Showing posts with label Fair Work Commission. Show all posts
Showing posts with label Fair Work Commission. Show all posts

Sunday 4 June 2023

What Australian Unions declared to be "the largest increase to minimum and Award wages in Australia’s history" occurred on Thursday 1 June 2023 - effective 1 July

 

This was Australian Council of Trade Unions (ACTU) Secretary Sally McManus writing on the Australian Unions website, 2 June 2023:


Today the Fair Work Commission announced that workers on the national minimum wage will receive a pay rise of 8.6 per cent. Workers on Award wages will have their pay increased by 5.75 per cent. Both of those increases will come into effect in the first pay period after 1 July 2023.


The union movement fought hard for this pay increase. Up against us were the big business lobby – who argued for a real-wage cut.


All union members should be proud of this pay rise. It’s the largest increase to minimum and Award wages in Australia’s history.


It’s what unions do – we use our strength in numbers to ensure that working peoples’ pay gets moving again.


Increasing pay is the most important step to reducing the impact of the cost-of-living crisis….


Come July 2023 the approx. 20.5 per cent of Australian employees (est. 2.75 million individuals) who are paid in accordance with minimum wage rates in modern awards and the 0.7 per cent of Australian employees (est. 180,000 individuals) paid the National Minimum Wage – workers who are also much more likely to be low paid, mostly work part-time hours, are predominantly female, almost half being casual employees and probably having no entitled to paid leave – will see more dollars in their pay packets.


According to The Guardian on 2 June 2023, the Fair Work Commission’s statement indicates the minimum wages will increase to $882.80 per week or $23.23 per hour.

This appears to translate to a new hourly rate of $23.21 for those on the National Minimum Wage.


Based on ABS labour force numbers for April 2023, it is expected that up to 21 per cent of the current 13.87 million strong national workforce may benefit from these minimum wage rate rises.


Given that an est. 54,927 employees in Northern Rivers region worked part-time by 2021 and an est. 35,028 were female, there may be quite a few local residents with a little more in their pay packets next month.


However, as most of the modern award-reliant workforce is employed under a relatively small number of modern awards covering specific industries or occupations, the effect of the Fair Work Commission Annual Wage Review 2022-23 Decision differs markedly between industry sectors and, along with the increase in the National Minimum Wage will have a limited effect on the national wages bill.


Which is not to say that employer lobby groups will not be frequenting newspaper, radio and television platforms voicing ‘the sky is falling’ predictions over the next week.


Sunday 7 May 2023

Albanese Government will implement in full the Fair Work Commission 15% rise in wages for est. 250,000 nurses & direct care workers in aged care sector

 


The Saturday Paper, Post, daily news email, 4 May 2023:



A centrepiece of next week’s budget will be a $11.3bn commitment to raise aged care workers pay by 15%.


What we know:


  • During the election, Labor promised to provide a wage increase to aged care workers, and the Fair Work Commission last year decided this should be 15% (SMH).


  • After attempting to stagger this increase over two years, Aged Care Minister Anika Wells has confirmed it will be implemented in full from July at a cost of $11.3bn over four years.


  • Wells described the pay boost as “historic” and said it would help to address gender pay inequality.


  • For a registered nurse the increase will equate to almost $200 a week more, with their annual wage growing to more than $78,000.


  • Personal care staff will receive an extra $7300 a year, or $141 a week.


  • The federal government also hopes the pay increase will attract workers to the sector and help to meet its election promise of having nurses in aged care homes 24-7.


  • Recent reports found that this policy could lead to a shortfall of about 25,000 workers in the next two years.


  • Aged care is now the government’s fifth biggest expense with costs jumping by $5bn to $26.9bn this financial year (The Conversation).


  • The sector has drawn much criticism, with staff overworked, underpaid and poorly equipped (The Saturday Paper).


