energy queensland retail union collective agreement 2017 · application for approval of the energy...

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Fair Work Act 2009 s.185—Enterprise agreement

Energy Queensland Limited T/A Ergon Energy Queensland Retail(AG2017/5406)

ENERGY QUEENSLAND RETAIL UNION COLLECTIVE

AGREEMENT 2017

Electrical power industry

DEPUTY PRESIDENT ASBURY BRISBANE, 18 DECEMBER 2017

Application for approval of the Energy Queensland Retail Union Collective Agreement 2017.

[1] Energy Queensland Limited T/A Ergon Energy Queensland Retail applies for approval of an enterprise agreement known as the Energy Queensland Retail Union Collective Agreement 2017 (the Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). The agreement is a single-enterprise agreement.

[2] The Australian Municipal, Administrative, Clerical and Services Union being a bargaining representative for the Agreement, has given notice under s.183 of the Act that this organisation wants the Agreement to cover it. In accordance with s.201(2) of the Act I note that the Agreement covers this organisation.

[3] On 11 December 2017 undertakings were provided by the Employer. The views of the bargaining representatives have been sought in relation to the undertakings. Pursuant to s.190 of the Act, I accept the Employer’s undertakings. In accordance with s.201(3) of the Act I note that a copy of the undertakings is attached to the Agreement and forms part of the Agreement.

[4] The Agreement does not contain a consultation term that is consistent with the requirements in s.205 of the Act. Pursuant to s.205(2) of the Act, the model consultation term prescribed by the Fair Work Regulations 2009 is taken to be a term of the Agreement.

[5] I am satisfied that each of the requirements of ss.186, 187 and 188 as are relevant to this application for approval have been met.

[2017] FWCA 6762

DECISION

[2017] FWCA 6762

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[6] The Agreement is approved in accordance with s.54 of the Act and will operate from 25 December 2017. The nominal expiry date of the Agreement is 1 March 2021.

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

<Price code O, AE426563 PR598772>

Energy Queensland Retail Union Collective Agreement 2017 Page | 1

Energy Queensland Retail Union Collective Agreement

2017

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Consult

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TABLE OF CONTENTS

PART 1 PRELIMINARY ................................................................................................................................................6

1.1 TITLE .......................................................................................................................................................... 6 1.2 PARTIES ..................................................................................................................................................... 6 1.3 DURATION ................................................................................................................................................. 6 1.4 APPLICATION ............................................................................................................................................. 6 1.5 WORKPLACE CHANGE AND FLEXIBILITIES ................................................................................................. 7 1.6 DEFINITIONS .............................................................................................................................................. 7 1.7 NO EXTRA CLAIMS ..................................................................................................................................... 8 1.8 OBJECTIVES OF THIS AGREEMENT ............................................................................................................. 8 1.9 DISPLAYING OF THIS AGREEMENT ............................................................................................................. 8 1.10 EMPLOYMENT SECURITY ........................................................................................................................... 8 1.11 SALARY MAINTENANCE ............................................................................................................................. 9 1.12 ANTI- DISCRIMINATION .............................................................................................................................. 9

PART 2 GRIEVANCES AND DISPUTES ................................................................................................................ 10

2.1 GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE ............................................................................. 10

PART 3 TERMS AND CONDITIONS OF EMPLOYMENT .................................................................................... 13

3.1 TYPES OF EMPLOYMENT .......................................................................................................................... 13 3.2 FULL TIME EMPLOYMENT ........................................................................................................................ 13 3.3 PART TIME EMPLOYMENT ........................................................................................................................ 13

3.3.1 Agreed Ordinary Hours – Contact Centre ...................................................................................................... 14 3.4 CASUAL EMPLOYMENT ............................................................................................................................ 14

3.4.1 Conversion from Casual Employee to a Permanent Employee ........................................................................ 14 3.5 FIXED TERM AND SPECIFIED TASK ........................................................................................................... 14

3.5.1 Completion of Term Payment ........................................................................................................................... 15 3.6 POSITION DESCRIPTIONS ......................................................................................................................... 15 3.7 TERMINATION OF EMPLOYMENT ............................................................................................................. 16

3.7.1 Statement of Employment ................................................................................................................................. 16 3.7.2 Notice of Termination by Energy Queensland ................................................................................................... 16 3.7.3 Notice of Termination by Employee .................................................................................................................. 17 3.7.4 Time Off During Notice period ....................................................................................................................... 17

PART 4 WAGES .......................................................................................................................................................... 18

4.1 WAGES PAYMENTS .................................................................................................................................. 18 4.2 PAYMENT OF SALARY .............................................................................................................................. 18 4.3 RECOVERY OF OVERPAYMENTS ............................................................................................................... 19

PART 5 ALLOWANCES ............................................................................................................................................. 20

5.1 ALLOWANCES .......................................................................................................................................... 20 5.2 WORKING AWAY FROM HOME ................................................................................................................. 20

5.2.1 Period Away From Home ............................................................................................................................... 20 5.2.2 Provision of Accommodation and Meals ........................................................................................................ 20 5.2.3 Accommodation Standard ................................................................................................................................. 22 5.2.4 Supplementary Accommodation Allowance ...................................................................................................... 22 5.2.5 Communication Expenses ............................................................................................................................. 22 5.2.6 Laundry .......................................................................................................................................................... 22 5.2.7 Overseas Work .............................................................................................................................................. 22

5.3 AVAILABILITY DUTY ALLOWANCE ........................................................................................................... 23 5.3.1 Emergency Work............................................................................................................................................... 24 5.3.2 Employee not on Availability Duty – Public Holiday .......................................................................................... 24

5.4 PAYMENT FOR OUT OF HOURS COMMUNICATIONS ................................................................................. 25 5.4.1 Support Role Emergency Situations ............................................................................................................. 25

5.5 TRAVEL TIME ............................................................................................................................................ 25 5.6 USE OF OWN VEHICLE .............................................................................................................................. 25 5.7 HIGHER DUTIES ........................................................................................................................................ 26 5.8 FIRST AID ................................................................................................................................................. 26 5.9 LOCALITY ALLOWANCE ............................................................................................................................ 26

PART 6 SUPERANNUATION .................................................................................................................................... 28


6.1 SUPERANNUATION .................................................................................................................................. 28 6.1.1 Energy Super Defined Contribution (DC) Members .......................................................................................... 28 6.1.2 Insurance Cover – Defined Contribution ........................................................................................................... 28 6.1.3 Energy Super Defined Benefit Fund (DB) Members ......................................................................................... 29 6.1.4 Insurance Cover – Defined Benefit ................................................................................................................... 29 6.1.5 Insurance Cover – Choice of Fund.................................................................................................................... 29 6.1.6 Employer Provided Additional Income Protection ............................................................................................. 30

PART 7 NON SALARY BENEFITS .......................................................................................................................... 31

7.1 OPERATIONAL EXPENSES ........................................................................................................................ 31 7.2 LICENCE FEE REIMBURSEMENT ............................................................................................................... 31 7.3 VEHICLE LICENCE FEE REIMBURSEMENT ................................................................................................. 31 7.4 SALARY SACRIFICING ............................................................................................................................... 31

7.4.1 Salary Sacrifice Principles ................................................................................................................................. 31 7.4.2 Post Salary Sacrifice ......................................................................................................................................... 32

7.3 INDEMNITY OF EMPLOYEES AGAINST LIABILITY ...................................................................................... 32 7.4 RELOCATION ............................................................................................................................................ 32 7.5 TRANSFER CONDITIONS ........................................................................................................................... 33 7.6 ACCESS TO COMPUTERS .......................................................................................................................... 33 7.7 FUNERAL BENEFIT ................................................................................................................................... 33

PART 8 HOURS OF WORK ....................................................................................................................................... 34

8.1 HOURS OF WORK ..................................................................................................................................... 34 8.1.1 Contact Centre Hours of Work ....................................................................................................................... 34

8.2 ROSTERED DAY OFF (RDO) ....................................................................................................................... 34 8.2.1 Banking of Rostered Day Off (RDO) ................................................................................................................. 35

8.3 CONTACT CENTRE – EIGHT DAY FORTNIGHT ARRANGEMENT ................................................................. 35 8.4 MEAL BREAK ............................................................................................................................................ 36 8.5 REST PAUSES ........................................................................................................................................... 36 8.6 TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS ................................................................. 36

8.6.1 Employees Classified at Salary Point 11.0 and above ...................................................................................... 36 8.6.2 Employees below Salary Point 11.0 .................................................................................................................. 37 8.6.3 Reversion to General Agreement Provisions .................................................................................................... 38 8.6.4 Appointment of Ten (10) Day Fortnight ............................................................................................................. 39

8.7 INDIVIDUAL EMPLOYMENT ARRANGEMENTS .......................................................................................... 39 8.7.1 No Disadvantage............................................................................................................................................... 39 8.7.2 Hours of Work ................................................................................................................................................... 39 8.7.3 Salary & Loadings ............................................................................................................................................. 39 8.7.4 Market Component............................................................................................................................................ 40 8.7.5 Performance Incentive ...................................................................................................................................... 40 8.7.6 Remuneration Increases ................................................................................................................................... 40 8.7.7 Reversion .......................................................................................................................................................... 40 8.7.8 Application ........................................................................................................................................................ 41 8.7.9 Exemptions ....................................................................................................................................................... 41 8.7.10 Dispute Settlement .......................................................................................................................................... 41

8.8 TIME OFF IN LIEU (TOIL)............................................................................................................................ 41 8.9 OVERTIME ................................................................................................................................................ 41

8.9.1 Weekends ......................................................................................................................................................... 42 8.9.2 Recalls .............................................................................................................................................................. 42

8.10 CRIB BREAK & OVERTIME MEAL ALLOWANCE ............................................................................................... 43 8.11 BREAKS AFTER OVERTIME ...................................................................................................................... 44 8.12 CANCELLATION OF PLANNED OVERTIME ................................................................................................. 44

PART 9 SHIFT WORK ................................................................................................................................................ 46

9.1 SHIFT DEFINITIONS .................................................................................................................................. 46 9.2 SHIFT WORK ............................................................................................................................................. 46 9.3 SHIFT PENALTIES ..................................................................................................................................... 46

9.3.1 Shift Loadings ................................................................................................................................................ 46 9.3.2 Weekend Penalties ........................................................................................................................................ 46

9.4 ESTABLISHMENT OF SHIFT ROSTERS ....................................................................................................... 47 9.5 SHORT TERM SHIFT ARRANGEMENTS ...................................................................................................... 47

9.5.1 Short Term Shift Loadings ............................................................................................................................. 47 9.6 OVERTIME PENALTIES AND MINIMUM PAYMENT .................................................................................... 47 9.7 BREAKS BETWEEN ROSTERED ATTENDANCES......................................................................................... 48

9.7.1 Extended Breaks – Shift Workers ..................................................................................................................... 48

PART 10 LEAVE ........................................................................................................................................................... 49


10.1.1 Preservation of Five (5) Weeks Annual leave ................................................................................................. 50 10.1.2 Illness Whilst on Annual Leave ....................................................................................................................... 51 10.1.3 Personal Leave ............................................................................................................................................... 51 10.1.4 Concessional Personal Leave ......................................................................................................................... 52 10.1.5 Concessional Personal Leave - Returned Service Personnel ......................................................................... 52

10.2 SPECIAL CIRCUMSTANCES LEAVE ............................................................................................................ 52 10.2.1 Family and Domestic Violence Leave ............................................................................................................. 52

10.3 CARER’S LEAVE ........................................................................................................................................ 53 10.3.1 Use of Personal Leave .................................................................................................................................... 53 10.3.2 Alternative Carers Leave Arrangements ......................................................................................................... 53

10.4 COMPASSIONATE LEAVE .......................................................................................................................... 54 10.5 PARENTAL LEAVE .................................................................................................................................... 55

10.5.1 Definitions ....................................................................................................................................................... 55 10.5.2 Maternity Leave............................................................................................................................................... 55 10.5.3 Paternity Leave ............................................................................................................................................... 56 10.5.4 Adoption Leave ............................................................................................................................................... 57 10.5.5 Parental Leave Notice Requirements .............................................................................................................. 57 10.5.6 Certification Required ...................................................................................................................................... 58 10.5.7 Variation of Period of Parental Leave.............................................................................................................. 58 10.5.8 Cancellation of Parental Leave ....................................................................................................................... 58 10.5.9 Parental Leave and Other Leave Entitlements ................................................................................................ 59 10.5.10 Accrual of Leave & Continuity of Service ...................................................................................................... 59 10.5.11 Termination of Employment .......................................................................................................................... 59 10.5.12 Return to Work after Parental Leave ............................................................................................................. 59 10.5.13 Replacement Employees .............................................................................................................................. 60 10.5.14 Part Time Work for Parental Leave ............................................................................................................... 60 10.5.15 Communication to Employees on Parental Leave......................................................................................... 61

10.6 LONG SERVICE LEAVE ............................................................................................................................... 61 10.6.1 Entitlement ...................................................................................................................................................... 61 10.6.2 Entitlement on Termination of Employment .................................................................................................... 61 10.6.3 Service Recognised for Long Service Leave .................................................................................................. 62 10.6.4 Casual Employees – Service and Continuity of Service .................................................................................. 62 10.6.5 Periods of Absence Without Pay That Count As Service ................................................................................ 62 10.6.6 Calculation of Long Service Leave – Full-Time and Part-Time Employees ..................................................... 62 10.6.7 Calculation of Long Service Leave – Casual Employees ................................................................................ 63 10.6.8 Casual Employees—Conversion to Full Time Equivalent ............................................................................... 63 10.6.9 Energy Queensland’s Right to Refuse or Defer Long Service Leave .............................................................. 63 10.6.10 Minimum Period ............................................................................................................................................ 63 10.6.11 Energy Queensland’s Right to Recall an Employee from Long Service Leave ............................................. 63 10.6.12 Public Holidays During Long Service Leave ................................................................................................. 63 10.6.13 Illness During Long Service Leave ................................................................................................................ 64 10.6.14 Preservation of Particular Existing Rights ..................................................................................................... 64 10.6.15 Long Service Leave At Half Pay.................................................................................................................. 64

10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY ........................................................................................... 64 10.7.1 Employees Who Do Not Work Monday to Friday of Each Week ..................................................................... 65 10.7.2 Labour Day ..................................................................................................................................................... 65 10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday ................................................................................. 65 10.7.4 Double Time and a Half .................................................................................................................................. 65 10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday .................................................... 65 10.7.6 Stand Down .................................................................................................................................................... 65 10.7.7 Public Holiday Meal Allowances...................................................................................................................... 66

10.8 PURCHASED LEAVE .................................................................................................................................. 66 10.9 LEAVE WITHOUT PAY............................................................................................................................... 66 10.10 CULTURAL DIVERSITY LEAVE ................................................................................................................... 67 10.11 JURY SERVICE .......................................................................................................................................... 67 10.12 FOSTER CARER’S LEAVE ........................................................................................................................... 68

PART 11 FLEXIBLE WORKING INITIATIVES ........................................................................................................ 69

11.1 FLEXIBLE WORKING INITIATIVES .............................................................................................................. 69 11.2 JOB SHARING ........................................................................................................................................... 69 11.3 WORKING FROM HOME ............................................................................................................................ 70 11.4 PART TIME STUDY LEAVE ARRANGEMENTS ............................................................................................. 70 11.5 TRANSITION TO RETIREMENT ARRANGEMENTS ...................................................................................... 70 11.6 INDIVIDUAL FLEXIBLITY ARRANGEMENTS ............................................................................................... 71 11.7 WORKFORCE PLANNING ISSUES .............................................................................................................. 72 11.8 DISABILITY MANAGMENT ........................................................................................................................ 72

11.8.1 Referral for Case Management .................................................................................................................... 72 11.8.2 Disability Case Management Process ......................................................................................................... 73


PART 12 TRAINING AND DEVELOPMENT ............................................................................................................ 75

12.1 TRAINING AND DEVELOPMENT ................................................................................................................ 75 12.2 TRAINING COMMITTEE ............................................................................................................................. 75

PART 13 AGREEMENTS ............................................................................................................................................ 77

13.1 CONSULTATIVE ARRANGEMENTS ............................................................................................................ 77 13.1.1 Consultation .................................................................................................................................................... 77

13.2 INDUSTRIAL ORGANISATION REPRESENTATIVES ..................................................................................... 78 13.3 UNION DELEGATES TRAINING AND ADDITIONAL LEAVE .......................................................................... 79 13.4 NATURAL DISASTER WORKING ARRANGEMENTS .................................................................................... 80

PART 14 SAFETY ......................................................................................................................................................... 81

14.1 SAFETY COMMITTEE ................................................................................................................................ 81 14.2 SURVEILLANCE .............................................................................................................................................. 81 14.3 IMPROVED EMPLOYEE WELLBEING AND ORGANISATIONAL HEALTH ..................................................... 81

14.3.1 Mental Health in the Workplace ................................................................................................................... 82

SCHEDULE 1 ERGON ENERGY SALARIES .................................................................................................... 83

SCHEDULE 2 REDUNDANCY PROVISIONS .................................................................................................. 109

SCHEDULE 3 CLASSIFICATION STRUCTURE ............................................................................................. 113


PART 1 PRELIMINARY 1.1 TITLE Th is Agreement w ill b e know n as t he Energy Queensland Retail Union Collective Agreement 2017, ref er red t o as ‘t he Agreement’. Th is Agreement rep laces t he EEQ Ret ail En t erp r ise Agreem en t 2014 1.2 PARTIES The Parties to the Agreement are: Energy Queensland Limited (ACN 612 535 583) Ergon Energy Queen slan d Pt y Lt d (Ergon

Ret ail); and Aust ralian Mun icip al, Ad m in ist rat ive, Cler ical and Services Un ion .(The Services Un ion )

Par t ies m ay m ake an ap p licat ion t o b e covered b y t h is Agreement in acco rd ance w it h t he Fair Wo rk Act 2009.

1.3 DURATION Th is Agreement w ill t ake ef f ect f rom seven d ays af t er ap p roval o f agreem en t and w ill nom inally exp ire on t he 1st March 2021. Th is Agreement w ill con t in ue in f o rce af t er it s nom inal exp iry d at e un t il such t im e as it is rep laced o r t erm in at ed in acco rd ance w it h t he Fair Work Act 2009. The Par t ies agree t o co m m ence d iscussion s f o r any rep lacem en t agreem en t at least six (6) m on t hs p r io r t o t he no m inal exp iry d at e o f t h is Agreement. 1.4 APPLICATION Th is Agreement ap p lies t o : Energy Queensland Limited (ACN 612 535 583) and Ergon Energy Queensland Pt y Lt d (Ergon

Ret ail); Em p loyees o f Energy Queensland Limited and it s relat ed b od ies co rp o rat e un less

o t herw ise exp ressly st at ed w ho are em p loyed in , o r in connect ion w it h any calling , t r ad e, craf t , vocat ion o r p ro f ession ref er red t o in t he classif icat ion st r uct ure as con t ain ed in t h is Agreement, and w hose p osit ion is w it h in t he Ret ail b usiness un it o f EQL; and

The Un ions signat o ry t o t h is Agreement. Th is Agreement d oes no t ap p ly t o : Em p loyees o f Energy Queensland and it s relat ed b od ies co rp o rat e w ho are p aid a salary f o r t he p urp oses o f sup erannuat ion w h ich exceed s 115% o f t he rat e p rescr ib ed f o r Salary Po in t 16.5 (n ine (9) d ay f o r t n igh t ) con t ained in Sched ule 1 o f t h is Agreement; o r Em p loyees w ho are covered b y En ergy Queenslan d Un ion Co llect ive Agreem en t 2017. Elect r icit y Regulat ion Energy Queensland w ill con t inue t o ap p ly t he p rovisions o f Chap t er 8 o f t he Elect r icit y Regulat ion 2006 (Qld ).


If t here is any inconsist ency b et w een t he t erm s o f t h is Agreement and Ch ap t er 8 o f t he Elect r icit y Regulat ion 2006 (Qld ), t hen t h e t erm s o f t h is Agreement w ill p revail t o t he ext en t o f t he inconsist ency. 7 1.5 WORKPLACE CHANGE AND FLEXIBILITIES The p ar t ies recogn ise t hat change m ay occur d ur ing t he lif e o f t h is Agreem en t . In ad d it ion t o t he p rovisions o f t h is clause, t he p ar t ies w ill m ain t ain t he consult at ive m echan ism s as out lined in t h is Agreem en t t o help f acilit at e ch ange. The p ar t ies w ill ad d ress t he in t rod uct ion o f new w orking ar ran gem ent s, w h ich req uire t he var iat ion o f cond it ions o f em p loym en t as con t ain ed in t h is Agreem en t , b y ap p licat ion o f t he f o llow ing p r incip les an d p rocess:

a. The p ar t ies acknow led ge t h at t here is a b usiness req uirem en t t o h ave f lexib ilit y , resp onsiveness and m ob ilit y o f it s w orkf o rce t o m eet cust o m er need s an d op erat ional req uirem en t s. At t im es t hese challenges m ay need changes t o em p loyee w orking con d it ions. Where ch anges are req uired t o em p loyees’ cur ren t cond it ions, t hese w ill b e ad d ressed in a consult at ive and coop erat ive m anner w it h em p loyees d ir ect ly af f ect ed . Consult at ion w ill occur w it h all d ir ect ly af f ect ed em p loyees and t heir n om inat ed em p loyee rep resen t at ives.

b . Where consult at ion has b een un ab le t o reso lve t he m at t er t h e f o llow ing p rocess w ill ap p ly:

i. The d irect ly af f ect ed em p loyees and t heir nom inat ed rep resen t at ive(s) w ill nego t iat e and d evelop a su it ab le p rop osal; an d

ii. Pr io r t o im p lem en t at io n o f t he p rop osal, agreem en t m ust b e reached w it h at least 60% o f t he d irect ly af f ect ed em p loyees.

ii i. Any var iat ion o f cond it ions o f em p loym en t con t ain ed in t h is Agreem en t w ill h ave no ap p licat ion un t il lo d ged in acco rd ance w it h t he Act .

Where t he p ar t ies agree, t h is p rocess m ay b e ap p lied t o o t her w orkp lace ch ange in it iat ives out lined in t h is Agreem en t t h at w ould d ir ect ly af f ect em p loyees in t erm s o f cond it ions, en t it lem en t s and career op p o r t un it ies. The consult at ive p rocesses m ay p rovid e an ap p ro p r iat e m echan ism f o r consid erat ion o f m at t er s relevan t t o t h is clause. Nom inat ed em p loyee rep resen t at ives at t h e p lace o f w ork m ay b e invo lved in such d iscussions. The var iat ion o f cond it ions o f em p loym en t as con t ained in t h is Agreem en t w ill have no ap p licat ion un t il var ied in acco rd ance w it h t he req u irem en t s o f t he Act . 1.6 DEFINITIONS In o rd er t o ensure clar it y in t h e in t en t o f t h is Agreement, a list o f d ef in it ions f o r t erm s ut ilised in t h is Agreement is set ou t b elow , w h ere t hey are used t h ro ughout t he Agreement t hey w ill ap p ear in it alics: Act m ean s t he Fair Work Act 2009. Allowance m eans an am oun t p aid t o em p loyees in ad d it ion t o t he em p loyee’s r at e o f p ay, o t her t han an all purpose allowance. All Purpose Allowance m eans an allowance t hat is ad d ed in t o t he em p lo yee’s base rate o f p ay as p rescr ib ed in Sch ed ule 1 - Energy Queensland Energy Salar y Sched ule as ap p licab le f o r t he calculat ion o f p aym en t s f o r Over t im e, Person al Leave, Annual Leave, Long Service Leave, Com p let ion o f Term Paym en t , Sup erannuat ion and Ret renchm en t Paym en t s un less o t herw ise st at ed . Base Rates m eans t he rat e o f p ay as sp ecif ied in Sched ule 1 o f t h is Agreement.


Consultation m eans t h e t im ely exchange o f relevan t in f o rm at ion and id eas in such a m anner t h at t he Parties have t he act ual and genuine op p or t un it y t o in f luence t he out com e. Nominated Employee Representative m eans a p erson /agen t o r em p loyee (o t h er t han a legal rep resen t at ive) nominated employee representative o r elect ed b y t he em p loyee/s t o act on t heir b ehalf . Th is can includ e nominated employee representative un ion d elegat es. Energy Queensland m eans Energy Queensland Lim it ed . Fixed Term m eans a sp ecif ied p er io d o f t im e clear ly id en t if ied b y t he t erm o f t he em p loym en t con t ract w here t he t im e o f com m encem ent an d t he t im e o f com p let ion are d et ailed . Mutual Agreement m eans an Agreement, w h ich has b een ar r ived at b et w een d ir ect ly af f ect ed em p loyees and relevan t m anagem ent w it hout d uress b eing ap p lied t o eit her p ar t y. Specified Task m eans em p loym en t f o r a sp ecif ic p ro ject , t ask o r und er t aking , an d f o r w h ich t he em p loym en t con t ract w ill sp ecif y t he circum st ances, even t , o r cr it er ia on w h ich t he em p loym en t w ill t erm inat e. Status Quo m eans t he circum st ances t h at p revailed im m ed iat ely p r io r t o any change b eing im p lem en t ed 1.7 NO EXTRA CLAIMS It is agreed t hat d ur in g t he lif e o f t h is Agreement, no ext ra claim s w ill b e m ad e b y eit her p ar t y in t erm s o f em p loym en t cond it ions 1.8 OBJECTIVES OF THIS AGREEMENT The ob ject ives o f t h is Agreem en t are t o conso lid at e and p ro vid e eq uit ab le cond it ions o f em p loym en t f o r em p loyees covered b y t h is Agreem en t , and t o en sure t hat consult at ion is m ain t ain ed and enh anced in d ealings b et w een t he p ar t ies. 1.9 DISPLAYING OF THIS AGREEMENT A cop y o f t h is Agreement w ill b e exh ib it ed in a consp icuous and con ven ien t p lace in each w orkp lace so t h at it can b e easily read b y all em p loyees. Hard cop ies o f t h is Agreement w ill b e availab le in t he w orkp lace and elect ron ic cop ies w ill b e availab le t h rough t he Energy Queensland in t ranet . In ad d it ion Energy Queensland w ill, w it h in t he f ir st six (6) m on t hs o f t h is Agreement b eing ap p roved en sure t hat b ooklet st yle cop ies o f t h is Agreement are p r in t ed and m ad e availab le t o all em p loyees on req uest . 1.10 EMPLOYMENT SECURITY There w ill b e no f o rced ret renchm en t s f o r t he lif e o f t he Agreement. The agreem en t t o have no f o rced ret renchm en t s d ep end s up on t he em p loyee accep t ing reasonab le ret r ain ing and red ep loym en t t o su it ab le alt ern at ive em p loym en t w it h in t heir cur ren t localit y t o t he ext en t t h at w ould n o t req u ire a m ove o f resid ence o r t ravel f ur t her t han f if t y (50) kilom et re rad ius o f t heir o r ig inal w ork locat ion .


Where suit ab le alt ernat ive em p loym en t is id en t if ied and w ould req uire t he n eed f o r an em p loyee t o p erm anen t ly relocat e t o ano t h er w ork locat ion as p er t he ab ove clause. Energy Queensland w ill consult w it h t he em p loyee p r io r t o red ep loym en t . Energy Queensland w ill g ive gen uine con sid erat ion t o m at t ers raised ab out t he red ep loym en t b y t he em p loyee and /o r t heir un ion rep resen t at ive. 1.11 SALARY MAINTENANCE An em p loyee w hose p osit ion is m ad e red un d an t d ur ing t he lif e o f t h is Agreement and is red ep loyed in t o a su it ab le alt ernat ive p osit io n w ill have t heir salary m ain t ained w it hout red uct ion , includ ing f u t ure Agreement increases f o r t he t en ure o f t heir em p loym en t Where an em p loyee is red ep loyed , t heir salar y f o r sup erannuat ion p urp oses w ill exclud e sh if t Allowances un less ap p licab le t o t he new p osit ion w it h t he excep t ion o f an em p loyee on aggregat ed salary ar rangem ent s w ho w ill m ain t ain t heir ag gregat ed salary. If , f o llow ing no t ice o f t heir p o sit ion b eing m ad e red und an t and p r io r t o b eing red ep loyed , an em p loyee is successf u l in at t ain ing ano t her p osit ion t h ro ugh a recru it m en t an d select ion p rocess t heir salary w ill b e m ain t ained w it hout red uct ion includ ing f ut ure Agreement increases f o r t he t enure o f t heir em p loym en t . If , f o llow ing red ep loym en t , an em p loyee is successf u l in at t ain ing ano t her p osit ion t h rough a recru it m en t and select ion p rocess t he salary, t erm s and cond it ions o f t heir new p o sit ion w ill ap p ly. 1.12 ANTI- DISCRIMINATION It is t he in t en t ion o f t he Parties t o t h is Agreement t o p reven t and elim inat e d iscr im in at ion , as d ef ined b y t he An t i-Discr im in at ion Act 1991 as am end ed f rom t im e t o t im e, w h ich includ es: Discr im in at ion on t he b asis o f sex, m ar it al st at us, f am ily r esp onsib ilit ies, p regn ancy,

p aren t al st at us, age, race, im p airm en t , relig io n , p o lit ical b elief o r act ivit y, t r ad e un ion act iv it y, law f ul sexual act iv it y and associat ion w it h , o r r elat ion t o , a p erson id en t if ied on t he b asis o f any o f t he ab ove at t r ib ut es;

Sexual harassm en t ; an d Racial and relig ious vilif icat ion . Acco rd ingly, in f u lf illing t heir o b ligat ions und er t he gr ievance and d isp ut e set t lin g p roced ure, t he Parties t o t h is Agreement m ust t ake reasonab le st ep s t o en sure t hat t he p rovision s o f t h is Agreement are no t d irect ly o r ind ir ect ly d iscr im in at o ry in t heir ef f ect s. Und er t h e An t i-Discr im inat ion Act 1991 it is un law f ul t o vict im ise an em p loyee b ecause t he em p loyee has m ad e o r m ay m ake o r has b een invo lved in a com p lain t o f un law f ul d iscr im in at ion o r harassm en t . No t h ing in t h is Clause is t o b e t aken t o af f ect : Any d if f eren t t reat m en t (o r t reat m en t h avin g d if f eren t o ut com es) w h ich is

sp ecif ically exem p t ed und er t he An t i -Discr im inat ion Act 1991; An em p loyee, Energy Queensland o r regist ered o rgan isat ion , p ursuing m at t er s o f d iscr im in at ion , includ ing b y ap p licat ion t o t he Hum an Righ t s an d Eq ual Op p or t un it y Com m ission /An t i-Discr im inat ion Com m ission Queensland .


PART 2 GRIEVANCES AND DISPUTES 2.1 GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE General 2.1.1 The m at t er s t o b e d ealt w it h in t h is p roced ure includ e all g r ievances o r d isp ut es

b et w een an em p loyee(s) and Energy Queensland in r esp ect t o t h is Agreement, t he Nat ion al Em p loym en t St and ard s and any o t her em p loym en t m at t ers. Th is also includ es any d isp ut es relat ing t o con t est ed p osit ion ap p o in t m en t s o r issues relat in g t o t he com p o sit ion o f t he w orkf o rce. Th is p roced ure ap p lies t o a single em p loyee o r t o any num b er o f em p loyees.

2.1.2 Wh ilst t he p roced ure in t h is Clause is b ein g f o llow ed , no rm al w ork w ill con t inue

excep t in t he case o f a genuine saf et y issue d irect ly af f ect ing t he p er f o rm ance o f t he w o rk.

2.1.3 The st at us q uo w ill b e m ain t ained w h ilst t h e p roced ure in t h is Clause is b ein g

f o llow ed . In t h is Clause, st at us q uo m eans t he circum st ances t hat p revailed im m ed iat ely p r io r t o t he d isp ut ed issue b ein g no t if ied . The st at us q uo w ill no t b e un reasonab ly used t o f rust rat e o r d elay a change p rocess com m enced und er t he consult at ion p rovisions o f t h is Agreem en t .

2.1.4 Discussions at any st age o f t he p roced ure sh all no t b e un reasonab ly d elayed b y any

p ar t y, sub ject t o accep t ance t hat som e m at t er s m ay b e o f such com p lexit y o r im p or t ance t hat it m ay t ake a reasonab le p er iod o f t im e f o r t h e ap p rop r iat e resp onse t o b e m ad e. If genuine d iscussions are un reason ab ly d elayed o r h ind ered , it w ill b e op en t o any p ar t y t o t he d isp ut e t o g ive no t if icat ion o f a d isp ut e t o t h e Fair Wo rk Aust ralia 2009.

Internal Resolution Process 2.1.5 In t he even t o f an em p loyee h avin g a gr ievance o r d isp ut e t he em p lo yee w ill in

t he f ir st inst ance at t em p t t o reso lve t he m at t er w it h t he im m ed iat e sup erviso r , w ho w ill r esp on d t o such req uest as soon as reason ab ly p ract icab le und er t he circum st ances. Where t he d isp ut e concerns alleged act ions o f t he im m ed iat e sup erviso r t he em p loyee/s m ay b yp ass t h is level in t he p roced ure.

2.1.6 If t he gr ievance o r d isp ut e is no t reso lved und er Clause 2.1.5 t he em p loyee o r , if t he em p loyee so cho oses, t he em p loyee’s nominated employee representative m ay ref er t he m at t er t o t he next h igher level o f m anagem ent f o r d iscussion . Such d iscussion should , if p ossib le, t ake p lace w it h in t w en t y (24) hours af t er t he req uest b y t he em p loyee o r t h e em p loyee’s nominated employee representative.

2.1.7 If t he gr ievance invo lves allegat ion s o f un law f ul d iscr im in at ion b y a sup erviso r t he em p loyee m ay com m ence t he gr ievance reso lut ion p rocess b y rep o r t in g t he allegat ions t o t he next level o f m an agem ent b eyond t hat o f t he sup erviso r concerned . If t here is no level o f m anagem ent b eyond t h at invo lved in t he allegat ion t h e em p loyee m ay p roceed d irect ly t o t he p rocess out lined at Clause 2.1.9.

2.1.8 If t he gr ievance o r d isp ut e is st ill un reso lved af t er d iscussions m en t io ned in Clause

2.1.5 and 2.1.6, t he m at t er w ill b e rep o r t ed t o t he relevan t Energy Queensland sen io r m anagem ent . Th is should occur as soon as it is evid en t t hat d iscussion s und er Clause 2.1.5 and 2.1.6 w ill no t likely result in r eso lut ion o f t he d isp ut e


Referral to Fair Work Commission 2.1.9 If t he gr ievance o r d isp ut e rem ains un reso lved af t er t he p ar t ies t o t he d isp ut e

have genu inely at t em p t ed t o reach a reso lu t io n in acco rd ance w it h Clauses 2.1.5 t o 2.1.8, eit her p ar t y t o t he d isp ut e m ay ref er t he gr ievance o r d isp ut e t o Fair Work Com m ission (FWC) und er t h e Act f o r reso lut ion .

2.1.10 In cond uct ing t h e d isp ut e reso lut ion p rocess Fair Wo rk Com m ission is em p ow ered

t o t ake such act ion as is ap p rop r iat e t o assist t he p ar t ies t o reso lve t he m at t er . 2.1.11 Fair Work Com m ission m ust , as f ar as is p ract icab le, act :

a. Wit hout d elay; b . In a w ay t h at avo id s unnecessary t echn icalit ies and legal f o rm s; and c. In acco rd ance w it h t h is Agreement.

2.1.12 Each p ar t y t o t h is d isp ut e reso lu t ion p rocess com m it s t o req uire/and o r d ir ect t he at t end ance o f any p erson o r p ersons in t heir r esp ect ive em p loy at an y p roceed ing t hat Fair Work Com m ission m ay convene if Fair Work Com m ission consid ers t hat p erson o r p ersons w o uld b e o f assist ance in t he d et erm inat ion o f t he ind ust r ial d isp ut e. Failu re t o hon our such com m it m en t m ay b e t aken in t o accoun t b y Fair Work Com m ission in arb it r at ing t he d isp ut e.

2.1.13 Each p ar t y t o t h is d isp ut e reso lut ion p rocess com m it s t o p rod uce t o Fair Work

Com m ission any d ocum en t s, b ooks, reco rd s o r o t her it em s no t sub ject t o legal p ro f ession al p r ivilege as Fair Work Com m issio n m ay req u ire, t o assist it t o conciliat e and /o r arb it r at e an ind ust r ial d isp ut e. Failu re t o honour such com m it m en t m ay b e t aken in t o accoun t b y Fair Work Com m ission in arb it r at ing t he d isp ut e.

2.1.14 Th e p ar t ies t o t h is d isp ut e reso lut ion p rocess m ay b e rep resen t ed b y an agen t

ap p o in t ed in w r it ing. 2.1.15 Dur ing t he p rocess o f conciliat ion Fair Work Com m ission m ay on ly p erm it a p ar t y

t o t he d isp ut e o r p erso n t o b e rep resen t ed b y a law yer , if and on ly if , all p ar t ies t o t he gr ievance o r d isp ut e consen t . How ever , d ur ing arb it rat ion and /o r t he ap p eal p rocess eit her p ar t y m ay seek leave f rom Fair Work Com m ission t o b e legally rep resen t ed . In consid er ing t he gran t ing o f such leave Fair Work Co m m ission m ust b e sat isf ied o f t he b enef it s o f having legal r ep resen t at ion , h aving regard t o t he m at t er t he p roceed ings relat e t o , t hat t here are sp ecial cir cum st ances t hat m ake it d esir ab le f o r t he p ar t y t o t he d isp ut e t o b e legally rep resen t ed an d t hat t he p ar t y t o t he d isp ut e can on ly b e ad eq uat ely r ep resen t ed b y a law yer .

2.1.16 Where t he p ar t ies t o a d isp ut e are unab le t o reach agreem en t , Fair Wo rk Com m ission m ay m ake recom m end at ion /s ab o ut t he issue/s in d isp ut e.

2.1.17 Wit h in t h ree (3) w orking d ays o f Fair Work Com m ission m akin g such

recom m end at ion /s, t he p ar t ies t o t he d isp ut e are t o in f o rm Fair Work Com m ission w het her o r no t t hey in t end t o com p ly w it h t he recom m end at ion /s.

2.1.18 Where eit her p ar t y t o t he d isp ut e h as eit her f ailed t o in f o rm Fair Wo rk Com m ission

t hat t hey in t end t o co m p ly w it h t he recom m end at ion /s w it h in t h ree w orking d ays o r has ad vised Fair Wo rk Com m ission t hat t h ey d o no t in t en d t o co m p ly w it h t he recom m end at ion /s Fair Work Com m ission w ill at t he req uest o f eit her p ar t y t o t he d isp ut e list t he m at t er f o r arb it rat ion .

Arbitration by Fair Work Commission 2.1.19 In t he even t t h e m at t er is no t reso lved t h ro ugh conciliat io n and p roceed s t o

arb it r at ion eit her p ar t y t o t he d isp ut e m ay req uest ano t her m em b er o f Fair Wo rk Com m ission t o arb it r at e and h and d ow n a b ind ing d ecision . In arb it r at ing t h e


m at t er Fair Work Com m ission w ill g ive t h e p ar t ies an op p o r t un it y t o b e heard f o rm ally on t he m at t er (s) in d isp ut e.

2.1.20 In m akin g it s d ecision Fair Work Com m ission :

a. w ill h ave regard t o t he m at er ials, includ ing w it ness evid ence, and sub m issions p ut b ef o re it at t he h ear ing an d w ill d isregard any ad m issions, concession s, o f f ers o r claim s m ad e in conciliat ion o r m ed iat ion ;

b . w ill b e governed in it s d ecisions b y eq uit y, go od conscience and t he sub st an t ial m er it s o f t h e case;

c. w ill no t b e b ound b y t echn icalit ies, legal f o rm s o r ru les o f evid ence; and d . m ay in f o rm it self on any m at t er it consid ers ap p rop r iat e t o r eso lve t he

gr ievance o r d isp ut e. 2.1.21 Af t er t he hear in g, Fair Work Com m ission w ill p rovid e t he d ecision in w r it ing t o t he

p ar t ies t o t he d isp ut e as q uickly as p ract icab le. Appeal following Arbitration 2.1.22 Where eit her p ar t y t o t he d isp ut e is d issat isf ied w it h a d ecision o f Fair Work

Com m ission t hey m ay ap p eal t he d ecision on a q uest ion o f law t o t he Full Bench o f Fair Wo rk Com m ission .

2.1.23 The ap p eal w ill b e sub ject t o any ap p licab le p roced ures o f Fair Work Com m ission . 2.1.24 An ap p eal again st a d ecision m ust b e com m enced w it h in t w en t y one (21) d ays

af t er : a. If t he d ecision is g iven at a hear ing - t he announcem ent o f t he d ecision at t he

hear ing ; o r b . If t he d ecision is g iven t h rough t he regist rar - t he release o f t he d ecision .

Fair Work Com m ission is no t t o p erm it any ext ensions t o t he t w en t y one (21) d ay t im e lim it .

2.1.25 An ap p eal is b y w ay o f rehear ing on t he reco rd . How ever , Fair Wo rk Com m ission m ay hear evid ence af resh , o r hear ad d it ional evid ence, if it consid ers it ap p rop r iat e t o ef f ect ively d isp ose o f t he ap p eal.

2.1.26 The Full Bench m ay:

a. Dism iss t he ap p eal; o r b . Allow t he ap p eal, set asid e t he d ecision and sub st it u t e ano t her d ecision ; o r c. Allow t he ap p eal and am end t he d ecision ; o r d . Allow t he ap p eal, susp end t he op erat ion o f t he d ecision an d rem it t he

gr ievance o r d isp ut e, w it h o r w it hout d irect io ns, t o Fair Work Com m ission , (i) Fo r r ep o r t t o t h e Full Bench ; o r (i i) To act acco rd ing t o law . Costs 2.1.27 Each p ar t y t o t he d isp ut e w ill, at each st age o f t he p roced ure o ut lined in t h is

Clause, b ear it s ow n co st s.


PART 3 TERMS AND CONDITIONS OF EMPLOYMENT 3.1 TYPES OF EMPLOYMENT Em p loyees covered b y t h is Agreement w ill b e ad vised in w r it ing o f t heir em p loym en t cat egory up on ap p o in t m en t . Und er t h e t erm s o f t h is Agreement, Energy Queensland m ay o f f er t he f o llow ing t yp es o f em p loym en t : Full t im e; Par t t im e; Casual. Fo r f u ll t im e o r p ar t t im e em p loyees, t he f o llow ing em p loym en t ar rangem en t s exist : Perm anen t ; Fixed Term; and Specified Task. The ab ove em p loym en t ar rangem ent s should b e con sid ered p r io r t o t he en gagem ent o f lab our h ire r esources. Consultation w ill occur w it h t he relevan t Parties w here lab our h ire resources are t o b e u t ilised f o r p er iod s in excess o f t h ree (3) m on t hs. 3.2 FULL TIME EMPLOYMENT Em p loyees engaged o n a Full Tim e b asis w ill b e em p loyed t o w ork 36.25 o rd inary hours p er w eek (w h ich w ill b e w orked over 72.5 hours p er f o r t n igh t ) o r in acco rd ance w it h Alt ernat ive Em p loym en t Ar rangem ent s o r Sh if t Work Ar rangem en t s as d ef in ed un d er t h is Agreement. 3.3 PART TIME EMPLOYMENT Energy Queensland req u ires a p ar t t im e em p loyee t o w ork f o r a m in im um o f t h ree (3) consecut ive hours on any d ay w h ich w ork is t o b e p er f o rm ed and 15 hours m in im um p er w eek, up t o a m axim um o f 32.2 hours p er w eek. A p ar t t im e em p loyee is an em p loyee w ho has reason ab ly p red ict ab le hours o f w ork; and receives on a p ro rat a b asis, eq uivalen t p ay an d cond it ions t o t hose o f f u ll t im e em p loyees covered b y t h is Agreement. At t h e t im e o f ap p o in t m en t , Energy Queensland and t he em p loyee w ill agree in w r it ing on t he p at t ern o f w ork req u ired , includ ing sp ecif ying t he num b er o f o rd inary hours p er w eek, t he d ays on w h ich t he w ork is t o b e p er f o rm ed and t he usual d aily st ar t ing an d f in ish ing t im es. These o r ig inal ar rangem ent s m ay b e lat er var ied b y Mutual Agreement b et w een t he em p loyee an d Energy Queensland. Any var iat ion t o t he w ork p at t ern w ill b e in acco rd ance w it h m et hod s o f alt er ing t he o rd in ary hours o f w ork f o r f u ll t im e em p loyees. The agreed num b er o f o rd in ary hours p er w eek w ill no t b e var ied w it hout t he consen t o f t he em p loyee. Any such agreed var iat ion t o t he num b er o f w eekly hours o f w ork w ill b e reco rd ed in w r it ing . All t im e w orked out sid e t he sp read o f o rd inary w orkin g hours an d all t im e w o rked in excess o f t he hours as m ut ually ar ranged w ill b e over t im e and p aid f o r at t he rat es in t h is Agreement.


Where a p ub lic ho lid ay f alls up on on a d ay w h ich an em p loyee no rm ally w o rks, t he em p loyee w ill b e p aid t he ap p ro p r iat e r at e f o r t h e num b er o f hours no rm ally w orked on t hat d ay. Where an em p loyee and Energy Queensland agree in w r it ing, p ar t t im e em p loym en t m ay b e conver t ed t o f u ll t im e, and vice-versa. If such an em p loyee t r ansf ers f rom f u ll t im e t o p ar t t im e (o r v ice-versa), all accrued leave en t it lem en t b alances w ill b e m ain t ained . Fo llow ing t ran sf er t o p ar t t im e em p loym en t accrual o f leave w ill occur on a p ro rat a b asis.

3.3.1 Agreed Ordinary Hours – Contact Centre Not w it hst an d ing t he p rovisions ab ove, f o r em p loyees w orking w it h in t he Con t act Cen t re environm en t ad d it ion al hours w orked ab ove t he agreed o rd inary hours p er w eek w ill b e p aid at o rd in ary t im e. The p aym en t o f over t im e w ill b e sub ject t o t he ad d it ional hours result in g in t he em p lo yee w orking in excess o f t hat p rovid ed f o r in Clause 8.1 (Hours o f Work). All t im e w orked as such w ill b e over t im e and p aid f o r at t he rat es in t h is Agreem en t . Any ad d it ion al agreed o rd in ary hours w ill co un t t ow ard s accrual o f leave on a p ro rat a b asis. 3.4 CASUAL EMPLOYMENT A casual em p loyee w ill m ean an em p loyee w h o is engaged b y t he ho ur on an as req u ired b asis. The f o llow ing cond it io ns w ill b e ap p licab le t o casual em p loyees: The o rd in ary hours w ill no t exceed 8 hours 3.3 m inut es p er d ay b et w een t he hours o f

6.00 a.m . and 6.30 p .m . Mond ay t o Fr id ay. Ho w ever , casual em p loyees w orking w it h in t he Con t act Cen t re en vironm en t , t he d aily sp read o f hours on an o rd in ary w o rk d ay w ill b e 6.00am t o 7.00p m , Mond ay t o Fr id ay in acco rd ance w it h clause 8.1.1.

