Schedule A-Transitional Provisions
[Sched A varied by PR994491, PR503654]
A.1 General
A.1.1 The provisions of this schedule deal with minimum obligations only.
[A.1.2 substituted by PR994491 from 01Jan10]
A.1.2 The provisions of this schedule are to be applied:
A.2 Minimum wages - existing minimum wage lower
A.2.1 The following transitional arrangements apply to an employer which, immediately
prior to 1 January 2010:
[A.2.1(b) substituted by PR994491 from 01Jan10]
(b) but for the operation of an agreement-based transitional instrument or an
enterprise agreement would have been obliged, or
A.2.2 In this clause minimum wage includes:
A.2.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less
than the minimum wage in the relevant transitional minimum wage instrument and/or
award-based transitional instrument for the classification concerned.
A.2.4 The difference between the minimum wage for the classification in this award and
the minimum wage in clause A.2.3 is referred to as the transitional amount.
A.2.5 From the following dates the employer must pay no less than the minimum wage for
the classification in this award minus the specified proportion of the transitional
amount:
A.2.6 The employer must apply any increase in minimum wages in this award resulting
from an annual wage review.
A.2.7 These provisions cease to operate from the beginning of the first full pay period on or
after 1 July 2014.
A.3 Minimum wages - existing minimum wage higher
A.3.1 The following transitional arrangements apply to an employer which, immediately
prior to 1 January 2010:
[A.3.1(b) substituted by PR994491 from 01Jan10]
A.3.2 In this clause minimum wage includes:
A.3.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less
than the minimum wage in the relevant transitional minimum wage instrument and/or
award-based transitional instrument for the classification concerned.
A.3.4 The difference between the minimum wage for the classification in this award and
the minimum wage in clause A.3.3 is referred to as the transitional amount.
A.3.5 From the following dates the employer must pay no less than the minimum wage for
the classification in this award plus the specified proportion of the transitional
amount:
A.3.6 The employer must apply any increase in minimum wages in this award resulting
from an annual wage review. If the transitional amount is equal to or less than any
increase in minimum wages resulting from the 2010 annual wage review the
transitional amount is to be set off against the increase and the other provisions of
this clause will not apply.
A.3.7 These provisions cease to operate from the beginning of the first full pay period on or
after 1 July 2014.
A.4 Loadings and penalty rates
For the purposes of this schedule loading or penalty means a:
A.5 Loadings and penalty rates - existing loading or penalty rate lower
[A.5.1 substituted by PR994491 from 01Jan10]
A.5.1 The following transitional arrangements apply to an employer which, immediately
prior to 1 January 2010:
[A.5.2 substituted by PR994491 from 01Jan10]
A.5.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less
than the loading or penalty in the relevant transitional minimum wage instrument or
award-based transitional instrument for the classification concerned.
A.5.3 The difference between the loading or penalty in this award and the rate in
clause A.5.2 is referred to as the transitional percentage.
A.5.4 From the following dates the employer must pay no less than the loading or penalty
in this award minus the specified proportion of the transitional percentage:
A.5.5 These provisions cease to operate from the beginning of the first full pay period on or
after 1 July 2014.
A.6 Loadings and penalty rates - existing loading or penalty rate higher
[A.6.1 substituted by PR994491 from 01Jan10]
A.6.1 The following transitional arrangements apply to an employer which, immediately
prior to 1 January 2010:
[A.6.2 substituted by PR994491 from 01Jan10]
A.6.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less
than the loading or penalty in the relevant transitional minimum wage instrument or
award-based transitional instrument.
[A.6.3 substituted by PR994491 from 01Jan10]
A.6.3 The difference between the loading or penalty in this award and the rate in
clause A.6.2 is referred to as the transitional percentage. Where there is no equivalent
loading or penalty in this award, the transitional percentage is the rate in A.6.2.
A.6.4 From the following dates the employer must pay no less than the loading or penalty
in this award plus the specified proportion of the transitional percentage:
A.6.5 These provisions cease to operate from the beginning of the first full pay period on or
after 1 July 2014.
A.7 Loadings and penalty rates - no existing loading or penalty rate
[A.7.1 substituted by PR994491 from 01Jan10]
A.7.1 The following transitional arrangements apply to an employer not covered by
clause A.5 or A.6 in relation to a particular loading or penalty in this award.
A.7.2 Prior to the first full pay period on or after 1 July 2010 the employer need not pay the
loading or penalty in this award.
