MANNEQUINS AND MODELS
(STATE) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Notice of Award Review pursuant to
section 19 of the Industrial Relations Act 1996 and another matter.
(Nos. IRC 2199 of 1999 and 2910 of 2000)
Before the Honourable Mr Justice Peterson
|
30 June 2000
|
REVIEWED AWARD
PART A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Rates of Pay
4. Arbitrated Safety
Net Adjustment
5. Supported Wage
6. Cancellation or
Postponement of Engagements
7. Test Shots and
Auditions
8. Special Clothes
9. Sundays and
Public Holidays
10. Method of
Payment and Record of Engagement
11. Fares,
Travelling Allowances, Accommodation
12. General
Conditions
13. Grievance
Procedure
14. Anti-Discrimination
15. Superannuation
16. Flexibility of
Work
17. Commitment to
Training and Careers
18. Area, Incidence
and Duration
PART B
MONETAREY RATES
Table 1 - Rates of
Pay
Table 2 - Other Rates
and Allowances
2.
Definitions
(i) "Mannequin"
means a person whose work is exhibiting clothes or other fashion articles for
the purpose of attracting a commercial interest.
(ii) "Model"
means a person who poses or acts as a subject for photographers.
(iii) "Compere"
means a person whose work is compering mannequin parades.
(iv) "Single
Parade" means a special mannequin parade, other than a retail store
paradette, which may be either exclusive or open to the public.
(v) "Retail
Store Paradette" means a mannequin parade in a retail store where a
collection of wearing apparel is shown periodically over a period of a day or
days in parades of no longer duration than 30 minutes each.
3. Rates of Pay
The minimum rates of pay shall be as follows :
Part A - Mannequins - Parades and Showings -
(i) Single
Parades -
(a) single parades
concluding up to and including 6.00 p.m;
(b) single parades
concluding after 6.00 p.m.; and
(c) rehearsals,
shall be paid for at the rate as set out in Table 1 -
Rates of Pay, of Part B, Monetary Rates.
(ii) Manufacturer's
and/or Agent's Showing -
(a) Day showings
shall be paid for as set out in Table 1.
Provided that work performed before 9.00 a.m. or after 5.30 p.m. shall
be paid for at the rate as set out in Table 1.
(b) Evening
showings which are independent of day showings shall be paid for at the rate as
set out in Table 1 for a period not exceeding three hours.
(iii) Retail Store
Paradettes - Retail store paradettes shall be paid for as set out in Table 1,
provided that work performed other than in accordance with the above hours
shall be paid for at the rate as set out in Table 1.
(iv) Comperes -
(a) Comperes not
required to prepare their own scripts shall be paid the sum as set out in Item
1 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, in
addition to the appropriate rate for a mannequin prescribed by this Part.
(b) Comperes
required to prepare their own scripts shall be paid the sum as set out in Item
1 of Table 2 in addition to the appropriate rate for a mannequin prescribed by
this Part.
Part B - Models - Still Photographs -
Models engaged for the purpose of still photography shall be
paid as set out in Table 1.
Part C - Fittings Rates -
Where a mannequin or model is required to attend a work
location other than on the day of engagement for the purpose of fitting the
garments to wear or display in their work they shall be paid at the rate as set
out in Item 2 of Table 2.
4.
Arbitrated Safety Net Adjustment
(a) The rates of
pay in this award include the adjustments payable under the State Wage Cases of
June 1998 and June 1999. These
adjustments may be offset against:
(A) any equivalent
overaward payments, and/or
(B) award wage
increases since 29 May 1991 other than safety net adjustments and minimum rates
adjustments.
5.
Supported Wage
(a) This clause
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. In the context of this
clause, the following definitions will apply:
(i) '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 "Supported Wage System: Guidelines and Assessment
Process".
(ii) 'Accredited 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.
(iii) "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, or any successor to that scheme.
(iv) "Assessment
document' means the form 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.
(b) Eligibility
Criteria - Employees covered by this clause 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.
(This clause 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 current
employment.)
The award does not apply to employers in respect of their
facility, program, undertaking, service or the like which receives funding
under the Disability Services Act 1993 and fulfils the dual role of service
provider and sheltered employer to people with disabilities who are in receipt
of, or are eligible for, a disability support pension, except with respect to
an organisation which has received recognition under section 10 or section 12A
of the Act or, if a part only has received recognition, that part.
