AUS POST 2024 EBA - EBA11
1.1 This Agreement will be known as the
Australia Post Enterprise Agreement 2024
and referred to as EA2024.
1.2 This Agreement will operate in conjunction
with determinations made from time to time
under section 89 of the APC Act. For the
avoidance of doubt, the determinations
made under section 89 are not incorporated
in this Agreement unless specifically
included.
1.3 Where a determination is inconsistent with
the provisions of this Agreement, the latter
will prevail.
2 Application, duration and scope
2.1 Coverage of the Agreement
2.1.1 This Agreement is made under Part 2-4 of
the FW Act and covers:
2.2 Duration of the Agreement
2.2.1 The Agreement will come into effect seven
days after approval by the FWC.
2.2.2 The nominal expiry date of the Agreement
will be three years from the date on which
the Agreement comes into operation.
2.3 Interaction with the National Employment Standards
2.3.1 This Agreement will be read and interpreted
in conjunction with the National Employment
Standards (NES). Where there is an
inconsistency between this Agreement and
the NES, and the NES provides a greater
benefit, the NES provision will apply to the
extent of the inconsistency.
3.1 The Parties are committed to achieving and
maintaining healthy and safe working
conditions in all Australia Post workplaces by
abiding by relevant work health and safety
legislation. This clause 3 is not intended to
confer rights and obligations outside of the
SRC Act, the WHS Act and associated
legislation or processes, nor is it intended to
allow right of entry to workplaces outside the
FW Act.
3.2 This commitment also imposes an obligation
on Australia Post to consult with the Union
on work health and safety issues affecting
their members. Consultation with the Union
will take place in accordance with the
requirements of the WHS Act, and
procedures relating to Designated Work
Groups, Health and Safety Representatives
and Health and Safety Committees.
4.1 The Parties to this Agreement intend to
respect and value the diversity of the
workforce by helping to prevent and
eliminate discrimination on the basis of
protected attributes under State and
Commonwealth anti-discrimination
legislation which include race, colour, sex,
sexual preference, age, physical or mental
disability, marital status, family
responsibilities, pregnancy, religion, political
opinion, national extraction or social origin.
4.2 Accordingly, in fulfilling their obligations
under the dispute resolution clause, the
Parties will make every endeavour to ensure
that neither the Agreement provisions nor
their operation are directly or indirectly
discriminatory in their effects.
4.3 Nothing in this clause is to be taken to affect:
5.1 Notwithstanding any other provision of this
Agreement, Australia Post and an individual
employee may agree to vary the application
of certain terms of this Agreement to meet
the genuine individual needs of Australia
Post and the individual employee (Flexibility
Agreement). The terms Australia Post and
the individual employee may agree to vary
the application of are those concerning:
5.2 Australia Post and the individual employee
must have genuinely made the Flexibility
Agreement without coercion or duress.
5.3 The Flexibility Agreement between Australia
Post and the individual employee must:
5.4 The Flexibility Agreement between Australia
Post and the individual employee must also:
5.5 Australia Post must give the individual
employee a copy of the Flexibility
Agreement within 14 days of it being agreed
to and keep the agreement as a time and
wages record.
5.6 Except as provided in clause 5.4(a) the
Flexibility Agreement must not require the
approval or consent of a person other than
Australia Post and the individual employee.
5.7 The employee may be accompanied by a
person of their choice, including a Union
representative, in meeting and conferring
with Australia Post about entering into a
Flexibility Agreement.
5.8 If Australia Post seeks to enter into a
Flexibility Agreement, it must provide a
written proposal to the employee. Where the
employee's understanding of written English
is limited, Australia Post must take
measures, including translation into an
appropriate language, to ensure the
employee understands the proposal.
5.9 A Flexibility Agreement may be terminated:
5.10 The right to make a Flexibility Agreement
pursuant to this clause is in addition to, and
is not intended to otherwise affect, any
provision for an agreement between
Australia Post and an individual employee
contained in any other term of this
Agreement.
6 Index of facilitative provisions
6.1 Agreement to Vary Operation of Provisions
6.1.1 This Agreement contains facilitative
provisions which allow agreement to be
reached between Australia Post and
employees on how specific provisions are to
apply at the workplace or enterprise level.
The facilitative provisions are identified in
clauses 6.2.1 and 6.3.1.
6.1.2 The specific provisions establish both the
standard conditions and the framework
within which agreement can be reached as to
how the particular provision should be
applied in practice.
6.1.3 Facilitative provisions are not to be used as a
device to avoid obligations nor should they
result in unfairness to an employee, or
employees covered by this Agreement.
Employees are not to be coerced to reach
agreement on facilitative provisions.
6.1.4 Where relevant circumstances change, any
party involved can review the arrangements
established under these facilitative
provisions, and can, subject to an
appropriate period of notice, withdraw their
agreement.
6.2 Facilitation by Individual Agreement
6.2.1 The following facilitative provisions can be
utilised upon agreement between Australia
Post and an employee provided that the
agreement complies with clauses 6.2.2, 6.2.3
and 6.2.4.
6.2.3 The employee may be accompanied by a
person of their choice including a Union
representative in meeting and conferring
with Australia Post about the implementation
of the facilitative provisions.
6.2.4 At the request of an employee, a Union must
be given a reasonable opportunity to
participate in negotiations regarding the
proposed implementation of a facilitative
provision for one or more of its members.
Union involvement does not mean that the
consent of the Union is required prior to the
introduction of agreed facilitative
arrangements.
6.3 Facilitation by Majority Agreement
6.3.1 The following facilitative provisions can be
utilised upon agreement between Australia
Post and the majority of employees in the
workplace or part of it provided that the
agreement complies with clauses 6.2.2, 6.2.3
and 6.2.4. Unions with members employed in
the workplace or part of it, shall be informed
of the intention to use the facilitative
provisions.
7.1 General
7.1.1 Employees will be employed in one of the
following categories:
7.1.2 The engagement of an employee is subject
to the person satisfying the prescribed
medical assessments as to health and
physical fitness and meeting the prescribed
character checks.
7.1.3 An employee in category 7.1.1(a) and 7.1.1(b)
can be employed on a full-time or part-time
basis.
7.1.4 A part-time employee is an employee who
works less than full-time hours of 36.75
hours per week or an average of those hours.
7.1.5 At the time of engagement, Australia Post
will inform each employee in writing of the
terms of their engagement, including:
7.2 Permanent Employees
7.2.1 A person engaged as a permanent employee
will be on probation for a period of three
months. Prior to the expiry of the
probationary period, the employment will be
confirmed or terminated. This clause is not
intended to affect the minimum employment
period under section 383 of the FW Act.
7.2.2 An employee on probation must be given one
week's notice of termination or payment in
lieu thereof. The period of notice in this
clause does not apply in the case of
termination for serious and wilful
misconduct.
7.2.3 Australia Post's staffing resources at facility
level will continue to comprise of
predominantly permanent employees (full
and part-time), with a fair and reasonable
utilisation of overtime and extended hours
for business fluctuations above required
staff $establishment levels.
7.2.4 Australia Post recognises the value of its
permanent workforce and is committed to
providing full-time permanent employment
as the preferred option. Where the flow of
work provides that work can be effectively
and efficiently organised around full-time
options then full-time employment should
apply. Where there is an ongoing need that
cannot be filled in this way the preferred
option is permanent part-time work.
7.2.5 A full-time position would only be considered
for abolition and replacement with part-time
positions where:
7.2.6 Notwithstanding clause 7.2.5(b) above,
where clause 7.2.5(a) applies, an employee
may agree to convert to part-time.
7.2.7 Priority will be given to permanent part-time
employees when applying for permanent
full-time vacancies in accordance with
agreed guidelines.
7.3 Promotion/Temporary Performance Appeal Rights
7.3.1 Australia Post will continue for the duration
of the Agreement to provide employees with
appeal rights against provisional promotions
and against temporary transfers exceeding 3
months.
7.4 Maximising Full-time Work
7.4.1 Australia Post and the Union commit to
working together during the life of the
Agreement to develop a model of work that
will allow increased opportunity for a greater
proportion of Australia Post employees,
particularly those engaged in the Letters &
Mail Network, to be engaged as full-time
employees. The model will also explore
opportunities to review work arrangements
and increase flexibility by amalgamating
functions where possible, improve
productivity and create further full-time
opportunities for full-time work or for
additional income for our employees.
7.4.2 Australia Post and the Union commit to
commencing discussions immediately to
address the impact of this commitment. It is
envisaged that the discussions will
encompass:
7.4.3 The model developed and agreed to by
Australia Post and the Union for maximising
full-time work will be handed up to the FWC
for the purpose of placing it on the EA2024
file so that it can be referred to at any
relevant conciliation or arbitration by the
FWC.
7.5 Fixed Term Employees
7.5.1 An employee can only be recruited on a fixed
term basis when it is likely that the
employee's service will be required only for a
specific period for the purposes of (and also
in compliance with the FW Act):
7.5.2 A fixed term employee will not be held
against a permanent vacant position unless
the reason for employing the fixed term
employee against such a position meets the
requirements of clause 7.5.1.
7.5.3 The period of continuous employment as a
fixed term employee can be up to one year
but can be extended beyond one year in
particular circumstances for further periods:
7.5.4 Extensions of fixed term employment will, in
most circumstances, be limited to planning
for known impacts of major change projects
and employment breaks (as defined under
clause 27.2(a)(v)).
7.5.5 Where the services of a fixed term employee
are terminated before the expiry of the
period fixed by the terms of engagement, the
employee is entitled to notice in accordance
with section 117(3) of the FW Act.
7.5.6 Fixed term employees who have been
subject to the same selection processes that
apply to permanent employees, will, subject
to satisfactory service, be given priority if
any permanent base level vacancies are
filled by external recruitment during the
fixed term period (subject to clause 7.2.7).
7.6 Casual Employees
7.6.1 A casual employee is a person employed in
relieving work or work of a casual, irregular
or intermittent nature or of a short-term
duration and who is engaged and paid by the
hour but does not include an employee who
would properly be classified as permanent or
fixed term.
7.6.2 Each work period for a casual is a separate
and distinct period of service.
7.6.3 A casual employee may be engaged for a
period up to 12 weeks. Provided that at the
end of a 12-week period a casual employee
may be offered permanent employment or
fixed term employment. Where fixed term
employment is offered it must meet the
requirements of clause 7.5 of this
Agreement.
7.6.4 Notwithstanding clause 7.6.3, the terms of
engagement and the number of casual
employees employed under the Christmas
arrangements will be the subject of
consultation between Australia Post and the
Union. Casual employees must not be
engaged before Christmas in such a manner
as to pre-empt that consultation.
7.6.5 An employee will not be engaged as a casual
to avoid any obligations of this Agreement.
7.6.6 Casual employees may also be entitled to
convert to full-time or part-time (permanent)
employment in accordance with the FW Act.