[A.7.3 substituted by PR994491 from 01Jan10]
A.7.3 From the following dates the employer must pay no less than the following
percentage of the loading or penalty in this award:
A.7.4 These provisions cease to operate from the beginning of the first full pay period on or
after 1 July 2014.
A.8 Former Division 2B employers
[A.8 inserted by PR503654 ppc 01Jan11]
A.8.1 This clause applies to an employer which, immediately prior to 1 January 2011, was covered by a Division 2B State award.
A.8.2 All of the terms of a Division 2B State award applying to a Division 2B employer are continued in effect until the end of the full pay period commencing before 1 February 2011.
A.8.3 Subject to this clause, from the first full pay period commencing on or after 1 February 2011 a Division 2B employer must pay no less than the minimum wages, loadings and penalty rates which it would be required to pay under this Schedule if it had been a national system employer immediately prior to 1 January 2010.
A.8.4 Despite clause A.8.3, where a minimum wage, loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was lower than the corresponding minimum wage, loading or penalty rate in this award, nothing in this Schedule requires a Division 2B employer to pay more than the minimum wage, loading or penalty rate in this award.
A.8.5 Despite clause A.8.3, where a minimum wage, loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was higher than the corresponding minimum wage, loading or penalty rate in this award, nothing in this Schedule requires a Division 2B employer to pay less than the minimum wage, loading or penalty rate in this award.
A.8.6 In relation to a Division 2B employer this Schedule commences to operate from the beginning of the first full pay period on or after 1 January 2011 and ceases to operate from the beginning of the first full pay period on or after 1 July 2014.
Schedule B-Classification Structure and Definitions
[Sched B varied by PR994491]
B.1.1 Customer Contact Stream
B.1.2 Clerical and Administrative Stream
B.1.3 Technical Stream
B.2 Customer contact stream classifications
B.2.1 Customer Contact Trainee
B.2.2 Customer Contact Officer Level 1
(a) Role definition
A Customer Contact Officer Level 1 is employed to perform a prescribed range
of functions involving known routines and procedures and has some
accountability for the quality of outcomes. Such an employee will:
(b) Indicative tasks
An employee at this level would normally perform the following indicative
tasks:
An employee at this level would also normally perform some of the following
indicative tasks:
(c) Qualifications
An employee who holds a Certificate II in Telecommunications (Customer
Contact) or equivalent would be classified at this level when employed to
perform the functions in the role definition and taking into account the
indicative tasks.
B.2.3 Customer Contact Officer Level 2
(a) Role definition
[B.2.3(a) varied by PR994491 from 01Jan10]
A Customer Contact Officer Level 2 is employed to perform a defined range of
skilled operations, usually within a range of broader related activities involving
known routines, methods and procedures, where some discretion and judgment
is required in the selection of equipment, services or contingency measures and
within known time constraints. Such an employee will:
This employee performs a number of functions within a customer contact
operation requiring a diversity of competencies including:
(b) Indicative tasks
An employee at this level would normally perform the following indicative
tasks:
An employee at this level would also normally perform some of the following
indicative tasks:
(c) Qualifications
An employee who holds a Certificate III in Telecommunications (Customer
Contact) or equivalent would be classified at this level when employed to
perform the functions in the role definition and taking into account the
indicative tasks.
B.2.4 Principal Customer Contact Specialist
(a) Role definition
[B.2.4(a) varied by PR994491 from 01Jan10]
A Principal Customer Contact Specialist is employed to perform a broad range
of skilled applications and provide leadership and guidance to others in the
application and planning of the skills. Such an employee:
The employee works with a high degree of autonomy with authority to make
decisions in relation to specific customer contact matters and provides
leadership as a coach, mentor or senior staff member.
An employee at this level performs a number of functions within a customer
contact operation requiring a diversity of competencies including:
B.2.5 Customer Contact Team Leader
(a) Role definition
A Customer Contact Team Leader is employed to perform a broad range of
skilled applications including evaluating and analysing current practices,
developing new criteria and procedures for performing current practices and
providing leadership and guidance to others in the application and planning of
the skills. Such an employee:
The employee works with a high degree of autonomy with authority to make
decisions in relation to specific customer contact matters and provides
leadership in a team leader role.
