In this document we will use a number of different terms. Wherever you see one of the following terms, it will have the meaning noted below:
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1 TRANSITIONAL PROVISIONS FROM HOTELS, MOTELS, WINE SALOONS, CATERING, ACCOMMODATION, CLUBS AND CASINO EMPLOYEES (NORTHERN TERRITORY) AWARD 2002 TO THE HOSPITALITY INDUSTRY (GENERAL) AWARD 1. DEFINITIONS In this document we will use a number of different terms. Wherever you see one of the following terms, it will have the meaning noted below: AIRC means the Australian Industrial Relations Commission FWA means Fair Work Australia, a statutory body operating under the Act. means the (General), a modern award from. means the Hotels, Motels, Wine Saloons, Catering, Accommodation, Clubs and Casino Employees (Northern Territory) 2002, a federal award prior to 31 December MODEL PHASING ARRANGEMENT The AIRC decided that key parts of modern awards, including changes in wage rates, will be deferred until mid-, and introduced on a phased basis each year ending in The AIRC opted for a five-year phase-in mechanism intended to assist employers and employees cope with the financial impact of award modernisation. The transition arrangements will apply to: minimum wages and piecework rates; casual or part-time loadings; Saturday, Sunday, public holiday, evening or other penalties; and shift allowances/penalties. The transitional arrangements will apply from July and will involve phasing over five (5) instalments at the rate of 20% each year. The following tables identify and calculate the relevant transitional provisions from the to the and the effect of each provision over the transitional period.
2 2 3. RATES OF PAY AND OTHER SERVICE RELATED ENTITLEMENTS The following table provides a summary of the transitioned rates of pay over the transitional period. The table has been prepared to assist employers in determining an employee s classification levels under the. We strongly recommend that each employer undertake an individual assessment of the key duties and responsibilities performed by employees under the to determine the correct classification translation under the. This is due to the modern awards containing differing classification definitions, or not having as many i.e. for the clerical and front office streams. Please note that any future FWA wage increase is paid in addition to the transitioned amount for each year as provided below. For example, on the first full pay period on or after 1 July a $0.69 per hour wage increase applies. A Level 1 employee will be paid $ $0.69 = $ per hour. This forms the base award. General Level Weekly Wage Hourly Wage Hotels etc (NT) Hourly Wage 1 July 1 July July July July 2014 Introductory $ $14.31 $14.31 $14.31 $ $ $ $ $14.31 Level 1 $ $14.75 $14.31 $14.31 $ $ $ $ $14.75 Level 2 $ $15.34 $14.75 $14.75 $ $ $ $ $15.34 Level 3 $ $15.89 $15.34 $15.34 $ $ $ $ $15.89 $15.89 $15.89 $ $ $ $ $15.89 Level 4 $ $16.78 $16.78 $16.78 $ $ $ $ $16.78 Level 5 $ $17.88 $17.33 $17.33 $ $ $ $ $17.88 Level 6 $ $18.37 $17.87 $17.87 $ $ $ $ $18.37 Level 7 n/a n/a n/a Casino Level Weekly Wage Hourly Wage Hotels etc (NT) Hourly Wage 1 July 1 July July July July 2014
3 Level Hotels etc (NT) 3 1 July 1 July July July July 2014 Introductory $ $14.75 $14.31 $14.31 $ $ $ $ $14.75 Level 1 $ $15.68 $15.83 $15.83 $ $ $ $ $15.68 Level 2 $ $16.23 $16.20 $16.20 $ $ $ $ $16.23 $16.74 (Gaming) Level 3 $ $16.78 $16.74 (Technician) $16.74 $ $ $ $ $16.23 $16.74 $ $ $ $ $16.78 Level 3A $ $17.60 n/a $ $ $ $ $ $17.60 Level 4 $ $17.88 $18.17 $18.17 $ $ $ $ $17.88 Level 5 $ $18.43 $18.67 $18.67 $ $ $ $ $18.43 Level 6 $ $18.97 $19.24 $19.24 $ $ $ $ $18.97 Service Increments All weekly employees (other than those covered by Part 10 of the ) shall on the satisfactory completion of the following periods of continuous service with any one employer, be eligible to receive service increments based on the scale below. The following shall apply in respect of service increments: the increments shall be frozen at the rate which applied as at 1 March 1994; and the increment shall only be payable to persons employed as at 1 March 1994 and will remain for each employee so affected at the level payable at that date while the employee remains employed at their current place of employment. Length of Service After 12 months continuous service After 24 months continuous service a further Hourly Rate Hourly Rate 1 July 1 July July July July 2014 n/a $ $ $ $ $ $ n/a $ $ $ $ $ $0.0258