Sunday 5 June 2022

Albanese Labor Government tells Fair Work Commission that "The new Government has a different view on the Annual Wage Review to the previous Government" and proceeds to put the case that low paid workers - particularly females & the young in casual employment - deserve a real wage


On 30 May 2022 the Australian Fair Work Commission issued a statement in response to the Albanese Labor Government seeking to make a new submission of the Annual Wage Review 2021–22.


[2022] FWCFB 84


STATEMENT


Fair Work Act 2009

s.285—Annual wage reviews to be conducted

Annual Wage Review 2021–22

(C2022/1)


JUSTICE ROSS, PRESIDENT

VICE PRESIDENT CATANZARITI

DEPUTY PRESIDENT ASBURY

COMMISSIONER HAMPTON

MR FERGUSON

PROFESSOR WOODEN

MS LABINE-ROMAIN MELBOURNE 30 MAY 2022


AMENDED TIMETABLE


[1] The current timetable for 2021-22 Annual Wage Review provides that parties are to lodge submissions on the National Accounts March quarter 2022 by Friday 3 June 2022 and submissions in reply are to be lodged by Tuesday 7 June 2022.


[2] On Friday 27 May 2022 the President received correspondence from the Prime Minister seeking leave to make a new Australian Government submission to the 2021-22 Annual Wage Review. The correspondence states that the new submission will outline the Government’s position ‘on a fair increase to minimum and award wages for Australia’s lowest paid workers, noting the rising costs of living’.


[3] Section 289(1) of the Fair Work Act 2009 (Cth) (the Act) requires the Commission to ensure that all persons and bodies have a reasonable opportunity to make submissions to the 2021-22 Annual Wage Review. We note that from 11 April 2022 until recently, the Australian Government was in caretaker mode.


[4] A key consideration in responding to the request is the statutory constraints on the conduct of annual wage reviews. In particular, s.285(1) of the Act requires the Commission to‘conduct and complete an annual wage review in each financial year’. It follows that 30 June 2022 is the outer limit for completion of the 2021-22 Review. As a practical matter, our decision must be published some time before 30 June to allow sufficient time for draft award variation determinations to be published and for interested parties to submit corrections or other amendments to the draft determinations.


[5] In the course of the public consultations on 18 May 2022 the Australian Chamber of Commerce and Industry and others foreshadowed that they would seek an opportunity to respond in the event the Australian Government Government made a further substantive submission.1


[6] We grant leave for the Australian Government to make a new submission.


[7] The statutory deadline and requirement to provide interested parties with an opportunity to make comments on such a submission impose some practical constraints on the timing and length of the new submission.


[8] Accordingly, the timetable for the 2021-22 Annual Wage Review is varied as follows:

1. The Australian Government may lodge a new submission to the Review by no later than 4pm (AEST) on Friday 3 June 2022. The submission is to be no longer than 10 A4 pages.

2. Interested parties may lodge submissions in reply by no later than 4pm (AEST) on Wednesday 8 June 2022.

3. Reply submissions regarding the National Accounts March quarter 2022 may be lodged by no later than 4pm (AEST) on Wednesday 8 June 2022.

