Fair Work Act 2009
s.156 - 4 yearly review of modern awards
4 yearly review of modern awards – Plain language re-drafting – General
Retail Industry Award 2010
(AM2016/15, AM2014/270)
JUSTICE ROSS, PRESIDENT SYDNEY, 27 OCTOBER 2017
4 yearly review of modern awards – plain language re-drafting – General Retail Industry
Award 2010.
[1] A conference was held on 26 October 2017 to discuss the plain language re-drafting of
the General Retail Industry Award 2010.1 A copy of the agenda is attached at Attachment A.
A transcript of the conference is available on the Commission’s website. The following
parties were in attendance at the conference:
Australian Business Industrial and the NSW Business Chamber (ABI);
Business SA; and
Shop, Distributive and Allied Employees’ Association (SDA).
[2] The report below summarises the status of the matters discussed at the conference.
Item 8 – Clause 4 coverage2
[3] Parties agreed to substitute clause 4.2(b) for the following:
(b) apprentices or trainees employed by a group training employer and hosted by an
employer covered by this award to perform work in the general retail industry (with a
classification defined in Schedule A—Classification Definitions) at a workplace
location where employees mentioned in clause 4.1(b) also perform work and the
group training employers of those apprentices or trainees.
Items 11, 15 and 16 – facilitative provisions3
[4] The reference to 15.10(b) will be changed to 15.10(a). Items 15 and 16 not pressed.
Items 19 – 32, and 65 – Part-time employment4
[5] The following changes to clause 10 of the PLED were agreed:
Delete ‘an average of’ from clause 10.1.5
Amend clause 10.5 to delete ‘with the employee to’ and insert ‘with the employee on
a regular pattern of work that must include’.6
[2017] FWC 5589
STATEMENT
E AUSTRALIA FairWork Commission
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Amend clause 10.8 as shown:
10.8 For each hour any time worked in excess of the number of ordinary hours
agreed under clauses 10.5 or 10.6, the part-time employee must be paid at the overtime
rate specified in Table 9—Overtime rates.7
Delete clause 10.9 and insert:
‘The minimum daily engagement for a part-time employee is 3 consecutive hours’.8
Delete clause 10.6 and insert:
‘The employer and the employee may agree in writing to vary the regular pattern of
work agreed under clause 10.5 with effect from a future date or time’.9
[SDA reserves its position in respect of this issued].
Clauses 10.10 and 10.12 be converted to paragraphs (a), (b) and (c) and a new clause
10.10 with the heading ‘Changes to roster’. Add a note at the foot of new clause
10.10 referring to clause 15.7.10
[Parties reserve their position and will comment on the amended draft].
Clause 10.11 amended to delete ‘by the employer and employee by mutual
agreement’ and insert ‘by mutual agreement between the employer and the
employee’.11
Clause 10.12(a) amended to delete ‘from pay period to pay period’ and insert ‘from
week to week or fortnight to fortnight’.12
Items 33 – 34 – Casual employment13
[6] Item 33 resolved with the addition of the ‘provisional note’ in the PLED. Item 34
provisionally resolved, SDA to confirm.
Items 40 – 55, and 72 – ordinary hours of work14
[7] Item 40 deals with consistency of language and the use of span of hours and hours
being continuous. This issue will be revisited at the next conference and the drafter will be
asked to examine the issue and make a recommendation.
[8] The following changes are agreed:
Clause 15.1 amended to insert a table (as per clause 27.2(a) of the current award) and
seek further drafting comments in relation to incorporating the words ‘span of
hours’.15
Delete clause 10.12(b) (renumbered 10.10(c)) and add an additional note cross
referencing 15.11 (renumbered 15.9). Include in clause 15.11 (renumbered 15.9(g)) a
statement that the roster of an employee must not be changed so as to avoid any
award entitlement and add a note cross referring 10.10 to 10.12 (renumbered
10.10(a) – (c)).16
Delete “(Full-time and part-time employees)” from the title of clause 15.7.17
Clauses 15.7(b),(e) and (f), 15.8 and 15.9 be moved to clause 15.6 (clauses 15.6(k),
(i), (j) and (l) and (m) respectively).18
Clause 15.7(c) (renumbered 15.7(b)) varied as shown:
(c) Except as provided by paragraph (d), The employer must not roster an employee to
work ordinary hours on more than 5 days per week, except as provided by paragraph
(d).19
Amend clause 15.7(d) (renumbered 15.7(c)) to insert ‘ordinary hours on’ after
‘work’ in the last line.