A casual em p loyee w ill b e p aid at t he rat e o f 25 p ercen t (25%) p er ho ur in ad d it ion t o t he o rd inary hour ly r at es w it h a m in im um p aym en t o f t w o (2) hours f o r each engagem ent .

All t im e w orked in excess o f 8 hours 3.3 m in ut es p er d ay o r out sid e t he sp read o f hours w ill b e p aid at t h e ap p rop r iat e over t im e rat e.

3.4.1 Conversion from Casual Employee to a Permanent Employee Casual em p loyees, w h o have w orked on a regular and syst em at ic b asis f o r a p er iod exceed ing 6 m on t h ’s con t inuous service, w ill have t he op t ion t o ap p ly f o r conversion t o a p erm anen t p ar t t im e o r p erm anen t f u ll t im e. If Energy Queensland agrees (an d such Agreement w ill no t b e un reasonab ly w it h held ), t he m in im um hours o f w ork on ap p o in t m en t w ill b e calculat ed on t he average o f t he hours w o rked each w eek over t he p reced in g six (6) m on t h p er io d . Pr io r t o t he com p let ion o f six (6) m on t hs con t inuous service, Energy Queensland w ill p rovid e no t ice t o a casual em p loyee regard ing t he ab ove op t ion . 3.5 FIXED TERM AND SPECIFIED TASK Energy Queensland m ay ap p o in t Fixed Term o r Specified Task em p loyees in circum st ances w here t he ap p o in t m en t is f o r a nom inal p er iod up t o t w en t y f our (24) calend ar m on t h s.


Fo llow ing consultation w it h t he relevan t Nominated Employee Representatives t h is p er iod m ay b e ext en d ed t o a longer p er iod , t o cover t he f o llow ing sit uat ions: Where em p loyees are t em p orar ily ab sen t f rom w ork as a result o f b eing on an

ap p roved f o rm o f leave, t em p o rary t r ansf er o r second m ent , o r w here t h e p erm anen t incum b en t is b ack-f illin g in ano t her ro le;

Where t here is a sho r t t erm req u irem en t t o p er f o rm t he d ut ies o f a vacan t p o sit ion as a result o f a rest ruct ure and un t il such t im e t hat t he p osit ion is f illed on a p erm anen t b asis, b eing a p er iod o f no m ore t h an t w elve (12) m on t hs;

Where sp ecialist skills are sough t t hat are b eyond t he cap ab ilit y o f exist ing em p loyees, and t hat once t he w o rk is com p let ed t here w ill no t b e an on -go ing n eed f o r t he w ork t o b e p er f o rm ed ;

Where t here exist s unexp ect ed p eak p er iod s o f w ork; o r Where a p ro ject , p rogram o r p er iod ic t ask has b een id en t if ied and t here is n o t likely

t o b e an on -go ing need f o r t he w ork t o b e p er f o rm ed once t h e t ask is com p let e. Where an exist in g, p erm anen t em p loyee is second ed t o p er f o rm a sp ecif ic t ask o r t asks o r f o r a Fixed Term p er iod , t he em p loyee w ill on com p let ion b e red ep loyed t o a su it ab le alt ernat ive p osit ion com m ensurat e w it h t heir skills and com p et ency o r , if availab le, t heir p revious p o sit ion .

Where, at t he t im e o f ap p o in t m en t any Specified Task is reason ab ly likely t o ext end b eyond t w en t y f our (24) calen d ar m on t hs, t h e Parties agree t hat such p osit ions w ill b e f illed b y a p erson em p loyed as a p erm anen t em p loyee. 3.5.1 Completion of Term Payment On com p let ion o f a Fixed Term o r Specified Task engagem ent (m in im um o f t w elve m on t hs) w here t he em p loym en t t erm in at es, an ex-grat ia “Completion of Term Payment” (CTP) w ill b e p ayab le as f o llow s t o t h e em p loyee: Th ree (3) w eeks p er year o f service, t o get h er w it h a p ro p or t ionat e am oun t f o r an

incom p let e year o f service; Pro -rat a Annual Leave is p aid t o t he d at e o f t erm in at ion less any An nual Leave t aken ;

and Long Service Leave (LSL) at t he rat e o f 1.3 w eeks p er com p let ed year o f service and

p ro -rat a w ill b e p aid f o r an incom p let e year o f service up t o t he d at e o f t erm inat ion less any LSL t aken .

The Com p let ion o f Term Paym en t d o es no t ap p ly t o an ap p ren t ice o r a t r ainee und er an ap p ren t icesh ip o r t r ain eesh ip . 3.6 POSITION DESCRIPTIONS All o f f er s o f em p loym en t w ill includ e an up t o d at e p osit ion p ro f ile. Energy Queensland p rovid e a com m it m en t t o having cur ren t p osit io n d escr ip t ion s f o r all job s w it h in Energy Queensland’ op erat ions. Ad ver t ised p o sit ions w ill b e accom p an ied b y p osit ion d escr ip t ions in all cir cum st ances. Posit ion d escr ip t ions should b e regular ly r eview ed t o d et erm in e if t he d ut ies, key accoun t ab ilit ies, o r rep o r t ing resp onsib ilit ies have chan ged . The p osit ion p ro f ile should b e up d at ed t o ref lect any changes. The review o f ind iv id ual p o sit ion d escr ip t io ns should occur at least annually an d b e d iscussed as p ar t o f t he annual p er f o rm ance review p rocess. The review p rocess w ill b e in consult at ion w it h t he em p loyee on any p rop osed chan ges and am end m en t s t o b e


m ad e t o t he p osit ion d escr ip t ion and p rovid ed t o t he em p loyee and p laced on t heir p ersonnel f ile. If t he accoun t ab ilit ies, resp onsib ilit ies o r skill r eq u irem en t s o f t he p osit ion change suf f icien t ly t o w ar ran t a p ossib le reclassif icat ion , t he p o sit ion d escr ip t ion w ill need t o b e re-evaluat ed and d et erm ined w it h in an agreed t im ef ram e t o assess w het her t he cur ren t classif icat ion level and t heref o re salary, is st ill ap p rop r iat e f o r t he p o sit ion . If t he p osit ion is re-evaluat ed at a low er o r h igher classif icat ion , t he out com es and reasons w ill b e com m un icat ed in a t im ely m anner in w r it ing t o t he em p loyee o r em p loyees af f ect ed . 3.7 TERMINATION OF EMPLOYMENT 3.7.1 Statement of Employment Energy Queensland w ill, in t he even t o f t erm inat ion o f em p loym en t , p rovid e up on req uest t o an em p loyee w ho h as b een t erm in at ed a w r it t en st at em en t sp ecif ying t he p er iod o f em p loym en t and t he classif icat ion o r t yp e o f w ork p er f o rm ed b y t h e em p loyee.8 3.7.2 Notice of Termination by Energy Queensland Energy Queensland w ill g ive t he f o llow ing p er io d o f con t inuous no t ice in t erm in at ing t he em p loym en t o f an em p loyee:

Period of Continuous Service Period of Continuous Notice

Not m o re t han 1 year 1 w eek

More t han 1 year , b ut no t m ore t h an 3 years 2 w eeks

More t h an 3 years, b ut no t m ore t h an 5 years 3 w eeks

More t h an 5 years 4 w eeks The em p loyee canno t b e d irect ed b y Energy Queensland t o ut ilise t heir annual leave in lieu o f serving t he no t ice p er io d . In ad d it ion t o t he ab ove no t ice, em p loyees over 45 years o f age at t he t im e o f g iv ing o f no t ice and w it h no t less t han t w o (2) years’ con t inuous service w ill b e en t it led t o an ad d it ional w eek’s no t ice. Paym en t in lieu o f no t ice w ill b e m ad e if t he ap p ro p r iat e no t ice is no t g iven . Em p loym en t m ay b e t erm inat ed b y p ar t o f t he p er iod o f no t ice sp ecif ied and p ar t p aym en t in lieu. Com p en sat ion m ust at least eq ual t he t o t al o f t he am oun t Energy Queensland w ould h ave b een liab le t o p ay t he em p loyee if t he em p lo yees em p loym en t had con t inued un t il t he end o f t he req uired no t ice p er iod . The t o t al m ust b e calcu lat ed on t he b asis o f : The o rd inary t im e rat e o f p ay f o r t he em p loyee; and The am oun t s p ayab le t o t he em p loyee f o r t he hours, includ ing (f o r exam p le)

Allowances, lo ad ings and p en alt ies; an d Any o t her am oun t s p ayab le un d er t he em p loyee’s con t ract o f em p lo ym en t . The p er io d o f no t ice w ill no t ap p ly in t he case o f d ism issal f o r m iscond uct o r o t her ground s t hat just if y in st an t d ism issal, o r in t he case o f casual em p loyees o r em p loyees o t her t han p erm anen t engaged f o r a Fixed term o r Specified Task.


3.7.3 Notice of Termination by Employee An em p loyee w ill g ive Energy Queensland o ne (1) w eeks’ no t ice o f t erm inat ion o f em p loym en t . If an em p loyee f ails t o g ive n o t ice Energy Queensland w ill h ave t he r igh t t o w it hho ld one w eek's w ages d ue t o t he em p loyee. 3.7.4 Time Off During Notice period Dur ing t he p er io d o f no t ice o f t erm inat ion g iven b y Energy Queensland, t he em p loyee w ill b e allow ed up t o one (1) d ays’ t im e o f f w it ho ut loss o f p ay f o r each w eek o f no t ice (up t o a m axim um o f f our (4) d ays) f o r t he p urp ose o f seeking o t her em p loym en t . Th is t im e o f f w ill b e t aken at t im es t hat are conven ien t t o t he em p loyee af t er consultation w it h Energy Queensland


PART 4 WAGES 4.1 WAGES PAYMENTS Th is Agreement p rovid es f o r t he f o llow ing guaran t eed com p ound ing salary increases: From 1 March 2018 a 3.0% w age ad just m en t ; From 1 March 2019 a 3.0% w age ad just m en t ; and From 1 March 2020 a 3.0% w age ad just m en t .

The Parties have agreed t o a review over t he lif e o f t h is Agreement b ased on t he m ovem ent in CPI over t he f u ll t erm o f t h is Agreement, and ad just base rate w here CPI h as m oved b y a h igher t o t al p ercen t age am o un t t han t he base rate increases p rovid ed b y t h is Agreement (9.28%). Such ad just m en t w ill t ake t he f o rm o f an increase b y t he p ercen t age necessary t o ensure t hat base rates have m oved b y at least t he sam e am oun t as CPI over t he t erm o f t h is Agreement, and w ill b e p ayab le p rosp ect ively f rom t he last p ay p er io d w it h in t he nom inal t erm o f t h is Agreement. CPI m ean s Consum er Pr ice Ind ex, Aust ralia (Aust ralian Bureau o f St at ist ics Cat . No . 6401.0) f o r Cap it al Cit y Br isb an e, p ercen t age chan ge in t he ind ex f rom t he last q uar t er rep o r t ed p r io r t o cer t if icat ion t o t he eq uivalen t q uar t er t h ree (3) years lat er . 4.2 PAYMENT OF SALARY Em p loyees’ salar ies w ill b e p aid t o t he em p loyees’ nom in at ed accoun t (s), up t o a m axim um o f f our (4) accoun t s w it h any b ank, cred it un ion , p erm anen t b u ild ing societ y o r o t her f inancial in st it u t ion each f o r t n igh t . Energy Queensland w ill m eet t he cost s incur red in t he p aym en t o f salary in t o an em p loyees’ no m inat ed accoun t (s), exclud in g any p ersonal accoun t f ees and t h e like. Fo r t he p urp ose o f calculat ing t he am oun t p ayab le f o r t n igh t ly, t he annual salary w ill b e d iv id ed b y 26. All p ays, excep t ear ly t erm in at ion cases, w ill b e t r ansf er red in t o t he nom inat ed acco un t s no lat er t h an one (1) h our b ef o re close o f b usiness on t he Thursd ay f o llow ing t he close o f t he p ay p er iod . Where an act ion b y Energy Queensland h as d irect ly result ed in em p loyees no t h aving t heir f u ll b ase p ay d ep osit ed in t heir nom inat ed f inancial accoun t (s) b y clo se o f b usiness on t he recogn ised p ay d ay Energy Queensland w ill p rocess t h is p aym en t w it h in t w o (2) w orkin g d ays f rom t h e er ro r b eing id en t if ied . Fur t her , Energy Queensland w ill reim b urse t h e af f ect ed em p loyees any sub st an t iat ed ad d it ional d irect ch arges incur red b y t he d elay. As an exam p le, an ad d it ion al p enalt y im p osed b y a f in ancial inst it u t ion d ue t o a ho m e loan p aym en t no t b eing d ed uct ed f rom t he em p loyee’s accoun t , d ue t o insuf f icien t f und s caused b y Energy Queensland d elay, w ill at t r act reim b ursem en t . Where over t im e an d /o r p enalt ies are no t p aid in t he ap p licab le p ay cycle, p aym en t s ow ing w ill b e m ad e in t he f o llow ing f o r t n igh t ly p ay cycle. If t he oversigh t is t he result o f an em p loyer om ission o r er ro r (f o r exam p le, a syst em er ro r o r o t her er ro r o ut sid e t he af f ect ed em p loyee’s con t ro l) and t he am oun t o w ing is causing f inancial concern t o t he em p loyee, Energy Queensland w ill ar range an o f f cycle p aym en t (t h e w eek b et w een f o r t n igh t ly p ay runs) on t h e req uest o f t he em p loyee.


Energy Queensland r eco gn ises t h at p ersonal cir cum st ance, such as d em onst rat ed f in ancial concern , m ay w ar ran t consid erat ion o f an o f f -cycle p aym en t t o b e m ad e in o t her circum st ances. 4.3 RECOVERY OF OVERPAYMENTS Where an em p loyee receives an overp aym en t , a r easonab le rep aym en t sched ule w ill b e im p lem en t ed f o llow in g consultation an d agreem en t b et w een Energy Queensland and t he em p loyee f o r t he p urp ose o f recover in g any overp aym en t o f en t it lem en t s f o r a p er iod o f up t o t w o (2) years f rom t he d at e t he overp aym en t is id en t if ied , less any sub st an t iat ed cost s incur red b y t he em p loyee as t he so le r esult o f t he overp aym en t . Such agreem en t w ill no t b e un reason ab ly w it hheld b y eit her p ar t y. No t w it hst an d ing t he ab ove, Energy Queensland reserves t he r igh t t o r eclaim am oun t s p aid in er ro r f o r a p er iod o f great er t h an t w o (2) years in inst ances w here t he em p loyee w as resp onsib le f o r t he overp aym en t occur r ing o r cou ld have reasonab ly b een exp ect ed t o know t here w as an overp aym en t occur r ing an d f ailed t o no t if y Energy Queensland.


PART 5 ALLOWANCES 5.1 ALLOWANCES The f o llow ing Allowances ap p ly (as ap p licab le) t o em p loyees covered b y t h is Agreement:

Availab ilit y Dut y Allowance (ADA) First Aid Allowance Over t im e Meal Allowance Localit y Allowance Working Aw ay f rom Ho m e Allowances:

Meals (Breakf ast , Lunch , Dinner ) Incid en t al Allowance Sup p lem en t ary Allowance

5.2 WORKING AWAY FROM HOME Em p loyees w ho are req u ired t o w ork aw ay f rom t heir no rm al p lace o f w ork, w h ich req u ires an overn igh t ab sence, w ill d o so in acco rd ance w it h t he t erm s and cond it ions o f t h is clause. Energy Queensland is co m m it t ed t o w ork lif e b alance and w h ere p ract icab le em p loyees w ill no t b e req u ired t o w ork aw ay f rom hom e and w ill com m ut e w here reasonab le. 5.2.1 Period Away From Home Energy Queensland w ill n o t no rm ally req uire em p loyees t o w ork aw ay f rom hom e f o r m ore t han t w o (2) consecut ive w eeks w it hout r et urn ing hom e. Energy Queensland w ill m eet t he cost s o f t im e and t ravel t o hom e and ret urn every t w o (2) w eeks. No t w it hst an d ing t h at t he em p loyees and p ro ject sup erviso r m ay m ut ually agree sho r t er o r longer p er iod s. Energy Queensland em p loyees w hen w orking aw ay f rom hom e f o r con t inuous p er iod s exceed ing one (1) w eek, m ay ret urn t o t heir h om e b ase on w eeken d s p r io r t o com p let ion o f t he Sch ed uled w o rk. Any such ar rangem ent s w ill b e b y Mutual Agreement b et w een t he em p loyee and relevan t sup erviso r and any t r avel w ill b e in t he em p loyee’s ow n t im e. 5.2.2 Provision of Accommodation and Meals Energy Queensland w ill p rovid e m eals an d accom m od at ion (f u ll b oard ) t o t he id en t if ied st and ard w hen em p loyees are req uired t o w ork aw ay f rom t heir n o rm al p lace o f w o rk. Where Energy Queensland p rovid es m eals, t hey shall b e o f a su it ab le cho ice, q ualit y and q uan t it y t o m eet t he varying t ast es an d nut r it ional need s o f em p loyees. Em p loyees can elect t o receive a m eal allowance in lieu o f m eals ar ran ged and p rovid ed b y Energy Queensland. No t w it h st and in g t h is, w here t here is insuf f icien t availab ilit y o f su it ab le m eals in t he im m ed iat e area f o r em p loyees t o access, Energy Queensland w ill p rovid e m eals. In t h ese circum st ances em p loyees w ill no t b e ab le t o claim t h e m eal allowance. Where allowances are p rovid ed t o em p loyees, t he f o llow ing ar rangem ent s w ill ap p ly: Energy Queensland w ill p rovid e accom m o d at ion , a d aily m eal allowance o f $108.60 an d an incid en t al allowance o f $27.65 f o r each overn igh t ab sence. These allowances w ill b e ad just ed in acco rd ance w it h Aust ralian Taxat ion Of f ice (ATO) increases f o r t ier t w o (2) coun t ry cen t res as var ied f rom t im e t o t im e.


There m ay b e occasion s w here an em p loyee m ay claim in d iv id ual m eal allowances, such as d ur ing t r avel o r w here no t all m eals are p rovid ed . The ap p licab le ind ivi d ual m eal allowances are: Breakf ast $ 27.05 Lunch $ 27.65 Dinner $ 53.90 TOTAL $ 108.60 In iso lat ed an d rem ot e areas, Energy Queensland w ill p rovid e a m eal allowance o f $129.50. Allowances w ill b e ad just ed in acco rd ance w it h Aust ralian Taxat ion Of f ice (ATO) increases f o r h igh cost coun t ry cen t res as var ied f rom t im e t o t im e. Remote or Isolated Regions is d ef ined as t he To r res St rait s, Far West ern Queensland and t he Gulf . Energy Queensland w ill p ay f o r any m eals req uired on t he f o llo w ing b asis: Breakf ast $ 29.45 Lunch $ 41.70 Dinner $ 58.35

TOTAL $ 129.50 Ind iv id ual m eal allowances can b e claim ed on t he f ir st and last d ay o f t r avel as f o llow s (w here m eals are no t p rovid ed ):

First Day The b reakf ast allowance m ay b e claim ed w here t he em p loyee is t r avelling aw ay

f rom t heir hom e b ase, and t he em p loyee is req uired t o b egin w ork and /o r t r avel p r io r t o t heir no rm al rost ered st ar t t im e.

The lunch allowance m ay b e claim ed w here t h e em p loyee is req u ired t o b eg in t r avel p r io r t o t heir rost ered lunch b reak.

The d inner allowance m ay b e claim ed as ap p licab le f o r each overn igh t ab sence.

Last Day Where t he em p loyee is t r avelling b ack t o ho m e b ase, t he b reakf ast and lunch

allowances m ay b e claim ed as ap p licab le. The d inner allowance can on ly b e claim ed w here an em p loyee co n t inues t o

t r avel and /o r w ork one (1) hour o r m ore af t er t heir no rm al f in ish ing t im e. Please No t e: Energy Queensland w ill m eet t he co st s o f any Fr inge Benef it s Tax (FBT) t hat is ap p licab le in resp ect o f t he allowances d escr ib ed in t h is Clause. Where em p loyees elect t o t ake t he m eal allowances in lieu o f havin g m eals p rovid ed , t he recom m end ed m axim um t im e w orked aw ay w it hout r et urn t o hom e is t h ree (3) w eeks. Any p er iod longer t h an t h ree (3) w eeks aw ay w it hout r et urn ing h o m e m ay result in t he allowance b eing sub ject t o FBT as a Liv ing Aw ay f rom Hom e Allowance. Wh ile Energy Queensland w ill m eet t he FBT liab ilit y , if any, t he em p loyee m ay have som e o r all o f t he allowance show n on t heir p aym en t sum m ary as rep o r t ab le f r in ge b enef it s. The em p loyee w ill b e req u ired t o co m p let e a d eclarat ion b y Energy Queensland and Energy Queensland m ay b e req u ired t o d isclose an associat ed am oun t on t he em p loyee recip ien t ’s p aym en t sum m ary und er t he co m p ulso ry rep o r t ab le f r inge b enef it s m easures.


5.2.3 Accommodation Standard Energy Queensland w ill ensure em p loyees are p rovid ed w it h t he f o llow ing m in im um st and ard o f accom m o d at ion ; a w ell m ain t ained serviced , air -cond it ioned single m o t el room w it h r ad io /t elevision , en suit e b at h /show er , t o ilet f ac ilit ies an d a ref r igerat o r f o r t he st o rage o f em p loyee’s f ood an d b everages.

5.2.4 Supplementary Accommodation Allowance Where Energy Queensland is un ab le t o p rovid e accom m od at ion t o t he m in im um st an d ard , em p loyees w ill b e en t it led t o claim t he sup p lem en t ary accom m od at ion allowance und er any one o f t h e f o llow in g circum st ances:

1. When em p loyees are req u ired t o p rep are o r sup p ly m eals and m ain t ain t heir accom m od at ion f acilit ies w hen w orking in rem ot e o r iso lat ed regions w here serviced com m ercial accom m od at ion is no t p rovid ed ; o r

2. When em p loyees are p laced in accom m od at ion w here Energy Queensland’s

m in im um accom m o d at ion st and ard co uld no t b e p rovid ed an d t he lengt h o f st ay is f o r t w o (2) o r m ore o vern igh t ab sences; o r

3. When em p loyees are p laced in t o accom m od at io n on a t w in sh are b asis f o r each

overn igh t ab sence. The sup p lem en t ary accom m od at ion allowance w ill b e as f o llow s:

Effective Date Amount (per overnight absence)

Agreem en t Op erat ive d at e 2017 $16.70

1st March 2018 $17.20

1st March 2019 $17.72

1st March 2020 $18.25

Commercial Accommodation w ill m ean ho t el/m o t el st yle accom m od at io n . Non Commercial Accommodation m ay includ e accom m o d at ion such as m in ing cam p s, w orkers b ar racks, shearer ’s q uar t er s, non serviced caravan p arks.

5.2.5 Communication Expenses Reasonab le com m un icat ions exp enses (f o r exam p le in t ernet and t elep hone) incur red b y em p loyees w h ile t ravelling w ill b e p aid b y Energy Queensland.

5.2.6 Laundry For em p loyees sched uled t o w ork aw ay f o r p er io d s o f f ive (5) o r m o re consecut ive d ays, laund ry services (i.e. w ash ing an d f o ld ing) w ill b e p rovid ed f rom t he t h ird d ay.

5.2.7 Overseas Work Em p loyees m ay b e req uest ed b y Energy Queensland t o t r avel overseas on b usiness. Wh ile w orking overseas em p loyees w ill w here p ossib le, b e en t it led t o t he sam e st an d ard o f accom m od at ion and m eals as w ould b e p rovid ed b y Energy Queensland in Aust ralia. Where availab le, p rem ium econom y o r eq u ivalen t seat ing w ill b e p ro vid ed f o r em p loyees und er t aking such t r avel.


Energy Queensland w ill r eim b urse t he em p loyee f o r all b usiness relat ed exp enses incur red and p rovid e t h e em p lo yee w it h a co rp o rat e cred it card , t raveller ’s cheq ues, cash o r o t her suit ab le f o rm o f recom p ense. Energy Queensland w ill r eim b urse t he em p loyee f o r act ual exp enses incur red f o r laund ry, airp o r t t axes, t ip s (w h ere cust om ary in t he coun t ry), and t r ansp o r t t o and f rom air p o r t s and w ork p laces. At no cost t o t he em p loyee, Energy Queensland w ill ar range all necessary visas an d allow t he em p loyee p aid t im e t o ob t ain a p assp or t , and t o ob t ain any im m un isat i on req u irem en t s p r io r t o d ep ar t ure. Where w orkers com p ensat ion d oes no t ap p ly b ecause o f t he w ork o r w ork locat ion , Energy Queensland w ill ar range f o r and p ay t he p rem ium s f o r p ersonal accid en t insurance t o cover t he em p loyee. Energy Queensland w ill ensure t h at t he em p loyee w ill no t b e d isad van t aged in t erm s o f any accid en t b enef it t h at w ould no rm ally b e availab le und er Queensland WorkCover legislat ion . Energy Queensland w ill com p ensat e t he em p loyee f o r any f inancial losses d irect ly incur red as a result o f t he em p loyee w orking overseas. Em p loyees w ill t heref o re b e recom p ensed f o r f inancial losses ar ising f rom , b ut no t lim it ed t o , cur rency exch an ge var iat ions, co st o f livin g d if f erences b et w een Aust ralia and t he coun t ry in w h ich t he w o rk is b eing p er f o rm ed , reasonab le t elep hone calls t o Aust ralia, and p ersonal t axat ion ad just m en t s. Where an em p loyee w ho is w o rking overseas f o r such an ext en d ed p er iod t hat t he em p loyee is no longer req u ired t o p ay Aust ralian t axes, and /o r is req uired t o p ay t ax at a rat e low er t h an w h at w ould no rm ally ap p ly had t he em p loyee b een w orking in Aust ralia, t he em p loyee w ill b e en t it led t o t he b enef it b y w ay o f any red uct ion in t axat ion . If t he em p loyee is req u ired t o p ay t ax at a h igher rat e t han w hat t he em p loyee w ould have b een req u ired t o p ay w hen w orking in Aust ralia, Energy Queensland w ill, in ad d it ion t o t he em p loyee’s usual w ages, p ay t he ad d it ional t ax on b ehalf o f t he em p loyee. Energy Queensland w ill p r io r t o t he em p loyee’s d ep ar t ure, p rovid e any cur ren t ad vice, w h ich m ay have b een issued b y t he Dep ar t m en t o f Fo reign Af f airs concern ing t he coun t ry in w h ich t he em p loyee is t o w ork. Energy Queensland w ill also p rovid e o t her in f o rm at ion , w h ich is in Energy Queensland’s p ossession , w h ich m ay b et t er ap p r ise t he em p loyee o f sp ecif ic legal an d o r cult ural issues, w h ich are p ar t icu lar t o t h e coun t ry in w h ich w o rk is t o b e p er f o rm ed . Ext end ed t r avel p lans should accom m od at e ad eq uat e rest b reaks f o r em p loyees. Energy Queensland m ay inst igat e ad d it ional ar rangem ent s as m ay b e agreed on an ind ivid ual b asis. 5.3 AVAILABILITY DUTY ALLOWANCE On-call Employee m ean s an em p loyee w ho out sid e o rd in ary w orking hours is r eq u ired t o b e availab le at all t im es t o p er f o rm em ergency w ork. Supervisor On Call m eans an em p loyee w ho is req u ired out sid e o rd inary hours t o receive calls relat ive t o em ergency an d /o r b reakd ow n w ork. Where Energy Queensland req u ires an em p loyee t o b e on an availab ilit y d u t y ro st er on a con t inuous b asis t o p er f o rm d ut ies o f an on -call em p loyee t hey w ill b e en t it led t o b e p aid an Availab ilit y Dut y Allowance.


Roster Frequency

Effective from Agreement

Operative date 2017

Effective from 1st March 2018



One (1) w eek in t h ree (3) w eeks o r m ore f req uent

$ 60.10 p er d ay $ 61.90 p er d ay $ 63.76 p er d ay $ 65.67 p er d ay

One (1) w eek in f our (4) w eeks o r less f req uent

$ 55.70 p er d ay $ 57.37 p er d ay $ 59.09 p er d ay $ 60.86 p er d ay

Em p loyees w ho are no t p erm anen t m em b ers o f t he Availab ilit y d u t y rost er w ill b e ab le t o claim t h e Availab ilit y Dut y Allowance r at e ap p licab le f o r one (1) in f our (4) o r less f req uen t f o r each d ay t hey are req u ired t o b e availab le. If an em p loyee’s Rost ered Day Of f (RDO) f alls w it h in a p er iod t hey are rost ered on -call, t he RDO w ill b e re-sch ed uled in ad vance t o a m ut ually agreed d at e in t h e p ay p er io d out sid e o f t he availab ilit y rost er p er iod . Where circum st ances p reven t t he em p loyee f rom t aking t heir RDO w it h in t he p ay p er io d it w ill b e b anked in acco rd ance w it h clause 8.2.1. Em p loyees req u ired t o b e on availab ilit y d ut y w ill h ave one (1) d ay ad d ed t o t heir annual leave f o r each p ub lic h o lid ay on w h ich t hey are req u ired t o b e availab le. 5.3.1 Emergency Work All em p loyees (exclud in g ap p licab le em p loyees on Alt ernat ive Em p loym en t Ar rangem ent s), w ho are called out and leave hom e t o p er f o rm em ergency w ork out sid e o f t heir o rd inary hours o f w ork w ill b e en t it led t o over t im e f o r such w ork f rom t he t im e o f leaving hom e un t il t hey ret urn hom e w it h in a reasonab le t im e. The p aym en t w ill no t b e less t h an f our (4) o rd in ary hours o r t he over t im e ap p licab le f o r t he hours w orked w h ichever is t he great er . Em p loyees w ho are req uired t o p er f o rm em ergency w o rk and f ault s w it hout leaving t heir hom e w ill b e p aid a m in im um o f one (1) hour at t he ap p rop r iat e over t im e p enalt y rat e on each occasion . Where t he w ork ext end s b eyond t h e one (1) hour over t im e m in im um , t h e em p loyee is en t it led t o claim over t im e at t he ap p licab le over t im e rat e un t il t he w ork ceases. Sub seq uen t w ork w it h in t hat one (1) hour p er iod w il l no t at t r act ad d it ional over t im e o r p enalt y p aym en t s. The em p loyee w ill b e d eem ed t o b e o f f d u t y af t er t he com p let ion o f t he m in im um one (1) hour p er iod o r t he act ual over t im e w o rked . Where an em p loyee is r eq u ired t o ret urn t o t h e w ork sit e [un ab le t o b e f ixed rem ot ely] t o at t end t o t he sam e f au lt , t he t im e alread y p aid w ill b e t aken in t o accoun t in t he f our [4] hours o rd inary p aym en t . 5.3.2 Employee not on Availability Duty – Public Holiday Em p loyees, w ho are n o t rost ered on an availab ilit y d ut y rost er an d are called in t o car ry out em ergency w o rk on a p ub lic ho lid ay, w ill b e en t it led t o p aym en t at t he ap p licab le over t im e p en alt y p aym en t f o r such w ork f rom t he t im e o f leaving hom e un t il t hey ret urn hom e w it h in a reasonab le t im e. Ad d it ionally, em p loyees w ill r eceive accrued t im e in lieu ad d ed t o t heir annual leave f o r any t im e w orked on t he p ub lic ho lid ay, on a t im e f o r t im e b asis. The m axim um hours t o b e allocat ed t o t h e em p loyees annual leave accrual w ill b e 8.03 hours. Fo r exam p le if an em p loyee w o r ks 6.5 hours act ual t im e, 6.5 hours w ill b e allocat ed t o t heir annual leave accrual on a t im e f o r t im e b asis.


5.4 PAYMENT FOR OUT OF HOURS COMMUNICATIONS Where an em p loyee is con t act ed out sid e o rd in ary hours t o p rovid e ad vice (b y p hone, em ail et c) o r p er f o rm w ork, t he em p loyee sh all b e p aid one (1) hour at t he ap p rop r iat e over t im e p en alt y r at es. Sub seq uen t calls w it h in t hat one (1) hour p er iod w ill no t at t r act ad d it ional over t im e o r p enalt y p aym en t s. 5.4.1 Support Role Emergency Situations

Em p loyees req uest ed t o w ork in sup p or t o f o t her em p loyees rost ered f o r availab ilit y d ut ies f o r af t er hours, in st o rm and em ergen cy cond it ions, w ill b e p aid over t im e at t h e ap p licab le over t im e rat e f o r such w ork.

5.5 TRAVEL TIME Where p ossib le em p loyees w ill t ravel d ur ing o rd in ary rost ered hours. The f o llow ing w ill ap p ly t o all em p loyees covered b y t h is Agreem en t , w ho are req uired t o t r avel out sid e o rd inary rost ered hours o f w ork: Where em p loyees are req u ired t o t r avel t o and f rom t heir d ep o t t o t he w ork sit e

[o t her t h an St ar t an d Fin ish on t he Job Ar ran gem ent s], out sid e t he no rm al sp read o f w orking hours, t im e sp en t in such t r avel w ill b e p aid f o r at over t im e rat es.

Where an em p loyee is r eq u ired t o t r avel t o an o t her locat ion out sid e o rd in ary hours o f

w ork, and d ur ing t he course o f such t r avel is sched uled t o exercise no rm al rost er d ut ies, t he em p loyee w ill b e p aid f o r at over t im e rat es.

Where it is necessary f o r em p loyees t o t r avel out sid e o f o rd in ary w orking hours, in any o t her circum st ance, t im e sp en t in such t r avel w ill b e p aid f o r at t im e and a half calculat ed at t heir cur ren t rat e o f p ay. Em p loyees req uired t o w ork on any d ay aw ay f rom t heir usual p lace o f w ork w ill com m ence w ork at t he usual st ar t ing t im e at t he p lace d esignat ed b y Energy Queensland and w ill b e p aid : Fo r t im e p r io r t o d ep ar t ure in acco rd ance w it h air line req uirem en t s t o check in p r io r

t o d ep ar t ure; Fo r t im e reasonab ly sp en t t ravelling b o t h w ays b et w een t heir hom es and t h eir

d esign at ed p lace o f w ork in excess o f t he t im e no rm ally sp en t b y t hem t ravelling b o t h w ays b et w een t heir ho m es and t heir no rm al p lace o f w ork.

Excep t w h ere f at igue guid elines p rovid e f o r a lesser p er io d t he m axim um num b er o f hours act ually sp en t t r avelling w ill b e t w elve (12) p er d ay. Energy Queensland w ill p ay f o r all ap p licab le f ares. When em p loyees are req u ired t o t r avel in t h e ab ove circum st ances, in w et clo t hes, as a result o f w orking in t he rain , w it hout havin g had t he op p o r t un it y t o change in t o d ry clo t h ing , Clause 5.17 (Work in t he Rain ) o f t he Agreement ap p lies. 5.6 USE OF OWN VEHICLE The p ref er red ar rangem ent is f o r Energy Queensland t o ar range t r avel f o r w ork relat ed p urp oses. Energy Queensland w ill no t d irect an em p loyee t o use t heir ow n veh icle f o r w ork relat ed t r avel p urp oses. Where an em p loyee elect s t o use t heir o w n veh icle f o r w o rk relat ed t r avel p urp oses and it is agreed b y Energy Queensland, t hey w ill b e en t it led t o b e


reim b ursed on a p er kilom et re b asis in line w it h t he Aust ralian Taxat ion Of f ice guid elines o r if ap p licab le, t he eq uivalen t econom y class air f are 5.7 HIGHER DUTIES Where Energy Queensland r eq u ires an em p loyee t o car ry ou t d ut ies w h ich req u ire t he exercise o f com p et en cies over and ab ove t hat f o r w h ich t he em p loyee is o t herw ise rem unerat ed , f o r at least one f u ll d ay con t in uously exclud in g Rost ered Days Of f (RDO’s), t he em p loyee w ill b e en t it led t o t h e rat e o f p ay p rescr ib ed b y t h is Agreement f o r t he com p et encies exercised . An em p loyee p er f o rm ing h igher d ut ies w ill b e p aid at t he relevan t h igher rat e o f salary in t he next p ay p er io d f o llow ing com m encem ent o f t he h igher d u t ies (w here p ract icab le) and in each sub seq uen t p ay p er iod w here such h igher d ut ies con t inues. Where an em p loyee is p er f o rm ing h igher d ut ies im m ed iat ely p r io r t o com m encing Person al Leave, annual leave, Long Service Leave and com p assion at e leave, t he em p loyee w ill b e p aid at t h e relevan t h igher d u t ies rat e f o r t he d urat ion o f t he p aid leave. Where an em p loyee is p er f o rm ing h igher d ut ies im m ed iat ely p r io r t o com m encing m at ern it y leave, ad op t ion leave o r p at ern it y leave, it w ill b e p aid at t he relevan t h igher d ut ies rat e. Fo r em p loyees w ho are m em b ers o f t he Def ined Benef it sect ion o f Energy Sup er an d have p er f o rm ed h igh er d ut ies f o r a p er iod o f 12 m on t hs o r m ore and are ap p o in t ed t o t he p osit ion on a p erm anen t b asis w it h con t inu it y b et w een t he act ing p osit ion an d t he new p erm anen t p osit ion , Energy Queensland w ill p ay any d if f erence in t he em p loyer sup erannuat ion con t r ib ut ion b et w een t he h igher d u t ies p o sit io n and t h e p revio us sub st an t ive p o sit ion , w here such em p lo yee elect s t o m ake up t heir r elevan t con t r ib ut ions f o r t hat p er iod . 5.8 FIRST AID The f o llow ing rat es, w h ich have b een ind exed t o t he salary increases p rovid ed b y t h is Agreem en t , w ill ap p ly t o Fir st Aid Allow ances.

Effective Date First Aid Allowance (per week)

Agreem en t Op erat ive d at e $15.80

1st March 2018 $16.27

1st March 2019 $16.76

1st March 2020 $17.26 When an em p loyee, w ho ho ld s a cur ren t ap p rop r iat e f ir st aid cer t if icat e, is ap p o in t ed b y Energy Queensland as a f ir st aid at t end an t t hey w ill b e p aid at t he rat e o f t he ap p licat ion o f t he Fir st Aid Allow ance in ad d it ion t o t heir o rd in ary rat es. Energy Queensland w ill p ay f o r t he relevan t Fir st Aid t r ain ing o f t he ap p o in t ed o f f icer . 5.9 LOCALITY ALLOWANCE Energy Queensland w ill p ay a localit y allowance t o an em p loyee w h o is em p loyed at a locat ion f o r w h ich a localit y allowance is p ayab le in acco rd ance w it h a d ir ect ive issued und er t he Pub lic Service Act 2008.


For an em p loyee w ho has a d ep end en t sp ouse/p ar t ner o r d ep end en t ch ild and w ho is em p loyed at a locat ion f o r w h ich a localit y allowance is p ayab le, t he allowance w ill b e p aid as f o llow s: Full-t im e em p loyee - at t he ap p rop r iat e rat e set ou t in t he d irect ive; and Par t -t im e em p loyee - at a p rop or t ion at e am oun t o f t he rat e set ou t in t he d irect i ve. Provid ed t hat if an em p loyee’s sp ouse/p ar t ner is also en t it led t o b e p aid a localit y allowance und er t h is p ar t ; o r is em p loyed b y t he St at e and is en t it led t o b e p aid a localit y allowance, t hen t he allowance w ill b e p ayab le at eit her one-h alf t he ap p rop r iat e r at e set out in t he d irect ive f o r a f u ll-t im e em p loyee o r in t he case o f a p ar t -t im e em p loyee at a p rop or t ion at e am oun t o f t he rat e. For an em p loyee w ho d oes no t have a d ep en d en t sp ouse/p ar t ner o r d ep end en t ch ild and w ho is em p loyed at a locat ion f o r w h ich a localit y allowance is p ayab le, t he allowance w ill b e p aid as f o llow s: Full-t im e em p loyee - at one-half t he ap p ro p r iat e r at e set out in t h e d ir ect ive; and Par t -t im e em p loyee - at one-h alf o f t he p rop or t ion at e am o un t o f t he rat e set ou t in

t he d irect ive. Where an em p loyee’s elig ib ilit y f o r localit y allowance is changed t he em p loyee m ust no t if y Energy Queensland im m ed iat ely. Localit y allowance is no t p ayab le t o an em p loyee w ho is ab sen t on leave w it hout p ay.


PART 6 SUPERANNUATION 6.1 SUPERANNUATION Em p loyees covered b y t h is Agreement w ill have sup erannuat io n con t r ib u t ions (as d et erm in ed b y t he ap p licab le leg islat ion ) p aid in t o Energy Sup er . Wit h t he excep t ion o f t hose em p loyees w ho have p revio usly elect ed ano t her sup erannuat ion f und und er a p revious Agreem en t . Wit h t he excep t ion o f ser ious m iscon d uct o r o t her groun d s t hat w ould just if y t erm inat ion , Energy Queensland w ill no t t erm inat e an em p loyee w ho is in receip t o f t em p orary d isab lem en t incom e p ro t ect ion p aym en t s f rom Energy Sup er . Salar y f o r t he p urp ose o f sup erannuat ion w ill no t b e less t h an t he salary an em p loyee is en t it led p ursuan t t o t h is Agreement. 6.1.1 Energy Super Defined Contribution (DC) Members Energy Queensland w ill m ake sup erannuat io n con t r ib ut ions in acco rd ance w it h t he Governm en t Sup erann uat ion Guaran t ee Levy. Fo r t hose em p loyees w ho have jo ined t h e Energy Sup er Def ined Con t r ib ut ion (DC) Fund , Energy Queensland w ill con t r ib ut e an ad d it ional 1% o f t he em p loyee’s o rd in ary t im e earn ings w here t h e em p loyee elect s t o salary sacr if ice 5%.(af t er -t ax) o r 5.88% (b ef o re-t ax). Fo r casual em p loyees, as a m in im um , Energy Queensland w ill con t r ib ut e 9.5% (o r t he ap p rop r iat e p ercen t age as d et erm ined b y t he ap p licab le leg islat ion ) o f t he am oun t ob t ained b y m ult ip lyin g t he casual em p loyee’s o rd in ary rat e o f p ay (inclusive o f casual load ing) b y t h e num b er o f hours act ually w orked up t o , b ut no t exceed ing 36.25 hours in any w eek. In d et erm in ing t h e am oun t Energy Queensland w ill con t r ib ut e f o r t he b enef it o f a p ar t t im e em p loyee, Energy Queensland w ill as a m in im um con t r ib u t e 9.5% (o r t he ap p ro p r iat e p ercen t age as d et erm ined b y t he ap p licab le leg islat ion ) o f t he am oun t ob t ained b y m ult ip ly ing t he p ar t t im e em p loyee’s o rd in ary hour ly r at e o f p ay b y t he num b er o f hours t hat t he em p loyee is o rd in ar ily rost ered t o w o rk in t he p ay p er io d . 6.1.2 Insurance Cover – Defined Contribution Energy Queensland w ill p ay f o r t en (10) un it s o f Incom e Pro t ect ion insurance f o r DC m em b ers in t he Energy Sup er Fun d . The Inco m e Pro t ect ion insurance w ill p rovid e cover f o r t em p orary d isab lem en t up t o a p er io d o f t w o (2) years. Fo llow ing an ap p licat ion f o r Incom e Pro t ect ion t o Energy Sup er , Energy Queensland w ill p rovid e salary m ain t en ance lim it ed t o 80% o f salary f o r sup erannuat ion p urp o ses, in line w it h t he Energy Sup er In com e p ro t ect ion ar rangem ent s f o r any w ait ing p er io d rem ain ing af t er f our t een (14) d ays. Elig ib ilit y t o salar y m ain t enance f o r any w ait ing p er iod in excess o f f our t een (14) d ays is sub ject t o an em p loyee exhaust ing accrued p ersonal leave up t o a m axim um o f t h ir t y (30) d ays t o t al (inclusive o f t he in it ial f our t een (14) d ays) and m ed ical cer t if icat ion con f irm ing t he em p loyee is un f it f o r w ork f o r a con t inuous p er io d in excess o f t he incom e p ro t ect ion w ait ing p er iod . Energy Queensland w ill p ay f o r f ive (5) un it s o f Deat h and To t al and Perm anen t Disab lem en t insurance cover f o r Def ined Con t r ib u t ion m em b ers in t he Energy Sup er Fun d . Full d et ails o f t he insurance cover p rovid ed can b e ob t ained f rom Energy Sup er .


6.1.3 Energy Super Defined Benefit Fund (DB) Members It is agreed t hat w it h resp ect t o calculat ing t he Fin al Average Salary (FAS) f o r em p loyees in t he d ef ined b en ef it sect ion o f Energy Sup er , t he em p loyee’s averaged salary over t he em p loyee’s f in al year o f service w ill b e used . Energy Queensland agrees t h at it s em p loyees w ho are m em b ers o f t he Def ined Benef it sect ion o f t he Energy Sup er Fund Trust Deed w ill no t , w it hout t h e em p loyee’s w r it t en agreem en t , b e t r ansf er red t o t he Def ined Con t r ib u t ion sect ion o f t h e Energy Sup er Fun d Trust Deed . Energy Queensland w ill n o t close t he Def ined Benef it sect ion o f t he Energy Sup er Fun d f o r t he lif e o f t h is Agreement. The Parties com m it t o r eview any negat ive im p act s t o t he Def ined Benef it Fund o f Energy Sup er t hat m ay occur as a result o f leg islat ive change t o t he Sup erannuat ion Guaran t ee Levy. 6.1.4 Insurance Cover – Defined Benefit Fo llow ing an ap p licat ion f o r Incom e Pro t ect ion t o Energy Sup er , Energy Queensland w ill p rovid e salary m ain t en ance lim it ed t o 80% o f salary f o r sup erannuat ion p urp o ses, in line w it h t he Energy Sup er Incom e p ro t ect ion ar rangem ent s f o r any w ait ing p er io d rem ain ing af t er f our t een (14) d ays. Elig ib ilit y t o salary m ain t enance f o r any w ait ing p er iod in excess o f f our t een (14) d ays is sub ject t o all p erson al leave h aving b een exh aust ed and m ed ical cer t if icat ion con f irm ing t he em p loyee is un f it f o r w ork f o r a con t inuous p er iod in excess o f t h ir t y (30) d ays. Full d et ails o f t he insurance cover p rovid ed can b e ob t ained f rom Energy Sup er .

6.1.5 Insurance Cover – Choice of Fund For t hose em p loyees w ho have p revio usly elect ed an alt ern at ive sup erannuat ion f und und er a p revious Agreem en t , Energy Queensland w ill m ake ad d it io nal con t r ib u t ion s t o em p loyees’ sup erannuat ion f und t o p ay f o r insurance cover . Energy Queensland cur ren t ly p rovid es t en (10) Un it s o f Incom e Pro t ect ion Insurance and f ive (5) un it s o f Deat h o r To t al and Perm anen t Disab lem en t in surance, t o all em p loyees. The num b er o f un it s is sub ject t o change as p er t he in surance p o licy, em p loyees w ill no t b e d isad van t aged as a result o f t hese chan ges. Energy Queensland w ill p ay t he p rem ium s f o r t h is insurance cover t o em p loyees’ sup erannuat ion accoun t s as f o llow s: 1. Em p loyees w it h cho ice o f f und (includ in g insurance) w ill have t h e eq u ivalen t p rem ium p aid in t o t heir nom in at ed sup erann uat ion acco un t ; an d 2. The p aym en t o f any insurance b enef it s t o an em p loyee on t he sub m ission o f a claim w ill b e sub ject t o t he t erm s and con d it ions o f t he ap p licab le insurance p o licy ob t ained b y t he relevan t sup erannuat ion f un d . Fo llow ing ap p licat ion b y an em p loyee t o t heir nom in at ed sup erannuat ion f und f o r Incom e Pro t ect ion In surance, Energy Queensland w ill p rovid e b enef it s o f 80% o f b ase salary f o r any sp ecif ied w ait in g p er iod in excess o f 14 d ays. Base salary f o r t he p urp ose o f t h is clause includ es all p lat ed al low ances (exclud ing t oo l allow ances) and p ro ject ed sh if t p enalt ies.


