The Fair Work Commission (FWC) recently handed down a 3% increase in the minimum wage as part of the National Wage Case. This morning the FWC handed down the final determinations that vary the modern awards and change the pay rates that are to apply from the first pay period on or after 1st July 2019. ACAPMA has produced a series of Quick Reference Guides that summarise common areas of the industry awards.
ACAPMA Quick Reference
ACAPMA produces Quick
Reference Guides for the three common industry Awards;
The Vehicle Manufacturing, Repair, Service and Retail Award 2010, which applies
to retail fuel site staff,
The Road Transport and Distribution Award 2010, which applies to fuel transport
The Clerks Private Sector Award 2010, which applies to clerical workers.
The Quick Reference Guides
are being distributed to members today, however all employers in the industry
are reminded that the change in Award rates requires every employer to review
their employment instrument, even if it is a registered Agreement. All
employers are encouraged to understand the impact of the National Wage Case and
to review their employment instrument in this context.
National Wage Case
The National Wage Case
decision that has been handed down resulted in the minimum wage increasing 3%,
a week to $19.49 per hour. This has a clear flow-on effect to the wage
rates in all Modern Awards and thus requires all employers to review their
employment instruments before the new rates come into effect on 1 July 2019.
Each year, the FWC reviews the cost of living, economy-wide
productivity indicators and the general health of the Australian economy to
determine if the minimum wage rates set in the Awards are commensurate with a
living wage. While not all National Wage Cases result in an increase in the
minimum wage, most do.
The 3% increase for the 2019/2020 year is
significantly lower than the 6% increase
employee groups were requesting but higher than the 1.8% that employer
groups were requesting.
For more on
the National Wage Case see: https://acapmag.com.au/2019/05/national-wage-case-decision-2019-and-its-implications/
While the National Wage
Case directly changes the wage rates in the Modern Awards there is also a flow
on effect to all employment instruments.
Employers who use direct
contracts, enterprise agreements, individual flexibility agreements or racked
rates must take the time to review the wage rates contained within those
instruments as the National Employment Standards, which apply to all employees,
provide for the Modern Award rates to be the basis for all wage rates,
regardless of instrument.
All employers need to
review the base rates in their instruments to ensure they are equal to, or
above the levels set in, the Modern Awards after the National Wage Case increase.
Register now so you
don’t miss out
The ACAPMA Quick Reference
Guides will be sent to the Principle members upon their release; however, all
members are encouraged to have the responsible persons in their business, such
as payroll or workplace relations managers, register to receive these Guides on
their release, to ensure they receive the information in a timely fashion.
To register to receive the
ACAPMA Quick Reference Guides and other key workplace relations information
please email firstname.lastname@example.org to add key staff
to the Employment distribution list.
Here to Help
ACAPMA members are reminded
that the ACAPMA Employment Professionals are available to assist with wages and
Awards. For more information just call 1300 160 270.
Highlights are things to consider, implement and watch out for in your
business. They are provided as general advice and you should seek further
advice on your situation by calling 1300 160 270 and speaking to one
of the ACAPMA Workplace Relations Professionals its free for members. ACAPMA
membership is affordable at only $880 per year for a single
site and valuable with sites gaining HR and IR advice support and
representation as well as a raft of other benefits and discounts.