Schedule E—Supported Wage System

[Varied by PR719661, PR729672, PR742256, PR762969, PR774051, PR786538, PR799280]

E.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.

E.2 In this schedule:

approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system.

assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system.

disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991, as amended from time to time, or any successor to that scheme.

relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged.

supported wage system means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the following website: www.jobaccess.gov.au.

SWS wage assessment agreement means the document in the form required by the Department of Social Services that records the employee’s productive capacity and agreed wage rate.

E.3 Eligibility criteria

E.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.

E.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.

E.4 Supported wage rates

E.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:

Assessed capacity (clause E.5) % | Relevant minimum wage %

10 | 10

20 | 20

30 | 30

40 | 40

50 | 50

60 | 60

70 | 70

80 | 80

90 | 90

[E.4.2 varied by PR719661, PR729672, PR742256, PR762969, PR774051, PR786538, PR799280 ppc 01Jul26]

E.4.2 Provided that the minimum amount payable must be not less than $113 per week.

E.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.

E.5 Assessment of capacity

E.5.1 For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the SWS by an approved assessor, having consulted the employer and employee and, if the employee so desires, a union which the employee is eligible to join.

E.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement, and retained by the employer as a time and wages record in accordance with the Act.

E.6 Lodgement of SWS wage assessment agreement

E.6.1 All SWS wage assessment agreements under the conditions of this schedule, including the appropriate percentage of the relevant minimum wage to be paid to the employee, must be lodged by the employer with the Fair Work Commission.

E.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment, the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days.

E.7 Review of assessment

The assessment of the applicable percentage should be subject to annual or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the SWS.

E.8 Other terms and conditions of employment

Where an assessment has been made, the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.

E.9 Workplace adjustment

An employer wishing to employ a person under the provisions of this schedule must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.

E.10 Trial period

E.10.1 In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.

E.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.

[E.10.3 varied by PR719661, PR729672, PR742256, PR762969, PR774051, PR786538, PR799280 ppc 01Jul26]

E.10.3 The minimum amount payable to the employee during the trial period must be no less than $113 per week.

E.10.4 Work trials should include induction or training as appropriate to the job being trialled.

E.10.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause E.5.

16. Minimum rates

[Varied by PR720159, PR718877, PR729317, PR733854, PR740742, PR762168, PR773945, PR786597, PR799339]

16.1 Adult rates

[16.1 varied by PR718877, PR729317, PR740742, PR762168, PR773945, PR786597, PR799339 ppc 01Jul26]

An employer must pay adult employees the following minimum rates for ordinary hours worked by the employee:

Employee classification | Minimum weekly rate(full-time employee) | Minimum hourly rate

| $ | $

MI 1 | 978.10 | 25.74

MI 2 | 1004.90 | 26.44

MI 3 | 1010.90 | 26.60

MI 4 | 1034.60 | 27.23

MI 5 | 1052.90 | 27.71

MI 6 | 1074.50 | 28.28

MI 7 | 1119.10 | 29.45

MI 8 | 1160.20 | 30.53

NOTE: See Schedule B—Summary of Hourly Rates of Pay for a summary of hourly rates of pay including overtime and penalty rates.

16.2 Junior rates

(a) Junior employees will be paid the percentage of the applicable adult weekly rate (or in the case of part-time or casual employees, the hourly rate) for their classification as follows:

Age | % of adult rate

Under 17 years | 50

17 years | 60

18 years | 75

19 years | 85

16.3 Apprentice rates

(a) Minimum rates for apprentices

(i) The minimum award rates for apprentices completing a 4 stage or year apprenticeship and who commenced before 1 January 2014 are the following percentages of the minimum weekly rate of MI 7:

Stage or year of apprenticeship | % of MI 7

1 | 50

2 | 60

3 | 85

4 | 95

(ii) The minimum award rates for apprentices completing a 4 stage or year apprenticeship and who commenced on or after 1 January 2014 are the following percentages of the minimum weekly rate of MI 7:

Stage or year of apprenticeship | % of MI 7 for apprentices who have not completed year 12 | % of MI 7 for apprentices who have completed year 12

1 | 50 | 55

2 | 60 | 65

3 | 85 | 85

4 | 95 | 95

16.4 Adult apprentice rates

(a) The minimum award rates for adult apprentices who commenced on or after 1 January 2014 and are in the first stage or year of their apprenticeship must be 80% of the minimum rate for MI 7, or the rate prescribed by clause 16.3(a) for the relevant year of the apprenticeship, whichever is greater.