Amend clause 15.10(a) (renumbered 15.8(a) as shown:
(a) Unless otherwise agreed between the employer and the employee, The employer must
roster an employee who regularly works Sundays in such a way that they have 3
consecutive days off (including Saturday and Sunday) per 4 week cycle, unless
otherwise agreed between the employer and the employee.20
Amend clause 15.11(a) (renumbered 15.9(a)) as shown:
(a) The employer must ensure that the work roster is available to all employees, either
exhibited on a notice board which is conveniently located at or near the workplace or
through accessible electronic means.21
The second sentence of clause 15.11(e) (renumbered 15.9(e)) be deleted and insert:
‘If the employee disagrees with the change, the period of written notice of the change required
to be given is extended to at least 14 days in total’.22
Item 56 – breaks
[9] Item 56 concerns Table 2 in clause 16.
[10] Revised Table 2 set out as Attachment A to the summary of submissions document
dated 18 October 2017 is to replace the current table 2, with the addition of the words ‘a paid
rest’ before ‘break’ in Note 1. 23
Item 57 – minimum rates (inclusion of notes)24
[11] Item 57 remains contested and will be determined by the Full Bench on the papers.
Item 62—moving expenses (definition of ‘township’)25
[12] An information note was circulated on the meaning of ‘township’ (see Attachment B).
The parties are to give further consideration to a definition of ‘township’ in clause 20.5.
Submissions are to be made by 4.00pm Thursday, 2 November 2017.
Item 63 – overtime and s.62 of the Act26
[13] A document on ‘reasonable overtime’ was circulated (see Attachment C). As the
interaction of s.62 of the NES and reasonable overtime provisions arise in a number of
modern awards a Statement will be issued to provide all interested parties with an opportunity
to comment on the issue.
Item 67 – overtime27
[14] This matter remains outstanding. ABI is to provide a redraft of clause 28.1 and other
parties will have an opportunity to comment.
Item 69 – shiftwork application28
[15] Remains outstanding. Full Bench to determine on the papers.
Other issues
[16] Clause 25.1: The SDA contend that the clause should be redrafted to make it clear that
casuals have an entitlement to overtime. SDA to file further submissions setting out the
specific change sought.29
[17] Items 44 and 45: These concern clauses 15.6(g)(v) and 15.7(a) and the provision
which permits the working of an average of 38 hours per week ‘over a longer period agreed
between the employer and employee’. SDA contends that the current award is limited to
averaging over a 4 week period and hence clause 15.6(g)(v) is a substantial change. The
drafter is asked to identify the comparable provision in the current award which was the
source of clause 15.6(g)(v).30
[18] The table below summarises the status of the items following the conference:
Items Status
Items 8, 11, 15, 16, 19,
20, 21, 22, 23, 25, 27,
28, 29, 31, 32, 33, 41,
42, 43, 44, 45, 46, 47,
48, 50, 51, 52, 53, 55,
56, 58
Resolved at conference (Items 44 and 45 partially resolved).
Changes agreed to will be incorporated and the Plain Language
Exposure Draft will be re-published for parties to review and
comment.
Item 57, 69 Full Bench to determine with regard to submissions put.
Items 24, 26, 30, 34, 44,
45, 49, 62, 63, 67
Parties to confirm their position and make further submissions.
Item 30 Commission to undertake research into the history of current
award clause 12.8.
Item 40 Plain language drafter to provide comments about how the issue
may be resolved (see PN [151] – [158]).
Items 44 and 45 The drafter is asked to identify the comparable provision in the
current award to clause 15.6(g)(v) in the PLED.
Items 49, 63, 65 and 72 Remain outstanding.
Next steps
[19] Parties are to confirm their position in respect of Items 24, 26, 30, 34, 44, 45, 49, 62,
63 and 67 and make any further submissions by 4.00pm Wednesday, 8 November 2017.
[20] A revised summary of submissions and plain language exposure draft incorporating
changes arising from the resolved items will be published shortly. Interested parties will be
given an opportunity to comment.
[21] All submissions are to be sent to amod@fwc.gov.au.
