employee under21 years of age and who
is employed in the classifications listed in Table 1 below will be paid an annual salary,
calculated to the nearest dollar, by applying the appropriate percentage for the age of the
employee as specified in Table 2 below, to the minimum rate of an adult employee of the
same classification, provided that a permanent employee under 21 years of age will be paid at
adult rates.
11.7 Apprentices
Subject to any conditions otherwise prescribed, an apprentice under 21 years of age will be
paid an annual salary, calculated to the nearest dollar, by applying the percentage indicated in
Table 3 below for the age or year of service of the employee to the minimum rate prescribed
for a Postal Technical Officer Level 2
11.8 Salary Advancement Conditions
This sub-clause covers salary advancement
conditions in respect of the following
classifications: Postal Services Officer, Mail
Officer, Parcel Post Officer, Postal Delivery
Officer.
11.8.1 New employees
New employees will commence on the
Trainee level provided that a trained employee who resumes employment with
Australia Post can be engaged at the base level if competency for this level is
demonstrated.
11.8.2 Permanent employees
Trainees will be advanced to the relevant base level salary after three months
employment.
11.8.3 Casual / Fixed term employees
A casual or fixed term employee will commence at the Trainee level and be
advanced to the base level after three months aggregate employment in any
twelve-month period.
11.8.4 Postal Delivery Officers
Postal Delivery Officers in Delivery Centres/ Facilities will on advancement from the
Trainee Postal Delivery Officer level move straight to the third salary point in the Postal
Delivery Officer salary range and thereafter be subject to normal incremental
advancement. The accelerated increment advancement in this clause will not apply to
Postal Delivery Officers who are solely engaged as private box sorters.
11.8.5 Juniors
Trainee and base classifications – Mail Officer, Parcel Post Officer and Postal Delivery
Officer, and Trainee Postal Services Officer.
A junior employee will receive the appropriate Junior Trainee or base level salary
according to the standard junior percentages prescribed in clause 11.6 until the
employee completes twelve months service or reaches 18.5 years of age whichever is
the later.
11.9 Apprentices – Salary Advancement
An apprentice will be advanced as a Postal Technical Officer Level 2 on the satisfactory
completion of the apprenticeship, and will be paid at the first salary step of a Postal
Technical Officer Level 2.
11.10 Salary on Promotion
11.10.1 The salary to be paid to an employee on promotion will normally be the minimum rate for
that position except that, in circumstances involving overlapping salary ranges, the new
salary will normally be the next highest salary point in the salary range for the higher
position.
11.10.2 Previous service at the level to which the employee is being promoted (or higher levels)
shall be taken into account when determining salary on promotion and incremental dates
in accordance with the same principles that apply to the assessment of higher duties
allowance. An employee promoted to a position which the employee is occupying on a
temporary basis shall not suffer any reduction in remuneration.
11.11 Postal Technical Officer Level 4 – Salary Advancement Conditions
11.11.1 Advancement to the 4th, 5th, 6th and 7th salary points of the Postal Technical Officer 4
(PTO4) classification will be conditional on an employee obtaining a Certificate IV in
Electrotechnology(Systems Electrician) or equivalent qualification as assessed by an
accredited provider engaged by Australia Post for this purpose.Provided
that a new PTO4 employee who possesses this qualification or equivalent qualification
recognised by Australia Post will commence at the 4th salary point of the PTO4 salary range.
A current PTO4 employee who obtains this qualification will advance to the 4th salary point
from the date the employee obtains the qualification.
11.11.2 An employee will require a Diploma of Electrical Engineering or equivalent qualification (as
assessed by an accredited provider engaged by Australia Post for this purpose) in order to
advance to the maximum (8th salary point) of the PTO4 classification range. Provided that an
employee who possesses this qualification or equivalent qualification will be eligible for
accelerated advancement to the maximum of the PTO4 range on and from the date of
commencement of this Agreement or from the date the employee obtains the relevant 15
qualification, whichever is the later.
12.1 Fortnightly Pay
Payment is to be made fortnightly, at the fortnightly equivalent of the annual rates
prescribed.
12.2 Salary Payment Arrangements
All employees will have all salary payments paid through direct credit arrangements to a
bank or financial institution.
12.3 Death of Employee
Where an employee dies, payment in lieu of annual leave including annual leave loading
and outstanding salary may be made to the dependants of the employee, or, if the
employee has no dependants, to the legal personal representative of the employee.
13.1 Definitions
13.1.1 This clause defines the conisations which apply to employees who because of the effects of a
disability are eligible for a supported wage under the terms of this Agreement. In the context of this
clause, the following definitions will apply:
Supported Wage System means the Commonwealth Government system to promote
employment for people who cannot work at full award wages because of a disability, as
documented in Supported WageSystem:GuidelinesandAssessment Process.
Accredited 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.
Disability Support Pension means the Commonwealth pension scheme to provide
income security for persons with a disability as provided under the Social SecurityAct
1991, as amended from time to time, or any successor to that scheme.
Assessment instrument means the form 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.
13.2 Eligibility Criteria
13.2.1 Employees covered by this clause 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 Agreement, because of the effects of a disability on their
productive capacity and who meet the impairment criteria for receipt of a disability
support pension.
13.2.2 The clause does not apply to any existing employee who has a claim against Australia Post
which is subject to the provisions of workers’ compensation legislation or any provision of
this Agreement relating to the rehabilitation of employees who are injured in the course of
their employment.
13.2.3 The clause does not apply to employers in respect of their facility, programme, undertaking,
service or the like which receives funding under the Disability Services Act 1986 (Cth) and fulfils
the dual role of service provider and sheltered employer to people with disabilities16
who are in receipt of or are eligible for a disability support pension, except with respect to an
organisation which has received recognition under section 10 or section 12A of the Disability
Services Act, or if a part only has received recognition, that part.
13.3 Entitlement
13.3.1 Supported WageRates
Employees to whom this clause applies shall be paid the applicable percentage of the
minimum rate of pay prescribed by this Agreement for the class of work which the person is
performing according to the following schedule:
13.3.2 Provided that the amount payable shall be not less than $82 per week.
13.3.3 Where a person’s assessed capacity is 10%, they shall receive a high degree of
assistance and support.
13.4 Assessment of Capacity
For the purpose of establishing the percentage of the Agreement rate to be paid to an
employee under theAgreement, the productive capacity of the employee will be
assessed in accordance with the supported wage system and documented in an
assessment instrumentby either:
13.5 Lodgement of Assessment Instrument
13.5.1 All assessment instruments under the conditions of this clause, including the appropriate
percentage of the agreement wage to be paid to the employee, shall be lodged by Australia
Post with the appropriate Authority. All assessment instruments shall be agreed and signed by
the parties to the assessment, provided that where requested by the employee, a Union which
is a party to the Agreement, but is not a party to the assessment will have the assessment
documents referred to the Union by the Authority by certified mail, and the assessment will
take effect unless an objection is notified to the Authority within ten working days.
13.6 Review of Assessment
The assessment of the applicable percentage should be subject to annual review or earlier on
the basis of a reasonable request for such a review. The process of review shall be in
accordance with the procedures for assessing capacity under the Supported WageSystem.
13.7 Other Terms and Conditions of Employment
Where an assessment has been made, the applicable percentage shall apply to the wage
rate only. Employees covered by the provisions of the clause will be entitled to the same
terms and conditions of employment as all other workers covered by this Agreement paid on
a pro rata basis.
13.8 Workplace Adjustment
Where Australia Post wishes to employ a person under the provisions of this clause, it shall
take reasonable steps to make changes in the workplace to enhance the employee’s capacity
to do the job. Changes may involve the re-design of the job duties, working time
arrangements and work organisation in consultation with other workers in the area.
13.9 Trial Period
13.9.1 In order for an adequate assessment of the employee’s capacity to be made, Australia Post
may employ a person under the provisions of this clause for a trial period not exceeding
twelve weeks,except that in some cases additional work adjustment time (not exceeding four
weeks) may be needed.
13.9.2 During that trial period the assessment of capacity shall be undertaken and the proposed
wage rate for a continuing employment relationship shall be determined.
13.9.3 The amount payable to the employee during the trial period shall be $82 per week or such
greater amount as is agreed from time to time between the parties (taking into account the
Department of Human Services income test free area for earnings) and inserted in this
Agreement.
13.9.4 Work trials should include induction or training as appropriate to the job being trialled.
13.9.5 Where Australia Post and the employee wish to establish a continuing employment
relationship following the completion of the trial period, a further contract of employment shall
be entered into based on the outcome of assessment under clause 13.3 - Entitlement.
Allowances in this clause which are subject to the same percentage increases that apply to
salary rates in accordance with this Agreement are specified at Attachment B – Adjustment of
Allowances.
14.1 Dirty Cleaning Work Allowance
An employee required to perform cleaning work which in the opinion of the person in charge is
of an unusually dirty or offensive nature will be paid an allowance whilst so employed at the
relevant rate specified in the Australia Post Human Resources Manual Rates of Pay Booklet.