(b) The minimum award rates for adult apprentices who commenced on or after 1 January 2014 and are in the second and subsequent stages or years of their apprenticeship must be the rate for the lowest adult classification in clause 16.1, or the rate prescribed by clause 16.3(a) for the relevant year of the apprenticeship, whichever is greater.

[16.4(c) varied by PR733854 from 27Sep21]

(c) A person employed by an employer under this award immediately prior to entering into a training agreement as an adult apprentice with that employer must not suffer a reduction in their minimum wage by virtue of entering into the training agreement, provided that the person has been an employee in that enterprise for at least 6 months as a full-time employee or 12 months as a part-time or regular casual employee immediately prior to commencing the apprenticeship. For the purpose only of fixing a minimum wage, the adult apprentice must continue to receive the minimum wage that applies to the classification specified in clause 16.1 in which the adult apprentice was engaged immediately prior to entering into the training agreement.

16.5 Apprentice conditions of employment

(a) The terms of this award apply to apprentices in the meat industry except where otherwise stated. Apprentices may be engaged in trades or occupations that are defined and provided for in Schedule A—Classification Definitions where such trades or occupations are declared or recognised by an apprenticeship authority. There is no such declaration or recognition for a trade qualified Slaughterer as defined.

(b) For the purposes of clause 16.5 herein, apprenticeship authority means a State or Territory training authority with the responsibility for the apprenticeship.

(c) In any State in which any statute or regulation relating to apprentices is in force, that statute and regulation will operate in that State provided that the provisions of the statute or regulation are not inconsistent with this award in which case the provisions of this award will apply.

(d) An apprentice may be engaged under a training agreement approved by the relevant apprenticeship authority, provided the qualification outcome specified in the training agreement is consistent with that established for the vocation in the training package.

(e) Apprenticeships under this award are competency based. The actual time taken to complete an apprenticeship will therefore vary depending upon factors such as the intensity of training and the variety of work experience and any additional requirements set out in this award.

(f) The nominal period of the apprenticeship is up to 4 years, however this period may be varied as follows:

(i) to make up for lost time as set out in clause 16.5(q); and/or

(ii) with the approval of the relevant State or Territory apprenticeship authority, to recognise prior learning including vocational education and training in school, pre-apprenticeship programs and other prior learning, the nominal period may be shortened to reflect the proportion of the competencies already acquired; and/or

(iii) it may be extended by up to 6 months in Stage 3 and 12 months in Stage 4 in the apprenticeship where required to complete the competencies.

(g) Notwithstanding the nominal period, the apprenticeship may be completed in a shorter period when:

(i) the qualification specified in the training agreement is successfully completed; and

(ii) the apprentice has the necessary practical experience to achieve competency in the skills covered by the training agreement, provided that the determination as to whether this condition has been met must be by agreement between the registered training organisation, the employer and the apprentice and where there is a disagreement concerning this matter the matter may be referred to the relevant state/territory apprenticeship authority for determination; and

(iii) the requirements of the relevant state/territory apprenticeship authority with respect to demonstration of competency and any minimum necessary work experience requirements are met; and

(iv) with respect to trades where there are additional licensing or regulatory requirements under State legislation or this award, when these requirements are met.

(h) An apprenticeship may be cancelled or suspended only in accordance with the requirements of the training agreement and the requirements of State legislation and the apprenticeship authority.

(i) The probationary period of an apprentice is as set out in the training agreement or contract of apprenticeship consistent with the requirement of the apprenticeship authority and with State legislation but must not exceed 3 months.

