CONTENTS PAGE Fair Work Commission (FWC) Annual Wage Review 2015-2016 1 Classification of employees 1 Existing pay rate is lower 2 Existing pay rate is higher 2 Internal pay rate agreements 2 Enterprise Agreements 2 Pay rate tables 3 Junior employees 5 Allowances 6 Broken shift allowance 6 Uniform 6 Excess fares allowance 6 First Aid allowance 6 Meal allowance 6 Qualifications allowance 6 Use of vehicle allowance 6 Fair Work Commission (FWC) Annual Wage Review 2015-2016 These pay rates have been prepared following the Fair Work Commission annual wage review for 2015-2016 which resulted in a 2.4% pay increase to the minimum weekly wage and award pay rates. The following pay rates are effective from the first full pay period commencing on or after 1 July 2016. Classification of employees To correctly apply these pay rates, all employees must be classified according to the Modern Award classification structure. This will allow for comparison between existing pay rates and the relevant Modern Award rate. It is recommended that employee classifications be reviewed and confirmed each year. Review the Position Description and amend if necessary. Compare the Position Description against the list of indicative tasks and responsibilities outlined in the Classification Structure of the Modern Award. Classify the level of the position (not the individual employee) according to the Classification Structure (either confirming the existing classification, or re-classifying if required). Confirm the individual employee s qualifications and years of experience. Determine the correct step within the level that the employee should be on, according to their qualifications and experience. Determine the July 2016 Modern Award rate for that classification level and step. This is the rate that existing pay rates must be compared to. Updated 21 June 2016 www.ccsa.org.au Page 1 of 6
Existing pay rate is lower Where an employee s existing pay rate is lower than the new relevant Modern Award pay rate, the higher Modern Award rate is the minimum that must be paid. Some Modern Award rates now exceed rates that were previously over award. To ensure that the correct minimum rate is being paid, comparison must be made between the employee s existing pay rate and the new Modern Award pay rate applicable to the employee s classification. Existing pay rate is higher Where the employee s existing pay rate is higher than the new Modern Award rate for their classification, the existing pay rate should be retained. Unless specified in an Enterprise Agreement or internal agreement, employers are under no obligation to increase an over award rate. However, employers may choose to adjust the over award rate by either the Fair Work Commission increase amount, or some other amount. Internal pay rate agreements Service policies and/or individual contracts of employment may outline a wage-setting mechanism that references either the relevant Modern Award(s) or the Annual Wage Review increase. Whether the increase applies will depend on the specific arrangements in place please contact CCSA if you need assistance with interpreting your arrangements. Employers must ensure that internal pay rate agreements do not result in an employee being paid less than the relevant Modern Award rate for their classification. In all the above cases, a comparison must be made between the employee s existing pay rate and the July 2016 Modern Award rate that applies to the employee s classification. This is the minimum applicable rate. Enterprise Agreements The rates payable to employees in services covered by Enterprise Agreements will depend on the specific wording of the agreement. Where the wording of the Enterprise Agreement references either the relevant Modern Award(s) or the Annual Wage Review in its wage-setting mechanism, members should contact CCSA to discuss the implications for their pay rates. DISCLAIMER These pay rates have been prepared by CCSA for use by members only. The rates have been calculated based on CCSA s interpretation of award and pay rate information, and recent decisions made by the Fair Work Commission. While every effort is made to ensure that these pay rates are correct, CCSA cannot guarantee the accuracy of the information provided, and these rates may not be identical to pay rates obtained from other sources. Updated 21 June 2016 www.ccsa.org.au Page 2 of 6