PRESIDENT
Printed by authority of the Commonwealth Government Printer
Price code C, PR597170
1 See summary of submissions published on 18 October 2017.
2 Transcript at [17] – [32].
3 Transcript at [33] – [37].
4 Transcript at [38] – [39].
5 Transcript at [40] – [41].
6 Transcript at [42] – [49].
7 Transcript at [94] – [103].
8 Transcript at [50] – [60].
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17 Transcript at [180] – [196].
18 Transcript at [166] – [177] and [181] – [193].
19 Transcript at [203] – [238].
20 Transcript at [246] – [256].
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22 Transcript at [273] – [279].
23 Transcript at [279] – [295].
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25 Transcript at [319] – [327].
26 Transcript at [328] – [350].
27 Transcript at [350] – [366].
28 Transcript at [366] – [368].
29 Transcript at [371] – [383].
30 Transcript at [197] – [205].
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Attachment A
General Retail Industry Award 2010 – Conference before Ross J on 26 October 2017
Agenda
1. Item 8—Re: coverage;
2. Items 11, 15 and 16—Re: facilitative provisions;
3. Items 19 – 32, and 65—Re: part-time employment;
4. Items 33 – 34—RE: Casual employment;
5. Items 40 – 55, and 72—Re: ordinary hours of work;
6. Item 56—Re: breaks;
7. Item 57—Re: minimum rates (inclusion of notes);
8. Item 62—moving expenses (definition of ‘township’);
9. Item 63—Re: overtime and s.62 of the Act;
10. Item 67—Re: overtime; and
11. Item 69—Re: shiftwork application.
Attachment B
Information note—meaning of township
This information note provides information in relation to clause 20.5 – Transfer of employee
reimbursement in the General Retail Industry Award 2010.
Issue: the term ‘township’ is not precisely defined and may require a more defined expression
to clarify the effect of the provision.
Other modern awards that contain ‘township’
Other than the Retail Award, the Fast Food Award (clause 19.5), Hair and Beauty Award
(clause 21.6) and the Pharmacy Industry Award (clause 19.6) are the only other awards which
contain the term ‘township’, and all replicate the same provision:
Transfer of employee reimbursement
Where any employer transfers an employee from one township to another, the
employer will be responsible for and will pay the whole of the moving expenses,
including fares and transport charges, for the employee and their family.
Other modern awards with relocation allowance clauses
23 modern awards provide for relocation allowances. Terms used include ‘locality’,1
‘location’,2 ‘area’,3 ‘state/territory’,4 ‘town’5 and ‘city’.6 These terms may also present
interpretation difficulties, as none of those terms are defined in any modern awards. Aviation
awards7 contain the term ‘base’ or ‘home base’, which are defined in the definition clauses of
the respective awards.
Qualifying requirements
All relocation allowance clauses contain requirements for eligibility that assist to ascertain the
scope and effect of the provisions. There are a number of requirements that are common
across the awards:
‘Change of residence’;
‘Permanent’ change/transfer; and
Aviation awards: qualifying time period.
Award Requirement Clause
Fire Fighting Industry
Award 2010
a) One location to another
location
b) Reasonably necessitates
employee to change their
residence
c) Permanent change
17.6 Change of residence expenses
Where an employee is permanently promoted,
transferred or ordered from one location to
another location that reasonably necessitates the
employee to change their residence the employer
will reimburse the employee for the reasonable
expenses incurred in such relocation including
the cost of transporting the employee and their
family to the new location and costs of moving
furniture and personal effects.
Architects Award 2010 a) Permanent change of
locality of work
b) Change of place of residence
16.2 Fares, travelling expenses and travelling
time allowance
…
(e) If an employee is directed by their employer
to work at an altered permanent locality of work
which necessitates the employee changing their
place of residence, the employer must pay an
allowance equivalent to all fares as provided in
this clause, travelling and temporary lodging and
the transport of the employee’s family effects
from their then place of residence to their new
place of residence. If the employee is not
dismissed for misconduct or does not resign
within 12 months of commencing such work, the
employer must pay such fares and travelling
expenses for the employee’s family and expenses
of transporting their effects back to their former
place of residence.