6.1.6 Employer Provided Additional Income Protection Elig ib ilit y t o em p loyer p rovid ed ad d it ion al incom e p ro t ect ion is sub ject t o an em p loyee: Provid ing evid ence an ap p licat ion f o r incom e p ro t ect ion has b een m ad e; Provid ing a m ed ical cer t if icat e f rom a relevan t m ed ical p ract it io ner out lin ing t he

nat ure and ap p roxim at e d urat ion o f t he illness/in jury; an d Exhaust ing all p ersonal sick leave accruals.


PART 7 NON SALARY BENEFITS 7.1 OPERATIONAL EXPENSES Where an em p loyee is sp ecif ically d ir ect ed t o p rovid e o r m ain t ain any eq uip m en t o r f acilit ies (o r incur d irect exp en ses) as an op erat ional req uirem en t o f t heir p osit ion such as land -line p hone, com p ut ers et c., Energy Queensland w ill m eet t he cost s o f all such exp enses, inst allat ions, con t inuin g m ain t en ance o r ren t al t h at m ay b e ap p licab le. Any cost s o f p r ivat e use o f t hese f acilit ies w ill b e m et d irect ly b y t he em p loyee invo lved . 7.2 LICENCE FEE REIMBURSEMENT Energy Queensland w ill r eim b urse f ees f o r all em p loyees w ho are req uired t o ob t ain and m ain t ain t rad e accred it at ion and p ro f essional licence f ees includ in g Reg ist r at ion Pro f essional Eng ineers Queensland (RPEQ), w h ere leg islat ion o r Energy Queensland r eq u ires t hat p erson t o b e licen sed as an essen t ial r eq u irem en t o f t heir p osit ion p ro f ile. 7.3 VEHICLE LICENCE FEE REIMBURSEMENT Energy Queensland w ill reim b urse f ees f o r em p loyees f o r ob t ain ing and m ain t ain ing cur rency o f t heir relevan t d r iver s’ licences as an essen t ial req u irem en t o f t heir p osit ion on t he f o llow ing d o llar b asis p er licence renew al :

Drivers Licence Percentage (%) MC 100% HC 100% HR 100% MR 100% LR 100% C 100%

Where a veh icle licen ce is r eim b ursed as an essen t ial req uirem en t o f an em p loyee/s p osit ion , any p rop osed chan ge t o t he exist ing reim b ursem en t ar rangem ent w ill b e und er t aken in consult at ion w it h t he em p loyee an d relevan t un ion /s 7.4 SALARY SACRIFICING 7.4.1 Salary Sacrifice Principles Salary sacr if ice op t ion s f o r em p loyees are availab le in acco rd ance w it h ap p licab le t ax legislat ion and any rest r ict ions o r p o licies t h at Energy Queensland m ay w ish t o im p ose f rom t im e t o t im e. Any salary sacr if ice ar rangem en t s m ust b e at no cost t o Energy Queensland an d in com p liance w it h ap p licab le t ax legislat ion and sup erannuat ion f und ru les. Energy Queensland m ay change t he b enef it s t h at it o f f ers t o ref lect ch anges in t he t axat ion law . An em p loyee can im p lem en t salary sacr if ice ar rangem en t s at any t im e. How ever , once in p lace, sub ject t o t h is Agreement and in excep t ional cir cum st ances, changes t o t he salary sacr if ice ar rangem en t can on ly b e m ad e once p er year . It is recom m end ed t hat em p loyees ob t ain in d ep en d en t f in ancial ad vice sp ecif ic t o t heir cir cum st ances b ef o re im p lem en t ing o r chang ing a salary sacr if ice ar rangem en t .


7.4.2 Post Salary Sacrifice If an em p loyee im p lem en t s a salary sacr if ice ar rangem en t t he red uced salary w ill b e t he salary f o r all purposes o f t h is Agreement, excep t f o r t he p urp oses o f sup erannuat ion , over t im e an d t erm inat ion en t it lem en t s. If an em p loyee t erm in at es o r r ed uces t he am o un t o f t heir salary sacr if ice, t he em p loyee’s m in im um salary en t it lem en t w ill increase o r rever t t o t he p re -sacr if ice am oun t as ap p licab le. 7.3 INDEMNITY OF EMPLOYEES AGAINST LIABILITY As f ar as it is ab le un d er law Energy Queensland w ill ind em n if y p ast an d p resen t em p loyees again st legal liab ilit y f o r any claim f o r com p ensat ion o r legal cost s ar ising in resp ect o f liab ilit y f o r w ork p er f o rm ed w h ilst an em p loyee o f Energy Queensland f o r t he b enef it and at t he d irect ion o f Energy Queensland, sub ject t o t he f o llow ing cond it ions:

All w o rk m ust b e p er f o rm ed in acco rd ance w it h Energy Queensland’ p roced ures and /o r accep t ed p ract ice;

Em p loyees m ust no t exceed any relevan t au t h o r it y levels;

All reason ab le in st ruct ions o f Energy Queensland are f o llow ed in t he p er f o rm ance o f w ork;

Em p loyees w ill no t com m it any act o r om ission w it h a reckless d isregard f o r t he conseq uences d ur in g t he course o f w ork;

Em p loyees w ill no t en gage in f raud ulen t , cr im inal, d ishonest and /o r m alicious act s o r om issions o r w ilf u l b reach o f any st at ut e, con t ract o r d ut y d ur ing t h e course o f w ork; and

Em p loyees no t if y Energy Queensland o f t he receip t o f any claim o r o f any circum st ance t hat m ay g ive r ise t o a claim at t he ear liest p o ssib le op p o r t un it y.

The parties t o t h is Agreement com m it t o t he d evelop m en t o f sup p or t ing d ocum en t at ion such as p o licies an d guid elines in relat ion t o t h is p rovision .

7.4 RELOCATION

Where Energy Queensland d et erm ines t hat relocat ion exp enses w ill b e p aid , o r in circum st ances w here Energy Queensland r eq uest s an em p loyee t o relocat e, t he reim b ursem en t and b enef it s associat ed w it h relocat ion w ill b e ap p lied eq uit ab ly t o all em p loyees regard less o f classif icat ion in acco rd ance w it h Energy Queensland’ Relocat ion Po licy and Guid elines.

The p ar t ies agree t h at on relocat ion t he f o llow ing ar rangem ent s w ill ap p ly as a m in im um :

Relocat ion exp en ses reasonab ly incur red b y t he em p loyee,

Travelling exp enses o f t he em p loyee and d ep end en t s

Cost o f rem oval o f f urn it u re an d ef f ect s f rom t heir p lace o f engagem ent t o t he job .

The cond it ions w ill ap p ly up on ap p o in t m en t o f t he em p loyee t o new p laces o f em p loym en t w here:

The rad ial d ist ance f r om t he p resen t p lace o f resid ence t o such new d ep o t [o r recogn ised p lace o f em p loym en t ] is no t less t han 50 kilom et res; and /o r

Where circum st ances are consid ered t o w ar ran t such act ion , an em p loyee t ran sf er red t o a locat ion w here n o house is availab le w ill b e reim b ursed reaso nab le b o ard an d lod ging exp enses un t il t he em p loyee b ecom es d om iciled .


7.5 TRANSFER CONDITIONS On engagem ent relo cat ion exp enses reasonab ly incur red , w h ich w ould includ e ap p rop r iat e f ares [o r eq uivalen t ] and t r avellin g exp enses o f em p loyees and d ep end en t s, t oget her w it h co st o f r em oval o f f u rn it ure an d ef f ect s t o a m easurem en t no t exceed ing six [6] t onnes f rom t heir p lace o f engagem ent t o t he job w ill, sub ject t o t he p rod uct ion o f sat isf act o ry evid ence o f t he p aym en t o f such f ares and exp enses, b e reim b ursed t o t he em p loyees on com p let ion o f 12 m on t hs' service: Provid ed t h at t he con d it ions o f reim b ursem en t exp enses w ill ap p ly conseq uen t up on ap p o in t m en t o f em p lo yees t o new p laces o f em p loym en t w here: The rad ial d ist ance f r om t he p resen t p lace o f resid ence t o such new d ep o t [o r

recogn ised p lace o f em p loym en t ] is no t less t han 50 ki lom et res; and /o r The em p loyees are req uired b y Energy Queensland t o m ove t heir p lace o f r esid ence. An em p loyee w it h d ep end en t s w ho is t r ansf er red t o a locat ion w here no suit ab le accom m od at ion is availab le w ill b e reim b ursed reasonab le b o ard and accom m od at ion exp enses un t il t he em p loyee secures p erm anen t accom m od at ion f o r a p er iod no t exceed ing one m on t h .

7.6 ACCESS TO COMPUTERS Energy Queensland w ill p rovid e em p loyees w it h t he m ost up t o d at e and relevan t in f o rm at ion . The b est m eans t o ach ieve t h is w il l includ e t he d ist r ib ut ion o f m at er ial v ia e -m ail and p rovid ing access f o r em p loyees t o com p any com p ut ers in t he w orkp lace w here p ract ical. Th is w ill includ e e-m ail access f o r receip t an d f o rw ard ing o f co r resp ond ence o f Parties’ signat o ry t o t h is Agreement sub ject t o such reasonab le rest r ict ions as Energy Queensland m ay ap p ly. 7.7 FUNERAL BENEFIT A b enef it o f $10,000 w ill b e p aid im m ed iat ely b y Energy Queensland t o t he nominated employee representative p erson up on t he d eat h o f any cur ren t Energy Queensland em p loyee. Th is p aym en t is aim ed at sup p or t ing t he nominated employee representative p erson f in ancially w it h t he f uneral an d an y o t her im m ed iat e exp enses in t heir t im e o f n eed and sup p or t To ensure t he p aym en t is ab le t o b e f acilit at ed in a t im ely m an ner it is t he resp onsib ilit y o f t he em p loyee t o en sure Energy Queensland has b een ad vised o f t h e nominated employee representative p erson


PART 8 HOURS OF WORK 8.1 HOURS OF WORK The o rd inary hours o f w ork w ill no t exceed an average o f 36.25 hour s p er w eek (Mond ay t o Fr id ay) t o b e w orked b et w een 6.00am and 6.30p m over a n ine (9) d ay f o r t n igh t . How ever , o t her p at t erns o f w orkin g o rd inary hours m ay b e w o rked b y m ut ual agreem en t b et w een t h e p ar t ies at a p ar t icu lar p lace o f w ork o r p ursuan t t o t he Alt ern at ive Em p loym en t Ar rangem ent s p rescr ib ed b y t h is Agreem en t . An em p loyee m ay w ork up t o 12 o rd in ary ho urs on any d ay. Th is w ill b e est ab lish ed as p ar t o f a m ut ually agreed p re-ar ranged rost er . In d et erm in ing t hese rost ers, consid erat ion w ill b e g iven t o healt h and saf et y an d f at igue m an agem ent issues. In o rd er t o m eet o p erat ional and w ork req u irem en t s, t he d aily sp read o f hours f o r d ay w orking em p loyees, p rovid ed f o r in t h is Agreem en t on an o rd inary w ork d ay (6.00am t o 6.30p m , Mond ay t o Fr id ay), m ay b e increased b y m ut ual agreem en t t o an ad d it ional one (1) hour at eit her t he com m encem ent o r f in ish o f t he o rd in ary w o rk d ay. Th is w ill r esult in t he d aily ‘sp read o f hours’ b eing increased t o cover a p er iod o f eit her 5.00am t o 6.30p m o r 6.00am t o 7.30p m . Th e o rd in ary w orkin g hours m ay t hen b e w orked b et w een t hese t im es. The f o llow in g chan ge m ay b e invoked b y Energy Queensland on any ind ivid ual no m ore t han t w ice in any calen d ar year : Change o f st ar t and f in ish t im es w it h in t he o rd inary hours o f t he Agreem en t .

The im p lem en t at ion o f t h is change w ill b e sub ject t o :

Consult at ion h aving occur red w it h t hose d irect ly im p act ed ; and

Reasonab le no t ice o f o ne (1) m on t h h avin g b een g iven o f t he im p lem en t at ion ; o r

The ch ange having b een m ut ually agreed .

8.1.1 Contact Centre Hours of Work Not w it hst an d ing t he p rovisions ab ove, f o r em p loyees w orking w it h in t he Con t act Cen t re environm en t , in o rd er t o m eet op erat ion al and w ork req u irem en t s, t he d aily sp read o f hours on an o rd in ary w ork d ay w ill b e 6.00am t o 7.00p m , Mond ay t o Fr id ay. By m ut ual agreem en t t hese hours m ay b e increased at eit her t he com m encem ent o r f in ish o f t he o rd in ary w ork d ay t o cover a p er io d o f eit her 5am t o 7.00p m o r 6am t o 7.30p m . 8.2 ROSTERED DAY OFF (RDO) The Ro st ered Day Of f (RDO) w ill b e Sched uled on eit her a Mond ay o r Fr id ay, un less var ied b y Mutual Agreement t o suit op erat ional req uirem en t s. The f o llow ing chan ge m ay b e invoked b y EQL on any ind iv id ual no m ore t han t w ice in any calend ar year : Where an em p loyee is allocat ed t o ch ange w ork crew s t he ind ivid ual RDO m ay b e changed f rom Mond ay t o Fr id ay o r v ice versa t o m eet t he new w ork group s RDO’s sched ule


Em p loyees w orking a n ine (9) d ay f o r t n igh t , w ho are req u ired t o w ork on t heir rost ered d ay o f f (RDO), w ill b e p aid t he over t im e rat es p rescr ib ed f o r w ork on Mond ays t o Fr id ays and w here req u ired t o rep o r t f o r w ork b et w een m id n igh t and 6 a.m . w ill b e p aid at t h e rat e o f d oub le t im e f o r all t im e w orked up t o 7 a.m . By agreem en t w it h Energy Queensland, em p loyees w ho w ork on t heir r ost ered d ay o f f and elect t o sub st it u t e ano t her o rd in ary w orking d ay f o r t heir rost ered d ay o f f w ill b e p aid at base rates f o r w ork d ur ing w h at o t herw ise w ould b e o rd in ary hours (8 hours 3 m inut es), and ap p ro p r iat e over t im e rat es f o r w ork p er f o rm ed in excess o f t heir o rd i n ary hours 8.2.1 Banking of Rostered Day Off (RDO) The b an king o f a RDO is sub ject t o Mutual Agreement b et w een t he em p loyee and relevan t sup erviso r o r m an ager and is t o b e reco rd ed on t he em p loyee’s t im esheet . Em p loyees w ill on ly b e ab le t o b an k up t o t en (10) RDO’s. Any at t em p t t o b an k f ur t her RDO’s in excess o f t h is lim it w ill b e p aid at ap p rop r iat e over t im e rat es. The t aking o f b an ked RDO’s w ill b e sub ject t o Mutual Agreement b et w een t he em p loyee and relevan t sup erviso r o r m anager r eco rd ed on t he em p lo yee’s t im esh eet . Any req uest t o t ake a b anked RDO w ill no t b e un reason ab ly ref used and m ay b e t aken in con junct ion w it h annual leave. Ban ked RDO’s w ill b e accrued at o rd in ary t im e and if elect ed b y t he em p loyee t o b e p aid out , w ill b e p aid out at o rd in ary t im e rat es. 8.3 CONTACT CENTRE – EIGHT DAY FORTNIGHT ARRANGEMENT The op t ion t o w ork an eigh t (8) d ay f o r t n igh t ar rangem ent (72.5 hours p er f o r t n igh t )

w ill b e availab le t o f u ll t im e em p loyees em p loyed in t he Con t act Cen t re environm en t (exclud in g Team Lead ers) on a m ut ually agreed b asis b et w een Energy Queensland and t he em p loyee.

Th is ar rangem en t w ill no t af f ect t he salary f o r a f u ll t im e em p loyee, cur ren t ly w orking a n ine (9) d ay f o r t n igh t .

The m axim um o rd in ary hours p er d ay is n in e (9) hours t h ree (3) m in ut es, p rovid ed t hat on t he secon d Mond ay o r Fr id ay o f each f o r t n igh t t he m axim um o rd in ary hours p er d ay w ill b e n ine (9) hours and n ine (9) m inut es. Over t im e w ill b e p aid f o r hours w orked in excess o f n ine (9) hours t h ree (3) m inut es and in t he case o f t he second Mon d ay o r Fr id ay o f each f o r t n igh t in excess o f n ine (9) hours and n ine (9) m inut es in any one d ay.

The d aily sp read o f hours f o r em p loyees un d er t h is ar rangem en t w ill b e f rom 6.00am t o 7.00p m , Mond ay t o Fr id ay, and m ay b e increased b y Mutual Agreement t o an ad d it ional one hour at eit her t he com m encem ent o r f in ish o f t he o rd in ary w o rk d ay.

Em p loyees, w ho are req u ired t o w o rk on t heir RDO, w ill b e p aid at t he ap p licab le over t im e rat es p rescr ib ed f o r w o rk on Mond ays t o Fr id ays and w here req u ired t o rep o r t f o r w ork b et w een m id n igh t an d 6.00 a.m . w ill b e p aid at t h e rat e o f d oub le t im e f o r all t im e w orked up t o 7.00 a.m .

By Agreement w it h Energy Queensland, em p loyees w ho w ork on t heir RDO and elect t o sub st it u t e ano t her o rd inary w orkin g d ay f o r t heir RDO w ill b e p aid at base rates f o r w ork d ur ing w hat o t herw ise w ould b e o rd inary hours, an d ap p rop r iat e over t im e rat es f o r w ork p er f o rm ed in excess o f t heir o rd inary hours.

Em p loyees m ay elect t o rever t t o a 9 d ay f o r t n igh t b y p rovid ing Energy Queensland w it h six (6) w eeks w r it t en no t ice.

Where Energy Queensland req uires an ind ivid ual t o rever t t o a n ine (9) d ay f o r t n igh t , it w ill no t d o so w it hout f ir st p rovid ing t he em p loyee w it h t h ree (3) m on t hs w r it t en no t ice.


8.4 MEAL BREAK The recogn ised un p aid lunch b reak w ill b e rost ered b et w een t he 4t h and 6t h hour f rom t he em p loyee’s st ar t t im e. An em p loyee w ill b e en t it led t o receive a m in im um o f t h ir t y (30) m inut es and a m axim um o f one (1) hour f o r a m eal b reak, exclud ing sh if t w o rkers. To f acilit at e great er f lexib ilit y, t im ing o f m eal b reaks m ay b e var ied b et w een t he 4 t h and 6t h hours t o m eet t he op erat ional req u irem en t s o f t he b usiness

No em p loyee w ill b e req uired t o w ork m ore t han six (6) hours w it ho ut a b reak f o r a m eal. All w o rk d one d ur in g t he recogn ised m eal p er iod w ill b e p aid f o r at t he rat e o f d oub le t im e, and p aym en t at t h is r at e w ill con t inue un t il ano t her and un in t er rup t ed m eal p er io d o f t h ir t y m inut es has com m enced o r un t il t he cessat ion o f t h at d ay’s w o rk, w h ichever occurs f ir st . 8.5 REST PAUSES Every em p loyee [o t her t han a casual and p ar t t im e em p loyee] w ill b e en t it led t o a rest p ause o r p auses no t exceed ing a t o t al o f 20 m inut es d urat ion in Energy Queensland’ t im e d ur ing t he rost ered w o rk p er io d . Where p ract icab le such rest p ause o r p auses m ay b e t aken in a m an ner and at such t im e o r t im es as agreed up o n b et w een Energy Queensland’ an d t he m ajo r it y o f em p loyees at t h e w ork locat ion so t h at con t inu it y o f w o rk w ill no t b e in t er rup t ed w here con t inuit y is necessary. Casual and p ar t t im e em p loyees, w ho w o rk a m in im um o f f our [4] consecut ive o rd inary hours, b ut less t h an eigh t [8] o rd inary consecut ive hours on any one d ay, w ill r eceive a rest p ause o f t en [10] m inut es d urat ion . Em p loyees w ho w o rk a m in im um o f eigh t [8] o rd in ary consecut ive h ours w ill r eceive a rest p ause o r p auses. 8.6 TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS Where Energy Queensland o f f ers t hese ar rangem ent s t o new o r exist ing em p loyees, Energy Queensland w ill also o f f er t he em p loyee t he o p t ion o f rem ain ing w it h in t he general t erm s and cond it ions o f t h is Agreement. Wit h t he excep t ion o f t hose em p lo yees b ein g o f f ered an Ind iv id ual Em p loym en t Ar rangem ent (IEA), em p loyees b eing recru it ed in t o new p osit ions w ill no t b e req u ired t o m ake know n w h et h er t hey w ill agree t o w ork a t en (10) d ay f o r t n igh t o r n ine (9) d ay f o r t n igh t un t il t hey h ave b een f o rm ally o f f ered t he p osit ion . The Parties also acknow led ge t hat a num b er o f em p loyees are em p loyed und er ind ivid ual em p loym en t ar rangem ent s t hat w ere in p lace p r io r t o t he lo d gem ent o f t h is Agreement. An em p loyee m ay elect t o rem ain on t he t erm s o f t he ind ivid ual em p loym en t ar rangem ent s o r IEA w h ile t hey con t inue t o occup y t h eir cur ren t p osit ion , p rovid ed t he ar rangem ent h as b een d ocum en t ed . In ad ver t ising p osit ions on a t en (10) d ay f o r t n igh t , Energy Queensland w ill includ e a st at em en t t hat a n in e (9) d ay f o r t n igh t w ill also b e availab le t o t he successf u l ap p lican t on ap p o in t m en t . 8.6.1 Employees Classified at Salary Point 11.0 and above The op t ion t o t ake up t hese ar rangem ent s w ill b e on a m ut ually agreed b asis b et w een Energy Queensland and t he em p loyee w ho is classif ied at Salary Po in t 11.0 an d ab ove o f t h is Agreement w ho agrees t o w ork a t en (10) d ay f o r t n igh t ar rangem ent in acco rd ance w it h t he f o llow in g: 1. Where t he Ar rangem ent co vers a f o r t y (40) hour w eek, t en (10) d ay f o r t n igh t w it h in

t he d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, t he base rate includ es a 13% load ing .


Em p loyees und er t h is ar rangem ent rem ain elig ib le t o receive Working Aw ay f rom Hom e Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le, how ever em p loyees w ill b e exem p t f rom claim ing t he hours and over t im e p rovisions o f t h is Agreement up t o f o r t y (40) hours p er w eek. Any aut ho r ised over t im e f o r hours w orked in excess o f f o r t y (40) o rd in ary hours p er w eek w ill b e p aid at ap p licab le over t im e rat es.

2. Where t he Ar rangem ent covers a f o r t y (40) hour w eek, t en (10) d ay f o r t n igh t w it h in

t he d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, and also consid erat ion f o r a no t ional f our (4) hours over t im e p er w eek (Mond ay t o Sund ay), t he base rate includ es a 15% load ing

Em p loyees und er t h is ar rangem ent rem ain elig ib le t o receive, Working Aw ay f rom Hom e Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le, how ever em p loyees w ill b e exem p t f rom claim ing t he hours, over t im e and t r avel t im e p rovision s o f t h is Agreement up t o f o r t y f our (44) hours p er w eek. Any aut ho r ised over t im e o r t ravel t im e f o r hours w o rked in excess o f f o r t y f our (44) o rd in ar y hours p er w eek w ill b e p aid at ap p licab le over t im e o r t ravel t im e rat es in acco rd ance w it h t he over t im e o r t r avel t im e p rovisions o f t h is Agreement.

3. Where t he ar rangem ent covers a t en (10) d ay f o r t n igh t an d also includ es

consid erat ion f o r w hat w ould o t h erw ise b e f o r w orking o f all over t im e, Allowances as d ef ined and all o t her p enalt ies o f t h is Agreement, t he base rate includ es a 20% lo ad ing

Em p loyees und er t h is ar rangem ent rem ain elig ib le t o receive, Working Aw ay f rom Hom e Meal Allowances (Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le. No t w it hst an d ing, ext rao rd in ary and con t inuo us p er io d s o f w ork d ur ing m ajo r syst em s f ailu res o r d am age caused b y st o rm s o r cyclones w ill, w here t he p er iod o f hours w orked is in excess o f t en (10) hours each d ay f o r m ore t han t w o (2) consecut ive d ays b e p aid as over t im e

Em p loyees w orking p ursuan t t o t h e ab ove ar rangem en t s w ill rem ain en t it led t o all salary increases and o t her em p loym en t en t it lem en t s p rovid ed b y t h is Agreement un less o t herw ise d ef ined . The em p loyee an d t heir m an ager o r sup erviso r m ust m on it o r and g ive d ue consid erat ion t o t he m anagem ent o f f at igue un d er all o f t he ab ove ar rangem en t s. The ab ove all purpose load ings sh all b e used w hen calculat ing an em p loyee’s p aym en t f o r over t im e, ann ual leave, Long Service Leave, p aren t al leave, sup erannuat ion , severance and ret renchm en t p aym en t s. Where such ar rangem ent s are m ad e t h ey sh all b e reco rd ed in w r it ing (w it h a cop y f o r each p ar t y). 8.6.2 Employees below Salary Point 11.0 The op t ion t o t ake up t hese ar rangem ent s w ill b e on a m ut ually agreed b asis b et w een Energy Queensland and t he em p loyee as f o llow s: Fo r t hose em p loyees classif ied in t he Ad m in ist rat ive and Pro f essional Manager ial

St ream s b et w een Salar y Po in t 1.0 and Salar y Po in t 11.0 con t ained in Sched ule 1 o f t h is Agreement.

Fo r t hose em p loyees classif ied in t h e Techn ical Classif icat ion St ream cover ing

Sup erviso ry and Para-Pro f essional sub -st ream s b et w een Salary Po in t 9.0 and Salary Po in t 11.0 con t ained in Sched ule 1 o f t h is Agreement. Fo r exam p le t he p o sit ions covered w ould t yp ically b e t it led , Wo rk Gro up Lead er , Sched uler , Con t ract Of f icer s,


Techn ical Trainers, Elect r ical Syst em Designers, Main t enance Of f icers and un iq ue an d st and alone p osit ions as agreed b y t he p ar t ies.

Fo r em p loyees d ef ined ab ove w ho agree t o w ork a t en (10) d ay f o r t n igh t ar rangem ent t h is w ill b e in acco rd an ce w it h t he f o llow ing: 1. Where t he Ar rangem ent covers a f o r t y (40) h our w eek, t en (10) d ay f o r t n igh t w it h in

t he d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, t he base rate includ es a 15.5% lo ad ing .

Em p loyees und er t h is ar rangem ent rem ain elig ib le t o receive Working Aw ay f rom Hom e Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le, how ever em p loyees w ill b e exem p t f rom claim ing t he hours and over t im e p rovisions o f t h is Agreement up t o f o r t y (40) hours p er w eek. Any aut ho r ised over t im e f o r hours w orked in excess o f f o r t y (40) o rd in ary hours p er w eek w ill b e p aid at ap p licab le over t im e rat es.

2. Where t he Ar rangem ent covers a f o r t y (40) hour w eek, t en (10) d ay f o r t n igh t w it h in

t he d ef ined sp read o f hours 6.00am – 6.30p m Mond ay t o Fr id ay, and also consid erat ion f o r a no t ional f our (4) hours over t im e p er w eek (Mond ay t o Sund ay), t he base rate includ es a 17.5% lo ad ing.

Em p loyees und er t h is ar rangem ent rem ain elig ib le t o receive Working Aw ay f rom Hom e Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le, how ever em p loyees w ill b e exem p t f rom claim ing t he hours, over t im e and t r avel t im e p rovision s o f t h is Agreement up t o f o r t y f our (44) hours p er w eek. Any aut ho r ised over t im e o r t ravel t im e f o r hours w o rked in excess o f f o r t y f our (44) o rd in ary hours p er w eek w ill b e p aid at ap p licab le over t im e o r t ravel t im e rat es in acco rd ance w it h t he over t im e o r t r avel t im e p rovisions o f t h is Agreement.

3. Where t he Ar rangem ent covers a t en (10) d ay f o r t n igh t an d also includ es

consid erat ion f o r w h at w ould o t h erw ise b e f o r w orking o f all over t im e, Allow ances as d ef ined an d all o t her p enalt ies o f t h is Agreem en t , t he b ase rat e includ es a 22.5% load ing.

Em p loyees und er t h is ar rangem ent rem ain elig ib le t o receive Working Aw ay f rom Hom e Meal Allowances, Availab ilit y Dut y Allowance and Incid en t al Allowance as ap p licab le. No t w it hst an d ing, ext rao rd in ary and con t inuo us p er io d s o f w ork d ur ing m ajo r syst em s f ailu res o r d am age caused b y st o rm s o r cyclones w ill, w here t he p er iod o f hours w orked is in excess o f 10 hours each d ay f o r m ore t h an t w o (2) con secut ive d ays, b e p aid as over t im e in acco rd ance w it h t he over t im e p ro visions o f t h is Agreement.

Em p loyees w orking p ursuan t t o t h e ab ove ar rangem en t s w ill rem ain en t it led t o all salary increases and o t her em p loym en t en t it lem en t s p rovid ed b y t h is Agreement un less o t herw ise d ef ined . The em p loyee an d t heir m an ager o r sup erv iso r m ust m on it o r and g ive d ue consid erat ion t o t he m anagem ent o f f at igue un d er all o f t he ab ove ar rangem en t s. The ab ove all purpose load ings sh all b e used w hen calculat ing an em p loyee’s p aym en t f o r over t im e, annual leave, Long Service Leave, p aren t al leave, sup erannuat ion , severance and ret renchm en t p aym en t s. Where such ar rangem ent s are m ad e t h ey sh all b e reco rd ed in w r it ing (w it h a cop y f o r each p ar t y 8.6.3 Reversion to General Agreement Provisions Em p loyees w orking t he ab ove ar rangem en t s m ay elect t o r ever t t o a n ine (9) d ay f o r t n igh t b y p rovid ing Energy Queensland w it h one (1) m on t h ’s w r it t en no t ice.


It is recogn ised t hat ind iv id uals m ay m ake ad d it ional p erson al f in ancial com m it m en t s w h ilst und er t hese ar rangem ent s and as such , w here Energy Queensland req uires an ind ivid ual t o r ever t , it w ill no t d o so w it hout f ir st p rovid ing t he em p loyee t h ree (3) m on t hs w r it t en no t ice o f Energy Queensland’s in t en t ion . If d ur ing t he t h ree (3) m on t h no t ice p er iod t he em p loyee receives no t ice o f red und ancy o r ad vises Energy Queensland t hat t hey in t en d t o ret ire no lat er t han t w elve (12) m on t hs af t er t he in it iat ed t h ree (3) m on t h no t ice, t he em p loyee w ill no t b e req u ired t o rever t . 8.6.4 Appointment of Ten (10) Day Fortnight Not w it hst an d ing t he ab ove ar rangem ent s w h ich are m ad e on a m ut ually agreed b asis, t he f o llow ing m ay b e ad ver t ised an d aw ard ed on a t en (10) d ay f o r t n igh t b asis at t he d iscret ion o f Energy Queensland:

New an d vacan t p o sit ions classif ied in t he Ad m in ist rat ive St ream f rom Salar y Po in t 11.0 an d ab ove.

Vacan t p o sit ions classif ied in t he Ad m in ist r at ive St ream w h ich are b elow salar y p o in t 11.0 an d are list ed in Sched ule 6 o f t h is Agreement. o The p osit ions d et ails ref lect ed in t h is Sched ule are co r rect as at t he d at e o f

lod gem en t o f t h is Agreement. o The Parties agree t hat t he p osit ion id en t if icat ion num b ers can b e review ed

t h rough t he lif e o f t h is Agreement t o en sure t h at p osit ion num b ers accurat ely ref lect t he id en t if ied p osit ions. Th is w ill b e sub ject t o consultation and agreem en t b et w een t he Parties, p rovid ed t hat agreem en t w ill no t b e un reasonab ly w it hheld .

New an d vacan t p o sit io ns classif ied in t he Pro f essional & Manager ial st ream f rom P&M Grad e one (1) Salary Po in t 11 an d ab ove and w here t he p osit ion sup ervises, coo rd in at es and sched ules o t her em p loyees.

Em p loyees w ho accep t t he ab ove ar rangem ent and w ho have b een w orking a m in im um o f t h ree (3) m on t h s in t he p osit ion m ay elect t o rever t t o a n ine (9) d ay f o r t n igh t b y p rovid in g Energy Queensland one (1) m on t h w r it t en no t ice. 8.7 INDIVIDUAL EMPLOYMENT ARRANGEMENTS An Ind iv id ual Em p loym en t Ar rangem en t (IEA) m ay b e o f f ered t o an em p loyee as d et erm in ed b y Energy Queensland, w ho is p aid a salary at o r ab ove Salary Po in t 11.0 o f t he classif icat ion st ruct ure o f t h is Agreement. Flexib le r em unerat ion ar ran gem ent s and changes t o o t her cond it ions o f em p loym en t m ay b e nego t iat ed sub ject t o t he f o llow ing: 8.7.1 No Disadvantage An Ind ivid ual Em p loym en t Ar rangem ent (IEA) w ill no t , in t erm s o f t o t al rem unerat ion value, d isad van t age em p loyees w hen com p ared t o t he relevan t t erm s o f t he Agreement. 8.7.2 Hours of Work The st and ard hours o f w ork req uired f o r em p loyees engaged on an IEA are 40 hours p er w eek and a t en (10) d ay f o r t n igh t . These hours m ay b e w orked b et w een 6.00am t o 6.30p m Mond ay t o Fr id ay. 8.7.3 Salary & Loadings Em p loyees on an IEA w ill receive t he salary as sp ecif ied in t h e Agreement f o r t he classif icat ion o f t heir p osit ion includ ing t he ap p licab le lo ad ing as f o llow s:

15% load in g includ es a no t ional Over t im e com p onen t t o cover up t o f our (4) hours over t im e p er w eek, all Allowances and Pen alt ies.


20% load in g includ es a no t ional Over t im e com p onen t t o cover all hours w orked , all Allowances and Pen alt ies f o r Weekend s and Call -Out Hours.

Exception for 20% Loading Employees

Over t im e can on ly b e claim ed f o r ext rao rd in ary and con t inuous p er iod s o f w ork d ue t o m ajo r syst em f ailu res, e.g . d am age caused b y st o rm s o r cyclones, w here t he p er iod o f hours w o rked is in excess o f t en (10) hours each d ay f o r m ore t h an t w o (2) consecut ive d ays. Over t im e m ust b e aut ho r ised in ad vance b y an em p loyee’s m anager . 8.7.4 Market Component Energy Queensland m ay ap p ly a Market Com p on en t as a p ar t o f an IEA. Where ap p licab le t he Market Com p onen t w ill b e review ed annually and ad just ed ef f ect ive f rom 1 July w here necessary. 8.7.5 Performance Incentive At Energy Queensland’s d iscret ion an “at r isk” p er f o rm ance incen t ive m ay ap p ly. The Per f o rm ance Incen t ive Schem e op erat es at Energy Queensland’s so le d iscret ion an d m ay b e alt ered o r d iscon t inued at any t im e. To b e elig ib le f o r p aym en t un d er t he Per f o rm ance Incen t ive Schem e em p loyees are req u ired t o h ave b een em p loyed b y Energy Queensland as at 30 June o f t he f inancial year f o r w h ich p er f o rm ance is b ein g assessed The “at r isk” p er f o rm ance incen t ive (includ in g any p ro -rat a am oun t s) w ill b e review ed annually and p aid ef f ect ive f rom 1 July as ap p licab le. Where an em p loyee en t ers in t o an IEA insid e o f a t w elve (12) m on t h p er io d p r io r t o 30 June, t h e “at r isk” com p onen t w ill b e assessed an d p aid (if ap p licab le) on a p ro -rat a b asis. Where an em p loyee t erm inat es d ue t o r ed und ancy, o r d ue t o ill -healt h a p ro -rat a p aym en t o f t heir p o t en t ial “at r isk” com p onen t w ill b e p ayab le. 8.7.6 Remuneration Increases As a m in im um , Em p loyees on an IEA w ill receive annual w age increases t o b ase salar y in acco rd ance w it h Clause 4.1 Wage Paym en t s o f t h is Agreement. Fur t her salary p o in t p rogression w it h in t he grad e f o r t he p o sit io n m ay occur if it is availab le and it can b e d em onst rat ed t hat ad d it ional skills and know led ge relevan t t o t he p osit ion have b een gained and are b eing ut ilised t o an ext en t t hat w ar ran t s p rogression . Th is w ill b e consid ered as a p ar t o f t he em p loyee’s p er f o rm ance review p rocess. 8.7.7 Reversion An em p loyee w ho accep t s an IEA m ay elect t o rever t t o t he gen eral p rovisions o f t he Agreement b y p rovid ing Energy Queensland w it h one (1) m on t h ’s w r it t en no t ice. It is r ecogn ised t h at em p loyees m ay m ake ad d it ion al p ersonal f in ancial com m it m en t s w h ile on an IEA. As such , w here Energy Queensland req u ires an in d iv id ual t o rever t t o t he general p rovisions o f t he Agreement, it w ill no t d o so w it hout f ir st p ro vid ing t he em p loyee w it h t h ree (3) m on t hs w r it t en no t ice. On reversion , an em p lo yee w ill m ain t ain t heir sub st an t ive classif icat io n and salary p o in t at t he t im e o f reversion . Any At -Risk and Market Com p onen t ap p lied as a p ar t o f an IEA w ill cease f rom t he ef f ect ive d at e o f t he reversion .


8.7.8 Application Where t here is any in consist ency b et w een an IEA and t he Agreement, t he t erm s and cond it ions o f t he IEA w ill t ake p reced ence t o t he ext en t o f t he inconsist ency. Where t he IEA is silen t , t he t erm s o f t he Agreement sh all ap p ly. An IEA sup ersed es an y p r io r em p loym en t agreem en t o r ar ran gem ent o f any t yp e b et w een Energy Queensland and an em p loyee, includ ing any o t her Agreements, o ral o r w r it t en , m ad e p r io r t o t he execut ion o f an IEA. How ever , t h is d oes no t p reclud e Energy Queensland an d an em p loyee f rom agreeing in w r it ing t o ad d it ion al t erm s t h at d o no t con f lict w it h t he p rovisions o f t h is Agreement. 8.7.9 Exemptions An em p loyee on an IEA w ill b e exem p t f rom t h e f o llow ing Agreement p rovisions: First Aid Allowance Clause 5.8 Over t im e Clause 8.9 Cr ib Break & Over t im e Meal Allowance Clause 8.10 8.7.10 Dispute Settlement Any d isp ut e o r gr ievance concern ing an IEA w ill b e d ealt w it h p ursuan t t o t he gr ievance and d isp ut e set t lem en t p roced ure con t ained in Par t 2 o f t h is Agreement. 8.8 TIME OFF IN LIEU (TOIL) Tim e Of f in Lieu (TOIL) m ay b e accrued f o r w ork p er f o rm ed out sid e o f an em p loyee’s no rm al w o rk hours, sub ject t o ap p roval f rom t heir sup erviso r . The m axim um am oun t o f TOIL t hat m ay b e accrued is f o r t y (40) hours. Where an em p loyee req uest s t o w ork ad d it io nal hours t o b an k as TOIL, such TOIL w ill

accrue at t im e f o r t im e, b ein g one (1) hour f o r each hour w orked . Where Energy Queensland req uest s an em p loyee t o w ork over t im e, t h e em p loyee m ay

req uest t o accrue t he t im e as TOIL. In t h is in st ance, TOIL w ill accrue at t he p rescr ib ed p enalt y rat e.

Em p loyee canno t b e d irect ed t o t ake TOIL in lieu o f t he p aym en t o f o ver t im e All hours w orked regard less o f p aym en t o r TOIL m ust b e t aken in t o consid erat ion f o r

t he f at igue m anagem ent . The t aking o f t he TOIL w ill b e at a t im e o r t im es m ut ually agreed t o w it h t he sup erviso r . Sub ject t o excep t ion al cir cum st ances, w here TOIL has no t b een t aken w it h in t he agreed t im ef ram e t he em p loyee w ill b e p aid out . A req uest t o t ake accrued TOIL w ill no t b e un reasonab ly ref used . Tim e Of f in Lieu (TOIL) w ill b e ad m in ist ered at t he local level b y ar ran gem ent b et w een t he em p loyee and t heir sup erviso r . When availab le t h ese local ar rangem en t s w ill b e ad m in ist ered elect ron ically via t im esh eet s. Each inst ance o f TOIL w ill b e d ocum en t ed show ing t he d at e/s, ho urs w orked and TOIL accrued f o r f ut ure ref erence. 8.9 OVERTIME Excep t as p rovid ed b elow , ap p roved t im e w o rked in excess o f t h at p rovid ed f o r in Clause 8.1(Hours o f Work) o r b ef o re t he o rd in ary st ar t ing t im e o r af t er t h e o rd in ary ceasin g t im e w ill b e d eem ed over t im e and w ill b e p aid f o r at one and a-h alf t im es t he base rate f o r t he f ir st t h ree (3) hours and d oub le t im e t hereaf t er . Each d ay w ill st and b y it self w hen over t im e is b eing calculat ed , excep t w here an em p loyee com m en ces over t im e on one d ay and con t inues t o w ork such over t im e in t o t he next d ay.


No em p loyee w ill ref use t o w ork a reason ab le am oun t o f over t im e t o m eet t he need s o f Energy Queensland. Syst em at ic over t im e w ill no t b e w orked ; it w ill b e consid ered such w hen t h ree (3) consecut ive w eeks’ over t im e has b een w orked . Th is ar rangem ent w ill no t ap p ly w hen ext ra lab our is no t im m ed iat ely availab le. When any p o r t ion o f an hour is w orked , em p loyees w ill receive p aym en t in r esp ect o f any b roken p ar t o f an hour at t he cur ren t over t im e rat e w it h a m in im um t h ir t y (30) m inut e p aym en t . Where em p loyees are req u ired t o r ep o r t f o r w ork b et w een m id n igh t and 6.00am t hey w ill b e p aid at t he rat e o f d oub le t im e f o r all t im e so w orked up t o t he o rd inary st ar t ing t im e Mond ay t o Fr id ay and up t o 7.00am Sat urd ay. If an em p loyee canno t reasonab ly access t h eir no rm al m et hod o f t r ansp o r t t o o r f rom t heir hom e d ue t o w o rking over t im e, Energy Queensland w ill p rovid e t he em p loyee w it h t r ansp or t t o o r f rom t h eir hom e o r reim b urse exp enses incur red . Fo r t hose em p loyees p aid at Salary Po in t 15.0 o r ab ove, over t im e w ill b e calculat ed at t he ap p rop r iat e p en alt y rat e f o r t he hours w orked an d p aym en t w ill b e lim it ed t o t he rat e p rescr ib ed f o r Salary Po in t 15.0. 8.9.1 Weekends Em p loyees req u ired t o w ork over t im e com m encing on Sat urd ay w ill b e p aid at one and a half t im es t he base rate f o r t he f ir st t h ree (3) hours and d oub le t im e t hereaf t er w it h a m in im um p er iod o f t h ree (3) hours w ork o r p aym en t , excep t in t h e case o f em ergencies. All over t im e p er f o rm ed on Sund ays w ill b e p aid at t he rat e o f d o ub le t im e. Min im um p aym en t f o r Sun d ays - When em p loyees are called up on t o w ork on a Sun d ay, t hey w ill, excep t in t he case o f em ergency, receive a m in im um o f t h ree (3) hours p ay at d oub le t im e. 8.9.2 Recalls Excep t in t he case o f an em ergency an em p loyee w ho has b een no t if ied t o w o rk over t im e p r io r t o t he no rm al com m encem ent t im e on t he f o llow ing d ay , t hey w ill b e en t it led t o a m in im um o f f our (4) hours p ay at t he ap p rop r iat e over t im e rat e. A recall occurs w hen an em p loyee is no t if ied p r io r t o com m encem ent o f w ork on t he next d ay t h at t hey are req uired t o w ork an y d ay and t he w ork canno t b e p er f o rm ed d ur ing no rm al w ork hours and is no t an em ergency callou t . Ot her t h an em ergency w ork, if t he em p loyee is no t if ied t o p er f o rm over t im e p r io r t o t he no rm al com m encing t im e t he f o llow in g d ay a recall shall ap p ly.

Each recall is p aid as a f our (4) hour m in im u m at over t im e rat es.

Where em p loyees are req u ired t o r ep o r t f o r w ork b et w een m id n igh t and 6 a.m . t hey w ill b e p aid at t he rat e o f d oub le t im e f o r all t im e so w o rked up t o t he o rd inary st ar t ing t im e Mond ay t o Fr id ay and up t o 7 a.m . Sat urd ay.

Em p loyees recalled t o w ork over t im e, excep t in t he case o f an em ergency, af t er leaving Energy Queensland’s b usiness p rem ises on Mon d ay, Tuesd ay, Wed nesd ay, Thursd ay o r Fr id ay (w h et her no t if ied b ef o re o r af t er leaving t he p rem ises) w ill b e p aid f o r a m in im um f our (4) hou rs w ork at t he ap p rop r iat e over t im e rat e f o r each recall.