4 4 Length of Service After 36 months continuous service a further Apprentices 1 July 1 July July July July 2014 n/a $ $ $ $ $ Year Cooking Apprenticeship Percentage of the Standard Weekly Rate 1 Percentage of Level 5 (General) 1 July 1 July July July July 2014 First 55% 55.5% 55.5% 55.4% 55.3% 55.2% 55.1% 55% Second 65% 69% 69% 68.2% 67.4% 66.6% 65.8% 65% Third 80% 77% 77% 77.6% 78.2% 78.8% 79.4% 80% Fourth 95% 87% 87% 88.6% 90.2% 91.8% 93.4% 95% Waiting Apprenticeship First six months Second six months Third six months Fourth six months 70% of the standard rate 2 85% of the standard rate Midway between the total rate prescribed for Food and Beverage Attendant Grade 2 (waiter) and the standard rate Midway between the total rate prescribed for third six months There is no 2-year apprentice under the. We recommend that employers apply the rate of pay as prescribed by the Hospitality effective 70% of the standard rate 85% of the standard rate Midway between the total rate prescribed for Food and Beverage Attendant Grade 2 (waiter) and the standard rate Midway between the total rate prescribed for third six months above and the standard rate 1 Means the minimum weekly wage for a Level 4 (Cook (tradesperson) Grade 3) 2 Means the minimum wage for a Level 4 (Cook (tradesperson) Grade 3)
5 5 Year Percentage of the Standard Weekly Rate 1 Percentage of Level 5 (General) 1 July 1 July July July July 2014 above and the standard rate Proficiency Pay Year 1 July 1 July July July July 2014 Cooking Apprenticeship Apprentices must receive the standard rate during the latter half of the fourth year of the apprenticeship where the standard of proficiency has been attached on one, two or three occasions on the following basis: On one occasion only On two occasions On three occasions Waiting Apprenticeship for the first nine months of the fourth year of apprenticeship, the normal fourth year rate of pay; thereafter, the standard rate for the first six months of the fourth year of apprenticeship, the normal fourth year rate of pay; thereafter, the standard rate for the entire fourth year, the standard rate There is no equivalent provision in the Hotels etc (NT). We recommend that employers apply the payment prescribed by the Hospitality effective 1 January for the first nine months of the fourth year of apprenticeship, the normal fourth year rate of pay; thereafter, the standard rate for the first six months of the fourth year of apprenticeship, the normal fourth year rate of pay; thereafter, the standard rate for the entire fourth year, the standard rate First six months Apprentices who have There is no equivalent Apprentices who have attained the standard of proficiency in their first year must
6 6 Year 1 July 1 July July July July 2014 Second six months Third six months Fourth six months attained the standard of proficiency in their first year must receive the standard rate during the latter half of the second year of apprenticeship provision in the Hotels etc (NT). We recommend that employers apply the payment prescribed by the Hospitality effective 1 January receive the standard rate during the latter half of the second year of apprenticeship Juniors Age Percentage of the appropriate adult classification Junior Employees (other than office juniors) 16 years and under Percentage of the appropriate adult classification 1 July 1 July July July July % 70% 70% 65% 60% 65% 60% 50% 17 years 60% 72% 69% 66% 63% 60% 18 years 70% 85% 85% 82% 79% 76% 73% 70% 19 years 85% 100% 100% 97% 94% 91% 88% 85% 20 years 100% 100% 100% 100% 100% 100% 100% 100% Junior Office Employees Under 16 years 45% 70% 70% 65% 60% 55% 50% 45% 16 years 55% 70% 70% 67% 64% 61% 58% 55% 17 years 65% 73% 71% 69% 67% 65% 18 years 85% 85% 83% 81% 79% 77% 19 years 90% 100% 100% 98% 96% 94% 92% 90% 20 years 100% 100% 100% 100% 100% 100% 100% 100%
