Alpine Resorts Award

Start with the resort connection. This award is aimed at alpine resort operations, not every business in a mountain region.

• Coverage is tied to operating an alpine resort and to employees working at, or in direct connection with, the resort.
• The presence of an alpine lift is part of the award definition of an alpine resort.
• If an employer is covered by more than one award, the employee follows the classification most appropriate to the work and its normal environment.

This award uses several employment models at once. Clear setup documents are essential because alpine businesses often mix permanent, casual and seasonal labour.

• Part-time employees must average at least 8 and less than 38 hours per week over a maximum 4 week cycle and must have a written regular pattern.
• Casual employees must be told they are casual, who employs them, the job they will perform, their classification level and their rate of pay.
• Casual employees other than Snowsports Instructors have a 2 hour minimum engagement.
• Seasonal employees can be engaged in any classification and can be full-time or part-time.

Resort rostering is flexible but still structured. The 5 day model, 10 hour daily cap and posted roster requirement are the practical anchors.

• Ordinary hours may be worked on any 5 days of the week, with a maximum of 10 hours per day.
• Full-time employees average 38 hours per week over a maximum 4 week cycle.
• The employer must prepare and post a roster showing each employee's days of work and starting and finishing times.
• The roster can be altered by mutual consent, by the employer on the day before the shift, or as soon as reasonably practicable where that notice cannot be given.

Classification is highly operational under this award. The Schedule A examples are the best tool for fitting resort jobs into the right level.

• The award has a Training level, Resort Worker Levels 1 to 7 and separate Snowsports Instructor categories.
• Schedule A gives concrete role examples at each resort worker level, from car parking and kitchenhand work at Level 1 through guest services and retail at Level 2, and lift operation, trail crew and specialist support roles at Level 3 and above.
• Classification should follow the actual skill, experience and responsibility in the role, not the department name alone.

Allowance handling and junior pay both turn on operational detail under this award. Employers should check the actual work being done, not rely on a generic resort payroll setup.

• Allowances must be paid when clause 21 says they are payable.
• The extract specifically shows meal allowance rules for overtime worked for more than 2 hours without prior notice, boot or equipment allowances where employees provide required gear, protective clothing reimbursement, and airfare reimbursement for some Snowsports Instructors.
• Junior employees working in liquor service must be paid the adult rate for that role.
• Employees under 18 must not be required to work more than 10 hours in a shift.

This award is practical and role-specific. Small administrative shortcuts can quickly create payroll or clothing reimbursement errors in a resort environment.

• Roster changes need to stay within the day-before or as-soon-as-reasonably-practicable model in clause 16.2.
• Outdoor worker clothing should be handled through a clear supply or reimbursement process.
• Apprentice and adult apprentice rates sit in separate rules and should be checked directly against clause 18.

PR799280, PR799372, PR799527

The current consolidated award incorporates these recent variation determinations. Use the consolidated wording when checking any affected clause, schedule, rate or allowance.

Affected: 18 - Minimum rates, 21 - Allowances, Schedule C - Summary of Hourly Rates of Pay, Schedule D - Summary of Monetary Allowances, Schedule F - Supported Wage System