Hydrocarbons Field Geologists Award

Start with coverage and classification, because this award is narrow and occupational rather than a general hydrocarbons award.

• Check the duties against the four clause 10 classifications before treating the employee as award covered.
• Do not assume the award applies just because the business is in hydrocarbons or the employee has a geology qualification.
• Where more than one award could apply, use the classification that is most appropriate to the work and the work environment.

Employment status matters early because casual rules, minimum engagement and NES casual conversion pathways are all handled separately.

• Decide at engagement whether the employee is full-time, part-time or casual.
• If the employee is casual, apply the casual loading and minimum engagement rules from clause 9.
• Remember that casuals do not pick up every allowance under the award.

Classification progression is specific and should be tied to what the employee actually does and the experience standards the award sets.

• Use the trainee, competent, senior and data engineer definitions rather than internal job titles alone.
• Progression to senior mudlogger depends on service, demonstrated competence and satisfactory performance assessments.
• Data engineer is a higher responsibility role involving supervision, pore pressure evaluation and detailed reporting.

Roster design is central under this award, because the pay structure and attendance rules are tied to a field roster model.

• The award is built around rotating shifts and a roster designed to minimise transfer costs while still providing adequate breaks between tours of duty.
• The salary structure expressly absorbs compensation for weekends, public holidays, hours of work and remote disability factors.
• Excess attendance has its own trigger under the award and should be monitored through accurate roster records.

The main payroll traps are the field, travel and training allowances that sit outside the absorbed salary structure in clause 12.3.

• Separately identify any allowance the employee is entitled to.
• Check for award payments tied to rig-up and rig-down shifts, rostered-off attendance at employer sponsored training, professional development costs and travel days where no work is performed.
• If further training is agreed, the employee must not suffer loss of pay and qualifying fees or textbooks may need to be reimbursed.

Some key obligations sit at the boundary between the award and the NES, so management processes need to reflect both sources of rights.

• Flexible working arrangement requests are dealt with through the NES, and the employer must discuss the request and genuinely try to reach agreement before responding.
• The right to disconnect operates through the Act and cannot be blocked directly or indirectly.
• Disputes about flexible work or casual status can run through the Act and the award dispute process.

PR799344, PR799500

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

Affected: 12 - Minimum rates, 14 - Allowances, Schedule A - Summary of Hourly Rates of Pay - Casual Employees, Schedule B - Summary of Monetary Allowances