Plumbing and Fire Sprinklers Award

Coverage is broad, but it is not automatic. The business should be able to explain why this award is applying before it starts working through rates and hours.

• Check whether coverage arises because the employer provides plumbing or fire sprinkler fitting services by contract, because the employee is engaged in one of the listed occupations, or both.
• Use the clause 4.2 definitions, which extend beyond basic plumbing into gasfitting, roof plumbing, ventilation plumbing, irrigation installation, pipe fitting and fire sprinkler work.
• Do not ignore the clause 4.3 exclusion for employers already bound by another modern industry award with plumbing and fire sprinkler fitting classifications.

The engagement model is part of award compliance under this instrument. Coverage analysis and hire type selection need to be done together.

• On-hire arrangements can be covered under the award, but the most appropriate classification test still matters where more than one award may touch the work.
• At engagement, inform each employee in writing whether they are daily hire, weekly hire or casual.
• Do not treat the hire type as an afterthought because the award gives those categories different rules.

Daily hire, weekly hire and sprinkler fitting work are not interchangeable under this award. Using the wrong hire model can create immediate compliance problems.

• Daily hire is limited to plumbing and mechanical services employees.
• Fire sprinkler fitting classifications are outside the daily hire system, and apprentices are also excluded from it.
• Weekly hire employment follows the weekly hire rules and the termination provisions rather than the one day notice system used for daily hire.

Part-time and casual arrangements need to be set up properly at the outset because both categories have specific written and hours rules.

• A part-time agreement must include hours, days, start and finish times, classification and the period of part-time employment.
• Any variation must be in writing by consent, and the employee must receive a copy.
• Casual employees must work less than an average of 38 ordinary hours or 5 days per week over any 2 successive weeks.

Payroll needs to distinguish carefully between ordinary time, casual loading, overtime and the rostered day off system. Blurring those concepts is a common error under this award.

• Casual employees receive the additional 25% casual loading and a minimum payment as for 3 hours of employment.
• Casual overtime is paid under the overtime clause rather than being rolled into the loading.
• For ordinary hours, the award is built around a 4 week work cycle with a structured RDO system.

If the business wants something other than the default cycle, it needs to use the award's agreement pathway rather than simply issuing a preferred roster.

• An early start can only be set within the clause 15.3 mechanism.
• Alternative methods of arranging ordinary hours and RDOs need agreement with the majority of employees.
• RDO payments are made from money accrued under the ordinary hours system.

Classification and allowance decisions drive far more than the base weekly figure under this award. They affect several later calculations and should be checked together.

• Clause 14 links the minimum rate structure to the classification definitions in Schedule A.
• Employees must be paid at least the minimum rate for the classification and area in which they are working.
• The all-purpose allowances listed in clause 21.2, including the allowances identified in clause 21.3, flow into overtime, leave, penalty rates and termination calculations.

Apprenticeship compliance sits inside the award itself. Businesses should treat apprentice hours, training attendance and training related costs as a separate compliance workflow.

• Apprentices are expressly dealt with in the award rather than being left to general trades assumptions.
• The evidence shows a specific clause dealing with travel expenses during block release training.
• Ordinary hours for apprentices must not exceed 38 hours, and apprentices must be released to attend a Registered Training Organisation during ordinary hours without loss of pay.

The training and classification structure in this award is detailed. Small businesses should document how they placed an employee or apprentice at a particular level rather than relying on habit.

• Training fees and prescribed textbooks connected with the training contract must be reimbursed within the award timeframes.
• Schedule A and A.3.1 contain the classification structure and work levels used to place employees in the rate table.
• Do not assign a pay level by guesswork or by copying a level from another building trades award.

PR799280, PR799317, PR799474

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

Affected: 17 - Service work, on-call and call back, 18 - Minimum rates, 21 - Allowances, Schedule C - Summary of Hourly Rates of Pay - Plumbing and Mechanical Services, Employees and Irrigation Installer Employees, Schedule D - Summary of Hourly Rates of Pay - Sprinkler Fitting Employees, Schedule E - Summary of Hourly Rates of Pay - Apprentice Rates, Schedule F - Summary of Monetary Allowances, Schedule I - Supported Wage System