7 7 4. CASUAL LOADING 1 July 1 July July July July 2014 Casual loading 25% in addition to the 25% in addition to the 25% 25% 25% 25% 25% 25% 5. SATURDAY, SUNDAY, PUBLIC HOLIDAY, EVENING OR OTHER PENALTIES Monday to Friday Penalty 1 July 1 July July July July 2014 Monday to Friday 7:00 pm to midnight Permanent 10% of the standard hourly rate 3 ( SHR ) per hour or any part of an hour An additional $1.77 per hour or any part of an hour with a minimum payment of $2.62 for any one day $1.77 $2.62) 2% SHR + $1.416 $2.096) 4% SHR + $1.062 $1.572) $0.708 $1.048) 8% SHR + $0.543 $0.524) 1 ) An additional $2.00 per hour where the employee is required to work all ordinary hours outside 7:00 am to 7:00 pm, Monday to Friday inclusive $2.00 2% SHR + $1.60 4% SHR + $1.20 $0.80 8% SHR + $ Casual 10% of the standard hourly rate per hour or any part of an hour An additional $1.77 per hour with a maximum additional payment of $5.31 $1.77 $5.31) 2% SHR + $1.416 $4.248) 4% SHR + $1.062 $3.186) $0.708 $2.124) $0.354 $1.062) 1 ) 3 Means the minimum hourly wage for a Level 4 (Cook (tradesperson) Grade 3)
8 8 1 July 1 July July July July 2014 Monday to Friday midnight to 7:00 am Permanent 15% of the standard hourly rate per hour or any part of an hour An additional $1.77 per hour or any part of an hour with a minimum payment of $2.62 for any one day $1.77 $2.62) 3% SHR + $1.416 $2.096) $1.062 $1.572) 9% SHR + $0.708 $1.048) 12% SHR + $0.543 $0.524) 15% SHR + ) An additional $2.00 per hour where the employee is required to work all ordinary hours outside 7:00 am to 7:00 pm, Monday to Friday inclusive $2.00 3% SHR + $1.60 $1.20 9% SHR + $ % SHR + $ % SHR + Casual 15% of the standard hourly rate per hour or any part of an hour An additional $1.77 per hour with a maximum additional payment of $5.31 $1.77 $5.31) 3% SHR + $1.416 $4.248) $1.062 $3.186) 9% SHR + $0.708 $2.124) 12% SHR + $0.708 $1.062) 15% SHR + ) Saturday and Sunday Penalty 1 July 1 July July July July 2014 Saturday Permanent 25% in addition to the 50% in addition to the 50% 45% 40% 35% 30% 25% Casual 50% in addition to the (inclusive of casual loading) in addition to the (inclusive of casual loading) 70% 65% 60% 55% 50% Sunday
9 9 1 July 1 July July July July 2014 Permanent in addition to the Back of the House 4 in addition to the Front of the House 5 100% in addition to the ordinary rate of pay 100% 95% 90% 85% 80% Casual in addition to the (inclusive of casual loading) 100% in addition to the ordinary rate of pay (inclusive of casual loading) 100% 95% 90% 85% 80% Public Holiday Penalty 1 July 1 July July July July 2014 Permanent in addition to the in addition to the Casual 1 in addition to the ordinary rate of pay (inclusive of casual loading) in addition to the ordinary rate of pay (inclusive of casual loading) 155% 160% 165% 170% 1 Broken Shift Penalty Employees (other than casuals) who have a broken work day must receive an additional allowance as follows: Where the time between periods An allowance per day equal to 0.33% of the 1 July 1 July July July July 2014 n/a 0% 0.066% 0.132% 0.198% 0.264% 0.33% 4 Means all areas not coming within the definition of Front of the House 5 Means the bar and cellar areas of the establishment and also includes gaming staff
10 10 1 July 1 July July July July 2014 of work is two hours and up to three hours standard weekly rate Where the time between periods of work is more than three hours An allowance per day equal to 0.5% of the standard weekly rate n/a 0% 0.1% 0.2% 0.3% 0.4% 0.5% The following provision applies to a permanent employee in the Back of the House only (in addition to the above penalty): Where the spread of hours is: 10 but is under but is under but is under 12 n/a An additional: $1.63 per day $3.14 per day $4.63 per day $1.63 $3.14 $4.63 $1.304 $2.512 $3.704 $0.978 $1.884 $2.778 $0.652 $1.256 $1.852 $0.326 $0.628 $0.926
11 11 DISCLAIMER This award summary is prepared by Australian Hotels Association (NT Branch) and is believed to be accurate, but no warranty on accuracy or reliability is given and no liability is accepted for errors or omissions or loss of damage suffered as a result of a person acting in reliance thereof.
In this document we will use a number of different terms. Wherever you see one of the following terms, it will have the meaning noted below:
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