4. Parties have liberty to apply.


PRESIDENT

Printed by authority of the Commonwealth Government Printer

<PR742109>


~~~~~~~~~~~~~~~~~~~~~~~


The Fair Work Commission have granted permission for a new submission the Albanese Government lodged an 6 page 29 point document three days later, pressing the case for a further increase in the minimum wage, pointing out that high and rising inflation and falling real wages are creating cost-of-living pressures, particularly for Australia’s low-paid workers.


New Australian Government Submission to the Fair Work Commission

Annual Wage Review 2022, 3 June 2022:


1 Executive Summary


1. The Government thanks the Fair Work Commission’s Expert Panel conducting the Annual Wage Review (‘the Panel’) for the opportunity to make a submission. In this submission, the Government provides updated evidence on the economy, labour market, and low-paid workers to assist the Panel in making its decision.


2. Given the highly unusual and challenging economic conditions, the Government is making a recommendation to the Fair Work Commission in relation to this year’s wage decision.


3. The new Government has a different view on the Annual Wage Review to the previous Government. In particular, the direction of the previous Government’s submission headed “The importance of low-paid work” does not reflect the priorities of this Government.


4. High and rising inflation and falling real wages are creating cost-of-living pressures, particularly for Australia’s low-paid workers. Economic conditions are particularly challenging given inflation is at a 21-year high of 5.1 per cent and is expected to increase further in the near-term due to persistent and compounding supply shocks. The current inflation rate is 2.7 percentage points higher than wages growth as measured by the Wage Price Index (WPI), which means on average, Australians are experiencing the sharpest decline in real wages in 21 years. The National Accounts results released this week provide further evidence of the broad-based domestic price pressures which were clear in the Consumer Price Index (CPI) release for the March quarter 2022.


5. In considering its decision on wages for this year, the Government recommends that the Fair Work Commission ensures that the real wages of Australia’s low-paid workers do not go backwards.


6. High and rising inflation and weak wages growth are reducing real wages across the economy and creating cost-of-living pressures for low-paid workers. It is critical to ensure that these workers do not bear a disproportionate impact of these challenging conditions.


7. The new Government does not want to see Australian workers go backwards; in particular, those workers on low rates of pay who are experiencing the worst impacts of inflation and have the least capacity to draw on savings.


8. The Government notes that over the past decade, in 9 out of 10 years, the Panel has increased the minimum wage rate in line with, or above, inflation. The largest increase in recent years was in 2018-19 where a 3.5 per cent increase was ordered, when inflation was only 1.9 per cent. This submission does not suggest that inflation should be the only consideration when determining wages.


9. This submission does not suggest that across-the-board, wages should automatically increase in line with inflation. The key driver of real wage growth (excluding inflation) over the longer-term is labour productivity. The current economic circumstances are highly unusual and challenging, and the Government’s submission pertains specifically to the low-paid and in the current macroeconomic context.


10. Australia’s low-paid workers, many of whom are young, female and in casual employment, are far more likely than higher paid workers to find themselves experiencing financial hardship. Many of these workers made significant contributions in the provision of essential services during COVID-19.


11. Maintaining the relative standard of living of low-paid workers is not expected to have a material impact on employment.


12. Ensuring that real wages for low-paid workers do not go backwards in these circumstances will protect the relative living standards for these workers, prevent further financial hardship and avoid adverse distributional outcomes and broader economic and social risks.


13. This submission is one of the important first steps in the Government’s plans to address the impacts of the skyrocketing costs of living for Australian workers and families. It is part of the Government’s broader economic plan, calibrated to address inflation by driving productivity growth and expanding the capacity of the economy to alleviate supply side pressures. The Government will do this through investments in cleaner and cheaper energy, in a better-trained workforce with higher participation and in the care economy, digital economy and a future made in Australia.