7.7 Relief Staff
7.7.1 Australia Post is committed to providing
adequate relief staffing to cover business
requirements in a way which:
7.8 Agency Personnel
7.8.1 The Parties acknowledge that the use of
agency personnel can impact on the
employer-employee relationship.
Accordingly:
7.8.2 Australia Post will provide the Union with
information on how agency personnel have
been used and will also consult on the
operations of these arrangements.
Information will be provided nationally to the
Union on a quarterly basis. This clause does
not require Australia Post to provide
information about individual employees to
the Union.
7.9 Contractors
7.9.1 The Parties acknowledge that the use of
contractors can impact on the employeremployee
relationship. Australia Post agrees
that contractors will not be used as a means
of pursuing a reduction in wages and
conditions of Australia Post employees or
altering Australia Post's commitment to
providing opportunities for its employees.
7.9.2 Australia Post will consult with the Union
regarding any new proposal involving the
use of contractors allowing sufficient time
(minimum of two weeks' notice) for
consultation to occur at a local, state and
national level. Consultation will cover
matters such as:
7.9.3 Australia Post will provide relevant
information on use of contractors to the
Union (at the national level) on a bi-annual
basis in the manner it presently does.
8.1 Australia Post will provide relevant
statistical information on the use of
employment categories to the Union. The
information will be provided to the Union at
the national level on a quarterly basis and
will be information that relates only to
categories of employees that the Union has
coverage of under their rules.
8.2 In accordance with clause 8.1, Australia Post
will also provide statistical information to the
Union on the number and work locations of
any Flexibility Agreements (as defined in
clause 5) that are in place and the number of
fixed term arrangements in place.
9 Permanent/Fixed term employees conditions of service
9.1 Full-time Employment
Unless otherwise specified, the conditions of
service prescribed by this Agreement apply
to permanent and fixed term full-time
employees.
9.2 Part-time Employment
9.2.1 Except as otherwise provided, employment
conditions shall apply to part-time
employees in the same manner as full-time
employees on a pro-rata basis.
9.2.2 Part-time employees should be given the
same access to development opportunities
as other employees.
10 Casual employees conditions of service
10.1 A casual employee is to be paid the normal
hourly rate applicable to a permanent
employee of the same classification plus a
loading of 22.5%. The loading paid to casual
employees is in lieu of payment for public
holidays on which they do not work and all
paid leave entitlements (including annual
leave, personal leave and paid parental
leave).
10.2 A casual employee shall be paid overtime if
the daily hours exceed 7 hours 21 minutes.
The overtime is paid at the overtime penalty
rate applicable to full-time employees on
that day.
10.3 Casual employees are entitled to the same
ordinary duty penalties as apply to
permanent employees for duty on the
particular day. Such penalties are in addition
to the 22.5% loading on the normal hourly
rate.
10.4 As casual employees are engaged in
relieving work or work of a casual, irregular
or intermittent nature or of a short term
duration, the RRR Agreement in Attachment
J does not apply to casual employees.
10.5 Caring Responsibilities
10.5.1 Subject to the evidentiary and notice
requirements in clause 20.6, 20.7.2 and
20.7.3, casual employees are entitled to not
be available to attend work, or to leave work:
10.5.2 Australia Post and the employee shall agree
on the period for which the employee will be
entitled to not be available to attend work. In
the absence of agreement, the employee is
entitled to not be available to attend work for
up to 48 hours (i.e. two days) per occasion.
The casual employee is not entitled to any
payment for the period of non-attendance.
10.5.3 Australia Post must not fail to re-engage a
casual employee because the employee
accessed the entitlements provided for in
this clause. The rights of Australia Post to
engage or not to engage a casual employee
are otherwise not affected.
11 Salary rates and related matters
11.1 Work Level Standards
Employees are to be classified in accordance
with relevant Work Level or Classification
Standards where such standards exist.
Where such Work Level Standards do not
exist the Union and Australia Post agree to
develop such Standards during the life of the
Agreement.
11.2 Employee Duties
11.2.1 Australia Post may direct an employee to
carry out such duties as are within the limits
of the employee's skills, competence and
training, consistent with the relevant
classification structure and Work Level
Standards (where such standards exist).
11.2.2 Any such direction shall be consistent with
Australia Post's responsibility to provide a
safe and healthy work environment.
11.3 Training
11.3.1 Australia Post shall provide employees with
training relevant to the duties to be
performed.
11.3.2 Information outlining such training shall be
available at each workplace.
11.4 Selection
11.4.1 Employees
11.4.2 Information
11.5 Classifications
The classifications covered by this
Agreement are specified in Attachment A.
11.6 Junior Rates
11.6.1 Junior rates will not apply to employees in a
permanent position. That is, a permanent
employee under 21 years of age will be paid
at adult rates.
11.6.2 Subject to any conditions otherwise
prescribed, an employee under 21 years of
age and who is employed in the
classifications listed in Table 1 below will be
paid an annual salary, calculated to the
nearest dollar, by applying the appropriate
percentage for the age of the employee as
specified in Table 2 below, to the minimum
rate of an adult employee of the same
classification, provided that a permanent
employee under 21 years of age will be paid
at adult rates.
Table 1
Table 2
11.7 Apprentices
Subject to any conditions otherwise
prescribed, an apprentice under 21 years of
age will be paid an annual salary, calculated
to the nearest dollar, by applying the
percentage indicated in Table 3 below for
the age or year of service of the employee to
the minimum rate prescribed for a Postal
Technical Officer Level 2
Table 3
11.8 Salary Advancement Conditions
This sub-clause covers salary advancement
conditions in respect of the following
classifications: Postal Services Officer, Mail
Officer, Parcel Post Officer, Postal Delivery
Officer.
11.8.1 New employees
11.8.2 Permanent employees
11.8.3 Casual / Fixed term employees
11.8.4 Postal Delivery Officers
11.8.5 Juniors
11.9 Apprentices Salary Advancement
An apprentice will be advanced as a Postal
Technical Officer Level 2 on the satisfactory
completion of the apprenticeship and will be
paid at the first salary step of a Postal
Technical Officer Level 2.
11.10 Salary on Promotion
11.10.1 The salary to be paid to an employee on
promotion will normally be the minimum rate
for that position except that, in
circumstances involving overlapping salary
ranges, the new salary will normally be the
next highest salary point in the salary range
for the higher position.
11.10.2 Previous service at the level to which the
employee is being promoted (or higher
levels) shall be taken into account when
determining salary on promotion and
incremental dates in accordance with the
same principles that apply to the
assessment of higher duties allowance. An
employee promoted to a position which the
employee is occupying on a temporary basis
shall not suffer any reduction in
remuneration.
11.11 Postal Technical Officer Level 4 Salary Advancement Conditions
11.11.1 Advancement to the 4th, 5th, 6th and 7th
salary points of the Postal Technical Officer
4 (PTO4) classification will be conditional on
an employee obtaining a Certificate IV in
Electrotechnology (Systems Electrician) or
equivalent qualification as assessed by an
accredited provider engaged by Australia
Post for this purpose. Provided that a new
PTO4 employee who possesses this
qualification or equivalent qualification
recognised by Australia Post will commence
at the 4th salary point of the PTO4 salary
range. A current PTO4 employee who
obtains this qualification will advance to the
4th salary point from the date the employee
obtains the qualification.
11.11.2 An employee will require a Diploma of
Electrical Engineering or equivalent
qualification (as assessed by an accredited
provider engaged by Australia Post for this
purpose) in order to advance to the
maximum (8th salary point) of the PTO4
classification range. Provided that an
employee who possesses this qualification or
equivalent qualification will be eligible for
accelerated advancement to the maximum
of the PTO4 range on and from the date of
commencement of this Agreement or from
the date the employee obtains the relevant
qualification, whichever is the later.
12.1 Fortnightly Pay
Payment is to be made fortnightly, at the
fortnightly equivalent of the annual rates
prescribed.
12.2 Salary Payment Arrangements
All employees will have all salary payments
paid through direct credit arrangements to a
bank or financial institution.
12.3 Death of Employee
Where an employee dies, payment in lieu of
annual leave including annual leave loading
and outstanding salary may be made to the
dependants of the employee, or, if the
employee has no dependants, to the legal
personal representative of the employee.
Allowances in this clause which are subject
to the same percentage increases that apply
to salary rates in accordance with this
Agreement are specified at Attachment B
Adjustment of Allowances. Any reference to
"Sept 2024", "Sept 2025" or "Sept 2026"
means the first full pay period in September
of that year.
13.1 Dirty Cleaning Work Allowance
An employee required to perform cleaning
work which in the opinion of the person in
charge is of an unusually dirty or offensive
nature will be paid an allowance whilst so
employed at the relevant rate specified in
the Australia Post Human Resources Manual
Rates of Pay Booklet.
13.2 Divide Allowance
13.2.1 Eligible classifications
3.2.2 Relief Employee
13.2.3 Trainee
A Trainee Postal Delivery Officer who is
performing Postal Delivery Officer duties will
be paid the divide allowance prescribed in
13.2.1.
13.3 Excess Fares
An employee on temporary duty away from
the employee's head station shall be paid an
allowance equal to any excess costs incurred
in travelling between the employee's
residence and the temporary station.
13.4 First Aid Allowance
Employees appointed as first aid attendants
shall be paid an allowance at the relevant
rate specified for the qualification held as set
out in the Australia Post Human Resources
Manual Rates of Pay Booklet.
Table 1 First Aid Allowance
13.5 Gladstone Locality Allowance
An employee living and working in
Gladstone, Queensland, in addition to all
other remuneration except District
Allowance, will be paid an allowance per
annum as follows:
13.6 Headquarters Relocation Allowance
An employee whose headquarters is
transferred to a new location because of a
change in the organisation or operations of
Australia Post may be paid an allowance
equivalent to the amount of excess fares
paid or reasonable expenses incurred in
travelling to and from the new location for a
period of three months. The allowance is not
payable to an employee classified as
Administrative Officer Level 6 or Postal
Manager Grade 3.
13.7 Higher Duties Allowance
An employee who temporarily performs
duties at a higher level will be paid an
allowance as follows:
13.7.1 Payment Rate
13.7.2 Allowance Regarded as Salary for Other
Purposes
13.7.3 Minimum Period
13.7.4 Payment During Leave
13.7.5 In-Charge Allowance - Retail Employees
13.8 Industry Allowance
13.8.1 Eligibility
13.8.2 Minimum Payment
13.8.3 Table 1 Classifications Eligible for Industry Allowance
Apprentice
13.8.4 Definitions
13.9 Miscellaneous Allowance
13.9.1 District Allowance
An employee who lives and works within a
prescribed remote locality shall be paid a
District Allowance as advised by the relevant
Government Department that reflects the
conditions attached to the locality.
13.10 Overtime Meal Allowance
13.10.1 An employee shall be paid an overtime meal
allowance set out below when the employee
is required to work at least:
13.10.3 Where a three-course meal can be obtained
by the employee at an Australia Post
cafeteria, the overtime meal allowance
payable is the maximum amount which can
be charged for a three-course meal.