(c) Supported
Wage Rates - Employees to whom this clause applies shall be paid the
appropriate percentage of the minimum rate of pay prescribed by this award for
the class of work which the person is performing, according to the following
schedule:
Assessed Capacity
|
Percentage of
Prescribed
|
(subclause (d))
|
Award Rate
|
|
|
10%*
|
10%
|
20%
|
20%
|
30%
|
30%
|
40%
|
40%
|
50%
|
50%
|
60%
|
60%
|
70%
|
70%
|
80%
|
80%
|
90%
|
90%
|
(Provided that the minimum amount payable shall not be
less than $50.00 per week.).
*Where a person's assessed capacity is 10 per cent,
they shall receive a high degree of assistance and support.
(d) Assessment
of Capacity - For the purpose of establishing the percentage of the award rate
to be paid to an employee under this award, the productive capacity of the
employee will be assessed in accordance with the Supported Wage System and
documented in an assessment instrument by either:
(i) the employer
and a union party to the award in consultation with the employee or, if
desired, by any of these;
(ii) the employer
and an accredited assessor from a panel agreed by the parties to the award and
the employee.
(e) Lodgement
of Assessment Document -
(i) All
assessment documents under the conditions of this clause, including the
appropriate percentage of the award wage to be paid to the employee, shall be
lodged by the employer with the Registrar of the Industrial Relations
Commission of New South Wales.
(ii) All
assessment documents shall be agreed and signed by the parties to the
assessment; provided that, where a union which is party to the award is not a
party to the assessment, it shall be referred by the Registrar to the union by
certified mail and will take effect unless an objection is notified to the
Registrar within ten working days.
(f) Review of
Assessment - The earlier assessment of the appropriate percentage should be
subject to annual review, or earlier on the basis of a reasonable request for a
review. The process of review must be
in accordance with the procedures for assessing capacity under the Supported
Wage System.
(g) Other Terms
and Conditions of Employment - Where an assessment has been made, the
appropriate percentage will apply to the wage rate only. Employees covered by the provisions of this
clause will be entitled to the same terms and conditions of employment as all
other workers covered by this award paid on a pro rata basis.
(h) Workplace
Adjustment - An employer wishing to employ a person under the provisions of
this clause must take reasonable steps to make changes in the workplace to
enhance the employee's capacity to do the job.
Changes may involve redesign of job duties, working time arrangements
and work organisation in consultation with other workers in the area.
(i) Trial
Period -
(i) 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 clause for a trial period not
exceeding 12 weeks, except that in some cases additional work adjustment time
(not exceeding four weeks) may be needed.
(ii) During the
trial period, the assessment of capacity must be undertaken and the proposed
wage rate for a continuing employment relationship must be determined.
(iii) The minimum
amount payable to the employee during the trial period shall be no less than
$50.00 per week.
(iv) Work trials
should include induction or training as appropriate to the job being trialed.
(v) Where the
employer and employee wish to establish a continuing employment relationship
following the completion of the trial period, a further contract of employment
shall be entered into, based on the outcome of assessment under subclause (d)
of this clause.
6.
Cancellation Or Postponement of Engagements
(i) Mannequin
Parades, Showings and Paradettes -
(a) If an
engagement is cancelled after a mannequin has arrived, the full payment the
mannequin would have been entitled to shall be paid. Provided that if the
engagement is postponed and the mannequin is re-engaged for the postponed
engagement, 50 per cent of such payment shall be paid.
(b) If an
engagement is cancelled on less than 48 hours' notice, 50 per cent of the
payment the mannequin would have been entitled to shall be paid. Provided that
if the engagement is postponed, 25 per cent of such payment shall be paid.
(c) If an
engagement is cancelled on at least 48 hours' notice, 25 per cent of the
payment the mannequin would have been entitled to shall be paid. Provided that
if the engagement is postponed, 10 per cent of such payment shall be paid.
(d) If an
engagement is cancelled or postponed on at least one week's notice, the
mannequin is not entitled to payment for the engagement.
(ii) Still
Photography -
(a) If an
engagement is cancelled on a weather check, the model is not entitled to payment
for the engagement.
(b) If an
engagement is cancelled on location the full payment which the model would have
been entitled to shall be paid.