This employee performs a number of functions within a customer contact
operation requiring a diversity of competencies including:
An employee at this level would normally perform the following indicative
tasks:
An employee at this level would also normally perform some of the following
indicative tasks:
(c) Qualifications
An employee who holds a Certificate IV in Telecommunications (Customer
Contact) or equivalent would be classified at this level when employed to
perform the functions in the role definition and taking into account the
indicative tasks.
B.2.6 Principal Customer Contact Leader
(a) Role definition
A Principal Customer Contact Leader is employed in the application of a
significant range of fundamental principles and complex techniques across a
wide and often unpredictable variety of functions in either varied or highly
specific functions. Contribution to the development of a broad plan, budget or
strategy is involved and accountability and responsibility for self and others in
achieving the outcomes is involved.
A Telecommunications Customer Contact Leader would coordinate the work
of a number of teams within a call centre environment, and would typically
have a number of specialists/supervisors reporting to them.
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Diploma-Front Line Management or equivalent
would be classified at this level when employed to perform the functions in the
role definition and taking into account the indicative tasks.
B.2.7 Interpretation-Indicative tasks
The indicative tasks set out in B.2 are aligned to the units of competency in the
Information Technology and Telecommunications Industry Training Advisory
Board's endorsed customer contact competency standards in the
Telecommunications Training Package (ICT2002). The indicative tasks for Principal
Customer Contact Leader are aligned to the units of competency in Business
Services Training Australia's endorsed competency standards in the Business
Services Training Package (BSB2001).
In the event of a dispute over the meaning of the indicative tasks the relevant
standards will be used to assist interpretation.
B.3 Clerical and administration stream classifications
B.3.1 Clerical and Administration Employee Level 1
(a) Role definition
An employee at this level:
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Certificate I in Business or equivalent would be
classified at this level when employed to perform the functions in the role
definition and taking into account the indicative tasks.
B.3.2 Clerical and Administration Employee Level 2
(a) Role definition
An employee at this level:
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Certificate II in Business or equivalent would be
classified at this level when employed to perform the functions in the role
definition and taking into account the indicative tasks.
B.3.3 Clerical and Administration Employee Level 3
(a) Role definition
An employee at this level:
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Certificate III in Business or equivalent would be
classified at this level when employed to perform the functions in the role
definition and taking into account the indicative tasks.
B.3.4 Clerical and Administration Employee Level 4
(a) Role definition
An employee at this level:
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Certificate IV in Business or equivalent would be
classified at this level when employed to perform the functions in the role
definition and taking into account the indicative tasks.
B.3.5 Clerical and Administration Employee Level 5
(a) Role definition
An employee at this level:
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Diploma which is recognized within the Business
Services Training Package or equivalent would be classified at this level when
employed to perform the functions in the role definition and taking into
account the indicative tasks.
B.3.6 Interpretation-Indicative tasks
The indicative tasks set out in B.3 are aligned to the units of competency in Business
Services Training Australia's endorsed competency standards in the Business
Services Training Package (BSB2001). In the event of a dispute over the meaning of
the indicative tasks the relevant standards will be used to assist interpretation.
B.4 Technical stream classifications
B.4.1 Telecommunications Trainee
(a) A Telecommunications Trainee is engaged in a course of training and
development (other than through a new apprenticeship/traineeship) to enable
them to perform technical functions in the telecommunications industry.
(b) An employee at this level would not normally perform technical functions
without direct/immediate supervision.
(c) An employee would normally graduate from the course of training as a
Telecommunications Technical Assistant.
B.4.2 Telecommunications Technical Employee
(a) Specialisations
(b) Telecommunications Technical Employee (Cabling)
(i) Role definition
A Telecommunications Technical Employee (Cabling) performs a
prescribed range of functions involving known routines and procedures
and accountability for the quality of outcomes.
An employee in this role installs telecommunications and data cabling
and cabling products on customer premises in accordance with Australian
Communications Authority requirements under the auspices of the
industry registration regime.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Certificate II in Telecommunications Cabling
or equivalent would be classified at this level when employed to perform
the functions in the role definition and taking into account the indicative
tasks.
(c) Telecommunications Technical Employee (Customer Access Network)
(i) Role definition
A Telecommunications Technical Employee (Customer Access Network)
is employed to perform a prescribed range of functions involving known
routines and procedures and accountability for the quality of outcomes.
An employee at this level installs telecommunications cabling and
cabling support resources and equipment in enterprise owned customer
access networks in accordance with specific enterprise requirements.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Certificate II in Telecommunications (Access
Network) or equivalent would be classified at this level when employed
to perform the functions in the role definition and taking into account the
indicative tasks.