14.2 Divide Allowance
14.2.1 Eligible classifications
An employee employed in a classification of Postal Delivery Officer, Senior Postal Delivery
Officer Grade 1, Senior Postal Delivery Officer Grade 2, Senior Postal Delivery Officer Grade 3
or Postal Delivery Co-ordinator Grade 1 who is utilised to deliver, in addition to one of the
normal three rounds, a portion (being not less than 100 delivery points) of a round other than
one of the normal three rounds, will be paid the divide allowance at the relevant rate
specified in the Australia Post Human Resources Manual Rates of Pay Booklet.
14.2.2 Relief Employee
A relief employee who is utilised to deliver a portion (being not less than 100 delivery points) 18
of a round in addition to the round being delivered that day, will be paid the divide allowance
prescribed in 14.2.1.
14.2.3 Trainee
A Trainee Postal Delivery Officer who is performing Postal Delivery Officer duties will be paid
the divide allowance prescribed in 14.2.1.
14.3 Excess Fares
An employee on temporary duty away from the employee’s head station shall be paid an
allowance equal to any excess costs incurred in travelling between the employee’s residence
and the temporary station.
14.4 First Aid Allowance
Employees appointed as first aid attendants shall be paid an allowance at the
relevant rate specified for the qualification held as set out in the Australia Post
Human Resources Manual Rates of Pay Booklet.
14.5 Gladstone Locality Allowance
An employee living and working in Gladstone, Queensland, in addition to all other
remuneration except District Allowance, will be paid an allowance as follows:
14.6 Headquarters Relocation Allowance
An employee whose headquarters is transferred to a new location because of a change in the
organisation or operations of Australia Post may be paid an allowance equivalent to the
amount of excess fares paid or reasonable expenses incurred in travelling to and from the
new location for a period of three months. The allowance is not payable to an employee
classified as Administrative Officer Level 6 or Postal Manager Grade 3.
14.7 Higher Duties Allowance
An employee who temporarily performs duties at a higher level will be paid an allowance as
follows:
14.7.1 Payment Rate
14.7.2 Allowance Regarded as Salary for Other Purposes
14.7.3 Minimum Period
14.7.4 Payment During Leave
An employee in receipt of higher duties allowance who proceeds on paid leave shall continue
to be paid the allowance during the leave if the allowance would have been paid but for the
granting of leave.
14.7.5 In-Charge Allowance - Retail Employees
An employee employed as a Postal Services Officer or Senior Postal Services Officer
Grade 1 who performs the in-charge supervisory role during extended trading hours at a
retail facility will be paid an allowance to raise salary to the salary shown for this
allowance in the Australia Post Human Resources Manual Rates of Pay Booklet.
14.8 Industry Allowance
14.8.1 Eligibility
14.8.2 Minimum Payment
14.8.1 for the whole day.
14.8.3 Table 1 – Classifications Eligible forIndustry Allowance
Apprentice
Postal Technical Officer Level 1
Postal Technical Officer Level 2
Postal Technical Officer Level 3
Postal Technical Officer Level 4
Postal Technical Officer Level 5
Postal Technical Officer Level 6
Postal Technical Officer Level 7
14.8.4 Definitions
Construction Work means all work, wherever performed, other than that defined as
Maintenance Work or Shop Work.
Maintenance Work means small carpentry, painting, sign writing, electrical, plumbing and
small repair and renovation work in those respective trades.
Shop Work means any work performed in a workshop not located on an “on site†building
project.
14.9 Miscellaneous Allowance
14.9.1 District Allowance
14.10 Overtime Meal Allowance
14.10.1 An employee shall be paid an overtime meal allowance of $15.79 when the
employeeis required to work at least:
14.10.2 For a part-time employee, only duty which attracts an overtime penalty rate counts as
overtime under clause 14.10.1 for the purpose of an overtime meal allowance.21
14.10.3 Where a three course meal can be obtained by the employee at an Australia Post
cafeteria, the overtime meal allowance payable is the maximum amount which can be
charged for a three course meal.
14.10.4 An employee shall not be paid a meal allowance if it is not unreasonable that the
employee returns home for a meal during the meal break.
14.10.5 Employees in a particular facility who have elected and are receiving payment for
overtime meal allowance in cash at the date this Agreement is made will be eligible to
continue to receive the allowance in cash while they continue to be located at that
particular facility, or in the event that they transfer to another facility that pays
overtime meal allowances incash.
14.11 Postal Delivery Officer Functional Allowance
An employee employed as Postal Delivery Officer, Senior Postal Delivery Officer Grade 2
(non-relief employee) or Senior Postal Delivery Officer Grade 3 who is utilised to deliver
one or more rounds other than the normal 3 rounds will be paid the functional allowance
specified in the Australia Post Human Resources Manual Rates of Pay Booklet.
14.12 Private Motor Vehicle Allowance
An employee who is authorised to use a private motor vehicle for official purposes or in
circumstances in which Australia Post would otherwise meet the cost of the journey is
entitled to be reimbursed reasonable expenses incurred in using the vehicle on that journey.
14.13 Qualifications Allowance
An employee on the minimum salary of an Administrative Officer Level 1 with the prescribed
educational qualifications or keyboard skills will be paid an allowance to raise salary to the
second salary point of the Administrative Officer Level 1 salary range.
14.14 Shoe Allowance for Retail Employees
With effect from the date of lodgement of this Agreement, retail employees who are eligible
for and wear the corporate retail uniform are entitled to be reimbursed up to $92 once per
calendar year for the purchase of footwear. This amount is in lieu of the amount specified at
Item C Schedule 3 of the Australia Post Principal Determination that would otherwise apply to
retail employees.
14.15 Special Rates – Technical Employees
14.15.1 Eligibility
The special rates set out in this clause will apply to Technical employees covered by this
Agreement, other than a Postal Technical Officer Level 8 or Postal
Technical Officer Level 9, for the disabilities prescribed below:
(a) Disability Allowance 1
(b) Disability Allowance 2
14.15.2 Special Rates NotCumulative
14.15.3 Penalty Payments and Special Rates
14.15.4 Special Rates during Holidays and Leave
14.16 Study Assistance
An employee who is approved by Australia Post as a student to undertake a course of study or
a short course of instruction may be granted reimbursement in full or in part of fees incurred
for the course.
14.17 Team Skills Loading
14.17.1 The team skills loading is payable at the rate specified in the Australia Post Human
Resources Manual Rates of Pay Booklet to eligible employees in mail/ parcel processing
facilities which have implemented HPO Team based work arrangements. The loading is
payable to eligible employees in team based arrangements when:
14.17.2 Clause 37.3 outlines eligibility conditions for retention of team skill loading ontransfer.
14.18 Temporary Accommodation Allowance
An employee who has been transferred or promoted from one locality to another and who is
unable to obtain suitable long- term accommodation at the new locality will be reimbursed
for a reasonableperiod of time additional reasonable living expenses incurred in residing in
temporary accommodation at the new location.
14.19 Tools and Protective Clothing
Where Australia Post requires an employee employed in a Technical Employee Classification
to provide and use tools for the performance of duties and/or provide protective clothing
while engaged on any duties where exposed to adverse weather conditions, Australia Post
must reimburse the employee for the cost of purchasing such tools or clothing. The provisions
of this clause will not apply where Australia Post supplies such items without cost to the
employee.
14.20 Tonnage Allowance
An employee who is required to drive a motor vehicle of one of the typesdescribed in
Table 2 below shall be paid, in addition to salary, an allowance at the relevant rate
prescribed for the type of vehicle as specified in the Australia Post Human Resources 23
Manual Rates of Pay Booklet for each day or portion thereof while the vehicle is driven
on a public carriageway.
Table 2 – Tonnage Allowance
Vehicle Type
Light Rigid Vehicle (Trucks from 4.5 to 13.9 tonnes Gross Vehicle Mass)
HeavyRigid Vehicle (Trucks exceeding 13.9 tonnes Gross Vehicle Mass)
Articulated Vehicle (Linehaul, wharf work and heavy rigid/dog trailer combinations)
Road Train (B Double combinations)
14.21 Transfer Costs
14.21.1 Eligibility
14.22 Travelling Allowance
14.22.1 Overnight Absence
14.22.2 Part-day Absence
15 Deductions from salaries of rent for residence
15.1 Supervision of Property
If an employee resides in a building which is owned or leased by Australia Post, and the
employee has an incidental obligation of supervision or control over personnel or property,
Australia Post has the right to direct that rent be charged and deducted from the employee’s
salary. The amount of rent charged must be fair and reasonable, not exceeding 10 per cent of
the lowest total Agreement rate for the employee’s classification.
16.1 Specific provisions - Operational Employees
16.1.1 Except as otherwise provided, the ordinary hours of duty of employees will be 36.75 per week
over a cycle of shifts or an average of those hours over a monthly cycle.
16.1.2 Except as otherwise provided in this clause, the daily hours of ordinary duty will not exceed 7
hours 21 minutes except where work is performed with a reduced number of attendances, in
which case the daily hours of ordinary duty will not exceed 8 hours 10 minutes.