13.10.4 An employee shall not be paid a meal
allowance if it is not unreasonable that the
employee returns home for a meal during the
meal break.
13.10.5 Employees in a particular facility who have
elected and are receiving payment for
overtime meal allowance in cash at the date
this Agreement is made will be eligible to
continue to receive the allowance in cash
while they continue to be located at that
particular facility, or in the event that they
transfer to another facility that pays
overtime meal allowances in cash.
13.11 Postal Delivery Officer Functional Allowance
An employee employed as Postal Delivery
Officer, Senior Postal Delivery Officer Grade
2 (non-relief employee) or Senior Postal
Delivery Officer Grade 3 who is utilised to
deliver one or more rounds other than the
normal 3 rounds will be paid the functional
allowance specified in the Australia Post
Human Resources Manual Rates of Pay
Booklet.
13.12 Private Motor Vehicle Allowance
An employee who is authorised to use a
private motor vehicle for official purposes or
in circumstances in which Australia Post
would otherwise meet the cost of the journey
is entitled to be reimbursed reasonable
expenses incurred in using the vehicle on
that journey.
13.13 Qualifications Allowance
An employee on the minimum salary of an
Administrative Officer Level 1 with the
prescribed educational qualifications or
keyboard skills will be paid an allowance to
raise salary to the second salary point of the
Administrative Officer Level 1 salary range.
13.14 Shoe Allowance for Retail Employees
Retail employees who are eligible for and
wear the corporate retail uniform are entitled
to be reimbursed up to the amounts set out
below once per calendar year for the
purchase of footwear. This amount is in lieu
of the amount specified at Item C Schedule 3
of the Australia Post Principal Determination
that would otherwise apply to retail
employees.
13.15 Special Rates Technical Employees
13.15.1 Eligibility
13.15.2 Special Rates Not Cumulative
13.15.3 Penalty Payments and Special Rates
13.15.4 Special Rates during Holidays and Leave
13.16 Study Assistance
An employee who is approved by Australia
Post as a student to undertake a course of
study or a short course of instruction may be
granted reimbursement in full or in part of
fees incurred for the course.
13.17 Team Skills Loading
13.17.1 The team skills loading is payable at the rate
specified in the Australia Post Human
Resources Manual Rates of Pay Booklet to
eligible employees in mail/ parcel
processing facilities which have
implemented HPO Team based work
arrangements. The loading is payable to
eligible employees in team based
arrangements when:
13.17.2 Clause 35.3 outlines eligibility conditions for
retention of team skill loading on transfer.
13.18 Temporary Accommodation Allowance
An employee who has been transferred or
promoted from one locality to another and
who is unable to obtain suitable long- term
accommodation at the new locality will be
reimbursed for a reasonable period of time
additional reasonable living expenses
incurred in residing in temporary
accommodation at the new location.
13.19 Tools and Protective Clothing
Where Australia Post requires an employee
employed in a Technical Employee
Classification to provide and use tools for the
performance of duties and/or provide
protective clothing while engaged on any
duties where exposed to adverse weather
conditions, Australia Post must reimburse
the employee for the cost of purchasing such
tools or clothing. The provisions of this
clause will not apply where Australia Post
supplies such items without cost to the
employee.
13.20 Tonnage Allowance
An employee who is required to drive a
motor vehicle of one of the types described
in Table 2 below shall be paid, in addition to
salary, an allowance at the relevant rate
prescribed for the type of vehicle as
specified in the Australia Post Human
Resources Manual Rates of Pay Booklet for
each day or portion thereof while the vehicle
is driven on a public carriageway.
Table 2 Tonnage Allowance
Vehicle Type
13.21 Transfer Costs
13.21.1 Eligibility
13.21.2 Entitlement
13.22 Travelling Allowance
13.22.1 Overnight Absence
13.22.2 Part-day Absence
13.23 PDO Delivery Allowance
All Postal Delivery Officers performing
deliveries will receive an allowance equal to
15% of salary for that shift in accordance
with clause 18.2 of this Agreement. This
allowance is not payable where the Postal
Delivery Officer is in receipt of a shift
penalty under clause 18.1 of this Agreement.
14 Deductions from salaries of rent for residence
14.1 Supervision of Property
14.1.1 If an employee resides in a building which is
owned or leased by Australia Post, and the
employee has an incidental obligation of
supervision or control over personnel or
property, Australia Post has the right to
direct that rent be charged and deducted
from the employee's salary. The amount of
rent charged must be fair and reasonable,
not exceeding 10 per cent of the lowest total
Agreement rate for the employee's
classification.
15.1 Specific provisions - Operational Employees
15.1.1 Except as otherwise provided, the ordinary
hours of duty of employees will be 36.75 per
week over a cycle of shifts or an average of
those hours over a monthly cycle.
15.1.2 Except as otherwise provided in this clause,
the daily hours of ordinary duty will not
exceed 7 hours 21 minutes except where
work is performed with a reduced number of
attendances, in which case the daily hours of
ordinary duty will not exceed 8 hours 10
minutes.
15.1.3 Retail employees
15.1.4 Postal Delivery Officers
15.2 Specific provisions Administrative / Professional Employees
15.2.1 Non-Shiftworkers
15.2.2 Reduced Attendances
15.2.3 Flexible Hours
15.2.4 Shiftworkers
15.3 Specific provisions - Technical Employees
15.3.1 Non-shiftworkers
15.3.2 Reduced Attendances for non-shiftworkers
Where work is performed with a reduced
number of attendances, the hours of duty,
exclusive of meal breaks, will not exceed an
average of 36.75 per week made up of a
maximum of 8 hours 10 minutes per day
Monday to Friday within the limits of 7.00am
and 6.00pm.
15.3.3 Shiftworkers
15.3.4 Facilitative Arrangements
15.3.5 Meal Break
15.3.6 Unusual Conditions
15.3.7 Overtime
15.4 Hours of Duty Facilitative Provisions
15.4.1 Specific hours of duty provisions can be
varied by agreement with either the majority
of employees or on the basis of individual
agreement in the following manner:
15.5 Part-time Employees
15.5.1 Continuous Duty
15.5.2 Hours Specified
15.5.3 Hours Varied
15.5.4 Notice
15.5.5 Initiated by Employee
15.6 Review Process: Part-time Employees
Australia Post acknowledges that the
rostered hours of part-time staff should
match the underlying ordinary hours of the
position, i.e., the hours worked on a regular
predictable basis in a manner consistent with
the relevant hours of duty provisions in this
Agreement.
15.6.1 Australia Post will continue the following
arrangements:
15.6.2 Australia Post agrees to provide relevant
information and explain and support the
reasons why it reached the decision that it
did, at the time that the employee is
informed of the decision. Where an employee
disagrees with the outcome of the review the
employee may elect to take the matter
through the Dispute Resolution Procedure, in
lieu of the Grievance Process.
15.7 Part-time Employees Minimum Hours
15.7.1 The Parties support the principle that parttime
positions should not be less than three
hours per engagement. There will, however,
be circumstances where the application of
this principle may result in arrangements
which are not practicable and/or there is no
other available work. Where these
circumstances arises:
15.7.2 The Parties agree that the minimum hours
principle will be applied as follows:
15.8 Make Up Time
An employee may elect, with the consent of
Australia Post, to work make up time under
which the employee takes time off ordinary
hours, and works the time taken off at a later
time, during the spread of ordinary hours
applicable to the employee, at ordinary
rates.
15.9 Meal Break
15.9.1 An employee shall not be employed for more
than 5 hours continuously without being
granted a meal break of not less than 30
minutes nor more than 75 minutes, provided
that:
15.10 Tea Break
15.10.1 Australia Post commits to maintaining tea
break arrangements that apply at individual
workplaces in accordance with custom and
practice. Australia Post, however, may vary
the time at which a tea break is taken at a
workplace where such a variation is
operationally required. Australia Post may
also vary the length of a tea break at a
workplace where the length of the break at
that workplace is inconsistent with tea break
arrangements applicable at other
workplaces within the same operational
stream in Australia Post and where current
arrangements are not based on operational
considerations limited to that particular
facility. Provided that ongoing changes to
the length of tea breaks would be regarded
as significant change for the purposes of
clause 31 - Employee Consultation, and
would involve a process to determine the
view of staff.
16.1 General Conditions
16.1.1 Reasonable Overtime
16.1.2 Salary
16.1.3 Hourly Overtime Rate
16.1.4 Part-Time Employees
16.1.5 Sunday Duty Day Off In Lieu
16.1.6 Employees Ineligible for Overtime
16.2 Overtime Time Off Instead of Payment
16.2.1 Time Off Instead of Overtime Payment
By mutual agreement between Australia
Post and an individual employee, time off
during ordinary working hours is allowed
instead of payment for overtime under this
Agreement. Such agreement is to be made in
writing.
16.2.2 Amount of Time Off
16.2.4 Eligibility
16.3 Minimum Overtime Payment
16.3.1 Four Hour Minimum
16.3.2 Meal Breaks Disregarded
16.3.3 Duty after Midnight
16.3.4 Restriction
16.3.5 Overtime to Restore Essential Services
16.4 Rest Relief after Overtime
16.4.1 10 Hour Break
16.4.2 Eligibility
16.5 Emergency Duty
16.5.1 Eligibility
16.5.2 Travel Time Included
16.5.3 Minimum Payment
16.5.4 Rest Relief
16.6 Restriction Duty
16.6.1 Restriction Direction
16.6.2 Eligibility for Payment
16.6.3 Rate of Payment
16.6.4 Salary
16.6.5 Calculation
The hourly rate of payment will be
calculated as follows:
16.6.7 No Concurrent Payment
16.6.8 Excess Travelling Time
17.1 Excess Travel
An employee who is travelling or on duty
away from the employee's head station will
be paid for the time necessarily spent in
travel or on duty (exclusive of overtime duty)
in excess of:
17.2 Minimum Time
Payment will not be made unless the excess
time is more than:
17.3 Maximum Time
Payment will not be made for more than 5
hours in any one day.
17.4 Rate
The rate of payment is:
17.5 Head station
The term head station for the purpose of
this clause means:
17.6 Travelling Time
Travelling time includes:
17.7 Employee Required to Work within a District
An employee may be required to work at any
place within a district and may be required to
proceed direct to that place of work without
proceeding to the head station. If the time
necessarily spent by an employee in
proceeding direct to and returning from such
a place of work establishes a claim for
payment for excess travelling time, it shall
be dealt with under the general provisions of
this clause.
17.8 Eligibility
An employee being paid at a level of
Administrative Officer 6 or Postal Manager
Grade 3 is not entitled to payment for excess
travelling time.
17.9 Meaning of a Day
A day means from midnight to midnight.
17.10 Excess Fares
If an employee incurs excess fares in
travelling to and/or from a temporary
station, refer to clause 13.3.
18.1 Shift Penalties
18.1.1 Ordinary Duty Between 6.00pm and 6.30am
An employee who is rostered to perform and
performs ordinary duty on a shift, any part of
which falls between the hours of 6.00pm and
6.30am, will be paid an additional 15% of
salary for that shift.