Excep t in t he case o f un f o reseen circum st ances ar ising , an em p loyee w ill no t b e req uired t o w ork t he f u ll f our (4) hours if t h e job t he em p loyee w as recalled t o d o is com p let ed w it h in a sho r t er p er iod . Over t im e w orked in cases w h ere it is cust om ary f o r an em p loyee


t o ret urn t o Energy Queensland’s p rem ises t o p er f o rm a sp ecif ic job out sid e o f w orkin g hours, o r w here t he over t im e is con t inuous (sub ject t o a r easonab le m eal b reak) w it h t he com p let ion o r com m encem ent o f o rd inary w orking t im e, w ill no t b e regard ed as over t im e f o r t he p urp o ses o f t h is Clause. 8.10 CRIB BREAK & OVERTIME MEAL ALLOWANCE When w orking over t im e, f o r m ore t han one (1) hour , em p loyees w ill b e allow ed t o t ake t h ir t y (30) m inut es f o r “cr ib ” af t er t h e o rd in ary ceasing t im e, and also f o r t y f ive (45) m inut es af t er each f our (4) hours w ork, p rovid ed such over t im e con t inues, f o r w h ich no d ed uct ion w ill b e m ad e. All em p loyees req uired t o w ork over t im e f o r m ore t h an one (1) hour w ill b e p aid t h e am oun t sp ecif ied in t h e t ab le b elow f o r each m eal b et w een t he o rd in ary ceasing t im e and t he com p let ion o f over t im e w ork, un less Energy Queensland p rovid es a reasonab le m eal f o r t hem . When em p loyees have p rovid ed t hem selves w it h cust om ary m eals b ecause o f receip t o f no t ice o f in t en t ion t o w ork over t im e, t hey w ill b e en t it led t o an allowance as sp ecif ied in t he t ab le b elow , f o r each m eal so p rovid ed in t he even t o f t h e w ork no t b eing p er f o rm ed o r ceasin g b ef o re t he resp ect ive m eal t im es. When em p loyees w ork m ore t h an f our (4) ho urs’ over t im e on a Sat urd ay and /o r Sund ay t hey w ill b e en t it led t o a m eal b reak o f no t m ore t han one (1) hour at t he en d o f t he f our t h (4t h ) hour , p rovid ed t h at t heir over t im e is t o con t in ue f o r no t less t h an one (1) hour af t er t he m eal b reak. If such over t im e con t inues t o t he t en t h (10t h ) hour f rom t he com m encem ent o f such over t im e on such d ay, em p loyees w ill b e en t it led t o a f ur t her m eal b reak o f no t m ore t han one (1) hour p rovid ed over t im e con t inues af t er t he b reak. Where such over t im e con t inues af t er t he t en t h (10t h ) hour f rom t he com m encem ent o f such over t im e on such d ay, em p loyees w ill b e en t it led t o a f ur t her m eal b reak (p rovid ed such over t im e con t inues), o f no t m ore t h an one (1) hour af t er each ad d it ion al f ive (5) hours un t il such t im e as such over t im e is com p let ed . Em p loyees called out w ill b e allow ed t o t ake f o r t y f ive (45) m inut es f o r cr ib af t er each f our (4) hours over t im e w orked p rovid ed such over t im e con t inues, f o r w h ich no d ed uct ion w ill b e m ad e. Em p loyees called out p r io r t o t heir no rm al rost ered st ar t t im e and w ho w ork f o r a m in im um o f one (1) h our w it h w ork con t in uing in t o t heir ro st ered st ar t t im e, w ill b e en t it led t o claim a m eal allowance as sp ecif ied in t he t ab le b elow and w ill b e p rovid ed w it h a t h ir t y (30) m in ut e cr ib b reak as soon as p ossib le t hereaf t er . Em p loyees w ho w ork f o r m ore t han f our (4) h ours und er t he ab ove circum st ances w ill b e en t it led t o a m eal allowance and a f o r t y-f ive (45) m inut e cr ib b reak in lieu o f t he t h ir t y (30) m inut e cr ib . Em p loyees called out w it h in one and a-h alf (1.5) hours o f t heir no rm al ceasing t im e and w ho are req u ired t o w ork m ore t han one (1) hour , w ill b e en t it led t o a m eal allowance as sp ecif ied in t he t ab le b elow and in ad d it ion w ill b e allow ed t h ir t y (30) m inut es as soon as p ossib le t hereaf t er , w it hout d ed uct ion o f p ay, t o p ar t ake o f a m eal. The over t im e m eal allowance w ill b e ind exed in acco rd ance w it h t he increases con t ained in t h is Agreement and w ill b e ap p lied as f o llow s:


Effective Date Meal Allowance

From t he f ir st f u ll p ay p er iod com m encing on o r af t er Agreem en t Op erat ive d at e

$15.17

From t he f ir st f u ll p ay p er iod com m encing on o r af t er 1st March 2018 $15.63



8.11 BREAKS AFTER OVERTIME Where p ossib le, em p lo yees are t o b e g iven an ad eq uat e b reak w hen w orking over t im e b et w een consecut ive w orkd ays. Em p loyees w ill b e g iven no less t h an n ine (9) consecut ive hours o f f d ut y b et w een t he end o f t heir no rm al o r rost ered w o rk on one (1) d ay an d t he b eginn in g o f no rm al o r rost ered w ork on t he next d ay. The b reak is exclusive o f reason ab le t r avel t h at is r eq u ired f o r t he em p loyee t o ret urn ho m e. Ap ar t f rom t he excep t ions list ed b elow , in cases w here an em p loyee is no t g iven n ine (9) consecut ive hours o f f d u t y and t hey have con t inued o r resum ed over t im e in t o t h eir no rm al o r ro st ered w ork d ay, t hen t hey w ill b e p aid d o ub le rat es un t il r eleased f rom w ork an d g iven n in e (9) consecut ive hours b reak. It is recogn ised t h at Dut y Sup erviso rs o r o t her em p loyees t aking calls m ay b e called up on f o r act ion o r ad vice an d yet no t accrue 1.5 ho urs in aggregat e. In t he circum st ance w here 1.5 hours in aggregat e are no t m et , a Dut y Sup erviso r w ill st ill b e en t it led t o a n ine (9) hour b reak, w hen t h e com m un icat ion f req uency rat e is one (1) call p er ½ hour over any consecut ive t h ree (3) hour p er iod b et w een 11p m and 5.00am . Exception: In cases w here em p loyees w o rk over t im e b et w een 11.00p m on one d ay and 5.00am on t he next , t hen t he n ine (9) consecut ive hour b reak w ill com m ence f r om t he conclusion o f t heir last p er io d o f over t im e even if it con t inues af t er 5.00am . Th e t o t al over t im e w orked b et w een 11.00p m an d 5.00am m ust b e no t less t h an one (1) an d a half -hours in aggregat e. General: The ar rangem ent s as out lined ab ove, w ill also ap p ly w hen over t im e is w orked on a Sund ay, a Pub lic Ho lid ay o r an SDO p r io r t o a r ost ered w ork d ay. The saf et y o f em p loyees is m ost im p or t an t and t here m ay b e circum st ances w here a n ine (9) hour b reak m ay no t b e availab le b ut d ue t o f at igue, it is d et erm in ed t h at an em p loyee should b e g iven a b reak f rom w ork. In t hese cases, sup erviso rs w ill have a d iscret ion ary r igh t t o p rovid e ad d it ional p aid t im e. The p rovisions o f t h is clause sh all ap p ly in t he case o f sh if t w o rkers w ho ro t at e f rom one sh if t t o ano t her w hen over t im e is w o rked . 8.12 CANCELLATION OF PLANNED OVERTIME Where it has b een p reviously agreed t h at an em p loyee w ill un d er t ake p lanned over t im e on a w eekend (Sat urd ay t o Sund ay) an d t he w ork is sub seq uen t ly cancelled , t he em p loyee


w ill b e en t it led t o a p aym en t o f f our (4) hours at o rd in ary rat es excep t in t h e f o llow ing circum st ances: a. Where no t ice o f eigh t (8) hours o r m ore is g iven ; o r b . Where t he over t im e is cancelled as a result o f w eat her relat ed issues. Energy Queensland is com m it t ed t o p rovid in g as m uch no t ice as p ossib le f o r w eat her relat ed cancellat ions. Fo r t h e p urp ose o f t h is clause no t if icat ion m ay includ e, b ut is no t lim it ed t o , t elep hone o r t ext m essage.


PART 9 SHIFT WORK

9.1 SHIFT DEFINITIONS

Day Shift m ean s any sh if t w o rked b et w een t he hours o f 6:00 am and 6:00 p m .

Afternoon Shift m eans any sh if t f in ish ing af t er 6.00p m and at o r b ef o re m id n igh t .

Night Shift m ean s any sh if t f in ish ing af t er m id n igh t an d at o r b ef o re 8.00am .

Continuous Shift Arrangements m eans sh if t w o rk cover ing t w en t y f o ur (24) ho urs p er d ay, seven (7) d ays p er w eek

Non-continuous Shift Arrangements m eans an ind ef in it e p er io d o t her t han a 24/7 rost er .

Short term Shift Arrangement m eans a sh if t cover ing any d urat ion o f a m in im um o f f ive (5) d ays up t o and includ in g eigh t (8) w eeks Mond ay t o Fr id ay on ly.

9.2 SHIFT WORK Sh if t w o rk m ay b e w orked b y em p loyees t o m eet b usiness need s, op erat ional, o r cust om er service req u irem en t s f rom t im e t o t im e. Sub ject t o t he f o llow in g p rovisions t he o rd inary hours o f w o rk f o r sh if t w o rkers w ill no t exceed 36.25 hours p er w eek. The o rd in ary hours o f w ork f o r sh if t w o rkers m ay b e exceed ed in any w eek o r w eeks sub ject t o t he t o t al o rd in ary hours w orked d ur in g any rost er p er io d no t exceed in g t hat num b er o f hours ascer t ained b y m ult ip ly ing t he num b er o f w eeks in t he ro st er p er iod b y 36.25 an d m ay b e w orked acco rd ing t o a ro st er agreed up on b et w een a m ajo r it y o f t he em p loyees concerned an d Energy Queensland t o suit t he need s and circum st ances o f each est ab lishm en t . Energy Queensland w ill ad vise t he relevan t Un ion p ar t y in w r it ing o f any agreed p o sit ion p r io r t o any agreed rost er b eing im p lem en t ed . Sh if t w o rkers w ill b e allow ed a cr ib b reak o f 30 m inut es d ur in g each sh if t f o r w h ich no red uct ion o f p ay w ill b e m ad e. Such b reak w ill b e t aken at a t im e an d in such m anner t h at it w ill no t in t er f ere w it h con t inu it y o f w ork w here con t inu it y is necessary. 9.3 SHIFT PENALTIES In ad d it ion t o salary, t he f o llow ing p en alt ies sh all b e p aid t o em p loyees w orking t he f o llow ing sh if t s:

9.3.1 Shift Loadings Afternoon shift - em p lo yees w ho w ork af t ern oon sh if t w ill b e p aid a sh if t allow ance o f 18.75% o f t heir o rd inary rat e in ad d it ion t o t h eir o rd in ary r at e. Night shift - em p loyees w ho w ork n igh t sh if t w ill b e p aid a sh if t allow ance o f 22.5% o f t heir o rd in ary rat e in ad d it ion t o t heir o rd inary rat e.

9.3.2 Weekend Penalties All t im e w orked d ur in g an o rd in ary sh if t b et w een m id n igh t on Fr id ay and m id n igh t on Sat urd ay w ill b e p aid f o r at one an d a-h alf t im es t he o rd inary rat e and b et w een m id n igh t


on Sat urd ay and m id n igh t on Sun d ay at d oub le t he o rd in ary rat e. The ab ove sh if t load ings are p aid in co n junct ion w it h w eeken d p en alt ies w hen an em p loyee w o rks t hei r sh if t on a w eekend . 9.4 ESTABLISHMENT OF SHIFT ROSTERS Where Energy Queensland d et erm ines t h e op erat ional need f o r a sh if t rost er , t he f o llow ing p rocess w ill b e f o llow ed : Energy Queensland w ill no t if y t he relevan t nominated employee representative an d convene

a m eet ing o f af f ect ed st af f t o p resen t and consult on t he p rop osal f o r t he in t ro d uct ion o f sh if t w o rk;

Fo llow ing consultation, Energy Queensland w ill f inalise t he sh if t w o rk p rop osal and seek agreem en t on t he rost er f rom t h e em p loyees invo lved ;

To st af f t he rost er , Energy Queensland w ill seek vo lun t eers t o w ork t h e rost er . Where t here are insuf f icien t vo lun t eers, an exp ression o f in t erest w ill b e so ugh t f rom o t her w ork locat ions; an d

If t here are insuf f icien t vo lun t eers, Energy Queensland m ay en gage new em p loyees w ho , w hen assessed as com p et en t , w ill w o rk t he rost er .

9.5 SHORT TERM SHIFT ARRANGEMENTS A Shor t Term Rost er w ill b e est ab lished in acco rd ance w it h t he f o llow ing p rocess w here Energy Queensland d et erm ines t h e op erat ional need f o r sh o r t t erm sh if t ro st er . Energy Queensland w ill no t if y t he af f ect ed em p loyees and t he nominated employee representatives t o m eet an d consult on t h e p rop osal f o r t he in t ro d uct ion o f sho r t t erm sh if t ar ran gem ent s. Fo llow ing consult at ion , Energy Queensland w ill f inalise t he sh if t -w ork p rop osal an d seek agreem en t on t he rost er w it h t he em p loyees invo lved . To st af f t he rost er Energy Queensland w ill seek vo lun t eers t o w o rk t he rost er . Where t here are insuf f icien t vo lun t eers, exp ression o f in t erest w ill b e sough t f rom o t her w ork gro up s o r locat ions. If t he op t ion ab ove is exhaust ed , Energy Queensland m ay engage ad d it ional resources w ho , w hen assessed as com p et en t , w ill w o rk t he rost er . In ar r iv ing at t hese rost ers, d ue regard w ill b e g iven t o healt h and saf et y an d f at igue m anagem ent issues.

9.5.1 Short Term Shift Loadings Hours w orked as a sho r t t erm sh if t ar rangem ent , w ill at t r act a sh if t load ing o f 30% f o r all hours w orked . Shor t t erm sh if t w o rk w ill on ly b e w orked Mond ay – Fr id ay. 9.6 OVERTIME PENALTIES AND MINIMUM PAYMENT Over t im e w o rked in an y calling in o r in connect ion w it h w h ich m ore t han one sh if t p er d ay is w orked , w ill b e p aid f o r at t he rat e o f d oub le t im e. Fo r all em p loyees engaged in sh if t w o rk, all t im e w orked in excess o f eigh t (8) hours in any one d ay w ill b e consid ered as over t im e. Em p loyees w ho w o rk over t im e d ur ing an af t ernoon o r n igh t sh if t w ill b e p aid d oub le t im e on t heir af t ernoon o r n igh t sh if t r at e r esp ect ively. Sh if t Workers w ho are rost ered on t o w ork o n a st at ut o ry ho lid ay w ill b e p aid at d oub le t im e and one h alf (2 ½ t im es) o f t heir base rate o f p ay and any over t im e is p aid at d oub le t he ap p licab le over t im e rat es t h at is f our (4) t im es t he base rate.


Fo r t hose sh if t w o rkers w ho are no t rost ered t o w ork on a st at ut o r y ho lid ay and sub seq uen t ly p er f o rm w ork on t h at d ay w ill b e p aid at d oub le t im e an d one half (2 ½ t im es) o f t heir base rate w it h a m in im um p aym en t f o r f our (4) hours f o r t he d ay an d w ill receive a d ay o f leave t o b e t aken at a m ut ually agreeab le t im e in t he sam e m anner as annual leave. 9.7 BREAKS BETWEEN ROSTERED ATTENDANCES The Parties agree t hat em p loyees w ill b e g iven no less t han n ine (9) consecut ive hours o f f d ut y b et w een t he end o f w ork on one d ay, an d t h e com m encem ent o f w ork on t he next . Where a sh if t w o rker is no t g iven n ine (9) consecut ive hours o f f d ut y an d t h ey h ave con t inued o r resum ed over t im e in t o t heir no rm al o r rost ered w ork d ay, t hen t hey w ill b e p aid d oub le t im e un t il released f rom w o rk an d g iven n ine (9) consecut ive hours rest . 9.7.1 Extended Breaks – Shift Workers It is im p o r t an t t o no t e t hat t he saf et y o f our em p loyees is t he m ost im p or t an t issue and t here m ay b e circum st ances w here a n ine (9) hour rest b reak m ay no t b e availab le o r suf f icien t . Where a n in e (9) hour b reak is insuf f icien t d ue t o f at igue , t he em p loyee m ay b e p rovid ed w it h a longer b reak at t he d iscret ion o f t he sup erviso r . If a b reak o r longer b reak is t aken and it goes in t o t he no rm al st ar t ing t im e o f t he em p loyee, t he em p loyee w ill no t suf f er a r ed uct ion in t heir o rd inary p ay f o r t hat p er iod . 3


PART 10 LEAVE 10.1 ANNUAL LEAVE Every em p loyee, o t her t han a casual em p loyee, w ill b e en t it led t o ann ual leave on f u ll p ay at t he end o f each year o f em p loym en t as f o llow s: a) Five (5) w eeks if em p loyed on sh if t w o rk w here t h ree (3) sh if t s p er d ay are w orked

over a p er iod o f seven (7) d ays p er w eek; o r b ) Four (4) w eeks in any o t her case. Em p loyees w orking o n a long t erm , Non -Con t inuous Sh if t , (not including Short Term Shift Arrangements, as defined), w ill b e en t it led t o an ad d it ional t h ree (3) d ays annual leave p er year w o rked , accum ulat ed an d availab le on a p ro -rat a b asis. Annual leave is no rm ally t aken at a conven ien t t im e and d urat ion , m ut ually agreed t o b y t he em p loyee’s Sup erviso r /Man ager in acco rd ance w it h d ep ar t m en t and em p loyee need s. Pro -rat a annual leave, t hat is leave accrued f o r less t han one (1) year , m ay b e gran t ed b ef o re t he com p let ion o f 12 m on t hs service, sub ject t o m an ager ial ap p roval. The act ual p ro -rat a leave am o un t w ill no t exceed t he accrued b alance, t h at is, em p loyees w ill no t b e en t it led t o t ake m o re t han t heir accrued p ro -rat a leave. On sub m ission o f an annual leave ap p licat ion , em p loyees w ill receive ad vice on t he success o r o t herw ise o f t heir ap p licat ion w it h in t w o (2) w eeks o f sub m ission . Par t -t im e em p loyees are en t it led t o annual leave calculat ed as a p rop o r t ion o f t he en t it lem en t f o r f u ll t im e em p loyees. Em p loyees w it h a com b ined long service an d annual leave b alance o f 13 w eeks o r less, m ay ap p ly t o t ake an nual leave at h alf p ay. Ap p roval w ill b e sub ject t o op erat ional req u irem en t s. Where an em p loyee accesses t heir leave at half p ay, ap p licab le w age d ed uct ions w ill con t inue t o ap p ly at t he f u ll rat e, f o r exam p le salary sacr if ice ar ran gem ent s and veh icle d ed uct ions. Annual leave p aym en t s w ill b e p aid as: A lum p sum p aym en t p r io r t o com m encem ent o f annual leave at t he req uest o f t he

em p loyee; o r The em p loyee’s w eekly w age, w it h d ep o sit s b eing cred it ed t o t h eir accoun t (s) in

acco rd w it h no rm al p ay ar rangem ent s. Annual leave w ill b e exclusive o f any p ub lic ho lid ay w h ich m ay occur d ur ing t he p er io d o f t hat annual leave. Annual leave w ill b e p aid at t he o rd in ary rat e received im m ed iat ely p r io r t o annual leave. No t e t he o rd inary rat e w ill includ e any rat e w h ich is received in excess o f t h e o rd inary rat e p ayab le und er t h is Agreem en t . A sh if t w o rker w ill b e p aid at t he rat e p ayab le f o r w ork in o rd inary t im e acco rd ing t o t he em p loyee’s rost er o r p ro ject ed rost er includ ing Sat urd ay, Sund ay o r p ub lic ho lid ay sh if t . Em p loyees w ill t ake t h eir en t it lem en t t o annual leave w it h in t w elve (12) m on t h s o f t he d at e o f w h ich it f alls d ue excep t w here b y agreem en t w it h Energy Queensland it is d ef er red t o a lat er d at e.


As a f ir st st ep , w here an em p loyee’s annual leave b alance is in excess o f 8 w eeks o r 10 w eeks f o r a sh if t w o rker (o r t he eq uivalen t t w o years en t it lem en t ), Energy Queen slan d w ill seek t o reach agreem en t w it h em p loyees t o t ake leave on how t o red uce t he excessive leave.

Where agreem en t can no t b e reached , Energy Queen sland m ay d ir ect an em p loyee t o t ake annual leave. Un less t he em p loyee o t herw ise agrees, Energy Queenslan d w ill g ive t he em p loyee at least one m on t hs’ no t ice o f t he d at e f rom w h ich t h e annual leave w ill b e t aken sub ject t o t he f o llow ing:

The p er iod o f annual leave t aken w ill no t result at any t im e in t he em p loyee’s rem ain in g annual leave b alance b ein g less t han six (6) w eeks w hen any o t her p aid annual leave ar rangem ent s are t aken in t o accoun t .

The em p loyee w ill no t b e req uired t o t ake an y p er iod o f p aid annual leave o f less t han one (1) w eek.

In circum st ances w here cancellat ion o f annual leave is consid ered d ue t o op erat ion al req u irem en t s, consult at ion w ill occur p r io r t o cancellat ion o f any leave. Th e resched ulin g o f any such leave w ill b e t aken at a m ut ually agreed t im e.

If t he em p loym en t o f an em p loyee is t erm inat ed t he em p loyee w ill b e p aid all leave ow ing (includ ing any p ro -rat a annual leave) at t he t im e o f t erm inat ion . Fur t herm ore t h e d at e o f t erm inat ion w ill b e ext end ed b y eit her t he am o un t o f accrued annual leave ow ing o r t he am o un t o f long service leave o w ing w h ich ever is t he great er . Any p ub lic ho lid ay f alling on a d ay t he em p loyee w o uld have b een ro st ered t o w ork d ur ing t h is p er iod w ill b e calculat ed at t he em p loyee’s o rd in ary rat e and p aid at t he t im e o f t erm inat ion . The f o llow ing allow an ces/p enalt ies are p ayab le d ur in g p er io d s o f annual leave and t heref o re p ayab le in t erm in at ion f o r any accrued annual leave: a) Sh if t w o rkers - Sub ject t o t he rat e o f salary t o b e p aid t o a sh if t w o rker , t he rat e

p ayab le sh all b e f o r w ork in o rd inary t im e acco rd in g t o t he em p loyee's rost er o r p ro ject ed ro st er , includ ing Sat urd ay, Sund ay o r ho lid ay sh if t s, o r an annualised salary as ap p licab le.

b ) Em p loyees-in -Charge - Em p loyee-in -Ch arge allo w ances shall b e includ ed in t he salary t o b e p aid .

The annual leave load ing o f 17.5% is inco rp o rat ed in t o t he salary r at es in Sched ule A o f t h is Agreem en t . 10.1.1 Preservation of Five (5) Weeks Annual leave Ad m in ist r at ive St ream em p loyees w ho p r io r t o 1995 h ad an en t it lem en t t o f ive (5) w eeks annual leave p er annum w ill ret ain t h is en t it lem en t un less t hey elect in w r it ing t o f o rego one (1) w eek’s accrual p er annum on a p erm an en t b asis and b e p aid an ad d it ion al 2% in t o t heir base rate.

Th is p rovision d oes no t ap p ly t o :

Sh if t w o rkers;

Ad m in ist r at ive em p loyees engaged af t er 1995 w o rking out sid e o f t he geograp h ical area lying no r t h o f t h e 22nd Parallel o f Sout h Lat it ud e and /o r West o f t he 144t h m er id ian o f East Long it ud e.


10.1.2 Illness Whilst on Annual Leave An em p loyee f alling sick d ur in g annual leave m ay claim p ersonal leave in acco rd ance w it h t he p rovisions d et ailed b elow , p rovid ed t he em p loyee has an ap p ro p r iat e p ersonal leave b alance. Annual leave f o r t h at p er io d o f sickness m ay b e re -cred it ed as annual leave t o b e t aken at a m ut ually conven ien t t im e, p rovid ed t h at : The p er iod o f illness is at least t w o (2) consecut ive w o rking d ays; and A m ed ical cer t if icat e f r om a q ualif ied m ed ical p ract it ioner is includ ed w it h t he claim .

10.1.3 Personal Leave Person al leave is availab le in circum st ances w here t he em p loyee sust ains an illness o r in ju ry, w h ich result s in t he em p loyee b eing un ab le t o p er f o rm t heir n o rm al d u t ies. Entitlement Every em p loyee, excep t a casual em p loyee, is en t it led t o b e p aid p ersonal leave at t he nom inal r at e o f one (1) d ay p er m on t h o f service up t o a m axim um o f 12 d ays p er com p let ed year o f service, un less p rovid ed f o r in an alt ernat ive em p loym en t ar rangem ent p rovid ed f o r und er t h is Agreem en t . Par t -t im e em p loyees accrue p erson al leave on a p ro rat a b asis. Paym en t f o r p erson al leave w ill b e m ad e b ased on t he num b er o f hours t h at w ould have b een w orked b y t he em p loyee if t hey w ere no t ab sen t on p erson al leave. Person al leave m ay b e t aken f o r p ar t o f a d ay. Employee must give notice The p aym en t o f p ersonal leave is sub ject t o t he em p loyee p ro m p t ly ad visin g t heir sup erviso r at t he f ir st o p p or t un it y o f t heir ab sence and it s exp ect ed d urat ion . Evidence supporting a claim When t he em p loyee's ab sence is f o r m ore t han t w o (2) consecut ive w o rking d ays (consecut ive d ays includ e t he d ays im m ed iat ely p reced in g and f o llow ing a w eekend , p ub lic ho lid ay o r SDO), t he em p loyee is req uired t o g ive Energy Queensland a d oct o r 's cer t if icat e, o r o t her r eason ab ly accep t ab le evid ence t o Energy Queensland’s sat isf act ion , ab out t he n at ure and ap p roxim at e d urat ion o f t he illness. Accumulated personal leave An em p loyee's accum ulat ed p ersonal leave en t it lem en t s are p reserved w hen : The em p loyee is ab sen t f rom w ork on unp aid leave gran t ed b y Energy Queensland; Energy Queensland o r t h e em p loyee t erm in at es t he em p loyee's em p loym en t and t he

em p loyee is re-em p loyed w it h in t h ree (3) m on t hs; The em p loyee's em p loym en t is t erm in at ed b ecause o f illness o r in ju ry and t he

em p loyee is r eem p loyed b y Energy Queensland w it hout having b een em p loyed in t he in t er im .

The em p loyee accum ulat es p ersonal leave en t it lem en t s w h ilst ab sen t f rom w o rk on p aid leave gran t ed b y Energy Queensland. Workers' Compensation Where an em p loyee is in receip t o f w orkers' com p ensat ion , t he em p loyee is no t en t it led t o p aym en t o f p erson al leave. Provid ed t h at up on w r it t en ap p licat ion o f t he em p loyee, accrued annual leave o r long service leave m ay b e ut ilised t o “t op up ” WorkCover p aym en t s t o 100% o f t he em p loyee’s p re-in ju r y Agreem en t salary.


10.1.4 Concessional Personal Leave A concessional p ersonal leave en t it lem en t o f 13 w eeks w ill b e cred it ed t o em p loyees w ho have b een em p loyed in a Queenslan d Governm en t ow ned elect r icit y en t it y f o r 26 years, w it hout a b reak o f em p loym en t exceed ing t h ree (3) m on t hs, and w ho have exh aust ed t heir no rm al p ersonal leave en t it lem en t s. Where t he em p loyee on ly req uires a p ar t o f t he 13 w eeks cred it , t he rem ain ing com p onen t w ill b e availab le at a lat er d at e w h ere t he em p loyee h as again exhaust ed t heir no rm al p ersonal leave accrual. 10.1.5 Concessional Personal Leave - Returned Service Personnel Ret urned service p ersonnel w ill b e gran t ed a sp ecial cred it o f sixt y -f ive (65) w orking d ays Person al Leave o f ab sence, f o r illness d irect ly at t r ib ut ab le t o act ive service caused d isab ilit ies. Elig ib ilit y f o r t h is en t it lem en t w ill b e cond it ional on t he em p loyee p rovid ing d ocum en t ary evid ence f rom t he Dep ar t m en t o f Vet eran ’ Af f air s, t h at t he d isab ilit y h as b een accep t ed b y t h at Dep ar t m en t as at t r ib ut ab le t o act ive service. Claim s against t h is en t it lem en t w ill b e consid ered even w hen an em p loyee has a cred it o f no rm al Personal Leave. A m ed ical cer t if icat e o r o t her reason ab ly accep t ab le evid ence t o Energy Queensland’s sat isf act ion , ab out t he nat ure an d ap p roxim at e d urat ion o f t he illness is req u ired w here t he ab sence is f o r m ore t h an t w o (2) d ays. Em p loyees w ho consid er t hey are elig ib le f o r t h is en t it lem en t should m ake ap p licat ion , sup p or t ed b y t he necessary d ocum en t ary evid ence t o t he Reg ion al Hum an Resources Man ager . Ap p licat ions f o r t akin g o f Personal Leave should b e lod ged in t he no rm al m anner . How ever , claim s f o r d eb it s against t h is en t it lem en t should sp ecif ically ind icat e t hat t h e ab sence w as associat ed w it h t he em p loyee’s d isab ilit y w h ich has b een accep t ed b y Energy Queensland as b eing t he result o f act ive service. 10.2 SPECIAL CIRCUMSTANCES LEAVE Where sp ecial cir cum st ances ar ise Energy Queensland m ay gran t t o an em p loyee ad d it ional leave w it h p ay und er such cond it ions o r lim it at ions as Energy Queensland w ill d et erm in e. Such leave w ill on ly b e p rovid ed w here an em p loyee h as exhaust ed all accrued leave en t it lem en t s and ap p rop r iat e evid ence t o t he sat isf act ion o f Energy Queensland is p rovid ed t o sup p or t t he req uirem en t f o r ad d it ional leave. Fo r exam p le, w here an em p loyee o r im m ed iat e m em b er o f t he em p loyee’s f am ily req uires ongo ing m ed ical care f o r a lif e t h reat en ing in jury o r illness. Such ap p roval w ill req u ire w r it t en evid ence t o t he sat isf act ion o f Energy Queensland w h ich w ill no t un reasonab ly b e ref used .

10.2.1 Family and Domestic Violence Leave Paid d om est ic and f am ily vio lence leave is availab le t o sup p or t em p loyees exp er iencing t he ef f ect s o f d om est ic and f am ily vio lence b y p rovid ing access t o p aid leave and sup p or t . The am oun t o f p aid leave t hat m ay b e reasonab ly req u ired is no t cap p ed and o t her leave b alances d o no t need t o b e t aken o r exh aust ed p r io r t o accessing d om est ic and f am ily vio lence leave. In t he case o f accessing leave f o r d om est ic and f am ily v io lence p urp oses, an em p loyee w ill h ave access t o a m in im um o f 10 d ays p er year o f p aid leave.


Dom est ic an d /o r f am ily vio lence sup p or t leave can b e t aken as a p ar t d ay ab sence and leave w it h p ay f o r d om est ic and f am ily vio lence p urp oses coun t s as service f o r all p urp oses. Leave p rovisions and req u irem en t s w ill b e availab le in acco rd ance w it h Energy Queensland p o licy, includ ing :

Ind iv id ual Sup p o r t Con f id en t ialit y Ad verse act ion Con t act p erson Workp lace Saf et y Plann ing St rat eg ies

Any ch anges t o t he Po licy w ill b e d one t h rough agreem en t w it h t he Par t ies. 10.3 CARER’S LEAVE 10.3.1 Use of Personal Leave An em p loyee w it h r esp onsib ilit ies in relat ion t o eit her m em b ers o f t heir im m ed iat e f am ily o r m em b ers o f t heir househo ld w ill b e en t it led t o use t heir accrued Personal Leave en t it lem en t f o r ab sences t o p rovid e care and sup p or t f o r such p erso ns w hen t hey are ill o r in jured , o r b ecause o f an unexp ect ed em ergency af f ect ing a m em b er o f t heir im m ed iat e f am ily o r m em b ers o f t heir househ o ld . The em p loyee w ill, if req uest ed , p rovid e reason ab le evid ence t o Energy Queensland’s sat isf act ion t hat t he p erson concerned req u ires care b y ano t her . In no rm al circum st ances, an em p loyee w ill n o t t ake carer ’s leave w here ano t her p erson has t aken leave t o care f o r t he sam e p erson . Carer ’s leave m ay b e t aken f o r p ar t o f a single d ay.

The em p loyee w ill, w h ere p ract icab le ad vise Energy Queensland at t he f ir st op p or t un it y:

Give no t ice p r io r t o t he ab sence;

The n am e o f t h e p erson req uir in g care and t h eir r elat ionsh ip t o t he em p loyee;

The reasons f o r t aking such leave; an d

The est im at ed lengt h o f ab sence

10.3.2 Alternative Carers Leave Arrangements Where an em p loyee has exh aust ed t heir en t it lem en t t o p aid carers leave, sub ject t o ap p roval b y Energy Queensland t he em p loyee m ay t ake unp aid carer ’s leave o r t he f o llow ing t yp es o f leave in t he m anner p rescr ib ed b elow :

Annual Leave

An em p loyee m ay elect , w it h t he consen t o f Energy Queensland, t o t ake annual leave at a t im e o r t im es agreed b et w een t he p ar t ies w h ich m ay b e t aken in single d ay p er iod s o r p ar t s t hereo f in any calend ar year at a t im e o r t im es agreed b et w een t he p ar t ies.

Tim e Of f in Lieu (TOIL)

An em p loyee m ay elect , w it h t he consen t o f Energy Queensland t o t ake t im e o f f in lieu o f p aym en t f o r over t im e at a t im e o r t im es agreed w it h Energy Queensland t o d isch arge a resp onsib ilit y t o care f o r o r sup p o r t a p erson w het her p erson al o r n o t .

Over t im e t aken as t im e o f f d ur ing o rd in ary t im e hours w ill b e t aken at t h e o rd in ary t im e rat e t hat is an hour f o r each hour w orked .


Energy Queensland w ill, if req uest ed b y an em p loyee, p rovid e p aym en t at t he rat e p rovid ed f o r t he p aym en t o f over t im e in t h is Agreement, f o r any over t im e w orked , in acco rd ance w it h t h is Clause w here such t im e has no t b een t aken w it h in f our (4) w eeks o f accrual.

Make-Up t im e

An em p loyee m ay elect , w it h t he consen t o f Energy Queensland, t o w ork “m ake-up t im e”, und er w h ich t he em p loyee t akes t im e o f f o rd in ary hours, and w o rks t hose hours at a lat er t im e, d ur ing t he sp read o f o rd in ary hours p rovid ed in t h is Agreement, at base rates.

An em p loyee on sh if t w o rk m ay elect , w it h t he consen t o f Energy Queensland, t o w ork m ake-up t im e un d er w h ich t he em p loyee t akes t im e o f f o rd inary h ours and w orks t hose hours at a lat er t im e, at t h e sh if t r at e w h ich w ould have b een ap p licab le t o t he hours t aken o f f .

10.4 COMPASSIONATE LEAVE An em p loyee includ ing long t erm casuals w ill, on t he d eat h o f t heir :

Wif e o r Husb and ; De f act o ; Par t ner ; Mo t her o r Fat her ; Legal Guard ian ; Mo t her -in -law o r Fat her -in -law ; Bro t her o r Sist er ; Ch ild o r St ep -ch ild ; St ep -f at her o r St ep -m o t her ; Half b ro t her o r Half sist er ; St ep -b ro t her o r St ep -sist er ; Bro t her -in -law o r Sist er -in -law ; Niece, Nep hew ; Uncle, Aun t ; Cousins; Son -in -law o r Daugh t er -in -law ; Grand f at her o r Grand m ot her ; Grand son o r Grand d augh t er ; Great Grand f at her o r Great Grand m o t her Sp ouse; Fo rm er sp ouse, Ex-f ost er ch ild ; Ex-nup t ial ch ild ; Ex-f ost er p aren t ; St ep Grand p aren t s

w ill b e en t it led on no t ice t o t w o (2) o rd inary d ays o f b ereavem en t leave w it hout loss o f p ay. The p er io d o f leave w ill no t exceed t he num b er o f hours w orked b y t he em p loyee on t w o (2) o rd inary d ays. On t he d eat h o f an em p loyee’s w if e, husb and , d e f act o , ch i ld /st ep ch ild , m o t her o r f at her , b ro t her o r sist er t hey m ay access up t o f ive (5) d ays o f accrued p ersonal leave f o r t he p urp oses o f b ereavem en t , in ad d it ion t o exist ing b ereavem en t leave en t it lem en t s. Reasonab le ad d it ional b ereavem en t leave m ay b e p rovid ed at Energy Queensland’s d iscret ion w here an em p loyee has assum ed sign if ican t resp onsib ilit y f o r t he ar rangem ent s o f cerem on ies result in g f rom t he d eat h , o r w here cult ural ob ligat ions necessit at e a longer p er iod o f b ereavem en t leave.

Em p loyees accessing up t o t he f ive (5) d ays o f p erson al leave in t hese circum st ances w ill no t b e req u ired t o p ro vid e sup p or t ing evid en ce in acco rd ance w it h clause 10.2.2.

Bereavem en t leave can b e sp lit t o allow a p er iod o f leave p r io r t o t he f uneral an d t hen f o r at t en d ance at t he f uneral at a lat er d at e.

In ad d it ion , w h ere t he em p loyee m ust t r avel ext ensively f o r t he p urp ose o f b ereavem en t leave, an em p loyee w ill b e en t it led up t o a m axim um o f t w o (2) ad d it ional d ays w it hout loss o f p ay on each occasion .

In each case, sat isf act o r y evid ence m ust b e p ro vid ed if req uest ed b y Energy Queensland.

Any claim s f o r b ereavem en t leave f o r a p erson no t list ed ab ove m ust b e ref er red t o Hum an Resources.


Energy Queensland m ay ap p rove unp aid leave w here t he p er iod o f p aid b ereavem en t leave is insuf f icien t .

A “long t erm casual em p loyee” is a casual em p loyee engaged b y Energy Queensland, on a regular and syst em at ic b asis, f o r several p er iod s o f em p loym en t d ur in g a p er io d o f at least one (1) year im m ed iat ely b ef o re t he em p loyee seeks t o access b ereavem en t leave. 10.5 PARENTAL LEAVE Paren t al Leave includ in g Mat ern it y, Pat ern it y and Ad op t ion Leave is availab le t o f u ll -t im e, p ar t -t im e o r long t erm casual em p loyees w ho have at least t w elve (12) m on t hs con t inuous service w it h Energy Queensland im m ed iat ely p r io r t o com m encing Paren t al Leave.

10.5.1 Definitions Adoption Leave m eans p aid and un p aid leave availab le t o an em p loyee in r elat ion t o t he ad op t ion o f a ch ild .

Child for the purposes of Adoption Leave m eans a p erson und er t he age o f f ive years w ho is p laced w it h t he em p lo yee f o r t he p urp oses o f ad op t ion , o t her t han a ch ild o r st ep -ch ild o f t he em p loyee o r o f t he sp ouse o f t he em p loyee.

Child for the purposes of Maternity and Paternity Leave m eans a ch ild o f t he em p loyee o r t heir sp ouse und er t he age o f one (1) year .

Long term casual m ean s casual em p loyees w ho are engaged , b y Energy Queensland on a regular and syst em at ic b asis o f at least one (1) year im m ed iat ely b ef o re t h e em p loyee seeks t o access an en t it lem en t .

Maternity Leave m ean s p aid and unp aid leave availab le t o a p regnan t em p loyee in relat ion t o t he b ir t h o f a ch ild .

Parental Leave m eans p aid and unp aid leave associat ed w it h t he b ir t h o r ad op t ion o f a ch ild , includ ing Mat ern it y, Pat ern it y and Ad op t ion Leave.

Paternity Leave m eans p aid and un p aid leave availab le t o t he sp ouse o f a p regnan t o r ad op t ive em p loyee.

Primary care-giver m eans a p erson w ho assum es t he p r incip al ro le o f p rovid ing care and at t en t ion t o a ch ild .

Relative adoption occurs w hen a ch ild , as d ef in ed , is ad op t ed b y a grand p aren t , b ro t her , sist er , aun t o r uncle (w het her o f t he w ho le b lood o r half b lood o r b y m ar r iage).

Replacement Employee m eans an em p loyee sp ecif ically engaged as a result o f an em p loyee p roceed ing on Paren t al Leave and t em p orary p ar t t im e ar rangem en t s.

Spouse includ es a d e f act o sp ouse, includ ing a sp ouse o f t he sam e sex o r a f o rm er sp ouse.

10.5.2 Maternity Leave A p regn an t em p loyee w ill b e en t it led t o a p er iod o f up t o f if t y t w o (52) w eeks Mat ern it y Leave p rovid ed t hat such leave w ill no t ext en d b eyond t he ch ild ’s f ir st (1st ) b ir t hd ay. The p er iod o f Mat ern it y Leave includ es t he f o llow ing: An unb roken p er iod o f up t o f our t een (14) w eeks p aid leave;

A f ur t her unb ro ken p er io d o f up t o t h ir t y eigh t (38) w eeks unp aid leave t o b e t he p r im ary care g iver o f t he ch ild .

An em p loyee m ay elect t o r eceive t heir f our t een (14) w eeks p aid Mat ern it y Leave at half p ay over f our t een (14) f o r t n igh t ly p ay p er iod s.


Th is en t it lem en t w ill b e red uced b y any p er iod o f Pat ern it y Leave t aken b y t h e em p loyee’s sp ouse in r elat ion t o t he sam e ch ild . Ap ar t f rom Pat ern it y Leave o f up t o one (1) w eek at t he t im e o f con f inem en t , Mat ern it y Leave w ill no t b e t aken concur ren t ly w it h Pat ern it y Leave. A f ur t her p er iod o f up t o f if t y t w o (52) w eeks o f unp aid leave, t o b e t he p r im ary care -g iver m ay b e ap p roved at t he d iscret ion o f Energy Queensland. Where an em p loyee co n t inues t o w ork w it h in t he six (6) w eek p er iod im m ed iat ely p r io r t o t he exp ect ed d at e o f b ir t h , t he em p loyee is t o p rovid e Energy Queensland w it h a m ed ical cer t if icat e w h ich st at es t hat con t in uing t o und er t ake no rm al d u t ies w ill no t jeop ard ise t he em p loyee’s healt h . Transf er t o a Saf e Job Where a d oct o r ’s cer t if icat e st ip ulat es t he necessit y f o r an em p loyee t o t ransf er t o a saf e job , a r isk assessm en t m ay b e und er t aken p r io r t o com m encem ent in t he alt ern at e ro le. The alt ern at e ro le w ill b e com p arab le in classif icat ion and p ay. If t he t ran sf er t o a saf e job is no t p ract icab le, t he em p loyee m ay req uest t o t ake leave as p rovid ed in t h is Agreement f o r as long as a d oct o r cer t if ies it is necessary t o avo id exp osure t o r isk. Sp ecial Mat ern it y Leave an d Person al Leave Where t he p regnancy o f an em p loyee no t on Mat ern it y Leave t erm in at es af t er t w elve (12) w eeks o t her t han b y t he b ir t h o f a living ch ild , she w ill b e en t it led t o unp aid leave (t o b e know n as sp ecial Mat ern it y Leave) as a regist ered m ed ical p ract it ioner cer t if ies as necessary b ef o re her r et urn t o w ork; o r f o r illness o t her t han t he no rm al conseq uences o f con f inem en t she w ill b e en t it led , eit her in lieu o f o r in ad d it ion t o sp ecial Mat ern it y Leave, t o such p aid sick leave as t o w h ich she is en t it led and w h ich a reg ist ered m ed ical p ract it ioner cer t if ies as necessary b ef o re her r et urn t o w ork. Should a p regn ancy en d af t er t w en t y (20) w eeks o f p regn ancy o r t he ch ild d ie d ur ing t he p er iod o f p aid m at ern it y leave, t he em p loyee w ill b e elig ib le f o r p aid Sp ecial Mat ern it y Leave o f up t o f our t een (14) w eeks. The em p loyee m ay elect t o ret urn t o t he w orkp lace p r io r t o t he conclusion o f t he f our t een (14) w eeks Sp ecial Mat ern it y Leave p er iod in w h i ch case such p aym en t w ill cease and no rm al w ages recom m ence. Where an em p loyee n o t on Mat ern it y Leave suf f er s illness relat ed t o her p regnancy, she m ay t ake p aid sick leave as she is en t it led and f ur t her un p aid leave (t o b e know n as sp ecial Mat ern it y Leave) as a regist ered p ract it ioner cer t if ies as necessary b ef o re her ret urn t o w o rk, p rovid ed t h at t he t o t al o f p aid sick leave, sp ecial Mat ern it y Leave and Mat ern it y Leave sh all no t exceed f if t y t w o (52) w eeks 10.5.3 Paternity Leave An em p loyee w ill b e en t i t led t o one (1) o r t w o (2) p er io d s o f Pat ern it y Leave, t he t o t al o f w h ich w ill no t exceed f if t y t w o (52) w eeks, in t he f o llow ing circum st ances: An unb ro ken p er iod o f up t o one (1) w eek p aid leave at t he t im e o f con f inem en t o f

t he sp o use and w it h t he consen t o f Energy Queensland an ext ensio n o f t he Pat ern it y Leave f o r f ur t her unb roken p er iod o f up t o seven (7) w eeks unp aid leave.

A f ur t her unb ro ken p er iod o f up t o f if t y one (51) w eeks unp aid leave in o rd er t o b e t he p r im ary careg iver o f a ch ild p rovid ed t h at such leave w ill no t ext end b eyond t he ch ild ’s f ir st (1st ) b ir t h d ay.

The en t it lem en t o f up t o f if t y one (51) w eeks unp aid leave w ill b e red uced b y any p er iod o f Mat ern it y Leave o r Ad op t ion Leave t aken b y t he em p loyee’s sp ouse. Ap ar t f rom


Pat ern it y Leave o f up t o one (1) w eek at t he t im e o f con f inem en t , any f ur t her un b ro ken p er iod o f up t o f if t y on e (51) w eeks w ill no t b e t aken concur ren t ly w it h Pat ern it y Leave. An em p loyee m ay req uest t o ext end t he on e (1) w eek p aid p at ern it y leave t o t w o (2) w eeks at h alf -p ay. A f ur t her p er iod o f up t o f if t y t w o (52) w eeks o f unp aid leave t o b e t he p r im ary care -g iver m ay b e ap p roved at t h e d iscret ion o f Energy Queensland. 10.5.4 Adoption Leave An em p loyee w ill b e en t it led t o one (1) o r t w o (2) p er iod s o f Ad op t ion Leav e, t he t o t al o f w h ich w ill no t exceed f if t y t w o (52) w eeks, in t he f o llow ing circum st ances: An unb ro ken p er iod o f up t o f our t een (14) w eeks p aid leave at t he t im e o f p lacem en t

o f t he ch ild ;

Fur t her un b ro ken p er iod o f up t o t h ir t y eigh t (38) w eeks unp aid leave f rom t he t im e o f t he ch ild ’s p lacem en t in o rd er t o b e t he p r im ary care -g iver o f t he ch ild . Th is leave w ill no t ext end b eyon d one year af t er t he p lacem en t o f t he ch ild an d w ill no t b e t aken concur ren t ly w it h Ad op t ion Leave t aken b y t he em p loyee’s sp ou se in relat ion t o t he sam e ch ild .

An em p loyee m ay elect t o receive t heir f our t een (14) w eeks p aid Ad op t ion Leave at half p ay over f our t een (14) f o r t n igh t ly p ay p er iod s. The en t it lem en t o f up t o f if t y t w o (52) w eeks w ill b e red uced b y any p er iod o f Ad op t i on Leave t aken , and t he aggregat e o f any p er iod s o f Ad o p t ion Leave t aken o r t o b e t aken b y t he em p loyee’s sp ouse. 60 A f ur t her p er iod o f up t o f if t y t w o (52) w eeks o f unp aid leave m ay b e ap p roved t o b e t he p r im ary care-g iver at t he d iscret ion o f Energy Queensland. Sp ecial Ad op t ion Leave Energy Queensland w ill g ran t t o any em p loyee w ho is seeking t o ad op t a ch ild , such unp aid leave no t exceed ing t w o (2) d ays, as is r eq u ired b y t he em p loyee t o at t en d any com p ulso ry in t erview s o r exam inat ions as are necessary . 10.5.5 Parental Leave Notice Requirements The f o llow ing no t ice p er io d s ap p ly f o r Paren t al Leave: Mat ern it y Leave No t less t h an t en (10) w eeks p r io r t o t he exp ect ed d at e o f con f inem en t an em p loyee

w ill p rovid e Energy Queensland w it h a cer t if icat e f rom a regist ered m ed ical p ract it ioner st at ing t hat she is p regnan t and t he exp ect ed d at e o f con f inem en t .