(j) Time spent by an apprentice in attending any training and/or assessment specified in, or associated with, the training contract is to be regarded as time worked for the employer for the purposes of calculating the apprentice’s wages and determining the apprentice’s employment conditions. Clause 16.5 operates subject to the provisions of Schedule D—School-based Apprenticeships.

(k) No apprentice will, except in an emergency, work or be required to work overtime or shiftwork at times which would prevent their attendance at training consistent with their training contract.

(l) The ordinary hours of employment of apprentices in each enterprise are not to exceed those of the relevant tradesperson.

(m) The minimum rates applying to apprentices under this award are dealt with in clauses 16.3 and 16.4 and no apprentice is to work under a system of payment by results.

(n) An apprentice is entitled to be released from work without loss of continuity of employment and to payment of the appropriate wages for any training and assessment specified in, or associated with, the training contract.

(o) The nominal period of the apprenticeship is extended by an additional day for each day of absence during each year of the apprenticeship, except in respect of absences due to annual leave or long service leave.

(p) Periods of paid personal/carer leave which total ten or less days in any apprenticeship year do not extend the nominal period of the apprenticeship.

(q) Except where the apprentice meets the competency requirements to progress to the next stage as set out in clause 16.9 the following year of their apprenticeship does not commence until the additional days have been worked. However, any time that has been worked by the apprentice in excess of their ordinary hours must be credited to the apprentice when calculating the amount of additional time that needs to be worked in the relevant year.

16.6 Payment of Travel Costs, Fees and Text Books

(a) Where an apprentice is required to attend block release training for training identified in or associated with their training contract, and such training requires an overnight stay, the employer must pay for the excess reasonable travel costs incurred by the apprentice in the course of travelling to and from such training. Provided that clause 16.6 will not apply where the apprentice could attend an alternative Registered Training Organisation (RTO) and the use of the more distant RTO is not agreed between the employer and the apprentice.

(b) For the purposes of clause 16.6(a) excess reasonable travel costs include the total costs of reasonable transportation (including transportation of tools where required), accommodation costs incurred while travelling (where necessary) and reasonable expenses incurred while travelling, including meals, which exceed those incurred in travelling to and from work. For the purposes of clause 16.6, excess travel costs do not include payment for travelling time or expenses incurred while not travelling to and from block release training.

(c) The amount payable by an employer under clause 16.6(a) may be reduced by an amount the apprentice is eligible to receive for travel costs to attend block release training under a Government apprentice assistance scheme. This will only apply if an apprentice has either received such assistance or their employer has advised them in writing of the availability of such assistance.

(d) All training fees charged by an RTO for prescribed courses and the cost of all prescribed textbooks (excluding those textbooks which are available in the employer’s technical library) for the apprenticeship, which are paid by an apprentice, shall be reimbursed by the employer within 6 months of the commencement of the apprenticeship or the relevant stage of the apprenticeship, or within 3 months of the commencement of the training provided by the RTO, whichever is the later, unless there is unsatisfactory progress.

(e) An employer may meet its obligations under clause 16.6(d) by paying any fees and/or cost of textbooks directly to the RTO.

16.7 Competency based progression

(a) For the purpose of competency based wage progression in clauses 16.3 and 16.4 an apprentice will be paid at the relevant wage rate for the next stage of their apprenticeship if:

(i) competency has been achieved in the relevant proportion of the total units of competency specified in clause 16.9 for that stage of the apprenticeship. The units of competency which are included in the relevant proportion must be consistent with any requirements in the training plan; and

(ii) any requirements of the relevant State/Territory apprenticeship authority and any additional requirements of the relevant training package with respect to the demonstration of competency and any minimum necessary work experience requirements are met; and

(iii) either:

 the Registered Training Organisation (RTO), the employer and the apprentice agree that the abovementioned requirements have been met; or

 the employer has been provided with written advice that the RTO has assessed that the apprentice meets the abovementioned requirements in respect to all the relevant units of competency and the employer has not advised the RTO and the apprentice of any disagreement with that assessment within 21 days of receipt of the advice.