Rail Industry Award
2010
a) New permanent location
b) Requires employee to move
house
15.1 Expenses incurred in the course of
employment—applicable to all employees
…
(c) Relocation allowance
Employees who are required by the employer to
permanently transfer to a new location which
requires the employee to move house will be
reimbursed all reasonable and necessary out-of-
pocket expenses for …
Cement and Lime Award
2010
Premixed Concrete
Award 2010
Manufacturing and
Associated Industries
and Occupations Award
2010
Business Equipment
Award 2010
Timber Industry Award
2010
(all contain a similar
provision)
a) Employed in one locality to
work in another permanently
b) Change of residence
Cement and Lime Award 2010
15.6 Travel, board and lodging
…
(b) Permanent change in locality
An employee:
(i) employed in one locality to work in another;
or
(ii) sent other than at their own request from their
usual locality to another for employment which
can reasonably be regarded as permanent,
involving a change of residence;
must be paid travelling time whilst necessarily
travelling between such localities and expenses
for a period not exceeding three months or, in
cases where the employee is in the process of
buying a place of residence in the new locality,
for a period not exceeding six months. Expenses
will cease after the employee has taken up
permanent residence at the new location.
Telecommunications
Services Award 2010
a) Transferred to another
location or another state
b) Change of residence
c) The transfer is reasonably
regarded as permanent
(iv) Relocation expenses
Where an employee is transferred to another
location or another state, the cost of removal
expenses reasonably incurred will be borne and
paid for by the employer, provided that an
employee who is transferred at the employee’s
own request may be required to pay their own
expenses.
Where such employee is directed by the
employer to another locality for employment
which can be reasonably regarded as permanent
and involving a change in residence and where
the employee is in the process of buying a place
of residence in that new location the employee
will be provided with suitable accommodation for
a period not exceeding six weeks. Provided that
in cases where such employees can show to the
satisfaction of the employer that the employee
has taken all reasonable steps to obtain a place of
residence of a similar nature and standard to that
which the employee previously enjoyed and
without success, then the abovementioned period
may be extended to a period not exceeding three
months.
…
Air Pilots Award 2010 a) Transfer of 180 days or more
b) To another base
Clause 2: Definitions
Permanent transfer means the transfer of a pilot
from home base to a new home base for a period
of 180 calendar days or more
Home base (pilots employed subject to Schedule
E of this Award) means the base at which a pilot
from time to time is permanently domiciled
Home base (pilots employed subject to
Schedules B, C or D of this Award) means the
base at which a pilot from time to time is
permanently assigned or awarded
17. Transfers
17.1 Permanent
(a) A pilot who is permanently transferred to
another base at the direction of the employer will
be reimbursed for all reasonable expenses
incurred by the pilot for the consequential
removal of the pilot, immediate family (including
dependent children under 21 years of age), and
their furniture, possessions and personal effects
as approved by the employer prior to the transfer.
Aircraft Cabin Crew
Award 2010
a) Transfer for more than 6
months
b) To another base
Clause 2: Definitions
permanent base is the employer-nominated
geographical location from which cabin crew
members are rostered for duty
home base has the same meaning as permanent
base
B.1.1 Relocation expenses
(a) An employee is entitled to receive payment
from their employer of all reasonable expenses
incurred by them for the removal of their
furniture and personal effects if required to
relocate at the direction of the employer from one
base to another base for a period in excess of six
months. This subclause applies whether the
transfer is permanent or temporary, so long as the
actual period of transfer (whether known at the
time of initial transfer or not) exceeds six months.
Airline Operations—
Ground Staff Award
2010
a) Transfer for more than 6
months
b) To another base
Clause 2: Definitions
home base means any base at which an employee
is domiciled for a period in excess of 180 days
21.18 Permanent transfers
(a) An employee on permanent transfer will be
entitled to receive payment from the employer for
all reasonable expenses incurred by the removal
of themself, their spouse or de facto partner and
dependants, their furniture, possessions and
personal effects from one home base to another
home base as approved by the employer in
advance.
(b) For the purposes of this clause, a base will be
regarded as a home base if the employee is
transferred there for a period which exceeds 180
days. A transfer to a base other than a home base
expressed to be for a period less than 180 days
will become a transfer to another home base if
the employee is notified in writing during the
course of that period that the transfer will extend
for a period beyond 180 days. In such cases
temporary reimbursement will cease and the
provisions of clause 21.18(a) will become
applicable.