16.1.3 Retail employees
16.1.4 Postal Delivery Officers
16.2 Specific provisions – Administrative / Professional Employees
16.2.1 Non-Shiftworkers
16.2.2 Reduced Attendances
16.2.3 Flexible Hours
Standard day for the purpose of flextime, is 7 hours and 21 minutes per day;
Core time means the periods during the day when an employee will perform ordinary
duty unless absent on approved leave or core time leave;
Settlement period means the ordinary working days over which calculations are
made to determine flex credit or flex debit carry over;
Flex period means the periods during the day when an employee’s hours of duty
and times of attendance may be varied;
Flex credit means the accumulated amount of time worked by an employee in
excess of the standard days in the settlement period, including any carry over, but
does not include time worked as overtime;
Flex debit means the difference between the sum of the standard days in a
settlement period and the aggregate amount of time worked by an employee where
the total time worked is less than the sum of the standard days in the settlement
period after any necessary adjustment has been made for any absence on approved
leave and includes any carry over;
Core time leave means any approved absence during core time other than approved
leave, and may be used for up to a maximum of two full core times during the
settlement period.
16.2.4 Shiftworkers
16.3 Specific provisions - Technical Employees26
16.3.1 Non-shiftworkers
16.3.2 ReducedAttendances for non-shiftworkers
16.3.3 Shiftworkers
16.3.4 Facilitative Arrangements
16.3.5 Meal Break
16.3.6 Unusual Conditions
Where such a reduction occurs, the normal hours of duty on other days will not be
increased.
16.3.7 Overtime
16.4 Hours of Duty Facilitative Provisions
16.4.1 Specific hours of duty provisions can be varied by agreement with either the majority of
employees or on the basis of individual agreement in the following manner:
16.5 Part-time Employees
16.5.1 Continuous Duty
16.5.2 Hours Specified
16.5.3 Hours Varied
16.5.4 Notice
16.5.5 Initiated by Employee
16.6 Review Process: Part-time Employees
Australia Post acknowledges that the rostered hours of part-time staff should match the
underlying ordinary hours of the position, ie, the hours worked on a regular predictable basis
in a manner consistent with the relevant hours of duty provisions in this Agreement.
16.6.1 Australia Post will continue the following arrangements:
16.6.2 Australia Post agrees to provide relevant information and explain and support the reasons
why it reached the decision that it did, at the time that the employee is informed of
the decision. Where an employee disagrees with the outcome of the review the
employee may elect to take the matter through the Dispute Resolution Procedure, in
lieu of the Grievance Process.
16.7 Part-time Employees – Minimum Hours
16.7.1 The Parties support the principle that part- time positions should not be less than three hours
per engagement. There will, however, be circumstances where the application of this principle
may result in arrangements which are not practicable and/orthere is no other available
work. Where these circumstances arises:
16.7.2 The Parties agree that the minimum hours principle will be applied as follows:
(a) existing part-time arrangements will not be reduced on the basis of this clause; and
(b) any proposals to vary the level of rostered hours of a number of part-time positions
on a shiftwill be subject to consultation with the Union at State level and
with the staff concerned.
16.8 Make Up Time
An employee may elect, with the consent of Australia Post, to work make up time under which
the employee takes time off ordinary hours, and works the time taken off at a later time,
during the spread of ordinary hours applicable to the employee, at ordinary rates.
16.9 Meal Break
16.9.1 An employee shall not be employed for more than 5 hours continuously without being
granted a meal break of not less than 30 minutes nor more than 75 minutes, provided that:
16.10 Tea Break
16.10.1 Australia Post commits to maintaining tea break arrangements that apply at individual
workplaces in accordance with custom and practice. Australia Post, however, may vary the
time at which a tea break is taken at a workplace where such a variation is operationally
required. Australia Post may also vary the length of a tea break at a workplace where the
length of the break at that workplace is inconsistent with tea break arrangements applicable
at other workplaces within the same operational stream in Australia Post and where current
arrangements are not based on operational considerations limited to that particular facility.
Provided that ongoing changes to the length of tea breaks would be regarded as significant
change for the purposes of clause 33 - Employee Consultation, and would involvea process
to determine the view of staff.
17.1 General Conditions
17.1.1 Reasonable Overtime
17.1.2 Salary
17.1.3 Hourly OvertimeRate
(A / 313 x 6 / 36.75) x P
(b) Forthe purpose of 17.1.3(a), the prescribed rates (P) for overtime duty are:
17.1.4 Part-Time Employees
17.1.5 Sunday Duty – Day Off In Lieu
17.1.6 Employees Ineligible for Overtime
17.2 Overtime – Time Off Instead of Payment
17.2.1 Time Off Instead of OvertimePayment
17.2.2 Amount of TimeOff
17.2.3 Timing of TimeOff
17.2.4 Eligibility
17.3 Minimum Overtime Payment
17.3.1 Four Hour Minimum
An exception to the minimum overtime payment payable applies to a part-time
employee whose ordinary hours of duty for that day are less than four hours, in which
case the minimum extra payment is the prescribed ordinary hoursof duty for that day.
17.3.2 Meal BreaksDisregarded
17.3.3 Duty after Midnight
17.3.4 Restriction
17.3.5 Overtime to Restore Essential Services
17.4 Rest Relief after Overtime
17.4.1 10 Hour Break
17.4.2 Eligibility
17.5 Emergency Duty
17.5.1 Eligibility
employee would not ordinarily have been on duty, and no notice of such call was given
prior to ceasing duty, the employee shall be paid for such emergency duty at the rate of
200%.
17.5.2 Travel Time Included
17.5.3 Minimum Payment
17.5.4 Rest Relief
17.6 Restriction Duty
17.6.1 Restriction Direction
17.6.2 Eligibility for Payment
17.6.3 Rate of Payment
17.6.4 Salary
17.6.5 Calculation
17.6.6 Part Hour
17.6.7 No Concurrent Payment
17.6.8 Excess Travelling Time
18.1 Excess Travel
An employee who is travelling or on duty away from the employee’s head station will be paid
for the time necessarily spent in travel or on duty (exclusive of overtime duty) in excess of:
18.2 Minimum Time
Payment will not be made unless the excess time is more than:
18.3 Maximum Time
Payment will not be made for more than 5 hours in any one day.34
18.4 Rate
The rate of payment is:
18.5 Head station
The term head station for the purpose of this clause means:
18.6 Travelling Time
Travelling time includes:
(b) Waiting Time at WorkScene
18.7 Employee Required to Work within a District
An employee may be required to work at any place within a district and may be required to
proceed direct to that place of work without proceeding to the head station. If the time
necessarily spent
by an employee in proceeding direct to and returning from such a place of work establishes a
claim for payment for excess travelling time, it shall be dealt with under the general provisions
of this clause.
18.8 Eligibility
An employee being paid at a level of Administrative Officer 6 or Postal Manager Grade 3 is not
entitled to payment for excess travelling time.
18.9 Meaning of a Day
A day means from midnight to midnight.
18.10 Excess Fares
If an employee incurs excess fares in travelling to and/or from a temporary station,refer
to clause 14.3.
19.1 Shift Penalties
19.1.2 OrdinaryDutyWhollyBetween6.00pmand 8.00am
19.1.3 Part-time Employees
19.1.4 Saturday OrdinaryDuty
19.1.5 Sunday Ordinary Duty
19.1.6 Public HolidayDuty
19.2 Payments Stand Alone
The additional payments prescribed by this clause will not be taken into account in the
computation of overtime or in the determination of any allowance based upon salary, nor
will they be paid with respect to any shift for which any other form of penalty payment is 36
made under this Agreement.
19.3 Payment During Training Courses
Shift penalties prescribed by clause
19.1 will be paid during attendance at a management initiated training course or other
approved training in relation to Occupational Health and Safety for any shifts which an
employee would have performed but for attendance at the course.
19.4 Payment During Annual Leave
Shift penalty payments will be made in respect of any duty (other than on Public Holidays)
which an employeewould have performed had the employee not been on approved annual
leave, subject to the conditions specified in clause 20.8 - Annual Leave Loading.
19.5 Exchange of Shifts / Substitute Employee
19.5.1 Exchange of Shifts
19.5.2 Substitute Employee
19.5.3 Shift Trafficking
19.6 Stretch Of Shift
19.6.1 Employees whose ordinary hours of duty, broken or unbroken, exceeds 10 hours in the case
of Mail Officers, or 12 hours in the case of other employees, shall be paid at ordinary rates
of pay, in addition to salary (but not in addition to overtime), for all time actually worked
beyond the said period of 10 or 12 hours as the case may be.
19.7 Interval Between Shifts
19.7.1 Shifts shall be arranged so that an employee has a minimum break of 10 hours
continuously off duty between shifts.
19.7.2 Provided that this clause will not operate in cases of emergency certified by theofficerin-charge and notified to the employees concerned by posting up the same insome
convenient place, nor in cases of regular changeover of shifts.