18.1.2 Ordinary Duty Wholly Between 6.00pm and 8.00am
18.1.3 Part-time Employees
18.1.4 Saturday Ordinary Duty
18.1.5 Sunday Ordinary Duty
18.1.6 Public Holiday Duty
18.2 Payments Stand Alone
The additional payments prescribed by this
clause will not be taken into account in the
computation of overtime or in the
determination of any allowance based upon
salary, nor will they be paid with respect to
any shift for which any other form of penalty
payment is made under this Agreement.
18.3 Payment During Training Courses
Shift penalties prescribed by clause 18.1 will
be paid during attendance at a management
initiated training course or other approved
training in relation to Occupational Health
and Safety for any shifts which an employee
would have performed but for attendance at
the course.
18.4 Payment During Annual Leave
Shift penalty payments will be made in
respect of any duty (other than on Public
Holidays) which an employee would have
performed had the employee not been on
approved annual leave, subject to the
conditions specified in clause 19.8 - Annual
Leave Loading.
18.5 Exchange of Shifts / Substitute Employee
18.5.1 Exchange of Shifts
18.5.2 Substitute Employee
18.5.3 Shift Trafficking
18.6 Stretch Of Shift
18.6.1 Employees whose ordinary hours of duty,
broken or unbroken, exceeds 10 hours in the
case of Mail Officers, or 12 hours in the case
of other employees, shall be paid at ordinary
rates of pay, in addition to salary (but not in
addition to overtime), for all time actually
worked beyond the said period of 10 or 12
hours as the case may be.
18.6.2 Provided that in cases where Postal Delivery
Officers begin work before 6.00am and their
stretch of shift exceeds 11 hours, the
additional payment shall be made in respect
of all time actually worked in excess of the
said 11 hours.
18.7 Interval Between Shifts
18.7.1 Shifts shall be arranged so that an employee
has a minimum break of 10 hours
continuously off duty between shifts.
18.7.2 Provided that this clause will not operate in
cases of emergency certified by the officerin-
charge and notified to the employees
concerned by posting up the same in some
convenient place, nor in cases of regular
changeover of shifts.
18.8 Duty On A Public Holiday
18.8.1 Minimum Payment
18.8.2 Day Off Instead of Holiday
18.8.3 Christmas and Substitute Holiday
18.9 Consultation where changes impact shift penalties generally
18.9.1 Australia Post recognises that shift penalties
are an important component of existing
employees' take home pay. While it is
understood that through the life of this
agreement Australia Post will need to make
workplace changes to help strengthen its
operations in the face of significant
commercial challenges, Australia Post will
through its best endeavours aim to ensure
that it maintains shift penalty rates for those
employees who currently receive shift
penalty rates, except in circumstances
where an employee elects to transfer to a
position which did not attract penalty rates
at the time of the position becoming vacant.
Where any workplace changes are proposed,
that may have an impact on shift penalty
rates, it is agreed that consultation will occur
in a timely manner between relevant senior
management and the Union (this also
includes transfer requests by employees on
compassionate grounds).
19 Annual leave & Long Service Leave
19.1 Entitlement
19.1.1 For each year of service with his or her
employer, an employee is entitled to:
19.1.2 An employee's entitlement to paid annual
leave accrues progressively during a year of
service according to the employee's ordinary
hours of work, and accumulates from year to
year.
19.1.3 'Service' has the same meaning as is
contained in the FW Act, save that a period
of approved leave without pay of up to and
no more than 22 working days (continuous or
aggregated) will count as service.
19.2 Seven day shift workers
19.2.1 In addition to the annual leave entitlement in
clause 19.1, under the NES an employee who
is a seven day shift worker is entitled to an
additional week of annual leave per year.
19.2.2 The additional leave for seven day shift
workers will accrue at a rate of 1/10 of a
week for each Sunday a seven day shift
worker is rostered to work.
19.2.3 Rostered Sunday overtime shifts do not
count for the purposes of clause 19.2.2 where
such shifts are less than 3 hours duration.
Where a rostered overtime shift commences
on a Saturday and extends into Sunday or
commences on a Sunday and extends into
Monday it is deemed to be a Sunday
overtime shift for the purposes of this clause.
19.2.4 Where a seven day shift worker is rostered to
work on less than 10 Sundays per year, the
shift worker is not entitled to the additional
week of leave but shall be granted a pro-rata
entitlement at the rate of 1/10 of a working
week in respect of each Sunday worked.
19.2.5 A part-time employee who satisfies the
definition of seven day shift worker is not
eligible for the additional annual leave unless
the employee is usually rostered to work for
at least 5 shifts each week or at least the
number of shifts a week on average of an
equivalent full-time employee.
19.3 Taking paid annual leave
19.3.1 Where a period of absence is granted for
annual leave, the annual leave credit of the
employee is reduced by the period of the
leave.
19.3.2 If a period during which an employee takes
paid annual leave includes a day or part-day
that is a public holiday in the place where the
employee is based for work purposes, the
employee is taken not to be on paid annual
leave on that public holiday.
19.3.3 The granting of annual leave is subject to the
following conditions:
19.3.4 Ordinarily leave is to be taken in the year in
which it accrues.
19.3.5 An employee is not allowed to take leave in
excess of available credits, except with the
approval of Australia Post.
19.3.6 If, at any time, the leave credit of an
employee exceeds eight weeks, Australia
Post may direct the employee to take an
amount of annual leave that will reduce the
annual leave credit to eight weeks.
19.4 Advance Payment
An employee proceeding on annual leave
who has requested payment at least three
weeks prior to the commencement of leave
is entitled to receive payment in advance.
19.5 Cashing Out Annual Leave
19.5.1 Australia Post may agree to cash out part of
an employee's accrued annual leave
provided that in each case:
19.6 Termination Payment
In addition to any other amounts payable
under this Agreement, Australia Post must
pay to an employee whose employment
ceases, an amount equal to the salary that
would have been payable had the employee
commenced annual leave for a period
equivalent to credits at the time of cessation,
including annual leave loading.
19.7 Recovery of Payments
Nothing in this clause affects Australia
Post's rights to recover salary in respect of a
period of leave granted in excess of an
employee's credit.
19.8 Annual Leave Loading
19.8.1 Amount
19.8.2 Timing of Payment
19.9 Long Service Leave
The Long Service Leave (Commonwealth
Employees) Act 1976 applies to Australia
Post employees.
20.1 The provisions of this clause apply to
permanent and fixed term full-time and parttime
employees (on a pro-rata basis) but do
not apply to casual employees. The
entitlements of casual employees are set out
in clause 10.
20.2 Definitions
The term immediate family has the same
meaning as is contained in the FW Act.
20.3 Amount of Paid Personal Leave
20.3.1 Paid personal leave is available to an
employee, other than a casual employee,
when the employee is absent:
20.3.2 The amount of personal leave to which a fulltime
employee is entitled depends on how
long the employee has worked for Australia
Post and accrues (according to the
employee's ordinary hours of work) as
follows:
20.4.1 In any year, unused personal leave accrues
at the rate of the lesser of:
20.4.2 Maximum Accrual
(a) Personal leave can therefore only
accrue at a maximum rate of 15 days
per year, such leave is cumulative.
20.5 Personal Leave to Care for an Immediate Family or Household Member (Carer's Leave)
The entitlement in clause 20.3.1(b) is subject
to the employee being responsible for the
care or support of the person concerned. In
normal circumstances, an employee is not
entitled to take carer's leave under this
clause if another person has taken leave to
care for the same person.
20.6 Employee Must Give Notice
The manager or another appropriate
employee must be informed, prior to the
commencement of duty, if practicable, of the
employee's inability to attend for duty. In the
case of carer's leave the employee shall,
wherever practicable, give Australia Post
notice of the leave prior to the absence, the
name of the person requiring care and their
relationship to the employee, the reasons for
taking such leave and the estimated length
of absence. If it is not practicable for the
employee to give prior notice of absence, the
employee shall notify the employer by
telephone of such absence at the first
opportunity on the day of absence.
20.7 Evidence Supporting Claim
20.7.1 An application for sick leave must be
supported by the certificate of a duly
qualified medical practitioner or other
evidence approved by Australia Post.
20.7.2 In relation to the provision of evidence for
carer's leave:
20.7.3 When taking leave to care for members of
their immediate family or household who
require care due to an unexpected
emergency, the employee must, if required
by Australia Post, establish by production of
documentation acceptable to Australia Post
or a statutory declaration of the nature of the
emergency and that such emergency
resulted in the person concerned requiring
care or support from the employee.
20.8 Unpaid Personal Leave
Where an employee has exhausted all paid
personal leave entitlements, they are
entitled to take unpaid personal leave to care
for or support members of their immediate
family or household who are sick and require
care or support or who require care due to an
unexpected emergency. Australia Post and
the employee shall agree on the period. In
the absence of agreement, the employee is
entitled to take up to two days per occasion,
provided the requirements of 20.6, 20.7.2
and 20.7.3 are met.
20.9 Sick Leave Without Certificate
20.9.1 Despite 20.7.1 and subject to the availability
of credits, Australia Post may grant sick
leave without production of a medical
certificate for up to 36.75 hours in any sick
leave year, subject to any such leave not
exceeding 3 continuous days.
20.9.2 Except as provided in clause 20.9.1, where
sick leave is granted without production of
medical evidence, such leave is without pay.
20.10 Sick Leave Debits
Sick leave taken by an employee is debited
against available sick leave credits, except
where sick leave taken on a Public Holiday,
which but for the sick leave would have been
observed, is not debited.
20.11 Illness During Annual Leave
If an employee produces satisfactory
medical evidence of illness during annual
leave, the absence will be recorded as sick
leave and annual leave recredited
accordingly, provided:
20.12 Failure to Produce Satisfactory Evidence
Despite anything else contained in this
clause, where an employee has failed to
produce satisfactory evidence to support an
application for sick leave, Australia Post may
direct that employee, in writing, that all
future applications for sick leave for such
period as is specified in the direction must be
supported by evidence in accordance with
clause 20.7.1.
20.13 Employee to Provide Medical Report
20.13.1 Australia Post may require an employee to
furnish a medical report or undergo an
examination by a medical practitioner
nominated by Australia Post where the
employee:
20.13.2 An employee who is required to furnish a
medical report or undergo a medical
examination under clause 20.13 must do so
as soon as practicable.
20.13.3 Australia Post will follow the WorkReady
Process (Attachment K), as agreed from time
to time between Australia Post and the
Union, in requiring an employee to furnish a
medical report in relation to a possible work
related injury.
20.14 National Attendance Guidelines Procedures
Australia Post agrees that under the National
Attendance Guidelines (or any replacement
Guidelines) it will not:
20.15 Sick Leave Without Pay
An employee who has exhausted all leave
allowable with pay may be granted leave
without pay, provided that:
20.16 Invalidity Retirement Date
The retirement of an employee on the
ground of invalidity or on the ground of
inability or incapacity for medical reasons
shall not, except with the consent of the
employee, be effected earlier than the date
on which the employee's sick leave credit is
exhausted. However, this is subject to a
further credit of sick leave not accruing
subsequent to the date of the decision to
retire the employee.