1 Manufacturing and Associated Industries and Occupations Award 2010, Business Equipment Award 2010, Contract Call
Centre Award 2010, Telecommunications Services Award 2010, Cement and Lime Award 2010, Premixed Concrete
Award 2010, Timber Industry Award 2010, Food, Beverage and Tobacco Manufacturing Award 2010, Architects Award
2010, Vehicle Manufacturing, Repair, Services and Retail Award 2010.
2 Rail Industry Award 2010, Business Equipment Award 2010, Contract Call Centre Award 2010, Telecommunications
Services Award 2010, Fire Fighting Industry Award 2010.
3 Market and Social Research Award 2010, Commercial Sales Award 2010.
4 Business Equipment Award 2010, Contract Call Centre Award 2010, Telecommunications Services Award 2010,
Journalists Published Media Award 2010, Broadcasting and Recorded Entertainment Award 2010.
5 Journalists Published Media Award 2010, Broadcasting and Recorded Entertainment Award 2010.
6 Journalists Published Media Award 2010, Broadcasting and Recorded Entertainment Award 2010.
7 Air Pilots Award 2010, Aircraft Cabin Crew Award 2010, Airline Operations—Ground Staff Award 2010.
Attachment C
Reasonable overtime
Issue: The plain language version of the General Retail Industry Award 2010 (General Retail
Award) removes clause 29.1 which sets out factors to be taken into account in determining
whether or not overtime may be considered unreasonable. Parties have raised this issue as a
substantive change to the award.
Research
Historical background
Clause 29.1 of the General Retail Award is most likely a result of the 2002 Working Hours
Case.1 Following this decision, some pre-reform awards relevant to the General Retail Award
were updated to include a reasonable overtime clause with terms similar to those set out in
clause 29.1 of the General Retail Award.2
The 2008–2009 Award Modernisation Full Bench stated that the NES and modern awards are
separate sources of safety net conditions.3 Indeed, the general approach of the AIRC was to
refrain from replicating or paraphrasing the provisions of the NES in making modern
awards.4 Further, as part of the 4 yearly review of modern awards, a Full Bench of the Fair
Work Commission stated a preference for not including notes and references to the NES.5
Approach taken in Pharmacy
The plain language drafter identified the overlap between clause 13.1(b) of the Exposure
Draft Pharmacy Industry Award 2014 (Pharmacy Exposure Draft) and the NES. Clause
13.1(b) of the Pharmacy Exposure Draft is identical to clause 29.1 of the General Retail
Award. The plain language drafter pointed out that the clause could be omitted as it dealt
with a matter already covered by the NES.6 In response to submissions of the parties, the Full
Bench decided to include a note in the following terms:
“NOTE: Under the National Employment Standards (see section 62 of the Act) an
employee may refuse to work additional hours if they are unreasonable. Section 62
sets out factors to be taken into account in determining whether the additional hours
are reasonable or unreasonable.”7
A comparison of the provisions is provided at Attachment A. Attachment A shows that a
number of factors outlined in the NES are not included the Exposure Draft.8
Conclusion
A 4 yearly review of modern awards Full Bench has decided not to include summaries of the
NES entitlements in modern awards.9 The plain language Full Bench did, however, decide
that a note could be included that would point the reader to section 62 of the Fair Work Act
2009.10 The Full Bench stated that the note, as drafted, does not summarise or link to the NES
and could therefore be included in the Pharmacy Industry Award 2010 (Pharmacy Award).11
http://www.legislation.gov.au/Series/C2009A00028
For consistency of approach, modern awards containing a reasonable overtime clause in the
same terms as those of the Pharmacy Award and the General Retail Award should be
reviewed with a view to removing those clauses. It may be considered appropriate to include
a note in those awards similar to that in the plain language version of the Pharmacy Award.12
Currently 11 modern awards contain a reasonable overtime clause in the same terms as those
of the General Retail Award. See Attachment B for a list of modern award that currently
contain a clause in identical terms to that of clause 29.1 General Retail Award.
1 Decision, Construction, Forestry, Mining and Energy Union & Others (23 July 2002) 114 IR 390.
2 See for example - Shop, Distributive and Allied Employees Association - Victorian Shops Interim Award 2000
AP796250CRV cl 29.1; Retail and Wholesale Industry - Shop Employees - Australian Capital Territory - Award 2000
AP794740CRA cl 26.1.
