RATES AND PAY SCALES INFORMATION FOR
PLUMBERS
As of 1 January 2010 there are two separate
industrial relations systems operating in the state of Western
Australia, each with different employment laws, awards and
minimum conditions.
All employers and employees working in Western Australia are
covered by either the Western Australian state system or the
national system.
Which system covers you?
Which system you are in is based on whether the employer is
a constitutional corporation.
STATE SYSTEM
The Western Australian state system covers employers that
are not constitutional corporations and their employees. In
general terms, this includes employers who are sole
traders, and some partnership and trust arrangements.
The Western Australia state system is primarily regulated
by the Industrial Relations Act 1979 and Minimum Condition
of Employment Act 1993 and State awards apply to many employers.
A full copy of the Building Trades Award for plumbers can
be found by clicking
here. Please click here
for more information on mininum wage rates or call Wageline
on 1300 655 266 or download a copy of The Minimum Conditions
of employment here.
NATIONAL SYSTEM
The national industrial relations system broadly covers employers
who are constitutional corporations and their employees. The
national system is regulated by the Fair Work Act 2009 and
national modern awards apply to many employers and employees.
There is no absolute rule that determines whether a particular
corporation is covered by the national industrial relations
system. Broadly speaking, Proprietary Limited [Pty
Ltd] or Limited [Ltd] companies tend to be in the
national system by virtue of their trading or financial activities.
As of the 1 January 2010 the federal "Plumbing
Industry (Qld and WA) Award 1999", is replaced by:
Plumbing
and Fire Sprinklers Award 2010. |
As of 1 January 2010,
modern awards will take effect. The phasing of key entitlements
in certain modern awards, however, will not commence until
1 July 2010. The effect will be that where the phasing provisions
are included in a selected modern award, the pre-modern award
conditions relating to key entitlements such as minimum wages,
casual and part-time loadings and penalty rates will continue
to apply until 1 July 2010 when the modern award obligations
will commence. |
| Significantly, the Australian Industrial
Relations Commission has decided that phasing should apply not
only to increases in wages and conditions but also to reductions
in those entitlements. The phasing of increases and reductions
will be in five equal instalments. There will be 12 months between
instalments and each instalment will be 20% of the differential
amount, which will spread the impact of changes over the entire
a five year period. The phasing will commence on 1 July 2010
an there will then be a further four instalments on 1 July each
year concluding on 1 July 2014. |
|