20.17 Reappointment after retirement
An employee who has been retired on the
grounds of invalidity or inability or incapacity
for medical reasons, if subsequently
reappointed, is to be re-credited with the
sick leave credits held immediately prior to
retirement.
(a) Australia Post;
(b) all employees of Australia Post
employed in classifications set out in
Attachment A; and
(c) Unions as defined in clause 44.13.
(a) any different treatment (or treatment
having different effects) which is
specifically exempted under the
Commonwealth anti-discrimination
legislation;
(b) an employee, employer or registered
organisation, pursuing matters of
discrimination in any federal
jurisdiction, including by application to
the Australian Human Rights
Commission; or
(c) conduct that would be covered by the
exemptions in section 351(2) of the FW
Act.
(a) arrangements for when work is
performed;
(b) overtime rates;
(c) penalty rates;
(d) allowances; and
(e) leave loading.
(a) be confined to a variation in the
application of one or more of the terms
listed in clause 5.1;
(b) result in the employee being better off
overall than the employee would have
been if no individual Flexibility
Agreement had been agreed to;
(c) be about matters that would be
permitted matters if the Flexibility
Agreement were an enterprise
agreement; and
(d) not include a term that would be an
unlawful term if the Flexibility
Agreement were an enterprise
agreement.
(a) be in writing, name the parties to the
agreement and be signed by Australia
Post and the individual employee and,
if the employee is under 18 years of
age, the employee's parent or
guardian;
(b) state each term of this Agreement that
Australia Post and the individual
employee have agreed to vary;
(c) detail how the application of each term
has been varied by agreement between
Australia Post and the individual
employee;
(d) detail how the Flexibility Agreement
results in the individual employee
being better off overall in relation to
the individual employee's terms and
conditions of employment; and
(e) state the date the agreement
commences to operate.
(a) by Australia Post or the individual
employee giving four weeks' notice of
termination, in writing, to the other
party and the agreement ceasing to
operate at the end of the notice period;
or
(b) at any time, by written agreement
between Australia Post and the
individual employee.
Subject Matter Clause Number
Hours of Duty 15.4
Notice of Reduction in Hours Part-time Employees 15.5.3
Hours of Duty Make Up Time 15.8
Hours of Duty Meal Break 15.9
Overtime Time Off instead of Payment 16.2.1
Substitution of Public Holidays by Agreement 28.4
6.2.2 The agreement reached must be recorded in
the time and wages records kept by Australia
Post in accordance with Part 36 of the FW
Regulations.
Subject Matter Clause Number
Hours of Duty Meal Break Technical Employees 15.3.5
Hours of Duty 15.4
Hours of Duty Meal Break 15.9
(a) permanent employee;
(b) fixed term employee; or
(c) casual employee.
(a) type of employment;
(b) whether a probationary period applies
and, if so, the expected duration of the
period and the maximum duration of
the period;
(c) if the person is engaged as a fixed term
employee, the project or task in
relation to which the person has been
engaged and/or the duration of the
engagement; and
(d) list of the main instruments governing
the terms and conditions of
employment.
(a) there is a genuine need subject to
clause 7.2.4 above; and
(b) where the position is vacant, unless the
position is being abolished consistent
with the RRR Agreement on the basis
that it is no longer required.
(a) development of appropriate work level
standards for the Postal Worker
classification;
(b) Job Design issues that apply to all
classifications;
(c) considering ways to maximise the
number of small packets and small
parcels delivered by Australia Post
employees;
(d) consideration of annualised hours, or
other flexible distribution of hours as
agreed, and salaries;
(e) ensuring the Community Service
Obligations are achieved in the most
efficient way possible; and
(f) consideration of the application of
penalty rates.
(a) recruitment for a specific project or
task to provide special skills which are
not encompassed by current
operational roles;
(b) filling temporary resource needs
resulting from specific employee
circumstances;
(c) facilitating workforce adjustment/
transition strategies for
implementation of change or
acceptance of new business
opportunities. These will be the subject
of consultation in accordance with
clause 31 and that consultation will
include any expected need to use fixed
term employees; and
(d) other circumstances agreed between
Australia Post and the relevant Union
or determined by the FWC.
(a) all extensions are subject to approval
through the relevant Business Unit or
Head of Human Resources and in
consultation with the Union;
(b) extensions greater than a further one
year (a period of continuous
employment greater than two years)
must be by agreement with the Union.
(a) ensures that unreasonable workload
demands are not placed on other staff;
(b) ensures that there is fair and
reasonable access by staff to their
leave entitlements; and
(c) utilises, wherever practical, quality
skilled relief staffing, including
consideration being given to
permanent relief staff where possible.
(a) Australia Post will ensure that the
overall pay and conditions of
remuneration paid to agency personnel
will not be less than the overall pay and
conditions of remuneration provided to
comparable Australia Post employees
by the Agreement and the Australia
Post Enterprise Award 2015. Australia
Post will ensure that agency personnel
will observe the same on the job
working arrangements as apply to the
comparable Australia Post employees
under the Agreement; and
(b) where agency personnel are engaged
they will be utilised to cover casual and
fixed term needs within the same
parameters as defined in clauses 7.5
and 7.6, provided that fixed term
agency personnel can only be
employed in non-operational roles.
(a) the type of work proposed to be given
to the contractor(s);
(b) the likely duration of the contracting
arrangement; and
(c) the likely impact on employees
covered by this Agreement.
(a) if they need to care or support
members of their immediate family (as
defined in clause 20.2) or household
who are sick and require care or
support, or who require care or support
due to an unexpected emergency, or
the birth of a child; or
(b) upon the death of a member of their
immediate family (as defined in clause
21.4) or household.
The selection of employees for positions
shall be in accordance with existing
procedures determined by Australia Post.
Australia Post will consult with the Union in
relation to any changes to existing
procedures.
Australia Post shall have available at each
workplace, information relating to selection
procedures relevant to classifications
employed at that workplace.
Administrative Officer Level 1
Drafting Assistant Grade 1
Graphic Design Assistant Grade 1
Mail Officer
Mail Room Officer
Parcel Post Officer
Postal Delivery Officer
Postal Technical Officer Level 1
Sprintpak Operator Level 1
Trainee Mail Officer
Trainee Parcel Post Officer
Trainee Postal Delivery Officer
Trainee Postal Services Officer
Age of Employee % of Minimum Adult Salary
Under 17 years 50
At 17 years 60
At 18 years 70
At 19 years 81
At 20 years 91
Age or length of service as an Apprentice % of minimum salary of Postal
Technical Officer Level 2
Under 18 or 1st year of service 48
At 18 or 2nd year of service 55
At 19 or 3rd year of service 75
At 20 or 4th year of service 88
New employees will commence on the
Trainee level provided that a trained
employee who resumes employment with
Australia Post can be engaged at the base
level if competency for this level is
demonstrated.
Trainees will be advanced to the relevant
base level salary after three months
employment.
A casual or fixed term employee will
commence at the Trainee level and be
advanced to the base level after three
months aggregate employment in any
twelve-month period.
Postal Delivery Officers in Delivery Centres/
Facilities will on advancement from the
Trainee Postal Delivery Officer level move
straight to the third salary point in the Postal
Delivery Officer salary range and thereafter
be subject to normal incremental
advancement. The accelerated increment
advancement in this clause will not apply to
Postal Delivery Officers who are solely
engaged as private box sorters.
Trainee and base classifications Mail
Officer, Parcel Post Officer and Postal
Delivery Officer, and Trainee Postal Services
Officer.
A junior employee will receive the
appropriate Junior Trainee or base level
salary according to the standard junior
percentages prescribed in clause 11.6 until
the employee completes twelve months
service or reaches 18.5 years of age
whichever is the later.
An employee employed in a classification of
Postal Delivery Officer, Senior Postal
Delivery Officer Grade 1, Senior Postal
Delivery Officer Grade 2, Senior Postal
Delivery Officer Grade 3 or Postal Delivery
Co-ordinator Grade 1 who is utilised to
deliver, in addition to one of the normal three
rounds, a portion (being not less than 100
delivery points) of a round other than one of
the normal three rounds, will be paid the
divide allowance at the relevant rate
specified in the Australia Post Human
Resources Manual Rates of Pay Booklet.
A relief employee who is utilised to deliver a
portion (being not less than 100 delivery
points) of a round in addition to the round
being delivered that day, will be paid the
divide allowance prescribed in 13.2.1.
Standard Qualification Held
Certificate Standard A St John Ambulance Australia Senior First Aid
Certificate Level 2 First Aid Certificate; or
an equivalent qualification.
Certificate Reexamination
Standard B St John Ambulance Australia Advanced First
Aid Certificate/ Level 3
First Aid Certificate; or
Australian Red CrossOccupational First Aid
Course Certificate; or
an equivalent qualification.
Medallion Standard C St John Ambulance Occupational First Aid /
Level 4 First Aid Certificate; or
an equivalent qualification.
Sept Sept Sept
2024 2025 2026
With dependants $928 $966 $1005
Without dependants $482 $502 $523
(a) if all of the duties of the higher level are
performed, an amount to raise salary to
the rate that would have been received
had the employee been promoted to
the level;
(b) if only part of the duties of the higher
level are performed, an amount
commensurate with the proportion of
higher duties performed.
An allowance granted under this clause shall
be regarded as salary for the purposes of
calculating penalty payments and excess
travelling time.
An employee will not be paid a higher duties
allowance for higher duties performed unless
the period is more than one day nor do
shorter periods count as service at the higher
classification.
An employee in receipt of higher duties
allowance who proceeds on paid leave shall
continue to be paid the allowance during the
leave if the allowance would have been paid
but for the granting of leave.
An employee employed as a Postal Services
Officer or Senior Postal Services Officer
Grade 1 who performs the in-charge
supervisory role during extended trading
hours at a retail facility will be paid an
allowance to raise salary to the salary shown
for this allowance in the Australia Post
Human Resources Manual Rates of Pay
Booklet.
In addition to the agreed salary rate for the
relevant classification, an employee,
including an apprentice, performing the work
of any of the classifications listed below in
Table 1 and who is engaged on Construction
Work (as defined), will be paid an Industry
Allowance at the relevant rate shown in the
Australia Post Human Resources Manual
Rates of Pay Booklet to compensate for the
following disabilities of the industry; namely,
being subject to:
(a) climatic conditions when working in the
open on all types of work or on a multistorey
building prior to it being
enclosed;
(b) the physical disadvantage of having to
climb stairs or ladders, particularly on
multi-storey buildings prior to an
elevator being available;
(c) dust blowing in the wind on building
sites;
(d) sloppy and muddy conditions
associated with the initial stages of the
erection of a building;
(e) dirty conditions caused by the use of
form oil or from green timber;
(f) drippings from newly poured concrete;
(g) the disability of working on all types of
scaffolds other than a lightweight
swinging scaffold; and
(h) the lack of the usual amenities
associated with factory work (e.g. meal
rooms, change rooms, lockers etc).
