Racing Clubs Events Award

This award is about event staging work at covered racing venues. The first classification question is whether the work fits that event workforce and which stream it belongs in.

• Confirm that the work is part of the staging of events at a horse or greyhound racing venue.
• Do not skip the classification step. The award points to the classifications in clauses 13 and 14, not to every role found at a racing club.
• On-hire labour and group training arrangements are also covered where the underlying work falls within the award.
• If more than one award may apply, use the most appropriate classification and work-environment test in clause 4.5.

Even though race day work can be irregular, the award still expects the engagement terms and any part-time pattern to be documented clearly at the start.

• At the time of engagement, tell each employee in writing whether they are full-time, part-time or casual.
• A part-time employee must have predictable hours and receive pro rata pay and conditions equivalent to a full-time employee in the same classification.
• At engagement, the employer and part-time employee must agree in writing on the regular pattern of work, including the hours to be worked and the starting and finishing times on each day.
• Once fixed, those part-time hours can be varied only by mutual agreement.

Part-time arrangements are not a loose rostering option. The award attaches written-pattern, minimum-shift, overtime and time-off rules to them.

• Any agreed variation to a part-time employee's regular pattern of work must be recorded in writing.
• A part-time employee must be rostered for at least 4 consecutive hours on any shift.
• Time worked in excess of the mutually arranged part-time hours is overtime.
• A part-time employee must receive at least 8 full days off in each 4 week period.

Casual event staffing has its own payment mechanics. Reporting for duty, payment timing and the correct casual rule all need to be checked before fixture day becomes payroll day.

• Clause 11 applies to casual employees in the non-liquor classifications in clause 13.
• Non-liquor casual employees are paid the relevant minimum hourly rate plus a 25% casual loading, except where the night cleaning rule applies.
• Casual employees must be paid at the end of each engagement unless they agree to weekly, fortnightly or monthly payment.
• A non-liquor casual employee who reports for work and is not allowed to start must be paid for 4 hours at the minimum rate for the relevant classification.

The liquor stream cannot be treated as an afterthought. The award uses a separate casual provision for it, and that affects penalty-rate checking.

• Liquor casual employees are dealt with under the separate clause 12 rules.
• Clause 22.1 sends casual penalty rates back to the casual clauses, so the correct stream must be identified before Sunday or public holiday pay is set.

Roster discipline matters under this award. Minimum engagement and advance notice rules should be built into fixture planning, not dealt with on the fly.

• Once fixed, the starting and finishing times of employees other than casuals cannot be altered except by agreement or by 14 days' notice from the employer.
• That change rule is subject to the consultation requirement in clause 29.
• All employees must be engaged for a minimum of 4 hours.

Event days get busy at exactly the time break mistakes happen. The safest approach is to roster breaks before the meeting starts and record any interruption properly.

• Casual employees engaged for at least 5 hours get a paid 20 minute rest break, and a second paid 20 minute rest break if required to continue working for a further 5 hours.
• Employees other than casuals must get an unpaid meal break of at least 30 minutes no later than 5 hours after starting work.
• If a non-casual employee works through the normal meal break, they must be paid at 150% of the minimum hourly rate until the meal break is taken.
• Non-casual employees are also entitled to 10 minute paid tea breaks in the morning and afternoon, although the afternoon tea break can be replaced by finishing 10 minutes earlier where the majority of employees agree.

Base rates are only part of the answer. Inquiry attendance, higher duties and allowances can all change the final pay outcome on race day.

• A casual employee required to attend a Rules of Racing inquiry on a non-fixture day must be paid ordinary rates for the attendance, with a 2 hour minimum and reasonable expenses.
• If higher-rated work lasts more than 4 hours on a day, the employee must be paid the higher rate for all work done that day.
• If the higher-rated work lasts up to 4 hours, the employee is paid the higher rate for the actual time worked at that level.
• Allowances can also arise for matters such as tractor plant responsibility, first aid appointments, wet-work footwear, protective clothing and equipment, accommodation, and other specific award situations.

The award uses different overtime outcomes for permanent and casual staff. That distinction needs to be applied consistently across long fixture days.

• Overtime starts when work exceeds 38 hours in a week or 8 hours in a day.
• For full-time and part-time employees, overtime is 150% for the first 2 hours and 200% after that.
• For casual employees, overtime is 175% for the first 2 hours and 225% after that.
• Except for the rest-period rule, each day's work stands alone when overtime is calculated.

PR799280, PR799294, PR799451

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

Affected: 12 - Casual employment - liquor employees, 17 - Minimum rates, 19 - Allowances, Schedule A - Summary of Hourly Rates of Pay, Schedule B - Summary of Monetary Allowances, Schedule C - Supported Wage System