(c) If an
engagement is cancelled on at least 24 hours' notice, 50 per cent of the
payment the model would have been entitled to shall be paid. Provided that if
the engagement is postponed and the model is re-engaged for the postponed
engagement, 10 per cent of such payment shall be paid.
(d) If an
engagement is cancelled on at least 48 hours' notice, 25 per cent of the
payment the model would have been entitled to shall be paid.
(e) If an
engagement is cancelled on at least one week's notice, the model is not
entitled to payment for the engagement.
7.
Test Shots and Auditions
(i) Models
being auditioned or new models being photographed for test pictures are not
entitled to payment. However, subsequent commercial use of such test shots
shall be paid for at the appropriate hourly rate prescribed by Table 1 - Rates
of Pay, of Part B, Monetary Rates.
(ii) Shots for
layout purposes (trial shots) shall be paid for at the appropriate hourly rate
prescribed by the said Table 1.
(iii) Mannequins
being auditioned for an engagement are not entitled to payment for such
auditions.
8. Special Clothes
Special clothes or special requirements shall be provided by
the employer and shall remain the property of the employer.
9.
Sundays and Public Holidays
(i) Work
performed on public holidays shall be paid for at the rate of double time and
one-half.
(ii) Work
performed on Sundays shall be paid for at the rate of double time.
10.
Method of Payment and Record of Engagement
(i) All
payments made to employees by the employer shall be paid within fourteen days
of the completion of the work assignment. The payment shall be accompanied by
an itemised list indicating:
(a) the nature of
the employment;
(b) number of
parades, hours or days employed;
(c) the date or
dates on which the employment was effected;
(d) amount of
payment for the work;
(e) special
allowances paid;
(f) gross total
wage;
(g) taxation
deductions;
(h) net total
wage.
Provided that if an employer engages more than one employee,
each employee shall be paid separately as indicated above.
(ii) If an agent
supplies the services of a mannequin or model to a person wishing to hire such
services, and for which the agent receives a contract price, the agent then is
the employer and has to comply with this clause, as with other provisions of
this award. An agent acting merely as
an intermediary by introducing a prospective employee, but who receives payment
for a model or mannequin for whom the agent is acting, will include this
statement of method of payment when paying the mannequin or model for whom the
agent is acting.
(iii)
(a) An employer
shall keep and have available at the normal place of business a complete record
of all engagements made under this award.
(b) These records
should be retained and be available for a period of twelve months subsequent to
each particular engagement.
(c) The records shall
contain the full name of each employee and the details required to be contained
in the list referred to in paragraph (a) of this subclause.
(iv) Right of
Entry - See Chapter 5, Part 7 of the Industrial Relations Act 1996.
(v) Wages shall
be paid in cash or by electronic funds transfer as determined by the employer.
Provided that payment by electronic funds transfer shall not be used wherever
its use would create harsh or unreasonable circumstances for employees. Provided further, that wherever wages are
paid by electronic funds transfer all additional costs associated with the
introduction and operation of electronic funds transfer shall be paid for by
the employer.
11. Fares, Travelling Allowances, Accommodation
(i) A model
engaged for photographic assignments on location shall be transported to the
location site from the photographer's studio free of cost, or if the model is
required to report direct to the location site, she shall be paid travelling
time at the rate as set out in Item 3 of Table 2 - Other Rates and Allowances,
of Part B, Monetary Rates, for all time spent in travelling to the site and
return from the site, plus the cost of fares and/or reasonable expenses
incurred.
(ii) Where a
mannequin or model is required to spend the night away from the place of
residence or where the cannot be reasonably expected to return to their place
of residence for the night, they shall be provided by the employer with
suitable accommodation and meals at all recognised times.
(iii) Should any
work assignment alternative to location work be outside a radius of 40
kilometres from the employer's main place of business, all fares incurred
travelling to and from the place of work, plus travelling time at the rate as
set out in the said Item 3, shall be paid by the employer.
(iv) Where any
work assignment involves rail or plane travel, first class fares shall be paid.
(v) Provided
that employees may provide suitable transport or undertake transport
arrangements themselves in which case travelling time at the rate as set out in
Item 3 shall be paid, plus the cost of any necessary meals that may be incurred
during the travelling period.
12.
General Conditions
(i) Photographic
Models - The time for work for which the hourly payment is to be made is from
the starting time arranged until the work is finished. The model is expected to
arrive to start the work already made up and with hair fixed, or should arrive
in sufficient time to prepare and to be ready to start work by the time
arranged.