No t less t h an f our (4) w eeks p r io r t o con f inem en t an em p loyee w ill p rovid e no t ice in w r it ing t o Energy Queensland o f t he d at e she p rop oses t o com m ence Mat er n it y Leave, st at ing t he p er io d o f leave t o b e t aken . If req uest ed b y Energy Queensland t he em p loyee m ust p rod uce a st at ut o ry d eclarat ion st at ing p ar t icu lars o f any p er iod o f Pat ern it y Leave sough t o r t aken b y h er sp o use.

Pat ern it y Leave No t less t han t en (10) w eeks p r io r t o t he exp ect ed d at e o f p rop osed Pat ern it y Leave

an em p loyee w ill p rovid e Energy Queensland w it h a cer t if icat e/d eclarat ion st at ing t he p rop osed st ar t and f in ish d at es o f leave.

As soon as p ract icab le, an em p loyee w ill g ive no t ice t o Energy Queensland o f t he d at e t hey p rop o se t o com m ence Pat ern it y Leave, st at ing t he p er iod o f leave t o b e t aken .


Ad op t ion Leave Up on receiv ing no t ice o f ap p roval f o r ad op t ion p urp oses, an em p loyee w ill no t if y

Energy Queensland o f such ap p roval and w it h in t w o (2) m on t hs o f such ap p roval w ill f ur t her no t if y Energy Queensland o f t he p er iod o r p er iod s o f Ad o p t ion Leave t he em p loyee p rop oses t o t ake. In t he case o f a Relat ive Ad op t ion t he em p loyee w ill no t if y as af o resaid up on d ecid ing t o t ake a ch ild in t o cust od y p end in g an ap p licat ion f o r an ad op t ion o rd er .

No t less t han t en (10) w eeks b ef o re t he p rop osed d at e o f com m encing any Ad op t ion Leave an em p loyee w ill g ive no t ice in w r it ing t o Energy Queensland o f t he d at e o f com m encing leave and t he p er io d o f leave t o b e t aken .

No t less t h an f our t een (14) d ays b ef o re t he p resum ed d at e o f p lacem en t o f a ch ild f o r ad op t ion an em p loyee w ill, as soon as g ive n o t ice in w r it ing t o Energy Queensland o f t he d at e o f t he com m encem ent o f any p er iod o f leave t o b e t aken .

10.5.6 Certification Required The f o llow ing cer t if icat ion is req uired in relat ion t o ap p licat ions f o r Paren t al Leave: A cer t if icat e f rom a regist ered m ed ical p ract it ioner st at ing t h at t he em p loyee (o r

t heir sp ouse) is p regnan t and t he exp ect ed d at e o f con f inem en t . Wher e ap p rop r iat e t he sp ouse should b e n am ed ; o r

A St at em en t f rom an ad op t ion agency o r o t her ap p rop r iat e b od y ad vising t he p resum ed d at e o f p lacem en t o f t he ch ild w it h t he em p loyee f o r ad op t ion p urp oses; o r

A st at em en t f rom t h e ap p rop r iat e govern m en t au t ho r it y con f irm ing t h at t he em p loyee is t o h ave cust od y o f t he ch ild p end ing ap p licat ion f o r an ad op t ion o rd er ; and

In relat ion t o any f u r t h er p er iod o f up t o f if t een (51) w eeks t o b e t aken f o r Pat ern it y Leave, t he em p loyee m ust p ro d uce t o Energy Queensland a st at u t o ry d eclarat ion st at ing:

• The p er io d o f Paren t al Leave req uest ed t o b ecom e t he p r im ary care -g iver o f a ch ild ;

• Par t icu lar s o f any p er iod o f Paren t al Leave sough t o r t aken b y t he em p loyee’s sp ouse; and

• Fo r t he p er iod o f Paren t al Leave t he em p loyee w ill no t engage in any cond uct inconsist en t w it h t he em p loyee’s con t ract o f em p loym en t .

10.5.7 Variation of Period of Parental Leave Provid ed t h e m axim um p er io d o f Paren t al Leave d o es no t exceed t he p er iod t o w h ich t he em p loyee is en t it led , t he p er io d o f Paren t al Leave m ay b e ext end ed once on ly b y t he em p loyee g iving no t less t h an f our t een (14) d ays’ no t ice in w r it ing st at ing t he p er iod b y w h ich t he leave is t o b e ext end ed . The p er iod m ay b e f u r t her ext end ed b y Agreement b et w een Energy Queensland and t he em p loyee. The p er iod o f Paren t al Leave m ay, w it h t he co nsen t o f Energy Queensland, b e sho r t ened b y t he em p loyee g iving n o t less t han f our t een (14) d ays no t ice in w r it ing st at ing t he p er iod b y w h ich t he leave is t o b e sho r t ened . An em p loyee and Energy Queensland m ay agree t hat t he em p loyee b reak t he p er iod o f Paren t al Leave b y ret urn ing t o w ork f o r Energy Queensland, w het her on a f u ll-t im e, p ar t t im e o r casual b asis. 10.5.8 Cancellation of Parental Leave Mat ern it y o r Pat ern it y Leave, ap p lied f o r b ut no t com m enced , w ill b e cancelled w hen t he p regn ancy o f an em p loyee t erm in at es o t her t han b y t h e b ir t h o f a liv ing ch ild . In such


inst ances t he em p loyee w ill resum e w ork at a t im e nominated employee representative b y Energy Queensland w h ich w ill no t exceed t w o (2) w eeks f rom t he d at e o f no t ice p rovid ed in w r it ing b y t he em p loyee o f t heir in t en t ion t o r et urn t o w ork. Ad op t ion Leave ap p lied f o r b ut no t com m en ced , w ill b e cancelled should t he p lacem en t o f t he ch ild no t p roceed . Where t he p lacem en t o f a ch ild f o r ad op t ion p urp oses w it h an em p loyee t hen on Ad op t ion Leave d oes no t p roceed o r con t inue, t he em p loyee w ill no t if y Energy Queensland and Energy Queensland w ill nom inat e a t im e n o t exceed ing t w o (2) w eeks f rom receip t o f no t if icat ion f o r t he em p loyee’s resum p t ion o f w ork. 10.5.9 Parental Leave and Other Leave Entitlements Provid ed t he aggregat e o f any leave, includ ing leave t aken und er Paren t al Leave, d oes no t exceed t he p er iod t o w h ich t he em p loyee is en t it led , an em p loyee m ay, in lieu o f o r in con junct ion w it h Paren t al Leave, t ake any Annual Leave o r Long Service Leave o r any p ar t t hereo f t o w h ich t hey are en t it led . Where an en t it lem en t exist s, an em p loyee m ay also elect t o t ake any accrued Annual Leave o r Long Service Leave at h alf p ay in con junct ion w it h p aid Paren t al Leave, p rovid ed t he m axim um p er io d o f leave at h alf p ay d oes no t end b eyond f if t y -t w o (52) w eeks. Paid Personal Leave o r o t her p aid aut ho r ised ab sences (exclud in g Annual Leave o r Long Service Leave) w ill no t b e availab le t o an em p loyee d ur in g t heir ab sence on Paren t al Leave. 10.5.10 Accrual of Leave & Continuity of Service An ab sence on Paren t al Leave w ill b e t aken in t o accoun t in calculat ing an en t it lem en t t o Annual Leave t o a m axim um o f t h ree (3) m on t hs p rovid ed t h at w here an em p loyee d oes no t ret urn t o t he service o f Energy Queensland p r io r t o o r f o llow ing co m p let ion o f Paren t al Leave and t hereaf t er r em ain in t he service o f Energy Queensland f o r a con t inuous p er io d o f t h ree (3) m on t hs, t he em p loyee w ill f o r f eit t he r igh t t o have any p ar t o f t he p er iod o f Paren t al Leave t aken in t o accoun t in calculat ing en t it lem en t s t o o r in lieu o f Annual Leave. Ab sence on Paren t al Leave w ill no t b reak t h e con t in uit y o f service o f an em p loyee b ut w ill no t b e t aken in t o accoun t in calculat ing t h e p er iod o f service f o r any o t her p urp ose. 10.5.11 Termination of Employment An em p loyee on Paren t al Leave m ay t erm inat e t heir em p loym en t at any t im e d ur ing t he p er iod o f leave b y no t ice g iven in acco rd ance w it h t h is Agreement. Energy Queensland w ill n o t t erm in at e t he em p loym en t o f an em p loyee on t he ground o f t heir p regn ancy o r an em p loyee’s ab sence on Paren t al Leave, b u t o t herw ise t he r igh t s o f Energy Queensland in relat ion t o t erm inat ion o f em p loym en t are no t af f ect ed . 10.5.12 Return to Work after Parental Leave An em p loyee w ill con f irm t heir in t en t ion o f ret urn ing t o w ork b y no t ice in w r it in g t o Energy Queensland g iven no t less t han f our (4) w eeks p r io r t o t he exp irat ion o f her p er io d o f Paren t al Leave. Where an em p loyee elect s t o ret urn t o w ork w it h in six (6) w eeks af t er t he b ir t h o f t he ch ild , t he em p loyee w ill p rovid e t o Energy Queensland a m ed ical cer t if icat e st at ing t hat she is f it t o r et urn t o w ork. An em p loyee ret urn ing t o w ork af t er t he com p let ion o f a p er iod o f Paren t al Leave w ill b e en t it led t o t he p osit ion w h ich t hey held im m ed iat ely b ef o re p roceed ing on such leave o r , in t he case o f an em p loyee w ho w as t ran sf er red t o a saf e job t o t h e p osit ion she held


im m ed iat ely b ef o re such t r ansf er . Where such p osit ion no longer exist s w h ich t he em p loyee is q ualif ied f o r and is cap ab le o f p er f o rm ing, t hey w ill b e en t it led t o a p osit ion com p arab le in classif icat ion and p ay t o t hat o f her f o rm er p osit ion . On ret urn t o w ork, em p loyees m ay b y Mutual Agreement, w o rk p ar t t im e. 10.5.13 Replacement Employees Bef o re Energy Queensland engages a rep lacem en t em p loyee t he rep lacem en t em p loyee w ill b e ad vised t h at it is a t em p orary p osit ion an d o f t he r igh t s o f t he em p loyee p roceed ing on Paren t al Leave, and t em p orary p ar t t im e ar rangem en t s. No t h ing in t h is Clause w ill b e const rued as Energy Queensland b eing req u ired t o engage a Rep lacem en t Em p loyee. 10.5.14 Part Time Work for Parental Leave Sub ject t o t he d iscret ion and ap p roval o f Energy Queensland, an em p loyee w ho is t he p r im ary care-g iver m ay w ork p ar t -t im e in one (1) o r m ore p er iod s at any t im e f rom t he d at e o f b ir t h o f t he ch ild o r p lacem en t o f t h e ch ild , un t il t he ch ild is no longer req u ired t o b e en ro lled f o r co m p ulso ry schoo ling un d er t he Ed ucat ion (General Provisions) Act 2006. Energy Queensland w ill on ly ref use a req uest t o w ork p ar t -t im e on reasonab le b usiness ground s. If an em p loyee’s req uest f o r p ar t -t im e ar ran gem en t s is n o t ap p roved , Energy Queensland w ill p rovid e t he reasons f o r t he ref usal. A f em ale em p loyee m ay w ork p ar t -t im e in one o r m ore p er iod s w h ile she is p regn an t w here p ar t -t im e em p lo ym en t is necessary o r d esirab le b ecause o f t he p regn ancy. Ret urn t o f o rm er p osit ion An em p loyee w ho h as had at least t w elve (12) m on t hs’ con t inuous service w it h Energy Queensland im m ed iat ely p r io r t o com m encin g p ar t -t im e em p loym en t af t er t he b ir t h o r p lacem en t o f a ch ild has, at t he exp irat ion o f t he p er iod o f such p ar t -t im e em p loym en t o r t he f ir st p er iod , if t here is m ore t han one, t he r igh t t o ret urn t o h is o r her f o rm er p osit ion . No t h ing in t h is Clause w ill p reven t Energy Queensland f rom p erm it t ing t he em p loyee t o ret urn t o t heir f o rm er p osit ion af t er a second o r sub seq uen t p er iod o f p ar t -t im e em p loym en t . Ef f ect o f p ar t -t im e em p loym en t on con t inuo us service Com m encem en t on p ar t -t im e w o rk und er t h is Agreement w ill no t b r eak t he em p loyee’s con t inu it y o f service o r em p loym en t . Pro Rat a en t it lem en t s Par t -t im e em p loym en t w ill b e in acco rd ance w it h t he p rovisions o f t h is Agreement. Term in at ion o f em p loym en t An em p loyee on a p ar t t im e ar rangem en t m ay t erm in at e t heir em p loym en t at any t im e d ur ing t heir em p loym en t b y no t ice g iven in acco rd ance w it h t h is Agreement. Energy Queensland w ill no t t erm in at e t he em p loym en t o f an em p loyee on t he ground s o f t heir p ar t t im e em p lo ym en t st at us, b ut o t herw ise t he r igh t s o f Energy Queensland in relat ion t o t erm in at ion o f em p loym en t are no t af f ect ed . Nat ure o f p ar t -t im e w o rk The w ork t o b e p er f o rm ed p ar t -t im e need no t b e t he w ork p er f o rm ed b y t he em p loyee in t heir f o rm er p osit ion b ut w ill b e w ork o t herw ise p er f o rm ed und er t h is Agreement relevan t t o t hat em p lo ym en t .


10.5.15 Communication to Employees on Parental Leave Energy Queensland w ill t ake reasonab le act ion t o ad vise each em p loyee w ho is ab sen t f rom t he w orkp lace on Paren t al Leave ab out any d ecision t o im p lem en t changes. Such ad vice w ill includ e in f o rm at io n on t he ef f ect it w ill have on t he p o sit ion t he em p loyee held b ef o re st ar t ing Paren t al Leave. Energy Queensland w ill g ive t he em p loyee a reasonab le op p o r t un it y t o d iscuss any sign if ican t ef f ect t h e change w ill have on t he em p loyee’s p osit ion . 10.6 LONG SERVICE LEAVE 10.6.1 Entitlement An em p loyee is en t it led t o t h ir t een (13) w eeks Long Service Leave o n t he com p let ion o f t en (10) years con t in uous service.

Em p loyees w ill b e en t it led t o t ake p rop or t io nat e long serv ice leave af t er seven (7) years con t inuous service recogn ised b y Energy Queensland,. An em p loyee’s en t it lem en t t o long service leave af t er t en (10) years o f con t inuous service w ill b e red uced b y any p rop or t ion at e long service leave t aken . An em p loyee m ay access t h eir long ser vice leave af t er seven (7) years o f em p loym en t at t he p ro rat a rat e. 10.6.2 Entitlement on Termination of Employment Not w it hst an d ing, an em p loyee w ill b e en t it led t o a p rop or t ionat e p aym en t f o r Long Service Leave on t h e t erm inat ion o f t h e em p loyee’s service in t he f o llow ing circum st ances: An em p loyee f if t y f ive (55) years o f age o r o ld er resigns and has at least f ive (5) years

con t inuous service end ing w hen t he em p loyee resigns. An em p loyee und er f if t y f ive (55) years o f age and has at least f ive (5) year s con t inuo us

service resign s as a result o f illness o r in jur y and p rovid es Energy Queensland w it h a m ed ical cer t if icat e, f ro m an ap p rop r iat e d oct o r , st at ing t hey are un ab le t o con t inue in t h eir em p loym en t w it h Energy Queensland b ecause o f t he em p loyee’s il l healt h .

An em p loyee’s service ceases b ecause o f t he em p loyee’s d eat h and t hey had at least f ive (5) years con t inuous service end ing w hen t he em p loyee d ies.

An em p loyee resign s b ecause o f a d om est ic o r o t her p ressing necessit y and has at least seven (7) years co n t inuous service end in g w hen t he em p loyee resigns.

An em p loyee’s service is t erm in at ed b y Energy Queensland f o r a reaso n o t her t han t he em p loyee’s cond uct , cap acit y o r p er f o rm ance and has at least seven (7) years con t inuous service w hen t he em p loyee’s service is t erm in at ed .

On com p let ion o f t en (10) years o f service, any unused accrued long service leave. The am oun t o f p rop or t ionat e p aym en t w ill b e eq ual t o t he am oun t t h at w ould have b een p aid t o t he em p loyee if t he em p loyee h ad t aken all Long Serv ice Leave t o w h ich t he em p loyee w as en t it led on t he last d ay o f em p loym en t . If an em p loyee has d ied , Energy Queensland w ill p ay t h e am oun t as soo n as is p ract icab le t o t he p ersons (if any) w ho , Energy Queensland is sat isf ied , are com p let ely o r sub st an t ial ly d ep en d en t on t he earn ings o f t he em p loyee; o r in o t her cases t o t he em p loyee’s p ersonal rep resen t at ive. Appropriate doctor m eans a d oct o r w ho Energy Queensland is sat isf ied has t he ap p rop r iat e exp er t ise t o d ecid e w het her o r no t t he em p loyee is ab le t o con t in ue in t he em p loyee’s p resen t em p loym en t


10.6.3 Service Recognised for Long Service Leave Cont in uous service m eans: Service t h at is con t in uous o r t aken t o b e con t inuous und er Chap t er 8 o f t he Elect r icit y

Regulat ion 2006 (Qld ), and A p er iod o f f o rm er service t h at is, und er Chap t er 8 o f t he Elect r icit y Regulat ion 2006

(Qld ), r ecogn ised f o r w orking out t he p er iod o f service o f t he em p loyee in t he Governm en t Ow ned Elect r icit y (GOE) ind ust r y; and

Fo r an em p loyee w ho b ecam e a GOE ind ust ry em p loyee on 1 Janu ary 1995 b ecause o f t he rep ealed Governm en t Ow ned Co rp o rat io ns (QGC Corp o rat isat io n ) Regulat ion 1994 o r t he rep ealed Governm en t Ow ned Corp o rat ions (QTSC Co rp o rat isat ion ) Regulat ion 1994 - p revious service, includ ing b ro ken service, recogn ised as service f o r Long Service Leave p urp o ses und er t he rep ealed Elect r icit y Act 1976.

10.6.4 Casual Employees – Service and Continuity of Service The service o f an em p loyee w ho has b een em p loyed m ore t han once b y one o r m ore GOE em p loyers over a p er iod is con t in uous ser vice w it h Energy Queensland even t hough : t he em p loym en t is b ro ken ; o r any o f t he em p loym en t is no t f u ll -t im e em p lo ym en t ; o r t he em p loyee is em p loyed b y t he en t it y o r en t it ies und er t w o (2) o r m ore

em p loym en t con t ract s; o r t he em p loyee w ould , ap ar t f rom t h is sect io n , b e t aken t o b e en gaged in casual

em p loym en t ; o r t he em p loyee has engaged in o t her em p loym en t d ur ing t he p er io d . Con t in uous service en d s if t he em p loym en t is b roken b y m o re t h an t h ree (3) m on t hs b et w een t he en d o f one em p loym en t con t ract and t he st ar t o f t he next em p loym en t con t ract . In w orking out t he lengt h o f a casual em p loyee’s con t in uous service, service b y t he em p loyee b ef o re 23 June 1990 w ill no t b e t aken in t o accoun t . A p er iod w h en t he em p loyee w as no t em p loyed b y Energy Queensland o r ano t her GOE em p loyer w ill b e t aken in t o accoun t , p rovid ed t h at con t inuo us service end s if t he em p loym en t is b ro ken b y m ore t h an t h ree (3) m on t hs b et w een t he en d o f one em p loym en t con t ract and t he st ar t o f t he next em p loym en t con t ract . 10.6.5 Periods of Absence Without Pay That Count As Service An em p loyee’s ab sence w it hout p ay f rom em p loym en t is coun t ed as service on ly if : t he ab sence is as sick leave f o r no m ore t h an t h ree (3) m on t h s; o r

t he em p loyee is p aid f o r t he ab sence und er t he Wo rkers’ Com p ensat ion and Rehab ilit at ion Act 2003 as am en d ed f rom t im e t o t im e f o r an in jur y sust ained b y t he em p loyee; o r

t he ab sence is f o r leave, o t her t han sick leave, o f no m ore t han t w o (2) w eeks gran t ed b y Energy Queensland; o r

Energy Queensland has ap p roved t he inclusio n o f t he p er iod o f t he ab sence in t he em p loyee’s p er io d o f service f o r t h is p ar t ; o r

t he em p loyee is a casual em p loyee and Clause 10.6.4 ap p lies.

10.6.6 Calculation of Long Service Leave – Full-Time and Part-Time Employees The calculat ion o f Long Service Leave w ill b e in hours as has b een agreed b et w een Energy Queensland and Parties t o t h is Agreement and w ill b e at t he rat e o f 1.3 w eeks on t he ap p rop r iat e rat e o f p ay f o r each year o f t h e em p loyee’s con t inuo us service. The ap p ro p r iat e r at e o f p ay is:

f o r a f u ll-t im e em p loyee – at t he f u ll p ay rat e; and


f o r a p ar t -t im e em p loyee – at a p ro p or t ionat e am o un t o f f u ll p ay rat e. 10.6.7 Calculation of Long Service Leave – Casual Employees The m in im um leave an d am oun t p ayab le t o a casual em p loyee f o r Long Service Leave is w orked o ut using t he f o llow ing calculat ion :

Actual service x 13 x hourly rate 52 10

Actual service m eans t h e t o t al o rd inary w o rking hours act ually w orked b y t he em p loyee d ur ing t he em p loyee’s p er iod o f con t inuous service. The ap p rop r iat e r at e o f p ay f o r a casual em p loyee is t he hour ly r at e f o r o rd in ary t im e p ayab le t o t h e em p loyee:

if t he em p loyee t akes t he Long Service Leave – on t he d ay t he em p loyee st ar t s t he leave; o r

if t he em p loyee’s em p loym en t is t erm inat ed – o n t he d ay t he t erm in at ion t akes ef f ect .

10.6.8 Casual Employees—Conversion to Full Time Equivalent Sub ject t o Mutual Agreement a casual em p loyee’s en t it lem en t t o Long Service Leave m ay b e t aken in t he f o rm o f it s f u ll-t im e eq u ivalen t . Exam p le – If a casual em p loyee is en t it led t o b e p aid f o r t w o hund red and n inet y (290) hours Long Service Leave; t he em p loyee and Energy Queensland m ay agree t hat t he em p loyee t akes eigh t (8) w eeks leave (290 hours ÷ 36.25 hours = 8 w eeks). 10.6.9 Energy Queensland’s Right to Refuse or Defer Long Service Leave Energy Queensland m ay ref use an em p loyee’s ap p licat ion f o r Long Service Leave w here t im ely no t ice w as no t g iven ; o r t he gran t ing o f t he leave ap p lied f o r w ould b e un reasonab ly d et r im en t al t o op erat ional r eq u irem en t s. If t he ap p licat ion is r ef used , Energy Queensland w ill ar range w it h t he em p loyee f o r t he leave ap p lied f o r t o b e t aken as soon as is m ut ually conven ien t . 10.6.10 Minimum Period The m in im um p er iod o f Long Service Leave t h at m ay b e gran t ed at a t im e is one (1) w eek. Sub ject t o Mutual Agreement, a lesser p er iod o f Long Service Leave m ay b e ap p roved f o r t hose em p loyees consid er ing f u ll t im e ret irem en t f rom t he w ork f o rce and w ho m ay consid er a t ransit ion p er io d t o r et irem en t . 10.6.11 Energy Queensland’s Right to Recall an Employee from Long Service Leave If sp ecial cir cum st ances exist , Energy Queensland m ay cancel Long Service Leave alread y gran t ed o r recall an em p loyee t o d u t y f rom Lo ng Service Leave. Where Energy Queensland cancels Long Service Leave o r recalls an em p loyee t o d ut y , t he em p loyee m ay elect eit her :

t o t ake t he Long Service Leave, o r t he b alan ce o f Long Service Leave, at a m ut ually conven ien t t im e; o r

t o have t he leave o r b alance o f t he leave re-cred it ed t o t he em p loyee’s en t it lem en t t o Long Service Leave.

10.6.12 Public Holidays During Long Service Leave Long service leave w ill b e exclusive o f any p ub lic ho lid ay w h ich m ay occur d ur in g t he p er iod o f leave.


10.6.13 Illness During Long Service Leave Em p loyees f alling ill w h ile on Long Service Leave can on t he p rod uct ion o f a m ed ical cer t if icat e f rom a recogn ised m ed ical p ract it ioner o r o t her reasonab ly accep t ab le evid ence t o Energy Queensland’s sat isf act ion , ab out t he n at ure an d ap p roxim at e d urat ion o f t he illness, conver t t hat p rop or t ion o f t heir Long Service Leave t o t heir Personal Leave en t it lem en t w here t he claim is f o r a m in im um o f t w o (2) w orking d ays incap acit y. If an em p loyee is g ran t ed a p er iod o f Personal Leave, t he d ay t he em p loyee is t o resum e d ut ies af t er t he Long Service Leave w ill no t b e no t af f ect ed and t he ad just ed p er iod is ad d ed t o t he em p loyee’s en t it lem en t t o Long Service Leave. Sub ject t o Mutual Agreement t he p er iod f o r w h ich t he em p loyee is cur ren t ly ab sen t on Long Service Leave m ay b e ext end ed . If Energy Queensland agrees t o t h e req uest : t he p er iod f o r w h ich t he em p loyee is cur ren t ly ab sen t on Long Service Leave w ill b e

ext end ed b y t he ad just ed p er iod ; and t he em p loyee’s en t it lem en t t o Long Service Leave is no t af f ect ed . 10.6.14 Preservation of Particular Existing Rights An em p loyee w ho b ecam e a GOE ind ust ry em p loyee on 1 January 1995 b ecause o f t he rep ealed Governm en t Ow ned Corp o rat ions (QGC Co rp o rat isat ion ) Regulat ion 1994 o r t he Governm en t Ow ned Co rp o rat ions (QTSC Corp o rat isat ion ) Regulat ion 1994; an d und er t he Long Service Leave ar rangem ent s o f t he rep ealed Elect r icit y Act 1976 w ould h ave b een en t it led : t o a great er p er iod o f Long Service Leave; o r

t o a great er am oun t o f cash eq uivalen t o f Lon g Service Leave; o r

eit her t o Long Service Leave o r t o a cash eq uivalen t o f Long Service Leave und er t h e ar rangem ent s and w h o is no t en t it led t o Lo ng Service Leave o r a cash eq u ivalen t o f Long Service Leave und er t h is p ar t .

The em p loyee is en t it led t o b e gran t ed t he great er p er iod o f Long Service Leave; o r p aid t he am oun t o f cash eq u ivalen t o f Long Service Leave t hat is great er in am oun t ; o r gran t ed t he Long Service Leave o r p aid t he cash eq uivalen t o f Long Service Leave t o w h ich t he em p loyee w ould have b een en t it led if t he Long Service Leave ar ran gem ent s had rem ained in f o rce. 10.6.15 Long Service Leave At Half Pay Em p loyees m ay req uest t o access p er iod s o f long service leave at half p ay. 10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY All w o rk d one b y any em p loyee on :

The 1st January; The 26t h January; Good Fr id ay; East er Sat urd ay (t he d ay af t er Good Fr id ay); East er Sund ay; East er Mond ay; The 25t h Ap r il (Anzac Day); The Bir t hd ay o f t h e Sovereign ; Ch r ist m as Day; Boxing Day; o r


Any d ay ap p o in t ed t o b e kep t in p lace o f any such ho lid ay o r any ad d it ional d ay ap p o in t ed w ill b e p aid f o r at t he rat e o f d o ub le t im e an d a-half w it h a m in im um o f f our (4) hours.

10.7.1 Employees Who Do Not Work Monday to Friday of Each Week Em p loyees w ho d o no t o rd in ar ily w o rk Mon d ay t o Fr id ay o f each w eek are en t it led t o p ub lic ho lid ays as f o llow s: A f u ll t im e em p loyee is en t it led t o eit her p aym en t f o r each p ub lic ho lid ay o r a

sub st it u t ed d ay’s leave.

A p ar t t im e em p loyee is en t it led t o eit her p aym en t f o r each p ub lic ho lid ay o r a sub st it u t ed d ay’s leave p rovid ed t hat t he p ar t t im e em p loyee w ould have b een o rd in ar ily rost ered t o w ork on t h at d ay had it no t b een a p ub lic ho lid ay.

Where a p ub lic ho lid ay w ould have f allen on a Sat urd ay o r a Sund ay b ut is sub st it u t ed f o r ano t her d ay all em p loyees w ho w ould o rd in ar ily have w orked o n such Sat urd ay o r Sund ay b ut w ho are no t rost ered t o w ork on such d ay are en t it led t o p aym en t f o r t he p ub lic ho lid ay o r a sub st it u t ed d ay’s leave.

No t h ing in t h is Clause con f ers a r igh t t o any em p loyee t o p aym en t f o r a p ub lic ho lid ay as w ell as a sub st it u t ed d ay in lieu .

10.7.2 Labour Day All em p loyees w ill b e en t it led t o b e p aid a f u ll d ay’s w age f o r Lab our Day (t he f ir st Mond ay in May o r o t her d ay ap p o in t ed t o b e kep t in p lace o f t hat ho lid ay) ir r esp ect ive o f t he f act t hat no w ork m ay b e p er f o rm ed on such d ay, and if any em p loyee concerned act ually w orks on Lab our Day, such em p loyee w ill b e p aid a f u ll d ay’s w age f o r t h at d ay an d in ad d it ion , a p aym en t f o r t he t im e act ually w orked b y t he em p loyee at one and a-half t im es t he base rate p rescr ib ed f o r such w ork w it h a m in im um o f f our (4) hours. 10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday All em p loyees w ill b e en t it led t o on ly one (1) Agr icu lt ural/Ho r t icu lt ural/Ind ust r ial Show Ho lid ay p er annum . Where em p loyees are no t in a p o sit ion t o access an agr icu lt u ral/ho r t icu lt ural show ho lid ay in t heir r eg ion , t hey can claim on ly one (1) o f t he f o llow ing op t ions: One (1) d ay t o b e allocat ed t o t heir Annual Leave accrual; o r

Work on t he d ay t hat t he ho lid ay is ap p o in t ed w ill b e p aid at a r at e o f d oub le t im e and a-half , w it h a m in im um o f f our (4) hours.

10.7.4 Double Time and a Half For t he p urp oses o f p ub lic ho lid ays w here t he rat e o f salary is a w eekly r at e, “d o ub le t im e and a-h alf ” w ill m ean o ne and one-half d ay’s salary in ad d it ion t o t h e p rescr ib ed w eekly rat e, o r p ro rat a if t here is m ore o r less t han a d ay. 10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday All t im e w orked b y em p loyees (exclud ing sh if t w o rkers) on p ub lic ho lid ays out sid e t he o rd in ary w orking hours sp ecif ied in t h is Agreement, p rescr ib ed b y a rost er , o r usually w orked on t he d ay o f t he w eek on w h ich t he ho lid ay f alls, w ill b e p aid at d oub le t he ap p licab le over t im e rat e. 10.7.6 Stand Down Any and every em p loyee w ho , having b een d ism issed o r st ood d ow n b y Energy Queensland d ur ing t he m on t h o f Decem b er in any year , w ill b e re-em p loyed b y Energy Queensland at any t im e b ef o re t he en d o f t he m on t h o f January in t he next succeed ing year w ill, if t h at em p loyee w ill have b een em p loyed b y Energy Queensland f o r a con t inuous p er iod o f t w o (2) w eeks o r longer im m ed iat ely p r io r t o b ein g so d ism issed o r st ood d ow n , b e en t it led t o b e p aid and w ill b e p aid b y Energy Queensland (at t he base rate p ayab le t o t h at em p loyee w hen so d ism issed o r st ood d ow n ) f o r any on e o r m ore o f t he f o llow ing ho lid ays, nam ely, Chr ist m as Day, Boxing Day, and t he f ir st d ay o f January occur r ing d ur in g t he p er iod on


and f rom t he d at e o f t he d ism issal o r st and ing d ow n t o and includ ing t he d at e o f re -em p loym en t as af o resaid .

10.7.7 Public Holiday Meal Allowances All em p loyees, w ho as a p ar t o f t heir o rd in ary rost er are req uired t o w ork on a p ub lic ho lid ay w ill b e p aid a m eal allow ance f o r w o rk p er f o rm ed t h at con t inues f o r m ore t han one (1) hour p ast noon , and /o r one (1) hour p ast 6p m ; p rovid ed t h at w ork is com m enced p r io r t o noon o r 6p m resp ect ively. Th is p aym en t is t o b e m ad e in lieu o f t he over t im e m eal allow ance p aym en t s. 10.8 PURCHASED LEAVE Em p loyees m ay ap p ly at any t im e t o p urchase up t o f our (4) w eeks ad d it ional leave p er year w it h salary p aym en t s averaged un t il t he eq u ivalen t Purch ased Leave p e r iod is p aid o f f . Access t o p urch ased leave is sub ject t o t he f o llow ing cond it ions:

The ap p roval o f p urch ased leave is at t he so le d iscret ion o f Energy Queensland, af t er t akin g in t o accoun t issues such as op erat ional req u irem en t s and o t h er b usiness need s, includ ing m ain t ain ing eq u it y in t he d ist r ib ut ion o f ap p roved leave and h igh d em and leave p er iod s;

Purch ased leave is no t availab le w here em p loyees h ave at t he t im e o f ap p lyin g f o r leave, an annual leave b alance eq u ivalen t t o m ore t han t w o (2) years en t it lem en t ;

Purch ased leave m ust b e t aken in b locks o f at least one (1) f u ll w eek up t o a m axim um o f f our (4) w eeks;

Purch ased Leave m ust b e p aid f o r in f u ll p r io r t o t he em p loyee com m encing t h e Purch ased Leave;

The t im in g o f p urch ased leave m ust b e sp ecif ied at t he t im e o f p urchase b ut m ay b e var ied b y Agreement;

Purch ased leave ar rangem ent s m ust b e agreed t o on an in d iv id ual b asis each t w elve (12) m on t h p er io d ;

Ap p licat ions f o r p urch ased leave can on ly b e m ad e once every t w elve (12) m on t h p er iod ;

If an em p loyee is sick w h ile on p urch ased leave an d ob t ains a m ed ical cer t if icat e f rom a recogn ised m ed ical p ract it ioner , t hose d ays covered b y t he m ed ical cer t if icat e w it h a m in im um o f t w o (2) w orking d ays, w ill b e re-cred it ed t o t he em p loyee’s p urch ased leave cred it s;

Purch ased leave, once ap p roved , coun t s as service f o r all purposes;

Purch ased leave no t t aken b y t he sp ecif ied d at e w ill b e f o r f eit ed an d t he value o f t he leave ref und ed at t he rat e it w as p urchased . Excep t ions t o t h is m ay exist in cases o f hard sh ip , w h ich w ill b e consid ered on a case b y case b asis and p aid on ap p roval t o t erm inat e t he ar rangem ent ; an d

Par t icip at ion in p urch ased leave w ill no t af f ect an em p loyee’s f inal average salary f o r t he p urp oses o f sup erannuat ion .

10.9 LEAVE WITHOUT PAY Leave w it hout p ay is availab le t o m eet an em p loyee’s p ersonal need s includ ing a career b reak, st ud y, and excep t ion al o r ext enuat ing circum st ances.


At t he so le d iscret ion o f Energy Queensland, an em p loyee m ay b e gran t ed leave w it hout p ay, sub ject t o t he f o llow ing p rovisions:

Per iod s o f unp aid leave w ill no t no rm ally exceed 52 w eeks, how ever longer p er iod s m ay b e gran t ed ;

The ext en t t o w h ich o t her ap p ro p r iat e f o rm s o f leave are availab le o r exhaust ed sh all b e consid ered b ef o re unp aid leave is g ran t ed ; and

The m in im um no t ice f o r an ap p licat ion f o r unp aid leave is eigh t (8) w eeks. It is recogn ised t h at f o r ap p licat ions o f an em ergency o r ext enuat ing circum st ances, t h is p er iod m ay b e w aived , p rovid ed t he em p loyee p rovid es as m uch no t ice as p ossib le.

10.10 CULTURAL DIVERSITY LEAVE Energy Queensland ackn ow led ges and resp ect s t he d iverse b ackgro und s and exp er ience o f our em p loyees, w h ich ref lect s t he d iversit y o f t he Aust ralian Com m un it y w it h in w h ich w e w ork. As p ar t o f t h is acknow led gem ent , an em p loyee m ay use t heir accrued TOIL b y mutual Agreement w it h Energy Queensland f o r cu lt u ral o r relig ious d ays o f sign if icance t o t h e em p loyee, t o t ake p ar t in act iv it ies associat ed w it h t heir cu lt ure o r et hn icit y. Em p loyees are encouraged t o b an k o r sw ap t heir RDOs, ut ilise ann ual leave o r t ake t im e o f f in lieu t o t ake p ar t in act iv it ies associat ed w it h t heir cu lt ure o r et hn icit y. How ever , in cir cum st ances w here t h is is no t p ossib le, em p loyees m ay ap p ly f o r Cult u ral o r Relig ious Leave o f up t o t w o [2] d ays p er an num . Cult ural o r Relig ious Leave is unp aid leave. Ap p roval t o access ar rangem ent s f o r cult u ral d iversit y leave w ill no t b e un reasonab ly w it hheld . 10.11 JURY SERVICE An em p loyee, o t her t h an a casual em p loyee, req u ired t o at t end f o r ju ry service d ur in g t heir o rd inary w orkin g hours w ill b e reim b ursed b y Energy Queensland an am oun t eq ual t o t he d if f erence b et w een t he am oun t p aid in resp ect o f t h eir at t en d ance f o r such jur y service and t he o rd in ary p ay t he em p loyee w ould have b een p aid if t he em p loyee w as no t ab sen t on ju ry service. Alt ernat ively, b y Agreement, f ees (o t her t h an m eal allowance) received b y t he em p loyee t o at t end ju ry service w ill b e p aid t o Energy Queensland an d Energy Queensland w ill con t in ue t o p ay t he em p loyee t heir o rd inary p ay f o r t he t im e t he em p loyee w as ab sen t on jury service. Em p loyees w ill no t if y Energy Queensland as so on as p ract icab le o f t he d at e up on w h ich t hey are req u ired t o at t end f o r jury service and w ill p rovid e Energy Queensland w it h p roo f o f such at t end ance, t h e d urat ion o f such at t end ance and t he am oun t received in resp ect t hereo f . If t he em p loyee is no t req uired t o serve o n a ju ry f o r a d ay o r p ar t o f a d ay af t er at t end ing f o r ju ry service an d t he em p loyee w ould o rd in ar ily b e w o rking f o r all o r p ar t o f t he rem ain ing d ay, t h e em p loyee m ust , if p ract icab le, p resen t f o r w ork at t he ear liest reasonab le o p p or t un it y. Ordinary pay m eans t he rat e o f p ay t hat an em p loyee w ould no rm ally exp ect t o receive f o r w orking o rd inary hours on an o rd inary d ay o f t he w eek, includ ing any over -aw ard p aym en t .


Ordinary pay exclud es over t im e, p en alt y r at es o f all t yp es - includ ing t hose at t ached t o w orking o rd in ary hours (f o r exam p le) on a Sat urd ay, d isab ilit y Allowances, sh if t Allowances, sp ecial rat es, f ares and t r avelling t im e Allowances, b onuses an d o t her ancillary p aym en t s o f a like n at ure. 10.12 FOSTER CARER’S LEAVE Energy Queensland ackno w led ges t he con t r ib ut ion o f Fost er Carer ’s w it h in t he com m un it y. In recogn it ion o f t heir need s, em p loyees w it h Fost er Carer ’s r esp onsib ilit ies m ay ap p ly f o r leave t o at t end t o Fost er care resp onsib ilit ies and m at t ers f rom t im e t o t im e. Em p loyees are encouraged t o b an k o r sw ap t heir RDOs, ut ilise annual leave o r t ake t im e o f f in lieu t o t ake p ar t in act ivit ies associat ed w it h t heir Fo st er care resp onsib ilit ies. How ever , in cir cum st ances w here t h is is no t p ossib le, em p loyees m ay ap p ly f o r leave w it hout p ay in acco rd ance w it h t he leave w it h out p ay p rovision s. Energy Queensland em p loyees m ay ap p ly t o use accrued p ersonal leave f o r ab sences t o p rovid e care an d sup p or t f o r t heir f ost er ch ild /ch ild ren w hen t hey exp er ience a m ed ical cond it ion in acco rd ance w it h clause 8.3 o f t h is Agreement.


PART 11 FLEXIBLE WORKING INITIATIVES 11.1 FLEXIBLE WORKING INITIATIVES Flexib le Working In it iat ives allow an em p loyee t o b alance p ersonal o r f am ily need s and p ref erences w it h w ork com m it m en t s. Energy Queensland acknow led ges t he im p or t ance o f em p loyees m ain t ain ing a b alance, and p rovid es d iscret ionary b enef it s in t h is Agreement t o allow em p loyees t o o rgan ise t heir w orking ar ran gem ent s in a m ore f lexib le w ay, sub ject t o op erat ion al need s. Th is includ es:

Job Shar in g

Working f rom Hom e

Par t Tim e St ud y Leave Ar rangem ent s, and

Transit ion t o Ret irem en t Ar rangem ent s.

Ind iv id ual Flexib ilit y Ar rangem en t s

Req uest s m ad e in acco rd ance w it h t he FWA w ill no t b e un reason ab ly ref used . These includ e:

Are t he p aren t o r h ave resp onsib ilit y f o r t he care, o f a ch ild w ho is schoo l aged o r younger

are a carer (und er t h e Carer Recogn it ion Act 2010)

have a d isab ilit y

are 55 o r o ld er

are exp er iencing f am ily o r d om est ic v io lence, o r

p rovid e care o r sup p o r t t o a m em b er o f t heir househo ld o r im m ed iat e f am ily w ho req u ires care and sup p or t b ecause o f f am ily o r d om est ic v io len ce.

Energy Queensland w ill p rovid e em p loyees w it h in f o rm at ion and ed ucat ion h igh ligh t i ng t he cho ice and f lexib ilit y p rovid ed b y t h is Agreement in areas such as b alancin g w ork and p ersonal lives. 11.2 JOB SHARING Job shar in g is w here t w o (2) o r m o re em p lo yees are ab le t o m ake ar rangem ent s t hat allow t he em p loyees co ncerned t o share one (1) p erm anen t p osit ion . Ap p roval o f Job Sh are w ill b e at t he d iscret io n o f Energy Queensland and sub ject t o Mutual Agreement b et w een t he relevan t sup erviso r /m anager an d t he in d iv id ual em p loyees concerned , on t he h ours t o b e w o rked and rost er ar rangem ent s t hat ensure t he ar rangem ent is co st neut ral t o Energy Queensland. The em p loyees are req uired t o m eet t he d aily/w eekly/m on t h ly hours o f t he p osit ion as d et erm in ed b et w een t he em p loyees concerned , b ased on t heir resp ect ive p erson al need s, in consultation w it h an d as ap p ro ved b y t h eir sup erviso r . Ot h er f lexib le ar rangem ent s such as t he ind ivid ual em p loyees shar ing t he job via ext end ed b lock p er iod s up t o six (6) m on t hs w ill b e con sid ered sub ject t o op erat ional r eq u irem en t s o r const rain t s. Em p loyees w ho en t er t hese ar rangem ent s w ill b e p aid o rd in ary t im e rat es o f p ay f o r all hours t h at m ake up t h e aggregat ed hours o f w ork o f t he nominated employee representative p osit ion . Over t im e w ill on ly b e p aid w hen t he d aily o rd in ary hours are exceed ed (8.05


Hours) and /o r t he w eekly hours o f eit her 36.25 hours (n ine (9) d ay f o r t n igh t ) o r f o r t y (40) hours (t en (10) d ay f o r t n igh t ). Annual Leave an d o t her no t if ied leave req u irem en t s w ill b e covered b et w een t he em p loyees invo lved up t o t he 36.25 hours p er w eek (n ine (9) d ay f o r t n igh t ) o r f o r t y (40) hours p er w eek (t en (10) d ay f o r t n igh t ) at base rates o f p ay. Accrual o f Annual Leave, Person al Leave and Long Service Leave w ill b e calculat ed on a p ro rat a b asis on t he act ual hours w orked and reco rd ed b y each in d iv id ual. 11.3 WORKING FROM HOME As p ar t o f Energy Queensland’s f ocus on em p loyee w ell b eing, Lif e Balance in it iat ives and exp lo r ing op t ions t o w ork in a m o re f lexib le w ay, Energy Queensland w ill m ain t ain w orking f rom hom e ar rangem ent s f o r su it ab le id en t if ied ro les. Fur t her in f o rm at ion is con t ained in t he relevan t p o licy d ocum en t at ion availab le on t he Energy Queensland In t r anet . Where m ut ually agreed Energy Queensland m ay p rovid e em p loyees t he op p o r t un it y t o w ork f rom hom e on an ad hoc b asis.

11.4 PART TIME STUDY LEAVE ARRANGEMENTS In circum st ances w here st ud y has b een ap p roved b y Energy Queensland on t he b asis o f p rovid in g a m ut ual b enef it f o r t h e em p loyee and Energy Queensland, t he f o llow ing p ar t t im e st ud y leave ar ran gem ent s m ay ap p ly: To sup p or t f u r t her learn ing d evelop m en t s, em p loyees w ho are st ud yin g ap p roved courses p ar t t im e, includ in g d ist ance learn in g p ro gram s, Energy Queensland w ill p rovid e at least one (1) d ay p aid t im e o f f p er f o r t n igh t t o at t en d com p ulso ry classes o r f ive (5) d ays p aid t im e o f f p er sem est er t o at t end com p ulso ry resid en t ial/p ract ical courses includ ing associat ed t r avel (ext ernal st ud en t s). Energy Queensland w ill also p rovid e p aid t im e o f f t o sit f o r exam in at ions w h ich also includ e t im e req u ired t o t r avel t o t he venue. Energy Queensland w ill also f acilit at e t im e o f f f o r em p loyees f o r p re-exam inat ion st ud y an d f o r f in al p rep arat ion o f a t hesis o r sim ilar w ork. 11.5 TRANSITION TO RETIREMENT ARRANGEMENTS Transit ion t o Ret irem en t Ar rangem ent s m ay b e availab le t o t hose em p loyees consid er ing f u ll t im e ret ir em en t f r om t he w o rk f o rce an d w ho m ay con sid er a t r ansit ion p er io d t o ret irem en t . Th is is in recogn it ion o f t he need t o f acilit at e t he t r ansf er o f co rp o rat e know led ge, skills and p rovid e guid ance and m en t o r ing t o o t her em p loyees p r io r t o ret irem en t , f o r t he m ut ual b enef it o f t he em p loyee and Energy Queensland. Transit ion t o Ret irem en t Ar rangem ent s m ay includ e b ut is no t lim it ed t o t he f o llow ing:

Ut ilisat ion o f accrued leave t o m ain t ain f u ll t im e st at us w h ile w orking p ar t t im e hours w it hout red uct ion in sup erannuat ion b enef it s.