(b) If the employer disagrees with the assessment of the RTO referred to in the second dot point in clause 16.7(a)(iii) above, and the dispute cannot be resolved by agreement between the RTO, the employer and the apprentice, the matter may be referred to the relevant State/Territory apprenticeship authority for determination. If the matter is not capable of being dealt with by such authority it may be dealt with in accordance with the dispute resolution clause in this award. For the avoidance of doubt, disputes concerning other apprenticeship progression provisions of this award may be dealt with in accordance with the dispute resolution clause.

(c) For the purposes of clause 16.7, the training package containing the qualification specified in the contract of training for the apprenticeship sets out the assessment requirements for the attainment of the units of competency that make up the qualification. The definition of “competency” utilised for the purpose of the training packages and for the purpose of clause 16.7 is the consistent application of knowledge and skill to the standard of performance required in the workplace. It embodies the ability to transfer and apply skills and knowledge to new situations and environments.

(d) The apprentice will be paid the wage rate referred to in clause 16.7(a) from the first full pay period to commence on or after the date on which an agreement or determination is reached in accordance with clause 16.7(a)(iii) or on a date as determined under the dispute resolution process in clause 16.7(b).

16.8 Minimum wages

The minimum wages for an apprentice are as set out in the following table, provided that progression through the stages set out in this table is in accordance with clause 16.9.

Stage of apprenticeship | % of MI7 for apprentices who have not completed year 12 | % of MI7 for apprentices who have completed year 12

Stage 1 | 50 | 55

Stage 2 | 60 | 65

Stage 3 | 85 | 85

Stage 4 | 95 | 95

16.9 Conditions for progression through each stage

The conditions for progression to each stage are set out in the following table:

Stage of apprenticeship entry, exit and progression requirements

Stage 1

Entry

Nil entry requirements

Exit

There is no exit point at this stage

Stage 2

Entry

An apprentice enters Stage 2:

 on attainment of 25% of the total competency points for the relevant AQF Certificate III qualification specified in the training plan; or

 12 months after commencing the apprenticeship, subject to clause 16.5(o);

whichever is earlier.

Exit

There is no exit point at this stage

Stage 3

Entry

An apprentice enters Stage 3:

 on attainment of 50% of the total competency points for the relevant AQF Certificate III qualification specified in the training plan; or

 12 months after commencing Stage 2, subject to clause 16.5(o);

whichever is earlier.

Exit

There is no exit point at this stage

Stage 4

Entry

An apprentice enters Stage 4:

 on attainment of 75% of the total competency points for the relevant AQF Certificate III qualification specified in the training plan; or

 12 months after commencing Stage 3, subject to clause 16.5(o);

whichever is earlier.

Exit

Upon the attainment of 100% of the total competency points for the relevant AQF Certificate III qualification specified in the training plan and subject to clauses 16.5(e), 16.5(f), 16.5(g) and 16.5(o), an apprentice will exit with the relevant AQF Certificate III qualification.

16.10 Higher duties

(a) An employee required to perform the duties of a position at a higher classification level for 2 hours or longer, must be paid, for all work done on that day or shift, the rate applicable for that higher level.

(b) If the work at the higher classification level is for less than 2 hours, the employee will be paid for 2 hours at the higher rate and the balance of their working time will be paid at the rate of the employee’s ordinary classification.

16.11 National training wage

[16.11(a) varied by PR720159 ppc 18Jun20]

(a) Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.

[16.11(b) varied by PR720159 ppc 18Jun20, PR718877, PR729317, PR740742, PR762168, PR773945, PR786597, PR799339 ppc 01Jul26]

(b) This award incorporates the terms of Schedule E to the Miscellaneous Award 2020 as at 1 July 2026 Provided that any reference to “this award” in Schedule E to the Miscellaneous Award 2020 is to be read as referring to the Meat Industry Award 2020 and not the Miscellaneous Award 2020.

16.12 School based apprentices

For school-based apprentices, see Schedule D—School-based Apprenticeships.

16.13 Supported wage system

For employees who because of the effects of a disability are eligible for a supported wage, see Schedule E—Supported Wage System.