An employee who is employed on
Maintenance Work or Shop Work (as defined)
and who is required to perform Construction
Work (as defined) for more than 2 hours will,
subject to the requirements of clause 13.8.1,
be paid the Industry Allowance prescribed in
clause 13.8.1 for the whole day.
Postal Technical Officer Level 1
Postal Technical Officer Level 2
Postal Technical Officer Level 3
Postal Technical Officer Level 4
Postal Technical Officer Level 5
Postal Technical Officer Level 6
Postal Technical Officer Level 7
Construction Work means all work,
wherever performed, other than that defined
as Maintenance Work or Shop Work.
Maintenance Work means small carpentry,
painting, sign writing, electrical, plumbing
and small repair and renovation work in
those respective trades.
Shop Work means any work performed in a
workshop not located on an "on site"
building project.
(a) 1 hour of overtime continuous with
ordinary duty. In determining whether
or not an overtime attendance is
continuous with ordinary duty, unpaid
meal breaks are to be disregarded;
(b) 5 hours overtime on a day the
employee is not rostered for ordinary
duty;
(c) an additional 5 hours overtime on a day
on which eligibility for payment of a
first meal allowance has already been
established under 13.10.1(a) or 13.10.1(b).
Sept 2024 Sept 2025 Sept 2026
$18.95 $19.71 $20.50
13.10.2 For a part-time employee, only duty which
attracts an overtime penalty rate counts as
overtime under clause 13.10.1 for the purpose
of an overtime meal allowance.
Sept 2024 Sept 2025 Sept 2026
$147 $153 $160
The special rates (Special Rates) set out in
this clause will apply to Technical
employees covered by this Agreement, other
than a Postal Technical Officer Level 8 or
Postal Technical Officer Level 9, for the
disabilities prescribed below:
(a) Disability Allowance 1
An allowance is to be paid at the rate
specified in the Australia Post Human
Resources Manual Rates of Pay
Booklet where an employee is required
to work:
(i) in conditions which are offensive or
otherwise distressing, including
being unusually dirty, wet or
obnoxious to an extent greater
than that which would normally be
encountered;
(ii) for more than one hour in
situations of extreme heat (>46
Celsius) or extreme cold (<0
Celsius) where the temperature
has been raised or lowered
artificially; or
(iii) on all spray painting carried out in
other than a properly constructed
booth.
(b) Disability Allowance 2
An allowance is to be paid at the rate
specified in the Australia Post Human
Resources Manual Rates of Pay
Booklet where an employee is required
to work:
(i) with materials regarded as
offensive (i.e. asbestos, hot
bitumen/asphalt, and insulation
materials such as insulwool,
pumice, etc); or
(ii) in confined spaces (i.e. a
compartment or space which
necessitates an employee working
in a stooped or otherwise cramped
position or without proper
ventilation).
Where more than one of the disabilities
entitling an employee to extra rates exists on
the same job, only one of the special rates is
to be paid, namely, the highest for the
disabilities so prevailing, with the exception
of cold places, confined spaces, dirty work,
height work, hot places or wet places, the
rates for which are cumulative.
The allowances prescribed by this clause are
to be paid irrespective of the times at which
the work is performed and are not subject to
any premium or penalty additions.
Special Rates are not payable during
holidays, annual leave, personal leave or
other approved leave.
(a) they have successfully completed the
relevant training; and
(b) their team is undertaking the expanded
roles and accountabilities.
Light Rigid Vehicle (Trucks from 4.5 to 13.9 tonnes Gross Vehicle Mass)
Heavy Rigid Vehicle (Trucks exceeding 13.9 tonnes Gross Vehicle Mass)
Articulated Vehicle (Linehaul, wharf work and heavy rigid/dog trailer combinations)
Road Train (B Double combinations)
This clause applies to an employee who is
transferred from one locality to another:
(a) in the interest of Australia Post; or
(b) in the ordinary course of promotion; or
(c) on account of illness of such a nature
as to justify the transfer; or
(d) after a residence of three or more years
in a prescribed isolated locality or a
locality where climatic conditions are
severe; or
(e) to fill a vacancy in a prescribed isolated
locality or a locality where climatic
conditions are severe; and
(f) the transfer necessitates a change in
residence.
An employee to whom this clause applies is
entitled to have paid by Australia Post:
(a) the reasonable cost of conveyance of
the employee and the employee's
dependants;
(b) the cost reasonably incurred by the
employee in removing furniture and
household effects and those of the
employee's dependants, from the
locality at which the employee resided
immediately before the transfer to the
new locality; and
(c) reimbursement of prescribed
reasonable legal and other costs
associated with the sale of the
employee's principal private residence
at the former location and the purchase
of a residence at the new location.
An employee who is required to be away
overnight is entitled to be paid an allowance
for reasonable expenses for accommodation,
meals and incidental costs whilst:
(a) travelling on duty;
(b) travelling to a new location to take up
duty on promotion or transfer in
Australia Post's interests; and
(c) carrying out duties at another place by
direction of an authorised
manager/supervisor.
An employee who is required to be on duty
away from the employee's headquarters or
temporary headquarters for more than 10
hours but the absence does not extend
overnight is eligible to be paid an allowance
for additional reasonable expenses incurred
other than for travel. Payment of the
allowance is subject to the following
conditions:
(a) no other cost re-imbursement
allowance is payable in respect of the
absence (for example Overtime Meal
Allowance); and
(b) the allowance is not payable whilst an
employee whose normal duties require
the employee to be absent from the
head station or temporary head station
is performing normal duties.
The ordinary hours of duty of retail
employees will be 36.75 per week Monday to
Friday, provided that:
(a) Australia Post will be permitted to
roster employees for weekend duty and
other than within the limits of 8.00 a.m.
and 6.00 p.m;
(b) no employee will be rostered for
ordinary duty on more than five days in
any seven day period;
(c) an employee rostered for ordinary duty
between 6.30 a.m. and 8.00 a.m.
Monday to Friday will receive a penalty
of 50% of their ordinary rate for the
time worked between those hours;
(d) an employee may, with Australia Post's
agreement, work a reduced number of
attendances over a cycle of weeks,
provided that the hours of duty over
those weeks will average 36.75 hours
per week.
(a) Subject to clauses 15.1.4(b) and
15.1.4(c), the ordinary hours of duty of
Postal Delivery employees will be
36.75 per week to be worked eight
hours on Monday, seven hours on
Tuesday, Wednesday and Thursday
and 7.75 hours on Friday.
(b) Where operational requirements
necessitate the working of an eight
hour or 7.75 hour day regularly on any
day other than Monday or Friday
respectively, that day may be
substituted for the Monday or Friday
specified in clause 15.1.4(a).
(c) Where an employee was employed as a
Postal Sorting Officer immediately
prior to the incorporation of this
classification in the Postal Delivery
Officer classification, and the daily
hours of ordinary duty were 7 hours and
21 minutes, such ordinary hours of duty
will be retained.
The ordinary hours of duty of employees,
other than shiftworkers, shall be 36.75 hours
per week to be worked Monday to Friday
within the limits of 8.00am and 6.00pm.
Where Australia Post agrees that an
employee may work a reduced number of
attendances over a cycle of weeks, the hours
of duty over those weeks shall average 36.75
hours per week.
The Flexible Working Hours Scheme (the
Scheme) shall be made available to
employees where work routines are not
entirely dependent on customer/workflows
or operational requirements.
(a) The operation of the Scheme shall take
account of the operation and business
needs of Australia Post and its
employees. These needs will still allow
employees to have significant control
over their starting and finishing times.
(b) The Scheme will operate consistent
with the provisions of this clause,
containing arrangements for the
standard day, span of hours in
accordance with clause 15.2.1 above
and clause 15.4, and including matters
dealing with core times, settlement
period, flex periods, flex credits and
debits, and core time leave.
(c) The times of commencement and
cessation of duty, including meal
breaks, will be subject to agreement
between the manager and the
employee. An employee's attendance
outside the hours of a standard day but
within the span of hours will be subject
to the availability of work and the
approval of the employee's manager.
(d) Definitions:
Standard day for the purpose of
flextime, is 7 hours and 21 minutes per
day;
Core time means the periods during
the day when an employee will perform
ordinary duty unless absent on
approved leave or core time leave;
Settlement period means the ordinary
working days over which calculations
are made to determine flex credit or
flex debit carry over;
Flex period means the periods during
the day when an employee's hours of
duty and times of attendance may be
varied;
Flex credit means the accumulated
amount of time worked by an employee
in excess of the standard days in the
settlement period, including any carry
over, but does not include time worked
as overtime;
Flex debit means the difference
between the sum of the standard days
in a settlement period and the
aggregate amount of time worked by
an employee where the total time
worked is less than the sum of the
standard days in the settlement period
after any necessary adjustment has
been made for any absence on
approved leave and includes any carry
over;
Core time leave means any approved
absence during core time other than
approved leave and may be used for up
to a maximum of two full core times
during the settlement period.
The ordinary hours of duty of employees
required to work shift duty shall not exceed
36.75 per week or an average of 36.75 over a
cycle of shifts.
In the case of employees other than shift
workers, the hours of duty, exclusive of meal
breaks, will not exceed 36.75 per week made
up of 7 hours 21 minutes per day Monday to
Friday, within the limits of 7.00am and
6.00pm.
For employees whose duties do not permit
the working of straight day duty as shown in
clause 15.3.1, the following shift conditions
will apply:
(a) Hours of Duty
The hours of duty will be an average of
36.75 per week over a cycle of shifts. A
reduced number of attendances may
be worked in the cycle of shifts.
(b) Maximum Hours
The maximum period of ordinary duty
on any day, except Saturday, will be 9
hours. On Saturdays, the maximum
period of ordinary duty will be 10 hours.
(c) Minimum Hours
The minimum period of ordinary duty
will be 7 hours.
(d) Relief Duty
Employees rostered for the relief of
other employees absent on approved
leave or employees rostered off duty in
lieu of Sunday duty will be employed
on straight day duty when not required
for relief duty.
(e) Penalty Shift
Any shift that falls within the 6.00pm
6.30am bandwidth (in whole or part) or
on weekends or public holidays.
(f) Night Shift
Any shift which falls wholly within the
6.00pm - 8.00am bandwidth.
In cases where the provisions of this clause
do not fully satisfy either Australia Post's
operational needs or social needs of
employees, the provisions of this clause may
be varied by mutual agreement between
Australia Post and the majority of employees
affected by the change. This clause
overrides the facilitative provisions at clause
15.4.