Working agreed b locks o f w ork (annualised hours) usin g a com b inat ion o f eit her accrued leave, b anked RDO’S, TOIL, annualised hours o r leave w it h out p ay over an agreed p er iod o f t im e. Fo r exam p le t w o (2) m on t hs w ork t w o (2) m on t hs leave in ro t at ion .

Working f rom hom e o n a f u ll o r p ar t t im e b asis m ay also b e consid ered w here t he nat ure o f t he w ork is o p erat ionally suit ab le.

Th is ar rangem ent sh all b e ap p lied t h rough access t o long service leave at a m in im um o f one (1) d ay p er w eek, in a regular p at t ern , o ver an ext end ed p er iod o f t im e.


Any such ar rangem ent s b et w een Energy Queensland and t he em p loyee w ill b e d ocum en t ed in w r it in g con f irm ing t he agreed p at t ern o f w ork req uired , w h ich m ay includ e (as ap p licab le,) w eeks t o b e w or ked over t he p er iod , m in im um o rd in ary hours p er w eek, t h e d ays on w h ich t he w ork is t o b e p er f o rm ed an d d aily st ar t in g and f in ish ing t im es. These ar rangem en t s m ay b e var ied b y Mutual Agreement b et w een t he em p loyee and Energy Queensland and d ocum en t ed . All accrued leave en t it lem en t b alances accrued im m ed iat ely p r io r t o accep t ing a Transit ion t o Ret irem en t Ar rangem ent s w ill b e m ain t ained w it h out red uct ion . On com m encem ent o f t h e Tran sit ion t o Ret irem en t Ar rangem ent , all leave w ill accrue in acco rd ance w it h t he relevan t hours o f w ork Clauses w it h in t h is Agreement and ap p licab le legislat ion . 11.6 INDIVIDUAL FLEXIBLITY ARRANGEMENTS

1. An em p loyee m ay m ake a req uest t o Energy Queensland t o m ake an Ind iv id ual Flexib ilit y Ar rangem en t t o vary t he ef f ect o f p ar t icu lar t erm s o f t h is en t erp r ise agreem en t . The req uest m ust b e in o rd er t o m eet t he em p loyee’s in d iv id ual cir cum st ances and gen uine need s as t hey relat e t o ch ild care, ob ligat ions t o care f o r f am ily m em b ers, ret urn t o w ork ar ran gem ent s af t er p aren t al leave an d t r ansit ion t o ret irem en t ar rangem ent s.

2. An Ind iv id ual Flexib ilit y Ar rangem ent can on ly vary an em p loyee’s ar rangem ent

ab out w hen t heir o rd inary hours o f w ork are p er f o rm ed . Em p loyees w ho m eet t he circum st ances ab o ve can en t er in t o an In d iv id ual Flexib il it y Ar rangem ent an d st r uct ure t heir o rd in ary hours o f w ork t o an y t im e b et w een 6:00am and 8:00p m Mond ay t o Fr id ay.

3. An Ind iv id ual Flexib ilit y Ar rangem ent m ust b e req uest ed b y t he em p loyee and

canno t b e in it iat ed b y Energy Queensland. Energy Queensland w ill consid er t he req uest again st op erat ional req u irem en t s. Th e Ind ivid ual Flexib ilit y Ar rangem ent w ill b e sub ject t o mutual agreement.

4. Energy Queensland m ust ensure t hat t he t erm s o f t he Ind ivid ual Flexib ilit y

Ar rangem ent :

a. Are ab out p erm it t ed m at t er s und er sect ion 172 o f t h e Fair Wo rk Act 2009; b . Do no t includ e un law f u l t erm s un d er sect ion 194 o f t he Fair Work Act 2009;

and c. Result in t he em p loyee b eing b et t er o f f overall t han t he em p loyee w ould

b e if no ind iv id ual ar rangem ent w as m ad e. d . Will no t im p act up on w o rkp lace healt h and saf et y ob ligat ions (e.g. f at igue,

secur it y)

5. The In d iv id ual Flexib ilit y Ar rangem en t m ust :

a. Nam e t he p ar t ies o f t he agreem en t ; b . Be in w r it in g and signed ;

i. By t he em p loyee and Energy Queensland; and ii. if t he em p loyee is un d er 18 years o f age, signed b y a p aren t o r

guard ian o f t he em p lo yee. c. Includ e d et ails o f ;

i. The t erm s o f t he en t erp r ise agreem en t t h at w ill b e var ied b y t he ar rangem ent ;

ii . How t he ar ran gem ent w ill vary t he ef f ect o f t he t erm s; and


ii i. How t he em p loyee w ill b e b et t er o f f overall in relat ion t o t hose t erm s and cond it ion s as a result o f t he ar rangem ent .

d . St at e t he d ay on w h ich t he ar rangem ent com m ences.

6. Energy Queensland m ust ensure t hat a cop y o f t he Ind ivid ual Flexib ilit y Ar rangem ent is g iven t o t he em p loyee w it h in f our t een (14) d ays af t er it is agreed t o .

7. An Ind iv id ual Flexib ilit y Ar rangem en t m ay b e t erm inat ed b y eit her Energy

Queensland or t he em p loyee:

a. By g iv ing w r it t en no t ice o f no t m ore t h an t w en t y eigh t (28) d ays; o r b . At any t im e if agreed t o in w r it ing b y Energy Queensland and t he em p loyee.

8. Energy Queensland w ill p rovid e a rep o r t t o t he Energy Queensland Consult at ive Fo rum

on t he num b ers and t yp es o f Ind iv id ual Flexib ilit y Ar rangem en t s en t ered in t o . Th is rep o r t w ill occur o n a q uar t er ly b asis.

11.7 WORKFORCE PLANNING ISSUES Dur ing t he lif e o f t he agreem en t , t he p ar t ies are com m it t ed t o t he est ab lishm en t o f a w orking p ar t y t o r eview w orkf o rce p lann in g issues, includ ing :

The m at ur ing w orkf o rce;

At t ract ion an d ret en t io n o f key skill areas; and

Workf o r ce d iversit y.

The w orkin g p ar t y w ill d evelop st r at eg ies t o ad d ress t he id en t if ied w orkf o rce p lann ing issues.

11.8 DISABILITY MANAGMENT The Disab ilit y Man agem ent p rocess w ill b e engaged , w here t here is a req u irem en t , d ue t o resid ual im p airm en t o f f unct ionalit y f o llow in g illness o r in ju ry, t o p lace an em p loyee in gain f u l em p loym en t at an accep t ab le level o f r isk, o r assist t he em p loyee t o sep arat e f rom t he o rgan isat ion . Th is ap p lies t o all em p loyees w ho have a cond it ion , w h ich is o f suf f icien t sever it y t o r esult in a sign if ican t occu p at ion al d isab ilit y.

The Case Man ager w ill b e an Energy Queensland Reh ab ilit at ion Con sult an t , o r ano t her suit ab ly q ualif ied p erso n .

11.8.1 Referral for Case Management

Em p loyees should b e ref er red f o r Disab ilit y Managem ent w hen :

a. An em p loyee has un d er t aken w o rkp lace rehab ilit at ion and h as ach ieved o p t im al f unct ion in g b ut r em ain s un ab le t o un d er t ake t heir usual w o rk;

b . An em p loyee h as a m ed ical cond it ion w h ich result s in a sign if ican t p erm anen t d isab ilit y ;

c. An em p loyee h as ad vised a sup erviso r t hat t h eir cap acit y t o p er f o rm allocat ed d ut ies is p erm an en t ly alt ered ; o r

d . A sup erviso r , m an ager o r o t her suit ab ly q ualif ied p erson recogn ises a p rob lem , w h ich w ar ran t s assessm en t an d m anagem ent un d er t h is p o licy.


11.8.2 Disability Case Management Process

Case Assessment

The Disab ilit y Case Managem en t p rocess w ill b e time limited to three (3) months, excep t w here it is agreed b y t he Case Manager t hat sp ecif ied t im e ext ensions w ill b e usef u l in p rogressing t he case t o an op t im al conclusion .

On ref er ral, t he Case Man ager w il l assess case st at us and , in p ar t icu lar , d et erm ine t hat genuine at t em p t s h ave b een m ad e t o reh ab ilit at e em p loyees t o t h eir p re -in ju ry ro le. Th is can b e d et erm ined b y req uest ing o r review in g in f o rm at ion f rom :

The em p loyee;

Man agers and sup erviso rs;

Workp lace reh ab ilit at io n d ocum en t s;

Fo rm al f unct ion al cap acit y assessm en t ;

Rep or t s b y t reat ing m ed ical p ract it ioners; and

Rep or t s b y assesso rs nom inat ed b y Energy Queensland.

Where t he rehab ilit at io n p rocess has no t b een exhaust ed , t he Case Manager w ill com p let e t he rehab ilit at ion p rocess b ef o re p rogression t o d isab ilit y m an agem ent .

Exploring Placement Options

When ret urn ing t o usual d ut ies is exclud ed as an op t ion , t he Case Man ager w ill exp lo re alt ernat ive p lacem en t op p or t un it ies, p rovid e sup p o r t and ap p ro p r iat e reso urces and d ocum en t t he act ions t aken .

Alt ernat ive p lacem en t st r at eg ies m ay includ e:

Reasonab le m o d if icat io n o f t he em p loyee’s usual d u t ies;

Job skills assessm en t , in clud in g:

Vocat ional assessm en t ; and /o r

Tem p o rary job p lacem en t f o r p urp o ses o f skills o r ap t it ud e assessm en t ;

Re-skillin g f o r o t her d ut ies includ ing ret rain ing;

Placem en t sup p or t includ in g:

Assist ance t o d evelop a resum é;

Guid ance an d sup p or t t h rough t he job ap p licat ion , select ion an d in t erv iew p rocess; and /o r

Dist r ib ut ion o f resum é f o r consid erat ion f o r su it ab le vacancies w it h in Energy Queensland.

AND/OR

Reasonab le out p lacem en t assist ance.

Sep arat ion .

Where p o sit ion read just m en t , r e-skilling, red ep loym en t an d out p lacem en t are unsuccessf u l and t he em p loyee is un likely t o m ain t ain gain f u l em p loym en t w it h Energy Queensland, t hen t he Case Manager w ill reco m m end sep arat ion o f t he em p loyee f rom Energy Queensland.


Assistance to Separate

a. The Case Manager w ill f acilit at e t he em p lo yee ob t ain ing ad vice on ap p ro p r iat e f inancial en t it lem en t s includ ing resignat ion , ear ly r et irem en t , red und ancy, sup erannuat ion and so cial secur it y b enef it s.

b . The Case Manager w ill assist t he em p loyee t o m ake ap p licat ion , w here ap p licab le, f o r sup erannuat ion b enef it s, includ in g ret irem en t d ue t o ser ious ill healt h o r t o t al and p erm anen t d isab lem en t .

c. An em p loyee m ay b e elig ib le f o r an Ext rao rd in ary Ear ly Sep arat ion Paym en t w hen t he f o llow ing cr it er ia are m et :

The em p loyee’s f unct io nal cap acit y is un likely t o im p rove w it h any o t her f o rm o f in t erven t ion and it can b e conclud ed t hat all reasonab le rehab ilit at ion an d d isab ilit y m anagem ent op t ions are exh aust ed ;

The em p loyee is no t elig ib le f o r t o t al and p erm anen t d isab lem en t sup erannuat ion b enef it ;

In t he case w h ere t he em p loyee’s d isab ilit y has ar isen as a result o f a com p ensab le con d it ion b ut t he em p loyee d oes no t have an avenue t o p roceed t o com m on law ;

The em p loyee’s p osit io n is no t red und an t o r likely t o b ecom e red un d an t ;

The em p loyee is unab le t o ret urn t o t heir usual d u t ies and is un likely t o b e p laced in alt ernat ive gain f u l em p loym en t w it h Energy Queensland in t he f o reseeab le f u t ure.

d . The em p loyee ap p lies f o r t h is p aym en t in w r it ing t o t heir Execut ive General Man ager b ef o re resign ing f rom Energy Queensland.

e. An em p loyee con t inues t o b e elig ib le f o r t he p aym en t w hen , af t er m aking ap p licat ion f o r t h is p aym en t t hey resign w h ile t he Sup erannuat ion Board is assessin g t heir ap p licat ion f o r m ed ical ret irem en t , an d t hey are sub seq uen t ly ap p ro ved a b en ef it less t han To t al and Perm an en t Disab lem en t .

f . The b en ef it availab le und er t he Ext rao rd in ary Ear ly Sep arat ion Paym en t w ill b e eq ual t o 26 w eeks’ p ay (at cur ren t b ase rat e salary) excep t , in t h e case o f t h e Def ined Benef it Sup erannuat ion Fund , w here a Ser ious Ill Healt h b enef it is p ayab le. In t hese cases, t he Ext rao rd in ary Ear ly Sep arat ion Paym en t m ay b e red uced t o en sure t hat com b ined p aym en t w ill no t exceed t he To t al and Perm anen t Disab ilit y b enef it , if it had b een p ayab le.

g. Where an em p loyee is elig ib le f o r t h e Ext rao rd in ary Ear ly Sep arat ion Paym en t , t he Case Manager w ill p rovid e a rep o r t t o t h e relevan t Execut ive General Manager d et ailing t he case, includ in g t he b enef it calculat ion . Fo llow ing en d orsem en t b y t he relevan t Execut ive General Manager , t he rep o r t w ill b e f o rw ard ed t o t h e Ch ief Execut ive Of f icer f o r ap p roval p end in g t he Sup erannuat io n Board ’s d et erm in at ion o f a b enef it less t han To t al an d Perm anen t Disab lem en t .

h. Where t he em p loyee d oes no t accep t t he Sup erannuat ion Bo ard ’s d et erm inat ion , an d t he em p loyee d oes no t resign , how ever t he Disab ilit y Man agem ent p rocess is com p let e, t he Case Manager w ill ref er t he case t o t he Ind ust r ial Relat ions Dep ar t m en t f o r reso lut ion .


PART 12 TRAINING AND DEVELOPMENT 12.1 TRAINING AND DEVELOPMENT The Parties t o t h is Agreement recogn ise t h at , in o rd er t o increase t h e ef f iciency, p rod uct ivit y and com p et it iveness o f Energy Queensland a g reat er com m it m en t t o t r ain ing and skill d evelop m en t is r eq u ired . Acco rd ingly, t he Parties com m it t hem selves t o op t im ising cap ab ilit y , p er f o rm ance and t he career op t ions o f em p loyees b y:

Train ing , ret rain ing and ed ucat in g em p loyees w here ap p rop r iat e;

Career d evelo p m en t an d eq ual o p p or t un it y; and

Provid ing t im ely ad vice and consultation w it h em p loyees and t heir rep resen t at ives w it h regard t o any ch anges t o t r ain ing and d evelop m en t p rogram s w h ich m ay im p act em p loyees.

Provid ing em p loyees w it h career op p o r t un it ies t h rough ap p rop r iat e t r ain ing t o acq uire ad d it ion al skills; and

The Parties agree w it h r esp ect t o t he t r ain ing and d evelop m en t o f em p loyees t h at : Each em p loyee w ill b e encouraged t o and have access t o learn ing p rocesses and resources t o m eet t h e need s o f t heir p osit ion d escr ip t ion t h rough a m ut ually agreed em p loyee d evelop m en t p lan and a set o f p r io r it ised learn ing op p o r t un it ies w h ich should b e review ed annually. Should t he em p loyee’s access t o learn ing p rocesses and resources no t b e availab le w it h in t he m ut ually agreed t im ef ram e, t hen t he em p loyee and Energy Queensland w ill review an d p ossib ly m od if y t he d evelop m en t p lan . An em p loyee’s access t o an em p loyee d evelop m en t p lan w ill no t b e un reasonab ly d elayed o r w it h held . Wh ere an em p loyee has concerns regard ing t heir access t o an em p loyee d evelop m en t p lan , t hey can escalat e t h is t o t heir next level m an ager and /o r access t he gr ievance and d isp ut e reso lu t ion p roced ure out lined in Par t 2 o f t h is Agreem en t . Em p loyee d evelop m en t p lans should seek t o p ro f essionally d evelop em p loyees so t hat t hey can sat isf y key p osit ion acco un t ab ilit ies and im p rove career d evelop m en t p rosp ect s, w here it sat isf ies t he b usiness req u irem en t s o f Energy Queensland. An y t r ain ing associat ed w it h t he d evelop m en t p lan m ay b e p rovid ed eit h er ext ernally o r in t ern ally, o f f and on t he job , t o m at ch t he ind iv id ual em p loyee’s d evelop m en t need s, includ in g:

In t ernal and /o r ext ern al t r ain ing courses Men t o r ing Second m en t High er Dut ies Ot her relevan t t r ain ing and d evelop m en t m et hod s

12.2 TRAINING COMMITTEE Energy Queensland agrees t o est ab lish a t r ain ing com m it t ee m ad e up o f em p loyer and em p loyee rep resen t at ives. The com m it t ee w ill inv it e rep resen t at ives f rom t he var ious en t it ies f rom t he Queensland Elect r icit y Ind ust ry.

Energy Queensland w ill con t inue t o w ork w it h t he com m it t ee in consid er ing t he im p act o f :


The req u irem en t s im p osed b y t he n at ional skills council, relevan t ind ust r y t rain ing b od ies an d relevan t t rain ing p ackages p rovid ed f o r und er t he Nat ion al Train ing Agend a;

The lat est d evelop m en t s in t r ain ing in it iat ives b o t h f rom ext ernal and in t ernal sources;

Availab le t rain ing in f o rm at ion and t rain in g d evelop m en t s acro ss t he elect r icit y ind ust r y;

The need f o r con sist ency in t r ain ing out com es sub ject t o t h e Nat ion al Train ing Agend a; and

The com m it t ee as a f o rum f o r d issem in at ing t rain ing in f o rm at ion in t he in d ust ry.


PART 13 AGREEMENTS 13.1 CONSULTATIVE ARRANGEMENTS Energy Queensland is co m m it t ed t o m anagin g t he im p lem en t at ion o f change ef f ect ively and recogn ises t he b enef it s o f regular d iscussion and consult at ion w it h it s em p loyees and t heir un ion rep resen t at ives. A reason ab le an d ef f ect ive relat ionsh ip b et w een all em p loyees and t heir nom inat ed rep resen t at ives is seen as d esirab le an d w ill b e p ur sued b y t he p ar t ies. The p ar t ies recogn ise t h at consult at ion at t he local level is t he m ost ef f ect ive w ay o f r eso lv ing issues. Energy Queensland also recogn ises t h at t here is a r ange o f exist ing co nsult at ive f o rum s in p lace and is com m it t ed t o t he review an d alignm en t . There w ill b e consult at ive f o rum s est ab lished at a St at e Bargain ing Un it (SBU) level and Business un it sp ecif ic level t o ad d ress t he need s o f t he Par t ies f rom t im e t o t im e. At t he SBU level t he In d ust r ial Relat ions Consult at ion Group (IRCG) w ill op erat e as t he p eak ind ust r ial relat ions consult at ive f o rum . As p ar t o f t h is consult at ive f o rum Energy Queensland w ill d iscuss relevan t in f o rm at ion regard ing w o rkf o rce p lann ing and resourcin g, includ ing in f o rm at ion relat ing t o cat egor ies o f em p loym en t o f em p loyees, as w ell as lab our h ire, con t ract o r s and /o r consult an t s. Wit h in t h ree m on t hs o f t h is agreem en t co m ing in t o ef f ect , EQL and t he Un ion w ill com m ence d iscussions ab out long -t erm w orkf o rce p lann in g in t h e Ret ail b usiness un it and d evelo p a r esourcing st r at egy w h ich w ill includ e st rat eg ies ab out ad d ressing t he num b er o f casual and f ixed t erm ap p o in t m en t s and rost er ing concerns. Var ious consult at ion m echan ism s w ill b e est ab lish ed t o ensure ap p rop r iat e consult at ion and inp ut in t o any b usiness change p lan t hat consid ers issues an d p o licies w h ich w ould im p act on all em p loyees. Th is w ill includ e consult at ion an d m on it o r ing o f t r ain ing p ackage d evelop m en t and t r ain ing d elivery and access. 13.1.1 Consultation 1. Th is clause ap p lies:

i. if Energy Queensland h as m ad e a p relim in ary d ecision t o in t rod uce a m ajo r change t o p rod uct ion , p rogram , o rgan isat ion , st ruct ure, o r t echno logy in relat ion t o it s en t erp r ise; and

ii. t he ch ange is likely t o h ave a sign if ican t ef f ect on em p loyees. 2. Energy Queensland w ill consult w it h relevan t em p loyees and relevan t un ion

rep resen t at ives at t he ear liest op p o r t un it y as t o t he:

i. t he in t ro d uct ion o f t he change; an d ii. t he ef f ect t he change is likely t o h ave on t he em p loyees; an d

ii i. m easures Energy Queensland is t aking t o aver t o r m it igat e any ad verse ef f ect o f t he ch ange on t he em p loyees; and

f o r t he p urp oses o f t he consultation - p rovid e, w h ere necessary in w r it ing, t o t he relevan t em p loyees and t h eir un ion rep resen t at ives:

iv. relevan t in f o rm at ion ab out t h e change includ ing t he nat ure o f t h e change p rop osed ; and

v. in f o rm at ion ab out t he exp ect ed ef f ect s o f t he change on t he em p loyees; and


vi. any o t her m at t ers likely t o af f ect t he em p loyees. 3. Energy Queensland is no t req uired t o d isclo se con f id en t ial o r com m ercially sensit ive

in f o rm at ion t o t he relevan t em p loyees o r t heir un ion rep resen t at ives. 4. Energy Queensland w ill g ive p rom p t and genu in e consid erat ion t o m at t er s r aised ab out

t he m ajo r ch ange b y t h e relevan t em p loyees and /o r t heir un ion rep resen t at ives. 5. If a t erm in t he en t erp r ise Agreement p rovid es a consult at ive p rocess f o r in t rod uct ion

o f m ajo r change t o p rod uct ion , p rogram , o rgan isat ion , st ruct ure o r t echno logy in relat ion t o t he en t erp r ise o f Energy Queensland, t hen t h at consultation p rocess w ill ap p ly.

6. Fo r t he p urp ose o f t h is clause, a m ajo r change is likely t o have a sign if ican t ef f ect on

em p loyees if it r esult s in : a) m ajo r change t o t he com p osit ion , op erat ion o r size o f t he em p loyer ’s w o rkf o rce

o r t o t he skills req uired o f em p loyees; o r b ) t he elim in at ion o r d im inut ion o f job op p o r t un it ies (includ ing op p or t un it ies f o r

p rom ot ion o r t en ure); o r c) t he alt erat ion o f hours o f w ork o r a ch ange t o a regular rost er ; d ) t he need t o ret rain em p loyees; o r e) t he need t o relocat e em p loyees t o ano t her w orkp lace; o r f ) t he rest ruct ur ing o f jo b s.

7. Fo r t he p urp o se o f t h is clause t he t erm , r elevan t em p loyees m eans t he em p loyees

w ho m ay b e af f ect ed b y t he m ajo r ch ange. 13.2 INDUSTRIAL ORGANISATION REPRESENTATIVES Notice Boards Energy Queensland w ill p rovid e a d esignat ed sp ace on an exist in g no t ice b o ard o r access t o a d ed icat ed no t ice b oard in it s m ajo r est ab lishm en t s up on w h ich un ion d elegat es w ill b e p erm it t ed t o p o st aut h o r ised f o rm al no t ices. Any unaut ho r ised no t ices m ay b e rem oved b y a un ion d elegat e o r b y Energy Queensland. On ap p roval f rom t he Ind ust r ial Relat ions Manager , a nom in at ed Sen io r Un ion Delegat e m ay use t he Energy Queensland elect ron ic m ed ia f o r t he p urp o ses o f com m un icat ing w it h m em b ers f o r p aid un io n m eet ing t im es and locat ions. Energy Queensland reserves it s r igh t s in ap p roval o f o t her m essages. Use of Facilities Un ion d elegat es w ill b e allow ed reasonab le access t o f acilit ies (t elep h ones, f iling cab inet s, f acsim ile, com p ut ers, e-m ail, et c) need ed t o p er f o rm t heir f unct ion , as agreed b et w een Energy Queensland and t he un ion d elegat e concerned . Access w ill b e sub ject t o any reasonab le con d it ions and lim it at ions as Energy Queensland m ay im p o se. Payroll Deductions If req uest ed b y an em p loyee in w r it ing, Energy Queensland w ill f acilit at e t he d ed uct ion an d rem it t ance o f Un ion m em b ersh ip f ees f rom t he em p loyee's w ages.


Union Delegate Rights A un ion d elegat e w ill b e allow ed such reasonab le t im e d ur ing w orkin g hours, as m ay b e agreed b et w een Energy Queensland and t he relevan t Em p loyee Organ isat ion t o :

Discuss w it h t he em p loyees at t he w orkp lace at w h ich t hey are a un ion d elegat e, m at t er s r elat ive t o w o rking cond it ions and o t her m at t er s, w it h a view t o avo id ing ind ust r ial d isp ut at ion o r g iv ing ef f ect t o t he gr ievance p roced ure.

Discuss o r m eet w it h a rep resen t at ive o f t h e relevan t Em p loyee Organ isat ion t he m at t er s ref er red t o ab ove.

Discuss w it h Energy Queensland, m at t er s r aised b y em p loyees af f ect ing t heir em p loym en t .

Sched ule a m axim um o f f our (4) p aid one (1) hour m eet ings p er w orkp lace p er annum at a t im e t o su it op erat ional req uirem en t s t o d iscuss m at t ers d irect ly relat ing t o t he em p loym en t relat ionsh ip . A f ur t her t w o (2) one hour p aid m eet in gs p er w orkp lace m ay b e sched uled in t he calen d ar year in w h ich t h is Agreement n om inally exp ires, sub ject t o op erat ional r eq u irem en t s.

Delegat es w ill b e allo w ed such reasonab le t im e d ur ing w o rking hours t o at t end em p loyee ind uct ions and ad eq uat e t im e shall b e allow ed t o ensure un ion m em b ersh ip can b e d iscussed .

Sen io r Un ion d elegat e w ho d o no t have d irect access t o a land line w ill b e p rovid ed w it h a m ob ile p hone t o m ain t ain com m un icat ions w it h em p loyees and line m anagem ent . Un ion d elegat es w ill b e released f rom no rm al d ut ies t o car r y out p aid m eet ings w hen req u ired . Travel exp en ses o r t he p rovision o f a veh icle m ay b e p rovid ed t o un ion d elegat es t o m ain t ain con t act w it h t heir m em b ers f rom t im e t o t im e. Any ap p ro val w ill b e sub ject t o reasonab le no t ice and any cond it ions o r lim it at ions as Energy Queensland m ay im p o se, t h is p rovision w ill no t b e un reasonab ly w it hheld . Having regard t o op erat ion al r eq u irem en t s an d o t her b usiness need s o f Energy Queensland, Energy Queensland m ay ap p rove leave w it hout p ay f o r up t o a p er iod o f six (6) m on t hs f o r un ion d elegat es t o und er t ake p ro ject w ork f o r t heir un io n . 13.3 UNION DELEGATES TRAINING AND ADDITIONAL LEAVE Energy Queensland w ill r elease nom inat ed Un io n Delegat es t o at t end relevan t t rain in g, and rep resen t at ive d ut ies up t o and includ ing , f ive (5) p aid w o rking d ays p er annum . Energy Queensland m ay p rovid e ad d it ional d ays on req uest :

To at t end courses o r sem in ars w here t he n om inat ed Un ion Delegat es ho ld s a d ual t it le, e.g . nom in at ed em p loyee saf et y rep resen t at ive and no m inat ed em p loyee rep resen t at ive;

Where it is m ut ually b enef icial t o Energy Queensland an d t he nom inat ed Un ion Delegat e; o r

Ar ises as a result o f rem ot e t r avel req u irem en t s.

In ad d it ion , nom inat ed Sen io r Un ion Delegat es w ill b e released t o at t en d d ut ies associat ed w it h an o f f ice held und er t he Un ion Rules e.g . St at e Council o r Bienn ial Delegat e Con f erences, f o r up t o f ive (5) d ays p er annum . A m in im um o f t w o (2) w eeks’ no t ice w ill b e p rovid ed .


13.4 NATURAL DISASTER WORKING ARRANGEMENTS The Parties recogn ise t he ext rao rd inary im p act s w h ich nat ural d isast er s have on t he b usiness and it s em p loyees w het h er w orking aw ay and /o r at hom e. Theref o re t he Par t ies agree t o review t he Nat ural Disast er Working ar rangem en t s p r io r t o st o rm season and af t er an even t t o ensure ap p ro p r iat e ar rangem ent s are in p lace. Th is w ill includ e, b u t is no t lim it ed t o , such m at t ers as p rep arat ion , r eso urcin g, m ob ilisat ion , w orking hours, over t im e, m eals, accom m od at ion , d em ob ilisat ion , r est and recreat ion . EQL com m it s t o f acilit at ing a review w it h t he p ar t ies af t er each m ajo r even t w it h a v iew t o und erst and in g and reso lving any issues t hat m ay ar ise d ur ing t he resp onse.


PART 14 SAFETY 14.1 SAFETY COMMITTEE The Parties agree t o m ain t ain a jo in t saf et y f o rum t o p rovid e st r at eg ic overview o f saf et y p roced ures, saf et y p er f o rm ance and saf et y issues w it h in Energy Queensland at a co rp o rat e level invo lv ing relevan t Nominated Employee Representatives an d Energy Queensland rep resen t at ives. Th is f o rum w ill m eet q uar t er ly o r as o t herw ise agreed , and review any issues t hat m ay have ar isen over t he p reced ing p er iod . The Parties acknow led ge t he im p or t ance o f an EQL Peak Healt h & Saf et y Com m it t ee engag ing in saf et y aud it s t o ensure consist en t Workp lace Healt h & Saf et y ou t com es f o r em p loyees. Energy Queensland com m it s t o p rovid ing Cer t if icat e IV in Work Healt h and Saf et y t r ain ing, at an agreed t rain in g est ab lishm en t f o r all Nominated employee representative m em b ers o f t he Peak Healt h an d Saf et y . 14.2 SURVEILLANCE Where t he act ion o f t racking o r surveillance o f em p loyees b y Energy Queensland is necessary t o con f irm a ser ious b reach o f p o licy o r m iscond uct it w ill on ly b e d one und er t he f o llow in g p r incip les;

Wit hout invasion t o an em p loyee’s p erson al p r ivacy On ly w here p relim in ary evid ence con f irm s a ser ious b reach o f p o licy o r

m iscond uct . A m at t er w ill b e d eem ed t o b e a ser ious b reach o f p o licy o r m iscond uct w here t he likely out com e m ay result in t erm inat ion o f em p loym en t . In t he circum st ance w here in f o rm at ion relat ing t o t he t r ackin g o r surveillance o f em p loyees is b ein g relied up on b y Energy Queensland relat ed t o a ser ious b reach o f p o licy o r m iscond uct , em p lo yees w ill b e p rovid ed , on w r it t en req uest , w it h access t o all availab le relat ed in f o rm at ion . An em p loyee can aut ho r ise t heir nom in at ed rep resen t at ive in w r it ing t o access t h is in f o rm at ion on h is o r her b ehalf . No t w it hst an d ing t he ab ove, w here issues are id en t if ied w h ich m ay ind icat e in ap p rop r iat e b ehaviour t he issue w ill b e raised w it h t he em p lo yee at t he ear liest op p or t un it y p r io r t o act ion o f t r acking o r surveillance o f em p loyees. 14.3 IMPROVED EMPLOYEE WELLBEING AND ORGANISATIONAL HEALTH The Parties encourage p ar t icip at ion o f em p loyees in Energy Queensland healt h and w ellb eing in it iat ives. A key t o t he success o f t he p ro gram is f o r em p loyees t o vo lun t ar ily p ar t icip at e in t he in it iat ives t o d eliver t he healt h and w ell b eing b en ef it s at t he in d iv id ual level. The p rogram m ay includ e b ut no t b e lim it ed t o t he f o llow ing in it iat ives: Healt h & Well Being Program researched , p ilo t ed and im p lem en t ed Healt h & Well Being SharePo in t sit e d evelop ed and im p lem en t ed Develop m en t o f a Calend ar t o leverage o f f relevan t Queensland Healt h In it iat ives Annual In f luenza Vaccin at ions


Sun Sm ar t Ed ucat ion / Skin Screen ing Program Ongo ing asb est os checks f o r t hose em p loyees w ho h ave b een exp osed t o asb est o s Energy Queensland w ill no t at any t im e in relat ion t o t h e Healt h & Well Being Program co llect any p ersonal healt h d at a.

14.3.1 Mental Health in the Workplace Energy Queensland reco gn ises t hat t he w orkp lace p lays a v it al ro le in assist ing em p loyees af f ect ed b y m en t al healt h issues includ ing anxiet y and d ep ression and is com m it t ed t o :

Elim in at ing st igm a at t ached t o m en t al healt h in t he w orkp lace;

Provid ing sup p or t and assist ance t o em p loyees; an d

Ef f ect ively assessing and m in im izing w orkp lace con t r ib ut o ry r isks and causes o f m en t al illn ess

Energy Queensland recogn ises t he im p or t an ce o f p roact ive in it iat ives w h ich sup p or t em p loyees w ho m ay b e suf f er in g f rom m en t al healt h issues. To assist t he f acilit at ion o f such in it iat ives Energy Queensland is com m it t ed t o p ar t ner ing w it h ext ern al p rovid ers t o d eliver a ho list ic an d b est p ract ice ap p ro ach t o sup p or t em p loyees af f ect ed b y m en t al healt h issues


SCHEDULE 1 ERGON ENERGY SALARIES The salar ies sp ecif ied in t h is Sched ule w ill b e used f o r t he calculat ion o f p aym en t s f o r Over t im e, Person al Leave, Annual Leave, Long Service Leave, Com p let ion o f Term Paym en t , Sup erannuat ion and Ret renchm en t Paym en t s un less o t herw ise st at ed . The rat es sp ecif ied in t h is Sched ule includ e an Elect ron ic Fund s Transf er Allow ance o f $4 p er w eek an d Annual leave load ing o f 17.5%. These rat es also inco rp o rat e t he p revio us Elect r icit y Dist r ib ut ion Service Delivery Net w ork Recovery At t ract ion and Ret en t ion Allow an ce and Paym en t and t heir inclusions. Th is acknow led ges t he p urp ose o f t he Allow ance and Paym en t and also t hat t he Allo w ance w as inclusive o f and ab so rb s t he f o llow ing:

Rem oval o f asb est os o r sealin g asb est os in o r aro und h igh /low vo lt age elect r ical eq u ip m en t ; an d

Any w ork covered b y Queensland Elect r ical Saf et y Legislat io n b y w ay o f com p liance and accoun t ab ilit y .

There w ill b e no f u r t her claim s f o r em p loyees engaged t o p er f o rm an y o f t h e ab ove. 1.1 TECHNICAL STREAM Power Worker

Salary Point Rates effective 1st August 2017

Rates effective 1st March 2018



0.0 $59,906 $61,704 $63,556 $65,463 1.0 $60,293 $62,102 $63,966 $65,885 1.1 $60,631 $62,450 $64,324 $66,254 1.2 $60,969 $62,799 $64,683 $66,624 1.3 $61,301 $63,141 $65,036 $66,988 1.4 $61,637 $63,487 $65,392 $67,354 1.5 $61,970 $63,830 $65,745 $67,718 1.6 $62,310 $64,180 $66,106 $68,090 1.7 $62,645 $64,525 $66,461 $68,455 2.0 $62,974 $64,864 $66,810 $68,815 2.1 $63,313 $65,213 $67,170 $69,186 2.2 $63,645 $65,555 $67,522 $69,548 2.3 $63,984 $65,904 $67,882 $69,919 2.4 $64,315 $66,245 $68,233 $70,280 2.5 $64,652 $66,592 $68,590 $70,648 2.6 $64,991 $66,941 $68,950 $71,019 2.7 $65,325 $67,285 $69,304 $71,384 3.0 $65,655 $67,625 $69,654 $71,744 3.1 $66,001 $67,982 $70,022 $72,123 3.2 $66,329 $68,319 $70,369 $72,481 3.3 $66,668 $68,669 $70,730 $72,852 3.4 $66,999 $69,009 $71,080 $73,213 3.5 $67,339 $69,360 $71,441 $73,585 3.6 $67,675 $69,706 $71,798 $73,952 3.7 $68,008 $70,049 $72,151 $74,316 4.0 $68,345 $70,396 $72,508 $74,684 4.1 $69,579 $71,667 $73,818 $76,033 4.2 $70,808 $72,933 $75,121 $77,375






5.0 $72,044 $74,206 $76,433 $78,726 5.1 $73,279 $75,478 $77,743 $80,076 5.2 $74,508 $76,744 $79,047 $81,419

Technical Service Person





4.0 $71,085 $73,218 $75,415 $77,678 4.1 $72,319 $74,489 $76,724 $79,026 4.2 $73,548 $75,755 $78,028 $80,369 5.0 $74,784 $77,028 $79,339 $81,720 5.1 $76,019 $78,300 $80,649 $83,069 5.2 $77,248 $79,566 $81,953 $84,412 6.0 $78,480 $80,835 $83,261 $85,759 6.1 $79,717 $82,109 $84,573 $87,111 6.2 $80,947 $83,376 $85,878 $88,455 7.0 $82,185 $84,651 $87,191 $89,807 7.1 $83,415 $85,918 $88,496 $91,151 7.2 $84,648 $87,188 $89,804 $92,499 8.0 $85,885 $88,462 $91,116 $93,850 8.1 $87,117 $89,731 $92,423 $95,196 8.2 $88,354 $91,005 $93,736 $96,549 9.0 $89,583 $92,271 $95,040 $97,892 9.1 $90,819 $93,544 $96,351 $99,242 9.2 $92,053 $94,815 $97,660 $100,590 9.3 $93,281 $96,080 $98,963 $101,932

APPRENTICE SALARIES (Technical Stream) Rates effective from 1st August 2017

Trade Year Rate (% of Sal. Pt. 4.0) Apprentice Rates Adult Apprentice

Rates

1 40% $28,435 $57,165 2 55% $39,097 $58,535 3 75% $53,314 $60,362 4 90% $63,977 $63,977

On com p let ion Salary Po in t 4.0 $71,085 $71,085

Rates effective from 1st March 2018


Rates

1 40% $29,289 $58,880 2 55% $40,270 $60,292 3 75% $54,914 $62,173 4 90% $65,897 $65,897



Rates effective from 1st March 2019


Rates

1 40% $30,168 $60,647 2 55% $41,479 $62,101 3 75% $56,562 $64,039 4 90% $67,874 $67,874

On com p let ion Salary Po in t 4.0 $75,415 $75,415 Rates effective from 1st March 2020


Rates 1 40% $31,074 $62,467 2 55% $42,724 $63,965 3 75% $58,259 $65,961 4 90% $69,911 $69,911



Electrical System Designer/ Advisor 9 Day Fortnight





5.0 $74,784 $77,028 $79,339 $81,720 5.1 $76,019 $78,300 $80,649 $83,069 5.2 $77,248 $79,566 $81,953 $84,412 6.0 $78,480 $80,835 $83,261 $85,759 6.1 $79,717 $82,109 $84,573 $87,111 6.2 $80,947 $83,376 $85,878 $88,455 7.0 $82,185 $84,651 $87,191 $89,807 7.1 $83,415 $85,918 $88,496 $91,151 7.2 $84,648 $87,188 $89,804 $92,499 8.0 $85,885 $88,462 $91,116 $93,850 8.1 $87,117 $89,731 $92,423 $95,196 8.2 $88,354 $91,005 $93,736 $96,549 9.0 $89,583 $92,271 $95,040 $97,892 9.1 $90,819 $93,544 $96,351 $99,242 9.2 $92,053 $94,815 $97,660 $100,590 9.3 $93,281 $96,080 $98,963 $101,932

10.0 $94,523 $97,359 $100,280 $103,289 10.1 $95,750 $98,623 $101,582 $104,630 10.2 $96,984 $99,894 $102,891 $105,978 10.3 $98,219 $101,166 $104,201 $107,328

10 Day Fortnight – 15.5% Loading





9.0 $103,468 $106,573 $109,771 $113,065 9.1 $104,896 $108,043 $111,285 $114,624 9.2 $106,321 $109,511 $112,797 $116,181 9.3 $107,740 $110,973 $114,303 $117,733

10.0 $109,174 $112,450 $115,824 $119,299 10.1 $110,591 $113,909 $117,327 $120,847 10.2 $112,017 $115,378 $118,840 $122,406 10.3 $113,443 $116,847 $120,353 $123,964






9.0 $105,260 $108,418 $111,671 $115,022 9.1 $106,712 $109,914 $113,212 $116,609 9.2 $108,162 $111,407 $114,750 $118,193 9.3 $109,605 $112,894 $116,281 $119,770

10.0 $111,065 $114,397 $117,829 $121,364 10.1 $112,506 $115,882 $119,359 $122,940 10.2 $113,956 $117,375 $120,897 $124,524 10.3 $115,407 $118,870 $122,437 $126,111







9.0 $109,739 $113,032 $116,423 $119,916 9.1 $111,253 $114,591 $118,029 $121,570 9.2 $112,765 $116,148 $119,633 $123,222 9.3 $114,269 $117,698 $121,229 $124,866

10.0 $115,791 $119,265 $122,843 $126,529 10.1 $117,294 $120,813 $124,438 $128,172 10.2 $118,805 $122,370 $126,042 $129,824 10.3 $120,318 $123,928 $127,646 $131,476


Supervisor 9 Day Fortnight





6.0 $78,480 $80,835 $83,261 $85,759 6.1 $79,717 $82,109 $84,573 $87,111 6.2 $80,947 $83,376 $85,878 $88,455 7.0 $82,185 $84,651 $87,191 $89,807 7.1 $83,415 $85,918 $88,496 $91,151 7.2 $84,648 $87,188 $89,804 $92,499 8.0 $85,885 $88,462 $91,116 $93,850 8.1 $87,117 $89,731 $92,423 $95,196 8.2 $88,354 $91,005 $93,736 $96,549 9.0 $89,583 $92,271 $95,040 $97,892 9.1 $90,819 $93,544 $96,351 $99,242 9.2 $92,053 $94,815 $97,660 $100,590 9.3 $93,281 $96,080 $98,963 $101,932

10.0 $94,523 $97,359 $100,280 $103,289 10.1 $95,750 $98,623 $101,582 $104,630 10.2 $96,984 $99,894 $102,891 $105,978 10.3 $98,219 $101,166 $104,201 $107,328 11.0 $98,830 $101,795 $104,849 $107,995 11.1 $100,221 $103,228 $106,325 $109,515 11.2 $101,614 $104,663 $107,803 $111,038 11.3 $103,008 $106,099 $109,282 $112,561 11.4 $104,397 $107,529 $110,755 $114,078 11.5 $105,793 $108,967 $112,237 $115,605 12.0 $107,184 $110,400 $113,712 $117,124 12.1 $108,581 $111,839 $115,195 $118,651 12.2 $109,965 $113,264 $116,662 $120,162 12.3 $111,360 $114,701 $118,143 $121,688 12.4 $112,753 $116,136 $119,621 $123,210 12.5 $114,147 $117,572 $121,100 $124,733

10 Day Fortnight – 15.5% Loading – Salary Point 10.3 and Below





9.0 $103,468 $106,573 $109,771 $113,065 9.1 $104,896 $108,043 $111,285 $114,624 9.2 $106,321 $109,511 $112,797 $116,181 9.3 $107,740 $110,973 $114,303 $117,733

10.0 $109,174 $112,450 $115,824 $119,299 10.1 $110,591 $113,909 $117,327 $120,847 10.2 $112,017 $115,378 $118,840 $122,406 10.3 $113,443 $116,847 $120,353 $123,964






9.0 $105,260 $108,418 $111,671 $115,022 9.1 $106,712 $109,914 $113,212 $116,609 9.2 $108,162 $111,407 $114,750 $118,193 9.3 $109,605 $112,894 $116,281 $119,770






10.0 $111,065 $114,397 $117,829 $121,364 10.1 $112,506 $115,882 $119,359 $122,940 10.2 $113,956 $117,375 $120,897 $124,524 10.3 $115,407 $118,870 $122,437 $126,111






9.0 $109,739 $113,032 $116,423 $119,916 9.1 $111,253 $114,591 $118,029 $121,570 9.2 $112,765 $116,148 $119,633 $123,222 9.3 $114,269 $117,698 $121,229 $124,866

10.0 $115,791 $119,265 $122,843 $126,529 10.1 $117,294 $120,813 $124,438 $128,172 10.2 $118,805 $122,370 $126,042 $129,824 10.3 $120,318 $123,928 $127,646 $131,476

10 Day Fortnight – 13% Loading – Salary Point 11.0 and Above





11.0 $111,678 $115,029 $118,480 $122,035 11.1 $113,250 $116,648 $120,148 $123,753 11.2 $114,824 $118,269 $121,818 $125,473 11.3 $116,399 $119,891 $123,488 $127,193 11.4 $117,969 $121,509 $125,155 $128,910 11.5 $119,546 $123,133 $126,827 $130,632 12.0 $121,118 $124,752 $128,495 $132,350 12.1 $122,697 $126,378 $130,170 $134,076 12.2 $124,260 $127,988 $131,828 $135,783 12.3 $125,837 $129,613 $133,502 $137,508 12.4 $127,411 $131,234 $135,172 $139,228 12.5 $128,986 $132,856 $136,842 $140,948






11.0 $113,655 $117,065 $120,577 $124,195 11.1 $115,254 $118,712 $122,274 $125,943 11.2 $116,856 $120,362 $123,973 $127,693 11.3 $118,459 $122,013 $125,674 $129,445 11.4 $120,057 $123,659 $127,369 $131,191 11.5 $121,662 $125,312 $129,072 $132,945 12.0 $123,262 $126,960 $130,769 $134,693 12.1 $124,868 $128,615 $132,474 $136,449 12.2 $126,460 $130,254 $134,162 $138,187 12.3 $128,064 $131,906 $135,864 $139,940 12.4 $129,666 $133,556 $137,563 $141,690 12.5 $131,269 $135,208 $139,265 $143,443







11.0 $118,596 $122,154 $125,819 $129,594 11.1 $120,265 $123,873 $127,590 $131,418 11.2 $121,937 $125,596 $129,364 $133,245 11.3 $123,610 $127,319 $131,139 $135,074 11.4 $125,276 $129,035 $132,907 $136,895 11.5 $126,952 $130,761 $134,684 $138,725 12.0 $128,621 $132,480 $136,455 $140,549 12.1 $130,297 $134,206 $138,233 $142,380 12.2 $131,958 $135,917 $139,995 $144,195 12.3 $133,632 $137,641 $141,771 $146,025 12.4 $135,304 $139,364 $143,545 $147,852 12.5 $136,976 $141,086 $145,319 $149,679