19.8 Duty On A Public Holiday
19.8.1 Minimum Payment
19.8.2 Day Off Instead of Holiday
19.8.3 Christmas and SubstituteHoliday
19.9 Consultation where changes impact shift penalties generally
19.9.1 Australia Post recognises that shift penalties are an important component of existing
employees’ take home pay. While it is understood that through the life of this agreement
Australia Post will need to make workplace changes to help strengthen its operations in
the face of significant commercial challenges, Australia Post will through its best
endeavours aim to ensure that it maintains shift penalty rates for those employees who
currently receive shift penalty rates, except in circumstances where an employee elects
to transferto a position which did not attract penalty rates at the time of the position
becoming vacant. Where any workplace changes are proposed, that may have an
impact on shift penalty rates, it is agreed that consultation will occur in a timely manner
between relevant senior management and the Union (this also includes transfer requests
by employees on compassionate grounds).
20.1 Entitlement
20.1.1 For each year of service with his or her employer, an employee is entitled to:
20.1.2 An employee’s entitlement to paid annual leave accrues progressively during a year of
service according to the employee’s ordinary hours of work, and accumulates from year to
year.
20.1.3 ‘Service’ has the same meaning as is contained in the FW Act,save that a period of approved
leave without pay of up to and no more than 22 working days (continuous or aggregated) will
count as service.38
20.2 Seven day shift workers
20.2.1 In addition to the annual leave entitlement in clause 20.1, under the NES an employee who is
a seven day shift worker is entitled to an additional week of annual leave per year.
20.2.2 The additional leave for seven day shift workers will accrue at a rate of 1/10 of a week for
each Sunday a seven day shift worker is rostered towork.
20.2.3 Rostered Sunday overtime shifts do not count for the purposes of clause 20.2.2 where such
shifts are less than 3 hours duration. Where a rostered overtime shift commences on a
Saturday and extends into Sunday or commences on a Sunday and extends into Monday it is
deemed to be a Sunday overtime shift for the purposes of this clause.
20.2.4 Where a seven day shift worker is rostered to work on less than 10 Sundays per year, the
shift worker is not entitled to the additional week of leave but shall be granted a pro-rata
entitlement at the rate of 1/10 of a working week in respect of each Sunday worked.
20.2.5 A part-time employee who satisfies the definition of seven day shift worker is not eligible for
the additional annual leave unless the employee is usually rostered to work for at least 5
shifts each week or at least the number of shifts a week on average of an equivalent full-time
employee.
20.3 Taking paid annual leave
20.3.1 Where a period of absence is granted for annual leave, the annual leave credit ofthe
employee is reduced by the period of the leave.
20.3.2 If a period during which an employee takes paid annual leave includes a day or part- day
that is a public holiday in the place where the employee is based for work purposes, the
employee is taken not to be on paid annual leave on that public holiday.
20.3.3 The granting of annual leave is subject to the following conditions:
20.3.4 Ordinarily leave is to be taken in the year in which it accrues.
20.3.6 If, at any time, the leave credit of an employee exceeds eight weeks, Australia Post may
direct the employee to take an amount of annual leave that will reduce the annualleave
credit to eight weeks.
20.4 Advance Payment
An employee proceeding on annual leave who has requested payment at least three weeks
prior to the commencement of leave is entitled to receive payment in advance.
20.5 Cashing Out Annual Leave
20.5.1 Australia Post may agree to cash out part of an employee’s accrued annual leave provided
that in each case:
20.6 Termination Payment
In addition to any other amounts payable under this Agreement, Australia Post must pay to an
employee whose employment ceases, an amount equal to the salary that would have been
payable had the employee commenced annual leave for a period equivalent to credits at the
time of cessation, including annual leave loading.
20.7 Recovery of Payments
Nothing in this clause affects Australia Post’s rights to recover salary in respect of a period of
leave granted in excess of an employee’s credit.
20.8 Annual Leave Loading
20.8.1 Amount
20.8.2 Timing of Payment
21.1 The provisions of this clause apply to permanent and fixed term full-time and part-time
employees (on a pro-rata basis) but do not apply to casual employees. The entitlements of
casual employees are set out in clause 10.
21.2 Definitions
The term immediate family has the same meaning as is contained in the FW Act.
21.3 Amount of Paid Personal Leave
21.3.1 Paid personal leave is available to an employee, other than a casual employee, when the
employee isabsent:
21.3.2 The amount of personal leave to which a full-time employee is entitled dependson how
long the employee has worked for Australia Post and accrues as follows:
21.4 Unused Personal Leave
21.4.1 In any year, unused personal leaveaccrues at the rate of the lesser of:
21.4.2 Maximum Accrual
21.5 Personal Leave to Care for an Immediate Family or Household Member (Carer’s Leave)
21.5.1 The entitlement in clause 21.3.1(b)is subject to the employee being responsible for the care
and support of the person concerned. In normal circumstances, an employee is not entitled
to take carer’s leave under this clause if another person has taken leave to care for the same
person.
21.6 Employee Must Give Notice
The manager or another appropriate employee must be informed, prior to the
commencement of duty, if practicable, of the employee’s inability to attend for duty. In
the case of carer’s leave the employee shall, wherever practicable, give Australia Post
notice of the leave prior to the absence, the name of the person requiring care and their
relationship to theemployee, the reasons for taking such leave and the estimated length
of absence. If it is not practicable for the employee to give prior notice of absence, the
employee shall notify the employer by telephone of such absence at the first
opportunity on the day of absence.
21.7 Evidence Supporting Claim
21.7.1 An application for sick leave must be supported by the certificate of a duly
qualified medical practitioner or other evidence approved by Australia Post.
21.7.2 In relation to the provision of evidence for carer’s leave:
21.7.3 When taking leave to care for members of their immediate family or household who require
care due to an unexpected emergency, the employee must, if required by Australia Post,
establish by production of documentation acceptable to Australia Post or a statutory
declaration of the nature of the emergency and that such emergency resulted in the person
concerned requiring care by the employee.41
21.8 Unpaid Personal Leave
Where an employee has exhausted all paid personal leave entitlements, they are entitled to
take unpaid personal leave to care for members of their immediate family or household who
are sick and require care and support or who require care due to an unexpected emergency.
Australia Post and the employee shall agree on the period. In the absence of agreement, the
employee is entitled to take up to two days per occasion, provided the requirements of 21.6,
21.7.2 and 21.7.3 are met.
21.9 Sick Leave Without Certificate
21.9.1 Despite 21.7.1 and subject to the availability of credits, Australia Post may grant sick leave
without production of a medical certificate for up to 36.75 hours in any sick leave year,
subject to any such leave not exceeding 3 continuousdays.
21.10 Sick Leave Debits
Sick leave taken by an employee is debited against available sick leave credits, except where
sick leave taken on a Public Holiday, which but for the sick leave would have been observed,
is notdebited.
(a) Australia Post;
(b) all employees of Australia Post employed in classifications set out in Attachment
A; and
(c) Unions as defined in clause 46.12.
(a) any different treatment (or treatment having different effects) which is specifically
exempted under the Commonwealth anti- discrimination legislation;
(b) an employee, employer or registered organisation, pursuing matters of
discrimination in any federal jurisdiction, including by application to the Australian
Human Rights Commission; or
(c) conduct that would be covered by the exemptions in section 351(2) of the FW Act.
(a) arrangements for when work is performed;
(b) overtime rates;
(c) penalty rates;
(d) allowances; and
(e) leave loading.
(a) be confined to a variation in the application of one or more ofthe terms listed in
clause 5.1; and
(b) result in the employee being better off overall than the employee would have been if no
individual Flexibility Agreement had been agreed to;
(c) be about matters that would be permitted matters if the Flexibility Agreement were
an enterprise agreement;
(d) not include a term that would be an unlawful term if the Flexibility Agreement were
an enterprise agreement.
(a) be in writing, name the parties to the agreement and be signed by Australia Post
and the individual employee and, if the employee
is under 18 years of age, the employee’s parent or guardian;
(b) state each term of this Agreement that Australia Post and the individual employee
have agreed to vary;
(c) detail how the application of each term has been varied by agreement between
Australia Post and the individual employee;6
(d) detail how the Flexibility 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.
(a) by Australia Post or the individual employee giving four weeks’ notice of termination,
in writing, to the other party and the agreement ceasing to operate at the end of the
notice period; or
(b) at any time, by written agreement between Australia Post and the individual
employee.
Subject Matter Clause
Number Hours of Duty 16.4
Notice of Reduction in Hours – Part-time Employees 16.5.3
Hours of Duty – Make Up Time 16.8
Hours of Duty – Meal Break 16.9
Overtime – Time Off instead of Payment 17.2
Substitution of Public Holidays by Agreement 29.4
Subject Matter Clause Number
Hours of Duty – Meal Break – Technical Employees 16.3.5
Hours of Duty 16.4
Hours of Duty – Meal Break 16.9
(a) permanent employee; or
(b) fixed term employee; or
(c) casual employee.