No employee will be required to work for a
continuous period of more than five hours
without a meal break of one hour, except
where by mutual agreement between the
majority of the employees at any station and
Australia Post, a meal break of not less than
30 minutes is arranged. Where an employee
is engaged on shift duty, the employee may
be required to remain in attendance during
the shift break subject to the following
conditions:
(a) where the meal break is rostered as
duty, no additional payment will be
made;
(b) where the meal break is not rostered as
duty, additional payment will be made
at the employee's ordinary rate of pay
for the meal break. Where an employee
is called upon to work during the meal
break, overtime rates will be paid for
the whole of the meal break.
Where an employee works for more than one
hour during normal rostered hours in
circumstances or locations where, in the
opinion of the supervisor, in consultation
with the local Health and Safety
Representative, the work is unusually
cramped, distressing or unhealthy, e.g.:
(a) In a tunnel;
(b) Under floors;
(c) In lift wells;
(d) On overhead equipment close to
ceilings;
(e) Inside and under mail processing
equipment; or
(f) Behind switchboards, etc;
the hours of duty for that day will be reduced
by 30 minutes.
Where such a reduction occurs, the normal
hours of duty on other days will not be
increased.
Payment for overtime will be subject to the
conditions prescribed in clause 16. The
exception is, however, that an employee will
be paid at the rate of double time for all
overtime duty performed between 11.00pm
on one day and 7.00am on the next day.
(a) the ordinary hours of duty of
employees shall not exceed 36.75
hours per week or an average thereof
provided that the weekly hours for day
workers may be averaged over a cycle
of no longer than 12 months;
(b) the ordinary hours of day workers may
be between the hours of 6.30am and
6.00pm;
(c) ordinary hours of duty shall be worked
on an average of no more than 5
attendances per week over a cycle; and
(d) ordinary hours of duty on any one day
may be between six and ten hours.
The ordinary hours of duty of part-time
employees shall be continuous on any one
day. An unpaid meal break shall not be
regarded as breaking continuity of duty.
At the time of engagement, Australia Post
and the part-time employee will agree in
writing, on a regular pattern of work,
specifying at least the hours worked each
day, which days of the week the employee
will work, or, where appropriate, the number
of shifts in the cycle and the actual starting
and finishing times each day/shift.
Subject to clauses 15.5.4 and 15.5.5, the
hours of duty of part-time employees may be
varied to meet Australia Post's operating
requirements, following consultation with
the employee and having regard to the needs
of the employee. Any variations will be
recorded in writing. Family responsibilities of
part-time employees are to be considered
when varying hours of duty.
Part-time employees must be given a
reasonable period of notice of a variation of
hours of duty. Where a reduction in hours will
occur, no part-time employee shall be given
less than three months' notice of a reduction
in hours unless the employee agrees to a
shorter period.
Where the permanent part-time employment
arrangement was initiated by the employee,
the hours of duty can only be varied during
the period for which the arrangement was
approved, with the consent of the employee.
However if the arrangement extends beyond
12 months, the hours of duty may be varied
after 12 months in accordance with clause
15.5.3.
(a) employees will have a right to seek a
review of their current hours against
the above principle (refer clause 15.6)
including providing appropriate
supporting reasons, and have the right
to request Union involvement in that
process;
(b) factors to be considered in the review
process shall be the hours of duty
worked over the previous twelve
months (or since the employee started
in the position, whichever is the lesser
period) and known
business/operational changes in the
next six months;
(c) the review shall be documented (in
accordance with the standard pro
forma developed at the national level);
(d) Australia Post's employment
monitoring arrangements shall include
data on the extent of additional hours
being worked by part-time employees;
and
(e) employees will not be discriminated
against or disadvantaged because they
have sought a review of their current
hours.
(a) in respect of new positions, Australia
Post and the Union agree to
consultation prior to the creation and
staffing of such a position, including
appropriate consideration of
alternative work arrangements which
would meet the minimum hours
principle; and
(b) in respect of existing individual parttime
positions which do not conform
with the principle, these will be
reviewed when they next become
vacant.
(a) existing part-time arrangements will
not be reduced on the basis of this
clause; and
(b) any proposals to vary the level of
rostered hours of a number of part-time
positions on a shift will be subject to
consultation with the Union at State
level and with the staff concerned.
(a) by agreement between Australia Post
and an employee or a majority of
employees in the workplace concerned
a longer period for the meal break may
be arranged;
(b) by agreement between Australia Post
and an employee, the employee
concerned may work in excess of 5
hours but not more than 6 hours
without a meal break;
(c) however, where an employee is
required to work in excess of 5 hours on
any day or shift, a meal break must be
granted.
(a) Subject to clause 16.1.1(b) Australia
Post may require an employee to work
reasonable overtime in accordance
with the provisions of this clause.
(b) Provided that this subclause does not
apply to employees employed in
accordance with the provision of clause
22.14 - Parental Leave Right to Request.
(c) An employee may refuse to work
overtime in circumstances where the
working of such overtime would result
in the employee working hours which
are unreasonable having regard to:
(i) any risk to employee health and
safety;
(ii) the employee's personal
circumstances including any family
responsibilities;
(iii) the needs of the workplace or
enterprise;
(iv) the notice (if any) given by the
employer of the overtime and by
the employee of his or her
intention to refuse it; and
(v) any other relevant matter.
An employee's salary for the purpose of
computation of overtime includes higher
duties allowance and any other allowance in
the nature of salary.
(a) The hourly rate for overtime payment is
ascertained by the following formula:
(A / 313 x 6 / 36.75) x P
Where:
A is the annual salary; and
P is the prescribed rate.
(b) For the purpose of 16.1.3(a), the
prescribed rates (P) for overtime duty
are:
(i) Monday to Friday 150% for first 3
hours and 200% thereafter;
(ii) on public holidays 250%;
(iii) on Sundays 200%; and
(iv) on Saturdays -
for non-shiftworkers 150%
for the first three hours and
200% thereafter; and
for shiftworkers 200%.
(c) For the purpose of this clause, a
shiftworker means an employee who is
rostered on:
(i) alternating or rotating shifts or a
constant shift involving regular
ordinary duty after 1.00 pm on
Saturday; or
(ii) a shift which, but for it being
worked continuously with the
approval of Australia Post or to suit
Australia Post's convenience,
would fall within clause 16.1.3(c)(i).
(a) Part-time employees are eligible for
overtime penalty rates applicable to
full-time employees in the following
circumstances:
(i) duty in excess of 7 hours 21
minutes on any one day;
(ii) where an employee is required to
work on more than 5 days per
week.
(b) Duty in excess of normal requirements
but which does not attract a penalty
under clause 16.1.4(a) will be paid at the
rate applicable to ordinary duty on that
day.
Where an employee, who has been required
to perform in addition to the prescribed
hours of duty for the week, a full day's duty
on Sunday, wherever practicable, is to be
granted a day off during the 6 days
succeeding that Sunday and, in such cases,
the payment for Sunday attendance is one
day's pay instead of the Sunday overtime
rate.
Employees being paid at the level of
Administrative Officer 6 or Postal Manager
Grade 3 are not eligible to receive overtime
payments or time off in lieu.
(a) Time off instead of payment for
overtime is based on the number of
ordinary hours equivalent to the
appropriate overtime rates for the
hours worked.
(b) By mutual agreement between
Australia Post and the individual
employee, the employee may be paid
at ordinary rates for the time worked
and take time off equivalent to the rate
of the residual penalty payment.
16.2.3 Timing of Time Off
(a) Time off instead of payment for
overtime is to be granted and taken as
agreed between Australia Post and the
employee and within agreed time
frames.
(b) Where it is not practicable for time off
to be granted or taken within the
agreed time frame, the employee is to
be paid for the overtime worked at the
prescribed rate of payment.
Time off instead of payment for overtime
only applies to employees who are eligible to
receive overtime payments in accordance
with clause 16.1.
Subject to this clause, where an employee is
required to perform overtime duty, and such
duty is not continuous with ordinary duty, the
minimum overtime payment payable for
each separate overtime attendance is for
four hours at the prescribed overtime rate.
An exception to the minimum overtime
payment payable applies to a part-time
employee whose ordinary hours of duty for
that day are less than four hours, in which
case the minimum extra payment is the
prescribed ordinary hours of duty for that
day.
For the purpose of this clause, meal breaks
are disregarded.
Where an overtime attendance not
continuous with ordinary duty, involves duty
both before and after midnight, it is regarded
as one attendance for minimum payment
purposes. Where a higher overtime rate
applies on one of the days, the minimum
payment is calculated at the higher rate.
An employee, who is required to remain
contactable and available to perform duty
outside ordinary hours of duty and is
required to actually perform such duty, is
paid overtime in accordance with this clause
subject to the following minimum payments:
(a) where not recalled to the workplace, a
minimum payment of one hour applies;
and
(b) where recalled to the workplace, a
minimum payment of three hours
applies.
(c) Provided that where duty is performed
more than once, the minimum overtime
payment provisions of clauses 16.3.4(a)
and 16.3.4(b) do not operate to increase
an employee's overtime remuneration
beyond that which would have been
received had the employee remained
on duty from the commencing time of
duty on one attendance to the ceasing
time of duty on a subsequent
attendance.
(a) An employee may be required to
perform duty away from the normal
workplace outside ordinary hours of
duty in order to restore essential
services in emergency circumstances
either by using a remote computer
terminal or by providing technical
advice over the telephone.
(b) Where an employee performs duty in
accordance with clause 16.3.5(a), the
provisions in clause 16.3.4 apply.
(a) An employee, after the completion of
overtime and ordinary duty on one
day/shift, must be given at least 10
consecutive hours off duty, including
travelling time, before resuming any
duty on the next day/shift. Any
absence during ordinary working time
which occurs within the 10 hours will be
without loss of salary.
(b) Provided that if such an employee is
required by Australia Post to resume or
continue work without having had 10
consecutive hours off duty the
employee is to be paid at double rates
until released from duty for that period,
and will then be entitled to be absent
for 10 consecutive hours off duty,
without loss of pay for ordinary working
time occurring during that absence.
The rest relief after overtime provisions
clause 16.4 apply only to employees who are
eligible for overtime payment.
Where an employee is called on duty to meet
an emergency at a time when the employee
would not ordinarily have been on duty, and
no notice of such call was given prior to
ceasing duty, the employee shall be paid for
such emergency duty at the rate of 200%.
The time for which payment shall be made
shall include time necessarily spent in
travelling to and from duty.
The minimum overtime payment provisions
in clause 16.3 do not apply to emergency
duty. The minimum payment for emergency
duty shall be for 2 hours at 200%.
The rest relief after overtime provisions in
clause 16.4.1 apply to overtime worked in the
circumstances covered by emergency duty
in clause 16.5 only where the actual time
worked (excluding travelling time) is at least
two hours on each call.
Australia Post may direct an employee to be
contactable and available to perform extra
duty outside the employee's ordinary hours
of duty, subject to payment under this subclause.
Payment will be subject to the following
conditions:
(a) except with the approval of Australia
Post, employees employed in
classifications of Administrative Officer
Level 6 or Postal Manager Grade 3 are
not eligible to receive payment;
(b) the provisions of clause 16.5 will not
apply where an employee is recalled to
duty while restricted.