Para-Professional 9 Day Fortnight





5.0 $74,784 $77,028 $79,339 $81,720 5.1 $76,019 $78,300 $80,649 $83,069 5.2 $77,248 $79,566 $81,953 $84,412 6.0 $78,480 $80,835 $83,261 $85,759 6.1 $79,717 $82,109 $84,573 $87,111 6.2 $80,947 $83,376 $85,878 $88,455 7.0 $82,185 $84,651 $87,191 $89,807 7.1 $83,415 $85,918 $88,496 $91,151 7.2 $84,648 $87,188 $89,804 $92,499 8.0 $85,885 $88,462 $91,116 $93,850 8.1 $87,117 $89,731 $92,423 $95,196 8.2 $88,354 $91,005 $93,736 $96,549 9.0 $89,583 $92,271 $95,040 $97,892 9.1 $90,819 $93,544 $96,351 $99,242 9.2 $92,053 $94,815 $97,660 $100,590 9.3 $93,281 $96,080 $98,963 $101,932

10.0 $94,523 $97,359 $100,280 $103,289 10.1 $95,750 $98,623 $101,582 $104,630 10.2 $96,984 $99,894 $102,891 $105,978 10.3 $98,219 $101,166 $104,201 $107,328 11.0 $98,830 $101,795 $104,849 $107,995 11.1 $100,221 $103,228 $106,325 $109,515 11.2 $101,614 $104,663 $107,803 $111,038 11.3 $103,008 $106,099 $109,282 $112,561 11.4 $104,397 $107,529 $110,755 $114,078 11.5 $105,793 $108,967 $112,237 $115,605 12.0 $107,184 $110,400 $113,712 $117,124 12.1 $108,581 $111,839 $115,195 $118,651 12.2 $109,965 $113,264 $116,662 $120,162 12.3 $111,360 $114,701 $118,143 $121,688 12.4 $112,753 $116,136 $119,621 $123,210 12.5 $114,147 $117,572 $121,100 $124,733 13.0 $115,535 $119,002 $122,573 $126,251 13.1 $117,850 $121,386 $125,028 $128,779 13.2 $120,163 $123,768 $127,482 $131,307 13.3 $122,476 $126,151 $129,936 $133,835






9.0 $103,468 $106,573 $109,771 $113,065 9.1 $104,896 $108,043 $111,285 $114,624 9.2 $106,321 $109,511 $112,797 $116,181 9.3 $107,740 $110,973 $114,303 $117,733

10.0 $109,174 $112,450 $115,824 $119,299 10.1 $110,591 $113,909 $117,327 $120,847 10.2 $112,017 $115,378 $118,840 $122,406 10.3 $113,443 $116,847 $120,353 $123,964







9.0 $105,260 $108,418 $111,671 $115,022 9.1 $106,712 $109,914 $113,212 $116,609 9.2 $108,162 $111,407 $114,750 $118,193 9.3 $109,605 $112,894 $116,281 $119,770

10.0 $111,065 $114,397 $117,829 $121,364 10.1 $112,506 $115,882 $119,359 $122,940 10.2 $113,956 $117,375 $120,897 $124,524 10.3 $115,407 $118,870 $122,437 $126,111






9.0 $109,739 $113,032 $116,423 $119,916 9.1 $111,253 $114,591 $118,029 $121,570 9.2 $112,765 $116,148 $119,633 $123,222 9.3 $114,269 $117,698 $121,229 $124,866

10.0 $115,791 $119,265 $122,843 $126,529 10.1 $117,294 $120,813 $124,438 $128,172 10.2 $118,805 $122,370 $126,042 $129,824 10.3 $120,318 $123,928 $127,646 $131,476






11.0 $111,678 $115,029 $118,480 $122,035 11.1 $113,250 $116,648 $120,148 $123,753 11.2 $114,824 $118,269 $121,818 $125,473 11.3 $116,399 $119,891 $123,488 $127,193 11.4 $117,969 $121,509 $125,155 $128,910 11.5 $119,546 $123,133 $126,827 $130,632 12.0 $121,118 $124,752 $128,495 $132,350 12.1 $122,697 $126,378 $130,170 $134,076 12.2 $124,260 $127,988 $131,828 $135,783 12.3 $125,837 $129,613 $133,502 $137,508 12.4 $127,411 $131,234 $135,172 $139,228 12.5 $128,986 $132,856 $136,842 $140,948 13.0 $130,555 $134,472 $138,507 $142,663 13.1 $133,171 $137,167 $141,283 $145,522 13.2 $135,784 $139,858 $144,054 $148,376 13.3 $138,398 $142,550 $146,827 $151,232






11.0 $113,655 $117,065 $120,577 $124,195 11.1 $115,254 $118,712 $122,274 $125,943 11.2 $116,856 $120,362 $123,973 $127,693 11.3 $118,459 $122,013 $125,674 $129,445 11.4 $120,057 $123,659 $127,369 $131,191 11.5 $121,662 $125,312 $129,072 $132,945






12.0 $123,262 $126,960 $130,769 $134,693 12.1 $124,868 $128,615 $132,474 $136,449 12.2 $126,460 $130,254 $134,162 $138,187 12.3 $128,064 $131,906 $135,864 $139,940 12.4 $129,666 $133,556 $137,563 $141,690 12.5 $131,269 $135,208 $139,265 $143,443 13.0 $132,865 $136,851 $140,957 $145,186 13.1 $135,528 $139,594 $143,782 $148,096 13.2 $138,187 $142,333 $146,603 $151,002 13.3 $140,847 $145,073 $149,426 $153,909






11.0 $118,596 $122,154 $125,819 $129,594 11.1 $120,265 $123,873 $127,590 $131,418 11.2 $121,937 $125,596 $129,364 $133,245 11.3 $123,610 $127,319 $131,139 $135,074 11.4 $125,276 $129,035 $132,907 $136,895 11.5 $126,952 $130,761 $134,684 $138,725 12.0 $128,621 $132,480 $136,455 $140,549 12.1 $130,297 $134,206 $138,233 $142,380 12.2 $131,958 $135,917 $139,995 $144,195 12.3 $133,632 $137,641 $141,771 $146,025 12.4 $135,304 $139,364 $143,545 $147,852 12.5 $136,976 $141,086 $145,319 $149,679 13.0 $138,642 $142,802 $147,087 $151,500 13.1 $141,420 $145,663 $150,033 $154,534 13.2 $144,196 $148,522 $152,978 $157,568 13.3 $146,971 $151,381 $155,923 $160,601


PARAPROFESSIONAL ADMINISTRATION TRAINEE SALARIES Trainees Paraprofessional (Administrative Stream) Rates effective from 1st August 2017

Stage/Year Rate (% of Sal. Pt. 5.2)

Paraprofessional (Administration)

Trainee Rates

Adult Paraprofessional (Administration)

Trainee Rates 1 40% $29,356 $55,621 2 55% $39,573 $55,621 3 75% $53,195 $55,621 4 90% $63,412 $63,412




Trainee Rates


Trainee Rates 1 40% $30,237 $57,290 2 55% $40,761 $57,290 3 75% $54,791 $57,290 4 90% $65,315 $65,315




Trainee Rates


Trainee Rates 1 40% $31,145 $59,009 2 55% $41,984 $59,009 3 75% $56,435 $59,009 4 90% $67,275 $67,275




Trainee Rates


Trainee Rates 1 40% $32,080 $60,780 2 55% $43,244 $60,780 3 75% $58,129 $60,780 4 90% $69,294 $69,294



PARAPROFESSIONAL TECHNICAL TRAINEES SALARIES

Trainees Paraprofessional (Technical Stream) Rates effective from 1st August 2017


Paraprofessional (Technical)

Trainee Rates

Adult Paraprofessional (Technical)

Trainee Rates 1 40% $32,875 $62,646 2 55% $45,202 $62,646 3 75% $61,639 $62,646 4 Salary Po in t 4.0 $71,085 $71,085 5 Salary Po in t 5.2 $77,248 $77,248 6 Salary Po in t 6.0 $78,480 $78,480




Trainee Rates






Trainee Rates


Trainee Rates

1 40% $34,878 $66,462 2 55% $47,956 $66,462 3 75% $65,394 $66,462 4 Salary Po in t 4.0 $75,415 $75,415 5 Salary Po in t 5.2 $81,953 $81,953 6 Salary Po in t 6.0 $83,261 $83,261




Trainee Rates





System Operator (Includ es ap p licab le sh if t lo ad ing)





10.3 $98,219 $101,166 $104,201 $107,328 11.0 $98,830 $101,795 $104,849 $107,995 11.1 $100,221 $103,228 $106,325 $109,515 11.2 $101,614 $104,663 $107,803 $111,038 11.3 $103,008 $106,099 $109,282 $112,561 11.4 $104,397 $107,529 $110,755 $114,078 11.5 $105,793 $108,967 $112,237 $115,605 12.0 $107,184 $110,400 $113,712 $117,124 12.1 $108,581 $111,839 $115,195 $118,651 12.2 $109,965 $113,264 $116,662 $120,162 12.3 $111,360 $114,701 $118,143 $121,688 12.4 $112,753 $116,136 $119,621 $123,210 12.5 $114,147 $117,572 $121,100 $124,733

28% Loading





10.3 $125,720 $129,492 $133,377 $137,379 11.0 $126,502 $130,298 $134,207 $138,234 11.1 $128,283 $132,132 $136,096 $140,179 11.2 $130,066 $133,968 $137,988 $142,128 11.3 $131,850 $135,806 $139,881 $144,078 11.4 $133,628 $137,637 $141,767 $146,021 11.5 $135,415 $139,478 $143,663 $147,973

41% Loading





12.0 $151,129 $155,663 $160,333 $165,143 12.1 $153,099 $157,692 $162,423 $167,296 12.2 $155,051 $159,703 $164,495 $169,430 12.3 $157,018 $161,729 $166,581 $171,579 12.4 $158,982 $163,752 $168,665 $173,725 12.5 $160,947 $165,776 $170,750 $175,873


1.2 ADMINISTRATIVE STREAM AND PROFESSIONAL & MANAGERIAL STREAM Administrative Employee 9 Day Fortnight





0.0 $55,621 $57,290 $59,009 $60,780 1.0 $56,008 $57,689 $59,420 $61,203 1.1 $56,346 $58,037 $59,779 $61,573 1.2 $56,684 $58,385 $60,137 $61,942 1.3 $57,016 $58,727 $60,489 $62,304 1.4 $57,352 $59,073 $60,846 $62,672 1.5 $57,685 $59,416 $61,199 $63,035 1.6 $58,025 $59,766 $61,559 $63,406 1.7 $58,360 $60,111 $61,915 $63,773 2.0 $58,689 $60,450 $62,264 $64,132 2.1 $59,028 $60,799 $62,623 $64,502 2.2 $59,360 $61,141 $62,976 $64,866 2.3 $59,699 $61,490 $63,335 $65,236 2.4 $60,030 $61,831 $63,686 $65,597 2.5 $60,367 $62,179 $64,045 $65,967 2.6 $60,706 $62,528 $64,404 $66,337 2.7 $61,040 $62,872 $64,759 $66,702 3.0 $61,370 $63,212 $65,109 $67,063 3.1 $61,716 $63,568 $65,476 $67,441 3.2 $62,044 $63,906 $65,824 $67,799 3.3 $62,383 $64,255 $66,183 $68,169 3.4 $62,714 $64,596 $66,534 $68,531 3.5 $63,054 $64,946 $66,895 $68,902 3.6 $63,390 $65,292 $67,251 $69,269 3.7 $63,723 $65,635 $67,605 $69,634 4.0 $64,060 $65,982 $67,962 $70,001 4.1 $65,294 $67,253 $69,271 $71,350 4.2 $66,523 $68,519 $70,575 $72,693 5.0 $67,759 $69,792 $71,886 $74,043 5.1 $68,994 $71,064 $73,196 $75,392 5.2 $70,223 $72,330 $74,500 $76,735 6.0 $71,455 $73,599 $75,807 $78,082 6.1 $72,692 $74,873 $77,120 $79,434 6.2 $73,922 $76,140 $78,425 $80,778 7.0 $75,160 $77,415 $79,738 $82,131 7.1 $76,390 $78,682 $81,043 $83,475 7.2 $77,623 $79,952 $82,351 $84,822 8.0 $78,860 $81,226 $83,663 $86,173 8.1 $80,092 $82,495 $84,970 $87,520 8.2 $81,329 $83,769 $86,283 $88,872 9.0 $82,558 $85,035 $87,587 $90,215 9.1 $83,794 $86,308 $88,898 $91,565 9.2 $85,028 $87,579 $90,207 $92,914 9.3 $86,256 $88,844 $91,510 $94,256

10.0 $87,498 $90,123 $92,827 $95,612 10.1 $88,725 $91,387 $94,129 $96,953 10.2 $89,959 $92,658 $95,438 $98,302 10.3 $91,194 $93,930 $96,748 $99,651






11.0 $91,805 $94,560 $97,397 $100,319 11.1 $93,196 $95,992 $98,872 $101,839 11.2 $94,589 $97,427 $100,350 $103,361 11.3 $95,983 $98,863 $101,829 $104,884 11.4 $97,372 $100,294 $103,303 $106,403 11.5 $98,768 $101,732 $104,784 $107,928 12.0 $100,159 $103,164 $106,259 $109,447 12.1 $101,556 $104,603 $107,742 $110,975 12.2 $102,940 $106,029 $109,210 $112,487 12.3 $104,335 $107,466 $110,690 $114,011 12.4 $105,728 $108,900 $112,167 $115,533 12.5 $107,122 $110,336 $113,647 $117,057 13.0 $108,510 $111,766 $115,119 $118,573 13.1 $110,825 $114,150 $117,575 $121,103 13.2 $113,138 $116,533 $120,029 $123,630 13.3 $115,451 $118,915 $122,483 $126,158 14.0 $117,761 $121,294 $124,933 $128,681 14.1 $120,076 $123,679 $127,390 $131,212 14.2 $122,385 $126,057 $129,839 $133,735 14.3 $124,696 $128,437 $132,291 $136,260






1.0 $64,689 $66,630 $68,629 $70,688 1.1 $65,080 $67,033 $69,044 $71,116 1.2 $65,470 $67,435 $69,459 $71,543 1.3 $65,853 $67,829 $69,864 $71,960 1.4 $66,242 $68,230 $70,277 $72,386 1.5 $66,626 $68,625 $70,684 $72,805 1.6 $67,019 $69,030 $71,101 $73,235 1.7 $67,406 $69,429 $71,512 $73,658 2.0 $67,786 $69,820 $71,915 $74,073 2.1 $68,177 $70,223 $72,330 $74,500 2.2 $68,561 $70,618 $72,737 $74,920 2.3 $68,952 $71,021 $73,152 $75,347 2.4 $69,335 $71,416 $73,559 $75,766 2.5 $69,724 $71,816 $73,971 $76,191 2.6 $70,115 $72,219 $74,386 $76,618 2.7 $70,501 $72,617 $74,796 $77,040 3.0 $70,882 $73,009 $75,200 $77,456 3.1 $71,282 $73,421 $75,624 $77,893 3.2 $71,661 $73,811 $76,026 $78,307 3.3 $72,052 $74,214 $76,441 $78,735 3.4 $72,435 $74,609 $76,848 $79,154 3.5 $72,827 $75,012 $77,263 $79,581 3.6 $73,215 $75,412 $77,675 $80,006 3.7 $73,600 $75,808 $78,083 $80,426 4.0 $73,989 $76,209 $78,496 $80,851 4.1 $75,415 $77,678 $80,009 $82,410 4.2 $76,834 $79,140 $81,515 $83,961 5.0 $78,262 $80,610 $83,029 $85,520 5.1 $79,688 $82,079 $84,542 $87,079






5.2 $81,108 $83,542 $86,049 $88,631 6.0 $82,531 $85,007 $87,558 $90,185 6.1 $83,959 $86,478 $89,073 $91,746 6.2 $85,380 $87,942 $90,581 $93,299 7.0 $86,810 $89,415 $92,098 $94,861 7.1 $88,230 $90,877 $93,604 $96,413 7.2 $89,655 $92,345 $95,116 $97,970 8.0 $91,083 $93,816 $96,631 $99,530 8.1 $92,506 $95,282 $98,141 $101,086 8.2 $93,935 $96,754 $99,657 $102,647 9.0 $95,354 $98,215 $101,162 $104,197 9.1 $96,782 $99,686 $102,677 $105,758 9.2 $98,207 $101,154 $104,189 $107,315 9.3 $99,626 $102,615 $105,694 $108,865

10.0 $101,060 $104,092 $107,215 $110,432 10.1 $102,477 $105,552 $108,719 $111,981 10.2 $103,903 $107,021 $110,232 $113,539 10.3 $105,329 $108,489 $111,744 $115,097






1.0 $65,809 $67,784 $69,818 $71,913 1.1 $66,207 $68,194 $70,240 $72,348 1.2 $66,604 $68,603 $70,662 $72,782 1.3 $66,994 $69,004 $71,075 $73,208 1.4 $67,389 $69,411 $71,494 $73,639 1.5 $67,780 $69,814 $71,909 $74,067 1.6 $68,179 $70,225 $72,332 $74,502 1.7 $68,573 $70,631 $72,750 $74,933 2.0 $68,960 $71,029 $73,160 $75,355 2.1 $69,358 $71,439 $73,583 $75,791 2.2 $69,748 $71,841 $73,997 $76,217 2.3 $70,146 $72,251 $74,419 $76,652 2.4 $70,535 $72,652 $74,832 $77,077 2.5 $70,931 $73,059 $75,251 $77,509 2.6 $71,330 $73,470 $75,675 $77,946 2.7 $71,722 $73,874 $76,091 $78,374 3.0 $72,110 $74,274 $76,503 $78,799 3.1 $72,516 $74,692 $76,933 $79,241 3.2 $72,902 $75,090 $77,343 $79,664 3.3 $73,300 $75,499 $77,764 $80,097 3.4 $73,689 $75,900 $78,177 $80,523 3.5 $74,088 $76,311 $78,601 $80,960 3.6 $74,483 $76,718 $79,020 $81,391 3.7 $74,875 $77,122 $79,436 $81,820 4.0 $75,271 $77,530 $79,856 $82,252 4.1 $76,720 $79,022 $81,393 $83,835 4.2 $78,165 $80,510 $82,926 $85,414 5.0 $79,617 $82,006 $84,467 $87,002 5.1 $81,068 $83,501 $86,007 $88,588 5.2 $82,512 $84,988 $87,538 $90,165 6.0 $83,960 $86,479 $89,074 $91,747






6.1 $85,413 $87,976 $90,616 $93,335 6.2 $86,858 $89,464 $92,148 $94,913 7.0 $88,313 $90,963 $93,692 $96,503 7.1 $89,758 $92,451 $95,225 $98,082 7.2 $91,207 $93,944 $96,763 $99,666 8.0 $92,661 $95,441 $98,305 $101,255 8.1 $94,108 $96,932 $99,840 $102,836 8.2 $95,562 $98,429 $101,382 $104,424 9.0 $97,006 $99,917 $102,915 $106,003 9.1 $98,458 $101,412 $104,455 $107,589 9.2 $99,908 $102,906 $105,994 $109,174 9.3 $101,351 $104,392 $107,524 $110,750

10.0 $102,810 $105,895 $109,072 $112,345 10.1 $104,252 $107,380 $110,602 $113,921 10.2 $105,702 $108,874 $112,141 $115,506 10.3 $107,153 $110,368 $113,680 $117,091






1.0 $68,610 $70,669 $72,790 $74,974 1.1 $69,024 $71,095 $73,228 $75,425 1.2 $69,438 $71,522 $73,668 $75,879 1.3 $69,845 $71,941 $74,100 $76,323 1.4 $70,256 $72,364 $74,535 $76,772 1.5 $70,664 $72,784 $74,968 $77,218 1.6 $71,081 $73,214 $75,411 $77,674 1.7 $71,491 $73,636 $75,846 $78,122 2.0 $71,894 $74,051 $76,273 $78,562 2.1 $72,309 $74,479 $76,714 $79,016 2.2 $72,716 $74,898 $77,145 $79,460 2.3 $73,131 $75,325 $77,585 $79,913 2.4 $73,537 $75,744 $78,017 $80,358 2.5 $73,950 $76,169 $78,455 $80,809 2.6 $74,365 $76,596 $78,894 $81,261 2.7 $74,774 $77,018 $79,329 $81,709 3.0 $75,178 $77,434 $79,758 $82,151 3.1 $75,602 $77,871 $80,208 $82,615 3.2 $76,004 $78,285 $80,634 $83,054 3.3 $76,419 $78,712 $81,074 $83,507 3.4 $76,825 $79,130 $81,504 $83,950 3.5 $77,241 $79,559 $81,946 $84,405 3.6 $77,653 $79,983 $82,383 $84,855 3.7 $78,061 $80,403 $82,816 $85,301 4.0 $78,474 $80,829 $83,254 $85,752 4.1 $79,985 $82,385 $84,857 $87,403 4.2 $81,491 $83,936 $86,455 $89,049 5.0 $83,005 $85,496 $88,061 $90,703 5.1 $84,518 $87,054 $89,666 $92,356 5.2 $86,023 $88,604 $91,263 $94,001 6.0 $87,532 $90,158 $92,863 $95,649 6.1 $89,048 $91,720 $94,472 $97,307 6.2 $90,554 $93,271 $96,070 $98,953






7.0 $92,071 $94,834 $97,680 $100,611 7.1 $93,578 $96,386 $99,278 $102,257 7.2 $95,088 $97,941 $100,880 $103,907 8.0 $96,604 $99,503 $102,489 $105,564 8.1 $98,113 $101,057 $104,089 $107,212 8.2 $99,628 $102,617 $105,696 $108,867 9.0 $101,134 $104,169 $107,295 $110,514 9.1 $102,648 $105,728 $108,900 $112,167 9.2 $104,159 $107,284 $110,503 $113,819 9.3 $105,664 $108,834 $112,100 $115,463

10.0 $107,185 $110,401 $113,714 $117,126 10.1 $108,688 $111,949 $115,308 $118,768 10.2 $110,200 $113,506 $116,912 $120,420 10.3 $111,713 $115,065 $118,517 $122,073






11.0 $103,740 $106,853 $110,059 $113,361 11.1 $105,311 $108,471 $111,726 $115,078 11.2 $106,886 $110,093 $113,396 $116,798 11.3 $108,461 $111,715 $115,067 $118,520 11.4 $110,030 $113,331 $116,731 $120,233 11.5 $111,608 $114,957 $118,406 $121,959 12.0 $113,180 $116,576 $120,074 $123,677 12.1 $114,758 $118,201 $121,748 $125,401 12.2 $116,322 $119,812 $123,407 $127,110 12.3 $117,899 $121,436 $125,080 $128,833 12.4 $119,473 $123,058 $126,750 $130,553 12.5 $121,048 $124,680 $128,421 $132,274 13.0 $122,616 $126,295 $130,084 $133,987 13.1 $125,232 $128,989 $132,859 $136,845 13.2 $127,846 $131,682 $135,633 $139,702 13.3 $130,460 $134,374 $138,406 $142,559 14.0 $133,070 $137,063 $141,175 $145,411 14.1 $135,686 $139,757 $143,950 $148,269 14.2 $138,295 $142,444 $146,718 $151,120 14.3 $140,906 $145,134 $149,489 $153,974






11.0 $105,576 $108,744 $112,007 $115,368 11.1 $107,175 $110,391 $113,703 $117,115 11.2 $108,777 $112,041 $115,403 $118,866 11.3 $110,380 $113,692 $117,103 $120,617 11.4 $111,978 $115,338 $118,799 $122,363 11.5 $113,583 $116,991 $120,501 $124,117 12.0 $115,183 $118,639 $122,199 $125,865 12.1 $116,789 $120,293 $123,902 $127,620 12.2 $118,381 $121,933 $125,591 $129,359 12.3 $119,985 $123,585 $127,293 $131,112






12.4 $121,587 $125,235 $128,993 $132,863 12.5 $123,190 $126,886 $130,693 $134,614 13.0 $124,787 $128,531 $132,387 $136,359 13.1 $127,449 $131,273 $135,212 $139,269 13.2 $130,109 $134,013 $138,034 $142,176 13.3 $132,769 $136,753 $140,856 $145,082 14.0 $135,425 $139,488 $143,673 $147,984 14.1 $138,087 $142,230 $146,497 $150,892 14.2 $140,743 $144,966 $149,315 $153,795 14.3 $143,400 $147,702 $152,134 $156,699






11.0 $110,166 $113,471 $116,876 $120,383 11.1 $111,835 $115,191 $118,647 $122,207 11.2 $113,507 $116,913 $120,421 $124,034 11.3 $115,180 $118,636 $122,196 $125,862 11.4 $116,846 $120,352 $123,963 $127,682 11.5 $118,522 $122,078 $125,741 $129,514 12.0 $120,191 $123,797 $127,511 $131,337 12.1 $121,867 $125,524 $129,290 $133,169 12.2 $123,528 $127,234 $131,052 $134,984 12.3 $125,202 $128,959 $132,828 $136,813 12.4 $126,874 $130,681 $134,602 $138,641 12.5 $128,546 $132,403 $136,376 $140,468 13.0 $130,212 $134,119 $138,143 $142,288 13.1 $132,990 $136,980 $141,090 $145,323 13.2 $135,766 $139,839 $144,035 $148,357 13.3 $138,541 $142,698 $146,979 $151,389 14.0 $141,313 $145,553 $149,920 $154,418 14.1 $144,091 $148,414 $152,867 $157,454 14.2 $146,862 $151,268 $155,807 $160,482 14.3 $149,635 $154,125 $158,749 $163,512


ADMINISTRATION TRAINEE SALARIES Trainees Administration (Administrative Stream) Rates effective from 1st August 2017

Stage Rate (% of Sal. Pt. 4.0)

Administration Trainee Rates

Adult Administration Trainee Rates

Fir st six (6) m ont hs 40% $26,891 $55,621 Second six (6) m ont hs 55% $36,183 $55,621


















Professional & Managerial 9 Day Fortnight





6.2 $73,922 $76,140 $78,425 $80,778 7.0 $75,160 $77,415 $79,738 $82,131 7.1 $76,390 $78,682 $81,043 $83,475 7.2 $77,623 $79,952 $82,351 $84,822 8.0 $78,860 $81,226 $83,663 $86,173 8.1 $80,092 $82,495 $84,970 $87,520 8.2 $81,329 $83,769 $86,283 $88,872 9.0 $82,558 $85,035 $87,587 $90,215 9.1 $83,794 $86,308 $88,898 $91,565 9.2 $85,028 $87,579 $90,207 $92,914 9.3 $86,256 $88,844 $91,510 $94,256

10.0 $87,498 $90,123 $92,827 $95,612 10.1 $88,725 $91,387 $94,129 $96,953 10.2 $89,959 $92,658 $95,438 $98,302 10.3 $91,194 $93,930 $96,748 $99,651 11.0 $91,805 $94,560 $97,397 $100,319 11.1 $93,196 $95,992 $98,872 $101,839 11.2 $94,589 $97,427 $100,350 $103,361 11.3 $95,983 $98,863 $101,829 $104,884 11.4 $97,372 $100,294 $103,303 $106,403 11.5 $98,768 $101,732 $104,784 $107,928 12.0 $100,159 $103,164 $106,259 $109,447 12.1 $101,556 $104,603 $107,742 $110,975 12.2 $102,940 $106,029 $109,210 $112,487 12.3 $104,335 $107,466 $110,690 $114,011 12.4 $105,728 $108,900 $112,167 $115,533 12.5 $107,122 $110,336 $113,647 $117,057 13.0 $108,510 $111,766 $115,119 $118,573 13.1 $110,825 $114,150 $117,575 $121,103 13.2 $113,138 $116,533 $120,029 $123,630 13.3 $115,451 $118,915 $122,483 $126,158 14.0 $117,761 $121,294 $124,933 $128,681 14.1 $120,076 $123,679 $127,390 $131,212 14.2 $122,385 $126,057 $129,839 $133,735 14.3 $124,696 $128,437 $132,291 $136,260 15.0 $127,013 $130,824 $134,749 $138,792 15.1 $129,581 $133,469 $137,474 $141,599 15.2 $132,152 $136,117 $140,201 $144,408 15.3 $134,721 $138,763 $142,926 $147,214 15.4 $137,288 $141,407 $145,650 $150,020 15.5 $139,859 $144,055 $148,377 $152,829 16.0 $142,425 $146,698 $151,099 $155,632 16.1 $145,253 $149,611 $154,100 $158,723 16.2 $148,078 $152,521 $157,097 $161,810 16.3 $150,904 $155,432 $160,095 $164,898 16.4 $153,733 $158,345 $163,096 $167,989 16.5 $156,557 $161,254 $166,092 $171,075







6.2 $85,380 $87,942 $90,581 $93,299 7.0 $86,810 $89,415 $92,098 $94,861 7.1 $88,230 $90,877 $93,604 $96,413 7.2 $89,655 $92,345 $95,116 $97,970 8.0 $91,083 $93,816 $96,631 $99,530 8.1 $92,506 $95,282 $98,141 $101,086 8.2 $93,935 $96,754 $99,657 $102,647 9.0 $95,354 $98,215 $101,162 $104,197 9.1 $96,782 $99,686 $102,677 $105,758 9.2 $98,207 $101,154 $104,189 $107,315 9.3 $99,626 $102,615 $105,694 $108,865

10.0 $101,060 $104,092 $107,215 $110,432 10.1 $102,477 $105,552 $108,719 $111,981 10.2 $103,903 $107,021 $110,232 $113,539 10.3 $105,329 $108,489 $111,744 $115,097






6.2 $86,858 $89,464 $92,148 $94,913 7.0 $88,313 $90,963 $93,692 $96,503 7.1 $89,758 $92,451 $95,225 $98,082 7.2 $91,207 $93,944 $96,763 $99,666 8.0 $92,661 $95,441 $98,305 $101,255 8.1 $94,108 $96,932 $99,840 $102,836 8.2 $95,562 $98,429 $101,382 $104,424 9.0 $97,006 $99,917 $102,915 $106,003 9.1 $98,458 $101,412 $104,455 $107,589 9.2 $99,908 $102,906 $105,994 $109,174 9.3 $101,351 $104,392 $107,524 $110,750

10.0 $102,810 $105,895 $109,072 $112,345 10.1 $104,252 $107,380 $110,602 $113,921 10.2 $105,702 $108,874 $112,141 $115,506 10.3 $107,153 $110,368 $113,680 $117,091






6.2 $90,554 $93,271 $96,070 $98,953 7.0 $92,071 $94,834 $97,680 $100,611 7.1 $93,578 $96,386 $99,278 $102,257 7.2 $95,088 $97,941 $100,880 $103,907 8.0 $96,604 $99,503 $102,489 $105,564 8.1 $98,113 $101,057 $104,089 $107,212 8.2 $99,628 $102,617 $105,696 $108,867 9.0 $101,134 $104,169 $107,295 $110,514 9.1 $102,648 $105,728 $108,900 $112,167 9.2 $104,159 $107,284 $110,503 $113,819 9.3 $105,664 $108,834 $112,100 $115,463

10.0 $107,185 $110,401 $113,714 $117,126 10.1 $108,688 $111,949 $115,308 $118,768 10.2 $110,200 $113,506 $116,912 $120,420






10.3 $111,713 $115,065 $118,517 $122,073 10 Day Fortnight – 13% Loading – Salary Point 11.0 and Above





11.0 $103,740 $106,853 $110,059 $113,361 11.1 $105,311 $108,471 $111,726 $115,078 11.2 $106,886 $110,093 $113,396 $116,798 11.3 $108,461 $111,715 $115,067 $118,520 11.4 $110,030 $113,331 $116,731 $120,233 11.5 $111,608 $114,957 $118,406 $121,959 12.0 $113,180 $116,576 $120,074 $123,677 12.1 $114,758 $118,201 $121,748 $125,401 12.2 $116,322 $119,812 $123,407 $127,110 12.3 $117,899 $121,436 $125,080 $128,833 12.4 $119,473 $123,058 $126,750 $130,553 12.5 $121,048 $124,680 $128,421 $132,274 13.0 $122,616 $126,295 $130,084 $133,987 13.1 $125,232 $128,989 $132,859 $136,845 13.2 $127,846 $131,682 $135,633 $139,702 13.3 $130,460 $134,374 $138,406 $142,559 14.0 $133,070 $137,063 $141,175 $145,411 14.1 $135,686 $139,757 $143,950 $148,269 14.2 $138,295 $142,444 $146,718 $151,120 14.3 $140,906 $145,134 $149,489 $153,974 15.0 $143,525 $147,831 $152,266 $156,834 15.1 $146,427 $150,820 $155,345 $160,006 15.2 $149,332 $153,812 $158,427 $163,180 15.3 $152,235 $156,803 $161,508 $166,354 15.4 $155,135 $159,790 $164,584 $169,522 15.5 $158,041 $162,783 $167,667 $172,698 16.0 $160,940 $165,769 $170,743 $175,866 16.1 $164,136 $169,061 $174,133 $179,357 16.2 $167,328 $172,348 $177,519 $182,845 16.3 $170,522 $175,638 $180,908 $186,336 16.4 $173,718 $178,930 $184,298 $189,827 16.5 $176,909 $182,217 $187,684 $193,315






11.0 $105,576 $108,744 $112,007 $115,368 11.1 $107,175 $110,391 $113,703 $117,115 11.2 $108,777 $112,041 $115,403 $118,866 11.3 $110,380 $113,692 $117,103 $120,617 11.4 $111,978 $115,338 $118,799 $122,363 11.5 $113,583 $116,991 $120,501 $124,117 12.0 $115,183 $118,639 $122,199 $125,865 12.1 $116,789 $120,293 $123,902 $127,620 12.2 $118,381 $121,933 $125,591 $129,359 12.3 $119,985 $123,585 $127,293 $131,112 12.4 $121,587 $125,235 $128,993 $132,863






12.5 $123,190 $126,886 $130,693 $134,614 13.0 $124,787 $128,531 $132,387 $136,359 13.1 $127,449 $131,273 $135,212 $139,269 13.2 $130,109 $134,013 $138,034 $142,176 13.3 $132,769 $136,753 $140,856 $145,082 14.0 $135,425 $139,488 $143,673 $147,984 14.1 $138,087 $142,230 $146,497 $150,892 14.2 $140,743 $144,966 $149,315 $153,795 14.3 $143,400 $147,702 $152,134 $156,699 15.0 $146,065 $150,447 $154,961 $159,610 15.1 $149,018 $153,489 $158,094 $162,837 15.2 $151,975 $156,535 $161,232 $166,069 15.3 $154,929 $159,577 $164,365 $169,296 15.4 $157,881 $162,618 $167,497 $172,522 15.5 $160,838 $165,664 $170,634 $175,754 16.0 $163,789 $168,703 $173,765 $178,978 16.1 $167,041 $172,053 $177,215 $182,532 16.2 $170,290 $175,399 $180,661 $186,081 16.3 $173,540 $178,747 $184,110 $189,634 16.4 $176,793 $182,097 $187,560 $193,187 16.5 $180,041 $185,443 $191,007 $196,738






11.0 $110,166 $113,471 $116,876 $120,383 11.1 $111,835 $115,191 $118,647 $122,207 11.2 $113,507 $116,913 $120,421 $124,034 11.3 $115,180 $118,636 $122,196 $125,862 11.4 $116,846 $120,352 $123,963 $127,682 11.5 $118,522 $122,078 $125,741 $129,514 12.0 $120,191 $123,797 $127,511 $131,337 12.1 $121,867 $125,524 $129,290 $133,169 12.2 $123,528 $127,234 $131,052 $134,984 12.3 $125,202 $128,959 $132,828 $136,813 12.4 $126,874 $130,681 $134,602 $138,641 12.5 $128,546 $132,403 $136,376 $140,468 13.0 $130,212 $134,119 $138,143 $142,288 13.1 $132,990 $136,980 $141,090 $145,323 13.2 $135,766 $139,839 $144,035 $148,357 13.3 $138,541 $142,698 $146,979 $151,389 14.0 $141,313 $145,553 $149,920 $154,418 14.1 $144,091 $148,414 $152,867 $157,454 14.2 $146,862 $151,268 $155,807 $160,482 14.3 $149,635 $154,125 $158,749 $163,512 15.0 $152,416 $156,989 $161,699 $166,550 15.1 $155,497 $160,162 $164,967 $169,917 15.2 $158,582 $163,340 $168,241 $173,289 15.3 $161,665 $166,515 $171,511 $176,657 15.4 $164,746 $169,689 $174,780 $180,024 15.5 $167,831 $172,866 $178,052 $183,394 16.0 $170,910 $176,038 $181,320 $186,760 16.1 $174,304 $179,534 $184,921 $190,469






16.2 $177,694 $183,025 $188,516 $194,172 16.3 $181,085 $186,518 $192,114 $197,878 16.4 $184,480 $190,015 $195,716 $201,588 16.5 $187,868 $193,505 $199,311 $205,291


SCHEDULE 2 REDUNDANCY PROVISIONS REDUNDANCY 1. Preface The f o llow ing p rovisions, o t her t han t hose f o r vo lun t ary r ed un d an cy, consult at ion and no t ice, are on ly t o b e accessed once Energy Queensland h as exh aust ed t he relevan t p rovision s laid o ut in clause 1.10 Em p loym en t Secur it y , o f t h is Agreem en t . Red un d ancy occurs w hen Energy Queensland id en t if ies t hat t he n eed f o r w o rk o f a p ar t icu lar kind h as sub st an t ially d im in ish ed o r ceased . Red und ancy w ill no rm ally occur w here ch anged circum st ances o r w ork p ract ices af f ect t he ef f icien t and econom ical w orking o f t he en t erp r ise. Em p loyees w ill b e consid ered f o r r et r enchm en t /red ep loym en t on t he b asis o f m er it , eq u it y, skills, com p et encies and lengt h o f service w here a p osit ion is d eclared red und an t . Th is p rocess w ill no t d iscr im inat e on t he b asis o f sex, sexual p ref erence, m ar it al st at us, p regnancy, f am ily resp onsib ilit ies, age, r ace, co lour , nat ion al o r ig in , im p airm en t , t r ad e un ion act ivit y, p o lit ical convict ion o r o n any o t her g round out lined b y all an d any relevan t leg islat ion . 2. Exclusions Th is clause d oes no t ap p ly t o an em p loyee w h o : Is a casual em p loyee; Is a Fixed Term em p loyee as d ef ined in t h is Agreem en t ; Is an ap p ren t ice o r a t r ainee und er a t r aineesh ip ; Does no t h ave at least one (1) years’ con t inuo us service; Un reasonab ly r ef uses an o f f er o f su it ab le alt ernat ive em p loym en t w it h Energy

Queensland; Term in at es em p loym en t d ur ing t he p er iod o f no t ice g iven und er clause 3.7.3 No t ice

o f Term inat ion b y Em p loyee, w it hout t he p r io r ap p roval o f Energy Queensland un less t he ap p roval is un reaso nab ly w it hheld ;

Is t erm inat ed f o r neglect o f d ut y, ser ious m iscond uct w ar ran t ing sum m ary d ism issal; and /o r

Is sp ecif ically exclud ed b y any p rovisions o f t h is clause. 3. Objectives The o b ject ives o f t h is p rovision are t o : a. Provid e suf f icien t f lexib ilit y t o ef f ect ively ad d ress w o rkf o rce issues ar ising f rom t he

rat ionalisat ion o f o p erat ions and services f ro m t im e t o t im e w it h in Energy Queensland, t he chan ging nat ure o f w ork an d /o r t he rap id ly ch anging envir onm en t w it h in w h ich Energy Queensland o p erat es.

b . Ad d ress t hese issues in an eq uit ab le f ash io n t hat sup p or t s t he Energy Queensland com m it m en t t o it s shareho ld ers an d t he p ub lic’s exp ect at ion s f o r long t erm sust ainab le ret urn s on t heir invest m en t s in t h is b usiness.

c. Main t ain em p loyees in em p loym en t w it h in Energy Queensland w herever p ossib le. d . Give p ref erence t o r ed ep loym en t and vo lun t ary ret renchm en t w here ap p rop r iat e. e. Provid e f inancial assist ance t o em p loyees w ho accep t t r ansf ers t o o t h er locat ions. f . Pay m onet ary com p ensat ion t o em p loyees f o r w hom suit ab le alt ern at ive

em p loym en t canno t b e f ound and w hose em p loym en t is t o b e t erm inat ed . 4. Definitions “Ord inary Rat e o f Pay” – Th e o rd inary rat e o f p ay f o r t h e p urp oses o f t h is clause w ill encom p ass t he f o llow ing: Salar y Rat e as p rovid ed f o r in Salary Sch ed ule A;


Allow ances f o r skills on a w eekly b asis (if ap p licab le); Sub st at ion /Test Allow ance on a w eekly b asis (if ap p licab le); o r Localit y Allow ance on a w eekly b asis (if ap p licab le). The Ord inary Rat e o f Pay exclud es over t im e, sh if t load ings and w eekend p en alt y r at es (if ap p licab le), excep t w h ere an agreem en t is in p lace w h ich p rovid es f o r an annualised salary ar rangem en t . In t hese circum st ances, t h e o rd inary rat e o f p ay w ill b e t he annualised salary r at e o f p ay. “Lengt h o f Service” – The com p let ed years o f service is calculat ed b y d et erm in ing t he p er iod b et w een t he em p loyee’s ind ust r y st ar t d at e (as recogn ised b y Energy Queensland) and t he em p loyee’s t erm inat ion d at e. If an em p loyee is w o rking, o r h as w orked , a p er iod o f p ar t -t im e em p loym en t , t h at em p loyee’s lengt h o f service w ill b e calculat ed t o recogn ise t he act ual hours o f p ar t -t im e em p loym en t . 5. Consultation Where it ap p ears t hat a p osit ion o r p osit ion s are likely t o b ecom e red und an t , and p r io r t o f o rm al red und ancy no t ices b eing issued , Energy Queensland w ill p rovid e, at t he ear liest p ossib le t im e, all relevan t d et ails t o t he ap p rop r iat e Un ion p ar t ies. These d et ails w ill includ e: a. The reasons f o r t he p osit ion o r p osit ions b eco m ing red und an t ; and b . The n um b er , locat ion and o t her d et ails o f t he red un d an t p osit ion s. Energy Queensland w ill ar range d iscussions t o t ake p lace w it h t he relevan t Un ion p ar t ies w h ich w ill includ e: a. The m et hod o f id en t if y ing t he p osit ions id en t if ied as red und an t , having regard t o t he

ef f icien t and econom ical w orking o f t h e en t erp r ise; b . Ad vice and t h e t im ing o f t hat ad vice t o t he em p loyees; c. The ap p ro p r iat eness o f using vo lun t ar y ret ren chm en t ; an d d . Red ep loym en t op t ions. 6. Notice Of Redundancy and Commitment to Redeployment An em p loyee w ill receive f o rm al no t if icat ion t hat t heir p osit ion is t o b ecom e red und an t at least six (6) m on t hs p r io r t o t he even t occur r ing . No t if icat ion w ill also b e g iven t o t he relevan t Un ion p ar t ies. Once no t if icat ion has b een p rovid ed t o an em p loyee, Energy Queensland w ill t ake all r easonab le st ep s t o d et erm ine w hat o t her em p loym en t op p or t un it ies exist w it h in Energy Queensland t hat are suit ab le f o r red ep loym en t , and t hat enab le t he o rgan isat ion t o b est ut ilise t he skills o f t he em p loyee. Red ep loym en t m ay t ake t he f o rm o f p erm anen t , t em p o rary, o r p ro ject w ork. Em p loyees red ep loyed t o a lo w er level p o sit ion w ill rem ain com m it t ed t o red ep loym en t at t heir sub st an t ive level an d m ay accep t an o f f er o f a suit ab le alt ernat ive ro le at level, sub ject t o ap p ro p r iat e sup p or t an d ret rain in g . Such accep t ance w ill no t b e un reason ab ly w it hheld d ur in g t he f ir st t w o (2) years f o llow ing no t if icat ion t hat t heir p osit ion is t o b ecom e red und an t . If t he em p loyee f in d s t he new p osit ion unsat isf act o ry w it h in a p er iod o f t h ree (3) m on t h s, t hey w ill have t he op p or t un it y t o ret urn t o t h eir r ed ep loyed p o sit ion . Em p loyees w ho are on salar y m ain t en ance and w ho ap p ly f o r a suit ab le alt ern at ive ro le at t heir sub st an t ive level, w ill b e assessed o n t he b asis o f su it ab ilit y f o r t he ro le.


7. Redeployment Fo llow ing t he consult at ive st ep s as out lined ab ove, all ef f o r t s w ill b e m ad e t o f ind suit ab le alt ernat ive em p loym en t f o r em p loyees w hose p osit ions are d eclared red und an t . Af t er t he p rocesses d et ailed ab ove have o ccur red , each af f ect ed em p loyee w ill b e ind ivid ually in t erview ed t o d et erm ine w hat op t ions m ay exist f o r t he m anagem ent o f t hat em p loyee’s f ut ure. Energy Queensland w ill seek t o exp ed it iously p lace d isp laced em p loyees in t o p erm anen t ro les. In t h is regard Energy Queensland w ill f acilit at e an Em p loyee Tran sit ion Program (ETP), w h ich w ill b e d evelo p ed in consult at ion w it h t he p ar t ies. Th e f o llow ing ro les and resp onsib ilit ies w ill ap p ly t o t he ETP. Employees participating on the ETP must: a. Com m it t o p ar t icip at in g in r elevan t t r ain ing , and ap p lying f o r ap p ro p r iat e ro les. b . Take ad van t age o f every reasonab le op p o r t un it y t o up grad e t h eir skills an d act ively

p ar t icip at e in t he p ro gram . c. Und er t ake on -t he-jo b learn ing . The em p loyee w ill have access t o a range o f sup p or t w h ilst on t he ETP includ in g: a. The Em p loyee Assist an ce Program (EAP), t o h elp t he em p loyee d eal w it h t h e p ersonal

and p ract ical issues relat ed t o w ork ch anges. b . Career co unselling t o allow t he em p loyee t o id en t if y career asp irat ions. c. Ret rain ing t o help ach ieve a chosen career p at h , includ ing t he com p let ion o f a skills

aud it and t he d evelop m en t o f a t rain ing p lan . d . Job search assist ance t o allow t he em p loyee every op p o r t un it y t o secure new ro les. Energy Queensland m an agem ent is resp onsib le f o r : a. Ref er ral o f t he em p loyee t o t he ETP. b . Prom ot in g Energy Queensland’s com m it m en t t o t he p rogram . c. Provid ing em p loyees w it h t h e necessary resources, sup p o r t and t rain ing , includ ing

t he id en t if icat ion o f su it ab le t rain ing p rogram s, t o en ab le t hem t o m ake em p loym en t t r ansit ions, includ in g any reason ab le ad just m en t consid erat ions.

d . Ensur ing t he em p loyee has access t o t he necessary reso urces f o r ach ieving t he ob ject ives o f t he p lacem en t st rat egy e.g . p rovid e on -t he-job learn ing, jo b search assist ance, access t o t h e EAP.

e. Ensur ing t he em p loyee has con t inu ing p lacem en t w h ilst p ar t ic ip at in g on t he ETP an d no t un reasonab ly w it h ho ld op p o r t un it ies f o r p lacem en t .