(a) type of employment;
(b) whether a probationary period applies and, if so, the expected duration of the
period and the maximum duration of theperiod;
(c) if the person is engaged as a fixed term employee, the project ortask in relation to
which the personhas been engaged and/or the duration of the engagement; and
(d) list of the main instruments governing the terms and conditions of employment.
(a) there is a genuine need subject to clause 7.2.4 above; and
(b) where the position is vacant, unless the position is being abolished consistent with the
RRRAgreement on the basis that it is no longer required.
(a) development of appropriate work level standards for the Postal Worker
classification;
(b) Job Design issues that apply to all classifications;
(c) considering ways to maximise the number of small packets and small parcels
delivered by Australia Post employees;
(d) consideration of annualised hours, or other flexible distribution of hours as agreed,
and salaries;
(e) ensuring the Community Service Obligations are achieved in the most efficient way
possible; and
(f) consideration of the application of penalty rates.
(a) recruitment for a specific projector task to provide special skills which are not
encompassed by current operational roles;
(b) filling temporary resource needs resulting from specific employee circumstances;
(c) facilitating workforce adjustment/ transition strategies for implementation of
change or acceptance of new business opportunities. These willbe the subject of
consultation in accordance with clause 33 and that consultation will include any
expected need to use fixed term employees; and
(d) other circumstances agreed between Australia Post and the relevant Union or
determined by the FWC.
(a) all extensions are subject to approval through the relevant Business Unit or Head of
Human Resources and in consultation with the Union;
(b) extensions greater than a further one year (a period of continuous employment
greater than two years) must be by agreement with the Union.
(a) ensures that unreasonable workload demands are not placed on other staff;
(b) ensures that there is fair and reasonable access by staff to their leave entitlements;
and
(c) utilises, wherever practical, quality skilled relief staffing, including consideration
being given to permanent relief staff where possible.
(a) Australia Post will ensure that the overall pay and conditions of remuneration paid to
agency personnel will not be less than the overall pay and conditions of remuneration
provided to comparable Australia Post employees by the Agreement and the Australia
Post Enterprise Award 2015. Australia Post will ensure that agency personnel will
observe the same on the job working arrangements as apply to the comparable
Australia Post employees under the Agreement; and
(b) where agency personnel are engaged they will be utilised to cover casual and fixed
term needs within the same parameters as defined in clauses 7.5 and 7.6, provided
that fixed term agency personnel can only be employed in non-operational roles.
(a) the type of work proposed to be given to the contractor(s);
(b) the likely duration of the contracting arrangement; and
(c) the likely impact on employees covered by this Agreement.
9.2.2 Part-time employees should be given the same access to development opportunities as other
employees.
(a) if they need to care for members of their immediate family (as defined in clause 21.2)
or household who are sick and require care and support, or who require care due to an
unexpected emergency, or the birth of a child; or
(b) upon the death of a member of their immediate family (as defined in clause 22.6) or
household.
10.5.2 Australia Post and the employee shall agree on the period for which the employee will be
entitled to not be available to attend work. In the absence of agreement, the employee is12
entitled to not be available to attend work for up to 48 hours (i.e.two days) per occasion.
The casual employee is not entitled to any payment for the period of non-attendance.
Table 1
Administrative Officer Level 1
Drafting Assistant Grade 113
Graphic Design Assistant Grade 1
Mail Officer
Mail Room Officer
Parcel Post Officer
Postal Delivery Officer
Postal Technical Officer Level 1
Sprintpak Operator Level 1
Trainee Mail Officer
Trainee Parcel Post Officer
Trainee Postal Delivery Officer
Trainee Postal Services Officer
Table 2
Age of Employee % of Minimum Adult Salary
Under 17 years 50
At 17 years 60
At 18 years 70
At 19 years 81
At 20 years 91
Table 3
Age or length of service as an Apprentice % of minimum salary of Postal
Technical Officer Level 2
Under 18 or 1st year of service 48
At 18 or 2nd year of service 55
At 19 or 3rd yearof service 75
At 20 or 4th year of service 88
Assessed Capacity (13.4) % of prescribed Agreement rate
10% 10%
20% 20%
30% 30%
40% 40%
50% 50%
60% 60%
70% 70%
80% 80%
90% 90%
13.4.1 Australia Post and a Union party to the Agreement, in consultation with the employee;
or
13.4.2 Australia Post and an accredited assessor from a panel agreed by the parties to the
Agreement and the employee.
Table 1 – First Aid Allowance
Standard Qualification Held
Certificate Standard A • St John Ambulance Australia Senior First Aid
Certificate Level 2 First Aid Certificate; or
• an equivalent qualification.Certificate
Re-examination Standard B • St John Ambulance Australia Advanced
First Aid Certificate/ ` Level 3 First Aid Certificate; or
• Australian Red Cross Occupational
First Aid Course Certificate; or
• an equivalent qualification.
Medallion Standard C • St John Ambulance Occupational First
Aid / Level 4 First Aid Certificate; or
• an equivalent qualification.
(a) with dependants: $766 per annum;
(b) without dependants: $394 per annum.19
(a) if all of the duties of the higher level are performed, an amount to raise salary to the
rate that would have been received had the employee been promoted to thelevel;
(b) if only part of the duties of the higher level are performed, an amount
commensurate with the proportion of higher duties performed.
An allowance granted under this clause shall be regarded as salary for the purposes of
calculating penalty payments and excess travelling time.
An employee will not be paid a higher duties allowance for higher duties performed unless
the period is more than one day nor do shorter periods count as service at the higher
classification.
In addition to the agreed salary rate for the relevant classification, an employee,
including an apprentice, performing the work of any of the classifications listed below in
Table 1 and who is engaged on Construction Work (as defined), will be paid an Industry
Allowance at the relevant rate shown in the Australia Post Human Resources Manual
Rates of Pay Booklet to compensate for the following disabilities of the industry;
namely, being subject to:
(a) climatic conditions when working in the open on all types of work or on a multistorey building prior to itbeing enclosed;
(b) the physical disadvantage of having to climb stairs or ladders, particularly on
multi-storey buildings prior to an elevator being available;
(c) dust blowing in the wind on building sites;
(d) sloppy and muddy conditions associated with the initial stages of the erection of
abuilding;
(e) dirty conditions caused by the use of form oil or from green timber;
(f) drippings from newly poured concrete;20
(g) the disability of working on alltypes of scaffolds other than a lightweight
swinging scaffold; and
(h) the lack of the usual amenities associated with factory work (e.g. meal rooms,
change rooms,lockers etc).
An employee who is employed on Maintenance Work or Shop Work (as defined) and who
is required to perform Construction Work (as defined) for more than 2 hours will, subject
to the requirements of clause 14.8.1, be paid the Industry Allowance prescribed in clause
An employee who lives and works within a prescribed remote locality shall be paid a District
Allowance as advised by the Department of Education, Employment and Workplace
Relations that reflects the conditions attached to the locality.
(a) 1 hour of overtime continuous with ordinary duty. In determining whether or
not an overtime attendance is continuous with ordinary duty, unpaid meal
breaks are to be disregarded;
(b) 5 hours overtimeon a day the employee is not rostered for ordinary duty;
(c) an additional 5 hours overtime on a day on which eligibility for payment of a
first meal allowance has already been established under 14.10.1(a) or
14.10.1(b).
An allowance is to be paid at the rate specified in the Australia Post Human Resources
Manual Rates of Pay Booklet where an employee is required to work:
(i) in conditions which are offensive or otherwise distressing, including being
unusually dirty, wet or obnoxious to an extent greater than that which would
normally be encountered; or
(ii) for more than one hour in situations of extreme heat (>46 Celsius) or extreme
cold (<0 Celsius) where the temperature has been raised or lowered artificially; or
(iii) on all spray painting carried out in other than a properly constructed booth.
An allowance is to be paid at the rate specified in the Australia Post Human
Resources Manual Rates of Pay Booklet where an employee is required to work:22
(i) with materials regarded as offensive (i.e. asbestos, hot bitumen/asphalt,
and
insulation materials such as insulwool, pumice, etc); or
(ii) in confined spaces (i.e. a compartment or space which necessitates an
employee working in a stooped or otherwise cramped position or without
proper ventilation).
Where more than one of the disabilities entitling an employee to extra rates exists on
the same job, only one of the special rates is to be paid, namely, the highest
for the disabilities so prevailing, with the exception of cold places, confined spaces, dirty
work, height work, hot places or wet places, the rates for which are cumulative.
The allowances prescribed by this clause are to be paid irrespective of the times at
which the work is performed, and are not subject to any premium or penalty
additions.
Special Rates are not payable during holidays, annual leave, personal leave or other
approved leave.
(a) they have successfully completed the relevant training; and
(b) their team is undertaking the expanded roles and accountabilities.
