McCabes News
We recently issued a brief summary of the Fair Work Commission’s (FWC) 23 February 2017 decision on penalty rates. We now set out further details of the proposed changes for each of the modern awards considered and how they may affect your business.
The FWC must conduct 4-yearly reviews of modern awards. This is in the context of ensuring that each modern award complies with the overriding objective of the award system. Pursuant to section 134(1) of the Fair Work Act 2009 (Cth), that objective is to ‘ensure that modern awards, together with the National Employment Standards, provide a fair and relevant minimum safety net of terms and conditions’.
In its Decision the FWC states that, for the purposes of the modern award objective, ‘fairness’ is assessed from the perspective of the employees and employers covered by the particular modern award and ‘relevance’ is assessed by considering whether the modern award is suited to contemporary circumstances.
Having regard to the modern awards objective, the FWC concluded in its Decision that penalty rates are no longer provided to deter employers from scheduling work outside normal hours. Rather, it is the “disutility” associated with working on weekends and public holidays that should be the primary consideration when setting penalty rates.
“Disutility” is a term used in classical economics, however the Macquarie Complete Australian Dictionary defines it as “the quality of causing inconvenience or harm; injuriousness”. The FWC’s assessment of the disutility associated with working on weekends and public holidays is emphasised by 97 incidences of the word in the Decision.
In forming its view on appropriate penalty rates, the FWC considered the extent of the disutility of working at certain times and on certain days by assessing the impact of such work on an employee’s health and work-life balance, whilst taking into account the preference of employees for working at those times.
For example, the FWC noted (at [689]) the proposition that:
“There is a disutility associated with weekend work, above that applicable to work performed from Monday to Friday. Generally speaking, for many workers Sunday work has a higher level of disutility than Saturday work, though the extent of the disutility is much less than in times past.”
Penalty rates in the following 6 modern awards were considered by the FWC:
Hospitality Group
Retail Group
As noted above, the FWC considered the “disutility” of working on Sundays and public holidays to determine whether the relevant penalty rates should be reduced.
By way of summary, the FWC concluded the following:
Regarding the rate reduction for casual employees, the FWC adopted the Productivity Commission’s ‘default’ method, which is to add a casual loading of 25% to the Sunday penalty rate of full-time and part-time employees.
Hospitality Industry (General) Award 2010 (Hospitality Award)