Electrical Power Industry Award

The biggest early mistake is assuming that anything connected to power infrastructure belongs under this award. Coverage depends on the industry activity and the specific exclusions.

• Confirm that the employer is actually operating in the electrical power industry as defined by the award.
• Check contractor arrangements carefully, because work at a power site does not by itself bring the workforce under this award.
• Remember that temporary labour and group training arrangements can still be covered if they meet the clause 4 tests.

This award does not run on a default 38 hour model, and part-time documentation matters before payroll or roster settings can be trusted.

• If more than one award might apply, test which classification is most appropriate to the work and the environment in which it is usually performed.
• Full-time employees work an average of 37.5 hours per week.
• Part-time employees need a written regular pattern of work, and later variations must also be recorded in writing.

Generic payroll settings are risky under this award because part-time overtime, rostered days off and casual shift penalties all have specific rules.

• Time worked above the mutually arranged part-time hours is overtime.
• Where a part-time employee works on a roster, they must receive the minimum days off required over the roster cycle.
• Casual employees have a minimum engagement of 3 hours on each occasion.
• Casual employees are still entitled to rostered shift penalties based on the minimum hourly rate.

Clause 13 is the operational centre of this award. A compliant roster has to be designed from the award rules, not from site custom.

• Day workers ordinarily work within a 7.00 am to 6.00 pm Monday to Friday span, unless another span is agreed with a majority of affected employees.
• Day workers may be required to work up to 10 ordinary hours per day, including a ten day fortnight or a 9 day fortnight with a rostered day off.
• Shift rosters can run for up to 12 weeks, or longer by majority agreement, and must state shift start and finish times and identify overtime points.
• Twelve hour shifts are only available in the specific continuous roster model set out in clause 13.2(f).

After-hours work is common in the power industry, but the award draws a clear line between recall and emergency call-out.

• A non-emergency recall after the employee has left the premises attracts a minimum 3 hour engagement or payment.
• An emergency call-out is paid from departure from home until return home, with a minimum payment of 2 hours at the appropriate overtime rate.
• Timesheets should distinguish recall from emergency call-out because the award treats them differently.

Allowance compliance under this award depends on operational triggers, site context and appointment status, not just job title.

• Check whether an availability roster is actually in place before paying an availability allowance.
• First aid payments depend on both appointment and current qualifications, and employer-approved first aid training must be paid time.
• Site-based allowances such as the power station allowance and open cut brown coal mine allowance depend on where and how the employee works.

PR799280, PR799368, PR799523

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

Affected: 15 - Minimum rates, 17 - Allowances, Schedule B - Summary of Hourly Rates of Pay, Schedule C - Summary of Monetary Allowances, Schedule E - Supported Wage System