This clause applies to an employee who is transferred from one locality to another:
(a) in the interest of Australia Post; or
(b) in the ordinary course of promotion; or
(c) on account of illness of such a nature as to justify the transfer; or
(d) after a residence of three or more years in a prescribed isolated locality or a locality
where climatic conditions are severe; or
(e) to fill a vacancy in a prescribed isolated locality or a locality where climatic
conditions are severe; and the transfer necessitates a change in residence.
14.21.2 Entitlement
An employee to whom this clause applies is entitled to have paid by Australia Post:
(a) the reasonable cost of conveyance of the employee and the employee’s dependants;
and
(b) the cost reasonably incurred by the employee in removing furniture and household
effects and those of the employee’s dependants, from the locality at which the
employee resided immediately before the transfer to the new locality.
(c) reimbursement of prescribed reasonable legal and other costs associated with the
sale of the employee’s principal private residence at the former location and the
purchase of a residence at the new location.
An employee who is required to be away overnight is entitled to be paid an allowance for
reasonable expenses for accommodation, meals and incidental costs whilst:
(a) travelling on duty;
(b) travelling to a new location to take up duty on promotion or transferin Australia
Post’s interests;
(c) carrying out duties at another place by direction of an authorised
manager/supervisor.
An employee who is required to be on duty away from the employee’s headquarters or
temporary headquarters for more than 10 hoursbut the absence does not extend
overnight is eligible to be paid an allowance for additional reasonable expenses
incurred other than for travel. Payment of the allowance is subject to the following
conditions:
(a) no other cost re-imbursement allowance is payable in respect of the absence (for
example– Overtime Meal Allowance); and
(b) the allowance is not payable whilst an employee whose normal duties require the
employee to be absent from the head station or temporary head station is
performing normal duties.
The ordinary hours of duty of retail employees will be 36.75 per week Monday to Friday,
provided that:
(a) Australia Post will be permitted to roster employees for weekend duty and other than
within the limits of 8.00 a.m. and 6.00 p.m.;
(b) no employee will be rosteredfor ordinary duty on more than five days in any seven
day period;
(c) an employee rostered for ordinary duty between 6.30 a.m. and 8.00 a.m. Monday to
Friday will receivea penalty of 50% of their ordinary rate for the time worked
between those hours;
(d) an employee may, with Australia Post’s agreement, work a reduced number of
attendances over a cycle of weeks, provided that the hours of duty over those weeks
will average 36.75 hours per week.
(a) Subject to clauses 16.1.4(b) and 16.1.4(c), the ordinary hours of duty of Postal Delivery
employees will be 36.75 per week to be worked eight hours on Monday, seven hours
on Tuesday, Wednesday and Thursday and 7.75 hours on Friday.
(b) Where operational requirements necessitate the working of an eight hour or 7.75 hour
day regularly on any day other than Monday or Friday respectively, that day may be
substituted for the Monday or Friday specified in clause 16.1.4(a).
(c) Where an employee was employed as a Postal Sorting Officer immediately prior to 25
the incorporation of this classification in the Postal DeliveryOfficer classification, and
the daily hours of ordinary duty were 7 hours and 21 minutes, such ordinary hours of
duty will be retained.
The ordinary hours of duty of employees, other than shiftworkers, shall be 36.75 hours
per week to be worked Monday to Friday within the limits of 8.00am and 6.00pm.
Where Australia Post agrees that an employee may work a reduced number of
attendances over a cycle of weeks, the hours of duty over those weeks shall
average 36.75 hours per week.
The Flexible Working Hours Scheme
(the Scheme) shall be made available to employees where work routines are not entirely
dependent on customer/workflows or operational requirements.
(a) The operation of the Schemeshall take account of the operation and business needs
of Australia Post and its employees. These needs will still allow employees to have
significant control over their starting and finishing times.
(b) The Scheme will operate consistent with the provisions of this clause, containing
arrangements for the standard day, span of hours in accordance with clause 16.2.1
above and clause 16.4, and including matters dealing with core times, settlement
period, flex periods, flex credits and debits, and core time leave.
(c) The times of commencement and cessation of duty, including meal breaks, will be
subject to agreement between the manager and the employee. An employee’s
attendance outside the hours of a standard day but within the span of hours will be
subject to the availability of work and the approval of the employee’s manager.
(d) Definitions:
The ordinary hours of duty of employees required to work shift duty shall not exceed
36.75 per week or an average of 36.75 over a cycle of shifts.
In the case of employees other than shift workers, the hours of duty, exclusive of
meal breaks, will not exceed 36.75 per week made up of 7 hours 21 minutes per day
Monday to Friday, within the limits of 7.00a.m. and 6.00p.m.
Where work is performed with a reduced number of attendances, the hours of duty,
exclusive of meal breaks, will not exceed an average of 36.75 per week made up of a
maximum of 8 hours 10 minutes per day Monday to Friday within the limits of 7.00a.m.
and 6.00p.m.
For employees whose duties do not permit the working of straight day duty as shown in clause
16.3.1, the following shift conditions will apply:
(a) Hours of Duty
The hours of duty will be an average of 36.75 per week over a cycle of shifts. A
reduced number of attendances may be worked in the cycle of shifts.
(b) Maximum Hours
The maximum period of ordinary duty on any day, except Saturday, will be 9 hours. On
Saturdays, the maximum period of ordinary duty will be 10 hours.
(c) Minimum Hours
The minimum period of ordinary duty will be 7 hours.
(d) Relief Duty
Employees rostered for the relief of other employees absent on approved leave or
employees rostered off duty in lieu of Sunday duty will be employed on straight day
duty when not required for relief duty.
(e) Penalty Shift
Any shift that falls within the 6.00p.m. – 6.30a.m. bandwidth (in whole or part) or on
weekends or public holidays.
(f) Night Shift
Any shift which falls wholly within the 6.00p.m. - 8.00a.m. bandwidth.
In cases where the provisions of this clause do not fully satisfy either Australia Post’s
operational needs or social needs of employees, the provisions of this clause may be varied by
mutual agreement between Australia Post and the majority of employees affected by the
change. This clause overrides the facilitative provisions at clause 16.4.
No employee will be required to work for a continuous period of more than five hours without a
meal break of one hour, except where by mutual agreement between the majority of the
employees at any station and Australia Post a meal break of not less than 30 minutes is
arranged. Where an employee is engaged on shift duty,the employee may be required to
remain in attendance during the shift break subject to the following conditions:
(a) where the meal break is rostered as duty, no additional payment will be made;
(b) where the meal break is not rostered as duty, additional payment will be made
at the employee’s ordinary rate of pay for the meal break. Where an employee
is called upon to work during the meal break, overtime rates will be paid for the
whole of the meal break.
Where an employee works for more than one hour during normal rostered hours in 27
circumstances or locations where, in the opinion of the supervisor, in consultation with
the local Health and Safety Representative, the work is unusually cramped, distressing or
unhealthy, e.g.:
(a) In a tunnel;
(b) Under floors;
(c) In lift wells;
(d) On overhead equipment close to ceilings;
(e) Inside and under mail processing equipment;
(f) Behind switchboards, etc;
the hours of duty for that day will be reduced by 30 minutes.
Payment for overtime will be subject to the conditions prescribed in clause 17. The
exception is, however, that an employee will be paid at the rate of double time for all
overtime duty performedbetween 11.00pm on one day and 7.00am on the next day.
(a) the ordinary hours of duty of employees shall not exceed 36.75 hours per week or an
average thereof provided that the weekly hours for day workers may be averaged
over a cycle of no longer than 12 months;
(b) the ordinary hours of day workers may be between the hours of 6.30am and 6.00pm;
(c) ordinary hours of duty shall be worked on an average of no more than 5
attendances per week over a cycle; and
(d) ordinary hours of duty on any one day may be between six and ten hours.
The ordinary hours of duty of part-time employees shall be continuous on any one day. An
unpaid meal break shall not be regarded as breaking continuity of duty.
At the time of engagement, Australia Post and the part-time employee will agree in writing, on
a regular pattern of work, specifying at least the hours worked each day, which days of the
week the employee will work, or, where appropriate, the number of shifts in the cycle and the
actual starting and finishing times each day/shift.
Subject to clauses 16.5.4 and 16.5.5, the hours of duty of part-time employees may be
varied to meet Australia Post’s operating requirements, following consultation with the
employee and having regard to the needs of the employee. Any variations will be recorded in
writing. Family responsibilities of part- time employees are to be considered when varying
hours ofduty.
Part-time employees must be given a reasonable period of notice of a variation of hours of
duty. Where a reduction in hours will occur, no part-time employee shall be given less than
three months’ notice of a reduction in hours unless the employee agrees to a shorterperiod.28
Where the permanent part-time employment arrangement was initiated by the employee, the
hours of duty can only be varied during the period for which the arrangement was approved,
with the consent of the employee. However if the arrangement extends beyond 12months,
the hours of duty may be varied after 12 months in accordance with clause 16.5.3.