2 Economy and labour market update…..


14. Over the past 12 months, global and domestic inflationary pressures have significantly increased. These pressures are now expected to be stronger and more persistent, due to compounding global supply shocks. The war in Ukraine and China’s COVID-19 outbreak are exacerbating existing strains in global supply chains and significantly driving up global energy and food prices.


15. Domestic headline consumer price inflation increased by 5.1 per cent through the year to the March quarter of 2022, the fastest increase in 21 years. The trimmed mean measure of core inflation also picked up to 3.7 per cent through the year to the March quarter, the highest increase since early 2009. Inflationary pressures have begun to broaden, with prices increasing in 80 per cent of the inflation components in the March quarter.


16. The Reserve Bank of Australia’s (RBA) May 2022 Statement on Monetary Policy now forecasts that inflation will peak at around 6 per cent in the second half of 2022.


17. While some external inflationary pressures, such as international shipping costs, appear to have peaked, they remain elevated and other inflationary pressures are increasing. The COVID-19 outbreak and major city lockdowns in China present a significant upside risk to imported goods prices. Domestically, higher wholesale electricity prices could add further pressure to retail electricity prices and headline inflation.


18. Higher inflation is now expected to persist throughout 2022 and into 2023. If, as currently expected, global supply chain pressures dissipate, oil prices moderate and consumption patterns return to a more normal balance between goods and services, headline inflation would be expected to ease over the course of 2023.


19. Wages as measured by the WPI grew by 2.4 per cent through the year to the March quarter. With inflation at 5.1 per cent, this means that on average, real wages have seen the sharpest decline in 21 years. The Government notes that this fall in real wages follows persistently and historically low real wages growth over the past decade.


20. While the Government welcomes recent falls in the unemployment rate, it notes that this has not yet been associated with broad-based wages growth. Assuming global supply factors driving up inflation dissipate as expected, nominal wages growth is expected to begin outpacing inflation.


21. The RBA’s May 2022 Statement on Monetary Policy forecast the WPI to grow by 3.3 per cent through the year to the June quarter 2023 and by 3.7 per cent through the year to the June quarter 2024.


22. The stronger than expected rise in inflation has seen consumer prices outpace wages to date, resulting in larger near-term declines in real wages. The near-term pick-up in inflation creates particularly acute cost-of-living pressures on the low-paid.


23. There are also significant economic risks associated with falling real wages. Most notably, reduced capacity to spend could weigh on household consumption with flow-on effects to aggregate demand more broadly.


24. While higher inflation and the anticipated tightening of monetary policy may dampen activity, it is not expected to lead to a substantial increase in the unemployment rate or a deterioration in economic growth.


25. The current economic circumstances are complex and substantial risks remain, including the possibility of more significant and sustained price pressures, or a more substantial slowing in activity.


3 Low-paid workers and the cost of living…..


26. The current cost-of-living pressures will have a disproportionate impact on low-paid workers.


27. Recent inflationary pressures have been stronger for non-discretionary goods and services, which increased by 6.6 per cent through the year to the March quarter of 2022. Fuel, food and new dwellings contributed nearly 3 percentage points to headline inflation, with fuel rising by 35 per cent in the past 12 months.


28. Low-paid workers have a diverse range of characteristics. In 2020, low-paid workers were more likely to be female, employed on a casual basis and under 30 years of age. Given this, a more substantial increase for those on low wages would be beneficial in assisting to narrow the gender pay gap.


29. With growth in the WPI expected to strengthen over the forecast period, supporting a more substantial increase for low-paid workers will also help maintain relative living standards for the low-paid.


