This award is built for concrete products manufacturing. The main compliance issues are the industry coverage call, skill based classification, written part-time patterns, majority agreement for longer ordinary days, higher duties and the correct all-purpose allowance coding.
This award may apply where a business fabricates or manufactures concrete or cement products, including related reinforcement preparation work, and the employee fits a Schedule A classification. It is a manufacturing award, not a general site installation award.
The award contains classification levels that connect an employee's duties, skills and responsibility to a minimum rate. Common role descriptions include:
A familiar job title is only a starting point. Match the employee's real duties against the classification definitions and keep a written record of the level selected.
Coverage is tied to manufacturing activity. That industry call should be made before any rate or roster decision is made.
Classification under this award is skill based, and coverage can still compete with other awards in mixed businesses. The classification file should show why the level was chosen.
The employment category and the written part-time pattern are foundational records under this award. They should be fixed before production pressures start changing the roster.
This award gives some production flexibility, but only through a defined spread of hours and majority agreement process for longer ordinary days.
Many practical payroll disputes under this award are about timing and acting up arrangements rather than the base rate itself.
Allowance coding matters here because the award contains all-purpose allowances, not just expense reimbursements. Tile manufacturing and other concrete products work must not be treated the same by default.
The safest way to check a current rate is to start with the employee's classification, employment type and working pattern, then use Fair Work's current pay guide or Pay and Conditions Tool. Rates can change after an Annual Wage Review or an award variation.
A business manufactures precast panels and also prepares reinforcement cages used in those panels. Clause 4.2 points toward this award because both the product manufacture and the reinforcement preparation activity are named.
A Level 3 employee covers a higher level role for most of a shift. Clause 16.3 means the employer should check how long the higher duties lasted, because more than 2 hours changes the payment outcome for the whole day.
One factory's sole purpose is tile manufacture, while another makes general concrete products. Clause 18.2 means the business should not assume the same all-purpose industry allowance applies to both sites.
PR799280, PR799336, PR799492
The current consolidated award incorporates these recent variation determinations. Use the consolidated wording when checking any affected clause, schedule, rate or allowance.
Affected: 16 - Minimum rates, 18 - Allowances, Schedule B - Summary of Hourly Rates of Pay - employees other than tile, manufacturing employees, Schedule C - Summary of Monetary Allowances, Schedule D - Supported Wage System
Not usually. Clause 4.2 defines the industry around the fabrication or manufacture of concrete or cement products and preparation of reinforcement for those products. Pure installation work needs a separate award check.
Clause 16.3 says that if an employee performs higher classification duties for more than 2 hours in one day or shift, they must be paid the higher rate for all work done that day. If the higher duties last 2 hours or less, the higher rate applies only to the time worked at that level.
Yes. Clause 10.2 requires a written regular pattern covering daily hours, days and actual start and finish times, and clause 10.3 requires written variations before the change occurs.
Yes. Clause 11.3 requires a casual employee to be paid for at least 4 hours on each day they are engaged, even if the work is shorter.
Yes. Clause 17.5 requires the employer to pay wages owing and other amounts due under the award and the NES no later than 7 days after termination.
This guide is general information, not legal advice. Modern award coverage and classification depend on the facts. Check the current official award and get advice for your business before relying on this page.
Get practical legal help with award coverage, classifications, contracts and workplace changes.