Changes to Hospitality Award - 24th March 2020 that you need to know.

On 24th March the Fair Work Commission made a determination and important changes to the Hospitality Award to improve flexibility, classifications and duties, hours of work of full-time and part-time employees and annual leave during the coronavirus (COVID-19) outbreak

Schedule L operates from 24 March 2020 until 30 June 2020. During this time the following applies

L.2.1 Classifications and duties

(a) As directed by their employer, where necessary employees will perform any duties that are within their skill and competency regardless of their classification under clause 19—Classification and Schedule D—Classification Definitions, provided that the duties are safe and the employee is licensed and qualified to perform them.

(b) Clause 25—Higher duties will apply to employees engaged on duties carrying a higher rate than their ordinary classification.

L.2.2 Hours of Work—Full-time and part-time employees

(a) Subject to clause L.2.2(c), and despite clause 11—Full-time employment and requirements for notice in clause 30.2 (Rostering), an employer may direct a full-time employee to work an average of between 22.8 and 38 ordinary hours per week. The employee will be paid on a pro-rata basis. The arrangements for working ordinary hours in clause 29—Ordinary hours of work (Full-time and part-time employees) will apply on a pro-rata basis.

(b) Subject to clause L.2.2(c), and despite clause 12.3(a) (Part-time employment), and the requirements for notice in clause 30.2 (Rostering), an employer may direct a part-time employee to work an average of between 60% and 100% of their guaranteed hours per week, or an average of between 60% and 100% of the guaranteed hours per week over the roster cycle.

(c) Prior to any employer issuing any direction under clause L.2.2(a) or (b) an employer must:

(i) consult with the affected employee/s in accordance with clause 8A—Consultation about changes to rosters or hours of work and provide as much notice as practicable; and

(ii) if the affected employee/s are members of the United Workers Union, notify the United Workers Union of its intention to implement these arrangements.

(d) An employee given a direction under clause L.2.2(a) or (b) will continue to accrue annual leave and personal leave, and any other applicable accruals under this Award, based on each full-time or part-time employee’s ordinary hours of work prior to the commencement of Schedule L.

(e) If an employee given a direction under clause L.2.2(a) or (b) takes a period of paid annual leave or personal leave, the payment for that leave will be based on the full-time or part-time employee’s ordinary hours of work prior to the commencement of Schedule L.

 L.2.3 Annual leave

(a) Despite clauses 34.3, 34.7, 34.8 and 34.9 (Annual leave), an employer may, subject to considering an employees’ personal circumstances, direct the employee to take annual leave with 24 hours’ notice.

(b) Clause L.2.3(a) does not prevent an employer and an employee agreeing to the employee taking annual leave at any time.

(c) During the period of operation of Schedule L, instead of taking paid annual leave at the rate of pay required by s.90 of the Fair Work Act 2009 (Cth), an employer and an employee may agree to the employee taking twice as much annual leave at half the rate of pay for all or part of any period of annual leave.

L.2.4 Dispute Resolution

Any dispute regarding the operation of Schedule L may be referred to the Fair Work Commission in accordance with Clause 9—Dispute Resolution.

Determination link here – https://www.fwc.gov.au/documents/awardsandorders/html/pr717757.htm

We recommend that you seek advice before implementing such changes and note that at this stage these only apply from 24 March 2020 until 30 June 2020 unless this is extended this determination will cease and normal award conditions will apply (see award here) – Contact us for more details Contact Us HERE