The National Retail Association, Australian Industry Group, Australian Chamber of Commerce and Industry, Australian Business Industrial and NSW Business Chamber Ltd have taken up the Commissioners' invitation to make new submissions of their own. Which unsurprisingly a not in favour of the new federal government submission, and indeed would like any rise in the minimum wage as applied to specific award classifications pushed back to November 2022. Details can be found at:

https://www.fwc.gov.au/hearings-decisions/major-cases/annual-wage-reviews/annual-wage-review-2021-22/submissions-annual


 

Wednesday 2 September 2020

McDonald's & Tantex Holdings spent a lot of money defending the indefensible over the last nine and a half months


Tanya Manteit-Mulcahy owns Tantex Holdings,
which runs several McDonald’s stores in Brisbane
Picture: Jono Searle
Source: News Limited 26 November 2019

The Advocate, 31 August 2020:

A Queensland McDonalds franchisee has been ordered to pay $1000 in compensation to a worker denied toilet and drink breaks.

Tantex Holdings, which operates six of the fast-food restaurants, has been ordered to pay former employee Chiara Staines compensation by the Federal Court on Monday.

In its published reasons for the decisions, the court found Ms Staines had been denied a 10-minute paid drink break on all but three occasions while working at a Queen St Mall restaurant in Brisbane from May 8, 2017 to June 15, 2019.

McDonald's staff have been entitled to paid 10-minute drink breaks under McDonald's Australia Enterprise Agreement 2013, which was approved by the Fair Work Commission on July 24, 2013.

According to the agreement, all employees are entitled to a 10-minute drink break when they work a shift between four to nine hours.

If they work more than nine hours, staff are entitled to two 10-minute breaks.

This is in addition to a meal break if working longer than five hours.

Ms Staines told the court her work was fast-paced, hot with a constant smell of food and the environment was stressful and demanding, physically and mentally.

"Ms Staines was denied a short respite from, what was by its nature, a mentally and physically demanding job," Justice John Logan said.

Brisbane businesswoman Tanya Manteit-Mulcah is the sole director of Tantex Holdings, which conceded it had not provided Ms Staines with the allowed breaks.

"The drink break for which clause 29 of the Agreement provided was a workplace right," Justice Logan found.

"So, too, for reasons explained above, was a right, within the bounds of reasonableness, to pause for a drink of water or to go to the toilet during a shift a workplace right."

This matter appears to have been before the Federal Court - Fair Work Division for the last nine and a half months. 

The Statement of Claim reportedly alleged that Tantex Holdings breached multiple workplace laws and accused managers of engaging in coercion and threatening conduct.

Thursday 30 July 2020

Fair Work Commission shuts the door after COVID-19 has bolted


In April 2020 the Fair Work Commission was aware of a need and varied 99 modern awards to support the inclusion of "unpaid pandemic leave".

At the time it was also aware that there was a need to consider paid pandemic leave in respect of “health care workers” covered by a number of awards.

However, on 8 July the Fair Work Commission dithered and refused to vary identified “Health awards” to provide for paid pandemic leave.

This refusal came despite the strong suspicion that some private sector aged care workers in insecure employment were not declaring COVID-19 symptoms as they could not afford to stay home without suffering financial hardship and possible loss of ongoing employment.

The inevitable began to occur. COVID-19 infection numbers began to rise again in private sector aged care facilities in Victoria where there are now at least 440 active cases in 61 aged care facilities and the death toll for those in residential care stands at 47 elderly people.

In addition these 61 aged care facilities appear to be associated with another 78 COVID-19 cases.

Although Victoria has the highest death toll New South Wales is not far behind, with 29 elderly people in residential care dead since the start of the pandemic.

The national COVID-19 death toll in residential care stood at 78 on 29 July 2020 according to the Australian Government Dept. of Health. 

It was only on 27 July that the Fair Work Commission decided it was convinced there was a need for paid pandemic leave in the aged care sector*.

ABC News, 28 July 2020:

Aged care workers employed under three awards will be entitled to two weeks' paid leave if they are required to self-isolate due to having coronavirus symptoms or being a close contact of a confirmed case, following a ruling from the Fair Work Commission.

The amendments will come into effect from Wednesday, July 29, and last for three months.

Conditions attached to the paid leave include:
