Professional Employees Award

A professional job title is not enough on its own. The award only applies where the business, duties and schedule all line up.

• Check both the employer's industry setting and the employee's actual duties.
• Use Schedule A for professional engineering, professional scientific, professional information technology and quality auditing work that fits that structure.
• Use Schedule B for professional medical research employees in covered medical research institutes.
• Do not use Schedule A for an employee who is employed in a wholly or principally managerial position.

This award expects the employer to be able to show both how the employee was engaged and why a particular level was chosen.

• Employees must be advised in writing of the conditions under which they are employed.
• On appointment and on request, the employee must be told the responsibility level the employer considers relevant to their duties.
• The employer may require written evidence of the qualifications needed for the classification used.

The employment model matters under this award. It affects minimum engagements, hourly treatment and how extra work is paid.

• Employment may be full-time, part-time or casual.
• Part-time work must be for a specified number of ordinary hours less than 38 per week and is paid on a pro rata basis.
• A full-time employee cannot be converted to part-time without written agreement.
• Casual employees receive a 25% loading and must be paid for at least 2 consecutive hours on each occasion they are required to attend work.

This award does not let extra professional hours disappear inside a salary by default. Hours, averaging and remote work all need active control.

• Ordinary hours are 38 per week.
• The employer and employee may agree to average ordinary hours over up to 13 weeks.
• A permanent transfer between day work and shiftwork requires at least one month's notice unless a shorter period is agreed.
• For full-time employees, hours beyond 38 in a week, or beyond the agreed average, must be separately paid at the appropriate minimum hourly rate.
• That full-time overtime rule includes call-backs and remote work performed on electronic devices or otherwise remotely, and the employee must keep an acceptable record of remote work outside ordinary hours.

Professional roles often drift upward over time. The award expects classification and graduate progression to keep pace with the actual work being done.

• Level 1 graduate professionals move through Pay Points 1.1 to 1.4 under the Schedule A progression rules.
• Progression is reviewed on the employee's annual anniversary date and written confirmation of progression is required.
• Progression can be deferred or refused, but not unreasonably or arbitrarily, and the employee can seek review through the dispute process.
• If the employee's duties have grown beyond supervised graduate work or the role has become mainly managerial, the classification position should be reviewed rather than left on an old label.

Business travel and work equipment are compliance issues under this award, not optional extras. They should be covered in policy and payroll before the travel occurs.

• Reasonable expenses incurred while travelling on the employer's business, including accommodation, meals and out of pocket expenses directly related to employment, must be reimbursed.
• Reasonable compensation for excess travel time is to be agreed.
• If the employee is required to use a private vehicle on the employer's business, the vehicle use is by mutual agreement and a vehicle allowance applies.
• Unless the employee elects to provide them, the employer must provide equipment and special clothing reasonably required for the job.

PR799345, PR799501

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

Affected: 14 - Minimum rates, 16 - Allowances, Schedule C - Summary of Hourly Rates of Pay