(a) employees will have a right toseek a review of their current hours against the above
principle (refer clause 16.6) including providing appropriate supporting reasons, and
have the right to request Union involvement in thatprocess;
(b) factors to be considered in the review process shall be the hours of duty worked over
the previous twelve months (or since the employee started in the position, whichever
is the lesser period) and known business/operational changes in the nextsix months;
(c) the review shall be documented (in accordance with the standard pro forma developed
at the national level);
(d) Australia Post’s employment monitoring arrangements shall include data on the
extent of additional hours being worked by part-time employees; and
(e) employees will not be discriminated against or disadvantaged because they have
sought a review of their current hours.
(a) in respect of new positions, Australia Post and the Union agree to consultation prior to
the creation and staffing of such a position, including appropriate consideration of
alternative work arrangements which would meet the minimum hours principle; and
(b) in respect of existing individual part-time positions which do not conform with the
principle, these will be reviewed when they nextbecome vacant.
(a) by agreement between Australia Post and an employee or a majority of employees in
the workplace concerned a longer period for the meal break may be arranged;
(b) by agreement between Australia Post and an employee, the employee concerned may
work in excess of 5 hours but not more than 6 hours without a meal break;
(c) however, where an employee is required to work in excess of 5 hours on any day or
shift, a meal break must be granted.
(a) Subject to clause 17.1.1(b) Australia Post may require an employee
to work reasonable overtime in accordance with the provisions of this clause.
(b) Provided that this subclause does not apply to employees employed in accordance
with the provision of clause 23.13 - Parental Leave – Right to Request.
(c) An employee may refuse to work overtime in circumstances where the working of such
overtime would result in the employee working hours which are unreasonable having
regard to:
(i) any risk to employee health and safety;
(ii) the employee’s personal circumstances including any family responsibilities;
(iii) the needs of the workplaceor enterprise;
(iv) the notice (if any) given by the employer of the overtime and by the employee of
his or her intention to refuse it; and
(v) any other relevant matter.
An employee’s salary for the purpose of computation of overtime includes higher duties
allowance and any other allowance in the nature of salary.
(a) The hourly rate for overtime payment is ascertained by the following formula:
Where:
• A is the annual salary; and
• P is the prescribed rate.30
(i) Monday to Friday – 150% for first 3 hours and 200% thereafter;
(ii) on public holidays – 250%;
(iii) on Sundays – 200%; and
(iv) on Saturdays -
• fornon-shiftworkers–150% for the first three hoursand 200% thereafter; and
• for shiftworkers – 200%.
(c) For the purpose of this clause, a shiftworker means an employee who is rostered
on:
(i) alternating or rotating shifts or a constant shift involving regular ordinary
duty after 1.00 p.m. on Saturday; or
(ii) a shift which, but for it being worked continuously withthe approval of
Australia Post or to suit Australia Post’s convenience, would fall within clause
17.1.3(c)(i).
(a) Part-time employees are eligible for overtime penalty rates applicable to full-time
employees in the following circumstances:
(i) duty in excess of 7 hours 21 minutes on any one day;
(ii) where an employee is required to work on more than 5 days per week.
(b) Duty in excess of normal requirements but which does not attract a penalty
under clause 17.1.4(a) will be paid at the rate applicable to ordinary duty on
that day.
Where an employee, who has been required to perform in addition to the prescribed
hours of duty for the week, a full day’s duty on Sunday, wherever practicable, is to be
granted a day off during the 6 days succeeding that Sunday and, in such cases, the
payment for Sunday attendance is one day’s pay instead of the Sunday overtime rate.
Employees being paid at the level of Administrative Officer 6 or Postal Manager Grade 3 are
not eligible to receive overtime payments or time off in lieu.
By mutual agreement between Australia Post and an individual employee, time off during
ordinary working hours is allowed instead of payment for overtime underthis Agreement.
Such agreement is to be made in writing.
(a) Time off instead of payment for overtime is based on the number of ordinary hours
equivalent to the appropriate overtime rates for the hours worked.
(b) By mutual agreement between Australia Post and the individual employee, the
employee may be paid at ordinary rates for the time worked and take time off
equivalent to the rate of the residual penalty payment.
(a) Time off instead of payment for overtime is to be granted and taken as agreed
between Australia Post and the employee and within agreed time frames.31
(b) Where it is not practicable for time off to be granted or taken withinthe agreed time
frame, the employee is to be paid for the overtime worked at the prescribed rate of
payment.
Time off instead of payment for overtime only applies to employees who are eligible to
receive overtime payments in accordance with clause 17.1.
Subject to this clause, where an employee is required to perform overtime duty, and
such duty is not continuous with ordinary duty, the minimum overtime payment payable
for each separate overtime attendance is for four hours at the prescribed overtime rate.
For the purpose of this clause, meal breaks are disregarded.
Where an overtime attendance not continuous with ordinary duty, involves duty both
before and after midnight, it is regarded as one attendance for minimum payment
purposes. Where a higher overtime rate applies on one of the days, the minimum
payment is calculated at the higher rate.
An employee, who is required to remain contactable and available to perform duty
outside ordinary hours of duty and is required to actually perform such duty, is paid
overtime in accordance with this clause subject to the following minimum payments:
(a) where not recalled to the workplace, a minimum payment of one hour applies; and
(b) where recalled to the workplace, a minimum payment of three hours applies.
(c) Provided that where duty is performed more than once, the minimum overtime
payment provisions of clauses 17.3.4(a) and 17.3.4(b) do not operate to increase
an employee’s overtime remuneration beyond that which would have been received
had the employee remained on duty from the commencingtime of duty on one
attendance to the ceasing time of duty on a subsequent attendance.
(a) An employee may be required to perform duty away from the
normal workplace outside ordinary hours of duty in order to restore essential services
in emergency circumstances either by using a remote computer terminal or by
providing technical advice over the telephone.
(b) Where an employee performs duty in accordance with clause 17.3.5(a), the provisions in
clause 17.3.4 apply.
(a) An employee, after the completion of overtime and ordinary duty on one day/shift,
must be given at least 10 consecutive hours off duty, including travelling time, before
resuming any duty on the next day/ shift. Any absence during ordinary working time
which occurs within the 10 hours will be without loss of salary.
(b) Provided that if such an employee is required by Australia Post to resume or continue
work without having had 10 consecutive hours off duty the employee is to be paid at 32
double rates until released from duty for that period, and will then be entitled to be
absent for 10 consecutive hours off duty, without loss of pay for ordinary working time
occurring during that absence.
The rest relief after overtime provisions clause 17.4 apply only to employees who are eligible
for overtime payment.
Where an employee is called on duty to meet an emergency at a time when the
The time for which payment shall be made shall include time necessarily spent in
travelling to and from duty.
The minimum overtime payment provisions in clause 17.3 do not apply to emergency
duty. The minimum payment for emergency duty shall be for 2 hours at 200%.
The rest relief after overtime provisions in clause 17.4.1 apply to overtime worked in the
circumstances covered by emergency duty in clause 17.5 only where the actual time
worked (excluding travelling time) is at least two hours on each call.
Australia Post may direct an employee to be contactable and available to perform extra
duty outside the employee’s ordinary hours of duty, subject to payment under this subclause.
Payment will be subjectto the following conditions:
(a) except with the approval of Australia Post, employees employed in classifications of
Administrative Officer Level 6 or Postal Manager Grade 3 are not eligible to receive
payment;
(b) the provisions of clause 17.5 will not apply where an employee is recalled to duty while
restricted.
An employee who is required to remain
contactable and available to perform extra
duty outside the employee’s ordinary hours
of duty will, subject to clause 17.6.2, be paid
an allowance:
(a) at a rate of 7.5% of the employee’s 17.6.7 No Concurrent Payment
hourly rate of salary for each hour restricted Monday to Friday;
(b) at a rate of 10% of the employee’s hourly rate of salary for each hour restricted
Saturday and Sunday;
(c) at a rate of 15% of the employee’s hourly rate of salary for each hour restricted on
public holidays and rostered days off;33
(d) a rostered day off in this clause is a day which has been accrued by an employee on a
Reduced Attendance Roster and is not a day off that is rostered for a shift worker as
part of the pattern of work.
An employee’s salary for the purpose of calculation of the allowance under clause 17.6.3 includes:
(a) higher duties allowance; or
(b) the normal salary applicable to the position, the occupant of which is required to be
restricted,whichever is the higher; and
(c) any other allowances in the nature of salary.
The hourly rate of payment will be calculated as follows:
Annual salary x 6 x % of salary prescribed in clause 17.6.3
313 36.75
Any part of a period of restriction for which the employee receives another payment, for
example a period when overtime or excess travelling time payments are made, will not be
included in the period of restriction for calculating payments under clause 17.6.3.
The allowance payable under this subclause is payable for each hour or part hour
during which the employee is restricted
outside the employee’s ordinary hours of
duty.
Any part of a period of restriction for which the employee receives another payment, for example a period when overtime or excess travelling time payments are made, will not be included in the period of restriction for calculating payments under clause 17.6.3.