  • Workers must be aged 17 or older and be likely to have worked during the self-isolation period
  • Cannot be receiving any income — including other leave or JobKeeper — during their time in quarantine
  • If workers test positive to the virus they will be provided with workers compensation leave, which will supersede the pandemic leave
  • If the direction to self-isolate comes from a doctor, and not come the Government or employer, the worker must provide a medical certificate
  • The entitlement extends to casual employees "engaged on a regular and systemic basis" and the payment would be based on their average earnings over the past six weeks.....
In its ruling, the FWC stated "it cannot be assumed that the current outbreak will remain confined to Victoria".

"The recent events in that state demonstrate how rapidly circumstances can change," the full bench of the commission found.

"Recent developments in New South Wales are not encouraging. The award of the entitlement remains necessary notwithstanding that the current locus of the pandemic is in Victoria."…...

Key points:
  • The Fair Work Commission ruled the paid leave was necessary nationwide due to recent events demonstrating "how rapidly circumstances can change"
  • The ruling follows submissions from the Australian Council of Trade Unions, the Health Services Union and the Australian Nursing and Midwifery Federation calling for paid pandemic leave to apply for all staff in aged care across the country until the end of September
  • Only casual employees who can have been employed on a "regular and systemic basis" will be entitled to the paid leave
  • The commission's ruling grants paid pandemic leave to staff working in residential aged care under the Aged Care Award, the Nurses Award and the Health Professionals Award.
NOTE
* See Fair Work Commission, Decisions, Health Sector Awards—Pandemic Leave, (AM2020/13), 27 July 2020

Sunday 21 June 2020

Fair Work Commission announces a staged 1.75% increase to Australian minimum wages. Group 1 from the first full pay period starting on or after 1 July 2020, Group 2 from 1 November 2020 & Group 3 from 1 February 2021. Which group are you in?


Fair Work Commission, media release, 19 June 2020:


The Fair Work Commission has announced a 1.75% increase to minimum wages. This will apply to all award wages.
Increases to awards will start on 3 different dates for different groups of awards. See When will my award increase for information on when the awards will increase.
Most employees are covered by an award. If you’re not sure which award applies, use Find my award.
For anyone not covered by an award or an agreement, the new national minimum wage will be $753.80 per week or $19.84 per hour. This applies from the first full pay period starting on or after 1 July 2020.
You can read the detailed decisionexternal-icon.png on the Fair Work Commission’s website.

What do you need to do?

While we’re working to update our website and tools with more information and the new rates, you can:
  • subscribe to get email updates and we’ll let you know when the new minimum rates are available in our pay tools
  • keep checking our website for updates.
If you’re registered with My account you can subscribe to updates and manage your subscriptions in your account.

Who does the increase apply to?

The 1.75% increase applies to the national minimum wage and will apply to minimum rates in awards in 3 stages. See When will my award increase for information on when the awards will increase.
If you’re covered by a registered agreement, you should check it to see whether this increase affects you.
The increase doesn’t affect employees who already get paid more than their new minimum wage.

Interaction with the JobKeeper payment

The new minimum wage also applies to any work an employee performs while they're in the JobKeeper scheme, if they get their pay rate from an award or the national minimum wage. See JobKeeper and the Annual Wage Review 2020 on our JobKeeper wage subsidy scheme page for more information.

What happens next?

The Commission will issue draft determinations and orders about how this decision affects awards. It will then update the pay rates in each award.  We’re working on updates to our pay tools, information and resources with the new rates.

When will my award increase?

The increase to awards will happen in 3 groups.

Group 1 Awards - from 1 July 2020

  • Frontline Heath Care & Social Assistance Workers
  • Teachers and Child Care
  • Other Essential Services

Group 2 Awards - from 1 November 2020

  • Construction
  • Manufacturing
  • A range of other industries

Group 3 Awards - from 1 February 2021

  • Accommodation and Food Services
  • Arts and Recreation Services
  • Aviation
  • Retail