If a model arrives late or, without reasonable excuse,
delays the start or continuation of the work with the result that it is not
reasonably practical to start or complete the work on the same day, the model's
fee or a proportionate part of the fee, according to the circumstances, will be
forfeited.
(ii) Mannequins
- Where a mannequin is engaged for a parade, the mannequin shall arrive at
least half an hour before the first parade or at the time fixed when the
booking was made.
Provided that where the mannequin is booked for more than
one day, the mannequin shall arrive 15 minutes before the first parade of the
day on the second and subsequent days, unless different garments to those used
on the previous day are to be paraded.
If the mannequin arrives late the mannequins forfeits the booking or if,
at the discretion of the store, the mannequin is allowed to join in subsequent
parades the mannequin shall only be entitled to proportionate payment, based on
the number in which the mannequin actually participates.
13. Grievance Procedure
(i) Procedures
relating to grievance of individual employees:
(a) The employee is
required to notify (in writing or otherwise) the employer as to the substance
of the grievance, request a meeting with the employer for bilateral discussions
and state the remedy sought.
(b) A grievance
must initially be dealt with as close to its source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable time
limits must be allowed for discussion at each level of authority.
(d) At the
conclusion of the discussion, the employer must provide a response to the
employee's grievance, if the matter has not been resolved, including reasons
for not implementing any proposed remedy.
(e) While a
procedure is being followed, normal work must continue.
(f) The employee
may be represented by an industrial organisation of employees.
(ii) Procedures
relating to disputes, etc., between employers and their employees:
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable time
limits must be allowed for discussion at each level of authority.
(c) While a procedure
is being followed, normal work must continue.
(d) The employer
may be represented by an industrial organisation of employers and the employees
may be represented by an industrial organisation of employees for the purposes
of each procedure.
14.
Anti-Discrimination
(1) It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity and age.
(2) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
(3) Under the Anti-Discrimination
Act, 1977 it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(4) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation.
(b) offering or
providing junior rates of pay to persons under 21 years of age.
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977.
(d) a party to
this award from pursuing matters of unlawful discrimination in any state or federal
jurisdiction.
(5) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ....any other act or practice of a body
established to propagate religion that conforms to the doctrines of that
religion or is necessary to avoid injury to the religious susceptibilities of
the adherents of that religion.
15.
Superannuation
Preamble
Superannuation legislation -
(a)
(i) The subject
of superannuation is dealt with extensively by legislation including the Superannuation
Guarantee (Administration) Act 1992, the Superannuation Guarantee Charge
Act 1992, the Superannuation Industry (Supervision) Act 1993 and the
Superannuation (Resolution of Complaints) Act 1993. This legislation, as varied from time to
time, governs the superannuation rights and obligations of the parties.
(ii) Notwithstanding
paragraph (i) of this subclause, the following provisions shall also apply.
Contributions -
(b)
(i) A
respondent employer shall make such superannuation contributions for each
eligible employee as required to comply with the Superannuation Guarantee
(Administration) Act 1992 and the Superannuation Guarantee Charge Act
1992 as amended from time to time.
Notwithstanding the above, a respondent employer shall
contribute not less than 3% of the eligible employee's ordinary salary into the
fund of the employee's choice, as defined by paragraph (ii) of subclause (c) of
this clause.
(ii) The amount
of contributions to the Fund shall be calculated to the nearest 10 cents, any
fraction below five cents shall be disregarded.
(iii) Payment
shall be made on a four weekly basis and cover pay periods completed in that
time.
Definitions -
(c)
(i) Ordinary
Salary: For the purpose of this clause,
"ordinary salary" refers to:
(1) An employee's
usual earnings, including any other penalties where such penalties are part of
the employee's normal earnings, excluding overtime, travel, meals, or annual
leave loading.
(2) Where an
employee is engaged on a casual or part time basis, the salary as negotiated
for the engagement including the casual or part time loading provided for under
this award, but excluding any allowances such as travel, meals or annual leave
loading.
(3) In the event
of an all-up salary being negotiated, the negotiated salary, excluding any
component in lieu of travel, meals or annual leave loading that may otherwise
have been payable pursuant to this award.