B.4.3 Telecommunications Technician (Cabling and Customer Premises Equipment)
(a) Role definition
A Telecommunications Technician (Cabling and Customer Premises
Equipment) performs a defined range of skilled operations, usually within a
range of broader related activities involving known routines, methods and
procedures, where some discretion is required in the selection of equipment,
services or contingency measures and within known time constraints.
An employee in this role is involved in:
(b) Indicative tasks
The following tasks are indicative of those performed by an employee at this
level:
(c) Qualifications
An employee who holds a Certificate III in Telecommunications Cabling and
Customer Premises Equipment or equivalent would be classified at this level
when employed to perform the functions in the role definition and taking into
account the indicative tasks.
B.4.4 Advanced Telecommunications Technician
(a) Specialisations
(b) Advanced Telecommunications Technician (Telecommunications Access
Planning)
(i) Role definition
An Advanced Telecommunications Technician (Telecommunications
Access Planning) performs a broad range of skilled applications
including requirements to evaluate and analyse current practices, develop
new criteria and procedure for performing current practices and provision
of some leadership and guidance to others in the application and planning
of the skills.
This role is concerned with planning the development of the customer
access network infrastructure. The role requires an in-depth
understanding of the access network, the capacity to develop planned
additions and rectifications to the access network, as well as the ability to
monitor the implementation of those plans.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Certificate IV in Telecommunications Access
Planning or equivalent would be classified at this level when employed to
perform the functions in the role definition and taking into account the
indicative tasks.
(c) Advanced Telecommunications Technician (Engineering)
(i) Role definition
An Advanced Telecommunications Technician (Engineering) performs a
broad range of skilled applications including requirements to evaluate
and analyse current practices, develop new criteria and procedures for
performing current practices and provision of some leadership and
guidance to others in the application and planning of the skills.
An employee in this role is involved in installing telecommunications
and data communications equipment.
This role includes planning and performing installations, testing installed
equipment and fault finding.
(ii) Indicative tasks
[B.4.4(c)(ii) varied by PR994491 from 01Jan10]
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Certificate IV in Telecommunications
Engineering or equivalent would be classified at this level when
employed to perform the functions in the role definition and taking into
account the indicative tasks.
(d) Advanced Telecommunications Technician (Telecommunications
Computer Systems)
(i) Role definition
An Advanced Telecommunications Technician (Telecommunications
Computer Systems) performs a broad range of skilled applications
including requirements to evaluate and analyse current practices, develop
new criteria and procedures for performing current practices and
provision of some leadership and guidance to others in the application
and planning of the skills.
An employee in this role is involved in:
This role includes planning and performing installations, testing installed
equipment and fault finding.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Certificate IV in Telecommunications
Computer Systems or equivalent would be classified at this level when
employed to perform the functions in the role definition and taking into
account the indicative tasks.
B.4.5 Principal Telecommunications Technician
(a) Specialisations:
(b) Principal Telecommunications Technician (Engineering)
(i) Role definition
A Principal Telecommunications Technician (Engineering) performs
work in a self-directed manner and applies knowledge and skills, with
substantial depth in some areas where judgment is required in planning
and selecting appropriate equipment, services and techniques for self and
others.
An employee in this role is involved in:
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Diploma in Telecommunications Engineering
or equivalent would be classified at this level when employed to perform
the functions in the role definition and taking into account the indicative
tasks.
(c) Principal Telecommunications Technician (Telecommunications
Computer Systems)
(i) Role definition
A Principal Telecommunications Technician (Telecommunications
Computer Systems) performs work in a self-directed manner and applies
knowledge and skills, with substantial depth in some areas where
judgment is required in planning and selecting appropriate equipment,
services and techniques for self and others.
An employee in this role is involved in:
This role includes assessing installation requirements, planning and
performing installations, testing installed equipment and fault finding. It
involves a high degree of autonomy and may include some supervision of
others.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds a Diploma of Telecommunications Computer
Systems or equivalent would be classified at this level when employed to
perform the functions in the role definition and taking into account the
indicative tasks.
B.4.6 Telecommunications Associate
(a) Specialisations:
(b) Telecommunications Associate (Engineering)
(i) Role definition
A Telecommunications Associate (Engineering) performs work
involving the application of a significant range of fundamental principles
and complex techniques across a wide and often unpredictable variety of
contexts in relation to either varied or highly specific functions.
