Industrial relations
Queensland’s Small Business Industrial Relations Arrangements
Attorney General Jarrod Bleijie released in December 2012 an issues paper for public consultation entitled ‘Should Queensland maintain or terminate the referral of industrial relations jurisdiction for the unincorporated private sector to the Commonwealth?’
AgForce has lodged a submission to the issues paper detailing our concerns and the prospective impacts on each of the broadacre industries. A change in referral of the industrial relations jurisdiction for the unincorporated private sector would affect approximately 92% of primary producers. Broadacre producers depending on their industry sector, prior to Queensland’s referral of industrial relations jurisdiction for the unincorporated sector to the Commonwealth, were regulated by differing awards and regulations when employing workers. In terms of our membership, producers operated in an award-free environment if they were grain producers or were bound by State awards as cattle and wool producers.
What is not outlined clearly in the Issues paper are the terms of the industrial instruments and awards that broadacre producers would be regulated by if industrial relations referral was revoked. The lack of information surrounding the State industrial relations system that businesses would be returning to does not allow for informed consideration of a position on this matter. AgForce requests the Queensland Government provide clarity as to whether a termination in referral would result in a reversion to the status quo to State industrial relation legislation that was in effect immediately prior to referral in November 2009, or whether there will be a review and changes to the State’s industrial relations legislation. At this stage these are unknown factors which need to be identified and considered.
To view the submission log in as a member.
Pastoral Award 2012
The Fair Work Australia's Annual Wage Review 2011-2012 decision has increased the national minimum wage by 2.9%.
Please note that the new rates are effective from the beginning of the first full pay period that commences on or after 1 July 2012 and NOT on and from 1 July 2012.
Grain, cropping and cotton growing members should take particular note to access the correct wage schedules as rates differ according to whether or not the employer is incorporated or unincorporated.
There is no difference in the rates for the cattle, wool or shearing industries which apply to all employers.
These rates have been adjusted to give effect to the Transitional Arrangements provisions of the Award for Queensland and do not reflect the wage rates actually published by the Fair Work Ombudsman which are not subject to transition.
Note also that under the Fair Work Safety-Net provisions an employee’s take-home pay cannot be reduced because of the introduction of a Modern Award, e.g. the Pastoral Award 2010. If an employee’s take-home pay was higher than the Award take-home pay before the commencement of the PA, then that rate must continue to be paid until such time as the PA rate exceeds it, at which time the PA rate will apply.
The wage rates published on this website take the transitional arrangements into account.
Current Pastoral Awards
To view the current Pastoral Awards, and to see any changes to rulings of transitional amendments, please login to the members' area (via the Member Login button in the top right corner of the screen).
Attorney General Jarrod Bleijie released in December 2012 an issues paper for public consultation entitled ‘Should Queensland maintain or terminate the referral of industrial relations jurisdiction for the unincorporated private sector to the Commonwealth?’
AgForce has lodged a submission to the issues paper detailing our concerns and the prospective impacts on each of the broadacre industries. A change in referral of the industrial relations jurisdiction for the unincorporated private sector would affect approximately 92% of primary producers. Broadacre producers depending on their industry sector, prior to Queensland’s referral of industrial relations jurisdiction for the unincorporated sector to the Commonwealth, were regulated by differing awards and regulations when employing workers. In terms of our membership, producers operated in an award-free environment if they were grain producers or were bound by State awards as cattle and wool producers.
What is not outlined clearly in the Issues paper are the terms of the industrial instruments and awards that broadacre producers would be regulated by if industrial relations referral was revoked. The lack of information surrounding the State industrial relations system that businesses would be returning to does not allow for informed consideration of a position on this matter. AgForce requests the Queensland Government provide clarity as to whether a termination in referral would result in a reversion to the status quo to State industrial relation legislation that was in effect immediately prior to referral in November 2009, or whether there will be a review and changes to the State’s industrial relations legislation. At this stage these are unknown factors which need to be identified and considered.
To view the submission log in as a member.
Pastoral Award 2012
The Fair Work Australia's Annual Wage Review 2011-2012 decision has increased the national minimum wage by 2.9%.
Please note that the new rates are effective from the beginning of the first full pay period that commences on or after 1 July 2012 and NOT on and from 1 July 2012.
Grain, cropping and cotton growing members should take particular note to access the correct wage schedules as rates differ according to whether or not the employer is incorporated or unincorporated.
There is no difference in the rates for the cattle, wool or shearing industries which apply to all employers.
These rates have been adjusted to give effect to the Transitional Arrangements provisions of the Award for Queensland and do not reflect the wage rates actually published by the Fair Work Ombudsman which are not subject to transition.
Note also that under the Fair Work Safety-Net provisions an employee’s take-home pay cannot be reduced because of the introduction of a Modern Award, e.g. the Pastoral Award 2010. If an employee’s take-home pay was higher than the Award take-home pay before the commencement of the PA, then that rate must continue to be paid until such time as the PA rate exceeds it, at which time the PA rate will apply.
The wage rates published on this website take the transitional arrangements into account.
Current Pastoral Awards
To view the current Pastoral Awards, and to see any changes to rulings of transitional amendments, please login to the members' area (via the Member Login button in the top right corner of the screen).