(4) Superannuation
contributions remain payable pursuant to this clause, notwithstanding that an
employee is absent from work on approved sick leave, annual leave, long service
leave, or other approved paid award leave.
(ii) Fund: For the purposes of this clause, the
following are approved superannuation funds.
REST Retail
Employees Superannuation Trust
ARF Australian
Retirement Fund
Employers to become a party to the fund -
(d)
(i) A respondent
employer shall make application to the Fund to become a participating employer
in the Fund and shall become a participating employer upon acceptance by the
Trustee of the Fund.
(ii) A respondent
employer shall provide each employee who is not a member of the fund with a
membership application form upon commencement of this clause and thereafter
upon commencement of employment.
(iii) Each employee
shall be required to complete the membership application and the employer shall
forward the completed application to the Fund by the end of the calendar month
of commencement of this clause or commencement of employment.
Eligibility -
(e) The employer
shall make contributions in accordance with this clause in respect of:
(i) full-time
employees upon commencement of employment;
(ii) part-time
employees who meet the eligibility test prescribed in the Superannuation
Guarantee (Administration) Act 1992 and the Superannuation
Guarantee Charge Act 1992 (as amended from time to time);
(iii) adult casual
employees who have accumulated 26 week in which they have commenced employment
on at least on day in the week within a period of two years.
Employees who become eligible to join the fund shall
under paragraph (iii) of this subclause, in addition to contributions under
subclause (b) of this clause shall be entitled to a once only contribution by
the employer to the fund in respect of the 26 week qualifying period. Such contributions shall be equivalent to
contributions under subclause (b) of this clause.
Each employee shall be eligible to receive
contributions from the date of eligibility, not withstanding the date the
membership application prescribed in paragraph (iii) of subclause (d) of this
clause, was forwarded to the Fund.
Employee Contributions -
(f)
(i) An employee
may make contributions to the Fund in addition to those made by the respondent
employer under subclause (b) of this clause.
(ii) An employee
who wishes to make additional contributions must authorise the respondent
employer in writing to pay into the Fund, from the employee's wages, amounts
specified by the employee in accordance with the Fund Trust Deed and Rules.
(iii) An employer
who receives written authorisation from the employee, must commence making
payments in the Fund on behalf of the employee within 14 days or receiving
authorisation. The employer must
forward all authorised deductions to the Fund.
Forwarding of the subsequent deductions will be on a four weekly basis
and cover pay periods completed in that time.
(iv) An employee
may vary his or her additional contributions by a written authorisation and the
employer must alter the additional contributions within 14 days of receiving
the authorisation.
(v) Additional
employee contributions to the Fund requested under this subclause shall be
expressed in whole dollars.
Employer to continue participation -
(g) An employer
who participates in the fund shall not cease participation in the fund whilst
employing any eligible employees.
Employer's
contribution during leave without pay -
(h) Where an
employee is absent on leave without pay, whether or not such leave is approved,
no contribution from the employer shall be due in respect of that employee
during and in respect of the period of unpaid absence.
Existing superannuation agreements -
(i) No employee
shall be excluded from this clause on the basis of existing voluntary
superannuation arrangements.
16.
Flexibility of Work
Employees within each classification are to perform a wider
range of duties including work which is incidental or peripheral to their main
tasks or functions.
Employees shall perform such work as is reasonable and
lawfully required of them by the employer, including accepting instruction from
authorised personnel.
Employees shall comply with all reasonable requests to
transfer or change jobs within the award structure.
Employees shall take all reasonable steps to achieve
quality, accuracy and completion of any job or task assigned to the employee.
Employees shall not impose any restrictions or limitations
on a reasonable review of work methods or standards work times.
17.
Commitment to Training and Careers
The parties acknowledge that varying degrees of training are
provided to employees.
The parties commit themselves to continuing such training as
is regarded by them as appropriate and improving training in cases where this
is required.
It is agreed that the parties will co-operate in ensuring
that the appropriate training is available for all employees and the parties
agree to co-operate in encouraging both employers and employees to avail
themselves of the benefits to both from such training.
The parties are committed to encouraging young people to
view the industry as one which has the capacity to provide them with an
interesting career as they progress, not only through junior ranks, but also as
adults.
The parties agree to continue discussions on issues raised
by any of the parties relating to training.
18.
Area, Incidence and Duration
This award rescinds and replaces the Mannequins and Models
(State) Award published 13 January 1995 (283 I.G. 58) and all variations
thereof.