Contribution to the development of a broad plan, budget or strategy is
involved and accountability and responsibility for self and others in
achieving the outcomes is involved.
An employee in this role is involved in:
This role includes assessing installation requirements, designing systems,
planning and performing installations, testing installed equipment and
fault finding. It involves a high degree of autonomy and may include
some supervision of others.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds an Advanced Diploma in Telecommunications
Engineering or equivalent would be classified at this level when
employed to perform the functions in the role definition and taking into
account the indicative tasks.
(c) Telecommunications Associate (Telecommunications Computer Systems)
(i) Role definition
A Telecommunications Associate (Telecommunications Computer
Systems) performs work involving the application of a significant range
of fundamental principles and complex techniques across a wide and
often unpredictable variety of contexts in relation to either varied or
highly specific functions. Contribution to the development of a broad
plan, budget or strategy is involved and accountability and responsibility
for self and others in achieving the outcomes is involved.
An employee in this role is involved in:
This role includes assessing installation requirements, designing systems,
planning and performing installations, testing installed equipment and
fault finding. It involves a high degree of autonomy and may include
some supervision of others.
(ii) Indicative tasks
The following tasks are indicative of those performed by an employee at
this level:
(iii) Qualifications
An employee who holds an Advanced Diploma in Telecommunications
Computer Systems or equivalent would be classified at this level when
employed to perform the functions in the role definition and taking into
account the indicative tasks.
B.4.7 Interpretation-Indicative tasks
The indicative tasks set out in B.4 are aligned to the units of competency in the
Information Technology and Telecommunications Industry Training Advisory
Board's endorsed competency standards in the Telecommunications Training
Package (ICT2002). In the event of a dispute over the meaning of the indicative tasks
the relevant standards will be used to assist interpretation.
B.5 Notification of classification
Upon a request being made by an employee, the employee will be advised of the award
classification which the employer considers to be appropriate having regard to the definitions
in this award and the duties performed by the employee.
If an employee disputes the classification assigned to them by the employer the employee
must advise the employer in writing. If the dispute is unable to be resolved by the employer
and the employee in a reasonable time it will be dealt with in accordance with clause 9-
Dispute resolution.
Schedule C-School-Based Apprentices
C.1 This schedule applies to school-based apprentices. A school-based apprentice is a
person who is undertaking an apprenticeship in accordance with this schedule while
also undertaking a course of secondary education.
C.2 A school-based apprenticeship may be undertaken in the trades covered by this
award under a training agreement or contract of training for an apprentice declared or
recognised by the relevant State or Territory authority.
C.3 The relevant minimum wages for full-time junior and adult apprentices provided for
in this award, calculated hourly, will apply to school-based apprentices for total
hours worked including time deemed to be spent in off-the-job training.
C.4 For the purposes of clause C.3, where an apprentice is a full-time school student, the
time spent in off-the-job training for which the apprentice must be paid is 25% of the
actual hours worked each week on-the-job. The wages paid for training time may be
averaged over the semester or year.
C.5 A school-based apprentice must be allowed, over the duration of the apprenticeship,
the same amount of time to attend off-the-job training as an equivalent full-time
apprentice.
C.6 For the purposes of this schedule, off-the-job training is structured training delivered
by a Registered Training Organisation separate from normal work duties or general
supervised practice undertaken on the job.
C.7 The duration of the apprenticeship must be as specified in the training agreement or
contract for each apprentice but must not exceed six years.
C.8 School-based apprentices progress through the relevant wage scale at the rate of 12
months progression for each two years of employment as an apprentice.
C.9 The apprentice wage scales are based on a standard full-time apprenticeship of four
years (unless the apprenticeship is of three years duration). The rate of progression
reflects the average rate of skill acquisition expected from the typical combination of
work and training for a school-based apprentice undertaking the applicable
apprenticeship.
C.10 If an apprentice converts from school-based to full-time, all time spent as a full-time
apprentice will count for the purposes of progression through the relevant wage scale
in addition to the progression achieved as a school-based apprentice.
C.11 School-based apprentices are entitled pro rata to all of the other conditions in this
award.
Telecommunications Services Award 2010
Schedule D-Supported Wage System
[Sched D varied by PR994491, PR998748]
D.1 This schedule defines the conditions which will apply to employees who because of
the effects of a disability are eligible for a supported wage under the terms of this
award.