An employee who is required to remain
contactable and available to perform extra
duty outside the employee's ordinary hours
of duty will, subject to clause 16.6.2, be paid
an allowance:
(a) at a rate of 7.5% of the employee's
hourly rate of salary for each hour
restricted Monday to Friday;
(b) at a rate of 10% of the employee's
hourly rate of salary for each hour
restricted Saturday and Sunday;
(c) at a rate of 15% of the employee's
hourly rate of salary for each hour
restricted on public holidays and
rostered days off;
(d) a rostered day off in this clause is a day
which has been accrued by an
employee on a Reduced Attendance
Roster and is not a day off that is
rostered for a shift worker as part of the
pattern of work.
An employee's salary for the purpose of
calculation of the allowance under clause
16.6.3 includes:
(a) higher duties allowance; or
(b) the normal salary applicable to the
position, the occupant of which is
required to be restricted, whichever is
the higher; and
(c) any other allowances in the nature of
salary.
Annual Salary x 6 x % of salary prescribed
313 36.75 in clause 16.6.3
16.6.6 Part Hour
The allowance payable under this subclause
is payable for each hour or part hour during
which the employee is restricted outside the
employee's ordinary hours of duty.
Any part of a period of restriction for which
the employee receives another payment, for
example a period when overtime or excess
travelling time payments are made, will not
be included in the period of restriction for
calculating payments under clause 16.6.3.
The provisions of clause 17 - Excess
Travelling Time apply to an employee who is
in a restriction situation for travelling time
involved in a recall to duty. Where an
employee in a restriction situation is not
eligible for Excess Travelling Time for the
time spent in travelling for a recall to duty,
the relevant restriction allowance payable
under clause 16.6.3 will be paid for the time
spent in travelling.
(a) the employee's usual hours of duty for
the day; and
(b) the time necessarily spent between
departing from home and commencing
duty at the employee's head station
and the time necessarily spent
between ceasing duty at the head
station and arrival at home.
(a) 0.5 hours in any 1 day; or
(b) 2.5 hours in any pay period in the case
of an employee whose ordinary hours
are confined to 5 days of the week; or
(c) in the case of a part-time employee
who works on less than 5 days per
week, an amount of time in any pay
period determined by multiplying the
number of days worked each pay
period by 15 minutes. For example: if a
part-time employee works 4 days per
week, excess travelling time would not
be payable under this provision unless
the excess time is more than 2 hours in
a pay period determined by multiplying
8 days worked each pay period by 15
minutes.
(a) Mondays to Saturdays single time;
and
(b) Sundays and Public Holidays single
time and one half.
(a) Fixed Place of Work
For employees who are required
ordinarily to workday by day at the
same fixed place for work the place
so fixed by Australia Post; and
(b) Variable Place of Work
For employees whose place of work is
variable within a specified district - a
place within the district fixed by
Australia Post and advised in writing to
the employee.
(a) Waiting Time for Public Transport
The time during which an employee has
to wait for change of trains or other
scheduled conveyance and/or trains or
other scheduled conveyance between
the advertised and actual time of
departure;
(b) Waiting Time at Work Scene
In the case of an employee not absent
from the permanent or temporary head
station overnight, the time spent by
that employee outside the usual hours
of duty for the day in waiting between
the time of arrival at the scene of work
and the time of commencement of
work, and/or between the time of
ceasing work and the time of departure
of the first available train or other
means of conveyance; and
(c) Travelling Time on Transfer
Time spent in travelling on transfer in
all cases where transfer expenses are
allowed except where the transfer
involves promotion which carries
increased pay.
(d) Travelling Time Does Not Include:
(i) time of travelling in which an
employee is required to perform
any duty while travelling or
walking, or cycle or drive a vehicle
in which case the time spent on
such activities is regarded as duty;
and
(ii) time of travelling by train between
10.30pm and 7.00am where a
sleeping berth is provided on the
train, or any time of travelling (day
and night) by train from one capital
city to another where a sleeping
berth is provided.
A full-time employee, who is required to work
ordinary hours continuously for a period
exceeding 4 weeks on a shift falling wholly
within the hours of 6.00pm and 8.00am, shall
be paid an additional 30% of salary for that
shift.
(a) A part-time employee who is required
to work ordinary hours for a period
exceeding 4 weeks on a shift falling
wholly within the hours of 9.00pm and
6.30am, shall be paid an additional 30%
of salary for that shift.
(b) A 30% shift penalty will apply to a part
time employee where the employee's
rostered shift hours exceed 4 weeks
and the shift commences between
midnight and 4.00am, and finishes
before 8.00am. Clause 18.1.3(a)
continues to apply in other
circumstances.
For all rostered time of ordinary duty
performed between midnight on Friday and
midnight on Saturday, an employee shall be
paid at the rate of 50% additional to the
ordinary rate of pay.
For all rostered time of ordinary duty
performed between midnight on Saturday
and midnight on Sunday, an employee shall
be paid at the rate of single time additional
to the ordinary rate of pay.
Subject to this clause, for duty which is not in
excess of the prescribed weekly hours on a
day which is a public holiday in accordance
with clause 28 - Public Holidays, an
employee shall be paid an extra payment at
the rate of time and a half for the actual time
worked on the holiday. However, except with
the approval of Australia Post, an employee
being paid at a level of Administrative Officer
Level 6 or Postal Manager Grade 3 is not
eligible for payment under this paragraph
other than for rostered duty.
An employee is allowed to exchange duties
or shifts or days off, or to perform duty for
another employee, with the approval of the
manager.
An employee who has conscientious
scruples against attending for duty on a day
of religious observance may apply for
permission to furnish a substitute employee.
(a) Trafficking in shift exchanges is
prohibited. Any employee who
demands or accepts, by demand or
arrangement, money or any other form
of benefit in kind for arranging
exchange of shifts, duties or days off
will be instantly dismissed.
(b) Any supervisor or manager who
knowingly condones any of the
prohibited exchange activities outlined
in clause 18.5.3(a) will also be
dismissed.
The minimum extra payment payable for
ordinary duty on a public holiday for each
separate attendance will be for four hours.
The exceptions to this are where employees
are in any restriction situation, when the
minimum extra payment will be for 3 hours;
or where employees are part-time and the
prescribed normal hours of duty for that day
are less than 4 hours, in which case the
minimum extra payment is the prescribed
hours. Where more than one attendance is
involved, the minimum payment provisions
payable under this clause will not exceed the
amount that would have been payable if the
employee had remained on duty from the
commencing time of duty on the previous
attendance to the ceasing time of duty on a
subsequent attendance.
(a) For the purposes of clause 18.8.1:
(i) duty broken by a meal period shall
not constitute more than one
attendance; and
(ii) the minimum extra payment shall
not be applicable to holiday
ordinary duty which, disregarding
meal periods, is continuous with
ordinary duty occurring on the day
preceding or on the day
succeeding the holiday.
A seven day shift worker who is rostered off
duty on a public holiday will be granted a
day's leave in lieu of that holiday within one
month, if practicable, after the holiday or
paid one day's pay at ordinary rates.
Where 25 December falls on a Saturday or
Sunday and another day is provided as a
substitute holiday under the provisions of
clause 28.2.1, an employee who works on
both 25 December and the substitute day
will only be paid at the holiday rate for duty
on 25 December. The payment for duty on
the substitute day will be in accordance with
clauses 18.1.4 - Saturday Ordinary Duty,
18.1.5 - Sunday Ordinary Duty or 16.1 -
Overtime General Conditions, as
appropriate.
(a) four weeks of paid annual leave; or
(b) if the employee performs duty in a
prescribed remote locality, four weeks
of paid annual leave and an additional
period of annual leave commensurate
with the level of hardship associated
with that location.
(a) an application for leave must be
submitted in the prescribed manner;
(b) an employee will be allowed to take
annual leave in whole or in part, at a
time convenient to the employee,
consistent with the operational
requirements of Australia Post and
having regard to employee and/or
workplace requests; and
(c) where operational or audit
requirements necessitate, Australia
Post may roster an employee to take
leave at a nominated time, whether or
not an application has been made by
the employee.
(a) the employee's remaining accrued
entitlement to paid annual leave is not
less than 4 weeks (or 4 weeks in the
case of a seven day shift worker);
(b) each cashing out must be the subject
of separate agreement in writing
between Australia Post and the
employee; and
(c) the employee must be paid at the full
amount that would have been payable
to the employee had the employee
taken the leave that the employee has
forgone.
In addition to any amounts payable during a
period of annual leave, an employee shall, for
the period of leave, receive a loading of the
greater of:
(a) 17.5% of the salary of the employee as
at the commencement of the period of
leave; or
(b) any additional payments for shift,
Saturday or Sunday duty not in excess
of prescribed weekly hours which the
employee would have performed had
annual leave not been taken.
Payment of the Annual Leave Loading is to
be made at the same time as payment for
such leave.
(a) due to personal illness or injury (sick
leave); or
(b) for the purposes of caring for or
supporting an immediate family or
household member who is sick and
requires the employee's care or
support or who requires care due to an
unexpected emergency (carer's leave).
Period of Employment Day(s)
On completion of each 20 days continuous employment during
the first 12 months, subject to amaximum of 15 days 1
On completion of 12 months employment 15
On completion of each additional 12 months employment 15
20.4 Unused Personal Leave
(a) 15 days less the amount of sick leave
and carer's leave taken from the
current year's personal leave
entitlement in that year; or
(b) the balance of that year's unused
personal leave.
(a) for carer's leave of a single day
duration, where it is not feasible to
obtain a medical certificate for that
single day's absence, the employee
may instead provide a statutory
declaration establishing the illness of
the person to whom the carer's leave
relates and indicating that the
employee is responsible for the
care/support of the person concerned;
and
(b) for carer's leave of more than a single
day duration, the employee must
provide a medical certificate
establishing the illness of the person to
whom the carer's leave relates and
indicating that the employee is
responsible for the care/support of the
person concerned.
(a) the employee has obtained a medical
certificate;
(b) the medical evidence indicates the
employee was unfit for duty;
(c) sick leave credits are available; and
(d) the medical evidence is provided at the
time of illness or if that is not possible
as soon as practicable thereafter.
(a) may be unfit or incapable of
discharging duties;
(b) may be a danger to other employees or
members of the public due to state of
health;
(c) has been absent through illness for a
continuous period exceeding 13 weeks;
or
(d) has been absent through illness and
the authorised employee believes that
the employee is not fit to resume duty.
(a) identify individual employees for
attendance improvement management
based on specified trigger points in an
arbitrary or automatic manner which
does not have regard to personal
circumstances; or
(b) direct employees to attend Australia
Post Nominated Doctors for same day
medical assessments.
(a) in respect of the first year of
continuous employment, the aggregate
period of any sick leave without pay
must not exceed 20 days; and
(b) in respect of any continuous period of
absence thereafter, leave with and
without pay must not exceed 78 weeks.