The provisions of clause 18 - Excess Travelling Time apply to an employee who is in a
restriction situation for travelling time involved in a recall to duty. Where an employee in a
restriction situation is not eligible for Excess Travelling Time for the time spent in travelling for
a recall to duty, the relevant restriction allowance payable under clause 17.6.3 will be paid for
the time spent in travelling.
(a) the employee’s usual hours of duty for the day; and
(b) the time necessarily spent between departing from home and commencing duty at
the employee’s head station and the time necessarily spent between ceasing duty at
the head station and arrival at home.
(a) 0.5 hours in any 1 day; or
(b) 2.5 hours in any pay period in the case of an employee whose ordinary hours are
confined to5 days of the week;or
(c) in the case of a part-time employee who works on less than 5 days per week, an
amount of time in any pay period determined by multiplying the number of days
worked each pay period by 15 minutes. For example: if a part-time employee works
4 days per week, excess travelling time would not be payable under this provision
unless the excess time is more than 2 hours in a pay period determined by multiplying
8 days worked each pay period by 15 minutes.
(a) Mondays to Saturdays – single time; and
(b) Sundays and Public Holidays – single time and one half.
(a) Fixed Place of Work
For employees who are required ordinarily to work day by day at the samefixed
place for work – the place so fixed by Australia Post; and
(b) Variable Place of Work
For employees whose place of work is variable within a specified district - a place
within the district fixed by Australia Post and advised in writing to the employee.
(a) Waiting Time for PublicTransport
The time during which an employee has to wait for change of trains or other
scheduled conveyance and/or trains or other scheduled conveyance between the
advertised and actual time of departure;
In the case of an employee not absent from the permanent or temporary head
station overnight, the time spent by that employee outside the usual hours of
duty for the day in waiting between the time of arrival at the scene of work and
the time of commencement of work, and/or between the time of ceasing work
and the time of departure of the first available train or other means of
conveyance; and
(c) Travelling Time on Transfer
Time spent in travelling on transfer in all cases where transfer expenses are
allowed except where the transfer involves promotion which carries increased
pay.
(d) Travelling Time Does Not Include:
• time of travelling in which an employee is required to perform any duty while
travelling or walking, or cycle or drive a vehicle in which case the time spent
on such activities is regarded as duty; and
• time of travelling by train between 10.30pm and 7.00am where a sleeping berth is
provided on the train,or any time of travelling (day and night) by train from one
capital city to another where a sleeping berth is provided.
19.1.1 OrdinaryDutyBetween6.00pmand 6.30am
An employee who is rostered to perform and performs ordinary duty on a shift, any
part of which falls between the hours of 6.00pm and 6.30am, will be paid an additional
15% of salary for that shift.
A full-time employee, who is required to work ordinary hours continuously for a period
exceeding 4 weeks on a shift falling wholly within the hours of 6.00pm and 8.00am,
shall be paid an additional 30% of salary for that shift.
(a) A part-time employee who is required to work ordinary hours for a period
exceeding 4 weeks on a shift falling wholly within the hours of 9.00pm and
6.30am, shall be paid an additional 30% of salary for that shift.
(b) A 30% shift penalty will apply to a part time employee where the employee’s
rostered shift hours exceed 4 weeks and theshift commences between midnight
and 4.00am, and finishes before 8.00am. Clause 19.1.3(a) continues to apply in
other circumstances.
For all rostered time of ordinary duty performed between midnight on Friday and
midnight on Saturday, an employee shall be paid at the rate of 50% additional to the
ordinary rate of pay.
For all rostered time of ordinary duty performed between midnight on Saturday and
midnight on Sunday, an employee shall be paid at the rate of single time additional to
the ordinaryrate of pay.
Subject to this clause, for duty which is not in excess of the prescribed weekly hours on a
day which is a public holiday in accordance with clause 29 - Public Holidays, an employee
shall be paid an extra payment at the rate of time and a half for the actual time worked
on the holiday. However, except with the approval of Australia Post, an employee being
paid at a level of Administrative Officer Level 6 or Postal Manager Grade 3 is not eligible for
payment under this paragraph other than for rostered duty.
An employee is allowed to exchange duties or shifts or days off, or to perform duty for another
employee, with the approval of the manager.
An employee who has conscientious scruples against attending for duty on a day of
religious observance may apply for permission to furnish a substitute employee.
(a) Trafficking in shift exchanges is prohibited. Any employee who demands or
accepts, by demand or arrangement, money or any other form of benefit in kind
for arranging exchange of shifts, duties or days off will be instantlydismissed.
(b) Any supervisor or manager who knowingly condones any of the prohibited
exchange activities outlined in clause 19.5.3(a) will also be dismissed.
19.6.2 Provided that in cases where Postal Delivery Officers begin work before 6.00am and their
stretch of shift exceeds 11 hours, the additional payment shall be made in respect of all
time actually worked in excess of the said 11 hours.
The minimum extra payment payable for ordinary duty on a public holiday for each separate
attendance will be for four hours. The exceptions to this are whereemployees are in any
restriction situation, when the minimum extra payment will be for 3 hours; or where
employees are part-time and the prescribed normal hours of duty for that day are less than 4
hours, in which case the minimum extra payment is the prescribed hours. Where more than 37
one attendance is involved, the minimum payment provisions payable under this clause will
not exceed the amount that would have been payable if the employee had remained on duty
from the commencing time of duty on the previous attendance to the ceasing time of duty on
a subsequent attendance.
(a) For the purposes of clause 19.8.1:
(i) duty broken by a meal period shall not constitute more than one attendance; and
(ii) the minimum extra payment shall not be applicable to holiday ordinary duty
which, disregarding meal periods, is continuous with ordinary duty occurring
on the day preceding or on the day succeeding the holiday.
A seven day shift worker who is rostered off duty on a public holiday will be granted a day’s
leave in lieu of that holiday within one month, if practicable, after the holiday or paid one day’s
pay at ordinary rates.
Where 25 December falls on a Saturday or Sunday and another day is provided as a
substitute holiday under the provisions of clause 29.2.1, an employee who works on
both 25 December and the substitute day will only be paid at the holiday rate for duty
on 25 December. The payment for duty on the substitute day will be in accordance with
clauses 19.1.4 - Saturday Ordinary Duty, 19.1.5 - Sunday Ordinary Duty or 17.1 -
Overtime – General Conditions, as appropriate.
(a) four weeks of paid annual leave; or
(b) if the employee performs duty in a prescribed remote locality, four weeks of paid
annual leave and an additional period of annual leave commensurate with the
level of hardship associated with that location.
(a) an application for leave must be submitted in the prescribedmanner;
(b) an employee will be allowed to take annual leave in whole or in part, at a time
convenient to the employee, consistent with the operational requirements of
Australia Post and having regard to employee and/or workplace requests; and
(c) where operational or audit requirements necessitate, Australia Post may roster an
employee to take leave at a nominated time, whether or not an application has
been made by the employee.
20.3.5 An employee is not allowed to take leavein excess of available credits, except with the
approval of Australia Post.
(a) the employee’s remaining accrued entitlement to paid annual leave is not less than 4
weeks (or 4 weeks in the case of a seven day shift worker); and
(b) each cashing out must be the subject of separate agreement in writing between
Australia Post and the employee; and
(c) the employee must be paid at the full amount that would have been payable to the 39
employee had the employee taken the leave that the employee has forgone; and
(d) each request to cash out is made only once per calendar year in accordance with
Australia Post procedures.
In addition to any amounts payable during a period of annual leave, an employee shall,
for the period of leave, receive a loading of the greater of:
(a) 17.5% of the salary of the employee as at the commencement of the period of leave;
or
(b) any additional payments for shift, Saturday or Sunday duty not in excess of
prescribed weeklyhours which the employee would have performed had annual leave
not been taken.
Payment of the Annual Leave Loading is to be made at the same time as payment for
such leave.
(a) due to personal illness or injury (sick leave); or
(b) for the purposes of caring for an immediate family or household member who is sick
and requiresthe employee’s care and support or who requires care due to an
unexpected emergency (carer’s leave).
Period of Employment Day(s)
On completion of each 20 days continuous employment during the
first 12 months, subject to a maximum of 15 days 1
On completion of 12 months employment 15
On completion of each additional 12 months employment 15
(a) 15 days less the amount of sick leave and carer’s leave taken from the current year’s
personal leave entitlement in that year; or
(b) the balance of that year’s unused personal leave.
(a) Personal leave can therefore only accrue at a maximum rate of
15 days per year, such leave is cumulative.
(a) for carer’s leave of a single day duration, where it is not feasible to obtain a medical
certificate for that single day’s absence, the employee may instead provide a
statutory declaration establishing the illness of the person to whom the carer’s leave
relates and indicating that the employee is responsible for the care of the person
concerned; and
(b) for carer’s leave of more than a single day duration, the employee must provide a
medical certificate establishing the illness of theperson to whom the carer’s leave
relates and indicating that the employee is responsible for the care of the person
concerned.
21.9.2 Except as provided in clause 21.9.1, where sick leave is granted without production of
medical evidence, such leave is without pay.