D.2 In this schedule:
approved assessor means a person accredited by the management unit established
by the Commonwealth under the supported wage system to perform assessments of
an individual's productive capacity within the supported wage system
assessment instrument means the tool provided for under the supported wage
system that records the assessment of the productive capacity of the person to be
employed under the supported wage system
disability support pension means the Commonwealth pension scheme to provide
income security for persons with a disability as provided under the Social Security
Act 1991 (Cth), as amended from time to time, or any successor to that scheme
relevant minimum wage means the minimum wage prescribed in this award for the
class of work for which an employee is engaged
supported wage system (SWS) means the Commonwealth Government system to
promote employment for people who cannot work at full award wages because of a
disability, as documented in the Supported Wage System Handbook. The Handbook
is available from the following website: www.jobaccess.gov.au
SWS wage assessment agreement means the document in the form required by the
Department of Education, Employment and Workplace Relations that records the
employee's productive capacity and agreed wage rate
D.3.1 Employees covered by this schedule will be those who are unable to perform the
range of duties to the competence level required within the class of work for which
the employee is engaged under this award, because of the effects of a disability on
their productive capacity and who meet the impairment criteria for receipt of a
disability support pension.
D.3.2 This schedule does not apply to any existing employee who has a claim against the
employer which is subject to the provisions of workers compensation legislation or
any provision of this award relating to the rehabilitation of employees who are
injured in the course of their employment.
D.4.1 Employees to whom this schedule applies will be paid the applicable percentage of
the relevant minimum wage according to the following schedule:
Assessed capacity (clause D.5)
[D.4.2 varied by PR994491, PR998748 ppc 01Jul10] [varied PR510670 21 Jun 11]
D.4.2 Provided that the minimum amount payable must be not less than $75 per week.
D.4.3 Where an employee's assessed capacity is 10%, they must receive a high degree of
assistance and support.
D.5.1 For the purpose of establishing the percentage of the relevant minimum wage, the
productive capacity of the employee will be assessed in accordance with the
Supported Wage System by an approved assessor, having consulted the employer
and employee and, if the employee so desires, a union which the employee is eligible
to join.
D.5.2 All assessments made under this schedule must be documented in an SWS wage
assessment agreement, and retained by the employer as a time and wages record in
accordance with the Act.
D.6 Lodgement of SWS wage assessment agreement
[D.6.1 varied by PR994491 from 01Jan10]
D.6.1 All SWS wage assessment agreements under the conditions of this schedule,
including the appropriate percentage of the relevant minimum wage to be paid to the
employee, must be lodged by the employer with Fair Work Australia.
[D.6.2 varied by PR994491 from 01Jan10]
D.6.2 All SWS wage assessment agreements must be agreed and signed by the employee
and employer parties to the assessment. Where a union which has an interest in the
award is not a party to the assessment, the assessment will be referred by Fair Work
Australia to the union by certified mail and the agreement will take effect unless an
objection is notified to Fair Work Australia within 10 working days.
The assessment of the applicable percentage should be subject to annual or more frequent
review on the basis of a reasonable request for such a review. The process of review must be
in accordance with the procedures for assessing capacity under the supported wage system.
D.8 Other terms and conditions of employment
Where an assessment has been made, the applicable percentage will apply to the relevant
minimum wage only. Employees covered by the provisions of this schedule will be entitled to
the same terms and conditions of employment as other workers covered by this award on a
pro rata basis.
An employer wishing to employ a person under the provisions of this schedule must take
reasonable steps to make changes in the workplace to enhance the employee's capacity to do
the job. Changes may involve re-design of job duties, working time arrangements and work
organisation in consultation with other workers in the area.
D.10.1 In order for an adequate assessment of the employee's capacity to be made, an
employer may employ a person under the provisions of this schedule for a trial
period not exceeding 12 weeks, except that in some cases additional work adjustment
time (not exceeding four weeks) may be needed.
D.10.2 During that trial period the assessment of capacity will be undertaken and the
percentage of the relevant minimum wage for a continuing employment relationship
will be determined.
[D.10.3 varied by PR994491, PR998748 ppc 01Jul10]
D.10.3 The minimum amount payable to the employee during the trial period must be no
less than $73 per week.
D.10.4 Work trials should include induction or training as appropriate to the job being
trialled.