  • Tourism
See below for a complete list of awards in each group:

Group 1

The new minimum wages will start in the following awards from the first full pay period starting on or after 1 July 2020.
  • Aboriginal Community Controlled Health Services Award
  • Aged Care Award
  • Ambulance and Patient Transport Industry Award
  • Banking, Finance and Insurance Award
  • Cemetery Industry Award
  • Children’s Services Award
  • Cleaning Services Award
  • Corrections and Detention (Private Sector) Award
  • Educational Services (Schools) General Staff Award
  • Educational Services (Teachers) Award
  • Electrical Power Industry Award
  • Fire Fighting Industry Award
  • Funeral Industry Award
  • Gas Industry Award
  • Health Professionals and Support Services Award
  • Medical Practitioners Award
  • Nurses Award
  • Pharmacy Industry Award
  • Social, Community, Home Care and Disability Services Industry Award
  • State Government Agencies Award
  • Water Industry Award

Group 2

The new minimum wages will start in the following awards from the first full pay period starting on or after 1 November 2020.
  • Aluminium Industry Award
  • Animal Care and Veterinary Services Award
  • Aquaculture Industry Award
  • Architects Award
  • Asphalt Industry Award
  • Black Coal Mining Industry Award
  • Book Industry Award
  • Broadcasting, Recorded Entertainment and Cinemas Award
  • Building and Construction General On-site Award
  • Business Equipment Award
  • Car Parking Award
  • Cement, Lime and Quarrying Award
  • Clerks—Private Sector Award
  • Coal Export Terminals Award
  • Concrete Products Award
  • Contract Call Centres Award
  • Cotton Ginning Award
  • Dredging Industry Award
  • Educational Services (Post-Secondary Education) Award
  • Electrical, Electronic and Communications Contracting Award
  • Food, Beverage and Tobacco Manufacturing Award
  • Gardening and Landscaping Services Award
  • Graphic Arts, Printing and Publishing Award
  • Higher Education Industry-Academic Staff-Award
  • Higher Education Industry-General Staff-Award
  • Horticulture Award
  • Hydrocarbons Field Geologists Award
  • Hydrocarbons Industry (Upstream) Award
  • Joinery and Building Trades Award
  • Journalists Published Media Award
  • Labour Market Assistance Industry Award
  • Legal Services Award
  • Local Government Industry Award
  • Manufacturing and Associated Industries and Occupations Award
  • Marine Towage Award
  • Maritime Offshore Oil and Gas Award
  • Market and Social Research Award
  • Meat Industry Award
  • Mining Industry Award
  • Miscellaneous Award
  • Mobile Crane Hiring Award
  • Oil Refining and Manufacturing Award
  • Passenger Vehicle Transportation Award
  • Pastoral Award
  • Pest Control Industry Award
  • Pharmaceutical Industry Award
  • Plumbing and Fire Sprinklers Award
  • Port Authorities Award
  • Ports, Harbours and Enclosed Water Vessels Award
  • Poultry Processing Award
  • Premixed Concrete Award
  • Professional Diving Industry (Industrial) Award
  • Professional Employees Award
  • Rail Industry Award
  • Real Estate Industry Award
  • Road Transport (Long Distance Operations) Award
  • Road Transport and Distribution Award
  • Salt Industry Award
  • Seafood Processing Award
  • Seagoing Industry Award
  • Security Services Award
  • Silviculture Award
  • Stevedoring Industry Award
  • Storage Services and Wholesale Award
  • Sugar Industry Award
  • Supported Employment Services Award
  • Surveying Award
  • Telecommunications Services Award
  • Textile, Clothing, Footwear and Associated Industries Award
  • Timber Industry Award
  • Transport (Cash in Transit) Award
  • Waste Management Award
  • Wool Storage, Sampling and Testing Award

Group 3

The new minimum wages will start in the following awards from the first full pay period starting on or after 1 February 2021.
  • Air Pilots Award
  • Aircraft Cabin Crew Award
  • Airline Operations-Ground Staff Award
  • Airport Employees Award
  • Alpine Resorts Award
  • Amusement, Events and Recreation Award
  • Commercial Sales Award
  • Dry Cleaning and Laundry Industry Award
  • Fast Food Industry Award
  • Fitness Industry Award
  • General Retail Industry Award
  • Hair and Beauty Industry Award
  • Horse and Greyhound Training Award
  • Hospitality Industry (General) Award
  • Live Performance Award
  • Mannequins and Models Award
  • Marine Tourism and Charter Vessels Award
  • Nursery Award
  • Professional Diving Industry (Recreational) Award
  • Racing Clubs Events Award
  • Racing Industry Ground Maintenance Award
  • Registered and Licensed Clubs Award
  • Restaurant Industry Award
  • Sporting Organisations Award
  • Travelling Shows Award
  • Vehicle Repair, Services and Retail Award
  • Wine Industry Award