This award shall apply to all models and mannequins engaged
for photographic work or for parades and/or showings in accordance with clause
3, Rates of Pay, within the jurisdiction of the Models and Mannequins (State)
Industrial Committee.
It shall take effect from the beginning of the first pay
period to commence on or after 30 June 2000 and shall remain in force
thereafter for a period of twelve months.
PART B
MONETARY RATES
Table 1 - Rates of Pay
Description
|
SWC
June 1998
$
|
SWC
June 1999
$
|
Annual
Leave
$
|
Total Rate
$
|
Single parades concluding up to and including 6.00pm
|
2.80
|
2.43
|
7.78
|
101.11
|
Single parades concluding after 6.00pm
|
2.80
|
2.43
|
8.47
|
110.15
|
Rehearsals
|
0.37
|
0.32
|
1.25
|
16.25
|
Manufacturer’s and/or Agents day showings -
|
One showing - not exceeding two hours
City
Suburbs
|
0.74
0.74
|
0.64
0.64
|
2.60
3.02
|
33.93
39.39
|
Half-day showing - not exceeding four hours
City
Suburbs
|
1.48
1.48
|
1.28
1.28
|
4.39
4.80
|
57.07
62.55
|
Full-day showing - not exceeding eight hours
City
Suburbs
|
2.96
2.96
|
2.56
2.56
|
7.51
7.92
|
97.64
103.05
|
Work performed before 9.00am or after 5.30pm
|
0.37
|
0.32
|
1.25
|
16.25
|
Evening showing independent of day showings
|
2.80
|
2.43
|
7.25
|
94.25
|
Retail Store
Paradettes -
|
Not more than three consecutive hours, Monday to Friday,
City plus Chatswood and Bondi
|
1.11
|
0.96
|
4.24
|
55.80
|
Suburbs excluding Chatswood and Bondi
|
1.11
|
0.96
|
4.97
|
65.24
|
Not more than one and a half consecutive hours, Saturday,
City plus Chatswood and Bondi
|
0.56
|
0.48
|
2.60
|
33.78
|
Suburbs excluding Chatswood and Bondi
|
0.56
|
0.48
|
2.82
|
36.69
|
Work performed by other than in accordance with the above
hours
|
0.37
|
0.32
|
1.25
|
16.25
|
Models engaged for purposes of still photography -
|
Up to and including one hour
|
0.37
|
0.32
|
2.34
|
30.40
|
Up to and including two hours
|
0.74
|
0.64
|
4.08
|
53.08
|
Up to and including three hours
|
1.11
|
0.96
|
6.02
|
78.29
|
Up to and including four hours
|
1.48
|
1.28
|
7.75
|
100.73
|
Up to and including five hours
|
1.85
|
1.60
|
9.26
|
120.44
|
Up to and including six hours
|
2.22
|
1.92
|
11.19
|
145.45
|
Up to and including seven hours
|
2.59
|
2.24
|
12.62
|
164.39
|
Up to and including eight hours
|
2.96
|
2.56
|
14.52
|
188.84
|
Table 2 - Other Rates and Allowances
Item No.
|
Clause No.
|
Brief Description
|
Amount
$
|
1
|
3 Part A (iv)(a) and (b)
|
Comperes:
(a) not
required to prepare own script
(b) required
to prepare own script
|
6.50
12.80
|
2
|
3 Part C
|
Fitting of garments other than on the day of engagement
|
19.79 per hour
|
3
|
11(i)
|
Travelling allowance when required to report direct to
location site
|
5.81 per hour
|
|
11(iii)
|
Travelling allowance when work more than 40 kilometres
from employer's main place of business
|
5.81 per hour
|
|
11(v)
|
Travelling allowance when suitable transport supplied
|
5.81 per hour
|
R. J. PETERSON J.
____________________
Models and
Mannequins (State) Industrial Committee
Models and Mannequins in the State, excluding the County of
Yancowinna;
excepting persons usually employed as shop assistants who,
during the course of such employment, occasionally perform work similar in
character to that performed by models and mannequins;
and excepting also employees within the jurisdiction of the
following Conciliation Committees -
Actors, &c. (State);
Actors, Other Than Theatre and Radio (State);
Moving Picture, &c., Employees (State).
____________________
Printed by the authority of the Industrial Registrar.