Pay rate tables Children s Services Support Worker effective 1 July 2016 Level Weekly Hourly Casual hourly 1.1 On commencement 688.00 18.11 22.64 2.1 On commencement 714.30 18.80 23.50 2.2 After 1 year 739.00 19.45 24.31 3.1 On commencement 783.30 20.61 25.76 Level Children s Services Employee effective 1 July 2016 1.1 On commencement 688.00 18.11 22.64 2.1 On commencement 714.40 18.80 23.50 2.2 After 1 year 739.00 19.45 24.31 3.1 On commencement 783.30 20.61 25.76 3.2 After 1 year 810.20 21.32 26.65 3.3 After 2 years 835.70 21.99 27.49 3.4* Diploma see below 881.90 23.21 29.01 4A.1 On commencement 835.70 21.99 27.49 4A.2 After 1 year 847.30 22.30 27.88 4A.3 After 2 years 858.90 22.60 28.25 4A.4 After 3 years 871.00 22.92 28.65 4A.5 After 4 years 882.70 23.23 29.04 4.1 On commencement 922.60 24.28 30.35 4.2 After 1 year 936.70 24.65 30.81 4.3 After 2 years 950.60 25.02 31.28 * A Children s Services Employee who holds a Diploma must be paid no less than Level 3.4. Continued over page Updated 21 June 2016 www.ccsa.org.au Page 3 of 6
Children s Services Employee effective 1 July 2016 Level Weekly Hourly Casual hourly 5A.1 On commencement 964.80 25.39 31.74 5A.2 After 1 year 978.70 25.76 32.20 5A.3 After 2 years 992.60 26.12 32.65 5.1 On commencement 964.80 25.39 31.74 5.2 After 1 year 978.70 25.76 32.20 5.3 After 2 years 992.60 26.12 32.65 5.4* See below 996.10 26.21 32.76 6A.1 On commencement 1112.50 29.28 36.60 6A.2 After 1 year 1126.30 29.64 37.05 6A.3 After 2 years 1140.20 30.01 37.51 Director Level 1 up to 39 places 6.1 On commencement 1112.50 29.28 36.60 6.2 After 1 year 1126.30 29.64 37.05 6.3 After 2 years 1140.20 30.01 37.51 Director Level 2 40 to 59 places 6.4 On commencement 1182.80 31.13 38.91 6.5 After 1 year 1193.50 31.41 39.26 6.6 After 2 years 1207.90 31.79 39.74 Director Level 3 60 or more places 6.7 On commencement 1222.30 32.17 40.21 6.8 After 1 year 1236.20 32.53 40.66 6.9 After 2 years 1250.10 32.90 41.13 * An Assist. Director who holds an Advanced Diploma (AQF 6/3 year qualified) must be paid no less than Level 5.4. Updated 21 June 2016 www.ccsa.org.au Page 4 of 6
Junior employees Junior employees employed as Children s Services Employees Level 3, 4 and 5 must be paid at the appropriate adult rate. Junior employees employed as Children s Services Employee Level 1 or Children s Services employee Level 2 will be paid no less than the following percentages of the corresponding Children s Services Employee Level 2 rate: Junior employees Age % of adult rate Under 17 years 70 Under 18 year 80 Under 19 years 90 Updated 21 June 2016 www.ccsa.org.au Page 5 of 6
Allowances Allowances under the effective 1 July 2016. Broken shift allowance $14.96 per day Uniform If required and provided. $9.49 per week or $1.90 per day, or $5.98 per week or $1.20 per day where the uniform does not require ironing Excess fares allowance $13.38 per day First Aid allowance Paid where an employee classified below Level 3 is required by the employer to administer first aid to children within the employee s care and the employee holds a current recognised first aid certificate. $8.85 per day or $1.17 per hour if out-of-school hours care Meal allowance Paid when working more than 2 hours overtime without previous notice $11.63 (or supplied with meal) Qualifications allowance A Director or Assistant Director who holds a Graduate Certificate in Childcare management or equivalent will be paid an all-purpose allowance, calculated at 5% of the weekly rate for an Assistant Director (CSE Level 5.4). $49.81 per week Use of vehicle allowance $0.78 per km for a motor car $0.26 per km for a motorcycle Updated 21 June 2016 www.ccsa.org.au Page 6 of 6