Em p loyees w ill rem ain in t he ETP un t il a su it ab le alt ernat ive p osit ion is f ound o r clause 8. Salary Maintenance Em p loyees, w hose p osit ions are m ad e red und an t d ur ing t he lif e o f t h is Agreem en t and w ho are ap p o in t ed t o a p o sit ion w it h a low er salary level, w ill have t he salary/w age o f t heir o r ig in al p osit ion m ain t ained f o r t he t enure o f t heir em p loym en t w it h Energy Queensland (in t he case o f em p loyees co vered b y con t ract s and /o r em p loym en t agreem en t s im p lem en t ed in acco rd w it h t h is Agreem en t , t he cash com p onen t out lined in t h eir ind ivid ual agreem en t /con t ract w ill ap p ly). 9. Voluntary Retrenchment Em p loyees can ap p ly f o r Vo lun t ary Ret rench m en t . Ap p roval w ill b e at t he so le d iscret ion o f Energy Queensland. Em p loyees w hose ap p licat ion f o r vo lun t ar y ret renchm en t is ap p roved , w ill b e en t it led t o receive all elig ib le ret r enchm en t b enef it s (includ in g Sep arat ion Dat e Incen t ive Paym en t if ap p licab le) up on t erm inat ion in acco rd ance w it h t h is clause. 10. Early Separation Incentive Payment (ESIP) Em p loyees w ho h ave received f o rm al no t if icat ion o f t heir red und ancy m ay ap p ly f o r an ESIP. Ap p roval o f ESIP is at t h e d iscret ion o f Energy Queensland.


Em p loyees m ust t erm inat e t h eir em p loym en t on t he sep arat ion d at e id en t if ied b y Energy Queensland. ESIP consist s o f 13 w eeks incen t ive p aym en t in ad d it ion t o all o t her p aym en t s t hat m ay com p r ise a ret renchm en t p ackage. Th is incen t ive p aym en t w ill b e calculat ed at t he o rd in ary rat e o f p ay. 11. Benefits An em p loyee w ho is ret renched w ill b e en t it led t o t he f o llow ing. a. An ex-grat ia Ret rench m en t Paym en t o f t h ree (3) w eeks p er year o f service (w it h a

m in im um p aym en t o f f our (4) w eeks), t oget h er w it h a p rop o r t ionat e am oun t f o r an incom p let e year o f service. The m axim um Ret renchm en t Paym en t w ill b e 75 w eeks.

If an em p loyee is w o rking, o r h as w o rked a p er iod o f p ar t -t im e em p loym en t , t he Ret renchm en t Paym en t w ill b e calculat ed on a p ro -rat a b asis t o in clud e t he p er iod o f p ar t -t im e em p loym en t . b . An ESIP o f 13 w eeks m ay b e p aid w here ap p licab le. c. Annual Leave: Paym en t f o r annual leave includ es an em p loyee’s accum ulat ed b alance

as w ell as t he p ro -rat a b alance. Pro -rat a annual leave is p aid t o t he d at e o f t erm inat ion .

d . Long Service Leave: A long service leave p aym en t o f 1.3 w eeks f o r each com p let ed year o f service w ill b e m ad e. Pro -rat a long service leave w ill b e p aid f o r an incom p let e year o f service up t o t h e d at e o f t erm in at ion . Any long service leave alread y t aken w ill b e d ed uct ed .

e. Days o f Tim e Of f In Lieu: All b alances o f accrued t im e o f f in lieu w ill b e p aid . These w ill b e p aid at t he o rd inary rat e ap p licab le at t he d at e o f t erm in at ion .

f . An Incom e Pro t ect ion Po licy t o p rovid e sp ecif ied insurance cover f o r loss o f earn in gs d ue t o illn ess in t he 12 m on t hs im m ed iat ely f o llow ing ret renchm en t . Th is p o licy w ill b e sub ject t o m arket accessib ilit y and in acco rd ance w it h t h e t erm s out lined in t he p o licy. Th is p o licy w ill b e lim it ed t o a p er iod o f one (1) year .

12. General A Ret renchm en t Benef it is com p ensat ion f o r loss o f em p loym en t t enure and it is no t a resign at ion b en ef it . The relevan t local m an ager m ay ap p rove leave w it h p ay f o r af f ect ed em p loyees t o at t end p ersonal em p loym en t in t erv iew s. Each af f ect ed em p loyee w ill b e p rovid ed w it h a st at em en t show in g t he calculat ion o f an est im at e o f t he Ret renchm en t Paym en t p r io r t o r et r enchm en t . Assist ance w ill b e g iven f o r em p loyees t o access relevan t sup p o r t p rovid ers w h ich m ay includ e f inancial ad visers, em p loyee assist ance counsello r s, o ut p lacem en t services o r access t o agreed t r ain ing p r ovid ers. Reaso nab le exp enses as d et erm ined b y Energy Queensland associat ed w it h t hese services m ay b e reim b ursed b y Energy Queensland.


SCHEDULE 3 CLASSIFICATION STRUCTURE CLASSIFICATION STRUCTURE Energy Queensland ackn ow led ges t hat ongo ing d iscussions w ill occur b et w een t he p ar t ies t o t h is Agreem en t regard in g issues id en t if ied w it h in t he classif icat ion st ruct ure. Classifications - Transmission and Supply The classif icat ion d ef in it ion s in t h is Agreement recogn ise t he f o llow ing t h ree (3) b road st r eam s: 1. Ad m in ist rat ive 3. Pro f ession al/Man ager ial Administrative Stream The Ad m in ist rat ive st r eam w ill includ e em p loyees engaged in : Cler ical; and Ad m in ist r at ive t asks. Def in it ions con t ained in t h is st ream reco gn ise t hat Ad m in ist r at ive em p loyees w ill b e engaged in b road d iscip lines includ ing : Personnel, Ind ust r ial Relat ions, Com p ut in g, Ad m in ist r at ion , Logist ics (Mat er ials Sup p ly), Fin ance, Sales; and Market ing . In t he Ad m in ist r at ive st ream , ad ult em p loyees no t em p loyed in f o rm al t raineesh ip s w ill b e g iven t he o p p or t un it y t o t r ain t o m in im um Salary Level 5.1 on t he b asis o f skills acq uired an d req uired t o b e used w h ich are assessed annually. Professional/Managerial Stream Posit ions w it h in t he Pro f ession al/Man ager ial st ream w ill req uire a d egree q ualif icat ion

o r eq u ivalen t , in a relevan t f ield and /o r m ay req uire regist rat ion b y a Pro f ession al Board .

Pro f essional/Manager ial em p loyees w ill b e req uired t o p rovid e p ro f essional ad vice, services an d sup p or t in sp ecialist f ield s o f com p et ence, and /o r und er t ake m anagem ent o r sup ervision o f p ar t o f t he o rgan isat ion .

Progression w ill d ep end up on t he acq uisit ion and use o f ad d it ion al skills/com p et encies. The rat e o f p ro gression w ill d ep end up o n t he ind ivid ual acq uir ing and ap p ly ing skills/com p et encies in acco rd ance w it h r elevan t Career Pat h cr it er ia. Def in it ions con t ained in t h is St ream recogn ise t h at Pro f essional/Manager ial em p loyees w ill b e engaged in b road d iscip lines includ ing Legal, Acco un t ing , Arch it ect ure, Engineer ing , Com p ut ing, Chem ist ry, Econom ics, Met allu rgy, Psycho logy, Science, Surveying, Valu ing, Man ager ial, Market ing an d Em p loyee/In d ust r ial Relat ions.


Competency standards The Parties t o t h is Agreement are com m it t ed t o t he d evelop m en t an d im p lem en t at ion o f relevan t n at ionally accred it ed t rain ing p ackages, o r r elevan t Queen sland t r ain ing o rd ers o r o t her t r ain ing as agreed b y t he Parties f rom t im e t o t im e. 98 General Definitions Train ing Com m it t ee w ill m ean t he Train ing Co m m it t ee is a group o f Energy Queensland and Nominated Employee Representatives w ho have resp on sib ilit y t o p ro vid e gu id elines and m on it o r t r ain ing act ivit ies f o r Energy Queensland. Modules For t h e p urp oses o f t h ese d ef in it ions, a “m o d ule” w ill m ean t hat am oun t o f st ruct ured t r ain ing (w h ich m ay com p r ise eit her on and /o r o f f t he job com p onen t s) w h i ch is recogn ised as eq u ivalen t b y t he Parties. Un reso lved gr ievances w ill b e ref er red t o t he Train ing Com m it t ee f o r recom m end at ion . Progression Rules Progression w it h in t he classif icat ion and /o r salary st ruct ure m ay occur on one o f t he

f o llow ing b ases: The acq uisit ion o f skills in acco rd ance w it h an ap p roved em p loyee d evelop m en t p lan ; Reclassif icat ion on t he b asis o f t he d em onst rat ion o f skills acq u ired and req u ired t o

b e used ; Ap p o in t m en t t o a p osit ion w it h a h igher classif icat ion . Employee Development Plans An em p loyee d evelop m en t p lan w ill b e availab le t o each em p loyee. The m ut ual need s o f Energy Queensland and it s em p loyees w ill b e consid ered in resp ect o f t he d evelop m en t o f em p loyee d evelop m en t p lans in o rd er t o p rovid e t he skills and com p et encies t o m eet w ork req u irem en t s. The p lan w ill id en t if y t he t r ain ing t o b e com p let ed , t he agreed t im e f o r und er t aking an d com p let ing t he t rain in g and any p rovisions o r ar rangem ent s f o r t rain ing t im e o r leave f o r t r ain ing p urp oses. The p lan w ill b e d evelo p ed an d agreed b y t he em p loyee an d t he em p loyee’s sup erviso r . An em p loyee’s access t o an em p loyee d evelop m en t p lan w ill no t b e un reasonab ly d elayed o r w it hheld . Wh ere an em p loyee has concerns regard ing t heir access t o an em p loyee d evelop m en t p lan , t hey can access t he gr ievance an d d isp ut e reso lut ion p roced ure out lined in Par t 2 o f t h is Agreem en t . Recognition of Employees Skills/Qualifications An em p loyee m ay h ave p r io r w ork exp er ience and /o r cur ren t know led ge recogn ised as b eing eq u ivalen t t o a q ualif icat ion out lin ed in t he classif icat ion st ruct ure. Such recogn it ion m ay occur b y t he em p loyee req uest ing assessm en t t h ro ugh t he Com p et ency Recogn it ion Proced ure. Th is p roced ure f o rm s p ar t o f t he agreed Im p lem en t at ion Guid e. Recogn it ion o f an em p loyee’s skills m ay occur on one (1) o f t he f o llow ing b ases: Where Com p et ency St and ard s exist , t he assessm en t w ill b e car r ied out b y t est ing

again st t h e Com p et ency St and ard s using a f o rm al Recogn it ion o f Pr io r Learn in g p rocess;

Where Com p et ency St and ard s d o no t exist , Recogn it ion o f Pr io r Learn ing assessm en t w ill b e car r ied out b y t est ing again st In t er im Com p et ency Levels o r Learn ing Out com es f rom t rain in g p rogram s/ m o d ules, recogn ised b y t he Train ing Com m it t ee f o r agreem en t p urp o ses.


Recognition of Other Factors For t he p urp oses o f t h is Agreement, o t her relevan t f act o r s m ay b e d eem ed t o have a m onet ary value, in ad d it ion t o t hat p rovid ed t h rough t r ain ing. Career Paths Where career p at h s ap p licab le t o d ef in it ions in t he Ad m in ist r at ive, Techn ical, Pro f ession al and Manager ial, h ave alread y b een agreed , o r have alr ead y b een f iled w it h t he Ind ust r ial Regist rar p r io r t o t he m aking o f t h is Agreement o r , are agreed t o af t er t he m aking o f t he Agreement, t he Career Pat hs are t o b e used in con junct ion w it h t he Agreement Classif icat ion d ef in it ions t o reso lve any d isp ut e regard ing an em p loyee’s classif icat ion . Career p at hs w ill b e d evelop ed t h rough t he ap p rop r iat e consult at ive m ech an ism invo lving rep resen t at ives o f Energy Queensland, em p loyees and t he relevan t Un ions. Schedule Classification Stream A Ad m in ist rat ive B Pro f ession al and Man ager ial Career p at h s relat e t o a nominated employee representative st ream and w ill ou t line how t he Classif icat ion St ruct ure and Def in it ions are t o b e im p lem en t ed . Employees Without Relevant Work Experience An em p loyee w ho is req uired as a cond it ion o f em p loym en t t o p o ssess a p ar t icu lar level o f acad em ic q ualif icat ion , b u t w ho is w it hout relevan t w ork exp er ience, w ill as a m in im um en t er t he classif icat ion st ruct ure at t he f o llow in g Salary Po in t s: Qualification Minimum Entry Point Cer t if icat e IV SALARY POINT 4.0 Associat e Dip lom a SALARY POINT 5.0 3 Year Degree SALARY POINT 6.2 4 Year Degree SALARY POINT 8.0 No t e: A Parap ro f essional, t r ained w it h in a Parap ro f ession al Traineesh ip , w ill h ave a m in im um en t ry Salary Po in t o f 5.2. Definition of “Or Equivalent” For t he p urp o ses o f t h is Agreement t he t erm “o r eq u ivalen t ”” m eans and includ es, b ut is no t lim it ed t o t he f o llow ing: eq uivalen t accred it ed t rain in g, com p et encies, skills, cer t if icat ion , o r exp er ience and such o t her t rain ing o r o t her f act o r s as m ay b e agreed b et w een t he Parties f rom t im e t o t im e. Classification Definition - Administrative Stream Ad m in ist r at ive St ream Classif icat ion St ruct ure Out line Salary Point Classification Level Training Requirements 16.0 15.0 14.0 Ad m in ist r at ive Em p loyee Level 11 Associat e Dip lom a + ad d it ion al

t r ain ing o r eq u ivalen t 13.0 Ad m in ist r at ive Em p loyee Level 10 Associat e Dip lom a + ad d it ion al

t r ain ing o r eq u ivalen t 12.0 Ad m in ist r at ive Em p loyee Level 9 Associat e Dip lom a + ad d it ion al

t r ain ing o r eq u ivalen t 11.0 Ad m in ist r at ive Em p loyee Level 8 Associat e Dip lom a o r eq uivalen t 10.0 * 22 m od ules o r eq uivalen t


9.0 Ad m in ist r at ive Em p loyee Level 7 Ad vanced Cer t if icat e o r eq uivalen t 8.0 * 12 m od ules o r eq uivalen t 7.0 Ad m in ist r at ive Em p loyee Level 6 9 m od ules o r eq uivalen t 6.0 * 6 m od ules o r eq uivalen t 5.0 Ad m in ist r at ive Em p loyee Level 5 3 m od ules o r eq uivalen t 4.0 Ad m in ist r at ive Em p loyee Level 4 Cer t if icat e III o r eq u ivalen t 3.0 Ad m in ist r at ive Em p loyee Level 3 Ad m in ist r at ive Em p loyee Level 3 2.0 Ad m in ist r at ive Em p loyee Level 2 Cer t if icat e I o r eq u ivalen t 1.0 Ad m in ist r at ive Em p loyee Level 1(b ) Und er t aking st r uct ured t r ain ing

t ow ard s a Cer t if icat e I 0.0 Ad m in ist r at ive Em p loyee Level 1(a) Ind uct ion Train ing

* Ref erence t o Salary Po in t s 6, 8, 10 are f o r exp lanat ion p urp oses on ly and are no t t o b e t reat ed as classif icat ion s f o r Agreement p urp oses.

Progression and t r ain in g b eyond t hese Classif icat ion Levels are sub ject t o relevan t career p at h cr it er ia.

Administrative Employee - Level 1(a) (Salary Point 0.0) An Ad m in ist r at ive Em p loyee - Level 1(a) w ill m ean an em p loyee no t elsew here d ef ined , w ho is und er t aking st r uct ured t r ain ing so as t o enab le t he em p loyee t o p er f o rm d ut ies associat ed w it h cler ical f unct ions. Such st r uct ured t r ain ing w ill b e com p let ed w it h in t h ree (3) m on t h s o f ap p o in t m en t t o t h is level. An em p loyee at t h is level w orks und er d ir ect sup ervision , and p er f o rm s rout ine d ut ies. No t e: An Ad m in ist r at ive Em p loyee - Level 1(a) f alls w it h in t he Nat ional Train ing Board Aust ralian Qualif icat ion s Fram ew o rk at Level 1. Administrative Employee - Level 1(b) (Salary Point 1.0) An Ad m in ist rat ive Em p loyee - Level 1(b ) w ill m ean an em p loyee w ho is un d er t aking st r uct ured t r ain ing t o w ard s a Cer t if icat e I o r eq uivalen t so as t o enab le t he em p loyee t o p er f o rm w ork w it h in t he scop e o f t h is level. An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o : Per f o rm rout ine, p red ict ab le, r ep et it ive and p roced uralised t asks; Exercise jud gem en t w it h in t he em p loyee’s level o f skill and t rain in g; Work un d er d irect sup ervision ; Und erst an d b asic q ualit y con t ro l/assurance p ro ced ures; and Und erst an d and ut ilise b asic lit eracy and num eracy skills, com m en surat e w it h t he

em p loyee’s t rain ing , exp er ience an d resp onsib ilit ies. No t e: An Ad m in ist r at ive Em p loyee - Level 1(b ) f alls w it h in t he Nat ional Train ing Bo ard Aust ralian Qualif icat ion s Fram ew o rk at Level 1. Administrative employee - Level 2 (Salary Point 2.0) An Ad m in ist rat ive Em p loyee - Level 2 w ill m ean an em p loyee w ho has com p let ed a Cer t if icat e I o r eq u ivalen t so as t o en ab le t he em p loyee t o p er f o rm w ork w it h in t he scop e o f t h is level. An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o : Provid e cler ical sup p or t w it h in Sect ions/Dep ar t m en t s; Be resp onsib le f o r t he q ualit y o f t he em p loyee’s ow n w ork;


Work un d er rou t ine sup ervision eit her ind iv id ually o r in a t eam envir onm en t ; Exercise jud gem en t w it h in t he em p loyee’s level o f skills an d t r ain ing ; Assist new st af f and t r ainers b y p rovid ing gu id ance and ad vice; Work in con f o rm it y w it h est ab lished ru les an d /o r guid elines; and Use w r it ing , num eracy and eq u ip m en t skills, com m en surat e w it h t he em p loyee’s

t r ain ing, exp er ience and resp onsib ilit ies. No t e: An Ad m in ist r at ive Em p loyee - Level 2 f alls w it h in t he Nat ional Train ing Bo ard Aust ralian Qualif icat ion s Fram ew o rk at Level 2. Administrative Employee - Level 3 (Salary Point 3.0) An Ad m in ist rat ive Em p loyee - Level 3 w ill m ean an em p loyee w ho has com p let ed a Cer t if icat e II, o r eq uivalen t so as t o enab le t he em p loyee t o p er f o rm w ork w it h in t he scop e o f t h is level. An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o : Fulf il a general sup p or t f unct ion w it h in t h e w orkp lace; Und erst an d relevan t o rgan isat ional st ruct ure, p roced ure and p o licy and exercise

d iscret ion alt hough know led ge req uired t o p er f o rm w ork is usually relat ive t o p reced en t s, gu id elines,

p roced ures, Regulat ions and inst ruct ions; Assist in t he p rovision o f on -t he-job t r ain ing t o a lim it ed d egree; Work un d er general sup ervision ; Exercise ap p rop r iat e keyb oard skills (w here relevan t ) at a level h igher t h an an

em p loyee at Level 2; an d Be resp onsib le f o r en sur in g t he q ualit y o f t h e em p loyee’s ow n w o rk, com m ensurat e

w it h t he em p loyee’s t r ain ing, exp er ience and resp onsib ilit ies. No t e: An Ad m in ist rat ive em p loyee - Level 3 f alls w it h in t he Nat ional Train in g Board Aust ralian St and ard s Fram ew o rk at Level 2. Administrative Employee - Level 4 (Salary Point 4.0) An Ad m in ist r at ive Em p loyee - Level 4 w ill m ean an em p loyee w ho ap p lies t he skills acq uired t h rough t he successf u l com p let io n o f a t r ad e eq u ivalen t Cer t if icat e level q ualif icat ion , a Cer t if icat e III o r eq uivalen t an d is ab le t o exercise t h e skills and know led ge o f such cer t if icat ion an d exp er ience. An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o : Und erst an d and ap p ly q ualit y syst em s and is ab le t o insp ect p ro d uct s and /o r m at er ials

f o r con f o rm it y w it h est ab lished op erat ional st and ard s; Exercise good in t erp ersonal com m un icat ions skills; Exercise d iscret ion w it h in t he sco p e o f t h is level; Provid e t r ain ing an d gu id ance as req uired ; Per f o rm w ork und er general d irect ion , eit her ind iv id ually o r in a t eam environm en t ; Und er t ake a range o f d ut ies req uir ing jud gem en t , liaison and com m un icat ion w it h in

t he o rgan isat ion and o t her in t erest ed p ar t ies; and Per f o rm p lann in g and co -o rd inat ion o f t asks as req uired , com m ensurat e w it h t he

em p loyees t r ain ing , exp er ience an d resp onsib ilit ies.


Not e: An Ad m in ist r at ive Em p loyee - Level 4 f alls w it h in t he Nat ional Train ing Bo ard Aust ralian Qualif icat ion s Fram ew o rk at Level 3. Administrative Employee - Level 5 (Salary Point 5.0) An Ad m in ist r at ive Em p loyee - Level 5 w ill m ean an em p loyee w ho : In ad d it ion t o t he req u irem en t s o f an Ad m in ist rat ive Em p loyee Level 4 has com p let ed : Th ree (3) ap p rop r iat e m od ules o r eq uivalen t ; o r An eq u ivalen t st and ard o f st ruct ured ind ust ry sp ecif ic t r ain ing , com p r ised o f courses

end orsed b y t he Train ing Com m it t ee; OR Is an em p loyee w it h an eq u ivalen t level o f t rain ing and /o r skills an d exp er ience (e.g .

p ossesses an ap p ro p r iat e Associat e Dip lom a b ut is w it hout relevan t w ork exp er ience). An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o : Exercise d iscret ion w it h in t he sco p e o f t h is level; Work un d er general sup ervision , eit her ind ivid ually o r in a t eam environm en t ; Und erst an d and im p lem en t q ualit y syst em s; Per f o rm sup erviso ry f unct ions w it h in t he scop e o f t h is level and assist sub ord in at e

st af f w it h on t he-jo b t r ain ing; and Exercise in it iat ive in t h e ap p licat ion o f est ab lished w o rk p roced ures, com m ensurat e

w it h t he em p loyee’s t r ain ing, exp er ience and resp onsib ilit ies. No t e: An Ad m in ist r at ive Em p loyee Level 5 f alls w it h in t he Nat ional Train ing Board Aust ralian Qualif icat ion s Fram ew o rk at Level 4. Administrative Employee - Level 6 (Salary Point 7.0) An Ad m in ist r at ive Em p loyee - Level 6 w ill m ean an em p loyee w ho : In ad d it ion t o t he req u irem en t s o f Ad m in ist rat ive Em p loyee Level 4 h as com p let ed : Nine (9) ap p rop r iat e m od ules o f t r ain ing o r eq uivalen t ; o r An eq u ivalen t st an d ard o f st ruct ured Ind ust r y sp ecif ic t rain in g, com p r ised o f courses


p ossesses an ap p rop r iat e Associat e Dip lom a and has relevan t skills and exp er ience ap p rop r iat e t o t h is level).

An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o : Provid e guid ance and assist ance an d und er t ake sup erviso ry resp onsib ilit ies as p ar t o f

t he f unct ion ; Assist in t he p rovision o f t r ain ing , in con junct ion w it h sup erviso rs an d t r ainers; Und erst an d and im p lem en t q ualit y syst em s; Work un d er lim it ed sup ervision ; and Exercise d iscret ion w it h in t he scop e o f t h is level, com m ensurat e w it h t he em p loyee’s

t r ain ing, exp er ience and resp onsib ilit ies. No t e: An Ad m in ist r at ive Em p loyee - Level 6 f alls w it h in t he Nat ional Train ing Bo ard Aust ralian Qualif icat ion s Fram ew o rk at Level 4. Administrative Employee - Level 7 (Salary Point 9.0)


An Ad m in ist r at ive Em p loyee - Level 7 w ill m ean an em p loyee w ho : In ad d it ion t o t he req u irem en t s o f an Ad m in ist rat ive Em p loyee - Level 4 has com p let ed : An Ad vanced Cer t if icat e o r eq uivalen t ; o r An eq u ivalen t st an d ard o f st ruct ured Ind ust r y sp ecif ic t rain in g, com p r ised o f courses


p ossesses an ap p rop r iat e Associat e Dip lom a and has relevan t skills and exp er ience ap p rop r iat e t o t h is level). An em p loyee at t h is level p ossesses com p et encies w h ich enab les t he em p loyee t o : Und er t ake w ork in relat ion t o est ab lished p r io r it ies and w ork p ract ices; Research an d p rep are p ap ers, rep o r t s, and d raf t com p lex co r resp ond ence; Und er t ake act iv it ies o f a t echn ical/sp ecialist o r d et ailed n at ure; Assist in t he p rep arat ion o f p roced ural guid elines; In t erp ret and an alyse in f o rm at ion ; Oversee and co -o rd inat e t he w ork o f sub ord in at e st af f ; Has an over all know led ge and und erst and in g o f t he op erat ing p r incip le o f t he

syst em s an d eq u ip m en t on w h ich t he em p loyee is req uired t o car ry o ut t heir t asks; an d

Assist in t h e p rovision o f t rain in g t o em p loyees in con junct ion w it h sup erviso rs/t rainers, co m m ensurat e w it h t he em p loyee’s t rain in g, exp er ience an d resp onsib ilit ies.

No t e: Ad m in ist rat ive Em p loyee - Level 7 f alls w it h in t he Nat ional Train ing Board Aust ralian Qualif icat ions Fram ew o rk at Level 5. Administrative Employee - Level 8 (Salary Point 11.0) An Ad m in ist r at ive Em p loyee - Level 8 w ill m ean an em p loyee w ho : In ad d it ion t o t he req u irem en t s o f Ad m in ist rat ive Em p loyee Level 4 h as com p let ed :

An Associat e Dip lom a o r eq u ivalen t ; o r An eq uivalen t st an d ard o f st ruct ured sp ecif ic t rain in g, com p r ised o f courses

end orsed b y t he Train ing Com m it t ee; OR

Is an em p loyee w it h an eq u ivalen t level o f t r ain ing and /o r skills an d exp er ience. An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o :

Op erat e un d er lim it ed d ir ect ion in r elat ion t o p r io r it i es; Prep are d et ailed rep o r t s an d car ry out invest igat ions on com p lex eq u ip m en t as

d ir ect ed o r w it h in t he scop e o f d iscret ion at t h is level; Ap p ly ad vanced know led ge and und erst and ing o f t he p r incip les o f t he range o f

syst em s an d /o r eq uip m en t on w h ich he em p lo yee m ay b e invo lved ; Assist in t h e p rovision o f t rain in g t o em p loyees in con junct ion w it h

sup erviso rs/t rainers; Prep are d ocum en t at io n f o r p o licy d ecision , com p lex co r resp ond ence and t he like; Set p r io r it ies an d ach ieve ob ject ives, m o n it o r w ork f low and m anage st af f

resources t o m eet ob ject ives; and Per f o rm m ain t enance p lann in g and p red ict ive m ain t enance w ork f o r syst em s and

eq u ip m en t , com m ensurat e w it h t he em p loyee’s t rain in g, exp er ience and resp onsib ilit ies.


Not e: Ad m in ist rat ive Em p loyee - Level 8 f alls w it h in t he Nat ional Train ing Board Aust ralian Qualif icat ions Fram ew o rk at Level 6. Administrative Employee - Level 9 (Salary Point 12.0) An Ad m in ist r at ive Em p loyee - Level 9 w ill m ean an em p loyee w ho in ad d it ion t o t he req u irem en t s o f Ad m in ist r at ive Em p loyee Level 4 has com p let ed :

An Associat e Dip lom a o r eq u ivalen t and f ur t her , has com p let ed ad d it ional t r ain ing as sp ecif ied in t he ap p rop r iat e Career Pat h ; o r

An eq u ivalen t st and ard o f st ruct ured sp ecif ic t r ain ing com p r ised o f courses end orsed b y t he Train ing Com m it t ee.

An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o :

Per f o rm w ork w it h in b road guid elin es and un d er general d ir ect ion ; Accep t resp onsib ilit y f o r t echn ical exp er t ise, p lann ing, ad m in ist r at ion o r co -

o rd in at ion w o r k; Have sub st an t ial accoun t ab ilit y an d resp onsib ilit y f o r o ut p ut ; Assist in t he p rovision o f t r ain ing at t he level req u ired ; In it iat e invest igat ions and p rod uce t echn ical r ep o r t s; Work ind ep end en t ly as a sp ecialist o r in a t eam ; Provid e sp ecialist sup p or t in a r ange o f p rogram s/act iv it ies; Con t ro l an d co -o rd inat e t he w orks p rogram w it h in b ud get ary const rain t s; Set p ro ject p r io r it ies, p lan an d o rgan ise ow n w ork an d t hat o f sub ord in at e st af f ;

and Und er t ake a range o f f unct ions req u ir ing ap p licat ion and d evelo p m en t o f

know led ge and skills ap p ro p r iat e t o d ep ar t m en t al and /o r en t erp r ise goals, com m ensurat e w it h t h e em p loyee’s t r ain ing , exp er ience and resp on sib ilit ies.

No t e: Ad m in ist rat ive Em p loyee - Level 9 f alls w it h in t he Nat ional Train ing Board Aust ralian Qualif icat ions Fram ew o rk at Level 6. Administrative Employee - Level 10 (Salary Point 13.0) An Ad m in ist rat ive Em p loyee - Level 10 w ill m ean an em p loyee w ho in ad d it ion t o t he req u irem en t s o f Ad m in ist r at ive Em p loyee Level 4 has com p let ed :

An Associat e Dip lom a o r eq u ivalen t and f ur t her , has com p let ed ad d it ional t r ain ing as sp ecif ied in t he ap p rop r iat e Career Pat h ; o r

An eq u ivalen t st and ard o f st ruct ured sp ecif ic t r ain ing com p r ised o f courses end orsed b y t he Train ing Com m it t ee.

An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o :

Accep t a h igh d egree o f resp onsib ilit y f o r t echn ical exp er t ise, p lann ing, ad m in ist r at ion o r coo rd in at ion o f w o rk;

Have sign if ican t accoun t ab ilit y and resp onsib ilit y f o r out p ut ; Und er t ake h igh level creat ive p lann ing, d esign o r m an agem ent f unct ions; Use a h igh level o f t heo ret ical, cogn it ive and ap p lied know led ge; Exercise lim it ed m anager ial resp onsib ilit y f o r a w ork area; Work ind ep end en t ly as a sp ecialist an d /o r a sen io r m em b er o f a p ro ject t eam ; Disp lay a h igh level o f in t erp erson al skills in t h e p er f o rm ance o f t he f unct ion ; and Develop and im p lem en t sign if ican t w orks p rogram s, com m ensurat e w it h t he

em p loyee’s t rain ing , exp er ience an d resp onsib ilit ies. Administrative Employee - Level 11 (Salary Point 14.0) An Ad m in ist rat ive Em p loyee - Level 11 w ill m ean an em p loyee w ho in ad d it ion t o t he req u irem en t s o f Ad m in ist r at ive Em p loyee Level 4 has com p let ed :


An Associat e Dip lom a o r eq u ivalen t and f ur t her , has com p let ed ad d it ional t r ain ing

as sp ecif ied in t he ap p rop r iat e Career Pat h ; o r An eq u ivalen t st and ard o f st ruct ured sp ecif ic t r ain ing com p r ised o f courses

end orsed b y t he Train ing Com m it t ee. An em p loyee at t h is level p o ssesses com p et encies w h ich en ab les t he em p loyee t o :

Be resp onsib le as a t echn ical exp er t o r sen io r ad m in ist r at o r ; Provid e a h igh level o f creat ive p lann ing, d esign an d associat ed m anager ial

f unct ions; Est ab lish and review guid elines and d evise new ap p roaches t o d esign , op erat ion ,

d evelop m en t o r invest igat ion ; Be accoun t ab le and resp onsib le f o r ou t p ut ; Disp lay in t erp erson al skills in t he p er f o rm ance o f f unct ions at t he level req u ired ; Develop and im p lem en t sign if ican t w ork p ro gram s; an d Exercise in it iat ive in t h e p rod uct ion and ap p licat ion o f St an d ard s an d Proced ures,

com m ensurat e w it h t h e em p loyee’s t r ain ing , exp er ience and resp on sib ilit ies. No t e: Ad m in ist rat ive Em p loyee - Level 11 f alls w it h in t h e Nat ional Train ing Bo ard Aust ralian Qualif icat ion s Fram ew o rk at Level 7. Classification Definitions - Professional and Managerial Stream Pro f essional & Manager ial St ream Classif icat ion St ruct ure Out line Salary Point Classification Level Training Requirements

16.0 Pro f essional & Manager ial Em p loyee Level 4 * 15.0 Pro f essional & Manager ial Em p loyee Level 3 * 14.0 13.0 Pro f essional & Manager ial Em p loyee Level 2 12.0 11.0 10.0 9.0 8.0 Pro f essional & Manager ial Em p loyee Level 1 -

En t ry Po in t 4 year Degree

*

7.0 6.2 Pro f essional & Manager ial Em p loyee Level 1 -

En t ry Po in t 3 year Degree

*

6.0 * Fo r p rogression p urp oses, t r ain ing is sub ject t o relevan t career p at h cr it er ia. Professional and Managerial Employee - Level 1 (3 Year Degree Entry - Salary Point 6.2; 4 Year Degree Entry - Salary Point 8.0) A Pro f essional and /o r Man ager ial Em p loyee - Level 1 w ill m ean an em p loyee w ho ho ld s an ap p rop r iat e d egree o r eq u ivalen t . An em p loyee at t h is level:

Op erat es und er ap p rop r iat e sup ervision ; Per f o rm s no rm al p ro f essional w ork and exercises ind iv id ual jud gem en t an d

in it iat ive in t he ap p licat ion o f p r incip les and m et hod s ap p licab le t o t he p ro f ession concerned ;

Assist s m ore sen io r p ro f essionals;


Has w ork review ed b y a com p et en t p ro f essional o f f icer f o r valid it y, ad eq uacy, m et hod s and p roced ures;

Assigns an d checks w ork o f sup p o r t st af f and o t hers assigned t o w ork on com m on p ro ject s. Work can b e exp ect ed t o receive less r igo rous review as t he em p loyee p rogresses; and

Exercises in it iat ive in t he ap p licat ion o f p ro f ession al p ract ices eit her as a m em b er (in som e sit uat ions as lead er ) o r a sp ecialist p ro f ession al in m ult i -d iscip lin ary t eam s, o r in d ep end en t ly.

No t e: Pro f ession al an d /o r Man ager ial Em p loyee - Level 1 sp ans t he NTB Aust ralian Qualif icat ions Fram ew o rk Com p et ency Level 6. Professional and Managerial Employee - Level 2 (Salary Point 13.0) A Pro f essional and /o r Man ager ial Em p loyee - Level 2 w ill m ean an em p loyee w ho ho ld s an ap p rop r iat e d egree o r eq u ivalen t and w ho has relevan t exp er ience. An em p loyee at t h is level:

Per f o rm s w ork req uir ing t he ap p licat ion o f m at ure p ro f ession al skills and know led ge;

Deals w it h p rob lem s f o r w h ich it is necessary t o m od if y est ab lished guid elines an d d evise new ap p roaches o r ap p ly new p ro f essio nal skills o r t echn iq ues;

Makes recom m en d at io ns t h at are t echn ically an d com m ercially accurat e an d f easib le;

Makes d ecision s on m at t ers assigned includ in g t he est ab lishm en t o f p ro f essional w ork st and ard s an d p roced ures, and consult s, recom m end s an d ad vises in sp ecialist areas;

Out lines and assigns w ork, review s it f o r t echn ical accuracy and ad eq uacy, and m anages t he w ork o f o t hers; and

Exercises in it iat ive in t he ap p licat ion o f p ro f ession al p ract ices eit her as a m em b er (in som e sit uat ions as lead er ) o r a sp ecialist p ro f ession al in m ult i -d iscip lin ary t eam s, o r in d ep end en t ly.

No t e: Pro f ession al an d /o r Man ager ial Em p loyee - Level 2 sp ans t he NTB Aust ralian Qualif icat ions Fram ew o rk Com p et ency Level 6. Professional and Managerial Employee - Level 3 (Salary Point 15.0) A Pro f essional and /o r Man ager ial Em p loyee - Level 3 w ill m ean an em p loyee w ho ho ld s an ap p rop r iat e d egree o r eq u ivalen t and w ho has relevan t exp er ience. An em p loyee at t h is level:

May b e a t echn ical exp er t o r m an age a un it o f t he o rgan isat ion . In p ract ice m ost p osit ions at t h is level w ill con t ain b o t h t hese elem en t s;

May b e a t eam lead er having b ro ad und erst and in g sp ann ing m o re t han one p ro f ession al f ield o f w ork, o r b e a recogn ised aut ho r it y w it h in a p ar t icu lar sp ecialised f ield o f exp er t ise, o r b o t h ;

Par t icip at es in sho r t o r long range p lann in g an d t r anslat es t he m ore general ob ject ives and st r at egies o f h igher m an agem ent in t o sp ecif ic t arget s and st r at eg ies f o r t he un it ;

Takes in it iat ives, m akes ind ep end en t d ecisions and f o rm ulat es p o licies and p roced ures w it h in t h is overall f ram ew ork t o ob t ain t he b est p er f o rm ance an d result s f rom t he o rgan isat ional un it f o r w h ich t he o f f icer is accoun t ab le;

Gives exp er t t echn ical ad v ice t o m anagem ent and o t her un it s; Takes resp onsib ilit y f o r d evelo p m en t and p rovision o f syst em s, f acilit ies and

f unct ions; Man ages group s and w ork p ro gram s; Dir ect s o r ad vises on t h e use o f resources;


Makes d ecisions no t usually sub ject t o t echn ical review ; d ecid es courses o f act ion necessary t o exp ed it e t he successf u l accom p lishm en t o f assigned p ro ject s; and m akes recom m end at ions o f sign if ican t im p act on t he o rgan isat ion ; and

Has w ork assigned on ly in t erm s o f b road ob ject ives. Per f o rm ance is review ed f o r p o licy, sound ness o f jud gem en t , result s an d general ef f ect iveness.

No t e: Pro f essional and /o r Man ager ial Em p loyee - Level 3 f alls w it h in t he NTB Aust ralian Qualif icat ions Fram ew o rk Com p et ency Level 8. 116 Professional and Managerial Employee - Level 4 (Salary Point 16.0) A Pro f essional and /o r Man ager ial Em p loyee - Level 4 w ill m ean an em p loyee w ho ho ld s an ap p rop r iat e d egree o r eq u ivalen t and relevan t exp er ience. An em p loyee at t h is level:

Accep t s resp onsib ilit y f o r p ro f essional w o rk, d em an d ing a h igh leve l o f exp er t ise, ind ep end ence, o r ig in alit y, ingenu it y an d m at ure jud gem en t ;

Man ages a un it o f t he o rgan isat ion an d exh ib it s a h igh level o f com p et ence in m anaging p eop le an d w ork;

Per f o rm s w ork w h ich is o f p r im ary im p or t ance t o t he o rgan isat ion and w h ich w ill h ave a sub st an t ial ef f ect on t he resu lt s ob t ained b y t h e em p loyin g o rgan isat ion ;

Con t r ib ut es t o t he o rgan isat ion ’s sho r t and lo ng range p lann ing p rocess and t o t he f o rm ulat ion o f t he o rgan isat ion ’s ob ject ives, st r at egies an d p o licies;

Translat es b ro ad er co rp o rat e ob ject ives, st r at eg ies and p o licies in t o sp ecif ic ob ject ives, st r at eg ies and p o licies realisab le b y t he o rgan isat ion un it ;

Man ages large w ork group s; o r m an ages a m ult i - d iscip line group engaged in in t er relat ed w ork; o r m ay b e an exp er t lead ing a t eam o f relat ed p ro f ession als; o r m ay b e a recogn ised exp er t in a sp ecialist f ield o f crucial im p o r t an ce;

Takes overall resp onsib ilit y f o r t he p rovision and con t ro l o f syst em s, resources, f acilit ies, f unct ions and m ajo r invest igat ions;

Ensures t hat t he o rgan isat ion ob t ains m axim um b enef it f rom t he ap p licat ion o f p ro f ession al exp er t ise;

Gives exp er t t echn ical ad vice and act s as o rgan isat ion sp o kesp erson in a p ar t icu lar f ield o f exp er t ise; and

Has w ork assigned on ly in t erm s o f b ro ad o b ject ives. Per f o rm ance is review ed f o r p o licy, sound ness o f jud gem en t , result s an d general ef f ect iven ess in p ursu it o f co rp o rat e and m ajo r o rgan isat ion al o b ject ives.

No t e: Pro f essional and /o r Man ager ial Em p loyee - Level 4 f alls w it h in t he NTB Aust ralian Qualif icat ions Fram ew o rk Com p et ency Level 8.

SIGNATORIES

who are referred to throughout the Agreement as the Parties.

Signed for and on behalf of Energy Queensland Limited (Ergon Energy Queensland Retail)

./.ci:c!.<; .. ~~······· · ························· David Smales, Chief Executive 420 Flinders Street, Townsville, QLD 4810

Date: Cf/ ftjJT

Signed for and on behalf of Australian Municipal, Administrative, Clerical and Services Union

Date: ~ ~ ll - 2. 0 I }

Energy Queensland Retail Union Coll ective Agreement 2017

Model consultation term Schedule 2.3

Fair Work Regulations 2009 115

Schedule 2.3—Model consultation term (regulation 2.09)

Model consultation term

(1) This term applies if the employer:

(a) has made a definite decision to introduce a major change to

production, program, organisation, structure or technology in

relation to its enterprise that is likely to have a significant

effect on the employees; or

(b) proposes to introduce a change to the regular roster or

ordinary hours of work of employees.

Major change

(2) For a major change referred to in paragraph (1)(a):

(a) the employer must notify the relevant employees of the

decision to introduce the major change; and

(b) subclauses (3) to (9) apply.

(3) The relevant employees may appoint a representative for the

purposes of the procedures in this term.

(4) If:

(a) a relevant employee appoints, or relevant employees appoint,

a representative for the purposes of consultation; and

(b) the employee or employees advise the employer of the

identity of the representative;

the employer must recognise the representative.

(5) As soon as practicable after making its decision, the employer

must:

(a) discuss with the relevant employees:

(i) the introduction of the change; and

(ii) the effect the change is likely to have on the employees;

and

(iii) measures the employer is taking to avert or mitigate the

adverse effect of the change on the employees; and

Federal Register of Legislative Instruments F2014C00008

Schedule 2.3 Model consultation term

116 Fair Work Regulations 2009

(b) for the purposes of the discussion—provide, in writing, to the

relevant employees:

(i) all relevant information about the change including the

nature of the change proposed; and

(ii) information about the expected effects of the change on

the employees; and

(iii) any other matters likely to affect the employees.

(6) However, the employer is not required to disclose confidential or

commercially sensitive information to the relevant employees.

(7) The employer must give prompt and genuine consideration to

matters raised about the major change by the relevant employees.

(8) If a term in this agreement provides for a major change to

production, program, organisation, structure or technology in

relation to the enterprise of the employer, the requirements set out

in paragraph (2)(a) and subclauses (3) and (5) are taken not to

apply.

(9) In this term, a major change is likely to have a significant effect on

employees if it results in:

(a) the termination of the employment of employees; or

(b) major change to the composition, operation or size of the

employer’s workforce or to the skills required of employees;

or

(c) the elimination or diminution of job opportunities (including

opportunities for promotion or tenure); or

(d) the alteration of hours of work; or

(e) the need to retrain employees; or

(f) the need to relocate employees to another workplace; or

(g) the restructuring of jobs.

Change to regular roster or ordinary hours of work

(10) For a change referred to in paragraph (1)(b):

(a) the employer must notify the relevant employees of the

proposed change; and

(b) subclauses (11) to (15) apply.

(11) The relevant employees may appoint a representative for the

purposes of the procedures in this term.


Model consultation term Schedule 2.3

Fair Work Regulations 2009 117

(12) If:

(a) a relevant employee appoints, or relevant employees appoint,

a representative for the purposes of consultation; and

(b) the employee or employees advise the employer of the

identity of the representative;

the employer must recognise the representative.

(13) As soon as practicable after proposing to introduce the change, the

employer must:

(a) discuss with the relevant employees the introduction of the

change; and

(b) for the purposes of the discussion—provide to the relevant

employees:

(i) all relevant information about the change, including the

nature of the change; and

(ii) information about what the employer reasonably

believes will be the effects of the change on the

employees; and

(iii) information about any other matters that the employer

reasonably believes are likely to affect the employees;

and

(c) invite the relevant employees to give their views about the

impact of the change (including any impact in relation to

their family or caring responsibilities).

(14) However, the employer is not required to disclose confidential or

commercially sensitive information to the relevant employees.

(15) The employer must give prompt and genuine consideration to

matters raised about the change by the relevant employees.

(16) In this term:

relevant employees means the employees who may be affected by

a change referred to in subclause (1).


Undertakings in relation to AG2017/5406 - Energy Queensland Retail Union Collective Agreement 2017 (Fair Work Act 2009 (Cth) - Section 190). With respect to AG2017/5406 - Energy Queensland Retail Union Collective Agreement

2017, Energy Queensland undertakes to:

• Apply clause 10.4 of the Agreement in a manner which is consistent with the terms of

Part 2-2 Division 7 Subdivision C of the Fair Work Act 2009 recognising that unpaid

Compassionate Leave is available to all casual employees regardless of the length of

their service; and

• Apply clause 10.5.1 of the Agreement in a manner which is consistent with s. 68 of

the Fair Work Act 2009, recognising that adoption leave is available for a child under

16 at the day of placement.

• Apply the higher rate of $16.80 per hour compared to the rates under the

Miscellaneous Award 2010 Table 1 under E.4.1 (a) Wage Level A for Trainees that

are “Year 10” and “Plus 5 or more years out of school”; “Year 11” and “Plus 4 years

out of school”; “Year 12” and “Plus 3 years out of school” for the following:

o Paraprofessional (Administrative) Trainee Rates – Stage 1. Rates effective

from 1st August 2017;


from 1st March 2018; and


from 1st March 2019.



are “Year 10” and “5 or more years out of school”; “Year 11” and “Plus 4 years out of

school”; “Year 12” and “Plus 3 years out of school” for the following:

o Administration Trainee Rates – First six (6) months. Rates effective from 1st

August 2017;


March 2018; and


March 2019.



are “Year 10” and “Plus 4 years out of school”; “Year 11” and “Plus 3 years out of

school”; “Year 12” and “Plus 2 years out of school” for the following:


August 2017.

Brad Montgomery

GM HR Business Partnering & Industrial Relations

Energy Queensland

11 December 2017

energy queensland retail union collective agreement 2017 · application for approval of the energy...

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