retail award pay rates 2024 pdf

Full-Time, Part-Time, and Casual Employment

The Retail Award differentiates between full-time, part-time, and casual employment. Full-time employees work a standard 38-hour week, while part-time employees have fixed hours less than full-time. Casual employees are engaged as needed without guaranteed hours. Each employment type has distinct entitlements, with full-time and part-time employees receiving benefits like annual leave and sick leave, whereas casuals are entitled to a loading on their hourly rate. These classifications ensure clarity in employment terms, aligning with the Fair Work Act and providing employers and employees with clear guidelines for engagement and compensation.

Classification Structure and Wage Grades

The Retail Award establishes a classification structure that categorizes employees based on their roles and responsibilities. Wage grades are assigned to each classification, determining the minimum pay rates. Employees are typically classified into levels, such as Retail Worker Level 1 for entry-level roles, progressing through higher levels based on experience and duties. The structure ensures fair compensation by aligning wages with job requirements. Employers must adhere to these classifications when determining pay, promoting transparency and equity in the workplace. This system is regularly updated to reflect industry standards and changes in the retail sector.

Work Hours and Rostering

The Retail Award outlines standard work hours, break entitlements, and rostering requirements to ensure fair and manageable scheduling for retail employees.

Ordinary Hours of Work

Ordinary hours of work under the Retail Award are typically set at 38 hours per week, spread over five days. Employees can work up to 8 hours per day, with a standard span from 7:30 AM to 6:00 PM. These hours may vary based on the employer’s rostering requirements but must align with the agreed terms of employment. Part-time employees’ ordinary hours are fixed in advance, while casual employees are rostered as needed. Employers must provide rosters at least one week in advance and consult with employees before making changes. This ensures transparency and fairness in scheduling practices.

Breaks and Rest Periods

Under the Retail Award, employees are entitled to regular breaks and rest periods. For shifts exceeding five hours, a unpaid meal break of at least 30 minutes must be provided. Paid rest breaks of 10–15 minutes are required for shifts longer than four hours. These breaks ensure employees can rest and recharge, promoting productivity and well-being. Employers must roster breaks fairly, considering workload and employee needs. Failure to provide adequate breaks may breach the Award terms, potentially leading to disputes or penalties. These provisions aim to balance work demands with employee welfare, aligning with the Fair Work Act’s principles of fairness and transparency in the workplace.

Leave Entitlements

Retail employees are entitled to annual leave, sick leave, and public holidays. The Award specifies accrual rates, usage rules, and payment calculations for these entitlements.

Annual Leave, Sick Leave, and Public Holidays

The Retail Award 2024 outlines entitlements for annual leave, sick leave, and public holidays. Employees accrue annual leave based on ordinary hours worked, with a minimum of 20 days per year for full-time staff. Sick leave provides up to 10 days per year for personal illness or injury; Public holidays are paid according to the Award’s provisions. The Award also specifies payment calculations, including loading for annual leave and penalties for working on public holidays.

Employers must grant leave requests unless reasonable grounds for refusal exist. The Fair Work Ombudsman website offers detailed guides for compliance.

Other Leave Provisions

The 2024 Retail Award includes provisions for additional types of leave, such as compassionate leave, family and domestic violence leave, and parental leave. Employees are entitled to up to two days of unpaid compassionate leave for family or household member emergencies. Family and domestic violence leave provides five days of unpaid leave annually. Parental leave allows eligible employees to take time off for childbirth or adoption, with provisions for both primary and secondary carers. These entitlements ensure employees can balance work and personal responsibilities without financial hardship. Employers must adhere to these provisions, as outlined in the Fair Work Ombudsman’s guidelines.

Agreements and Variations

Agreements and variations under the 2024 Retail Award allow employers and employees to tailor specific terms, such as pay rates and working conditions, to suit workplace needs.