3 Statement, Award Modernisation, [2008] AIRCFB 717 (12 September 2008) [16].
4 Statement, Award Modernisation, [2008] AIRCFB 717 (12 September 2008) [16].
5 Decision, 4 yearly review of modern awards, [2014] FWCFB 9412 (23 December 2014) [34]–[36].
6 FWC, Plain language – draft documents, published 30 November 2015, page 37.
7 Decision, 4 yearly review of modern awards – Plain language project – drafting Guidelines – Pharmacy Industry Award
2010 – plain language drafting issues, [2017] FWCFB 344 (20 January 2017) [205]–[209].
8 Note: the Fair Work Act 2009 (Cth), ss 55(1),(4)-(5) states that modern awards must not exclude the National Employment
Standards (NES) but may contain ancillary and supplementary terms or terms that have the same effect as provisions of
the National Employment Standards.
9 Decision, 4 yearly review of modern awards, [2014] FWCFB 9412 (23 December 2014)[34]–[36].
10 Decision, 4 yearly review of modern awards – Plain language project – drafting Guidelines – Pharmacy Industry Award
2010 – plain language drafting issues, [2014] FWCFB 344 (20 January 2017)[207].
11 Decision, 4 yearly review of modern awards – Plain language project – drafting Guidelines – Pharmacy Industry Award
2010 – plain language drafting issues, [2014] FWCFB 344 (20 January 2017)[207].
12 See clause 20 of the Exposure draft – Pharmacy industry Award 2016.
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https://www.fwc.gov.au/documents/consolidated_awards/ap/ap796250/asframe.html
http://www.airc.gov.au/alldocuments/PR072002.htm
Attachment A- Comparison of the Provisions for Reasonably Refusing to Work Additional Hours Table 1: Comparison of clause 13.1 of the Exposure Draft Pharmacy Industry Award 2014 and section 62 of the NES Exposure Draft Pharmacy Industry Award 2014 National Employment Standards 13.1 Reasonable overtime 62 Maximum weekly hours (a) Subject to clause 13.1(b) an employee other than a casual employee Employee may refuse to work unreasonable additional hours may be required to work reasonable overtime at the applicable overtime rate. (2) The employee may refuse to work additional hours (beyond those (b) An employee may refuse to work overtime in circumstances where referred to in paragraph (1)(a) or (b)) if they are unreasonable. the working of such overtime would result in the employee working hours Determining whether additional hours are reasonable which are unreasonable having regard to: (3) In determining whether additional hours are reasonable or unreasonable for the purposes of subsections (1) and (2), the following must be taken into account: (i) any risk to employee health and safety; (a) any risk to employee health and safety from working the additional hours; (ii) the employee's personal circumstances including any (b) the employee's personal circumstances, including family family responsibilities; responsibilities; (iii) the needs of the workplace or enterprise; (c) the needs of the workplace or enterprise in which the employee
(d) whether the employee is entitled to receive overtime payments, penalty rates or other compensation for, or a level of remuneration that reflects an the notice (if any) given by the employer of the overtime expectation of, working additional hours; (iv) (e) any notice given by the employer of any request or requirement and by the employee of their intention to refuse it; and to work the additional hours; (f) any notice given by the employee of his or her intention to refuse to work the additional hours; (g) the usual patterns of work in the industry, or the part of an industry, in which the employee works; (h) the nature of the employee's role, and the employee's level of responsibility; (i) whether the additional hours are in accordance with averaging terms included under section 63 in a modern award or enterprise agreement that applies to the employee, or with an averaging arrangement agreed to by the employer and employee under section 64; (v) any other relevant matter. (j) any other relevant matter. Source: Clause 13.1 of the Exposure Draft Pharmacy Industry Award 2014 and section 62 of the National Employment Standards.
Attachment B
Building and Construction General On-site Award 2010, cl 36.1;
Cleaning Services Award 2010, cl 28.1;
Electrical, Electronic and Communications Contracting Award 2010, cl 26.1;
Fast Food Industry Award 2010, cl 26.4;
General Retail Industry Award 2010, cl 29.1;
Graphic Arts, Printing and Publishing Award 2010, cl 33.1;
Hair and Beauty Industry Award 2010, cl 31.1;
Joinery and Building Trades Award 2010, cl 30.1;
Manufacturing and Associated Industries and Occupations Award 2010, cl 40.2;
Timber Industry Award 2010, cl 30.11.