D.10.5 Where the employer and employee wish to establish a continuing employment
relationship following the completion of the trial period, a further contract of
employment will be entered into based on the outcome of assessment under
clause D.5.
(a) when there is a difference, in money or percentage terms, between a provision
in a relevant transitional minimum wage instrument (including the transitional
default casual loading) or award-based transitional instrument on the one hand
and an equivalent provision in this award on the other;
(b) when a loading or penalty in a relevant transitional minimum wage instrument
or award-based transitional instrument has no equivalent provision in this
award;
(c) when a loading or penalty in this award has no equivalent provision in a
relevant transitional minimum wage instrument or award-based transitional
instrument; or
(d) when there is a loading or penalty in this award but there is no relevant
transitional minimum wage instrument or award-based transitional instrument.
(a) was obliged,
(c) if it had been an employer in the industry or of the occupations covered by this
award would have been obliged
by a transitional minimum wage instrument and/or an award-based transitional
instrument to pay a minimum wage lower than that in this award for any
classification of employee.
(a) a minimum wage for a junior employee, an employee to whom training
arrangements apply and an employee with a disability;
(b) a piecework rate; and
(c) any applicable industry allowance.
First full pay period on or after
1 July 2010 80%
1 July 2011 60%
1 July 2012 40%
1 July 2013 20%
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an
enterprise agreement would have been obliged, or
(c) if it had been an employer in the industry or of the occupations covered by this
award would have been obliged
by a transitional minimum wage instrument and/or an award-based transitional
instrument to pay a minimum wage higher than that in this award for any
classification of employee.
(a) a minimum wage for a junior employee, an employee to whom training
arrangements apply and an employee with a disability;
(b) a piecework rate; and
(c) any applicable industry allowance.
First full pay period on or after
1 July 2010 80%
1 July 2011 60%
1 July 2012 40%
1 July 2013 20%
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an
enterprise agreement would have been obliged, or
(c) if it had been an employer in the industry or of the occupations covered by this
award would have been obliged
by the terms of a transitional minimum wage instrument or an award-based
transitional instrument to pay a particular loading or penalty at a lower rate than the
equivalent loading or penalty in this award for any classification of employee.
First full pay period on or after
1 July 2010 80%
1 July 2011 60%
1 July 2012 40%
1 July 2013 20%
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an
enterprise agreement would have been obliged, or
(c) if it had been an employer in the industry or of the occupations covered by this
award would have been obliged
by the terms of a transitional minimum wage instrument or an award-based
transitional instrument to pay a particular loading or penalty at a higher rate than the
equivalent loading or penalty in this award, or to pay a particular loading or penalty
and there is no equivalent loading or penalty in this award, for any classification of
employee.
First full pay period on or after
1 July 2010 80%
1 July 2011 60%
1 July 2012 40%
1 July 2013 20%
First full pay period on or after
1 July 2010 20%
1 July 2011 40%
1 July 2012 60%
1 July 2013 80%
Classification Qualifications
Customer Contact Trainee N/A
Customer Contact Officer Level 1 Certificate II
Customer Contact Officer Level 2 Certificate III
Principal Customer Contact Specialist N/A
Customer Contact Team Leader Certificate IV
Principal Customer Contact Leader Diploma
Classification Qualifications
Clerical and Administration Employee Level 1 Certificate I
Clerical and Administration Employee Level 2 Certificate II
Clerical and Administration Employee Level 3 Certificate III
Clerical and Administration Employee Level 4 Certificate IV
Clerical and Administration Employee Level 5 Diploma
Classification Qualifications
Telecommunications Trainee N/A
Telecommunications Technical Employee Certificate II
Telecommunications Technician Certificate III
Advanced Telecommunications Technician Certificate IV
Principal Telecommunications Technician Diploma
Telecommunications Associate Advanced Diploma
(a) A Customer Contact Trainee is engaged in a course of training and
development (other than through a new apprenticeship/traineeship) to enable
them to perform customer contact functions in the telecommunications
industry.
(b) An employee at this level would not normally perform customer contact
functions without direct/immediate supervision.
(c) An employee would normally graduate from the course of training as a
Customer Contact Officer.
Such an employee provides at least one specialised service to customers such
as sales and advice for products or services, complaints or fault enquiries or
data collection for surveys.
% Relevant minimum wage %
10 10
20 20
30 30
40 40
50 50
60 60
70 70
80 80
90 90
 | Telecom |